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AOL Email Phone Number 1-877-226-6053How to Restore AOL Deleted Emails


One of the most common issue that the users face while using an email service is when they start receiving spam emails and contents which are not important to the users. It is often the situation where the users delete these emails. There are often chances that while deleting unwanted emails, the users get mixed up with other emails that are present in the mailbox. The most unfortunate position that the user gets into is when they delete an important mail along with the unnecessary spam emails. The users often face a lot of issues when such a situation arises. Most of the users are also not aware of what to do when they come across such a situation.


 The users must understand that they can easily restore the deleted emails by bringing them back from the trash folder. But one thing that they must keep in mind is that you can only restore the emails that are less than seven days old. If you wish to retrieve emails which are more than seven days old then you would need to connect with   AOL Email Customer Support   where you could attain more info on how that works. By going through this entire blog you would be able to use easy steps by which you can restore deleted emails


The steps to undertake in order to retrieve deleted AOL Mails

·        Using the browser on your system, navigate to the AOL Login page.

·        Then log in to your AOL account using your account credentials.

·        Once you have logged into your AOL email account, search for the Trash Folder, which is usually located in the left-hand corner of the screen.

·        When you navigate into the folder, you would be able to see all those emails that you have recently deleted.

·        Then you would have to choose the files and emails that you wish to restore to your mailbox. You would have to a checkmark on the emails that you have selected.

·        Once selected, you can choose the option of restoring those emails.

·        When you have hit the restore option, then you would be able to find all those emails back in your inbox.

Users must always keep in mind that this process would only work for emails which are less than seven days old. For all those emails which are more than seven days old, you can recover them using the AOL email recovery software. This would be a completely different process altogether. Users can efficiently connect with the  AOL Email Customer Care Number    and avail all the information that you would require. This service is available throughout the year and on a 24-hour basis. Moreover availing this service is completely free of charge.


Read More -   AOL Email Helpline Number

Source URL:  How to Restore AOL Deleted Emails

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Can you trust staffing agencies?


A question often sparked around agencies is whether or not they can be trusted. Agencies frequently carry around stigmas of low wages, mistreatment, and miserable jobs. But in reality, an agency is just like any other employer. You apply, you interview, and hopefully, if all went well, you are provided with a satisfactory offer letter. A noteworthy difference between standard employers and agencies is that  when applying to an agency you may not be applying to just one vacancy, you could be applying to hundreds.


Agencies act as a third-party HR department for a multitude of clientele looking for a variety of roles. In turn they are held to the same, if not a more heightened obligation to abide by employment standards.


So yes, you can trust agencies!


So where does this stigma come from?


There are many contributing factors that may go into this stigma:


not enjoying the work

not necessarily being fond of the people you work alongside

not having a purpose – being just another body

To put it simply, when putting together a puzzle it doesn’t matter how bad you want a piece to fit or how close it might be. If it is not the right shape, it just won’t work.


If it is not the right placement, it won’t be enjoyable by any means!


At About Staffing, we are known as Masters at Matching Culture because we take into great consideration what our candidates are searching for.  Not just in a job description; but in culture, environment, location, shift, etc.


What will make them happy? What will make them Look Forward To Monday?


We then connect with our clientele in their environment to determine exactly what their unique requirements are. Again, looking as much  outside the job description as inside the job description – discovering precisely what would make a cultural fit. Finding a candidate that meets each qualification is only half the battle, the undertaking is finding someone who will enjoy every aspect of their work!


Once we have determined the desires of the candidate, and the requirements of the client; we work meticulously to find the two pieces of the puzzle that fit together perfectly.


How do you determine if an agency is trust worthy?


Research the company! What kind of presence do they have online? What do their reviews look like? This speaks a lot to what values they exhibit in their everyday work.

Bring forward any questions or concerns you might have during the interview and make your expectations known.

Trusting an agency doesn’t have to be a big step but finding the right agency for you is important!


Here are a few ways the About Staffing team is breaking the stigma of agencies.




At About Staffing one of the most important questions we ask is what would it take for you to uphold the lifestyle that you have created? What is your wage expectation?


We respect and want you to be where you deserve to be!




About Staffing has exclusively partnered with Respect Group Inc. to ensure all candidates we place are Respect in the  Workplace certified. This course provides tools and skills to prevent bullying, abuse, harassment and discrimination in any workplace.


