Zigsaw Blog

Month: September 2020

  • Best Answers for “What Can You Do For Us That Other Candidates Can’t” Interview Question

    One of the most difficult questions you come across during your interview session is “What Can You Do For Us That Other Candidates Can’t” and is aimed at you as an individual. The question elaborates moreover your reaction to ‘your strengths.’ It could be a tricky question, but there is nothing to fret, as we will look at it in complete detail with sample answers for your reference only. Most of the interviewers will have their list of questions applicable to your role, but there are some specific questions that are common and universal. “What are your strengths or makes you different?” is one of the questions, and can be asked in interviews for various roles. Also Read:7 Most Common Job Interview Questions and Answers It can be a bit tricky one to answer instantly and catches candidates off their shield. Let us look at some tips and give a satisfying answer. The main reason for interviewers to ask this particular question is to get insight into your capabilities and understand your special talent. The interviewer can ask you this question in different ways, like:

    • What can you do for the company that other candidates can’t?
    • Do you think you are a perfect fit for this job?
    • What are your skills that others don’t have?
    • What makes you unique?

    Why Do Interviewers Ask “What Can You Do For Us That Other Candidates Can’t?” Whenever you get such a question from your interviewers, it means that they want to delve a bit deeper into your skill, personality, and character. The main reason for asking this question is they want to know what qualities or skills you value – and how you will apply it.

    How to Answer: “What Can You Do For Us That Other Candidates Can’t?”

    This question is not about showing your superiority or what makes you unique. Your interviewer wants to know what makes you different from other candidates in relation to the value or skills you can bring to their company. They are interviewing many candidates with the same qualifications, so for them, this question will help them distinguish yourself from other candidates. Many times interviewers ask this question to know how much creative an interviewee is. This makes candidates think instantly, and the best answer shows your interviewer you have innovative skills that are highly valuable in a wide range of roles.

    Key Points to Look At

    Your answer must focus on your capabilities and give an outlook on how you will serve the company.

    • Make sure you keep your complete focus on yourself rather than comparing it to anybody specific.
    • You can show your certifications or qualifications that you have.
    • Talk about your interpersonal strengths & how you will add to the team.
    • Suppose your skills are specific to your field or industry, highlight how you will use it in the most remarkable ways.

    Points to Avoid

    Answers to such questions will go downhill if you are not well prepared.

    • The first rule is never to put anybody down to build yourself high. Focus more on why you are better than others, not why they are behind you.
    • Never look arrogant. Pay attention to the facts, not on your perception.
    • Do not get confused. Make sure your answer is focused, has useful information, and in brief.
    • Keep your modesty aside and speak confidently on what makes you better without appearing egotistical.

    To be a great employee, you need to have your abilities to meet the employer’s requirements. Whether the organization you are applying for the job is the consulting firm or tech startup, showing that you know the organization’s requirements and address them can go a very long way in impressing your interviewer and making you a part of their team. To make things simple for you, we have given some sample answers to “What Can You Do For Us That Other Candidates Can’t?” Remember, these are only for your reference, and you must draw your answer as per your skills and experience and be relevant.

    Sample Answer #1

    After going through the job description, I knew it would be the perfect match for me. My managerial skills and experience align perfectly with what you want for the role. I am quite confident that my abilities and experience can help me to execute the management position successfully. I was effective in leading my team for 3 years and helped my region to earn the prestigious title. Besides leading the team projects successfully, my networking talent helped me develop good relationships with clients, vendors, and developers. My work experiences, with good communication skills, friendly attitude, and work ethic, makes me an ideal and a strong candidate for the role. I have the required experience to contribute to your team immediately. Without any doubt, I am highly excited about the vision of working in your company.’

    Sample Answer # 2

    “I’m an innovative person who wants to get associated with a team that builds great branding strategies. I have done many marketing campaigns during my class projects and my previous internship, and I am aware of the challenges I might face in this job and know how to deal with it. I have three important abilities that most of the candidates cannot offer: With my problem-solving skill, I can improve the campaign performance, have complete knowledge about social media campaigns, and have good experience in email marketing. Combining my knowledge and hard work for this industry, I am pretty sure I will prove to be an ideal candidate for this job.” Tip: Ensure you do not take more than 60 seconds to answer the question and practice it till you get over it. The Final Takeaway Now you have some suggestions to answer the most unique and common interview questions that have puzzled many interviewees. Make sure you are well prepared for your job interview questions and answer them confidently!

  • Skip-level Meetings and Why They are Important

    An organisation runs on its human resource. With high upgrades in the technological constraint and the progress of Artificial Intelligence, a large number of jobs are automated and rightly so. As per future trends, AI is likely to take over 37 per cent of the total jobs in an organisation in the next six years. In Spite of that, it’s debatable as to how effective that is and if it can completely surpass the need of the human capital. 

    Employees keep the social and the operational structure of an organisation impact and each employee has a specific role to play. Irrespective of the fact that which level of the organisational hierarchy an employee belongs to, the work and presence of every employee is detrimental to the success of the organisation.

    Now, keeping a large group of employees can never achieve organisational goals. The employees have to be met with consistent appraisals, feedback, raises, etc. This is to say that the employee has to be provided with positive reinforcements in order to boost his/her morale which in turn would lead to increased productivity and long-term retention.

    There are a number of ways by which employee morale can be boosted and not all of them are monetary measures. This is where skip-level meetings find their significance. In these kinds of meetings, employees from even the lower levels of the organisation are duly given the significance and hence inculcates a sense of importance in them. This boosts employee morale and also has a different edged advantage. Skip-level meetings also allow the upper-level management to gain information from the grass-root level of employees without any filtration from their immediate subordinates.

    Read on to find out the know-hows of Skip-level meetings.

    What does a skip-level meeting mean? 

    Skip-level meetings are meetings where the flow of information in an organisation is bypassed along the traditional hierarchy that an organisation follows. This means the top-level management, say the Vice President does not conduct a meeting with his/her immediate subordinate. Instead, the VP skips two or more levels of the hierarchy and holds a meeting with a relatively lower-level of an employee. 

    This means that upper-level management has a better and clearer insight into employee perceptions as well as the employee attitudes at the grass-root level. On an overall dimension, it increases the transparency of the entire organisation. On addition to that, it also improves effective communication between all levels which is one of the most detrimental factors to the success and productivity of an organisation.

    Why conduct skip-level meetings?

