HR Elements is an exclusive UBA Partner Firm monthly newsletter that delivers insights about timely human resources and employee benefits topics.
Dear HR Manager Article Archive
june 2024 | advocating for mindful breaks
My team often eats their lunch while multitasking between bites or during Zoom calls. How can I encourage them to take mindful, restorative breaks instead? — Advocate for Mindful Breaks
Dear Advocate for Mindful Breaks, Encouraging meaningful breaks can help enhance productivity and well-being. Here are some strategies to help your team embrace the importance of mindful breaks.
Highlight the Benefits of Breaks Inform your team about the health benefits of taking breaks. Stepping away from work can boost energy levels and mental well-being. Regular breaks, including lunch, are crucial for maintaining stable blood sugar levels and overall brain function. Highlighting these benefits can make employees more inclined to prioritize their break times.
Create a Break-Friendly Culture Shifts in workplace culture can cause employees to skip breaks. Many workers feel they must finish their tasks or fear judgment from their supervisors. Foster a culture where breaks are seen as essential rather than a sign of slacking off. Communicate that taking breaks is a valued practice that supports long-term productivity and well-being.
Provide Comfortable Spaces Consider investing in your break areas to make them more inviting. A well-stocked and comfortable break room can encourage employees to take breaks. One study revealed that nearly 60% of employees would be more likely to take breaks if they had access to a pleasant break room, and 76% said such spaces help them relax and decompress.
Model the Behavior As a leader, your behavior sets the tone for the team. Take your lunch breaks and encourage your team to do the same. This can help normalize the practice and reduce the stigma of taking breaks.
Encourage Flexibility Allow employees the flexibility to take breaks when they need them. Studies have shown that autonomy in taking breaks leads to better goal achievement and increased energy levels. Trust your team to manage their break times in a way that works best for them.
Set Boundaries Encourage employees to block out time on their calendars for lunch and ensure they feel empowered to use it. Clear communication about availability and setting boundaries around break times can help your team manage their schedules more effectively.
Encourage your team to step away from their desks and take time to recharge—it's a small change that can be a powerful tool for maintaining a healthy and effective work environment. Fostering a culture that values breaks may improve your team's well-being, productivity, and job satisfaction.
— HR Manager
May 2024 | giving negative feedback
How can I give my boss negative feedback? — Lives in the Positive
Dear Lives in the Positive, Navigating workplace dynamics can be challenging, especially when it involves giving negative feedback to your boss. Consider these tips before you provide your feedback.
Understand When to Give Feedback The first step is to assess whether the situation even requires feedback. It’s important to differentiate between an isolated incident and a recurring issue.
Evaluate the Importance of Feedback Consider the potential impact of your feedback. If your boss is generally receptive, ask yourself if it will lead to improvement or cause defensiveness. Observing how your boss responds to input from others can provide valuable insights into the best approach.
Practice Your Delivery Rehearsing your feedback with someone you trust can help you refine your message and increase your confidence in delivering it. To encourage an open and productive conversation, make sure you are succinct and allow space for your boss to respond.
Prepare for the Conversation If you decide to proceed, preparation is essential. Schedule a timely meeting to ensure the topic is fresh in everyone’s mind and communicate the purpose of your discussion. Start the conversation with appreciation and express your intentions to foster a robust and honest relationship.
Use a Structured Feedback Model The Situation-Behavior-Impact (SBI) model model is a helpful framework for providing clear and concise feedback. Describe the specific situation, detail the behavior observed, and explain its impact. This method helps keep the feedback factual and impersonal, facilitating a constructive dialogue.
Deal with the Response Responses to feedback can vary. If it is met with understanding and a willingness to improve, it can strengthen your professional relationship. However, if the feedback is met with resistance or negativity, remain calm and professional and suggest another time to revisit the discussion to prevent escalation.
Close with Gratitude End the conversation by thanking your boss for their time and reinforcing mutual respect. It showcases a commitment to maintaining a positive and productive work environment.
Giving feedback is an essential skill that can significantly improve team dynamics and personal growth. By approaching these situations thoughtfully and strategically, you can navigate complex interactions and contribute to a healthier, more effective work environment.
