The World Health Organisation defines the term “mental health” as a state of wellbeing wherein individuals are able to realize their respective capabilities, are able to handle general stressful aspects of life, are able to work optimally, and are able to contribute to their community. Mental health can also be understood as the overall psychological and emotional well being and it directly affects our general functioning through life especially when you are a working professional. With progressive talks around diversity and inclusion in the workplace, we are ushering into a new era of working. Today, we acknowledge all sorts of intangible issues at a workplace. Mental Health issues being one of them.
Over the past year, around 80% of Indian workers have disclosed having mental health concerns. Seventy-eight percent of<a href="https://www.zeebiz.com/trending/news-world-mental-health-day-2022-around-80-indian-workforce-reports-mental-health-issues-202416#:~:text=Around%2080%20percent%20of%20the,more%20adverse%20mental%20health%20symptoms"> LGBTQ+ respondents </a>said they have experienced at least two or more negative mental health symptoms. In recent times, the world may have plunged into an obvious web of uncertainty and is constantly struggling to find its way back since then. And, this is just the data of one of the marginalized groups. It should not come as a surprise to anyone if we say that almost everyone has struggled on some level because of unconscious biases threatening the diversity, equity and inclusion at the workplace. 
So if mental health and its fluctuations vis-a-vis our situations are common to every one of us, then what are we not talking about? The answer to this is not as simple as you think.
Employees are surrounded by a number of social inequalities including but not limited to varying social backgrounds, economic backgrounds, race, gender, sexual orientation, lifestyles, etc. An individual’s mental health is a sum total of all of their unique experiences as well as their respective environments. This makes all of our struggles different and with diversity and inclusion initiatives we want to initiate the conversation around it. 
You would be amazed to know that this is not the only “unequal” aspect when we talk about mental health. The story doesn’t end here!
<h1 style="text-align: justify;">5 Reasons Why Mental Health Should be Discussed With Diversity and Inclusion in the Workspace</h1>
<a href="https://encrypted-tbn0.gstatic.com/images?q=tbn:ANd9GcQyA0T5tKpxY0dG4zB-8ZGWUU-IIqLkSKgCof-31ghziKJU_NT0WeoIxOTbxPbmp8_CJKA&amp;usqp=CAU"><img decoding="async" loading="lazy" class="alignnone size-full wp-image-7443" src="https://admin.headsupcorporation.com/wp-content/uploads/2023/01/images.png" alt="" width="230" height="219" /></a>
<h2 style="text-align: justify;">Access to Mental Health Facilities for All</h2>
Access to <a href="https://headsupcorporation.com/blog/mental-health-in-an-unequal-world">mental health</a> facilities or mere awareness about them also varies widely in our world. We work in an unequal world where only the privileged lot has access to all facilities. Diverse employees do not have the luxury to even think about the concept of optimal mental health, let alone strive for it. Then, what’s our responsibility to ensure equality and diversity in the workplace?
Well, start the conversation first and see how it affects your workforce. 
<h2 style="text-align: justify;">Invest in Counseling</h2>
The general lack of investment in the mental health sector is the reason why there is a lack of resources and tons of stigma that stresses employees to work in a toxic space. In many cases, employers of sufferers shun their concerns as usual boredom/ sadness and do not deal with mental health like they ought to. Hence, in order to optimize the benefits of workplace diversity fully, you should equip it with the proper mental health forum and counseling help. 
<h2 style="text-align: justify;">Diversity and Inclusion Activities</h2>
There is an urgent need to tackle such issues and spread awareness about mental health among all sectors of society. People from all walks of life and all sections of the society can face mental health issues in some form or the other. Including the awareness programs and mingling sessions can help you reap the benefits of diversity and inclusion in the workplace and raise awareness at the same time. It is the need of the hour that we normalize “asking for help” and that no one feels judged as weak because of it.
<h2 style="text-align: justify;">Mental Health Leave</h2>
Adding mental health leave isn’t merely a way how to promote diversity and inclusion in the workplace. By giving that window of relaxation, you are giving your employees a breather. You can give them a way to recuperate and deal with all kinds of issues. Not only it signifies the modern way of working but also humanizes your present as an organization.
<h2 style="text-align: justify;">Do Not Discriminate</h2>
Mental Health Issues can surface in multitudes of forms. As an organization with the core values of diversity, equity and inclusion in the workplace, you can’t make them feel excluded. Take a little more effort and include people who seem aloof and distracted. Trust me, while the colleague factor may not work, the friendly tea party would always work wonders.
<h2 style="text-align: justify;">In Summation</h2>
 A lot of biases and inequalities in the mental health sphere will not go away from the world any time soon. It is going to be a constant and gradual process that all of us are a part of. Acknowledge the need for <a href="http://3.7.70.165/blog/the-need-for-mental-health-advocacy-at-workplace/">good mental health practices</a> as an eminent step towards diversity and inclusion at the workplace. Spread awareness about them among your near and dear ones especially those who work with you in confined spaces. Check up on the employees around you, sometimes a simple Hello with a warm smile could help make someone else’s day better. You are all in the same boat, so be kind to yourself and every person around you.

