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India’s work landscape just went through one of the biggest reforms in decades. On 21st November 2025, the Government of India took a major step toward a more modern, employee-friendly labour framework by rolling out parts of the New Code on Social Security. Many HR Professionals, including me, have been waiting for this. The idea is simple: Bring multiple welfare laws under one umbrella and make social security easier to understand, access, and benefit from.<blockquote> So what does this mean for YOU?</blockquote>Earlier, your social security benefits were governed by several separate laws - PF here, Gratuity there, and Bonus somewhere else.Now, all of this sits under one integrated framework. This is huge “clean-up” that makes your &nbsp;Rights easier to understand.The Code now covers:<ul><li>Full-time employees</li><li>Contract employees</li><li>Fixed-term employees</li><li>Gig workers (Swiggy, Uber, Zomato, freelancers on platforms)</li><li>Platform workers</li><li>Unorganised sector workers</li></ul>For the first time ever, India’s growing gig workforce gets formal benefits. That’s historic!Rules to know:1. Better Gratuity Rules The new Code makes gratuity more employee-friendly:<ul><li>More types of leave count as continuous service (medical leave, maternity leave, strike/lockout days).</li><li>Fixed-term employees can earn gratuity after 1 year — not 5 years.</li><li>A digital system will make claiming gratuity faster and trackable. </li></ul>2. Mandatory Appointment Letters Every employee must now receive a formal appointment letter. This means:<ul><li>Clearer job terms</li><li>Clarity on pay, benefits, working hours</li><li>Stronger proof of employment For many parts of corporate India, this ensures transparency across employee groups.</li></ul>3. Timely Payment of Wages <ul><li>Your salary cannot be delayed.</li><li>The new Code places legal responsibility on timely wage payment.</li><li>No ambiguity. No excuses.</li></ul>4. More Safety &amp; Inclusivity Women can officially work night shifts — but only with consent and mandatory safety arrangements. Overall safety standards at workplaces will be more regulated.5. Better Protection for Gig &amp; Platform Workers This is the highlight of the new Code: Companies like Uber, Zomato, Amazon, Rapido must contribute 1–2% of their turnover to a Social Security Fund. This fund will support gig workers through: - Accident cover - Life/disability benefits - Maternity benefits - Old-age protection This is a massive step forward for India’s new-age workforce.6. Digital, Portable Benefits Social security will now move toward a digital ecosystem. This means:<ul><li>Easier access</li><li>Portability if you change jobs/locations</li><li>Smoother record tracking Perfect for today’s mobile workforce! </li></ul><blockquote>In Simple Words: What’s the Benefit for YOU?</blockquote><ul><li>Stronger protection of your financial benefits</li><li>Faster claims, especially PF, ESI, gratuity</li><li>More transparency from employers</li><li>Better safety and inclusiveness</li><li>If you do gig/freelance work, you are finally protected. This reform aims to make India’s workplaces modern, fair, and future-ready — and you’re at the center of it.</li></ul><blockquote>Grey Areas Still Unclear in the Code</blockquote>While the updated provisions are promising, a few points still lack clarity and await formal notification or rules:1. Implementation TimelineAlthough provisions were announced, the actual date of enforcement for several sections is still unclear. This affects gratuity rules, gig worker contributions, and digital systems rollout.2. Gratuity Eligibility for Non-Fixed-Term CategoriesThe law clearly states the 1-year rule applies only to fixed-term employees, but ambiguity remains on:How “fixed-term” will be defined across industries Whether renewal of repeated short-term contracts qualifies as “continuous service” 3. Funding Structure for Gig Worker Social SecurityThe contribution percentages from aggregators/platforms are mentioned, but:How platforms will report earnings? Whether incentives count? How worker identities will be authenticated? …all remain unclear. 4. Employee Database IntegrationThe promise of “one social security account” requires system integration, but no timeline or technical details are shared yet.5. State-Level VariationsSome provisions need state-level rules, and not all states have notified anything yet, leading to interpretation differences.More clarity is expected in the coming notifications.&nbsp;<blockquote>Feel free to hop on the LMW ride again to know more soon!&nbsp;</blockquote>

