We, humans, are creatures of habit. We are all comfortable in familiarity – to see, to hear, to feel, to do. It is like walking on a known path – a path whose twists and turns and ups and downs we know and are familiar with. We like them because we know what to expect and how to deal with it. It is ‘normal’…

Change inside an organization may be the result of product development, the merger of divisions, or the implementation of new regulatory and statutory laws. As an organization expands, employees tend to become accustomed to the individuals they deal with on a daily basis or the activities they perform; as a result, resistance should be anticipated if there are changes to their daily method of operating, as this forces them out of their comfort zone.

During the covid pandemic, the majority of companies, for instance, ordered employees to report to work while wearing a mask. This was not the case previously, but it was now the standard. To comply with safety regulations, businesses had to modify their work spaces. As anticipated, only those businesses that could quickly adjust to these changes remained successful.

Therefore, change can occur regardless of whether it is anticipated, welcomed, or rejected. You, as the employer, must convey these changes to your employees and assist them in embracing them, rather than imposing them.

You are aware, as a business, that change may be a vision of upper management that requires staff implementation. In this instance, employees could undermine the change implementation process if they believe the proper channels were not followed. Therefore, a collaborative approach is required for the success of this process.

This blog post will highlight four things that your organization might begin doing/improve in order to excite staff and facilitate the implementation of change.

1.Providing employees with the appropriate resources.

While you need your employees to embrace change, you should be prepared to provide them with the resources they need to make the transition as smooth as possible. For instance, suppose you are releasing a new software or system as an upgrade. You must reconsider if you have offered adequate training to your employees to enable them to understand the new system and whether the devices in use are compatible with the software. Do they require new PCs that are compatible with the new system?

2.Communicating anticipated changes to personnel in advance

Through communication, employees will be made aware of the significance of change, the implementation dates, and the reporting of feedback. Once they have the necessary knowledge, they will feel confident initiating change. As staff dislike working in the dark, a calendar detailing deadlines for the implementation of the change would be a motivator.

Employees are more willing to assist you in implementing changes if they are well-informed and their concerns have been addressed.

3.Using Rewards to Motivate Employees to Embrace Change

Knowing “what’s in it for me” is of paramount importance to employees.

A worker might contribute to the implementation of a reform that would ultimately result in their unemployment. If an employee is aware that there will be a reward for implementing a given change inside the organization, they are more inclined to support it.

Rewarding employees is effective, but it must be executed with prudence.

4.Inclusion of Junior and Middle level leaders

Employees have confidence in the leaders they deal with on a daily basis, the majority of whom are junior and middle level leaders. Through these leaders, people are more willing to discuss the process’s challenges. As much as the top leadership of your organization will make the majority of the change plans and be in favor of the change, it is essential to involve the leaders farther down the chain of command.They can provide  feedback which can help you to take the necessary steps to ensure the success of the procedure. Your organization’s executive leadership will always be in favor of change. Therefore, it is essential to include other subordinate leaders in the change plan.

Whenever your firm encounters a new shift, it will undoubtedly discover new opportunities and how succesful this turns out out to be will be largely influenced by your team.

Therefore, it is essential to ensure that your staff are well-informed and receive the appropriate support during the transition, and it is even better if they understand how they will benefit from the new changes.

We hope you discovered one or two takeaways that will help you implement and realize change in your organization more effectively.

After all, a Diamond is a piece of Charcoal that handled the stress of change exceptionally well. Need a step-by-step guide for your team to facilitate the implementation of changes? Talk to us

See you in the next one!



Kenya(Nairobi) has been  identified as one of  the Top business hubs in Africa according to a report by Business inside Africa with a total index score of  24.01.Due to this,there has been a rise in the number of Small and medium-sized enterprises (SMEs) in search of Top talented candidates to join their team.Good news!More opportunities to reduce the un-employed numbers.Right?…..We totally agree.But,is your organisation safe?

How do you keep your employees happy and reduce turnover as new businesses “entice and hunt” for special talents in your organisation? Here are four suggestions on how you can create room for them to grow internally:

  1. Offer training programs

Are you presenting your employees with the opportunity to up-level their skills? When you invest in your employees, they feel valued and remain loyal to your company because you helped them develop and strengthen their talents and abilities.


