Posts tagged "recruit"

Find and Hire a Cloud Operations Engineer

The cloud is no longer just a white, fluffy chunk of condensation floating around the sky. At the very least, computer-users know the cloud is where their files are stored.  That’s true, of course, but there is much more to the cloud.  In fact, there’s so much more to the cloud it needs a Cloud Operations Engineer to keep it running smoothly.  And, you need to find and hire one.

The first thing you need to know is that cloud operation engineers are in great demand. That makes them both hard to find and, when found, difficult to recruit. You need to understand their personality and have at least ground-level knowledge of the challenges they face daily.

There’s no need to turn to eBay or Craigslist to hunt for cloud operation engineers.  In what spare time they have, they hang out in such esoteric forums as Spiceworks’ Cloud Computing & SaaS, Microsoft’s Technet Forum and Cloud Computing Forums by Tom’s Hardware.  They might also be found in Server Fault and Web Apps communities.

The main attraction to such forums is code. There’s code and more code.  Code certainly is what attracts the engineers, and, after reading through a few lines of thread, also counts as your first insight into their challenges. An additional advantage to you — the recruiter– is learning the technology trends and current topics that are of interest to cloud engineers.  A little knowledge picked up in such environments is essential when it’s interview time with one of your prospects. Asking questions about which you know the answers is an important interview tool.

While forums give you a start in grasping the cloud engineer’s responsibilities, it’s good to know and be able to discuss such specific risks as outsourcing essential services to a third party. Configuring traditional web applications to work on the cloud is another common challenge. Applications developed in the cloud need to be run through a legacy system to verify you can’t copy onto a cloud service.

Another challenge to an operations engineer is the incredibly high cost of bandwidth necessary for delivering and receiving intricate data over the network. Sufficient bandwidth comes at a cost.

Knowing where to find cloud operations engineers, understanding them, and having a basic knowledge of their work is a good start to successful hiring.




Niche Staffing Firms Finding the Ideal Hires for You

After years of high unemployment, many countries worldwide have got a handle on the issue and unemployment has fallen or even hit all-time lows. This is obviously a positive thing for the workforce, but it does make like harder for employers who are in search of the most qualified candidates.

As unemployment falls, so does the talent pool, which is why you have probably noticed it getting harder to find the candidate who ticks all of your boxes. Not only this but you might notice that the process is taking longer.

If you are nodding your head in agreement, it might be time to look at using a staffing agency to find the perfect hire (or hires) for you.

Niche staffing agencies know your business.

Large staffing agencies are a little bit like a ‘Jack of all trades’. They know about a lot of different industries but they don’t have expert knowledge in any of them. They might not be confident with the particular details of your industry.

The theory behind a niche staffing firm is similar to that of the ‘Jack of all trades’. They are smaller and are able to pay closer attention to your specific industry and business needs. When looking for hire, you need information about the candidates in your field, not the general market. The service a niche staffing agency provides is considered more personal.

Looking in the right place

Large staffing agencies will place rather general recruiting adverts because they aren’t just looking for candidates for you. They look for numbers instead of specific skill sets. This is not a bad thing, it is what they need to do to bring in large numbers of potential employees.

Because the niche staffing firm has more knowledge of what you need, they will search for particular candidates to more suitably fit your requirements. Rather than looking on sites that produce high numbers of applications, they will look for a lower number of applicants in your field.

Large or small- it’s the same technique

Both large agencies and niche agencies use the same methods to recruit candidates. There is a range of tools, techniques and computer software that can streamline the process. The results are different but the process is the same.

Both large and small staffing agencies will be able to assist you when you need to write job descriptions, pre-screen candidates and even interview them. And both agencies have a larger network of candidates, active and passive.

As we have mentioned before the difference comes down to the ability of a niche staffing agency to look for the more appropriate candidates for your needs. And this goes for networking too.

A better result

Not only is a niche staffing agency more able to find the candidates that are more qualified for your particular needs, but you might find they are more willing to do it for a better price.

Large staffing agencies (in general) are looking to work with large companies. Perhaps they aren’t as interested in working with smaller companies because you might only be looking for one or two hires. Their prices might reflect their size!

Before using the most popular staffing agency, have a look around for one that has knowledge in your industry. They will be able to find better candidates for you and probably for a better price.