Code on Social Security - Cutting the Chase for Busy Corporate Folks

The Government of India notified the commencement of all four Labour Codes - Code on Wages (2019), Industrial Relations Code (2020), Code on Social Security (2020), and Occupational Safety, Health &amp; Working Conditions Code (2020) - with effect from 21 November 2025.Below is a structured breakdown of the Code on Social Security, along with the exact laws consolidated under each Code:<blockquote>I. Codes and the Laws Merged into Them</blockquote>1. Code on Social Security, 2020 (CSS)The CSS consolidates the following nine Central labour laws:<ol><li>The Employees’ Provident Funds and Miscellaneous Provisions Act, 1952</li><li>The Employees’ State Insurance Act, 1948</li><li>The Employees’ Compensation Act, 1923</li><li>The Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959</li><li>The Maternity Benefit Act, 1961</li><li>The Payment of Gratuity Act, 1972</li><li>The Cine Workers Welfare Fund Act, 1981</li><li>The Building and Other Construction Workers Cess Act, 1996</li><li>The Unorganized Workers’ Social Security Act, 2008 </li></ol>All of these now sit under one integrated social security framework.2. Code on Wages, 2019Merged four laws:1. Minimum Wages Act, 1948 2. Payment of Wages Act, 1936 3. Payment of Bonus Act, 1965 4. Equal Remuneration Act, 19763. Industrial Relations Code, 2020Merged three laws:1. Trade Unions Act, 1926 2. Industrial Employment (Standing Orders) Act, 1946 3. Industrial Disputes Act, 19474. Occupational Safety, Health and Working Conditions Code, 2020 (OSH)Merged 13 laws:<ol><li>Factories Act, 1948</li><li>Mines Act, 1952</li><li>Dock Workers Act, 1986</li><li>Building and Other Construction Workers Act, 1996</li><li>Contract Labour (Regulation and Abolition) Act, 1970</li><li>Inter-State Migrant Workmen Act, 1979</li><li>Working Journalists Act, 1955</li><li>Motor Transport Workers Act, 1961</li><li>Sales Promotion Employees Act, 1976</li><li>Beedi and Cigar Workers Act, 1966</li><li>Cine Workers and Cinema Theatre Workers Act, 1981</li><li>Plantation Labour Act, 1951</li><li>Working Journalists and Newspaper Employees Act, 1955</li></ol><blockquote>II. Key Technical Highlights of the Social Security Code (CSS)</blockquote>1. Expanded ApplicabilityThe CSS creates a widened coverage net for:<ul><li>Gig workers</li><li>Platform workers</li><li>Unorganised workers</li><li>Fixed-term employees This requires HR teams to re-evaluate engagement models and extend compliance systems.</li></ul>2. Gig &amp; Platform Worker GovernanceAggregator companies must contribute 1–2% of annual turnover to a Social Security Fund, capped relative to payouts.Benefits include:<ul><li>Life &amp; disability cover</li><li>Accident insurance</li><li>Health/maternity protection</li><li>Old-age support</li></ul>3. Re-Defined “Continuous Service” for GratuityThe definition now includes:<ul><li>Sickness</li><li>Accident</li><li>Leave</li><li>Absence due to strike/lockout</li><li>Maternity benefit leave</li><li>Fixed-term employees become eligible for pro-rata gratuity after 1 year. </li></ul>4. Digitisation &amp; PortabilityThe Code enables:<ul><li>Online registration of all workers</li><li>Aadhaar-linked benefit delivery</li><li>Digital gratuity &amp; ESI processes This requires HR teams to align payroll systems and employee data architecture.</li></ul>5. Appointment Letters MandatoryUnder the combined codes, all employees must receive:<ul><li>Appointment letters</li><li>Defined terms of employment</li><li>Clarity on wages, benefits, working conditions </li></ul>6. Inspector-cum-Facilitator RegimeCompliance moves from a punitive inspection model to a facilitation + inspection hybrid. 7. Penalties &amp; ProsecutionNon-compliance may result in:<ul><li>Monetary penalties</li><li>Compounding of certain offences</li><li>Prosecution for repeated/serious violations HR must update risk registers accordingly.</li></ul>8. Partial Implementation &amp; Pending State RulesWhile the Codes are in force centrally, some state rules are not yet notified. Compliance teams must track state-level publications for OSH and IR Code operationalisation.<blockquote>Prepardeness Required from HR Professionals</blockquote><ul><li>Revising policies</li><li>Updating employee handbooks</li><li>Aligning payroll with the new wage definition</li><li>Reviewing contractor compliance</li><li>Preparing SOPs for digital social security</li></ul>