— HR Manager
April 2024 | fostering a positive work culture
How can I foster a positive work culture in a world of challenge sand negativity? — Leadership Enthusiast
Dear Leadership Enthusiast, It's often difficult to maintain an upbeat environment when faced with negativity. To foster a positive work culture, you should ensure that your team feels valued and supported. Here are some tips to help you achieve your goal.
Support Your Team Openly discuss challenges and encourage your team to be transparent, setting a tone of support. Create an inclusive environment to encourage sharing diverse perspectives and solutions. Invest in your team's professional development through ongoing training and clear career pathways.
Encourage Your Team Negativity can subtly sneak into your team. If you notice a drop in productivity or unhelpful criticism, talk with your team to uncover the issues. They may be experiencing burnout, unclear job roles, or feeling undervalued. Encourage your team to participate in solving the problem, building on each other's ideas to find innovative solutions to address their feedback. This approach can transform negative energy into a collaborative effort toward improvement.
Empower Your Team Modern employees thrive on flexibility. To enhance job satisfaction and reduce stress levels, give your team control over their work schedules and avoid micro-managing. This autonomy will support a healthy work-life balance, which is crucial for team members to maintain positivity in facing challenges.
Appreciate Your Team Understand that behind every form of negativity or resistance there's often an underlying concern or unmet need. Team members need to feel seen, heard, and valued. Regularly celebrate and recognize team achievements..
Be resilient and communicate with your team openly and often to create a positive work culture. You will enhance productivity and contribute to your team's well-being and satisfaction, creating a ripple effect beyond the workplace.
— HR Manager
MARCH 2024 | SUPPORTING CHILD CAREGIVERS
What initiatives can I implement to support child caregivers in my organization? — Creating a Culture of Care
Dear Multi-tasking Professional,
The accessibility, affordability, and reliability of childcare are challenging, so addressing these issues requires thoughtful action. Consider these steps to create a culture that supports child caregivers.
Lead by Example Leadership can set the tone for acknowledging the importance of childcare by sharing personal experiences to help destigmatize working parents' challenges and encourage open discussions about solutions. Acknowledge the essential role of childcare for parents who juggle balancing work and family life. Encourage a workplace that values flexibility and offers an inclusive environment where caregivers feel seen and heard.
Enhance Benefits Review and expand your employee benefits package to include childcare support to meet employees where they are. Conduct a survey to gather data and determine what options, such as flexible schedules, subsidized babysitters, or partnerships with a local daycare provider, would be valued. Practical childcare solutions can increase job satisfaction and be as vital to working parents' well-being as mental wellness support.
Communicate A culture that recognizes the diverse needs of caregivers and accommodates childcare challenges can have a positive impact. Transparent communication about the available support and resources for childcare is critical. As with other employee benefits programs, regular updates and reminders about childcare benefits and resources can reinforce the company's commitment to its employees' needs.
Addressing childcare needs with empathy and a strategic plan can enhance your organization's employee satisfaction and productivity. By treating childcare as a fundamental aspect of your workplace strategy, you set a standard for corporate responsibility and contribute to a future where working parents can thrive.
— HR Manager
february 2024 | mental wellness strategy
How do I create a mental wellness strategy? — Multi-tasking Professional
Dear Multi-tasking Professional,
Developing an effective mental wellness strategy is crucial in today's workplace, as 92 percent of employees value an employer that prioritizes emotional and psychological well-being.
Here are a few ideas to start you on your journey.
Make Support Accessible Demonstrate your commitment to your employees' overall well-being with immediate and convenient access to mental health support. Examine your disability benefits plan closely to ensure it encompasses mental health. To offer timely support, remove financial barriers, and give easy access, consider enhancing your employee benefits package with supplemental mental health benefits incorporating online therapy services and mindfulness apps.
Communicate Clearly Communication is vital in making your mental wellness strategy effective. Show your team that mental health is a priority with regular reminders and updates about mental health resources. Encourage utilization and reinforce the company's commitment to employee well-being with clear communication about the accessibility of mental health coverage in your employee benefits package.
Develop a Culture of Support Beyond individual benefits, cultivating a supportive workplace culture is fundamental. Employees increasingly seek environments that promote work-life balance, recognize their contributions, and encourage positive interpersonal relationships. Such a culture supports mental health and enhances employee engagement and productivity.
Implementing cultural change involves both top-down leadership involvement and grassroots initiatives. Leadership should lead by example, sharing personal experiences with mental health to destigmatize discussions around the topic. Additionally, creating opportunities for employees to contribute to the conversation around mental wellness fosters a more inclusive and supportive environment.