Consider creating an internal professional development program(s) to improve the specific skills of your team.You can also invest in your employees’ future by catering for Certification expenses  like catering for a team Linkedin premium subscription to allow them access Linkedin learning material  and certification(s).

  1. Establish employee engagement strategies.

Including ALL of your  employees at all levels  not just those at managerial or executive positions results in a feeling of belonging.Members are more likely to remain with a company that puts them into consideration.You can introduce this to your company by treating entry-level employees with the same care as those at higher levels, which results in low turnover for the company.

  1. Emphasize collaboration as of your company’s culture

Team work makes the dream work.Consider opening collaboration doors that encourage team members to explore their commonalities such as planning for company team-building retreats.Employees feel more connected and therefore, are more enthusiastic about collaborating on projects together.This will lead to an  increased tendency to support one another in accomplishing team projects as well as encouraging one another in the achievement of personal, professional, and  company goals.

  1. Open the door to discussion about career paths and goals

Ask your employees what their goals are. A clear sense of direction helps them stay focused and helps you guide them in the right direction. If you know what they’re seeking you can support their efforts by recognizing and staying open to opportunities that may help them along the way.

If your company is one that has experienced high turnover rates, you can shift the trend by helping your employees to grow internally. Consider the four recommendations above and see what a difference they can make in your employees’ loyalty in the long run.

Alternatively,you can Talk to us today and our Industry leading HR experts will support your Existing HR department in identifying issues causing the high turn-over rate and work to ensure a resolving plan is put into effect .






It is the start of a new month. A day or two have passed. Your employees have not yet been paid. The usual cheerfulness and morning chats are no longer there. It is not a secret that the quality of work done by your employees is directly related to how happy they are. Today they are not.  

Paying employees on time is therefore very important to have happy employees with high productivity. Payroll management is essential yet entails a lot of work. Having a competent one will save you a lot of time and resources. Payroll has also evolved from just being payslip processing. This means that it is more than just paying employees on time. There is the aspect of keeping up with current laws and regulations, managing taxes and withholdings.  

While they are essential to the business, payroll and tax responsibilities are time-consuming hence many business owners prefer to outsource them. This obvious reason helps them free up resources to focus on their core functions but what are other benefits of outsourcing your payroll?  

Minimize Payroll Mistakes  

Your employee has been reporting daily to work on time and very productive. At the end of the month, they receive a half salary. This is not because you couldn’t pay them all their dues but simply because your bookkeeper did not get the calculations right. Do you think the employee will be happy?   

Payroll errors and mistakes have costly effects on both employees and employers. Pay Rates, missed hours or days if done incorrectly will reduce employee pay. This mistake could negatively affect employee productivity and can lead to a strained relationship between the employee and the employer.  

Mistakes on the payroll on the part of the employer can lead to penalties and audits. In the case of wrongly calculated tax obligations, an employer is liable to fines by the government. While business owners are not experts in the complicated world of taxes, it is unfortunate that they are legally responsible for failure to correctly represent tax reports.  

Looking at the above cases, payroll processing is complicated and prone to mistakes hence doing payroll on your own can cost you more than what you intend to save. It is therefore advisable for you to look for experts by outsourcing your payroll.  

Data Privacy and Confidentiality  

Your company server is the central storage of communication happening within your company which means basically all your employees have access to it. Therefore, the big question is, how secure are your employee data and payment data on the company’s server?  

Payroll processing is a delicate operation for the company and even if you may trust your inhouse accountant or bookkeeper, there is usually a big probability of information getting into the wrong hands. Such critical information in the wrong hands could lead to identity theft, misuse of company funds or messed company record by employees with a motive for personal gain.  

While you focus on the core functions of the business, you might not have all the time to monitor for any unethical activities on your payroll. If advanced, your payroll service could be equipped to warn you in case of payroll fraud.  

To solve this, business owners are advised to outsource payroll to a stable service provider in order to protect their data and have an extra backup just in case it is needed.  