    Skip-level meetings have multi-dimensional uses and all of them advantage both the employees as well as the organisation as a whole. It is a sure-shot way to gather authentic information, boost employee morale, improve the organisational fabric as well as ensuring transparency at all levels. There are a number of reasons why HR personnel should include skip-level meetings as an important aspect of the functioning of the organisation. It is a great way to bring individual goals and organisational goals under the same roof to make sure they coexist and evoke mutual success.

    Advantages of skip-level meetings

    • Skip-level meetings ensure a high degree of transparency of information in the organisation.
    • It creates a healthier and more open environment at the workplace where even lower-level employees feel included in the operations.
    • Increased employee engagement ensures that they feel important thereby leading to a boosted morale and better productivity.
    • A universal understanding of the company’s vision, mission and priorities, both short-term and long-term.
    • Getting a clear and detailed picture of the organisation from the ground up.

    Things to keep in mind while conducting a skip-level meeting

    The primary objective of a skip-level meeting is to improve communication within the organisation, improve employee engagement as well as boost employee morale. Whereas in some cases skip-level meetings are used for different purposes like collecting information about subordinate managers, gathering their work review etc. Also, the success of a skip-level meeting is a planned procedure that should take place months before the skip-level meeting is to be held.

    Skip-level meetings are not a procedure to fish and snitch about your direct reporters. Hence the purpose, procedure and agenda of the meeting should not only be fixed but also extremely professional.


    How to conduct a skip-level meeting

    1. Proper communication should be made to the manager whose level is being skipped. The reason for the skip-level meeting, the objective, the goals and the procedure should be duly communicated. Otherwise, it might cause misperception and the subordinate manager may feel that the meeting is being held as a fishing expedition to collect his/her work review from the lower-level employees.
    2. The purpose of the skip-level meeting should be clear and distinct. The purpose should not be diluted and in no case should it be used to extract information about subordinate managers or other employees to give them reviews.
    3. Due to the gap in the hierarchy, it is highly likely that the lower-level employees would not immediately open up to the managers. Hence the extensive planning is important. 
    4. Months before the skip-level planning is going to be conducted the managers should try to gel their bonds with these employees. This can be done by striking up casual conversations in coffee breaks or talking about something trending. The primary purpose is to get the employee comfortable to speak to you and give the employee a feeling of inclusivity.
    5. It is highly recommended to inform the employees before-hand about the meeting by letting them know the details. This will give the employees some time to prepare and would also eliminate the nervousness that might otherwise have been caused by an immediate summon. 

    What you can ask in a skip-level meeting?

    To ensure the success of a skip-level meeting, the right kind of questions should be asked in order to have effective communication. The wrong questions with the wrong-follow ups may lead to a wrong impression on the employee and act as a barrier to communication. 

    Questions that can be asked during a skip-level meeting.

    1. What would help you to work better?
    2. What do you think are the current drawbacks?
    3. Who do you admire the most and love to learn from?
    4. What are your insights about the new initiative?
    5. What would you like to change about the company?
    6. Which aspects do you think are being neglected by the management?

    Try to ask questions like “why” and “how” after their answers to get a deeper and better understanding of what the employees mean. Also, make it a point to take notes while the employees are answering. This will give the employee a feeling that their words are being considered and given importance to.

    Summing it up

    Do skip-level meetings take a lot of time?
    Yes.
    Does it require extensive planning?

    Yes.
    Does it help the organisation in all dimensions?

    Also yes.

    It may seem like a time-consuming affair to conduct skip-level meetings but in reality, it does the organisation more good than harm. The results it yields come in handy for any modern organisation to properly function.

    Hence, skip-level meetings should be conducted on a consistent basis to harness its full potential for organisational growth. 

    To get started, click here.

  • Top 10 Best Recruitment Startups in India

    Naukri.com, Google Jobs, Facebook Jobs and LinkedIn are the biggest players in the Recruitment Industry in India. While Recruitment Startups also face tough competition from ~23,000 Traditional Recruitment Agencies in India, some Recruitment Companies have carved a niche for themselves. 

    In a competitive industry like Recruitment, some curious minds are trying to find out if a smarter way to recruit exists for companies. The beneficiaries of the e-commerce wave in India were the customers and here in Recruitment would be the millions of Job-seekers & Companies. Here I will be talking about some successful Indian Recruitment startups which have evolved through time and have created a place in the Indian market. The Recruitment industry is already touching over $400 billion worldwide & the sheer pedigree of the Indian entrepreneurs in the HR Space makes us believe that the next unicorn might just come from the Recruitment Industry. 

    Selection Criteria

    : Ideally, this should be based on Client Experience, User (Job-seeker Experience), Client Retention, User Retention, no. of Jobs, no. of candidates placed etc. However, these parameters can be difficult to measure & sometimes not available in the public domain. We have, therefore for the sake of simplicity chose Alexa World Rank of the site to rank the startups in the descending order. Feel free to share your views on alternate measurement metrics to update the list below

    Top 10 Recruitment Startups in India

    1. IIMJOBS and HIRIST

    Both startups were founded by an IIM Indore Alumnus Tarun Matta in the year 2008(IIMJOBS ) and 2010( HIRIST). Matta is himself a Math geek, Enterprise Sales Specialist, and has a rich experience in the field of technology, recruiting and IT services industry. Before establishing Hirist, Matta worked with organizations like CSC, Neilsoft, and Alcatel Lucent in the capacity of a Business Analyst and Sales Manager post. This startup acted as the bridge between the recruiter and the candidate by providing free posts. It has over 5 lakh active users registered and featuring some of the best jobs in Banking and Finance, Consulting, Research and Analytics, Sales and Marketing, HR, IT and Operations, BPO, and Legal sectors. It is the largest recruitment site focused on the premium segment of the market working with about 350 companies such as Hindustan Unilever, ICICI Bank, Credit Suisse, IBM, Accenture, Flipkart, MakeMyTrip, Amazon, Zomato and helps them recruit great managerial and tech talent with ease. The company was acquired by Naukri.com in 2019. Alexa world rank of HIRIST is 12,156 and is 9,247 for IIMJOBS

    2. CUTSHORT

    Cutshort floated in the year 2015 by Nikunj Verma. It is one of the HR Tech startups which is leveraging Artificial Intelligence to change India’s $25 Billion recruitment industry. It uses strong matchmaking algorithms, with trusted networks and specific modulated workflow. With its SaaS platform, quality talent is searched in a fraction of seconds. Alike Amazon’s Alexa, Apple’s Siri, CutShort also offers its AI-driven professional assistant by the name Voila, which makes the entire hiring process far more smooth. Alexa world rank is 2,011 for CUTSHORT