How to Speed up Your Mobile App Development Process

The development of mobile apps is through the roof and is only expected to grow. It is estimated that by 2021 350 billion mobile apps will have been downloaded, generating around $200 billion in revenues. Today, you will find 2.8 million apps ready to be downloaded through the Google Play Store and an additional 2.2 million on Apple’s App Store.

The use of mobiles is becoming more and more preferred over a desktop so apps are not about to disappear from our lives, particularly in business and technology industries.

Those who are keen on start-ups will have one burning questions, how long will it take to create an app and how much work will I need to put in?

Existing Data: App Development Takes 3-5 Months

There isn’t actually a lot of proven information to back the websites that claim it only takes around 3-4 months. There are two studies that we found to be reliable.

In 2013, Kinvey performed a survey on 100 mobile app designers to find out the time they thought it would take to build an Android or iOS app. The average response from the 100 designers was 4.5 months, broken down into approximately 10 weeks for backend and 8 weeks for frontend.

The second study was published by GoodFirms in 2017.  GoodFirms not only asked about the time it would take but also the potential costs to create an app like Instagram or Tinder. They split their findings into the following:

  • Instagram is a ‘feature-rich highly complex app’ and would take between 4.5 and 5.5 months to develop.
  • WhatsApp is a ‘medium complexity-compelling app’ and would take approximately 4.6 months to create.
  • Tinder is a ‘user-friendly app with lesser functionality’ and would take between 3.8 to 4.1 months.

The cost of developing these apps varies from $44,830.20 for an app like Tinder to $64,333.30 for an app like WhatsApp.

We will continue by looking at the principal stages of developing an app. While it might seem like a repetitious process, there are actually distinct stages involved and none of the stages are unconnected.

Stage 1: Research and Planning

As with any type of market research, you will need to focus on two main areas. First, why should this app exist? Do you think it will be useful to people and how? What types of people are going to choose to download the app? Second, is your idea already on the market? If so, how is your app going to be better and more successful than the existing one?

Research must be thorough in order for your app to be successful. You need to think about how your app is going to help or solve a problem that people have, are you going to be able to save people money. Your research must also include the market size and extensive investigations of apps that are considered your competition.

Stage 2: Functions and Features

So, you have completed your research and collected your data into meaningful information. Now it is time to determine the precise functions and features. Here are some questions you might want to be able to answer.

  • What should your app be able to do?
  • What operations or tasks will it be able to perform? Are you hoping to integrate it with other apps or use peer-to-peer chat?
  • How is it going to manage data? Is it going to join existing data frameworks or collect new data?

Once you have this information you get to create your storyboard. A storyboard is a visual portrayal of your app, showing individual screens and how they are going to connect. A storyboard should reveal and issues the user might face and improve their experience.

At this stage, you will also want to create ‘use cases’, which will operate as a template for user interaction. It is a logical assumption that the more features your app has, the longer it will take to develop.

It is also the time to decide on the operating system. Basically, you will have to decide whether your app will run on iOS, Android, Windows or a combination, supporting multiple operating systems. Your choice will have an effect on your timeline. Multiple operating systems will almost always take longer to develop and might also double your budget. Although this is not as significant now, developing an Android app normally takes 20-30% longer due to the fact that there are over 12,000 devices and it is almost impossible to develop an app perfect for each model.

There are two common platforms to develop your app. If you are working on an Android app it is normally done through Java and iOS written in Swift or Objective-C. If you are looking at an app for multiple systems you can either develop two separate programming languages or use a cross-platform development tool such as React Native or Ionic.

Expect to take approximately 3 to 5 weeks on this stage.

Stage 3: Technical Feasibility, Design and Development

It is now time to start working with your technical team to determine what you want your users to see while they interact with your app and what goes on behind the scenes. This means that the frontend and backend have to be compatible.

Frontend systems are the visual aspect of the app, it is what can be seen by the user and it is related to the design. The backend is the technical, software aspect. The central focus it how the site works, it is about the server, application, and database.

Another decision you will need to make is whether you will use a public Application Programming Interface (API) or if you prefer a personal abstraction layer. APIs are what is needed in order for apps to communicate with each other or with other developers. The major global apps like Facebook and Skype use APIs that are publicly available. An example of this is when Tinder uses Facebook profiles to allow users to log in.

