Whether you are getting your desired job or not is decided just after you have g0t chosen for the interview. Also, discussions are one of the crucial steps to pass in the whole recruitment process. A silly mistake can cost you the interview for a dream job. To help you out, today we will explore popular reasons why you may not get chosen for an interview. "20 Reasons Why You Didn’t Get Chosen For Interview" পড়া চালিয়ে যান
Imagine, if you know the best ways to find ‘Job Near Me’, then how easily you can keep yourself one step ahead of other job seekers. To help you out, today we are going to share the ultimate tips & resources to search jobs easily and take you to your desired job openings. Let’s start reading. "How to Find ‘Job Near Me’: Different Ways That You Didn’t Know [7+ ways]" পড়া চালিয়ে যান
Are you planning to bring change in boring conventional interviews? Then funny interview jokes are what need to be added by the recruiter to lighten up the interview environment. To help you make your interviews more lively and engaging, we have selected the funniest interview jokes. Take a look at why these are important, and which ones are popular.
Funny Interview Jokes: Why Should Recruiters Practice Them?
Let’s take a step back and explore why recruiters should practice funny interview jokes. Jokes are meant to be light-hearted and funny. Therefore, why should you use funny interview questions or jokes in a serious situation such as an interview board? Let’s share interesting statistics first:
Time to check out the basic reasons behind cracking funny interview jokes as a recruiter in an interview board:
📌 Great Alternative To Ice Breaking Session
In an interview board, a lot of tension is created. Sometimes candidates find it difficult to feel relaxed and adapt to the environment. Due to that, sometimes recruiters lose potential candidates for the vacancy. Ice breaking sessions are the best solution to deal with these kinds of situations. What if you don’t have enough time to take an ice breaker session? In such cases, funny interview jokes help to create an atmosphere for both recruiter and candidate.
📌 Assessing Candidates’ Creativity & Skills
থেকে resumes and CVs, it is easy to determine whether a candidate has the required job experience. But it’s not possible to take tests on candidates thinking out of the box. By asking interesting and funny interview jokes, you can get a clear idea about the candidate’s adaptability and creativity. Answering these funny interview jokes will also give you a sense of how collaborative the candidate is.
Candidate Pro Tips:
📌 Whether Candidates Fit For The Company Culture
Every organization holds its own jargon and company culture. Through written tasks and CV resumes, you cannot determine if the candidate is a good fit for your company culture. Cracking funny jokes in an interview can help a recruiter determine which candidates are able to fit in with the company culture. It also helps to realize the main motive of the candidates and how much they are going to cope with the culture.
Check Out 20+ Funny Interview Jokes For Recruiters
Here we will find out the best funny interview jokes for recruiters. For your convenience, we’ve collected the best funny jokes you can tell on interview day if you work in recruitment. And if you wish to save some to spread out during the year, that is a great idea, too!
For your help, we have categorized the funny interview jokes, so that you can use them properly depending on the situation.
Popular Funny Jokes For Interview
Let’s start with the popular funny jokes for interviews that are widely practiced in almost all organizations. The top picks are here:
- A hiring manager asks a job candidate, “When do you find you’re most productive?” The candidate responds, “When the bills are due.”
- “I think I want a job cleaning mirrors. It’s really something I could see myself doing.”
- “I managed to get a good job working for a pool maintenance company, but the work was just too draining.”
- What superpower would you choose if you had the chance?
Mike Simpson Tips: You shouldn’t choose invisibility as your superpower when you answer this question. You may come across as sneaky or untrustworthy if you say you want to be invisible, even if you don’t mean it that way.
- What is the most common job of spiders? → Web designer.
- Why was the scarecrow hired? → His field of expertise was outstanding.
- Interviewer: “Why do you want this job?” Candidate: “Well, I’ve always been really passionate about not starving to death.”
- My boss told me, “Dress for the job you want, not the job you have.” Now I’m sitting in a disciplinary meeting dressed as Wonder Woman.
- A recruiter asks a candidate, “What’s your biggest weakness?” The applicant replies, “I don’t know when to quit.” “You’re hired.” “I quit.”
- What do you consider yourself to be: a hunter or a gatherer? If so, why? → A hunter comes to mind when you picture someone who is quick and strong. They will look for something far off in the distance and move quickly. The hunter will notice minor differences in the landscape to find a hunting location. Visualize a gatherer as someone who is meticulous, slow, and deliberate.