Mental Health in An Unequal Workspace: 5 Reasons To Discuss  Diversity and Inclusion in the Workspace

India is multicultural and diverse, with people belonging to different regions, religions, ethnicities, linguistic identities etc. all living together. This unique diversity in India adds new challenges and opportunities for organizations when seeking to implement Diversity and Inclusion initiatives in the workplace. However, there is also a fact that we often look up to the ideas that have been traversed and imposed upon us from other stereotypically developed countries.
One of the recent initiatives has been the SEBI mandate that requires all listed organizations to have at least one female director on their board. This has led to an eight per cent increase in the number of women across company boards. Other initiatives have looked at promoting LGBTQIA+ rights at the workplace, the extension of maternity leave and the Right of Persons with Disability Act. Let’s look at more initiatives to include and incorporate India’s diversity!
<h3 style="text-align: justify;">Contextualizing Diversity &amp; Inclusion in India: Are Your Eurocentric Methods of Diversity and Inclusion in the Workplace Workin Here?</h3>
Linguistic Diversity and Inclusion
India has over 22 languages listed in the Constitution and even more are spoken across the country. It is crucial to account for these numbers at your workplace and develop a multi-lingual environment. Employees should be encouraged to learn multiple languages that may be crucial to their roles through cross-cultural communication courses and curated language learning. Managers should also be prepared and equipped to deal with linguistic diversity and make everyone feel included, without the imposition of any one language.
Religious Diversity and Inclusion
A diverse and inclusive workplace encourages all team members to bring their whole selves to work. All employees should be given the space for the expression of their faith and values, especially given how Indians consider their religious identity as a defining factor. To accommodate diversity in the workplace, you must ensure to build a culture of religious inclusion, tolerance, and mutual understanding. This can be achieved by dismantling stereotypes of someone of a specific religion and those who refrain from any religious practices (atheism).
Disability and Inclusion
India has a long tradition of accepting people with disabilities. But we can’t ignore the fact that we also retain stereotypes and prejudiced beliefs about them. In today’s modern society as well, disability is still viewed with apprehension and equal opportunities are denied at workplaces. The Persons with Disabilities (Equal Opportunities, Protection of Rights and Full Participation) Act was implemented in 1996 and sought to make workplace inclusion for people with disabilities better and improve diversity in a workplace.
<a href="https://www.peoplematters.in/article/diversity/driving-accessibility-and-inclusion-for-pwd-31815?media_type=article&amp;subcat=culture&amp;title=driving-accessibility-and-inclusion-for-pwd&amp;id=31815">Ira Gupta, Head of Human Resources at Microsoft India gives insight</a> into this inclusion in the workplace,
“Over the last year, we accelerated our efforts on continuous awareness and education, with better outreach through our logo &amp; Cheer in Braille and American Sign Language, while grooming in-house sign language champions. We expanded our benefits to include insurance cover for treatment of accidents and therapy for acquired disabilities, and have provided all forms of reasonable accommodations like ergonomic workstations and assistive tech to help associates work from the comfort of their homes effortlessly. As we move ahead, all of these efforts will continue even as we think more deeply about enabling caregivers. The future holds great potential to continue to leverage technological innovations to bridge gaps, bring all of us closer and foster equity.”
Caste Diversity and Inclusion
Caste is a system to assign birth-based status to individuals that is prevalent in South Asia. In the workplace, caste as a means of discrimination is often denied and brushed under the carpet. <a href="https://theprint.in/world/google-accused-of-ignoring-caste-bias-as-dalit-activists-talk-cancelled-company-denies-charge/982404/">The recent cancellation of a talk by a Dalit activist at Google</a> because of internal protests also displays how employees are unwilling to discuss caste-based discrimination.
<a href="https://www.jstor.org/stable/40276548">A 2007 study by Sukhadeo Thorat and Paul Attewell</a> sought to look at the prevalence of caste-based discrimination in workplaces. Companies were less likely to offer jobs based on the same resumes if the names of the candidates indicated a Dalit or Muslim identity. They also found that the criteria for selection by companies may be laden with regional stereotypes. They deduced that Dalit students had lowered salary expectations. Additionally, they found it hard to get into the private sector without a social network that higher caste students would have.
Multiple selection criteria that look at a candidate&#8217;s polished conversing skills in English, confidence, attire and cultural fit, <a href="https://www.thenewsminute.com/article/why-inclusion-policies-corporate-world-must-talk-about-caste-87312">may inadvertently end up being biased</a>. Moreover, selecting only caste-privileged candidates who fit these checkboxes is a method of segregation and goes against diversity, equity and inclusion. Thus, it becomes crucial to be open to conversations about and around caste in the workplace and look at ways to make hiring more equitable and accessible.