Mapping the Social Security Code for HR: What Changed and What You Must Know

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Let’s be honest! No one wakes up one morning and suddenly finds a “Fossil” sticky-note glued to their cubicle. Becoming outdated at work is rarely dramatic. It’s silent, gradual, and often self-inflicted. And it can happen whether you’re climbing mid-level ladders or already lounging in the corner office.Why People Start to Feel Extinct&nbsp; Past Glory Syndrome: “I’ve been doing this for 15 years” is not a badge anymore. It’s often a blindfold. What worked yesterday might not even get you noticed today. Skill Freeze: Ignoring new tools, tech, or trends is like showing up to a Formula 1 race with a bullock cart. The workplace will zoom past you. The Networking Hibernation People who stay tucked into their silos miss out on fresh ideas. Remember: out of sight is often out of mind (and eventually, out of job). The Change Allergy “We’ve always done it this way” is the fastest path to irrelevance. If new methods feel like an itch, scratch it before it becomes a rash! Brand Rust Your personal brand needs polish. If people only remember what you did five years ago, you’ve gone stale on the shelf.How to Avoid the Extinction List&nbsp; Keep Learning (and Unlearning) Courses, podcasts, or just shadowing a colleague: make curiosity your default setting. Go Digital, or Go Home No one expects you to code in Python overnight, but not knowing how AI tools, analytics, or collaboration apps work is a red flag. Reverse Mentorship Rocks Listen to Gen Z / younger generations. They’re not just making reels, they’re reshaping industries (&amp; countries). A little humility goes a long way. Be Seen, Be Heard Write, speak, share. Don’t be a hidden gem. Unpolished stones rarely get picked. Test new ideas. Even small experiments show you’re still in the game and not just a relic from a different era.The Final Word&nbsp; In careers, extinction isn’t about age. It’s about attitude. Mid-level managers who adapt early become tomorrow’s leaders. And leaders who keep reinventing themselves remain inspiring instead of intimidating.<blockquote>You don’t have to be the next dinosaur display in your Workland! Just keep evolving, because in today’s workplace, relevance is the real survival skill.</blockquote>