    3. METTL

    Mettl’s journey started in 2009 when its Co-founders Ketan Kapoor (IIT Roorkee & IIM Calcutta) and Tonmoy Shingal(IIT Kanpur & IIM Bangalore) landed with a common vision of leveraging technology for hiring practices in Indian and global firms. It offers recruitment assessment, programming tests, psychometric tests, aptitude tests, vocational skills assessment, remote proctoring, a pre-built test library of 200-plus tests along with an interview app, deep analytics in performance management, and a certification providing platform. It comes as a cumulative platform of training with hiring. It is blanketed across 100 countries with more than 1800 clients worldwide, and Gurugram-based headquarter. Mettl was acquired by Mercer in 2019. Alexa world rank for Mettl is 6,871

    4. Instahyre

    Instahyre was initiated in February 2020 by a prodigy pair – Aditya Rajgarhia and Sahil Gupta. They did their higher education from Stanford University and IIT Ropad respectively. It has come with an extremely surprising thought of hiring via AI. It lacks any filter feature, rather has come up with a curated list for the recruiters to hire. This helps the recruiter to attain quality service. It even comes with a secure and relaxing facility of zero spamming emails and genuine jobs. It has gained a lot of goodwill in a limited period of time by big tycoons like Amazon, Walmart, Uber, PayPal, etc. Alexa world rank for instahyre is 14,710

    5. AASAAN JOBS

    It started in the year 2014 by Dinesh Goel(IIT Bombay alumnus) and was recently acquired by OLX. It is an online marketplace for entry-level and blue-collar jobs,  provides a two-way matchmaking algorithm to eventually meet both ended expectations. Dinesh Goel was inspired by the unregulated Indian recruitment market where the company saw a massive market opportunity. Aasaanjobs considers its USP to be its technology-backed solutions, multilingual website, and ability to reach out and engage with candidates from diverse backgrounds, including those still using feature phones. Alexa world rank for AASAAN JOBS is 39,906

    6. ZIGSAW 

    Zigsaw Consultancy Services was found in the year 2015 by IIT Guwahati Alumnus Vaibhav Chouhan. Currently operational in Rajasthan, MP & Gujarat ONLY, Zigsaw offers a traditional staffing agency support to companies. For Job-seekers, it offers a Hyperlocal Job-search experience with its social media communities. Having gone through multiple product pivots, Zigsaw aspires to leverage gamification to drive engagement of Job-seekers at zigsaw.in  It is a platform of pre-evaluated profiles that HR’s can leverage to speed up their hiring process. Alexa World Rank of ZIGSAW is 1,09,868

    7. BELONG

    It was launched in 2014 by BITS Pilani alumnus Vijay Sharma. It is a predictive hiring platform to discover and engage high-impact talent through predictive analytics. At present, Belong works with Amazon, Reliance Jio, Cisco, and ThoughtWorks which are giants in the market. Belong’s Machine Learning algorithms are excellent and helps the businesses unearth and target high-fit talent, engage candidates through personalized interactions, and enhance hiring cycles at scale. Last year, Belong raised Series B funding of $10 million led by Sequoia Capital, and its client portfolio incorporates Ola, InMobi, Myntra, and many other market tycoons. Alexa rank of BELONG is 1,35,283

    8. HIRETALE

    In the year 2013, Vivek Jain, an IIT Guwahati Alumnus started Hiretale from Jaipur, Rajasthan. It is a technology startup modifying the whole recruitment eco-system by its innovative ideas in connection establishment. It is teamed up by passionate and experienced skills from IIMs/IITs and NITs apart from recruitment specialists who understand the requirements of employers & candidates equally well. Alexa world rank of HIRETALE is 1,52,556

    9. JOBSQUARE

    Its founder is Ashutosh Valani and Priyank Shah. It aims to be the number one platform of choice that connects recruiters and job seekers in real-time and eliminates the ambiguity associated with the traditional online job seeking scenario, resulting in faster jobs and a simplified recruitment process. Alexa world rank ofJOBSQUARE is 2,85,538 

    10. CAJOBPORTAL

    Sonia Singhal and her husband Anurag Singhal(IIM Ahmedabad alumni) came up with an idea of running a recruitment startup purely for CAs. This couple is themselves a CA. They were the very first to come up with this idea in 2013. It is interesting to know that it is an all-women team, who works from their respective homes, on a collaborative workspace, enabling real-time monitoring and flawless integration of efforts. It follows a value proposition, in terms of domain expertise, online presence, and service delivery levels. These include the top 50 percent of BSE-30 companies including the appreciations of Unilever, Asian Paints, Goldman Sachs, and HDFC. The portal is also recognized under the ‘Startup India Scheme’ by DIPP.” Alexa world rank of CAJOBPORTAL is 7,05,391

    To wrap up, I would like to say that every problem comes with a solution. One just needs a correct way to go through. The same thing applies to find a job, there are plenty of recruitment startups present in India. Just stay tuned and get yourself a dream job.

    What do you think about the above list? Do let me know your thoughts in the comments below!!

  • Performance Appraisals – Everything you need to know about them

    Performance appraisals form a very important part of the Human Resource department since they provide crucial information for the evaluation of the employee’s skill, ability, knowledge, and job performance. The appraisals aren’t just used to eliminate productivity and behavior issues, but to motivate them to contribute a bit more.

    An employee performance appraisal system is very important for the organizations to enhance their employee productivity and their outcomes. The performance appraisals are the annual process where the productivity and performance of an employee is evaluated against the predetermined set of goals or tasks.

    Meaning of Performance Appraisal

    The performance appraisal is a kind of process of evaluating an employee for their duties. The manager assesses and observes their work throughout a year and offers essential guidance, feedback, and further progress during their appraisal duration. It includes holding the formal discussion with an employee recollecting their performance, achievements, and various areas for improvement. The manager identifies various opportunities for an employee to develop professionally. 

    Performance Appraisal is also synonyms to performance review, performance evaluation, and employee appraisal. With Performance Appraisals, regular evaluation of an employee’s job performance and overall contribution to the company is recorded. These help in providing the feedback, identify those who are performing their assigned tasks well, offer a formal moment in time to evaluate job performance, distributing raises and bonuses among the employees, and even the employees wish to know their position in the organization. 

    Turning to the lexicon, Appraisals gave the meaning – “An assessment of an individual based on its working ethics and then further using that judgment for the monitory purpose, promotions or salary incentives.”

    Meaning of Employee Performance

    In simple words – “How well the employees are contributing to the welfare of the company’s productivity? ” And this productivity comprises all the concerns for qualitative & quantitative goals along with effectiveness and efficiency. However, it does not necessarily talk about the cost involved with it.