The Bottom Line
In a corporate context, hiring and managing a diverse workforce is vital to accomplishing strategic business goals. According to a 2015 <a href="https://www.mckinsey.com/industries/private-equity-and-principal-investors/our-insights/tracking-diversity-equity-and-inclusion-data-in-private-markets">McKinsey report</a>, companies with high ethnic and racial diversity in management were 35% more likely to have higher returns than the industry average. It is time to look at Diversity and Inclusion in the Indian context and seek ways to make the practice less eurocentric. Focussing on the unique diversity in India and looking at methods to include those needs to be a priority for Indian companies.
You can <a href="https://headsupcorporation.com/contact">Reach out to our experts</a> here for the same!
Frequently Asked Questions (FAQs)
What are some strategies for managing diversity in the workplace in the Indian context?
Some of the strategies to tackle biases and inculcate diversity in Indian workplaces include: 
-Secular Celebration of all religious festivities 
-Dismantling all caste and hierarchy biases 
-Removing generic sexist language discourse 
-Sensitizing people towards disabilities using our culture
How to promote diversity and inclusion in the workplace and tackle caste bias? 
To tackle caste biases, we can start having holistic practices such as round table discussions, potluck parties and get-togethers with no hierarchies. You can also come up with a strict anti-casteist policy and ban casteist slurs and use colourful terms that refer to a specific community.

How to improve diversity equity and inclusion in terms of gender in India?
Indian employees need additional help in terms of understanding gender discourse. Start by sensitizing them and explaining the concept of the existence of genders outside the pre-conceived binaries and then move further. You can also use examples of trans mythological characters like Mohini, Shikhandi etc to make it more Indianised.

Contextualizing Diversity & Inclusion in India: Are Your Eurocentric Methods of Diversity and Inclusion in the Workplace Workin Here?

Jack isn&#8217;t the only one. All work and no play make everyone a dull person. Burnouts are not a way of life. And, anyone believing otherwise, needs to reconsider how they handle work and stress. Working tirelessly isn&#8217;t the only way to excel at your respective workplaces. You need to step down a bit and evaluate how stressed you are every now and then.
We often find ourselves in a tight spot when a deadline is approaching, or that strict boss is overburdened with assignments and tasks. While we can list a thousand more such pent-up issues. How often do we think of the alternatives? If there are problems that hinder stress management and workplaces. There is a solution too. You have to take that extra step towards healing and establishing healthier stress and relaxation practices.
<img decoding="async" loading="lazy" class="alignnone size-full wp-image-7420" src="https://admin.headsupcorporation.com/wp-content/uploads/2023/01/the-simpsons-bart-simpson.gif" alt="" width="220" height="110" />
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10 Stress-Busting Ideas For Employees To Feel Relaxed and Destressed
We understand that your busy schedules might not allow you to get hold of a peaceful breath. But the ideas mentioned below don&#8217;t need much of your time or brain. You only need to optimize your break time and make a schedule that includes all of these activities. You will see the difference yourself.
Interesting Read: Looking for Ways to <a href="https://headsupcorporation.com/blog/the-need-for-mental-health-advocacy-at-workplace">Get Motivated and Inspired at Work</a>? Here&#8217;s What You Need to Do!
1. Reading as a Calming Method 
Giddy up and pick your preferred newspaper or magazine, work of fiction, or the comics you thought you would never read in this life. Losing yourself to a different reality might help you regain your composure and give a pleasant diversion from a stressful circumstance. And what could be better than the world of ink and letters to lose yourself in?
2. Running Errands 
Desk works or a computer screen are cumbersome, and about time you admit this. So, why not Find a small work that may take you away from it for a while? Find an errand to run, it can be from one cubicle to another, but you can move your head, shoulder, knees, and toes, giving them the relaxing wiggle they need.
3. Taking a Breather 
We don&#8217;t consider breathing a task. For the majority of the day because our bodies do it for us. However, we tend to inhale shallower when we&#8217;re not paying attention to our regular breathing. By just paying attention to the air you take in, hold, and exhale, you may increase the amount of oxygenated blood in your lungs, which leaves a calmer impact relaxing you all over.
4. Hydrate Yourself
<img decoding="async" loading="lazy" class="alignnone size-medium" src="https://encrypted-tbn0.gstatic.com/images?q=tbn:ANd9GcT1IWu9Ea-JXGM8m8DSRu3PT3I2Rsr7t-dRW0LTUkRq&amp;s" width="215" height="121" />
The doctors recommend that every one of us must consume 6 to 8 glasses of water daily. Have you had any glasses today? Or how often do you drink water in the first place? Start paying attention to this and hydrate yourself right now. Drinking water is a medical and biological necessity. Additionally, drinking water will increase productivity and lower your risk of headaches.
5. Little Stroll Around the Corners 
Take advantage of the opportunity to stroll once or more all around the circle if your job allows you to leave the office. Walking and physical activity, in particular, can lift your spirits and promote mental health. If nothing, you can climb a few flights of stairs around your office premise and see how energized you are.
6. Hum A Little, Sing A Little 
Music is an underestimated shield; we need to protect ourselves from the mundanity of life. Plug your headphones in, play your favourite music, hum alongside, and see the instant gratification. You can also have specific ASMRs or relaxing music if you have hypertension or chronic stress.
7. Meditation to the Rescue 
Take your mind away from your work, desk, and the cacophony of computer systems working incessantly. Close your eyes, shut the world out, and meditate for at least 5 minutes. It always works and gives the same soothing effect every time.
8. Talk it Out 
The cubicle system and office hierarchy are pretty tricky to beat. But don&#8217;t let this all get into your head. Talk it out among colleagues, find common grounds with authority and always feel free to discuss things with your friends. Reaching out honestly is the best way to deal with things.
9. Zen Corners 
We all have that one favourite corner in our offices. Take some time to go there and gain your composure if the world seems a lot. The familiarity of a place is psychologically proven to be a calming agent.
10. Take Few Days Off
<img decoding="async" loading="lazy" class="alignnone size-medium wp-image-7421" src="https://admin.headsupcorporation.com/wp-content/uploads/2023/01/ImpressiveGentleCobra-max-1mb-300x183.gif" alt="" width="300" height="183" />
Taking leave is okay. Not working is OK. If the world is crumbling around you, you have so much to do. It&#8217;s okay to take a sabbatical and then hit it back once you are in the right state of mind. Work well done is only &#8220;well&#8221; and &#8220;done&#8221; when you are doing it with a sane, relaxed mind.
Conclusion
The most straightforward technique to reduce stress and tardiness and increase work productivity is relaxation. We understand that while avoiding challenging circumstances may not always be possible, finding comfort and peace at the workplace. However, if you can help lessen the burden on yourself, you can also reduce the mental and emotional tension you experience.