How not to become the Dinosaur in your Workplace

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Employee engagement has evolved from being an HR buzzword to a strategic business priority. Organizations today are no longer content with high-level satisfaction scores or pulse surveys that scratch the surface. They want depth. They want stories behind the data. And most importantly, they want to act.But how do you truly measure something as dynamic as engagement? Let’s explore!In the earlier article: Employee Engagement: Beyond the Buzzword we saw how HR opens up pathways to navigate employee engagement into the different corners of the workland. This article is like a Signboard of Directions placed along the pathways. Today’s corporate world has numerous ever-growing &nbsp;tools and options for measuring employee engagement. So the first thing you do while measuring your employees’ engagement level, collectively decide WHY &amp; WHAT you want to measure. &nbsp; &nbsp;Let’s understand how to decide these “Why-s” &amp; “What-s”&nbsp;The initiatives we design as an HR team are a foreground to the deeply rooted drivers of engagement among the employees.There could be 2 types of these drivers:Trait Engagement (inner drive) - People who often have a positive take in all aspects of life, and are more appreciative of others are more likely to see the workplace also like that. The proportion of their commitment and performance might usually surpass the Organization’s engagement interventions. The ones with a negative outlook on life may not even appreciate the biggest efforts.State Engagement (external motivators) - This is when employees whose degree of employee engagement is influenced by the work environment.&nbsp;Whatever the case be, HR takes the steering wheel in their hands and drive through the workplace dropping the motivators in their respective destinations. So it is all the more necessary to get reflective data insights from time to time so that the navigation is clear.&nbsp; First let’s see what are the broader types of measurement tools:&nbsp; - Annual Engagement Surveys Traditional, deep-dive tools often rolled out organization-wide. They offer a comprehensive view but may not capture real-time sentiment. (You’ll find some examples below). - Pulse Surveys Short, frequent check-ins. Great for spotting trends or responding to changes quickly, especially during transformations or crises; or could be a routine pulse check-in at different milestones/stages of the employee life-cycle (e.g. Onboarding, Training cycle, etc.) - eNPS (Employee Net Promoter Score) &amp; Real-time Feedback - A simple, one-question tool—“Would you recommend this as a place to work?” While minimalist, it’s a good gauge of loyalty and advocacy. This can easily be weaved into the above two kinds of surveys, if not as an individual.&nbsp;Check out <a data-mce-href="https://little-more-to-work-land.com/blog/4-hr-areas-critical-to-track--why---how" href="https://little-more-to-work-land.com/blog/4-hr-areas-critical-to-track--why---how" target="_blank" rel="noopener">this link</a> for understanding ENPS calculation.&nbsp; &nbsp; &nbsp; &nbsp; - Also, this question could form a part of real-time feedback survey after each new initiative/event aimed at driving engagement. In this case, the question could be directed at the point-in-case - &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;“Would you like to see this &nbsp;initiative recurring in future?” -- Manager Feedback &amp; 1:1s Sometimes, real engagement insights come from conversations, not checkboxes. Regular manager connect sessions provide qualitative richness. - Platform Analytics Collaboration tools (like MS Teams, Slack, or Yammer) offer data on usage, interaction, and initiative participation that are indirect signs of engagement. - Exit Interviews &amp; Stay Interviews These retrospective and proactive tools reveal what’s working and what’s broken - often brutally honestly. These could help you red-flag the managers that need immediate attention.As promised, here are some of the examples of Annual Engagement Surveys, explaining the purpose of each, so that you can decide which one to use: When the goal is to see how HR programs, policies, or recognition efforts are shaping engagement, surveys that focus on behavioural outcomes and Organizational levers work best. The following ones may be used for that:1. The Gallup Q12 Survey is one of the most widely used models globally, built around 12 key questions that assess foundational needs like clarity of expectations, recognition, and opportunities for growth. It’s known for being simple, actionable, and effective at capturing engagement levels across diverse Organizations. 2. The Aon Hewitt Engagement Model defines engagement through three behavioural indicators: say (employee advocacy), stay (retention intent), and strive (discretionary effort). This model is data-driven and closely ties engagement to business outcomes, making it a favourite among performance-focused companies. 3. The Towers Watson Survey takes a more holistic route by integrating three pillars - engagement, enablement, and energy. &nbsp;It’s particularly useful in Organizations undergoing transformation, where both motivation and structural support need to be measured together. 4. Great Place to Work (GPTW) Survey: A globally recognized benchmark that evaluates trust, fairness, credibility, respect, and pride. It’s particularly powerful for Organizations that want external validation of how well their workplace practices are translating into employee perception.When the intent is to understand how much intrinsic motivation, passion, and commitment employees bring to work, tools that focus on psychological states and deeper cultural drivers are more suitable. 1. The Utrecht Work Engagement Scale (UWES) is a psychology-based tool that measures employee engagement through three core dimensions - vigor, dedication, and absorption. It's ideal for understanding the emotional and cognitive energy employees bring to their work, especially in research-driven or academic environments. 2. The Denison Organizational Culture Survey blends engagement with culture analysis, focusing on dimensions such as mission, adaptability, involvement, and consistency. It works best in organizations where leadership wants to align culture with strategic goals, especially during mergers, scaling, or change initiatives. 3. Finally, custom in-house surveys are increasingly popular. These are built around an Organization’s specific values, leadership behaviours, or talent philosophy. While they may lack external benchmarking, they offer high internal relevance and buy-in from employees and leaders alike.A Practical Tip for HR &amp; ManagersDon’t get lost in big survey names or overcomplicated models. Instead, mix methods: For example:- Use pulse surveys and GPTW to check the impact of HR programs. - Use stay interviews and growth analytics to understand intrinsic drive. - Use manager check-ins to bridge both worlds.<blockquote><h3>&nbsp;Engagement isn’t a number. It’s a story: one part shaped by the company’s efforts, and the other part powered by the individual’s drive.</h3></blockquote>Ultimately, the best choice depends on what you're trying to understand and what you're ready to act on.

