Zigsaw Blog

Month: October 2020

  • Self Introduction in English for Interview for Freshers

    “Tell me about yourself” is one of the most hair-raising questions that a fresher would face while sitting for an interview. -This question is a crafty one placed in front of the candidate by the interviewer, this is so because the interviewer already knows some details about the candidate from the resume submitted. However, still, the reason behind this question being asked is that he wants to know the candidates’ attitude towards the work, what are the values that he brings into the company and how well he fits into the job.

    One cannot deny the fact that this question is one of the best keys to prove that you are the best for the given job, this is so because having seen hundreds of candidates similar to you, the interviewers expect for that one answer which would correctly light the candle.

    Hierarchy of Information to be Included

    1. Start with a formal greeting: Use the following wordings like accordingly Good morning (or) Good afternoon (or) Good Evening

    2. Tell your Name: My name is XY / I am XY

    3. Location: I am from XXX / I was born and raised in XXX/ I grew up in XXX.

    4. Projects/internship undertaken: Include the topic, name of the company, type of the work done, awards won, experience gained.

    5. Qualifications: I am a …. Graduate from XYZ University.

    6. Additional Qualifications: courses done, language proficiency

    7. Adjectives to describe yourself

    8. Hobbies/passion/strengt-hs and weakness

    9. Fun Fact (optional)

    10. Describe some points on how well you fit in the job

    Rules so be Kept in Mind

    1. Always sound enthusiastic.

    2. Maintain eye-contact

    3. Use hand gestures

    4. Don’t sound lie a robot (don’t memorize)

    5. Don’t stammer

    6. Sound confident all along with your introduction.

    7. Don’t take beyond a minute.

    8. Be the best yourself

    9. Don’t round the bush

    10. Reduce the use of superlatives

    11. Present the content in quite an intelligent way

    Tricks to Follow While Jotting Down your Answer

    1. Research about the company and the job offered.

    2. Link your projects with the job offered.

    3. Shape your answer based on the company.

    4. Write down something more other than that mentioned in the resume.

    5. Put in at most energy in your wordings.

    6. Always maintain a sense of Formality.

    7. Practice in front of the mirror.

    To conclude, try to give your best possible answer to this question in the most confident manner as this will decide the flow of the interview, and this will put forward your first impression on the table.

    Self Introduction in English for Interview for Freshers Samples

    Self Introduction in English for Interview for Freshers

    Here are some sample answers to the question “Tell me about Yourself.”

    Scenario 1:

    Good morning. I want to thank everyone for giving me this golden opportunity to introduce myself. My name is Rocky, and I am from Bombay. I am a biology graduate from IIT Bombay. I now work as an intern at Youth Foundation, and I am a big fan of soccer and gymnastics. My goal is to build a successful career as an XYZ, which can help the company and me personally. My strengths are my positive attitude, punctuality, and interpersonal skills. My weakness is my emotional nature. This is all about me. Thanks once again for this wonderful chance.

    Scenario 2:

    Good morning everyone. I am Jacob. I am born and brought up in Delhi. My fields and expertise lie in operating systems. I have previously worked on projects based on hardware, big data analysis, and AI. As a result of my Love towards operating systems, I began setting up databases and platforms on which others can work on. During my projects, I worked as a Team leader as well as a Team player, and by doing so, I ensured the proper completion of work by team members. My interests lie in orating. Finally, I think that I am an ideal candidate for this job as I found myself satisfying the requirements of this opening. Thanks, everyone for this opportunity. 

    Scenario 3:

    Good morning. It’s my pleasure to introduce myself. I am XXX, and I am currently pursuing my degree in the field of the automobile at ABC University. I was raised in Assam, and when I was 18, I moved to Bangalore for my university study. Last year I went to the US to join the student exchange program. During my exchange, I went backpacking with other backpackers from all over the world to other countries across the US. It was a fun experience. I think I have been fortunate enough to be able to live in different parts of the world and thus be able to broaden my horizon.

    I have a strong interest in automotive and services industry. The reason is I’d like to leverage my detail-oriented mind and apply the skills and knowledge that I have attained throughout my degree courses. I see myself as a people-oriented person. I demonstrated this by working in various group projects with different types of people in which I had been able to perform well. I want to be part of your company to further develop myself in the automobile field and to use my capabilities to serve both your company and your clients. 

    Scenario 4:

    Good morning sir/madam;

    Firstly, I would like to thank you for giving me this opportunity. I am XY from Chennai. I completed my B.com with CA from AB University affiliated to Anna University, with an aggregate of 78%. My hobbies are net surfing, playing chess. I am fresher and have no work experience in any company. My strength is that I can adapt quickly to any environment.

    My short-term goal is to get placed in a reputed company like yours, which will allow me to enhance my skills and Knowledge. My long term goal would be to reach a higher position in your company. That’s all about me. Thank you for giving such an excellent opportunity.

    I hope this article will help you to prepare a perfect self introduction for your job interview. Comment down below if you have any queries.