Deal with The Experts  

Last week, there was legislation on background checking by the Government. Did you know? While we may be known as experts in recruitment and staffing, we do not expect your inhouse hiring managers to be conversant with it. The same applies to payroll processing. Payroll Outsourcing providers employ experts who understand the inside and outside of payroll processing.   

They understand compliance and tax laws and the ever-changing world of regulations. Business owners and payroll related staff do not have enough time to constantly study the ever-changing regulations as they need to focus on their business’s core functions. By outsourcing, small businesses for example get to access an expert who would otherwise be available only to large businesses.  

These experts are also knowledgeable in verifying the accuracy of your data, finding mistakes and correcting them and this will save you issues like fines and penalties.  

Avoiding Unnecessary Costs  

Imagine your bookkeeper has been using outdated payroll processing software for the past 6 months. This automatically means that you have not been filling in the right taxes. You are now liable to fines.  

Printing payslips requires you to have software. This software will require constant updates to keep payroll processing running smoothly. This isn’t a task small business would like to endure. Therefore, outsourcing will save you such headaches.  

The benefits of outsourcing your payroll are many but even if one of the above applies to your organization, then it is time for you to consider outsourcing your payroll. There are many options available and this depends on your criteria of what to consider when choosing a payroll outsourcing provider.  

At Gap Recruitment Services Limited, our Payroll Outsourcing Service guarantees you timely processing of employee salary, remittance of standard statutory deductions, privacy and confidentiality of your employee and pay data among many other benefits. Write to us at inquiry@gaprecruitment.co.ke or call us on +254 715 155 512.   






10 Best Questions to Ask at the End of an Interview

Do you have any questions for us?

If you have been to a (good) job interview, it should end with this question.You probably already know that if you want the job, saying “no” is not an option. Asking a question or two has the power to reveal additional aspects of the role and impresses the recruiter that you are keen about the job details improving your chances of getting hired. Therefore, you need to go in prepared with a few smart, tailored questions.

Ready to interview the interviewer and land your dream job?

This guide will show you:

  • 10 best questions to ask at the end of an interview and show you’re the best candidate.
  • Tips on how to construct your own questions to ask at the end of an interview.
  • How many questions to ask at the end of an interview.

Here are our top picks for good questions you can ask your interviewer.

1.From your experience, what’s the best thing about working here?
  • Helps you develop a rapport with the interviewer
  • Shows your interest in the company in general, not just the job itself
  • Makes you memorable—it’s not an obvious question and candidates rarely think to ask it
2.How do you evaluate and define success in this position?

Recruiter’s love hearing this question

Nothing shows you’re a goal-oriented professional better than asking how you can be successful before you even get the job. Plus, you’ll learn a lot about what’s expected of you.

3.What professional development opportunities are available for this position?

Ambitious candidates eager to learn new skills will alwayhave an edge over those who believe they’re already qualified enough. As an added bonus, this question suggests to the interviewer that you plan to stay in your profession for the foreseeable future.

Remember that you’re asking about training and development opportunities, not promotions!

4.What are the main challenges for someone in this role?

This question will help you manage your expectations of the role and find out exactly what awaits you if you get the job.

5.What does the onboarding process look like for new employees in this role?

The answer to this question can be surprisingly revealing, especially if you’re not sure if the job’s seniority level matches your experience. If it turns out you’re expected to dive right in with no prep, it might help you evaluate if the job is fit for you.

6.What are some of the challenges that the company’s facing right now?

You’ll get insights into the company’s current and future situation. For bonus points, ask a follow-up question regarding how someone in this role can contribute to overcoming those challenges—

You’ll come across as a proactive and boost your chances of landing the job!

7.What was the team’s biggest achievement in the past year?

Get ready to learn more about the scope of the company’s activities and what’s considered an achievement in the context of your future role.

8.What are some of the most interesting projects you’ve worked on in this company?

The response you get will give you a better idea of the way the company works, with a specific example. And it helps to establish rapport with the interviewer and show your interest in the role.

9.Can I provide any further details that would be helpful in making your decision?

With this question, you’re providing the interviewer with the opportunity to ask you follow-up questions about what you discussed earlier. Perhaps they’d like you to clarify something you said in one of your responses, or they want to hear more details.

Plus, it shows you’re still interested in the opportunity after the main part of the interview.