How to Measure What Really Drives Engagement

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HR Function has been exposed to free critics and constant scrutiny experts for decades now. Some of the many myths had just begun to burst and we got introduced to a new sub-function of HR, “Talent Management” (TM). Now what the heck is that, where did it come from, and the most important of all - WHYAs introduced in the piece: “<a data-mce-href="https://little-more-to-work-land.com/blog/employee-engagement--beyond-the-buzzword" href="https://little-more-to-work-land.com/blog/employee-engagement--beyond-the-buzzword" target="_blank" rel="noopener">Employee Engagement: Beyond the Buzzword</a>”, TM embraced many aspects of employee engagement under its wings. With that, we are going to talk about what else is sharing the space under the umbrella of Talent Management.To begin with, let me reconcile the word used for TM as “new”. It may sound new to many as it is not one of the “famous” things HR is known for. It might as well be just another buzzword for some. But the change in the role of HR &nbsp;has always reflected how the role of employees has evolved in organizations. TM found its roots in that story.What began in the pre-1970s as simple personnel administration soon shifted after the 70s to recognizing employees as vital assets in a competitive global market; and by 1997, McKinsey’s influential report ‘The War for Talent’ placed ‘talent’ at the center of business priorities, paving the way for Talent Management to emerge as a distinct function in the early 2000s.It was carved out as a specialized HR vertical, investing in career frameworks, High Potential (HiPo) programs, Employee Experience and Leadership Development. In fact, it borrows the strategic elements from the other HR verticals and integrates them in a cohesive framework, bridging the gap between business priorities and talent capabilities.Here’s what it typically entails across companies globally: 1. Workforce &amp; Succession Planning<ul><li>&nbsp;Identify future talent needs based on business strategy.</li><li>&nbsp;Succession planning for critical roles by creating talent pipelines.</li><li>Talent mapping for key skills and leadership positions.</li><li>&nbsp;Conducting talent review discussions with senior management.</li></ul>2. Talent Acquisition Collaboration<ul><li>&nbsp;Partner with Recruitment to ensure hires align with long-term talent strategy, not just short-term vacancies.</li><li>Influence sourcing for high-potential or niche skills.</li><li>Use data to predict skill gaps, hiring needs, and potential re-hires.</li></ul>3. Learning &amp; Development <ul><li>Creating career journeys in alignment with L&amp;OD.</li><li>Equipping employees with skills for growth and future readiness.</li></ul>&nbsp;4. Employee Engagement &amp; Experience (<a data-mce-href="https://little-more-to-work-land.com/blog/employee-engagement--beyond-the-buzzword" href="https://little-more-to-work-land.com/blog/employee-engagement--beyond-the-buzzword" target="_blank" rel="noopener">click for a little more insight on this</a>)<ul><li>Driving culture, belonging, and motivation.</li><li>Ensuring employees feel valued and connected. </li></ul> &nbsp;5. Career Pathing &amp; Internal Mobility<ul><li>Enabling employees to move laterally or vertically.</li><li>Encouraging cross-functional exposure. </li></ul>&nbsp;6. Recognition &amp; Retention<ul><li>&nbsp;Designing reward frameworks beyond compensation.</li><li>&nbsp;Creating channels/platforms for recognitions with both, horizontal &amp; vertical reach. </li></ul> &nbsp;7. Talent Analytics<ul><li>Using data to predict skill gaps, flight risks, and succession readiness.</li><li>Building dashboards to guide talent decisions.</li></ul>So, how is TM different?<ul><li>While overall HR has a wide arena with policies, payroll, compliance, employee relations, etc., TM is strategic and future-focused.</li><li>TM ensures business sustainability by building a workforce that adapts, grows, and leads change.</li><li>It acts as the bridge between people strategy and business strategy. </li></ul><blockquote>In short, Talent Management is like the "strategic HR brain". Thinking not just about hiring today, but ensuring the workforce is ready, motivated, and skilled for tomorrow’s challenges.</blockquote>