We also pride ourselves on working with clients and candidates who share the same values as our own:






It’s much easier to fit together puzzle pieces made from the same puzzle!




Although your application may match dozens of vacancies, there is never any obligation to accept a position. If it is not what you want exactly, or if you won’t be happy doing it – you don’t have to accept it.


Remember the beauty of applying to an agency is that there is a bountiful range of opportunities to be had!



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Common Misconceptions about the Staffing Industry


You’re looking for your next shining star employee! You have spent hours, weeks, and months trying to find the next perfect fit to your unique company’s puzzle. You have held interviews and just haven’t had “that feeling." Your workload is stacking high   as you’ve been committing your time to finding this Grade A Human. You have a great company to work for- I mean, you work there! You thought this would be straightforward and simple.

Why wouldn’t you leave your hiring needs to a experts in the industry? You don’t try to cut your own hair- you go to a professional (unless you are rocking that bowl cut). Did you know that more companies are utilizing agencies these days? If you take a look at the overall costs of recruiting and hiring yourself, you could end up paying the same or less if you go with a professional. Wow! Who knew? Well… we did!

If you havent taken the plunge creating a relationship with an agency, it is possible that you may have heard at least one of these common misconceptions.

Misconception #1: “They wouldn’t know enough about my industry or company’s needs.”

Every industry and every company is unique- like a fingerprint. We totally get that! About Staffing has specialized recruiters who work in their designated sectors of business, so you will always be working with a professional who understands your industry. We also know the importance of collaboration and often discuss different routes of action to accommodate every client individually. Our recruiters work day in and day out to perfect their systems. That is why we are Masters at Matching Culture.

Misconception #2: “Agencies are expensive.”

While the initial cost of utilizing an agency can look daunting, when you add your fees and lost time to what you could be paying an agency you may be surprised to learn that the costs are the same or cheaper than what your company could do on their own.  Yes, agencies do get paid for delivering you your Grade A Human, but imagine the costs that you would incur when a position turns over many times. Not only are you continuously  recruiting and interviewing for this role, but your valued staff are being pulled away from important tasks and tied up training this position multiple times.

Misconception #3:  “They wont be able to find someone that I wouldn’t be able to find.”

This is a very common misconception and has been proven many times to be untrue. When a company invites a  andidate to their office they will likely get the answers that this company is looking to hear, which may not be how a candidate actually feels. When candidates come to an agency they are very transparent in what they are looking for and can be matched based upon those answers, as they are not speaking to what they “think they should say.” The beauty of an agency is that they do get to play “ match maker” with the pool of their interviewed candidates and their clients. About Staffing performs personality and retention testing on candidates to go above and beyond what a resume can tell you. We roll up our sleeves and dig deep!

Not only that but About Staffing is also an industry professional on algorithms, job posting boards and methods that have been trialed and perfected for over 22 years!

Misconception #4: “Agencies are just for temporary work.”

Agencies are more versatile than ever. About Staffing services temporary, temporary to  direct and direct hire positions. Whether you have a full time vacancy of a superstar executive assitant, a unique administator, a tech specialist, or need to staff 120 positions in  a temporary warehouse About Staffing can assist! Not only can we fill your vacancies with ease and enthusiasm, but we can provide you with information such as competitive wages, hiring strategies and industry trends as well.

Now that we are all on the same page wouldn’t it make sense to trust your hiring needs to the Masters at Matching Culture? Let About Staffing do the leg work for you! It’s what we do everyday.



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To travel is to escape the routine life that we lead, and a tour becomes even more special when you take it with your loved ones. The honeymoon is definitely one of the most important vacations of every couple’s life and you want to make it perfect by making sure nothing goes wrong. There are various tour companies that provide packages for honeymoon. White Stork holidays provides various amazing honeymoon packages like the North East honeymoon package, along with all the services but in spite of that, you need to make sure you should the below-given discussions to make your honeymoon successful.

1.You must have the Budget talk: Planning a complete honeymoon takes a lot of effort and that cannot be done if you do not discuss with your partner, the discussion is the only key to a happy & successful honeymoon whether you take the Darjeeling Honeymoon trip or package for any other honeymoon destination. Start planning your honeymoon with your partner from the very beginning and If you want the best honeymoon offers then contact White Stork Holidays, we provide best affordable packages like the Gangtok city tour as well as various other honeymoon packages.