Part of the technical stage is to design a wireframe. A wireframe is a 2D image of the app’s interface and its main task is to allow you to see the space allocated to the contents. They are normally black and white and assist in linking the information to the actual design. A wireframe can also shed light on the consistency of how the information is shown, confirm the intentional functions and decide which content can take up the most space and where it should go.

When you choose to create your wireframe is up to you, some developers will create them along with the storyboard as they will help with the visualization of the app while other developers like to complete wireframes in the design stage.

After finishing the wireframe you can begin to work on the GUI (Graphical User Interface) where you choose the theme of your app, colors, fonts, and icons, etc. And now you should have the final look of your app.

We are not going to discuss the technical information related to developing an app. If you are somewhat familiar with coding you might be able to use software programs or you may want to use a professional service. Keep in mind it will be the most complex part of developing your app.

Stage 4: Testing and Refinement

In reality, your testing will be a continuous process, as programmers will be fixing errors along the way. This is known as internal testing or alpha testing because it is your own team who is doing it. Once the team has completed the internal testing, your app is ready to be tested by a limited public, known as beta testing.

You know your app inside out, you know how it should be used, but beta testing gives everyday users the chance to use it as they see fit. You should only begin with beta testing once alpha testing is 100% complete.

To beta test your app, you can use any number of websites that have been specifically designed for this purpose. Here are a few suggestions:

  • BetaFamily
  • NetaList
  • ErliBird
  • PreApps
  • TestElf

Websites such as Reddit and UserTesting are sites that will beta test and provide feedback through options like screenshots and recordings of interactions with the apps.

Assuming your alpha testing was completed to the highest levels, the beta testing stage should last just 3 to 4 weeks.

In Conclusion

By looking at our breakdown and the two studies, we can conclude that you will be looking at a couple of months to complete all of the four stages involved in app development. It is not something that can be thought up and created over a weekend and it is going to take a lot of dedication.

Using a staffing agency can be greatly advantageous. Staffing agencies are specialized in the industries they serve. That means they can find suitable candidates quickly, and they know exactly what to look for according to the position you need to fill.

Because staffing agency recruiters keep a pool of readily available talent for a variety of jobs, a job opening can easily be filled within a matter of days.

7 Smart Tips to Ensure Things Go Hitch-Free with Your Development Project

As per Deloitte’s report, IT is in charge of 60% of the absolute sourcing market. It further features that 57% of organizations at present redistributing IT capacities, re-appropriate application improvement and upgrades to programming advancement organizations. Sourcing your improvement ventures, be they portable or web, to seaward advancement organizations diminishes costs and loans the genuinely necessary assistance.

How would you ensure you don’t finish up being another section in those frightfulness stories? Here’s the secret.

  1. Make careful mockups

Along these lines, since you’ve chosen to re-appropriate your advancement venture, it’s an ideal opportunity to put your plan to paper. Also, no we don’t mean a solitary page with a couple of thoughts and musings wrote down in slugs. That is to say, make a careful portrayal of your advanced item. Give you an exact undertaking cost and convey an item you won’t, someplace some way or another, discover an issue in. One of the greatest obstacles to beat when re-appropriating is inadequate correspondence. It’s the underlying driver of most different issues.

Without building up clear lines of correspondence and clarifying, definitely, what you need – you won’t know whether the two gatherings are in agreement or not.  So often it’s happened that the improvement firm included a couple of highlights you never requested, or totally misconstrued the ones you wanted. The most ideal approach to forestall all the disarray is to make a careful mockup that unmistakably characterizes every one of the highlights.

  1. Have your very own specialized task director

This is imperative. In the event that a non-specialized originator attempts to deal with the group, you’ll be putting the nature of the item in danger. Non-tech originators don’t be able to audit the code, and certain unpalatable improvement firms may attempt to exploit and compromise when creating.

  1. Language and culture

Organizations generally embrace an easygoing methodology with regards to culture and dialects. Nonetheless, it’s a critical factor which all of you should consider for re-appropriating application improvement venture.

  1. Know about the run of the mill re-appropriating disappointments

“Just a trick gains from his own mix-ups. The savvy man gains from the missteps of others.” – This statement entireties up this point in one line. Before you re-appropriate your task, you have to distinguish different situations which can prompt disappointment. For instance, recognizable proof of a poor seller, exchange, and determination are the trademark pointers of a fizzled methodology.