    Sometimes performance is graded on the personnel facts of accidents, turnover, absences, and lateness. A good employee is ought to contribute to the company’s upliftment with less risk od the company’s standards.

    Employee Performance is one of the most widely used term in any corporate sector, especially when the Human Resource(HR) Department presumes with the  Performance Managers. Human Resource Department plays a prominent role in designing, monitoring, implementing performance appraisals. Before appraisals, they do recruitment, selection, training, domain allocation, and company induction. It means from hiring to firing, everything is picked by them. Moreover, the HR team acts as a mediator between the Functional or Reviewing authorities and the employee. It is the HRM’s responsibility to ensure a smooth implementation of the appraisal process.

    Let us dive a little more, to understand the rudimentary of the Appraisals.

    Objectives of Performance Appraisal

    These objectives are broadly classified into 8 sections –

    • Identification of the company’s aura, by accepting its weaknesses, maintaining its strengths, and channelizing them to future tasks.
    • Wherever needed or demanded by the employees, proving them with relevant informative resources in the work of tutors, study material, a training, workshop, or a professional site visit.
    • This way it will help to categorize the employees and engender vital figures.
    • Simultaneously do remember about the salary incentives, the badge of honors, promotions, or the reward policy.
    • Another way round, if the employee expectation is not fulfilled up to a mark, sit with them, talk over it and understand where they went wrong, what made it wrong, and improvised future steps. Don’t jump on the conclusion to fire them, remember when NOTHING will work out, this would act as the very last option.
    • A company’s decorum and its ongoing client project should not get disturbed because of this ever.
    • Should be flexible in fabricating the HRM policies according to employees’ potential too.
    • At the end of each performance appraisal, keep the research and figures transparent to the individual, to build a 2-way channel, and connect them efficaciously.

    Benefits of Performance Appraisal

    The main purpose of an employee performance appraisal is double: It helps any organization to decide the productivity and value that employees contribute, it helps the employees to develop their own roles or duties. Well, there would be certainly many of it, that is why it is seen in every firm. Some of them are –

    • A regular and systematic appraisal system aids the HRM to properly identify the performance, areas of talent, and lacking points of the employees.
    • Helps to place the deserving candidates at suitable job profiles.
    • Helps the employees to acknowledge their improving points and get assistance from the seniors regarding the same, it may be a simple mentoring too.
    • The process of promotions and firing becomes easy peasy.
    • This helps in analyzing the HRM efforts paid, the outcome from the team’s end, and generating research for the future programs.
    • Creates healthy competition among the team.
    • Very sophisticated pattern to know the grievances of the company and the team.

    Benefits of Performance Appraisal for Organization

    Appraisals are the savvy of traits and performance, out of which employee worth and good or bad corners are deduced. Appraisals are essential for making many administrative decisions of selection, training, development, promotion, transfer, salary hikes, individual potential research, regulating, etc. In this meticulous manner, a sharp eye is kept on all the aspects of a firm to record its overall performance.

    1. The employee assessments will make a huge difference in the performance of the organization. They offer insight on how employees are working and allow organizations to:
    2. Address any behavioral issues that can impact departmental productivity.
    3. Know where management will improve their working conditions to improve work quality and productivity.    
    4. Improve decision-making in certain situations that need succession planning, layoffs, and filling roles internally
    5. Support employees in career development and skill
    6. Encourage your employees by contributing more and recognizing their abilities and talents. You can read more about Employee Engagement and its benefits here

    Benefit of Performance Appraisal for employee

    The performance appraisals or assessment is generally meant to offer the positive outcome for the employees. Insights gained from discussing and assessing the employee’s performance will help:

    1. To recognize the opportunity for bonus or promotion.
    2. Acknowledge the contributions and achievements made by your employee.
    3. Determine specific areas where there is improvement in the skills.
    4. Identify the need for more training and education for career development.
    5. Discussion of the long-term goals.
    6. Motivate your employee and make them participate and invested in their professional development.

    Performance Appraisals - Everything you need to know about them

    Types of Performance Appraisal

    With a right performance appraisal process, organizations will be able to improve their employee performance in the organization. Having a good performance review method will make the entire experience rewarding and effective for an employee. Let us have a closer look at the different types of the performance appraisal methods:

    1. Management by Objectives or MBO:

      The management by objective appraisal is quite a modern approach of providing performance reviews to an employee, as it ropes employee in a goal-setting procedure. With the method, managers and their employee may “agree on the specific and obtainable goals with the set deadline.” The management by objective  method makes it simple to define the success & failure.

    2. Self-Evaluation:

      The self-evaluation or assessment needs an employee to judge their performance against the predetermined criteria. The self-evaluation is generally taken intoconsideration during the official performance review and allow for thorough discussion and ensure that employees understand how he or she will be judged. Self-evaluation method can be very subjective to reflect the work performance, since employees can rate themselves very high—or low—but discrepancies between the employee and the employer evaluations will be insightful.   

    3. Behavioral-Based Checklist:

      Behavior-based employee appraisals mainly focus on their ability of carrying out certain specific tasks, and they will be very useful for assessing their performance on the quantitative tasks & for determining who to reward and promote based on the competence in those tasks. It is possible if standards for the appraisal are carefully planned out to start with, the behavior appraisals generally tend to provide the objective way to assess employee performance.

    4. Graphic rating:

      Compared to all given employee performance assessments, this can be the most traditional and simplest one. In a graphic rating method, you will create the columned table organized

      • In a first column, put the variables to be evaluated. Like: punctuality, teamwork, assiduity, creativity, and more.
      • In a next column, put the values of every variable. Like: terrible, regular, bad, good or amazing. You can provide scores from 1 to 5.The primary benefit of this appraisal is that it’s very simple to do. But, it is limited & doesn’t allow for more evaluation. For such reason, graphic rating is normally used in the conjunction with various other methods.

    5. 360-degree performance appraisals:

      This particular method involves review or feedback from many people who contacted with an employee, and keeping biases at bay. This can be other clients, colleagues, customers and even an employee themselves is needed to give their view about their role in a team.

      The 360-degree performance appraisal is said to be one of the top approach as it is all-encompassing and will give a well-rounded and complete view of the employee. It not just offers a precise know-how of the employee’s behavior and attitude, but it will benefit a person by helping with their self-improvement (giving them confidence that can help your organization no end).