- When interviewing a job candidate, a recruiter asks, “How long have you been in your last position?” –> In response, the applicant states, “My biggest weakness is listening.”In response, the applicant states, “My biggest weakness is listening.”
- Job applicants were asked, “What are your main strengths and weaknesses?” –> I think I have a weakness regarding reality,” he said, “so that would definitely be my main weakness. It’s sometimes hard for me to tell what’s real and what’s not.”
- I went for an interview for a job today and the manager said, “We’re looking for someone who’s responsible.” “Well, I’m your man!!” I replied, “In my last job, whenever anything went wrong, they said I was responsible.”
- The boss asked, How do you perform under pressure? The man said, Well I try my hardest but I always end up singing “Ice Ice Baby”
- The interviewer asks: “So, do you have any special skills?” Man, pulling a dead hamster out of his pocket: “Taxidermy!” Hamster: “And necromancy!”
- A millionaire was asked in an interview the secret behind his success? He replied, “Well you see the first million is always the hardest to make, so I started from second”
- I overflowed a cup of water during a job interview yesterday. “Nervous?” asked the interviewer. I simply replied “No, I always give 110%”
Knock Knock Jokes For Interviewer
Usually, a knock-knock joke ends with a pun and is a type of audience-participatory joke cycle. In job interviews, knock knock jokes are also popular jokes among recruiters and candidates. Here are some best funny interview jokes that you can follow.
- Knock Knock Who’s there? Canoe! Canoe who? Canoe (can you) give me a job, please?
- Candidate: knock knock. Interviewer: Who’s there?. Candidate: You’re hired.. Interviewer: You’re hired… Candidate: interrupts thank you; I won’t let you and the team down.
- Knock Knock. Who’s there? Chair! Chair who? Chair up buttercup don’t be sad.
- Knock, knock. Who’s there? Radio. Radio who?. Radio not, here I come!
- Knock, knock. Who’s there? Wire. Wire who? Wire you asking me?
- Here is a popular The Office serial knock knock joke.
- “What would you do if you found a penguin in the freezer?” –> If they lived in the Arctic, it wouldn’t be surprising to find a penguin in the freezer. There would probably be a party.
- “Why are manholes round?” –>“They’re made that way because men fit comfortably in round holes.”
- “If you could have any superhero power, what power would you have and why?” –> “I’d want to fly if I could have any superpower—partly because I don’t like traffic, and I’ve never seen things from a bird’s-eye view before, besides looking from an aircraft window.”
- “What would you do if you were the only survivor in a plane crash?” –> “I’d be happy that I flew alone that day, and then I’d probably complete more hours of flight training before I flew a plane again.”
✨ Tips: How To Answer Funny Interview Questions
Now you know about the top funny interview questions with sample answers. However, these are not all funny interview jokes that can be asked by interviewers. So, you have to take basic preparation for all the funny interview jokes and answer them smoothly. A funny interview question isn’t geared towards any specific position, unlike standard interview questions. In contrast, they may be used to gain insights into your personality or examine how you handle unexpected situations.
To get yourself prepare for the funny interview jokes, presenting the best strategy to implement:
Firstly, you need to be able to take humorous interview questions sincerely. Regardless of how weird the funny interview joke is, you should pivot swiftly, take it in a positive light and prepare yourself to respond creatively.
Secondly, you should start practicing tailoring methods. You can adapt your answer so that it is more compelling to the hiring manager using the tailoring method. It’s all about tailoring your response to a company’s unique needs so that you are relevant to that company.
Recruiter Pro Tip:
Discover more about a company’s needs by doing some research. Visit the company’s website after reviewing the job description. In fact, almost half of hiring managers will not extend a job offer to a candidate – even if they possess the right skills – if they cannot demonstrate a thorough understanding of the industry.
That’s all for today. Don’t forget to share these funny interview jokes if you found them helpful as a recruiter or a candidate. Also, subscribe to our blog to keep updated with these kinds of fun guidelines, tutorials, reviews, etc.
Are you encouraging employee self evaluation in your organization? It is one of the popular HR practices for the top growing organizations. And the easiest way to do this is by creating a self evaluation form. Today we are going to learn how you can efficiently create an evaluation form and start measuring employee growth.