  1. Move of information in redistributing ventures

The vast majority of the re-appropriating undertakings have a 6-month time span in which the customer’s representatives move the learning to the provider’s specialists. Those advisors generally take two years to accelerate like a capable expert. That is a tremendous measure of time; be that as it may, the amazing actuality is that notwithstanding when its majority organizations have learned of it, regardless they gripe about the speed at which the provider’s specialists work.

  1. Think about innovation benchmarks

Innovation is a key perspective which you have to remember while re-appropriating. For instance, in the event that you’re building up an application for a startup, at that point, you can’t enlist portable application engineers who have no clue about the responsive plan. Besides, to produce the traffic and leads from the web crawler, you need to fabricate an application which is portable neighborly

  1. Keep away from degree creep at all costs

When you present the mockups to the improvement firm, advance back. Try not to tinker with the extent of work, for example, try not to continue changing the prerequisites of the venture. Except if you think you’ve made a noteworthy blunder, don’t request that they modify the extension. Deferrals happen when you attempt to crush in new highlights once the advancement has begun, in light of the fact that it chaotic heaps up the whole engineering of the application.

8. Work with a staffing agency

Staffing agencies provide a great shortcut because they already have a well-built network of staffers waiting for you to call. No matter the complexity of your project, the right staffing agency will have a deep pool of high-quality candidates to fill your needs quickly.

Depending on your situation, hiring a new full-time employee may not be the only option for you. StaffAugmentation can assess your needs and provide a solution that is right for you.

End: Re-appropriating your product improvement can be an incredible bit of leeway, as far as funds as well as far as experience also. With regards to re-appropriating, the world is your commercial center.


Your Complete Guide to Contract Staffing

Advantages of Contracting for Spotters

For what Reason Is It Valuable for Spotters to Make Contract Positions

Bosses are using contract staffing to fill employments recently held for customary direct staffing courses of action. The expanded interest and favorable circumstances of agreement staffing, therefore, build open doors for enrollment specialists who can find qualified hopefuls. Organizations are utilizing selection representatives who can meet the majority of their staffing needs, both contracting and direct. Following are a few advantages of agreement staffing.

Favorable circumstances of Agreement Staffing    

  1. Expanded Salary from Hourly Charges

Organizations typically pay the situation charge hourly as a major aspect of their charging rate.

  1. Expanded Salary from Change Charges

Another way contracting expands your salary is through a temp to perm change expenses. Regularly an organization does not have any desire to promptly procure a competitor themselves; they need to acquire the applicant on an agreement task. The selection representative gets an hourly expense while the hopeful chips away at an agreement task. Afterward, if the organization chooses to offer work to the applicant, you could get a transformation charge.

  1. Improved Income

Another real motivation to add contracting is to improve income. Contracting can give you a consistent week after week pay. The income you will get from contracting is generally snappier than direct situations.

  1. Sole-Source Provider

Customer organizations are searching for a sole-source provider to fill the majority of their arrangement needs, regardless of whether it is for a director an agreement position. Being a sole-source provider for customer organizations builds a lot of the business. On the off chance that you are not filling the majority of a customer’s needs, some other enlisting firm could be getting a piece of the organization’s matter of fact.

  1. Simpler Situations

Contract situations are a lot more straightforward in light of the fact that the organization isn’t searching for simply the correct fit; as they do when procuring another representative. All the organization thinks about is whether they can take care of business and not whether the hopeful has the correct character to fit into the organization culture. Meetings, if there are any, are by telephone a greater part of the time. Customer organizations center on the fundamental specialized abilities.

  1. Beat Customer Complaints

Ever hear that an organization isn’t hoping to employ? It’s sheltered to state that each prepared enrollment specialist has been there. The base camp may manage new contracts are not permitted. However, administrators can even now use contract staffing to finish important undertakings on the grounds that the specialists are not new contracts.

  1. Defeat Spending Restrictions Complaint

Similar remains constant for organization spending issues. Towards the finish of the monetary year, administrators must defer contracting new workers since spending plans are depleted. Contract staffing enables directors to expedite a hopeful board until the new financial year. At that point during the new financial year, they can procure them as a full-time worker. As an enrollment specialist, this gives you an hourly salary now and a potential transformation expense not far off.

  1. Leave Methodology for Scouts

A leave methodology assumes a key job in deciding the key course for you and your organization. Sometime in the not so distant future, you may need or need to sell your enlisting firm. Another advantage of agreement staffing is that the predictable pay created from contract staffing makes it more alluring to purchasers than a firm just offering direct-enlist.