    6. Sales Performance Appraisal:

      This method of appraisal is the simplest to conduct, but a bit painful. An employee will be simply judged by his results and his set goals. The salesmen are held to the financial goals quite more than any section of an organization. The manager & salesperson should discuss different ways of achieving their goals and changes that have to be made in order to make them reachable and realistic.

    Process of Performance Appraisal

    Selecting the right type of employee performance appraisal method will be very critical than ever as it reflects over what you think about your employees or how much do you really care about their morale. When you have found the perfect ideal performance review system for your requirements, the next step will be implementing it in a right way to eliminate any critical performance gaps or address pressing issues, which can impact overall Organisation performance

    It is a systematic process to go through –

    • Firstly decide on the performance standards needed.
    • Set up Disciplinary Aspects to be followed by each individual
    • Differentiate between measurable and visible objectives.
    • Then wait for the actual individual outcome.
    • Compare that outcome with the expected or predefined data.
    • Sit with that individual or that team( varies with the firm) and review the areas of improvement and praise their good work.
    • Extract corrective and learning measure from this, and then set bars for the next futuristic iteration.

    Where can Performance Appraisal go wrong

    • What if the whole data of the performance appraisals turns out to be incorrect at the end. Although it is a rare chance. But just imagine and feel those chills!
    • Sometimes equal or necessary importance is not given to the measuring factors.
    • Some of the factors are very murky to measure, as the attitude issues, cold fights, or the initiatives.
    • If the managers turn out to be biased by nature or unqualified in analyzing, then that would turn as the pain in the neck.
    • Do make sure that the client projects do not collide with this activity and a smooth functioning of all the other events takes place.

    Frequency of Performance Appraisal

    See, there is no standard figure of it, it completely pivots on the organizational beliefs, the vastness of employees, and availability of the appraisal drivers. But yes, out of practice it should be periodic and be considered important for moving ahead. For example can be done monthly, annually, quarterly, half-yearly, etc. It is not a healthy idea to shelve this practice, therefore it is advisable to schedule a mid-year appraisal.

    In a nutshell, I would like to that Performative Appraisal is the most important part of any organization and amazing assistance to track productivity, aims, and employee engagement. Appraisals are a positive way for a manager to let the employees know how well they are performing the duties that are assigned to them. The HRM should take this task seriously and unbiasedly, even the employees must cooperate with the authority to ease it out.

  • Things college Management should know – An open letter to a college director

    Dear Sir,

    Hope you and your family are doing good and are safe amidst this COVID19 pandemic situation.

    Sir, it’s been long that I have written to you, and this time I am up with an extremely different topic to share with you – COVID19 and its Impact on Students. This COVID19 has created a jinxed pandemic situation worldwide, not only for the human living but also for sectors like manufacturing, export & import, tourism, education, entertainment, healthcare, policing, etc. Amidst all this, we have witnessed a loss of GDP, human lives, mental health, savings, globalization, and employment. According to a survey of CMIE, there has been a tumble of the Indian unemployment rate from 7.22% (January 2020) to  23.52% (April 2020). This is doleful! This disheartening situation hit the worst of the newbies because of their high aspirations and has learned and practiced a lot of entire their graduation life. They dreamed of earning a handsome salary by the end of this year, but see the irony this coronavirus played with them, by not letting their final semester exams getting over too.

    Sir this pandemic came out of the blue and still pottering with any effective vaccine. A similar situation might slant back in the coming future, and again, sitting idle would not be a smart solution to it, so it is high time for us to learn and prepare ourselves with some of the imputations –

    1. Difference between Industrial needs and the training provided → We Indians have an age-old practicing of doing, what is been told, that’s absolutely a good sign but should not forget about the generation’s development. As Munshi Permcahnd said – “Be rooted in your ethics and rituals and bloom in the modern world”. There would be surely a significance of old concepts, languages, tools, or methodologies, but these should be used to form the fundamental base to upcoming and emerging utilities. It is a major problem with the Indian institutes that they are are though something different or old technology which is completely different from industrial demands. That is why industry pays/invests a little more after hiring to get an organization ready workforce. If we spare some time to think about this issue and match our training with ongoing market demand, then it would be easy for students to get placed, the company to get a quality pool, and even the college to channelize the entire process.
    2. Problems when securing Internships & Placements → Especially the students of 3-tier, 2 tier or small city face this problem of being deprived by the company’s job offer. This is because of the lacking skillset, non-engagement of college TPO and the company’s recruitment body, and lack of awareness. This can be bridged by providing better skillset training to the students, giving them sessions about soft skills, maintaining healthy relationships with the company, and onboarding industrial trainers and mentors. For the financially backward students, college should provide economic help in traveling, form filling, course fees, etc. Kindly do not just stick to that attendance register and those semester scores, they will be simply resting on that web portals only, and are not going anywhere with the student.
    3. Encouraging Individual Taste → It should not be the case that out of a class of 100 students, 50 will opt JAVA and the rest in Oracle. NO! The entire corporate, software, and professional industry are wide which is craving for many skillsets. Let those required skillsets come from your students. Just keep in mind, where liking meets passion and work, money comes all its way automatically. So keep your students’ ears wide open with an open mind for letting in all kinds of information regarding all the sectors, salary, geographical location, and futuristic scopes. After that it is the synchronization of the student, to get that adequate amount of knowledge get synced with his or her likings and create hos or her career with individual responsibility.  Along with the students, you might get the chance to explore the unseen corners of career building.
    4. Getting the correct exposure for the budding talent → You can not ask a barber to mend your shoes, similarly, you have to get on board with appropriate recruiters or institutes for a particular set of interests of your student. Otherwise, the whole nurte=ured set of talent would go wasted in vain. For example, if you have students interested in Web designing, data science, core language skillset, game designing, ML, AI, AR/VR, etc, then you have to reach the companies who are looking for similar talents and engage them with your students. Even let them know if at remote location job proceeding processes or interviews, assist them all through to reach their final destination. Feeling your high-spirit and positive vibes the student will turn optimistic too.
    5. Channelizing their interests with sound mentoring →  Have a perfect set of mentors, professors, industry experts, and learning source ready from your end, then bring down a meeting with students, learn from them, what they want, what they do have with them, where are they lacking and about their researches. Then brief down the individual skills with appropriate mentor assignment and if needed hire a tutor or purchase the course, from external media. This is a way to stand with the students, guide them, learn from their end too, and making them independent of their choices and responsibilities for the future.

    I am very sorry to you Sir, if I unintentionally went too far with this topic, as I wanted my junior batches to learn from current shortcomings and want their future to be secured and glittering. I strongly believe this is the case with most of the students like me, and wanted to give a thought over it, with your wisdom. Hoping to hear from you soon.