When your company is kickstarting from a starter to a well-grown company, it becomes harder to overview all employees’ growth at once. From an HR perspective, creating a form and collecting employee responses is the best way to do employee self evaluation.
With all the data documented, HR or a team leader can easily take action to foster employees’ development.
Self Evaluation Is One Of The Best Way To Measure Employee Growth
Employee growth is directly related to company growth. So you can’t overlook this basic KPI. Whether an employee is suitable for the position your company is going to offer, or the employee is a perfect fit for your office culture, all data can be easily collected by any employee evaluation process.
But the fact is, these data don’t represent employees’ perspectives. So when you collect data only from the HR or team lead view, you are going to miss many major aspects.
That’s why you should start a self evaluation process in your organization. As you and your employee develop a growth plan together and continue to track their progress, you can both be on the same page as to where they’re going, how you expect them to get there, and how you plan to measure their progress.
You want to do everything in your power to assist your employee in realizing their full potential. It’s not enough to simply assign them jobs and hope that they’ll develop into the correct professional path for them. You must assist them in developing a precise plan in order to truly support their development.
Creating an employee self evaluation plan is always the first step in measuring growth. Let’s have a look at the major benefits of running employee self evaluation.
🎯 A self evaluation program can help your employees achieve their career goals. And that will help you to track and measure their progress, as well as take necessary steps.
🎯 Playing an active role in measuring and monitoring self growth plans also allows employees to continually assess their effectiveness of themselves as a human resource and find out the lackings they were overlooking.
🎯 Another un-noticeable benefit of running employee self evaluation program is you can easily make a decision whether the employee is ready or not for the upcoming responsibility you are going to offer.
5 Points To Always Keep In Mind When Creating Self Evaluation Forms
Let’s find out how you can create an interactive employee self evaluation forms easily. Depending on your company structure, culture, mission, and vision, self evaluation form questions may vary.
But there are some unavoidable things that should be maintained in every form. Let’s check out those major points that you should keep in mind while creating the employee self evaluation form.
✅ Be Precise Abot Why You Are Creating The Form
Before creating a self evaluation form you have to set goals. Be consistent about why you are creating a self evaluation form and what are your expectations from it.
Deciding these things earlier helps you to create a form that you can use for a long time. Also, you have to decide whether you want employee self evaluation for promotion, permanency, etc that should be reflected on the self evaluation form.
✅ Set Timeline For Self Evaluation Assessment
Obviously, you can’t let employees fill up the self evaluation form without a deadline. Moreover, it’s also not okay to take a self evaluation assessment of employees every now and then.
As an HR or lead persona, you have to set a time when your employees take a self evaluation assessment in a year. Also, you have to restrict the form submission deadline. Then, you will be able to get the information from the form which is really useful to make decisions.
✅ Must Collect Employee Professional & Personal Perspectives
Though the main purpose of taking self evaluation assessment is totally professional, you can’t only be confident in the form. While you are nurturing employees, taking care of their personal development is also part of your responsibilities. So you need to keep questions both a mixer of an employees professional and personal development perspective.
✅ Try To Collect Responses In Multi-Criteria
As you want to understand your employees’ perspectives from the self-evaluation form, it’s wiser to collect responses in multi-criteria. Only collecting responses in ‘Yes or No’ doesn’t really portray the whole scenario. Instead of Yes/No, you can provide 5 criteria options. Here are some samples.
1 - 2 - 3 - 4 - 5
-2 : -1: 0 : 1 : 2
Strongly agree with the statement - 1
Somewhat agree with the statement - 2
Nor agree nor disagree with the statement - 3
Less agree with the statement - 4
Have zero clue about the statement - 5
✅ Preserve & Analyze The Data For Future Betterment
All the data that is collected from self evaluation assessment isn’t a one-time used thing. Those are really good assets for any company. By analyzing those data you can make insightful decisions. So, you have to come up with an idea to store all the data and statements and use them for in-depth analytics.
Best Resources For Creating A Self Evaluation Form For Employees
It is always wiser to research and follow others’ inspirations before creating a self evaluation form for your organization. By following others’ samples, you will get a better idea about how to create questions, how to represent answers, and so on. There are many free resources you will get online to create a self evaluation assessment. Among them Typeform, Business News Daily, Indeed, etc are the most popular ones.
Are you looking for sample questions for self evaluation form? Then start following the next section.