2.Finalize the duration of your honeymoon: One of the most important things after deciding on the destination for your honeymoon is the duration of it. So, suppose if you are taking a northeast honeymoon package then you need to see the various places that you will cover there and then you have to decide on how many days you will require. If you plan on taking your packages for honeymoonfrom White Stork Holidays then you can customize your honeymoon package according to your need and that will surely make your honeymoon successful and memorable one.

3.Do you want an adventurous trip or a Relaxed one: One of the most important aspects while planning your honeymoon is what you and your partner are looking for? whether it is an adventurous trip or a relaxed trip you need to make sure what you and your partner want to do. White Stork Holidays provides various tours like the Gangtok city tour, where you can take the package accordingly.

4.Clicking Photos: Now, the honeymoon is the first trip after your marriage and that is the reason you will want to lots of amazing pictures so that you can relive the moments when you look at these pictures later. There are various amazing destinations in India where you can find the blend of both picturesque views and the amazing weather that will make the situation romantic for both of you like the Darjeeling Honeymoon trip.

These are some of the most important things that you must take care before taking packages for honeymoon. There are various locations in India that will make your honeymoon truly magical like the Gangtok city tour and various other tour packages. White Stork Holidays is the best tour company and provide budgetary honeymoon tours with all the services that will make your honeymoon memorable one.

Reckon Support


Reckon Helpline Number - Reversing Unpresented Cheques or Bank Transactions in Reckon Accounts Business


This is an issue which is faced by the users of Reckon software. You can come across this issue when you have un-cleared transactions in your bank reconciliation which are either old un-presented Cheques or even old un-cleared expenses.

You would face the problem of un-presented Cheques being there in your bank reconciliation if the Cheque is un-presented or even when it is a duplicate entry in Reckon. It is also important to keep in mind that Under the Cheques Act 1986, a Cheque would be considered stale after a period of 15 months.

Un-cleared expenses, if only a day or two old would be fine, otherwise it could be the result of a duplicate transaction or an error that has taken place.

It is also suggested that you do not simply delete or void the transaction. If these transactions is in the previous GST or the previous accounting period, then this could affect the GST returns, management reports or even the tax returns which are already lodged. The best way to get over this situation is by reversing the transaction in the current period. Users also have the freedom to promptly ring up the  Reckon Tech Support  and know more in detail about the software.

Solution to this problem

The steps that you can undertake to solve this specific problem is as given below:

Note the Initial Entry

You would have to open the Cheque which is now stale and the not what account it has been allocated against and the amount of GST.

Reverse with General Journal

You would then have to prepare a journal entry via the company and then by the option of ‘Make General Journal Entry.

Document the change that you have made

It would be ideal for you to go back to the original Cheque and then add a note on the memo saying ‘Cheque Stale- Reversed DD/MM/YYYY. Doing so would ensure that a note is made to the customer/supplier record.

Clear the transaction in the Bank Reconciliation

Now you would have to remove the transaction from your back record. While you are doing the next bank rec, ensure that you click on the transaction on both sides and make sure the value is equal.

Alternative Options Available

Other options that you can consider while making this transaction is as given below:

·        If the initial transaction is a Bill payment and you have used your credit card, then you can use a credit card Refund/Credit instead of the Journal Entry.

·        If the initial entry made was a deposit, then you can apply the same process. Except the only change would be the General Journal Entry in Step 2 would be reversed.

·        If you see that the initial entry consists of inventory items, then the process would be a little more complex as the initial adjustment to inventory would have been adjusted by a stock take.

·        If the initial entry was a sale which involved inventory items, then you would have to reverse not only the sale but also the inventory movement.

If you find that following these given steps is a task, then you should immediately connect with the  Reckon Customer Support Number  

 Which is available throughout the day and is completely free of charge.


Read More -  Reckon Toll Free Number  

Source URL: Reversing Unpresented Cheques or Bank Transactions in Reckon

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How to Boost Your Career by Staying Engaged at Work



When you think about advancing your career, you likely consider pursuing new hard skills through seeking out training, obtaining certifications, and learning new tools. There’s no question that those professional development activities are important, but few consider the impact that their engagement level has on their career. For companies, an engaged employee is a highly valuable one, and yet only 33% of U.S. workers are engaged at their jobs. If you’re able to stand out as an engaged employee, you not only be happier at work, but you’ll be more  likely to get that next promotion. Let’s take a look at ways to improve your workplace engagement, surrounding culture, and subsequently, your career.