    Thank You & Best Regards!

    Your student

  • Employee Engagement – Why is it important and how to facilitate

    Employee engagement is a widely talked upon topic these days. It is gaining huge importance from company managers to working employees.  The degree of employee engagement is directly indicating the work satisfaction attained by its employees. Now the generation is changing and likewise demanding change with the working culture. Apart from a 10-6 job, they are looking for other factors while working like job security, informal connections, company parties, incentives, foreign opportunities, etc.

    First, let us understand what is meant by the term or the feeling of Employee Engagement?

    The first thing which might come to your mind may be to keep the employees busy in their task and expecting a high performance from their end. And then crediting their accounts with some pretty bucks. But it is more than that. It deals with the emotional connection which an employee feels towards the respective firm. They should have belongingness towards their work and organization. It should leave them with a sense of contentment, excitement, optimism, and gratitude.

    So how can an organization, institute, or a startup practice engagement of their employees or a team in a positive manner? Here are some of the tips for the same.

    1. Emotional Aspect

      We are humans and emotions drive through our blood thus, it is the foremost thing to deal with while connecting. We have to give our employees the appropriate respect and love they deserve and acknowledge their ideas and opinions. We need to  decentralize the controlling system for more flexibility, and also evolve the working ethics with time. Earlier, spending time with family, saving money, being on a superior role, or pursuing hobbies gave happiness. But today maintaining a standard lifestyle, being happy in work hours, and having a friend alike work culture has taken some space too in the wishlist. Giving wings to the emotional commitment within the workforce for their organization and its goals is one of the main objectives of employee engagement.

    2. Quality Recruitment

      “Good seeds yield better crops!”. It is strongly believed that if the Human Resource department does good qualitative recruitment according to their company ethics and futuristic goals then it would be very easy to deal with the candidates and even mold them if necessary. So a sharp eye must be kept on the person’s behavior, likings, dislikings, and his or her background. If good cultured candidates are hired then all the engagement policies would go smooth beforehand from their end itself.

    3. Understanding through Observations

      “Actions speak louder than words!”. That is what a senior management team with CEO, COO, or VPS needs to do. Be with the working force and analyze the very granularity of their actions, their working way, their thinking, their discomfort, or even their bonds with their fellow mates. This kind of observation then ought to be shared within the observing team meetings and an individual employee’s feedback should be generated, further a customized approach should be implied to create a better place. However, this is only possible for startups or small firms.

    4. Team Forging Outings

      It is sometimes better to go out with your team, maybe to visit clients, site seeing, or a simple coffee. This would invoke a feeling of friendship and would give some space to additional conversations on market trends, stock prices, country’s GDP, emerging technology, competitors, etc. This often builds an out of the box relationship and is worth practicing. 

    5. Periodic Informal Parties

      “Sunflowers turn to the sun’s direction, no matter wherever they are planted or whomsoever has sown them”. This is because what remains inside as of nature would be there itself, and never depart. Party is the most exciting word and drives everyone crazy, especially if heard at the workplace. Parties are the best practices to grow mutual understandings, establish connections,  knowing about fellow mate’s likes and dislikes, or even just giving a cozy and free space to people. This will surely turn out as the golden egg and would be mentioned to every outsider by your employee while appreciating his or her firm.

    6. The zeal of Upliftment

      Every talent is vital and must be appreciated for being a part of an organization. If a regular motivation is sprinkled on the employees showing their qualities and then driving them to aim and do better, then eventually the whole motivated team would uplift the team’s goal and business as a whole. Give them access to training on the latest tech or tools, invest in their soft skills and listen to their strong working areas, and see the effect by yourself. This flexibility requires knocking down traditional hierarchies and allowing people to work on projects that energize them and where they can contribute.

    7. And the Reward goes to

      Aah! Such a pleasure giving sentence. It is a pure practice to motivate the team by offering them certificates, badges, incentives, promotions, or any other gesture of honor. This way they feel their presence is appreciated and an inner motivation drives through to achieve more.

    8. Being in the Other Shoe

      This is the most effective way to understand and deal with the employees for better engagement. This way you come to know about the firm’s loophole, urgent need, modifications, and even about the ongoing malpractices sometimes. One should not bind the employees in work from the office only, restrict the lunch break till 30 minutes or so, 9-5 pm tight reschedule. NO! No one likes to be herded with a set of hourly restrictions, just keep them free and focus on the result and working status.

    Now the question comes, that what would these practices be yielding?

    This should benefit in the following ways :

    • Decrease in absenteeism
    • Healthy working space
    • Rise in revenue
    • Increased productivity
    • Fruitful relationships
    • Higher retention
    • Customer satisfaction

    Here is a list of Top 10 Employee Engagement Activities you can organize for your team

    On consolidating I would like to say that building a better place is always the responsibility of each person present there. And there is no doubt that it is a tedious job, but not impossible Right? So, employers need to understand the drivers of employee engagement and apply them accordingly. Because having an engaged workforce is crucial for ensuring good growth and better stability.

  • How to Hire Top Talent in Smaller Cities

    A wise man has said “Great oaks fell from small acorns! ”, which meant most of the great human or idealistic superheroes have small beginnings and eventually augment by their kindness and wisdom. That is the reason to rethink if someone believes or says that talent is something only available in metropolitan or giant cities. Then NO! My dear, you are on the wrong path, talent is widespread and omnipresent. To hunt a talent, one needs a goldsmith’s eye and a true zeal while searching. Small city people often complain that their voice is left unheard, they do not get an appropriate amount of mentoring and motivation to uplift their skills, or there is no proper platform to outcast their talent or even. This creates a major area of fret for the talent seekers, society, or even the nation as a whole to search solutions for it. Recruiting employees or skill-sets that a business needs can be taxing, however, if someone lives in a small town or probably a  rural location, attracting talent can be even more cumbersome.