Sample Questions To Create A Self Evaluation Form Seamlessly
In a self evaluation form, there are many types of questions included, from basic to advanced level. We have designed the self evaluation form in such a way that you can use it for multi-purpose. To help you understand the form design, we’ve categorized the form sample questions. Let’s check them out.
It’s a smart move to start with elementary questions and then directly jump to the main section. Also, collecting basic data helps you with the proper storing of data. The more data the bigger scope for analytics.
- Your name
- Email id
- In which department currently you are working?
- Your job title
- Joining date [for permanent members please provide your last performance review date]
- In which product you are working now
For Professional Understanding
Whether the employee is clear about his responsibilities and scopes, it’s important to check them out. So you have to add such a question which reflects employees job responsibility understanding.
- I’m clear about all my job responsibilities & company has clearly explained all responsibilities.
express your thoughts with this scale: 5-1
- I always finish all my job responsibilities properly.
express your thoughts with this scale: 5-1
- I’m always capable of my responsibilities. also, can meet the deadline for every work.
express your thoughts with this scale: 5-1
Communication Power Check
The employee is not only aware of this duty in the office but also maintains communication with their own team and others. You have to ensure that through the self evaluation form. So questions regarding communication must be in the form.
- I’m very good at communicating with my own teammates.
Express your thoughts with this scale: 5-1
- I’ve no communication gap with other teams (Support/ Marketing/ QA, etc) while working on specific products.
Express your thoughts with this scale: 5-1
- As a member of my team or on other dependent teams, I’m always helping them with their problem-solving. Express your thoughts with this scale: 5-1
An employee should not only be aware of his duties & responsibilities but also abide by them properly. Whether the employee is aware of that, you can easily collect that data from the self evaluation form
- I always finish my work fastly.
Express your thoughts with this scale: 5-1
- I always ensure the quality of my work.
Express your thoughts with this scale: 5-1
- I’ve accomplished all of the goals that are listed in my last performance review. [Instruction for new members: The goals that has shared with them when they joined]
Express your thoughts with this scale: 5-1
Personal Growth Check
Apart from professional excellence, you need to overview the employees personal growth as well. It’s important for all employees to stay motivated and have their own determination. To check this out, you can overview it as well.
- Share the goals that you were assigned in bullet points & write down how you have achieved them.
- Share your goals for the next year.
[As an organization member, what goals are you setting to achieve]
- In the next 5 years in which position do you want to see yourself?
Expectation From Your Organization
Another purpose of the self evaluation form is to know employees’ expectations from your organization. So you have to keep asking questions regarding that.
- In order to help you achieve your goals, what support can we offer You? – paragraph
- Name of your Supervisor.
- As your manager/ team lead he/ she has helped you a lot with your improvement.
express your thoughts with this scale: 5-1
- What could your manager/ team lead do to better support you & increase your job satisfaction?
Include Employee Self Evaluation In Your HR Practise Right Away
The benefit of the employee self evaluation assessment can’t be confined in words. It helps your organization by providing insightful data that helps to measure employee growth. So it’s high time you include employee self evaluation assessment and start practicing.
Hopefully, you have found all the information in one place regarding employee self evaluation. If you have found this post helpful, then don’t forget to share it with others. Also, subscribe to our blog to be the first to get updated about the newest HR blogs, tutorials, etc.
Asking or answering the right HR interview questions can make or break a successful hiring process, irrespective of whether you are an interviewee or candidate. Regardless of the organization’s type, the HR team asks a few basic interview questions. If you don’t know what to ask or how to answer, it is impossible to pass an HR interview. So, today we’ve summed up all the top HR interview questions that you should know. "Top 50 HR Interview Questions You Should Ask Or Be Prepared to Answer" পড়া চালিয়ে যান
In order to manage a smooth recruitment process and nurture your employees, organizations follow HR blogs. Here we have curated the best HR blogs that will help your organization to grow. Let’s check out them all. "Top 10 HR Blogs That You Should Follow In 2022" পড়া চালিয়ে যান
Learning the difference between CV vs resume has become fundamental, especially when you are looking to apply for open positions in an organization. Normally, companies ask candidates for a CV or resume based on their company value and structure. Your efforts to get the right job opportunity might be in vain if you do not know the basic details that the companies have asked for. Hence, today we will discuss the differences between CVs vs resumes. "CV Vs Resume – What Is The Difference? [5+ Key Differences With Examples]" পড়া চালিয়ে যান
Just as you would plan and create a checklist to complete a task or project, similarly, for a successful hiring process, you must create an employee onboarding checklist and follow it. Due to the world’s rapid change after the pandemic, it is important to evaluate and update your onboarding checklist to make the process of recruiting new members to your team easier.