  1. Retreat Verification Your Business

Sadly, history reveals to us that we will have another retreat at some point or another. While direct-employ just organizations appear to hit rock bottom during a retreat, contract assignments offer a life saver to scouts. Organizations still need to complete the work and contract assignments are an approach to keep up the association’s workforce during a retreat.

The Hidden overtime Costs and How a Staffing Company Can Help

There was a time when working overtime was a thing in the corporate industry. Employees loved it and employers welcomed it with open arms. The costs involved seemed to be apparent; ‘that’s not the case. The impact of overtime working and the cost implications that come with it can take a toll on a business in ways that we are going to shed light on.

Hidden overtime costs

A flexible payroll budget makes overtime working acceptable and affordable; after all, it also serves as a motivation for employees. The costs involved are made further negligible when the need to work overtime is occasional. While these may not pose a problem, the regular need for employees working overtime comes with consequences that may not be worth it in the end. These consequences are as listed below:


Overworking leads to stress, which harms both the mental and physical health of employees. They need to rest, take care of themselves and other issues outside work in order to give their job the best they have to offer.


A working period longer than 10 hours a day make for non-conducive working environments. The longer the employees work, the more their attention spans and alertness wane. They get in a foggy mental state that harms their health.


Instead of increasing productivity, longer working hours diminish the returns of the employees. It affects their productivity both on a personal and their professional lives. Stanford University found that employees who work for 40 hours weekly get less productive when the working hours are lengthened to 60 hours weekly.


While longer hours may mean more quantity output, it will also lead to lower quality. This is an unaffordable move, especially in situations where the service standards for customers are essential. The avoidable errors and poor quality can lead to losing customers’ trust and subsequent dwindling of the company.

The role of staffing companies in helping you avoid hidden overtime costs

Whenever businesses have plenty of work, they resort to overtime as a resort to keep themselves afloat and beat deadlines. However, staffing companies offer better alternatives.

Add to the number of full-time employees you have

Irrespective of your field or industry, staffing agencies will find you workers and save you the time and effort needed to search for and hire new employees. They will take the burden of recruiting and hiring off your shoulders. You will pay for this service. But this cost is less than that which you would incur in low production that results from overworked staff.

New skills

Whenever you are undertaking new projects that require a set of skills your staff ‘don’t have, it is wiser to get new personnel with the necessary qualifications and skills. You will spend less time training your staff and get on with the project sooner than later. Staffing agencies can save you the hustle by finding you skilled personnel.

Temporary staff

A business has its peak and low periods. As a result, during the lows, the business will feel overstaffed and during the highs, it will be understaffed; despite having the same number of employees.

A staffing agency will evaluate your workforce, get you temporary or temp-to-perm employees and adjust your workforce accordingly.


How to Hire the Perfect Junior Developer

Often time, the manager of a software development team makes the mistake of seeking qualified individual outside the organization body to fit into a sensitive group like support, customer service department, project management department, administrative department and so on.

They do this by investing so much a time that could have been ventured into staff development of individuals within his team who shows a ready mind to learn and passion for career advancement.

The conventional method of recruiting a new member into your team can be a good idea but the time imputed into the process of portfolio check and documents assessment could also be used in training these new recruits within their department into becoming productive junior developers.

This idea of seeking and Recruiting Readymade developers to perfectly fit into your organization can be so frustrating when these new recruits exhibit very poor customer services, full of complaints,  a questionable personality and unnecessary concern over members view.

While software developers within your team are already acquitted with so much activity that has kept your organization in good shape. Therefore, appropriate grooming of these onboard developers in other facets could enhance greater performance you need.

 Coding languages are easier to learn than customer empathy and product insight.

Another excellent method that the software development manager uses in driving his team to proficiency and growth is looking out for potential individual within his team or organization who shows interest in coding and ready to learn.

Most of the non-technical staff of your organization may have the intellectual substance of becoming a great developer.  All they need is training and practice because these set of talented individuals already know about your product, have grounded experience in maintaining a unique customer service relation and also know about customer regular demands and so on.

 Resisting the resistance to hiring outside of traditionally trained engineers

There is a general belief that engineers are extremely introverts, not a customer kind of people. This mindset requires that in choosing or selecting a potential developer in other departments, you must be sure to train them to become good developers and/or technicians.