    Roles based in larger cities are liable to attract more candidates because of its larger population, high salaries, high living standards costs more workforce, and even because of more possible areas to explore, experiment, and earn. Take the examples of Mumbai, Delhi, Hyderabad, Ahmedabad, Bengaluru, Kolkata, etc. One might even realize that, apart from the city’s name, that place has built its own reputation by inclining towards a specific industry. For example, while imagining a ‘film city’ the person may land to Mumbai, or on spelling ‘tech-hub’ one might hear Hyderabad. Okay! Leaving these fine talks behind let’s think about the steps to take to improve the recruitment process in a less populated area –

    1.   It’s a two-way profit → It is often mistakenly taken for granted that finding a job is the necessity of the job finder and they should feel serious and spend extra efforts on it. But this is not the truth, finding a job and giving a job is both the party’s necessities and no one should take this for granted. Instead, the company should provide its employees with as many positive utilities as possible to retain them, keep them motivated, and also give them perks to work.
    2. Take advantage of regional networks and local job boards → It’s very important to make sure that you’re using the right mix of the online job portals and offline skill availability when advertising the vacancies. While sharing your role on social media, try to promote it within local groups on Facebook, WhatsApp, and LinkedIn or use Twitter and Instagram hashtags to make it more searchable. Even you may ask your key contacts of the specific local areas to retweet your vacancies to raise awareness.
    3. Know the candidate’s professional aspirations → Mostly it is seen that the people from small cities lack professional expertise, hence it is important to edify them with those skills. Probe the unique skill set of a person and try to match them it with a vacant job role this way it helps in making employer and the employee have a mutually beneficial relationship.
    4. Keep it in the family → “Charity begins from the home!”, that is why is it said to support the person, family and society as a whole. It is important for a candidate to have spine alike support from valued family members and having their commitment to social welfare.
    5. Know where to look → If someone is knowing the geographical area and the employment market, then automatically the potential candidates would be known. It is very important for a city to have schools, colleges, or training centers or institutes in working condition, so that it may act as a candidate pool while recruiting.

    Also, a mix of community or culture gives birth to numerous perspectives, ideas, and skillsets.

    1. Develop your referrals scheme →  Referral programs act as a great idea for many businesses and are even vital for companies based in smaller towns who are struggling to attract talent with their recruitment advertising campaigns. In fact, out of research it was found that 48% of the employee referral programs were the top source of quality hire, according to LinkedIn’s Global Recruiting Trends 2017 report. An attractive referrals scheme will incentivize your employees to recommend contacts in their local network in exchange for a reward. Be generous and spendthrift with your reward, after all making a hire through referral eventually saves thousands of pounds.
    2. Remote working → If someone from a small area with a good and wanted kind of skill set is struggling with a change in geography by food and water change, living standard, or any other health-related issue, then it’s worth considering remote working. There are plenty of outlying roles available in this era, particularly in the IT sector. Carefully reconsider your decision on providing distant jobs, as it even comes with some unforeseen exigents.
    3. Focus on improving your brand →  Meliorating both the corporate brand and employer brand seriously, helps in coax talent from afar. For example, the pre-joining training of Infy is well known worldwide, the working culture of Tatas is very prestigious, etc develops a strong brand and a reputation as a good employer, and makes people think of their brands in their dream jobs.
    4. Sell your area to people looking to relocate → Even after considering all the above tricks, someone still fails to attract candidates locally, it’s worth looking further afield and pitching the role as a relocation opportunity. There will always be people who want to escape the rat race and move somewhere a bit more remote and away from the brisk life of the city. Think about the lifestyle and opportunity that candidates could have and sell that. If someone is ready to bear the relocation costs, even this suggestion would sound better.

    After going through all the above points and understanding them to the depth I don’t think now this small area acquisition would create a lot of sigh to our recruiters.

  • 13 Best Jobs for the Future in India

    In a scenario where the entire world is in lockdown, and people are confined to their homes, the existing dynamics of in-demand jobs have significantly changed. Even though all sectors will resume sooner or later, in a post-pandemic situation, some professions will most likely thrive more than the others. Hence, below listed are some best jobs for the future world.

    1. Digital Marketing Professionals

    In the present condition, taking up digital marketing as a career is a smart option because of the rising demand in online marketing or e-commerce. Due to the introduction of the internet in buying and selling or e-business, the demand for digital marketers has increased.

    Mainly requires a knowledge of e-commerce and marketing, which can be acquired by respective courses.

    Also Read: Scope of Digital Marketing in India

    2. General And Operational Managers

    The main job of a general and operations manager is to look after the budget, finance, and operational requirements of the organisation and meet its goals. It is a suitable career option because it has comparatively less competition as it requires patience, time, and effort.

    As the organisational goals are different for different companies, the least criteria for the job is a Bachelor’s degree. This job pays off quite well with experience.

    3. Chartered Accountant

    This is one of the most versatile career options because being a chartered accountant opens up the path for many other job perspectives, like, opening a firm of its own, banking, stockbrokers, head of auditing companies, executor of will, can be a consultant at an investment management company.

    With so many job advantages and opportunities, the degree of CA requires a robust knowledge and base in accountancy and proper course for it ( e.g., B.Com ) and needs to crack certain examinations to achieve the degree.

    4. Economist

    In the education culture Economics as a subject is introduced in school standards of 10th, but to pursue further knowledge and degree about it, the board exam marks for the particular and related subjects need to be good.

    The job of an Economist is to do research, surveys, and studies on the present situation of the economy in different scales depending on various factors. It is a pretty exciting job as this post provides very well opportunities in the public and private sectors. It also provides the individual the liberty of carrying out their research.

    5. Banking

    There are two different sectors for banking the public or government and the private. For the gov. sector, the BSRB ( Banking Service Recruitment Board ) plays an essential role in the examination procedure results of the applicant and all the selection processes. But in private banks, it is slightly different because recruitment is done directly by the respective bank based on their criteria.

    One of the advantages of banking as a career is the salary is pretty high, and the banker gets certain opportunities and perquisites.

    6. Financial Analyst

    Considering the current situation, there is a high demand for financial analysts in organisations, businesses, and even personal financing. Because of the ongoing state of the economy, an opinion from professionals and experts is always useful, and this can be perfectly done by a financial analyst.

    To pick up this as a career, one needs to have a degree in Finance and have a knowledge of the current budget, economy, and certain legal norms. The job pays off really well as financial analysts are responsible for the full outcome result of a successful business.

    7. Tech Specialists

    In the uprising demand for online support in almost all professions, software engineers have developed specially designed applications to meet the demand of these particular job perspectives. With this comes the duty of the Technical Specialists to look after the best usage of the applications and the security of the user as well as the developer.

    The background of a tech specialist requires a lot of experience and high knowledge of the content.

    8. Data Analysts

    The explosion of knowledge has rendered it impossible for companies to monitor and track their records. With the introduction of the internet, it is still challenging for major organisations to make use of the knowledge accessible. Data scientists would also, in turn, be in fierce competition. The analyst’s job is to find trends in the data and present it in a relevant, understandable manner.