Practicing Positivity

When starting a new job it’s easy to be an optimist, but staying positive gets harder with time. In staffing, recruiting, and sales roles especially, it’s all too easy to fall into the monotonous and never-ending cycle of chasing candidates or trying to close deals, focusing more on the losses than the wins. However, positivity is a trait greatly valued by employers, as studies have proven positive employees are more productive. Optimism is the foundation of healthy workplace engagement.


If employers want optimistic employees, how can you stay positive during your day-to-day grind? Firstly, it’s a mentality to actively keep in mind throughout the day. Remind yourself that the workplace can be a fun and lighthearted environment, and that stressing too much and burning out are no way to get ahead in your career. Secondly, focus on staying organized. Take time each morning to understand deadlines, what tasks need to be pushed, and what tasks you need to ask for help on. It’s far easier to stay positive when your desk, inbox, and mind are in order.


Embodying the Core Values and Mission Statement

Too often, an organization’s core values and mission statement are forgotten, left to sit on a rarely-visited page of the website. In fact, 61% of employees don’t even know their company’s mission statement. Healthy engagement means actively embodying what your organization stands for, and not just memorizing a list of nice-sounding qualities during your training. Print out the core values and pin them up on the wall next to your computer screen. At the end of each day, take a few moments to look at the list and reflect on how you represented one or more of those during that day.


What if your organization’s core values and mission are unclear or lack much meaning? If you see an improvement can be made, approach your supervisor to discuss ways to refresh the  company’s core message. Even if your ideas don’t get put in action, being proactive in this fashion is the definition of being engaged and an impressive employee trait. Plus, think about how good it will sound in a future interview if you can say that you were instrumental in overhauling your previous organization’s core values. 


Participating More

It’s impossible to be engaged with your workplace and coworkers if you’re locked in your office all day or never leave your cubicle walls. Your organization likely holds at least some sort of activities or team bonding opportunities, and participating in these should become a priority. Besides, they’re fun. At, we feature events like Food Fridays, bowling outings, team lunches, holiday celebrations, mixologist cocktail-mixing lessons, group volunteering, and much more. If you feel you don’t have opportunities like  this at work, take initiative and ask permission to be the one that plans them.


At the same time, participation should go deeper and permeate your entire day. Don’t just attend meetings, but participate in them. Ask questions, and share your ideas or thoughts. Regularly ask your boss and coworkers if they need a hand on any projects. Do the “small things” like holding doors open, refilling the paper towel dispenser in the breakroom if you see it empty, and tidying up the copy machine if paper is scattered about. These actions directly improve your work environment and get noticed and remembered by coworkers and managers. Not only are they your professional references, but they’re the ones deciding whether or not you receive a promotion.


Focusing on Communication

In sales and recruiting roles the ability to communicate clearly is critical to success, so it should be no surprise that 77% of employers value soft skills as much as hard skills. But communication goes beyond job responsibilities. Without proper communication, even your best efforts to  be more engaged will fail. Whether it’s in-person, through email, or on the phone, remember that clear communication is what allows attempts to improve your workplace engagement to be successful.


Staying Engaged at Work

Don’t brush employee engagement and culture inconsistencies off as something for only your company’s management to be concerned with. It’s a two-way street, and seizing each day by practicing positivity, embodying core values, and actively participating will make you a shoe-in for the next big promotion at work. Keep it up, and you’ll quickly find yourself on the express train to your career goals.


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Inbound Recruiting: Marketing for Recruitment Agencies


Inbound recruiting is the methodology used to create a remarkable experience for job seekers and future   employees by producing specific branded content that will increase your Employer Brand perception and improve your relationship with both active and passive candidates in different stages of the recruiting process.


The concept of Inbound Recruiting came from the term coined by Hubspot for marketing: a process of generating relevant and engaging content to attract, engage and satisfy customers, allowing them to drive their own journey and convert when they are ready. 


The overarching proposal of inbound recruiting is to use recruiting content marketing, social media and search engine optimization tools to reach top talent (the HR customers) when they’re still not actively looking for a job to let them engage and connect with your brand - and turn them into candidates once they’re ready to actively look for a job.