This might be right so that your team could comprise skilled individuals to help drive your organization forward. These traditionally trained engineers are quickly detected due to their excellent customer services and productivity. So hiring from these set of trained individuals will improve the team performance and customer relations.

Onboarding new hires who are already on board

To afford countless benefits as a software development team manager, exhibit or practice internal recruiting system. This is because the level of the connection and understanding between various departments is a very good catalyst for rapid growth.

Therefore, the experienced manager knows from the outset that recruiting from those already onboard is better compared to hiring a new set of developers outside the team. Those who practice external recruitment are faced with personality clash of employees, series of uncontrollable insubordination and lack of proper customer services at the early stage.

To avoid these experiences require you to practice more of internal recruitment of employees than external recruitment.

Another benefit you can derive from onboard hiring is a rapid growth of your organization due to the open-mindedness of your team members, improved customer service relation, empathy, customer concern and honesty among members of your team.

Customized training to make Job-ready junior developers

When you consider and compare the cost of finding and hiring developers outside your organization to training your employees along with a specific language or framework, you will know why it is so important to up-skilling your team.

Many of these potential developers might not even know how to become one but your system of training will help shape them into what will transform your organization for good.

To further save you the stress of reviewing numerous portfolios online in the search of qualified individuals and reduce time wastage in looking out for talented people when career pathed of your team members cost almost nothing than training them, it is best suggested to train your developers along that needed framework to move your team forward.

Tech Recruiting: Hire for Fit, Train for Skills

Being a hiring manager in a tech firm can be very challenging. Virtually none of the candidates who applied to fill a certain role has the perfect blend of skills required for that role, to the extreme perplexity and frustration of hiring managers. For example, you can post a vacancy for the post of say, JavaScript Developer, and then not quite long after, you have already received a plethora of applications on your desk. There is nothing bad in this; in fact, you will be excited to go through the ‘interesting applications’ if you are a rookie hiring manager. But then you begin to go through the applications, you look at the CV of the applicants and then your headache begins; it is possible to have a seasoned candidate who has undertaken a lot of projects but is not conversant with the latest technologies. Another candidate is a master of JavaScript but does not have an academic qualification, and so on. Where one candidate is lacking competency, he makes up for it in other areas. As a hiring manager, you are in a dilemma – technical skills are essential, but how would you get the perfect candidates to suit the specific tasks you are hiring them for?

Fortunately, there are a number of methods to vet a candidate and verify their suitability for a job. These methods include:

  1. Asking the candidate to provide their portfolio.
  2. Giving them a programming problem to solve.
  3. Request them to physically come for a programming exercise together with another program.

For what reason do these methods work for several firms who follow them? All things considered, investigate the main reasons employees do not do well in their roles. Obviously, specialized fitness can be a central reason. However, as a rule, chiefs battle with workers that are creating a ruckus due to their poor relational abilities, no longing to team up, or an absence of responsibility. Delicate abilities are hard to prepare for. You either have them or you don’t.

To ensure that a candidate fits your company, you should begin by asking questions that align with your core values. Do ensure to make the interview a conversational one, and not an interrogation. Based on some core values, these are some of the questions you could ask:

Individual Accountability – ask whether there had been a time when the candidate committed an error.

Team Work – try to inquire if the candidate has ever taught a colleague a skill before. Ask the candidate to expatiate on this.

Understudy Focus – Has the candidate at any point failed to adhere to a deadline due to the client not being satisfied with something in their work?

Work-Life Integration – they could describe how an effective day looks like to them.

People-Centered Design – try to see how the candidate would describe a technical concept to a non-specialized client

Fiercely Competitive Nature – What tech aptitudes would they be possibly keen on learning apart from the current skills they possess?

It is just not good for you to ignore potential fit issue just because the candidate has top-notch technical skills. And while it is important that a candidate has the skills required to execute projects, it is equally important, if not more important, to engage the services of a worker who fits into the company.

What is a Net Promoter Score (NPS) and why do you need one?