    9. Cyber Security Analyst

    An information protection specialist assists in compliance policies and monitoring in preparing, enforcing, and updating. They monitor security access regularly and conduct internal and external security audits to ensure there are no loopholes or evidence of security lapses. A cybersecurity analyst is also responsible for conducting vulnerability tests, risk analyses, and safety assessments, as well as network management. The analyst teaches fellow staff in health training and practices compared to other duties, and they are mindful of the main strategies to be implemented to prevent data theft.

    A cybersecurity analyst starts with a pay scale in lakhs.

    10. Chief Information Security Officer (CISO)

    First, the two most advantages of this job are the rank and the salary; both are commendable. The CISO is collaborating with the personnel to define, create, enforce, and manage procedures around the enterprise and ensure no violations of protection. They respond to accidents and develop adequate protocols and controls to minimize safety threats without triggering a business disruption. You are also responsible for monitoring the organisation’s execution of compliance protocols and procedures.

    11. Registered Nurse

    Due to an elderly population, nursing occupations are among the most rising technical sectors in the sector. Nursing will continue to be an extremely competitive profession in the future and would have more than 2 million workers in the industry. This is projected the number of workers would remain steady in the long term.

    12. Bio-medical Engineer

    Biomedical engineering is a relatively new job which has attracted considerable attention recently. These engineers are creating medical devices that can assist doctors and physicians in their daily activities. A few instances of their imaginative inventions include artificial limbs, body replacements, and biomedical accessories.

    13. Rehabilitation Counselor

    Rehabilitation practitioners support depressed individuals to meet their aspirations by supplying them with counseling resources. In this new age, major companies and departments with human resources are increasingly searching for consultants who will work to educate their employees about how to handle their life without wasting so much energy on the social network to online channels. Certified recovery practitioners are also in demand through psychotherapy, as the practice is projected to rise more than 15 percent over the next two or four years.

    Register here on our platform to apply for these future jobs.

  • 10 Best Free Resume Making Websites

    The resume is one of the most important documents in a job-seeking individual’s life. A piece of paper that encompasses your entire life’s achievements, experiences and skills. The paper has the power to get you your dream job. The document that serves as the ticket for your corporate journey! A resume is the means to create that stellar first impression on the recruiter’s mind so that you get a call for the further rounds. So, creating an impressionable resume should be the first thing on every individual’s list, the moment you plan to take the leap and start your corporate journey.

    Creating a perfect resume involves many small intricacies. Choosing the right template, the correct wordings, the right font, details of all the skills and achievements and many more. So, this is a work that requires patience and skill. You can use the age-old method of creating your CV using MS Word, but it takes up a lot of time and effort and not to forget skills! But who today has so much time to keep slogging hours to create the perfect resume?

    Lucky for you, in today’s world, many online resume building sites can help you create your resume for free! Just like an application on your phone, an online resume builder is a site that creates a beautiful CV for you, just by asking for your details that needs to be incorporated in your resume. You need to select the layout of your choice, a photograph, your details, and that’s it! In short, you just got to relax and let the computer do it’s magic!

    Also Read: Difference between CV, Resume and Biodata

    There are many online resume builders. Some help you prepare your resume for free, while some charges for this facility. But almost all the websites ask you to create an account on their site if you want to create an online resume. Below is the curated list that helps you build your resume from scratch and download minimum one such resume formats for free.

    10 Best Free Resume Making Websites

    1. Zety

    Zety online resume maker is one of the most popular websites for creating your resume. It provides a variety of options for templates to choose from. It also provides suggestions on how to improve the content through its resume check feature. Not only this, but it also provides resume writing tips along with the option to edit the resume as per your choice. The additional feature of cover letter creator in the same template as the resume is a bonus!

    2. Resume.com

    Resume.com is the website that offers all of its features for resume building absolutely for free. No limit on how many templates available, how many free resumes can be created, it is one of the easiest resume creating website. A curated list of templates, pre-defined content that is created by talking to several employers, resume.com provides it with all. So, many features and that too completely free, resume.com is a must check out the website for all your resume related dreams.

    3. Resumonk

    A pretty good online resume builder, which gives you the liberty to create and download up to 4 different resumes for free, beyond which you will need to buy the premium version. Some basic templates available, though cover letter can only be created after updating to the premium version. One fallback of creating a resume with resumonk is that the line “created using resumonk” comes at the bottom, which can only be removed in the premium version. So, a decent website, worth a try.

    4. Kickresume

    Kickresume offers only one template for the resume in its free version. Editable sections, with the options to add or delete a certain section, gives it a no-nonsense kind of vibe and is suitable for creating your first professional resume. You need to create an account for creating the resume, and once you are done with it, you are good to go!

    5. CakeResume

    It provides a few basic templates in the free version, where like most of the online resume builders, you need to create an account to start using its features. An extremely user-friendly interface, where the entire process of resume creation is broken into easy steps, fully customizable sections and the ability to download the first resume in the pdf format, CakeResume makes your job easy for you.

    6. ResumeHelp

    A hub which provides you with the option to either create a resume from scratch or to choose from multiple layouts that are present in its bank. It also provides various tips and tricks that can help create your resume, which also improves the chances of creating that positive first impression on the employer. Almost all the resume templates are available in the free version but just one drawback is that only one resume version can be downloaded in the pdf format.

    7. EnhanCV

    One of the best online resume builders that provide many templates for free, templates according to various industries, fully customizable sections, only you need to create an account with them first. Content analyzer helps to edit the content as per choice, great feedbacks from various press houses. For your professional-looking CV options, this is your go-to option.

    8. NoVoResume

    It is also like most of the other online resume builder websites, where few layouts are available in the free version. Free resume and cover letter samples are provided. Live feedback is also provided, which helps to improve the content greatly. The free version has the limitation of creating only a one-page resume, which is a good feature as condensed resumes are preferred these days.

    9. ResumeGenius

    A pretty standard resume builder where only 2-3 templates are available in the free version. Only one download can be done, but customizable sections, section-wise preview, resume critique from an expert, numerous examples to look from, ResumeGenius has all the basic features of a standard online resume builder.

    10. VisualCV

    Few options to choose a template from in the free version, editable sections, with the option to add or delete some are provided by VisualCV. The download format available is the only pdf, but a basic professional resume can be churned out in very less time. This website also provides the track option, where you can track when your resume is viewed with the VisualCV analytics.

    An online resume builder is a very easy way to create a new resume with an attractive layout that looks very professional in minutes. An impressive resume that is a must for getting a job, check off the list when created from the online websites. Beautiful, impressive, content-heavy resume made within minutes! So you can relax and enjoy the pretty templates that suit your need.