Talent Management: From Personnel to Potential

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The first thing you’d ask from a recruiter who calls you is a “Job Description.” Unfortunately, there are some Organisations that give little to no importance to it.&nbsp;Sometimes it is a copy-paste from another company’s JD or a previous JD. Which is fine, but only if tweaked to suit the current scenario and framed with the company’s tone and branding.Why most HR recruiters resort to a quick solutions to this is because time is an extremely important resource to them. After all it’s their KPI. But I cannot stress this enough, “Take more time in getting the right fit rather than trying to fit them in later”. Creating a perfect JD (if there’s anything like that), doesn’t guarantee the perfect match (again, if there’s anything like that..). However, there’s a reason why some HR professionals of large Companies are utilising their creative skills in making impactful JDs.&nbsp; Frankly, JDs used to be daunting to make as well as boring to read because they were: predictable and painfully vague. For example:&nbsp;“Good communication skills.” “Should be a team player.” “Knowledge of MS Office.”&nbsp;If your JDs still give this feel, please read on carefully.In today’s AI-first, skill-fluid, and hybrid-working world, the old JD needed a glow-up.&nbsp;Let’s decode what’s really new with Job Descriptions today.How fresh &amp; impactful Job Descriptions look:Job Descriptions still need to have these basic “must-haves”:- About Co. (In short - Let the URL to careers page of the company website handle the details) - Candidate Profile (The required Educational &amp; Experience Qualifications clearly specified for the candidates)&nbsp; - Job Profile / Roles &amp; Responsibilities (Key responsibilities of the position) - Additional Benefits (like Mediclaim, Travel allowance, bonus, ESOPS, etc.)Now comes the part that stands you out!&nbsp;&nbsp; 1. Don’t dodge the bullets:No JD in the world should be long paragraphs and essays. The text should be scannable. So it is a no-brainer to have your JDs formed into bullet points. Here’s a new idea - Create “Modular Blocks” that you can use to customise your JDs as you plug-&amp;-play it for different roles. (Ref. to the point below)2. Modular Blocks:&nbsp;Design your JDs like Lego sets. Create modular JD templates of your own, containing:a. Responsibilities Block (task-driven vs. outcome-driven).JD focus has shifted from listing activities to measurable outcomes. Example: “Drive at least 20% improvement in customer retention” vs. “Manage customer relationships.”b. Skills Block (technical + behavioural)Include both, technical and behavioural skills suited for the role (like fierce, aggressive, on-the-toes could be a requirement for one position; whereas some other role would ask for a much calmer, more focused &amp; insight-driven attributes) Some earlier “nice-to-haves” have become a default requirement for certain roles. Some demand strategic thinking in their current or future role. Things like data-driven decision-making, comfort with dashboards, and basic analytics are some of them.c. Work Environment BlockAn important aspect especially after the COVID wave is the policies related to the working style. It has become essential for the candidates to prioritise job opportunities based on this, because, well, they do have options! Whether it is remote, hybrid, office-based, project-based, or gig oriented, consider mentioning it in the first communication through JD to reach the correct audience.d. Impact Block&nbsp;Mention how the role potentially drives company goals by connecting individual contributions to broader business objectives, showcasing measurable outcomes, and highlighting strategic value.e. Culture BlockA “Why us” section, that attracts the candidates who mirror your values. E.g. “You’ll work in a culture that values autonomy, collaboration, and lifelong learning.”Have at least 3 variants - entry-level, mid-level, leadership for faster reuse.Use these as drag-and-drop templates for quick customisation. 