Since the structure of different teams within an organization will vary, HR managers often face difficulties creating employee onboarding checklists. To help all the HR managers out there, here we have created an ultimate checklist to follow for employee onboarding process and onboard the top talents smoothly. Let’s get started.
Why Should You Start Practicing Employee Onboarding Process?
If you look in-depth, you will find many big companies don’t follow proper employee onboarding processes. And you will find toxicity in these kinds of workplaces, a higher rate of employee termination, and so on. On the other hand, companies practice employee onboarding checklists for the hiring process and have a higher rate of employee satisfaction & company growth. Apart from the inclusive effect of having an employee onboarding checklist for the hiring process, let’s check out the utmost benefits of maintaining it.
🤝 No matter whether the new hire is replacing an employee who has left the organization or if a new role is being created, it takes time to integrate them into the organization. When companies use an onboarding process for new employees, their time-to-productivity ratios increase by 62%, according to a study by The Aberdeen Group.
🤝 As soon as your company starts creating employee onboarding checklists for the hiring process, any HR manager can easily follow that. That way, all company processes will be streamlined. You don’t have to create a new checklist every time.
🤝 The productivity of an employee joining a new company can decrease if the organization does not nurture him or her right away. If this happens, a top talent becomes a burden for the organization. By using an employee onboarding checklist, an employee will know their responsibilities and it will be easier for them to give their best from the outset.
🤝 Retaining a departing employee entails a high cost, both in terms of direct recruitment and productivity loss. On the other hand, good onboarding makes new employees more likely to stay in their positions longer.
In fact, structured onboarding increases employee retention by 58% within three years of hire if the employee has completed it.
5 Key Goals Of Following Employee Onboarding Checklist For HR Manager
If the above points trigger you then the next step is to create an employee onboarding checklist for your organization. While creating the list you must be clear of its goals and vision. Check out the 5 key goals you have to keep in mind while creating the ultimate checklist for the employee onboarding process.
🎯 Ensure that your employee onboarding checklist contains an ideal breakdown of responsibilities. Not only does the admin or HR manager has to do everything. It will help you focus on the most important parts of your role by minimizing your admin load.
🎯 The first day of work can be very uncomfortable for new employees, who often feel like they’re in the wrong place. They are more committed to the company when they feel like they belong, and can better focus on their work.
🎯 Adding a new employee means more administrative work for the HR manager. A fast-growing company that hires new employees every week may find that the administrative workload is quite heavy. You will strive to reduce the burden, not increase it, through unnecessary steps of employee onboarding checklists.
🎯 Onboarding checklists should be designed in a way that new employees immediately understand their responsibilities. Consequently, they will be productive more quickly and therefore contribute to business earlier. Their well-being benefits your business.
🎯 You need a consistent employee onboarding process to ensure all of the above is achieved effectively. Leaving this up to chance is not an option.
Here’s The Ultimate Checklist Of Employee Onboarding For HR Managers
Now is time to check out the ultimate employee onboarding checklist. We’ve designed this ultimate checklist in such a way that it is suitable for every category of organization. Moreover, HR managers will get a proper guide about what to do and how to do it.
For better distribution of the employee onboarding process chores, we have categorized the checklist into 3 major categories. Let’s check them all.
⭐ Checklist Before The Joining Day
The tasks that must be completed before the employee joins are the most important part of the employee onboarding process. There are quite a few steps involved. We’ve listed the most important ones below.
🟢 Send The Confirmation Email To The Employee: After the long screening and interviews, when you have found the right talent for your organization, the first step is to send the employee confirmation email. Don’t forget to mention the joining date on the confirmation letter.
🟢 Ensure all compliance is outlined in the appointment letter: Next step is to send the new employee list of the compliance that he must provide to the organization with an appointment letter. Certificates, statements, tax papers, etc. must mention everything he needs to bring on the first day. You can also mention what type of preparations should be done before the joining date.
