Month: October 2017

#HR #Word:#OKR (#Objectives & #Key #Result)

Objectives and Key Results (OKR) is a framework used to define an organization’s objectives and then the key results which can measure those objectives.

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The main objective of OKR is to make sure that the employees or the team members are aligned and they work towards a clear objective which is defined.

Objective can be a company level, a team level or an Individual level

The key results are also then defined accordingly.

 OKRs are mainly public in nature within an organization so that each individual, team and management is aware about what they are doing and what others are doing.

The frequency of OKRs can be yearly, quarterly etc. Also OKR are not entirely rigid. If the company focus or team focus changes midway the OKR can be modified to align to new company vision. 

The goal is not to complete all objectives with each key result fully. The goal is keep team focussed and moving in the right direction. A realistic target can be set though.

OKR was started in Intel and is today one of the popular methods of team alignment

OKRs are reviewed regularly and presented to the stakeholders so that everyone is in sync regarding their own OKRs.

OKR Format

OKR can be defined with clarity. Each OKR should have clear objective and then clearly defined and measurable key results with it. These objectives and key results should be practical, quantifiable and with clear timelines.

For OKR format Search on Google

#HR #Word:#Non #Directive #Interview

Nondirective interview is an interview in which questions are not prearranged.

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 Unstructured or Nondirective interviews generally have no set format. The lack of structure allows the interviewer to ask questions which comes to their mind next as a follow up and interrogate points of interest as they go on further.

Nondirective Interview is a type of Interview schedule. Interview schedule is a one to one direct communication between researcher and subject for collection of data. In it series of a questions to be asked in an interview is called interview schedule. Non-directive interviews, there is free talk on issues.

They tend to be more open ended, informal, free flowing and flexible.

 Questions are not pre-set, although there might be some topics that the researchers wish to explore. This gives the interview some structure and direction.

 An unstructured interview is thus an interview which has no any set format but in which the interviewer might have some key questions formed in advance. Unstructured interviews proceed in such a manner – questions based on an interviewee’s responses are interrogated further and proceeds like a friendly conversation.

Characteristics of non-directive interview are: –


Conversational style interview.

• No particular structure, the interviewer asks questions as they come to mind.

• No scoring of answers


• Encourages maturity.

• Encourages open communication.

• Develops personal responsibility


• There would be the possibility of verbally wandering off the subject,

• sharing of irrelevant information too much, and/or may lead to unnecessary results such as in the interviewee not including specific information the interviewer wants/needs to know.

• Non-directive interviews generally take much longer time to complete than a structured (directive) interview.

#HR #Word:#Negative #Reinforcement

Negative reinforcement is a process of strengthening any desired behaviour by removing an adverse stimulus

Adverse stimuli can be anything that causes physical or mental discomfort. 

This term was described by B.F. Skinner in his Operant Conditioning Theory. It can also be used as a problem solving method by which hindrances can be removed before attempting a task. 

This method is followed across organizations of varied types. From schools to corporate offices, even in our day to day life, negative reinforcement is used as a tool to eliminate unwanted behaviour and develop an appropriate attitude.


X plays computer games during his work hours. His manager Y notices this and starts monitoring him closely. Being constantly under supervision, X stops paying video games and focuses on his work.

In this scenario,

Adverse behavior: X’s habit of playing game at work hour

Discomfort: Work being neglected

This is removed by Y’s act of constant monitoring.

Negative Reinforcement used at workplace:

Policy compliance: Every organization has standard policies and all employees are expected to adhere by those. These act as basic enforcers

Weekly team meetings: The weekly team meetings help the employees understand the general behavioral and professional attitude and they are expected to display. The supervisors point out the mistakes and issues in the work thereby displaying the expected outcome

Verbal / written reprimanding


• The employees understand the obstacles that are affecting their work and try to rectify them to adapt to the necessary behavior

Rebuking one employee sets an example for their colleagues. Other employees understand the behavioral standard expected of them and try to meet up to that level


• This can have an unfavorable effect to the employee’s morale and can decrease their self-esteem and confidence in drastically

• The employee might start considering the workplace as unwelcoming

• As the work environment does not meet up to their inbuilt attitudinal need, this kind of a reinforcement may lead to presentism and the employee may lose the motivation of working

• Employee might perceive this type of reinforcement to be insulting and derogatory

#Sourcing &#Productivity #Tools for #Tech #Recruiters

List Of Sourcing And Productivity Tools For Recruiters In Tech


  • Google Docs + Google SpreadSheets + Blockspring + IFTT/Zapier integrations + a ton of Google add-ons available in the Chrome Web Store.
  • Extensity — to easily manage (enable/disable) all your Chrome extensions.
  • Trello — an easy-to-use task/project management tool.
  • Gmail-to-Trello — Gmail power optimization + other handy features such as email tracking, “send later”, etc.
  • Google Alerts — to easily track all web changes, trends, etc. that you are interested in.
  • G-Drive — a no-brainer for organisation and collaboration.
  • — for scraping data from web pages and into a CSV file or Excel spreadsheet.
  • Save to Pocket — allows you to catch and save all of the discovered data. Must have!
  • — to manage your schedule.
  • Monosnap — a fast and easy to use screenshot tool.
  • Dropbox — for sharing docs with a team.
  • Scanner Pro — a handy app to quickly scan any doc; available for iOS and Android.
  • Slack — a great team collaboration tool. It can also be used for talent hunting.


Background Analytics

  • Aevy — scours the web to help you find and get in touch with skilled candidates.
  • Hiretual — a complete sourcing, screening/analytics and a bit of ATS solution.
  • Elucify — never waste time searching for prospect emails again. Find any business email address, target your leads with laser precision.
  • OctoHR — provides brief analytics about candidate’s GitHub profile activities and has some search features.
  • Goodwin from Relink Labs — a free service powered by the Relink Goodwin API. It’s still in beta but already allows you to do research by a job title. It will come up with the related previous jobs, relevant areas, keywords, and anything else that can be useful while doing role-related research.
  • Crystal — a complete solution for personality type screening.