3. Leverage Gen AI:&nbsp;How? - Auto-generate JDs from hiring manager briefs and then humanise them using your Organisation’s tone and values. - Use the AI bot to create JDs in a pre-defined tone &amp; format by you simply giving prompts on the basic requirements (profile, experience, etc.) every time there’s a need.&nbsp; - Decide on specific blocks for each of the JDs and plug them in customised to every role.&nbsp;4. Focus on Human Skills (Since AI Can’t Replicate Them): - Interpersonal skills, emotional intelligence, storytelling, and creativity are now highlighted more than ever. - Collaboration, leadership, and ethical decision-making are highly sought after.5. Diversity, Inclusion, and Sustainability Companies now embed commitments to DE&amp;I (Diversity, Equity &amp; Inclusion) into JDs. - This is gaining limelight as our society is moving towards more awareness, open mindsets, equality, and acceptance of diverse cultures &amp; choices.&nbsp; - Having a culture that supports these ideas open up the opportunities to a wider audience, while attracting &amp; building a progressive workforce. It also reflects well on the values incorporated in the Organisation.&nbsp;Excerpt from one of the Netflix’s JDs:We are an equal-opportunity employer and celebrate diversity, recognizing that diversity of thought and background builds stronger teams. We approach diversity and inclusion seriously and thoughtfully. We do not discriminate on the basis of race, ethnicity, religion, color, place of birth, sex, gender identity or expression, sexual orientation, age, marital status, military service status, or disability status.6. Employer Branding Elements:JDs are now storytelling tools — showcasing:1. Company culture 2. Mission and values 3. Why the role matters 4. They're more candidate-focused and often include videos, testimonials, or links.Companies that have got it right:Companies like Airbnb, Notion, Microsoft, Shopify, and Duolingo are setting the tone for modern JDs.They:- Write like humans, not HR textbooks - Show flexibility and trust in candidates - Make you feel excited, not exhausted by the time you finish readingI am hereby adding the career pages of these companies. You may browse through some of their active job openings and learn a little more from their Job Description patterns:<a data-mce-href="https://careers.airbnb.com/positions/" href="https://careers.airbnb.com/positions/">Airbnb</a> &nbsp; <a data-mce-href="https://careers.duolingo.com" href="https://careers.duolingo.com">Duolingo</a>&nbsp; <a data-mce-href="https://careers.microsoft.com/v2/global/en/home.html" href="https://careers.microsoft.com/v2/global/en/home.html">Microsoft</a>&nbsp; <a data-mce-href="https://jobs.netflix.com" href="https://jobs.netflix.com">Netflix </a><blockquote> In 2025, a Job Description is no longer just a job description. </blockquote>It’s your first handshake, your elevator pitch, your mini-brand ad. If we’re going to attract the right talent, we better start sounding like we know what we want and where we’re headed.Because no one ever got excited reading: “Should be proficient in MS Excel.”

Blog Posts

Code on Social Security - Cutting the Chase for Busy Corp...

Mapping the Social Security Code for HR: What Changed and...

How not to become the Dinosaur in your Workplace

How to Measure What Really Drives Engagement

Talent Management: From Personnel to Potential

What’s new with our age-old Job Descriptions?