10.What are the next steps?

Recruitment processes vary between companies .The average number of interview rounds  is 3, but there’s no rule that says this will be true in your case.

So, it’s good to find out what you’re in for. Perhaps you’ll get an offer after just 2 interviews, or maybe you’ll come back here for more question ideas as you get ready for your 5th round!

Here are a few things to consider when preparing your questions: 

How many questions should I ask at the end of an interview? Aim for around 3, but there’s no hard rule, you’ll have to read the room.

If the atmosphere is comfortable and the interviewer answers your questions with enthusiasm, you can ask a couple more questions. If they seem in a rush, however, stick to one or two most important queries. All in all, prepare around 5 questions, just in case some of the answers come up naturally during the interview.

Can I ask about specific aspects of the job? 

Absolutely! Ask about specific processes, procedures, and solutions the company has in place, and you’ll learn more about the position and show your experience.

Just make sure your questions are relevant and fall within the responsibilities of the role, and include a couple of questions about the company as a whole.






HIRING BETTER? Try The Applicant Tracking System. 

Your business is reopening after shutting down in the pandemic. Good news! Your boss wants to hire a new work force in addition to the existing one. Good news too. 

The major challenge you are facing is that you have less staff members in the recruiting team. This is making you to experience difficulties in managing the recruitment workflow. You know the success of the recruitment process is not guaranteed and this in turn is frustrating to you. 

Could this then, be the right time to advise your company to invest in an applicant tracking system? Applicant tracking system are tools used in gathering and organizing candidates’ information hence helping recruiters to focus only on the profiles that best match the job requirements. 

So, why is ATS an important tool to you as a hiring manager? 

It Will Save You Time 

ATS will save you a lot of manual work. CV’s submitted will automatically be imported into your software. The artificial intelligence in these softwares also shows you percentage of qualification a candidate has hence helping you spend more time productively on only qualified candidates.

Once integrated, the ATS will also help you to automatically post your job postings to different job boards you may be working with. 

It Will Make You More Organized 

Keeping an eye on a team of more than 5 is not an easy thing. The ATS helps to delegate tasks and prevents micro management. 

Team members in your hiring team will be able to view and track incoming applications by themselves. This accessibility by team members will ensure no particular member is overwhelmed, no hurrying up the process and hence increasing the chances of keeping data organized. 

The ATS will also help you create a standard in your recruitment process. As it standardizes candidate data in different categories like skills, locations and educational qualifications; it keeps the same data for all candidates. 

It Will Lead To Increased Collaboration 

Through the ATS also, you will be able to carry out different stages of your recruitment cycle in one place. 

 While you can post to several job boards, you can also facilitate communication with candidates from the same platform. The ATS has features that allow your team to share feedback among itself hence promoting collaborative hiring.  

This therefore means that there will be proper decision-making process among individuals as a result of team work. 

It Will Help You Match Right Candidates To Jobs 

The ATS will help you identify candidates in accordance to the job descriptions given.

By matching quality keywords in respect to the industry and positions advertised, unqualified candidates will be screened out leaving you with the near qualified ones. Matching the job with the right candidate is the job. If done well, then it will positively impact your employee retention rate. 

You Will Become Strategic to Your Company 

While candidates come for job interviews, they have feelings and how you treat them could ruin or grow your brand.  

Through job posts, application forms, career pages, email communications a lot goes on in this journey and at the same time the journey is viewed by many stakeholders. These people could be your bosses, fellow managers, workmates and even your own team. Successfully managing these people will put you in a strategic position in the company.  

Having a modern recruitment process that is engaging clearly has value to both your company and the candidates. This has a direct repute to the company and your career.  

ATS, as seen in the above points will help you perform better in your selection process. It will help you manage, organize your team and deliver overall improved hiring results. At Gap Recruitment services we consider ourselves an extension of your hiring department.We incorporate the use of the most advanced ATS system to ensure the best Talented candidates join your team. Therefore, we would like to be part of your business growth through end-to-end recruitment, training and general HR consultancy.Together,we can achieve more ! Write to us on inquiry@gaprecruitment.co.ke or call us on +254 (0) 784 155 512. Goodluck!