Feeling Overwhelmed at Work? Maybe These 10 Kickass Stress-Busting Ideas Might Help!

Recruitment and selection in HRM is a misunderstood concept. Many times people confuse it with the talent acquisition and hiring process. However, the niche is a distinct field in itself. Especially, when the global market has shrunk and gone virtual in the wake of a global pandemic.
We all must agree that COVID has changed the way we work. Our <a href="https://headsupcorporation.com/blog/campus-hiring-and-the-new-talent-pool-debunking-7-strange-myths-about-recruitment-and-selection-in-hrm">recruitment process in HRM</a> has changed drastically. Today’s talent or youth isn’t looking just for a high paying designation, they need quality of life, healthy workspaces and a collaborative space that works in their favour. Now, this makes the job of recruitment and selection in human resource management, a slippery slope. 
Therefore, you need to add a few more steps in recruitment and selection process in HRM. Take a look at some of these futuristic recruitment and selection strategies that could work miracles for your organization.
<h1 style="text-align: justify;">10 Recruitment Trends That You Need to Include in Recruitment and Selection in HRM Plan</h1>
<h2 style="text-align: justify;">1. Mode of Work</h2>
With the new model, we have ushered into the era of different modes of work. Today, work schedules are flexible, people are willing to work from home or working in a hybrid space. One of the most lucrative offers that a potential talent gets is in terms of locale and mode of work. Ensure that the offer you are coming up with, has  both and more. Be very clear about the way you want them to work and offer incentives accordingly. Usher into this modern era of briefcase workplaces and you will see the difference.
<h2 style="text-align: justify;">2. Diversity and Inclusivity</h2>
Make it a habit that your hiring and recruitment plan has a diverse criteria for hiring diverse people across the globe. There are five dimensions namely age, gender, ethnicity, geography and disabilities to assess. Now, you must remember that each of these niches have an array of talent. What you need to do is include them all with a proper plan. Diverse crowd is also a huge talent pool where you get to optimise all the benefits from some of the greatest minds.
<h2 style="text-align: justify;">3. Employer Branding</h2>
One of the most important hiring trends that every company should pay attention to is employer branding. Because every job applicant researches a company&#8217;s reputation and brand before applying for a position, employers are starting to understand how important it is to maintain or grow their brand image. Future candidates will want to work with a recognised organisation, just like clients do.
<h2 style="text-align: justify;">4. Improved Employer Experience</h2>
Reimagining the employer experience is another theme identified in the draught of recruiting trends. Companies that focus on employee engagement will outperform their rivals in terms of revenue growth by up to 2.5 times. However, it can be difficult to keep employees connected and interested in the new remote environment. And for this reason, recruiters will need to reimagine the employment experience and modify it for the brand-new environment.
<h2 style="text-align: justify;">5. Gamification</h2>
Employees run the risk of feeling lonely, disengaged, and bored without office and in-person connections. Because of this, one of the upcoming trends in hiring will be how to guarantee staff are happy and engaged. Gamification is among the finest ways to accomplish it. Ninety percent of new workers are more productive after gamification.
<h2 style="text-align: justify;">6. Recruitment Marketing</h2>
Recruitment marketing is another recent development in the field of hiring. This calls for integrating traditional marketing methods within your employment process. With the aid of effective marketing techniques, recruiters can identify, draw in, and develop talented candidates. In summary, you will encourage the individual to apply for employment opportunities at your firm by promoting the business or job opportunity to them.
<h2 style="text-align: justify;">7. Gig Economy</h2>
In the wake of the Pandemic, unemployment levels are greater than they were during the Global Recession, which means that many individuals are looking for work. Many of these job seekers will take into account temporary positions or gigs because they can foster employee engagement and innovation.
<h2 style="text-align: justify;">8. Payroll Flexibility</h2>
The modern market trend is altering our conventional methods of doing things as well. This is the reason how on-demand payments may end up being the expected trend. Personnel seek more flexibility and transparency in how they get paid, which might mean a sturdier need for finance departments to buckle up their offers.
<h2 style="text-align: justify;">9. Flexible Schedules</h2>
Young recruits will expect more flexible scheduling as working remotely as well as other prospective office reforms develop. Allowing new hires to select and modify their calendars is one of the forthcoming recruitment practices that we may anticipate.
<h2 style="text-align: justify;">10. Safety Guidelines</h2>
The global pandemic has left a significant impact on 2022&#8217;s hiring patterns. And safety at work will be one of the most important aspects. To make sure that they are in conformity with post-COVID-19 initiatives and directives, businesses will need to review and revise their adherence and safety protocols.
<h2 style="text-align: justify;">Conclusion</h2>
Recruitment is always going to be one of the most difficult undertakings. A good recruitment and selection strategy is what you need too boost your presence and leave a mark in the minds of future talent. Modern recruitment arena is a melting pot for all sorts of ideas and talents coming together. Ensure that you are able to do justice to all of them. 
Frequently Asked Question(FAQs)
Are recruiting and selection in human resource management really necessary?
Having a strong recruitment and selection policy helps a business uphold its commitment to provide equal opportunity to all of its employees. It further ensures that the needs of the job are met. If you develop a unique recruitment and selection method, you can find the greatest candidates to fill your company&#8217;s hiring needs.
What selection and hiring procedures are used in HRM?
The following are some HRM recruitment and selection procedures:
<ul>
<li style="font-weight: 400; text-align: justify;" aria-level="1">Make a list of your requirements before posting a position.</li>
<li style="font-weight: 400; text-align: justify;" aria-level="1">It is necessary to write the job description.</li>
<li style="font-weight: 400; text-align: justify;" aria-level="1">Make a recruitment plan.</li>
<li style="font-weight: 400; text-align: justify;" aria-level="1">Select the best candidates.</li>
<li style="font-weight: 400; text-align: justify;" aria-level="1">Conduct a telephone interview and a face-to-face meeting.</li>
<li style="font-weight: 400; text-align: justify;" aria-level="1">Make an employment offer.</li>
</ul>