Remember, the role of middle management is critical in this process. Training managers to listen empathetically and respond without judgment can significantly impact the effectiveness of your mental wellness strategy.
An effective mental wellness strategy combines comprehensive benefits, accessible support, continuous communication, and a culture that actively supports employee well-being. By adopting this multifaceted approach, you can create a workplace that acknowledges the importance of mental health and actively promotes and supports it.
— HR Manager
January 2024 | hearing loss
One of my team members has hearing loss and can find it challenging to hear meeting discussions. How can I better support this employee? — Concerned Boss
Dear Concerned Boss,
Hearing loss is a growing health issue. By supporting your employee with hearing loss, you can increase their engagement and productivity and ensure they are fully included in meeting discussions.
Here are some ideas for you to foster an inclusive environment:
Encourage open disclosure. Ensure that your team member feels comfortable sharing their hearing loss with the team to raise awareness.
Foster inclusive communication. Encourage your team to remember to speak clearly and slowly, choosing well-lit, quiet meeting locations. Educate yourself and become familiar with the Americans with Disabilities Act.
Check in. Check in with the team member regularly and offer support to challenges they are experiencing.
Here are some ideas for your company to support them and foster an inclusive environment:
Provide necessary tools and resources. Ask HR if they can offer assistive listening devices, captioned telephones, or explore online tools to accommodate a specific communication need.
Ensure accessible health insurance. Request HR review and share if the health insurance plan covers hearing aids or expensing costs through FSA and HSA accounts.
Supporting your team member with hearing loss fosters an inclusive and diverse workplace. Your actions will positively convey that you and your company value individuals and contribute to a more equitable work environment.
— HR Manager
December 2023 | ACCOMMODATING HOLIDAYS
My office celebrates Christmas, but my team is multicultural, and I don’t want to offend anyone. How do I include them in the holiday spirit? — Accommodating Boss
Dear Accommodating Boss, This time of year has many joyful traditions – Christmas, Hanukkah, Kwanzaa, and Pancha Ganapati – but that makes it a challenge to plan a workplace celebration that all can enjoy. To celebrate the holidays while respecting other traditions, consider these tips.
Determine what employees want. Create a holiday committee with diverse representation or conduct an employee survey to gather ideas on preferred decorations, activities, and meals.
Show respect. Avoid exclusive religious decorations unless requested by the employee survey or the holiday committee. Keep communication open by encouraging the sharing of traditions, ensuring that celebrations enhance the festive spirit for everyone.
Plan holiday parties with care. Instead of a Christmas party, host a “holiday” celebration that focuses on universal themes like hope, peace, and the spirit of giving. Choose a time that avoids conflicts with specific holidays. Recognize financial constraints when planning gift exchanges or charitable contributions.
Work with HR and corporate leadership to be accommodating. Acknowledge and accommodate unique needs for holiday celebrations. Offer floating holidays or flexible work hours for days of observance not on the company's holiday calendar.
Adopt an open, learning-focused perspective. Opt for inclusive language and decorations to avoid inadvertently excluding or offending employees with different beliefs. Instead of mandatory festivities, provide options for employees to participate voluntarily, respecting diverse preferences and financial situations. Remember, the goal is to enrich the holiday season with joy while respecting the diversity of employees.
— HR Manager
NOVEMBER 2023 | Hidden workers
I need help finding candidates for open positions in today's tight job market. Do you have recommendations for sources I may have yet to think to tap into? – Now Hiring
Dear Now Hiring, The last few years have been challenging for job seekers and employers alike. The “Great Resignation” and low unemployment rates left many employers with positions they have been unable to fill.
Consider tapping into the pool of “hidden workers,” who are often overlooked despite their willingness and ability to contribute to the workforce. These may include gig workers, caregivers, military veterans and spouses, immigrants, refugees, neurodivergent, differently abled, and re-entry workers who have been absent from the workforce for an extended period. They often want to work but are often excluded by traditional recruiting systems.
Here are a few suggestions to break down barriers and attract this pool of candidates.
Use positive job filters. Instead of using recruitment management systems that automatically screen out applicants based on inflexible criteria, positive filters focus on skills and qualifications truly relevant to the position.