Long story short, is the way of engaging qualified candidates to convert them into applicants and grow your talent pool, making sure you can interact with them in all stages of the recruiting funnel until becoming your employees.



The Importance of Inbound Recruiting

In times where there is such a strong “war for talent”, with a much higher demand than supply, companies need to stand  out to get a chance to attract the best candidates. Posting jobs on job boards and asking for referrals on  is not enough to get the right candidates to apply.


The first reason for that is simple: sometimes the best candidates are not exactly searching for an opportunity, even though they might be available. Actually, this happens most times, as 70% of the global workforce is made of passive talent who are not searching for a job.


Second, candidates are not desperately applying for any position as before, which means they are researching a lot about a company before deciding to apply. They want to know the culture, read employee reviews and more - and that’s where Employer Branding enters. In fact, that factor is so important today that a CareerArc survey discovered that only 1 in 5 candidates would apply for a position in a1-star rated company.


That’s why having enough content available and digital marketing elements like a good career site, an updated Glassdoor page, being active in social networks and having a good candidate relationship  management strategy in place are key to make candidates want to apply for your position among so many others.



How to do it right

In order to start using inbound techniques to optimize your current recruiting strategy, it’s mandatory that you have a clear brand promise, company culture and value proposition. It’s also important that you develop a very transparent and strong relationship with your current employees, as they are the ones that will build or break your employer branding - actually, 72% of employees who had a bad experience is likely to share that in social media. Last, you need to produce quality content and have a series of inbound recruiting strategies in place to create a real engaging experience with candidates.



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Leveraging Your Professional Networking Strategy in 4 Clear Steps


Whether you’re trying to climb the corporate ladder, broaden your skillset, or find a new job, your networking strategy can lead you to individuals that are ready, and willing, to help. Additionally, connecting with industry peers and leaders can provide you with unique growth and learning opportunities. So, how do you get the ball rolling?


Step 1: Put Yourself Out There

There are a variety of ways to boost your networking strategy, but one of the most powerful is to get face-to-face. Sign up for conferences or events, which are typically jam-packed with valuable information. Plus, most events give you plenty of time to mingle with your peers and build professional relationships.  also make great opportunities to socialize with industry professionals in a slightly more relaxed environment.


Additionally, consider  or picking up a new hobby. It’s important to network outside of your field because you never know who could refer you to an awesome role. Pursuing activities that you enjoy will introduce you to people with similar interests and provide plenty of chances to strike up conversation.


Step 2: Get the Most Out of Social Media

Your networking strategy should take advantage of what social media has to offer. There are thousands of groups all over  and Facebook that create industry-specific communities. They’re great forums for asking questions, making casual conversation, or organizing meetups. Fostering online relationships is as easy as it gets  networking-wise. Craft thoughtful responses to posts, answer group polls, and attend events when you can. Online communities are a great way to make lots of connections, all at once.


If you’re unable to find a group that fits your needs, start conversations on your social media posts. Share informative articles coupled with compelling questions or a trending hashtag to get more eyes on your page. Sharing posts that reflect your interests and expertise will allow your followers to know you on a more personal level – meaning that you may become top of mind if an opportunity were to arise. Engaging and interacting with your contacts strengthens those connections and builds your credibility.

Step 3: Always Follow-Up

We’re all familiar with the saying, “the fortune is in the follow-up.” Networking events are simply starting points for developing new professional relationships. If you have a good conversation with a contact, don’t hesitate to reach out with a phone call, email them an interesting article, or connect with them on social media. These extra steps are a personal touch that show interest and initiative. Continue the conversation by asking more about their organization and sharing insight on how your roles align. You’ll quickly be able to feel out whether or not the relationship can be mutually beneficial in the future.


Step 4: Nurture Your Relationships

When things are going well, it’s easy to push your professional networking strategy to the back-burner. According to Forbes,  agreed that failing to keep in touch or only reaching out when you need something is the greatest networking faux-pas that executives make. Regardless of your professional level, no one is immune to inadvertently making this mistake, so nurturing your relationships is key.


Networking is a two-way street. Make sure that you’re not only keeping in touch with your contacts, but that you’re building and strengthening your relationships with them. Small favors such as skill endorsements on LinkedIn or passing along a resume can ensure that your contacts will do the same for you if, and when, the time comes. Little acts of  kindness take virtually no time and can set you up for future success. That’s the whole point of networking, right?