10 Recruitment Trends That You Need to Include in Recruitment and Selection in HRM Plan in 2023

&#8220;If each of us hires people who are smaller than we are, we shall become a company of dwarfs. But if each of us hires people who are bigger than we are, we shall become a company of giants.&#8221;
— David Ogilvy
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The world is a giant bowl of talents that remain veiled from our eyes. The hiring season gives us a little preview of what an enormous size this pool is every year. Yet, when it comes to talent acquisition and hiring, organisations often settle for a handful of active brains. How about we tell you that this is going to change?
Talent Acquisition and Retention strategies are evolving as we usher in the new era of recruitment framework. After almost three years of chartering the uncertain dominion, the organisations have learned the importance of pre-planning and need-based hiring. Hire what you need in reality and optimize that talent to build your brand into a successful enterprise. 
Now, you must be wondering how do we accomplish this.
The feat is a big one. But, with some help from our end and small inputs from yours, we can find the best roadmap that leads to the best talent hiring and retention.
Take a look!
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<h1 style="text-align: justify;">Five Tricks that Work With the Young Talent </h1>
<h2 style="text-align: justify;"><img decoding="async" loading="lazy" class="alignnone size-medium" src="https://www.bing.com/th?id=OIP.zu9vogmR8zCVP8ErGoLwlAAAAA&amp;w=155&amp;h=205&amp;c=8&amp;rs=1&amp;qlt=90&amp;o=6&amp;dpr=1.3&amp;pid=3.1&amp;rm=2" width="201" height="266" /></h2>
<h2 style="text-align: justify;">1. Retention and Growth Model</h2>
The first thing a fresh-out-of-college graduate would look out for is their future. Wherever this job opportune is leading, the said individual and how their place fits into your future model is important. So, before you lay down your recruitment essentials, it is important that you also pitch in your plans for their growth and training.
Usually, the active talent or the creamy layers go after a highly rapid growth model, which includes their career graph as a marker for development. If they see the opportunity and growth, a boost in monetary and non-monetary benefits, and expansion of their talent spectrum, they will stay for sure.
<h2 style="text-align: justify;">2. Scope and Approach</h2>
Scope and approach altogether form the “intangibles” of your company policies. It includes how you recognise talent to value, talent to nurture and passive or critical talent. Based on this list, your scope improvement and training approach should move your talent acquisition and employer branding forward. Thanks to the internet, all these inner mechanisms are public for your potential hires to see and compare.
You can take cues from the modern marketplace methodology where the models have included policies that evaluate all of this, builds a strategy, and imparts a company culture that treats each section, sub-sections etc., without any unconscious bias. 
<h2 style="text-align: justify;">3. Well-Explained Incentives</h2>
<img decoding="async" loading="lazy" class="alignnone size-medium" src="https://miro.medium.com/max/1440/1*7LSbQqxu-bvFjBNk4vq7yg.gif" width="720" height="407" />
In the end, monetary benefits are the ones which rank high as compensation for the skill set a talent brings to the table. Still, there is more to this. A talent would also look for the non-monetary benefits, company policies, culture, and brand name on their CV. 
This is where Employer Branding strategies kick in. You can use your best HR minds and develop a brand image that ticks all the right boxes. If done correctly, employer branding is more than enough to make your placement drives successful.
<h2 style="text-align: justify;">4. Policy Implementation</h2>
Having a policy is one thing; implementing them holistically is another. As a brand, your policies say something about you, especially when hiring the right talent. From the outer circle, your policy frameworks and how you ensure their implementation is fundamental.
Talent communities often compare your policies with those of your rivals before joining them onboard. This does not mean, that you have to compromise your company values or just relax the rules or regulations. Instead, focus on diversifying and changing them with time as per the talent recruitment and employer branding strategies. An archaic policy is the death of the employer branding strategies you have been developing thus far; remember that.
<h2 style="text-align: justify;">5. Fairness and Employee Well Being</h2>
We are working in the era of a knowledgeable and active talent pool. This talent pool is cognizant of its roles and duties, but more than that, it knows how to stand for its overall well-being. As a brand, it is, therefore, essential that you ensure their well-being in both professional and personal spheres. 
<h2 style="text-align: justify;">Conclusion</h2>
Regardless of the era, organizations still need talent acquisition and employer branding. The ball still is in your court. You just have to do justice to the responsibility and accountability it expects of you.
As a brand seeking young talents, you automatically become their nurturers in their formative years. Hence, it is equally important that your working modules, job requirements and skill sets also include their inputs. After all, they are the minds that form your brand when arranged in a network. Use them correctly, and you are good to go.
Frequently Asked Questions(FAQs)
How are Employer Branding and Talent Acquisition linked?
The secret to simplifying the hiring and talent acquisition procedures is employer branding. It lays out all the aspects the brand must highlight and provides the necessary personnel with a glimpse into the workings and benefits of the business.
Are Employer Branding and Employee Value Proposition the same?
No, there is a thin boundary between employee value proposition and employer branding. Employee Value Proposition and Employer Branding both have hiring in mind. However, Employee Value Proposition delves into the nuances of employing the recruited talent to make the same branding simple, whereas Employer Branding concentrates more on the brand.