Focus on critical skills in job descriptions. Simplify job descriptions by emphasizing the critical skills that will result in on-the-job success. Lengthy and complicated job descriptions can discourage applications. Focus on transferable skills and experience rather than on gaps in employment.
Target your outreach. Hidden workers come from many different backgrounds. Partnering with community groups serving these diverse populations may help reach a wider pool of candidates.
Foster an inclusive culture. Promoting an inclusive culture is vital to unlocking the potential of hidden workers. Actively challenge preconceptions and ensure all employees understand the strategic value of opening the workforce to workers with differing backgrounds. Having a senior leader champion this initiative can significantly impact acceptance.
Embrace hidden workers to fill your open roles and create a more diverse and enriched team. Tapping into a pool of hidden talents to fill your job openings also helps your company stay competitive and serve your community better.
– HR Manager
OCTOBER 2023 | Hybrid schedule guidelines
My company had offered flexible remote work options but has now mandated that employees return to the office at least twice a week. My team works well in the remote setting, but I also see the benefits of in-person collaboration. How do I establish a new hybrid schedule guideline for my team that gains their buy-in? – Hybrid Schedule
Dear Hybrid Schedule, Hybrid schedules continue to grow in popularity, yet many employers still need a formal policy. A flexible hybrid schedule policy can balance employee preferences for shorter commutes and work-life balance with the employer’s need for in-person collaboration.
Maintain open communication. Initiate open dialogue with your team and keep communication channels open for them to express concerns, provide feedback, and seek support.
Set clear guidelines. Develop transparent guidelines that define core working hours for team collaboration and specify when employees can work remotely or are expected to be in the office.
Provide tools and resources. Provide the necessary technology and resources to facilitate hybrid work to ensure seamless communication and collaboration to support productivity.
Offer training and development. Offer training opportunities to help employees adapt to the hybrid model and ensure they have the necessary skills for seamless collaboration.
Ensure equity and inclusivity. Ensure the policy is fair and inclusive, accommodating employees’ diverse needs and circumstances.
Acknowledge Individual Needs. Recognize each team member’s unique needs and preferences. Provide options or customize the approach to increase acceptance.
Lead by example. Show your commitment to the hybrid schedule by actively participating in remote and in-person activities. Lead by example to inspire confidence and encourage your team to embrace the new work format.
By combining open communication, flexibility, and a focus on individual and team needs, you can establish a hybrid schedule that gains your team's buy-in and ensures a smooth transition to the new work model. Developing a formal policy around a hybrid work schedule will set expectations to keep your current team happy and make your organization more competitive to attract new talent.
– HR Manager
SEPTEMBER 2023 | FEEDBACK OUTSIDE OF PERFORMANCE REVIEW
How do I give my team feedback without a performance review? I am a new manager, and I can see that several of my team members need guidance. I don't want them to think I am picking on them, as I have experienced those uncomfortable conversations. I want to be a good manager but struggle to start these needed conversations. – Struggling Manager
Dear Struggling Manager, A few things are essential when providing negative feedback outside of a performance review. First, it's crucial to find a suitable, private setting where both parties have ample time for discussion. Then, focus on the employee's work, offering specific examples and guidance for improvement. It's equally important to balance this with positive feedback, acknowledging their strengths and achievements to convey appreciation for their efforts.
To communicate effectively and foster rust and respect during the conversation:
Adopt a friendly tone.
Be clear, compassionate, and self-assured when delivering feedback.
Encourage employees to express their thoughts.
Actively listen.
Avoid being judgmental.
If an employee is struggling, provide support and access to resources, including training or mental health services. Collaborate on developing a plan to move forward, including actionable steps and follow-up, which provides structure an assistance.
In the event of unexpected reactions, stay calm and reexamine how you delivered the feedback. If necessary, rephrase comments neutrally, giving the employee time to process the feedback and consider potential solutions.
Consistently check in with the employee to ensure they meet their goals and receive the necessary support. Encourage a growth mindset and offer developmental opportunities to promote continuous improvement.
Providing negative feedback is vital for employee growth and fostering effective teamwork. by establishing a safe environment and delivering feedback adeptly, you can transform these conversations into opportunities for personal and collaborative development.