Leveraging Your Professional Networking Strategy

The key to long-term career success is having a solid network. Making yourself known and respected in the local community will open up a variety of doors for your career.


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Recruiting and Managing Creative Talent to Inspire Innovation



Technology and organizational strategies today are bound together in a world striving for performance improvement. It’s hard to dispute that every company has, in a sense, become a technology company. The digital world drives the material world to a tremendous extent these days. It’s a trend that shows no signs of slowing.


As economist Thomas Pinketty predicts in his groundbreaking work Capital in the Twenty-First Century, much of the economic growth we can expect to see between this year and 2025 will flow from advances in computing, artificial intelligence, data and robotics. Despite the positive impacts these developments could make, financially and functionally, there remain reasonable skeptics who have concerns about the income inequality and vocational losses this sort of mechanized society might create. They offer dire scenarios in which robots replace all human labor -- the only monetary gains going to those who own, manufacture or control the machines.


MIT Professor Zeynep Ton explains in The Good Jobs Strategy that these examples fail to paint a broader, more realistic picture. Even the most powerful systems require human input and judgment; a purely technological approach to work and civilization would eventually collapse. The relevance and importance of the human element can’t be ignored. Artificial intelligence (AI) can’t exist and grow without the context of the human experience to inform it. Cognitive scientists refer to this discrepancy as the availability bias: people tend to place greater emphasis on information that’s easy to come by, such as data on a spreadsheet, rather than intangibles like the realities involved in the everyday interactions and operations of a business.


So as we scramble to keep pace with technology and narrow our educational focus on STEM skills, we’re neglecting the very important role that creativity plays in the process.


Creativity -- The Ghost in the Machine


It’s easy to succumb to the notion that scientists are stuffy, smock-wearing, bespectacled people who are obsessed with numbers and formulas. Yet without a creative impulse, imagination, vision and an understanding of society, it’s hard to believe that any real scientific accomplishments would have arisen. Science requires creativity for continued innovation. No invention was envisioned without curiosity and ambition: the dreamer gazing at the stars in wonder, the biologist fighting virtual staffing services in pune to cure a terrible disease, the electrical engineer helping to overcome obstacles in the way of communications, and other pioneers motivated by a need to improve our quality of life.


This sentiment is articulately echoed by astrophysicists such as Neil deGrasse Tyson and Adam Frank. Both men of science not only acknowledge the necessity of the humanities, they embrace liberal arts as a crucial backbone to scientific achievement. In a recent piece for NPR, Frank advocated for the value of the arts in academia: “In spite of being a scientist, I strongly believe an education that fails to place a heavy emphasis on the humanities is a missed opportunity. Without a base in humanities, both the students -- and the democratic society these students must enter as informed citizens -- are denied a full view of the heritage and critical habits of mind that make civilization worth the effort.”


Frank provides a solid reason for his conclusion: “The old barriers between the humanities and technology are falling. Historians now use big-data techniques to ask their human-centered questions. Engineers use the same methods -- but with an emphasis on human interfaces -- to answer their own technology-oriented questions.”


In the future, computers will probably assume a greater share of the work duties currently tasked to human talent, including programming and data analysis. We can’t presume that automation won’t replace or commoditize certain skill sets. Realistically, however, there’s a limit to what machines will be able to do. As Rally Health’s Tom Perrault observes in a recent Harvard Business Review article, “What can’t be replaced in any organization imaginable in the future is precisely what seems overlooked today: liberal arts skills, such as creativity, empathy, listening, and vision. These skills, not digital or technological ones, will hold the keys to a company’s future success. And yet companies aren’t hiring for them. This is a problem for today’s digital companies, and it’s only going to get worse.”


Technology and Creativity Play Well Together


Creative talent enjoy taking risks. They see these gambles as necessary systems of trial and error that lead to true innovation. Just like the world’s most renowned scientists, creative talent operate empirically. Missteps and failures don’t deter them -- they instruct them.