🟢 Clarify The Responsibilities Before Joining: In which roll you are onboarding the new employee, what will be his/ her target- you have to clear them all as HR manager. It’s also great to give a brief about the team he is going to work for. You can share this data through emails, phones, or in person.
🟢 Take Care Of The Logistics: When you are onboarding a new employee, he will need types of equipment, a place to seat in the office, and other additional logistic supports. List them out and keep them ready before the joining day. If your office maintains the culture to welcome employees with a hamper, then make sure that is also ready before the joining day.
🟢 Notify All The Team Members About New Onboarding: It is another unavoidable step of the employee onboarding checklist. Your existing members also need preparation to get started with the new member. A before notification will also help to welcome the new member warmly. As HR manager, you can also provide the basic information of the new employee with the existing members as well.
⭐ Checklist For The First Day Of Employee Onboarding
It is now time for the most important day, the joining day for the new employee. A simple checklist can help you make today a successful and productive one. Let’s check them out.
🔵 Welcome The New Employee From HR Team: The onboarding of the new employee should start from the HR room. Then it becomes easier for the HR manager to guide the new one properly. Also, it is better to mention all the rules, regulations, benefits, etc at that moment. And, hand over the equipment.
🔵 Complete The Admin Team Dependency: Not Only the HR team, the admin team also have dependencies with the new employee. It’s best practise to complement them on the joining day rather than making delays.
🔵 Introduce The New Member To Whole Team: Time To introduce the new member to the current ones in person. You Can hold a small gathering to let him/ her meet with everyone. It will be nicer if you could hold an ice-breaking session for the new employees.
🔵 Assign An Current Member With The New One: It’s quite impossible to remember all the HR manager briefings and office regulations right after hearing it. To make the first day easier for the new employee, you can assign an existing employee. How will give a tour of the office, his working place, responsibilities and so on.
🔵 Give Brief Of The Office Culture: The next step is to give brief overview of the office culture. If you could do these on the very first day, it will be easier for the new employees to get involved with the organization.
🔵 Get Started The Training Process: After all the fun and exciting parts, comes the main part for what you have become the part of the organization, Training day! A good practice is to start the training session from the first joining day. That helps to prepare the employee faster for the production.
⭐ Checklist To Follow After 1st Week
Just after the first day of joining the employee onboarding process doesn’t end there. It has many after steps that most of the company avoids. Let’s check them now.
🟣Establish 30, 60, & 90-Day Check-In Plans: Usually the 1st week is considered as the honeymoon period of a new employee. The real work begins after that. In order to prevent your employees from becoming demotivated or lost in the middle, you need to schedule frequent check-ins. It may be every thirty days, every sixty days or every ninety days. Additionally, it will make it easier to evaluate the new employee and promote him/her.
🟣Schedule For Employee Onboarding Feedback: These things need to be considered, whether the employee is able to cope with the new environment or whether any important steps have been left behind. Then you can schedule an employee feedback session from which you can also get suggestions on how to improve the employee onboarding checklist and hire more smoothly in the future.
🟣Arrange Self Evaluation For The Employee: Before turning the newly hired employee to be the permanent one, you have to run self evaluation test. Thus, you can easily determine if an employee is ready to start working or needs a little time to adjust. Then you can collect their responses in a self-evaluation form for future reference.
Improve Your Hiring Process With An Onboarding Checklist
You’ll probably experience a smoother hiring process and a boost in productivity if you follow this employee onboarding checklist. Basically, checklists are created so that none of the important steps get missed. So what are you waiting for? Start following this employee onboarding checklist and streamline your hiring process.
To be the first to get these kinds of resourceful checklists, blogs, tutorials, and so on, subscribe to our blog now.
When you fail to recognize the common hiring mistakes, your entire effort for the hiring process can go in vain! Nevertheless, when a problem occurs, chances are that it will have a solution as well. Therefore, we will mark down the red flags of the recruitment process today and how to deal with them swiftly. Let’s start reading. "7 Common Hiring Mistakes You’re Making & How To Avoid Those [The Red Flags]" পড়া চালিয়ে যান
To onboard a new candidate plays a key role in company growth and development. In order to accomplish this, you will need a tool that can automate onboarding seamlessly. We will take you on a tour today so you can see how easy it is to run an onboarding process with Easy.Jobs hiring solution. "How To Onboard A New Candidate With Easy.Jobs: Step By Step Guideline" পড়া চালিয়ে যান