– HR Manager
AUGUST 2023 | Key questions
My team's needs to be more consistent when we rare interviewing and want to ask key questions to develop a well-rounded view of the candidate and compare answers. What are three key questions to ask when interviewing job candidates? – Key Questions
Dear Key Questions, Conducting effective interviews is crucial for finding the right candidates for your team. While traditional questions about qualifications and experience are important, it is equally vital to delve deeper into a candidate's potential and cultural fit. To help your team make the most of your interviews, here are some key questions you may want to ask consistently. 1. "Tell me about a time when you faced a significant challenge at work and how you overcame it.". This question assesses a candidate's problem-solving abilities, resilience, and adaptability. Look for specific examples demonstrating their approach to challenges, decision-making processes, and outcomes.
2. "How do you handle feedback and criticism?" Understanding how candidates respond to feedback is essential for fostering a constructive work environment. Look for candidates who are receptive to feedback, take responsibility for their actions, and are willing to learn and grow.
3. "Can you give me an example of a time when you had to collaborate with a diverse group of individuals?" This question assesses a candidate's ability to work effectively in a diverse and inclusive workplace. Look for candidates who value diversity, can adapt their communication style to different perspectives, and foster collaboration among team members.
By regularly incorporating these questions during job interviews, you can gain valuable insights into a candidate's problem-solving skills, attitude toward feedback, and ability to work in diverse environments. Remember, the goal is to find candidates with the necessary qualifications, align with your organization's values, and contribute positively to your team.
– HR Manager
JuLY 2023 | BIG IDEA
My team's workload has increased exponentially, and we need a dedicated project manager. I want to propose a new position, but also want to be the person in that role. How do I pitch this big idea to my boss? – Big Idea
Dear Big Idea, The best way to prepare for this conversation is to put together a business case. 1. Do your research. Investigate the “why” behind the new position. What problem would this job solve? How does this relate to company goals and strategic plans? How will this benefit the team and company? What is the return on investment?
2. Talk to key stakeholders. Share your thoughts with key decision makers to get their feedback. Planting seeds early can help you address any identified obstacles in your pitch. These informal discussions concerning your idea also help pave the way ahead.
3. Put together your business case. Summarize your research in a problem-solving format. What was the identified problem? How does this new role solve that problem? This is where you include proposed job responsibilities from your research, and a plan to transition any of your current responsibilities. Include the potential impact of this role.
Keep your business case concise and to the point. Your eagerness to grow in the company will come through in your pitch. Good luck!.
– HR Manager
June 2023 | WAGE WORRIES
A tenured employee on my team just found out we hired a new team member in the same position and level at a much higher salary. Both employees are in the same position and level within the organization. The tenured employee is rightfully upset. What should I do next to assess potential solutions? – Wage Worries
Dear Wage Worries, It is a fact – employees talk about salary. Start by investigating the situation.
First, gather the facts. Identify the reason for the salary disparity. Is it due to external factors like a competitive talent market or inflation? Alternatively, does it result from a difference in employee experience or role focus? Compare the skill sets and jobs of the two individuals. Given their knowledge, skills, and abilities, is there merit to a higher salary?
Next, bring the information to your HR team. A compensation audit is one technique HR professionals use to evaluate pay levels. Work with them to validate the pay range for the role and employees. In some situations, companies discover longstanding employees’ pay has not kept up with market increases, and an adjustment may be needed.
Alternatively, you may discover that the pay range is appropriate. In this case, HR can provide insight into how previous issues have been resolved and help you script talking points—partner with your employee to build a development plan positioning them for future pay increases. Your open communication is an opportunity to build trust in your relationship.
– HR Manager
MAY 2023 | Ready for a Mentor
I am a few years into my first job and want to find a mentor. How do I find someone who will help me at this stage of my career? – Ready for a Mentor
Dear Ready for a Mentor, Mentorship has evolved. Today, instead of one life-long mentor, savvy employees are creating a network of informal relationships with individuals from a range of experience levels. This strategy enables them to build a team of qualified mentors to support their professional growth.
Keep these tips in mind to develop successful mentoring relationships.
Identify your short- and long-term goals. Clarifying your objectives will be the road map to finding mentor relationships. For example, do you want to improve your negotiation skills? Look for someone with outstanding sales experience in your network pool.
Give as much as you receive. Mentorship is a two-way street. Your network will naturally want to help you if you establish a give-and-take relationship. Create new connections internally at work by looking for opportunities to help. After an impromptu mentor meeting, ask how you can return the favor.