NPS Ovеrviеw

Net Promoter Sсоrе, оr NPS, iѕ a diѕсiрlinе uѕеd in organizations tо measure thе ѕuссеѕѕ rate аnd growth оf thе organization. It ѕеrvеѕ as a metric fоr lоуаltу. It invоlvеѕ actions taken bу thе team in thаt оrgаnizаtiоn tо gеnеrаtе the ѕсоrе. Ultimately, NPS measures сuѕtоmеr ѕаtiѕfасtiоn аnd progress of the оrgаnizаtiоn. The соnсерt was рiоnееrеd аnd brаndеd bу Bаin & Cоmраnу, Satmetrix Systems, Inc., аnd Frеd Rеiсhhеld.

Nеt Prоmоtеrѕ Sсоrе Calculation:

A single question is аѕkеd to survey customers: ‘On a ѕсаlе оf 0-10, hоw likеlу аrе уоu tо rесоmmеnd thiѕ Cоmраnу’ѕ product оr service tо a friеnd or соllеаguе?’ Based оn thеir rеѕроnѕеѕ, сuѕtоmеrѕ are divided into three сategories:


Thоѕе thаt givе responses of ѕсоrе 6 аnd below are knоwn аѕ ‘Detractors’. Thiѕ mеаnѕ thеу аrе nоt ѕаtiѕfiеd with thе рrоduсt оr ѕеrviсе and wоuld likеlу nоt раtrоnizе thеm anymore. Thеir response could have a nеgаtivе impact on thе rерutаtiоn of the оrgаnizаtiоn.


Those whоѕе rеѕроnѕе falls within 7 and 8 аrе knоwn аѕ ‘Pаѕѕivеѕ’. They аrе ѕаid to be ‘оkау’ with the product, but would most likеlу go for a more ѕаtiѕfуing brand if and when thе opportunity аriѕеs.


Those whоѕе responses fаll within 9 аnd 10 аrе knоwn аѕ ‘Promoters’. Thiѕ dерiсtѕ high satisfaction аnd lоvе fоr the рrоduсt оr ѕеrviсе. Thеу would dеfinitеlу recommend thе рrоduсt оr ѕеrviсе for the foreseeable future аnd wоuld аlѕо be very happy tо patronize the оrgаnizаtiоn аgаin.

NPS iѕ therefore calculated bу finding thе реrсеntаgеѕ оf thе dеtrасtоrѕ and рrоmоtеrѕ, then subtracting the percentage оf the detractors frоm thаt of thе рrоmоtеrѕ. The реrсеntаgе dеtrасtоrѕ tеndѕ tоwаrdѕ -100 whilе the реrсеntаgе рrоmоtеrѕ tеnd towards 100.


  1. The ENPS Dеfinitiоn аnd Ovеrviеw

 What do we mean by ENPS Dеfinitiоn аnd Ovеrviеw Score (ENPS)?

Thiѕ is аn еxtеnѕiоn of thе Nеt Promoter Sсоrе аѕ it fосuѕеѕ оn employee loyalty аnd progress in the оrgаnizаtiоn. This iѕ used bу the еmрlоуеrѕ in thе соmраnу to ассеѕѕ thе employees wоrk progress.  Just likе thе single quеѕtiоn bеing asked frоm thе customers fоr thе Nеt Prоmоtеr Score, thе quеѕtiоn аѕkеd of еmрlоуееѕ is, ‘On a scale of 0-10, how likely iѕ it that уоu would recommend thiѕ соmраnу as a рlасе tо wоrk?’. Once again the responses are uѕеd tо саtеgоriѕе thе employees intо Dеtrасtоrѕ, Pаѕѕivеѕ, and Promoters.  Thiѕ wау employers can gеt tо knоw their employees like аnd diѕlikеѕ оf their соmраnies.

How does it work?

ENPS iѕ a ѕimрlifiеd mеаnѕ of knоwing hоw lоуаl thе еmрlоуееѕ оf аn оrgаnizаtiоn аrе, it dерiсtѕ thе willingness of the еmрlоуееѕ tо rесоmmеnd the organization and thеir satisfaction with thе organization. Time-effective for bоth еmрlоуеrѕ and еmрlоуееѕ because of its ѕimрliсitу, it is also a mеtriс mеаѕurеmеnt of рrоgrеѕѕ оvеr a реriоd of timе. It аlѕо hеlрѕ to provide pointers on hоw to get mоrе еmрlоуее satisfaction through fоllоw uр quеѕtiоns in the survey. A single question only givеѕ a ѕсоrе оn the ѕаtiѕfасtiоn lеvеl but dоеѕ nоt give factors contributing tо it. A more open-ended fоllоw up question hеlрѕ tо givе fасtоrѕ contributing to it аnd in this wау, employers саn wоrk оn imрrоvеmеnt.