Sourcing the Right Talent for Your Organization: Know How Talent Acquisition and Employer Branding Works

“Diversity requires commitment. Achieving superior performance diversity can produce further action– most notably, a commitment to develop a culture of inclusion. People do not just need to be different, they need to be fully involved and feel their voices are heard.”
–Alain Dehaze (CEO of Adecco)
Generally, when we talk about a workspace, the data usually is quantitative and fact-driven. The performances and overall well-being is measured by fact and figures. But gone are those days. An organisation functions beyond its quantitative limits and focuses on the qualitative, especially “the intangibles” that benefit its name. Having healthy diversity and inclusion topics to discuss in a workplace is one of the many great initiatives falling under this banner. Diversity and inclusion initiatives significantly influence the performance of teams, individuals, and businesses. Yet, many businesses need the right tools, training, and leadership support needed to realise this enormous potential.
In fact, in economic terms, as well the <a href="https://www.oecd.org/inclusive-growth/#:~:text=Inclusive%20growth%20is%20economic%20growth,Sustainability%20and%20Equal%20Opportunity%20(WISE)">theory of inclusive business growth </a>is the fourth and most important pillar that determines the success of a budding enterprise. It states that growth or progression can only be achieved or measured when it is fairly distributed among all the strata of society and generates job opportunities for all. Isn’t that what we call cultural diversity in a workplace?
Yes, in a global workspace where the talent is multination and brought from several different niches, the benefits of diversity and inclusion at a workplace show chartbuster results. These spaces are productive, futuristic and minting more profit as we speak. And on top of that, they are also a sanctum santorum of justice, equality, diversity and inclusion.
You can also achieve the same heights and be in the major leagues by incorporating varying types of diversity at a workplace. But, before we set sail into this territory, let’s try and understand the different dimensions of diversity and inclusion you must touch upon.
<h1 style="text-align: justify;">Five Dimensions of Diversity and Inclusion</h1>
If you truly intend to embrace the cultural variety of each employee strata, you have to start by giving a fair share to each talent that joins your company. Together, you must work jointly to achieve global inclusion and diversity (I&amp;D) ambitions, which can only be achieved through awareness.
And the first step towards informed strategies for managing diversity in the workplace is to know where you have to pay more attention. Check five of these categories where the unconscious bias works a little too severely, and as a workspace, you must have policies to eradicate those effectively.
<h2 style="text-align: justify;">1. Gender</h2>
We live in a cis-heteropatriarchal society. Ideally, all gendered or non-gendered employees must work in solidarity under your banner. But, the case is seldom this peaceful. There are years of institutionalised biases that are working in the background. With effective diversity and inclusion programs, you can bridge the gap between different genders and establish a holistic status quo.
<h2 style="text-align: justify;">2. Age</h2>
We might neglect this particular bias as a trivial one. Still, on looking closer, the age-based hierarchy, especially in the Indian context, is extremely severe. So, before it becomes a clash of ego showdown, put your best diversity and inclusion activities in play to make people aware and conscious towards inbred ageism.
<h2 style="text-align: justify;">3. Ethnicities</h2>
A workplace doesn&#8217;t distinguish between its talent in terms of caste, creed, colour or socio-economic background. Work with your employees to establish the same. Inculcate a work culture which supports all ethnic identities and expressions without offending one another. Along with your models of diversity, equality and inclusion in a workplace, add co-existence to the list as well.
<h2 style="text-align: justify;">4. LGBTQIA+</h2>
Your work should speak for yourself— this should be your mantra for all your hired staff. Make it quite clear that their sexual orientation has little to do with your workplace policies. Each of them is welcome and judged on the basis of the work they do. As for the judgement and stigma associated with queer identities, it is your responsibility as a diverse and inclusive workspace to make them feel welcome, accepted and a part of the team.
<h2 style="text-align: justify;">5. Disabilities</h2>
A disability is just a small hindrance in an employee’s career path. It does not affect their ability to work or accountability. And, with this attitude, you must ensure that such people get the right support and boost. By doing so, you aren’t merely providing people on the spectrum with better job opportunities but also taking a stand as a responsible pillar of society.
<h2 style="text-align: justify;">In Sum</h2>
Diversity and inclusion (D&amp;I) include more than just employee numbers, rules, or programmes. It is a policy, activity, thought process and much more. Impartial employers outperform their rivals by valuing each team member&#8217;s specific needs, viewpoints, and capabilities. As a result, people who work in diverse and inclusive environments show more loyalty and trust. All of this not give you the best employee with a great skill set but also a moral framework with a far greater contribution towards society. Isn’t this a win-win for you on all ends?
Frequently Asked Questions(FAQs)
What are some ways to ensure diversity, equity and inclusion in a workplace?
Diversity, equity and inclusion in a workplace are very important, considering that it is intangible. Usually, people ignore the significance of the overall cultural fabric of the workplace, but policies like diversity, equity and inclusion help improve the talent pool and productivity as well.
Is diversity and inclusion in the workplace really important?
Diversity and inclusion are very important for a workplace to have a healthier work environment. It is also important because it gives the talent pool a fair share of opportunities.
What is the significance of diversity and inclusion in the workplace?
Diversity and inclusion are the pillars on which modern hiring strategy relies. It gives the workplace a better skill set to choose from. Apart from that, it ensures that all the employees are invested and get equal benefits irrespective of the biases working against them.