Not only do creative professionals take risks, they refuse to quit in the face of shortcomings, defects or even rebuke from colleagues, managers or others in their communities. They are inherently optimistic and see risks as opportunities. Henry Ford’s first vehicle, a motorized four-wheeled bike of sorts, failed. Miserably. Instead of throwing in the towel, he learned from the mistake and went on to pioneer the Model T. While working for the Kansas City Star, Walt Disney was told by his editor that he lacked imagination and marketable ideas. Obviously, that harsh critique did little to stifle Mr. Disney’s formidable future achievements -- all symbols of imagination and clever marketing.


Of course, the interesting corollary to these examples is how both creative geniuses promoted technology, instead of working against it. Ford radically shifted methods of transit and work. He absolutely threatened the horse-and-buggy industry, yet his company created countless more jobs virtual staffing services in pune around the world. Ford also renovated the nature of labor with assembly line processes that delivered inexpensive goods to consumers while supporting high wages for workers.


Walt Disney is a grandfather of realistic audio animatronics. You can’t visit a Disney attraction and not marvel at the robotic characters at the heart of the rides. Yet, the magic of a Disney theme park isn’t all technology -- it’s the exceptional customer service and interaction provided by live talent. The same rings true for Disney and Pixar films. The leaps and bounds in computer animation technology never surpass the humanity of the stories, which comes from writers, artists and voice actors.


Hiring Creative Talent


Given the current employment situation, the fierce competition to secure skilled talent makes perfect sense. Yet the creative, intrapreneurial mavericks should not be omitted in the search. Creative workers can be the best hires for companies that are truly in motion, tolerant of change, serious about stirring the pot to innovate, and creating new environments that require a degree of risk and uncertainty. The creativity, drive and exploratory nature of these individuals help businesses discover and capitalize on new opportunities, break free from outdated and ineffective models, pioneer unique solutions, and avoid stagnation. They have the potential to be prized assets for a growing or rebranding company.


Sourcing creative talent is itself a creative process. Elite staffing professionals excel at matching the right talent to the right business culture, often deploying unconventional recruiting  and screening processes. This is the job of staffing professionals -- one they consistently perform and refine. The best way hiring organizations, MSPs and their staffing suppliers can achieve client goals together is to focus on fit.


MSPs, when tasked with managing a program concentrated on change and innovation, should spend a greater amount of time during discovery and voice of the customer meetings to get a clear picture of the client’s existing culture, its ability to loosen structures and policies, and its comfort level with creative talent who may operate outside traditional team structures or approval processes.

MSPs and their staffing partners must spend extra time communicating about the realistic nature of the client’s culture and flexibility.

Staffing professionals, combining this information with their expertise in sourcing creative talent, virtual staffing services in pune can more easily assess the best fits between hiring managers and maverick innovators.

The MSP, after coordinating with its staffing partners on submitted candidates, must also be willing to champion these selections to hiring managers, making cases for non-traditional yet innovative talent whose pros outweigh perceived cons.

If there’s a theme for the direction of business in this century, it’s punctuated by a recurring buzzword: innovation. In its assessment of 2014 business trends, Forbes discussed  how the lack of cultural change has suffocated growth. The old ways of doing things were discounted as “roadblocks to process improvements,” with “true breakthrough thinking” and recruiting “more progressive candidates” as the remedies.


Then, toward the end of the piece, Forbes put all its cards on the table and exposed the challenges openly. “Some companies are indulging in new processes for creative innovation, birthing some big ideas that could open new markets,” the magazine declared. “Many CEOs openly extol innovation… Yet, very few really embrace it, acting on the most relevant ideas to truly advance their company. Change is nerve-wracking, but promising new ideas, tested in advance, can work wonders for almost any business.”


Machines and data can produce some wonderful things. Coming up with the next big idea that will lead to new iterations of these technologies -- that's best left to the dreamers, the philosophers, the artists and the creative minds behind the science.



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Tips to Run a Successful Casual Interview

Interviews are tough - even a hiring manager who has been doing them for years could tell you that. Both parties are trying to learn as much about each other as possible in as little time as possible, all while trying to ignore the obvious tension of frazzled nerves clouding the room. Thankfully, casual interviews have become popular as of late, due to a growing millennial workforce and a bigger emphasis on candidate experience. And though they may just seem like some hip new trend, they’re actually pretty effective.