Boolean/X-ray Sourcing

  • PDF Search Engine — a handy customized search engine for finding candidates’ resumes through the web.
  • SourceHub — a free and complete X-ray builder for more than 15 social media platforms from the Social Talent community.
  • RecruitEm — a free and super handy X-ray builder for LinkedIn, GitHub, StackOverflow, Dribble, Google+, Twitter and even Xing.
  • InHiro — allows you to bookmark candidates from the web as you browse their social profiles.
  • MultiHighlighter — a super handy and absolutely free tool. Sourcing for a specific skill set? Just enter your keywords and the extension will highlight each of them on the page.

Sourcing on GitHub and LinkedIn

  • Git Search — cool upgrades on the GitHub advanced search capabilities.
  • GitHub Search — the same as the above mentioned but more search features are available.
  • GitHub-find — allows you to find similar repositories on GitHub.
  • Git-Awards — top users by a programming language, repositories star ranking, country, city, etc. Really handy and free to use!
  • WhatRuns — allows you to see what tech stack is currently used by the website/company.
  • Datacruit — enables you to bookmark visited profiles on LinkedIn and save notes within the candidate’s profile.
  • GlossaryTech — scans and highlights all the technical terms mentioned in the profile, provides their clear, concise definitions, as well as allow you to filter the terms by category (Front-end, Back-end, QA, etc.).


  • ClickMeeting — video interviews, conferences, webinars and other similar stuff.
  • Interact — a free tech interviewing platform that is capable of conducting live coding interviews as well as creating all kinds of pre-evaluation tasks.
  • Pramp — a similar platform to the above, but with a bit different functionality included.
  • Travefy — to make your final interview itinerary look sharp.

Finding Contacts

  • Email Auto Extractor — easy extraction of emails from the web page, social media profile, etc.
  • Email Permutator + Rapportive — generates all possible candidate’s emails and verifies each of them in Gmail, until Rapportive says that there’s a match. Easy as it actually is.
  • — a free bulk email verifier. Upload a CSV file or add manually — both options are acceptable.
  • ManyContacts — a superb tool which extracts all emails from the web page (even if it’s a Google spreadsheet with a huge amount of emails) and allows you to see what social media accounts are related to each of the emails.
  • ContactOut — a free tool for finding candidates’ emails that allows you to extract LinkedIn profile data to the specific Google Spreadsheet in your Google Drive.
  • Mixmax — great for email management and has some awesome features, including a calendar tool.
  • Nymeria — an email finder for both personal and business emails.
  • Lusha — finds email addresses and phone numbers from anywhere on the web, with just one click.
  • Prophet — finds emails, phone numbers, social profiles and more.

Recruiting Software

  • Greenhouse — an ATS and recruiting software for the entire hiring process.
  • Entelo — provides a large net of candidates due to it being a data aggregator; much better for those harder to find candidates.
  • — inside sales software CRM with calling and emailing.


  • Gorgias Templates — handy templates/snippets to paste in this very moment.
  • Textio — AI powered job descriptions and cold recruiting emails analysis.
  • Text Expander — enables you to instantly insert snippets of text from a repository of emails, boilerplate and other content as you type — using a quick search or abbreviation.
  • Auto Text Expander — another tool to create custom keyboard shortcuts to expand and replace text as you type.
  • Grammarly for Chrome — helps to eliminate your grammar errors and even detect plagiarism and check the contextual spell (for the premium subscription users ).
  • Mixmax — allows you to send engaging emails with instant scheduling, free unlimited email tracking, polls, and surveys right in Gmail.
  • Yesware —an email tracking and follow-up tool.
  • Doubletick — email tracking for Gmail.
  • YAMM  one more tool for mail merge.
  • MailerLite — affordable (free for up to 1000 subscribers (=candidates) in the list) email marketing software for your cold recruiting efforts. Responsive HTML email templates, A/B testing and much more are available with a freemium subscription.

To Learn Some Code

  • CodeFights — cool challenges on every programming languages. A truly engaging coding journey for all levels.
  • SoloLearn — how-to courses on each programming language. Challenges and a public glossary — very informative for newbies.
  • FreeCodeCamp — free, open-sourced certification for responsive web development enthusiasts. A certificate of completion is available for free.
  • Codecademy — one more great resource to become a programmer

#HR #Word:#Natural #Unemployment

Natural unemployment is the rate of unemployment due to normal labour market friction, when the labour market is in equilibrium. To elucidate the point we first take a look of the types of unemployment and the components of natural unemployment.

Unemployment can be categorised in into 3 broad categories:


a. Structural unemployment: As the economy evolves over time, the skill set required is also dynamically changing. The skills acquired by an individual may become obsolete in the future due to technological advancement. Thus the unemployment due to mismatch of skill set required by an industry and skills of an individual leads to structural unemployment.

b. Frictional unemployment: when an individual voluntarily leaves an organisation or is fired on some account, it takes some time for him to find a new job. This may be a temporary phase but the duration for which he is unemployed is accounted for in frictional unemployment.

c. Cyclical unemployment: This is due to the cyclical boom and bust in the economy. There are times when economy is growing fast and unemployment is at its minimum and during recession unemployment rises. Thus the shift in unemployment due to the change in the economy is called as cyclical unemployment.

Natural unemployment comprises of structural and frictional unemployment which exists irrespective of the condition in the economy. Thus even at times when economy is at optimal capacity i.e. at full employment level, natural unemployment exists.


Hence, this concludes the definition of Natural Unemployment along with its overview.