Diversity and Inclusion Topics to Discuss in a Workplace: Understanding Five Dimensions of a D&I Policy

15 Time-Tested Ways Distinguishing Token Participation from a Good Diversity and Inclusion Initiative in the Workplace

A recent <a style="color: #0000ff;" href="https://economictimes.indiatimes.com/jobs/a-long-hiring-spell-for-the-freshers-a-report-by-team-lease-edtech/articleshow/94030456.cms?from=mdr">report</a> by Economic Times declared that Indian markets have seen a 42% increase in the hiring of entry-level freshers.  If the data stands true for the coming years, the graph would show a remarkable change in the recruitment and selection in HRM processes. But, does it make you wonder why these statistics go high every year, especially in post-pandemic workspaces?
Well, it goes without saying that after the Great Resignation, COVID-19 has been the biggest game-changer in the area of recruitment and selection strategy. When the first massive recession came, the new talent was laid off seeking ways to boost the market. But, today’s market is a dynamic ecology. It grows and sustains itself and needs rapid modernization in terms of campus selection, recruitment, and selection in Human Resource Management.
This leaves a lot of new employees with the question of how these steps in the recruitment and selection process in HRM function. Do they really work, the way we know them? Or, is it about the same old principles that they learn in their market and finance classrooms?
The answer to each of these questions is a yes and a no both at the same time. Markets are very conventional in terms of talent management and retention but when it comes to the recruitment and selection hiring process, it has changed with every single shift in the paradigm. 
Here, we are going to discuss 7 such myths that break away from the age-old idea of talent recruitment and hiring in HRM.
<h1 style="text-align: justify;">Breaking 7 Myths About Recruitment and Hiring in HRM</h1>
<h2 style="text-align: justify;"><img decoding="async" loading="lazy" class="wp-image-7357 size-full aligncenter" src="http://3.110.130.213/wp-content/uploads/2022/11/application-job-application.gif" alt=" Recruitment and Hiring in HRM" width="498" height="254" /></h2>
<h2 style="text-align: justify;">1. The HR Strategy Is Trivial</h2>
The <a style="color: #0000ff;" href="http://3.110.130.213/blog/20-successful-principles-for-easily-expediting-strategic-hiring-recruitment-and-selection-in-hrm/">recruitment and selection strategy</a> is essentially the love child of a great HR strategy and marketing prospects. Hence, you need to pay equal attention to each of them. Thinking that your “humanware” is not important in this process is the biggest threat to your futuristic recruitment and hiring strategy.
<h2 style="text-align: justify;">2. Only Long Term Goals Matter</h2>
While hiring new talent from the new campus, you have to think of the immediate need too. We understand that the market has fed all of the ideas of the long-term plan. But, having an employee with no immediate need is also the anchor holding you down. Your modern recruitment and selection hiring process needs to pay attention to the short-term goals too. Think about the immediate future, not the future that depends on a lot of statistics.
<h2 style="text-align: justify;">3. External Recruit Is Not Important</h2>
External recruits like referrals, suggestions, or hiring from a sub-branch is also a great way of expansion. Make the best use of it. Campus hiring is well and good but if a young talent is right there in front of your eyes, the right recruitment process in HRM would suggest you go for it right then.
<h3 style="text-align: justify;">Thinking that your “humanware” is not important in this process is the biggest threat to your futuristic recruitment and hiring strategy.</h3>
<h2 style="text-align: justify;">4. There Is No Need for A Structure</h2>
Recruit and Selection processes take a great deal of time formulating their blueprints. Remember that all great hires are well-thought plans with great structure and back-end support. Ensure that structure first and then cash on the benefits.
<h2 style="text-align: justify;">5. Cultural Fits Are Significant</h2>
Let’s just agree that cultural fit is an age-old concept. We live in a diverse world and thinking that a particular candidate can’t fit in based on unconscious bias is a mere excuse. Try understanding the benefits of a multicultural workspace and hiring a diverse set of talent.