Everyone You Interview is Nervous

Whether you’re a recruiter, a hiring manager, or the owner of a small business, you will, at some point, have to interview a candidate. As you may already know, conducting the interview can be just as hard as receiving it. Your job is to make the candidate feel comfortable so that he or she can represent themselves in the best way possible. Easier said than done - a study found that  of adults get anxiety about going to a job interview. Let’s take a closer look at the findings:

General anxiety was the most common complaint

Being overqualified and not knowing the answers to questions tied for second place at . Being underqualified was a top fear among  of responders

For those who made less than per year or had no college degree, nervousness was the top complaint at. Being underprepared or nervous about making a bad impression worried  of responders.

What does this tell us about our interviewees? Well, first off, that almost everyone gets freaked out about going to a job interview. But more importantly, it tells us exactly why people get so nervous about the big day – and that we may be able to do something about it.

From stuffy office settings to garden variety questions that barely scratch the surface of a candidate’s potential, traditional interview tactics are quickly becoming passé. The informal interview is gaining popularity in a world where candidate experience is a top priority. Casual interviews are highly effective at putting candidates at ease and understanding the deeper parts of their personality. One LinkedIn report predicts that hiring managers will reinvent the interview this year, with a greater focus on assessing candidate soft skills and understanding weaknesses. What’s the best way to do this? A casual interview, of course.

Keep it Casual; Keep it Cool

Personally, I’ve been to a handful of informal interviews in my career, and each one had me thanking my lucky stars that the interviewer chose not to take the formal route. A job interview is one of the most triggering situations for a person with anxiety, like myself. I was once so nervous for a phone interview that I ate an entire bag of spinach while pacing the house. I don’t even like spinach.

The problem with traditional interviews (especially for someone like me) is that they don’t allow your true personality to shine through. You’re so busy trying not to let your anxiety escalate into a full-fledged panic attack that you can barely focus on the questions. An unseasoned interviewer might perceive broken eye contact or fidgeting as a sign of distraction, and stumbling over questions might make you appear unprepared, or worse - disinterested. As an interviewer, you can probably imagine how a casual interview can help dispel these jitters, both in its setting and tone. There are significant benefits for you as well:

A casual chat is more conducive to creative questioning. For example, you can ask about the candidate’s hobbies, which will give you a better idea of how they’ll mesh with the company culture.

You won’t have to work as hard at making the candidate feel comfortable, which frees up both of you to have a meaningful conversation. It might relieve some of your worries, too.

Unstructured interviews allow you to quickly identify – and control – your own biases. Unchecked biases are one of the toughest problems interviewers encounter. A casual interview is a great way to bring your biases to light, and thus learn from them.

It’s easier to “sell” the position during an informal interview, a necessary duty in today’s candidate-driven job market.

How to Conduct a Super Chill Interview

The anatomy of an informal interview isn’t complicated. It’s all about the tone. Remember, your goal is to provide a comfortable atmosphere that encourages an open yet guided conversation. Here are a few tips:

Remind the candidate to prepare before the interview. Tell them that although it will be informal, they should still be ready to answer questions. Be specific about who they’ll be meeting and what they’re like. Candidates are less likely to feel anxious when they’re armed with information.

Location is important, but it’s not the be-all, end-all of a successful interview. If you don’t want to conduct an interview in the middle of a bustling coffee shop, you don’t have to. A comfortable couch in a quiet meeting room will do just fine. Look for a spot that’s free of fluorescent overhead lights, which are known to cause anxiety and panic attacks.

Find a balance between standardized questions and cookie-cutter ones. Standardizing your questions can help reduce bias, but you also want to avoid tired old questions that elicit factory-made responses. Prepare yourself ahead of time by going over your stack of resumes and crafting thoughtful questions that you can tailor to each candidate.

Start the conversation with a friendly chat to relieve tension. Offer some information about yourself, perhaps something you noticed on the candidate’s resume or cover letter that you have in common. Ask them if they’re comfortable and if you can help by grabbing them a coffee or tea.

Finally, be friendly! Let the candidate know you’re on their side and that together, your goal is to identify their strongest skills and personal traits. If you have to ask a few tricky questions, wait until the end of the interview, when the candidate feels confident and relaxed.

We’ve written a lot about young folks in the workforce and how companies can increase millennial engagement. And if you’ve been keeping up with our blogs, you’ve probably noticed that we often say candidate experience involves the entire hiring process from start to finish. The interview is the apex where candidate and company meet. It’s a big moment for both parties – make the best of it by ensuring both are free to express themselves.

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