Show up with an agenda. Mentor relationships are most successful when they are development oriented and tied to professional goals. Make the most of your time together by outlining specific questions ahead of scheduled meetings.
Building your mentor network now will benefit your career in the long run. – HR Manager
APRIL 2023 | workplace guilt
Last week my company had layoffs and my team lost several members. The Employees who remain are struggling. I don't know what to do. How do I re-engage my team after this layoff? – Workplace Guilt
Dear Workplace Guilt, Layoffs are brutal for everyone involved. The remaining employees can feel lost even with a thoughtful layoff communication plan. They are grieving the loss of their colleagues and may experience all five stages of grief: denial, anger, bargaining, depression, and acceptance.
Leaders can support their team following a layoff in several ways:
Check in regularly. Employees need to know you care about their wellbeing, especially during hard times. Sharing your own feelings can help them feel safe to voice their questions and concerns.
Connect them with support. Employees may experience burnout, depression, or anxiety, and other mental health issues, following layoffs. Connect them with Employee Assistance Program (EAP) resources.
Ask for feedback. Changes in roles and responsibilities are often necessary after a layoff. Include your team as much as possible to give them some control.
Overcommunicate. Transparency is vital during times of change. Continue to provide your team with as much information as possible.
With your support, your team can grow closer during this challenging time. – HR Manager
MARCH 2023 | WORD ON THE STREET
An employee from another department applied for an open position on my team. Normally, I would be thrilled, but rumor has it that this individual is not a stellar performer. What should I do? – Word on the Street
Dear Word on the Street, Above all, keep an open mind; the rumor mill may not be accurate. All employees have strengths and weaknesses. Your job is to determine if this candidate’s skill set would be a good match for your team. Use these questions to guide your evaluation.
Is the candidate qualified? Use the same evaluation criteria across the board. Then, proceed if their application materials are strong enough to merit an interview.
Can you learn more about their performance history? Prior supervisors or HR may be able to provide feedback on the employee or share historic performance reviews.
How can you vet concerns during the interview process? Ask behavioral questions that will uncover examples of how they respond on the job.
Regardless of the outcome, provide feedback to your internal applicant. You can support their continued growth by sharing your insights. – HR Manager
FEB. 2023 | STEPPING ON MY TOES
One of my employees is infringing on my responsibilities. He emails directives to the department without my approval. Sometimes the information is incorrect and sends the team into a tizzy. At other times, it is correct but outside of his domain. What do I do? – Stepping on my Toes
Dear Stepping on my Toes, This situation is tricky. On the one hand, you have an employee eager to help with communications. But, on the other hand, you have incorrect information reaching a large group of people.
What an ideal coaching opportunity!
Work with your employee to harness this excitement around communications and mentor him on the appropriate process. Provide feedback to him about the repercussions of distributing inaccurate information. Ask questions to gauge his interest in communications as a development area. If he is interested in growing in this area, partner with him to outline an approval process that includes you as a critical stop along the way.
– HR Manager
JAN. 2023 | MONEY TALKS
I am delivering 2023 compensation updates to my team. In the past, I sent an email with the results and an offer to meet if they had any questions. Many seemed disappointed with their increase or needed clarification about the outcome. This year, I want to be more prepared. What is the best practice for discussing compensation changes with my staff? – Money Talks
Dear Money Talks, Compensation can be an uncomfortable topic to broach with direct reports. However, with the right information, you can turn this process into a chance to promote understanding and trust.
Schedule a meeting. It’s best to have the conversation in person or via a virtual call. Plan on at least 30 minutes, so you have enough time to respond to concerns, questions, or next steps.
Share the data. Be straightforward in sharing the numbers, including their base salary increase and bonus, if applicable. Then, follow up the conversation with an email so your employee can refer to it later.
Share what it means. This is the most crucial part of the conversation. Communicating figures alone can leave a lot to the imagination – partner with your HR team to determine what information can be shared. Remember, your employee may not have the big picture. Be ready to answer questions from your employee. A few questions to consider: – How does the raise compare statistically within the organization or external market? – Was this a flat increase or based on a “pay for performance” approach? – What factors about their job performance contributed to their compensation?
Let the data help you tell the story. Your team will appreciate your informative feedback.
– HR Manager
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