<h2 style="text-align: justify;"><img decoding="async" loading="lazy" class="size-medium wp-image-7358 aligncenter" src="http://3.110.130.213/wp-content/uploads/2022/11/White-Modern-Myth-And-Fact-Instagram-Post-300x300.png" alt="Recruitment and Selection in HRM" width="300" height="300" srcset="https://admin.headsupcorporation.com/wp-content/uploads/2022/11/White-Modern-Myth-And-Fact-Instagram-Post-300x300.png 300w, https://admin.headsupcorporation.com/wp-content/uploads/2022/11/White-Modern-Myth-And-Fact-Instagram-Post-1024x1024.png 1024w, https://admin.headsupcorporation.com/wp-content/uploads/2022/11/White-Modern-Myth-And-Fact-Instagram-Post-150x150.png 150w, https://admin.headsupcorporation.com/wp-content/uploads/2022/11/White-Modern-Myth-And-Fact-Instagram-Post-768x768.png 768w, https://admin.headsupcorporation.com/wp-content/uploads/2022/11/White-Modern-Myth-And-Fact-Instagram-Post-120x120.png 120w, https://admin.headsupcorporation.com/wp-content/uploads/2022/11/White-Modern-Myth-And-Fact-Instagram-Post-550x550.png 550w, https://admin.headsupcorporation.com/wp-content/uploads/2022/11/White-Modern-Myth-And-Fact-Instagram-Post.png 1080w" sizes="(max-width: 300px) 100vw, 300px" /></h2>
<h2 style="text-align: justify;">6. Hiring Teams Have A Very Little Say</h2>
Hiring teams are important for they are the ones employing all your steps in the recruitment and selection process in HRM. Since the team has hands-on experience with the talent in question, they are also your primary source of suggestions and are very very important.
<h2 style="text-align: justify;">7. Application Processes Is Not A Serious Procedure</h2>
<img decoding="async" loading="lazy" class="wp-image-7359 size-full aligncenter" src="http://3.110.130.213/wp-content/uploads/2022/11/we-like-your-resume-job.gif" alt="Application Processes " width="498" height="249" />
Sorting through applications isn’t an easy feat. While we do have the benefits of technology. But, trusting the bots and the AI is a disaster in making. Take some time out and check out all the employees, and their CVs, and then pick out the best ones to proceed further.
<h3 style="text-align: justify;">Since the team has hands-on experience with the talent in question, they are also your primary source of suggestions and are very very important.</h3>
<h2 style="text-align: justify;">Conclusion</h2>
In addition to meeting job criteria, a good recruitment and selection process in HRM guarantees that your organization will uphold its commitment to giving employees equal opportunity. You may hire the greatest applicants for your company if you abide by these formulas. So, next hiring season, take cues from some of these ideas and hire the best of the best.
<h1 style="text-align: justify;">Frequently Asked Questions(FAQs)</h1>
Q: What are some myths about recruitment and selection strategy?
A: Some of the myths around recruitment and selection strategy include: 
<ul style="text-align: justify;">
<li style="font-weight: 400;" aria-level="1">HR strategy is not needed for recruitment</li>
<li style="font-weight: 400;" aria-level="1">Neglecting short-term goals is fine</li>
<li style="font-weight: 400;" aria-level="1">External referrals aren&#8217;t important</li>
<li style="font-weight: 400;" aria-level="1">A structured framework for hiring is not important</li>
<li style="font-weight: 400;" aria-level="1">Hiring teams are just for interviews</li>
</ul>
Q: Do we really need recruitment and selection in human resource management?
A: An organization&#8217;s dedication to offering equal opportunity to staff is maintained by having an effective recruitment and selection policy. It further guarantees that the job&#8217;s requirements are fulfilled. You can fill your organization&#8217;s hiring needs with the best individuals if you come up with a customized recruitment and selection strategy.
Q: What are some recruitment and selection processes in HRM?
A: Some recruitment and selection processes in HRM are:
<ul>
<li style="font-weight: 400; text-align: justify;" aria-level="1">Before you advertise a position, make a list of your needs</li>
<li style="font-weight: 400; text-align: justify;" aria-level="1">Write your job description articulately </li>
<li style="font-weight: 400; text-align: justify;" aria-level="1">Create a recruitment strategy</li>
<li style="font-weight: 400; text-align: justify;" aria-level="1">Shortlist outstanding candidates</li>
<li style="font-weight: 400; text-align: justify;" aria-level="1">Perform a phone screening, a personal interview</li>
<li style="font-weight: 400; text-align: justify;" aria-level="1">Provide an offer of employment</li>
</ul>

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