How to use EPNS effectively: tips

Thе use оf ѕосiаl mеdiа, or bulk SMS, can be very effective. Fоr more responses, еmрlоуееѕ need to be assured оf anonymity. The dераrtmеnt аnd rеgiоn саn bе inѕеrtеd intо a filе whiсh can bе sent via a link for ассеѕѕibilitу. With no nееd for mаnuаl diѕtributiоnѕ, it is possible to save considerable timе аnd еnеrgу. Thе company could also еmрlоу thе ѕеrviсе оf an еxtеrnаl agency to oversee thе ѕurvеу аnd results and to ensure anonymity.

Lоуаl employees care mоrе аbоut thе оrgаnizаtiоn аnd wоrk hаrdеr.

For progress аnd growth оf аn оrgаnizаtiоn, еmрlоуееѕ’ productivity thrоugh саrе аnd hаrd work is раrаmоunt. Thiѕ, in turn, makes employers happy аnd satisfied. Lоуаltу iѕ one оf thе grеаt virtuеѕ аn еmрlоуее can show tоwаrdѕ an оrgаnizаtiоn.

 Lоуаl еmрlоуееѕ ѕtау with уоu longer.

When thеrе iѕ еmрlоуее turnоvеr, it соѕtѕ thе оrgаnizаtiоn finаnсiаl аnd рѕусhоlоgiсаl loss оf аbоut 20%. This is bесаuѕе thе аmоunt ѕреnt оn recruiting nеw еmрlоуееѕ inсrеаѕеѕ as a rеѕult оf thе рrосеѕѕеѕ involved. Thеѕе рrосеѕѕеѕ inсludе; соѕt оf hiring (аdvеrtiѕеmеnt, interview, etc), соѕt of trаining a nеw employee, lоѕt рrоduсtivitу, соѕt of miѕtаkеѕ еtс. In short, when employees show loyalty to an organization, employers benefit significantly.



This is not How You Hire Top Talent

The methods of recruiting vary from one recruiter to the other. In fact, a recruiter tends to have styles of recruiting which are unique to him. While the overall goal of recruiters is to get a quality and capable candidate for the job. But it has been observed that recruiters often fail to do so.

Due to the variation and unconventional styles of recruiting employed by recruiters, a fair deal of errors has been incorporated. This article seeks to examine the blunders associated with hiring and also suggests possible panacea to correcting the mistakes. The mistakes include:

Salary Attractiveness

Candidates tend to go for jobs with the highest possible salary available. Some candidates create themselves very high and will demand salaries that is excessive. Of course, this is subject to negotiations, but recruiters usually fail at this, leading to wasting of the applicants’ time.

Money is the most important factor that determines the choice of job for candidates. It is therefore usually surprising that recruiters at times decide not to include the range of salary in their job description. This will naturally lead to major problems, which includes:

  1. Wasting the applicant’s time – The effort such a person has put into applying for the job is also wasted.
  2. There is the likelihood of receiving applications from a whole lot of people – both experienced and inexperienced. This proliferation of applications makes it difficult for you to meticulously examine each applicant.

The solution is to make sure you highlight any privilege that the candidate would enjoy. You should also state the salary you want to offer in clear terms.

Not Calling, Texting, or Replying

Sometimes, job seekers can run into a brick wall. They may get fed up, perhaps because they have been looking for a job for too long. A good recruiter will help their candidates by preparing them for a wide range of interviews. Most often, a candidate would want to be informed about how things develop after the interview. You should try to oblige them. It is bad to keep candidates waiting and not reply to them.

Try to keep in touch with the candidate. Even if the employer has not given you a reply, it will do the candidate a whole lot of good if you update them on the current situation of things.

Poor Interview Etiquettes

People tend to blame the candidate for failing an interview. The truth, however, is that hiring managers cannot be exonerated from this. What recruiters often do is to intimidate their candidates, setting up tension in them in the process. As a result of this, the candidate might be jittery and unable to deliver their best. As a recruiter, you should endeavor to smile to your candidates, assure them and make them feel at home. Do not ask silly questions that can put them in tension. This will ensure that they will give as much information about themselves as possible, and you will be able to make informed decisions based on this.