  • Cost Per Hire – Calculating Hiring Cost in Recruitment

    Cost per Hire meaning

    The Recruitment process costs organizations dearly. The cost per hire means the total cost incurred for hiring purposes for each hire. This includes among other things, the following costs

    • Time Cost of the HR Managers & the technical managers involved in the Recruitment Process
    • Payments made to placement Consultants
    • Payment made to buy Resumes online
    • Cost any on-campus institution drives
    • Cost of joining bonus and relocation allowances
    • Expenses incurred on conducting recruitment tests and interviews
    • Cost of overtime or temporary staff retraining during the period when jobs remain vacant
    • Any other incidental cause availed by the selection  team,  we can / overtime lunch/dinner transport claims and the like

    To these may be added cost and expenses related and involved in the recruitment process.

    The cost to hire or cost per hire is obtained by dividing the total cost by the number of hires.  Organizations closely watched the cost per hire to monitor the effectiveness of the hiring function.  Efforts are always made to keep the cost per hire within acceptable limits.  Cost per hire varies from organization to organization, deciding factors being skill level of hires,  demand and supply of such skills, number of fires, sourcing strategy,  and compensation levels.  Change of Sourcing strategy and withdrawing joining bonuses are common strategies used by organizations to keep the cost per hire within desired norms.

    COST TO HIRE OR COST PER HIRE = TOTAL RECRUITMENT COST/TOTAL NUMBER OF HIRES

    TOTAL RECRUITMENT COST = TOTAL INTERNAL RECRUITMENT COST + TOTAL EXTERNAL RECRUITMENT COST

    INTERNAL SOURCES OF RECRUITMENT

    • Present employees – One of the most sought after internal source of recruitment methods are present employees, which has proven to be beneficial in various ways.  In this type of recruitment, the cost of training might be less,  but there is an added cost of providing the promoted employee with a higher pay scale. This is the most common internal source of recruitment,  wherein the organization need not look for new employees,  the organization can appoint one of their efficient employees to a higher position or a different department where they can work efficiently and get the system running smoother. For an existing employee, he/she is acquainted with the organizational culture and systems which cuts down the retraining cost. But in cases of promotions,  when an existing employee is getting promoted to the next level in the hierarchy, he/she is to be paid a higher salary which is the cost the organization needs to bear for this kind of recruitment.
    • Employee referrals –  Over the years with strong networking being built, this source of internal recruitment has proven to be very effective, where employees can encourage their families and friends by familiarizing them with the advantages of a job with the company, furnishing cards of introduction and even encouraging them to apply. Some companies even offer “finders fees”  in the form of monetary incentives for successful referrals. For example, companies like Microsoft offers referral incentives to its employees for internet experts. Infosys in Bangalore also has a practice of coming up with vacancies on its website, inviting referrals from employees. Employees are paid Rs.10000 to Rs.15000 charges for every successful hire. Finder’s fees could be referred to as the cost related to this sort of internal hiring. If used wisely, employee referrals could prove to be an effective way of recruiting. The prospective reach is wider at a very low cost and in an organization with a large number of employees, this approach can provide quite a large pool of potential organizational members.
    • Former employees – Another internal source of applicants are former employees. Increasingly more and more employers are reaching out to ex-employees and sharing information on job openings organizations. They maintain close contact with ex-employees with proven good performance records.  The advantage of recruiting former employees is that they are quick to hire. These hires are quick to work as they are familiar with the company’s policies and procedures and will connect soon with peers and customers. MNCs purchase IBM and Microsoft are active in re-hiring. The problem with this internal source of recruitment is their placements and compensation. Often, we have seen that former employees re-joining ask for a higher pay scale which gets added as an internal cost to hire.

    EXTERNAL SOURCES OF RECRUITMENT

    • Temporary/Contract workers–  contract workers by then a number are almost working the small number of regular employees.  For employers, contract workers are less expensive. Wages paid to these employees constitute only half of what is paid to regular employees with minimal demands for better wages and benefits and no need to implement mandatory welfare measurements. During times of sudden rise in demand or uncertainty, organizations rely on temporary workers instead of hiring regulars. Temporary or contract workers insulate permanent employees from downturns in a business cycle, thereby improving job stability. This is one of the most affordable external sources of recruitment with minimal costs related to it.
    • Campus recruitment – Placement programs in Colleges, Universities and Research Laboratories, sports fields, and institutes are a great opportunity for recruiters to hire budding talents with young perspective, particularly the institutes for top campus recruitment is going Global with companies like Hindustan Unilever, Citibank, HCL HP,  Facebook and Reliance looking for in global market campus recruitment is so much sought after by the recruiters that each College University Department or Institute will have to have a placement of a to handle recruitment functions. This type of external recruitment is often an expensive process, even if the recruiting process eventually produces job offers and acceptances. For conducting on-campus recruitment programs, there needs to be a contract between the university/institute and the company/organization.  There are cases where colleges charge a lot of money for the companies to arrange employment fares or get a seat in the placement cell for external recruiting purposes. This could be considered as the cost related to campus recruitment.
    • Advertisements – This is the most popular method of seeking recruits, as many recruiters prefer advertisements because of their wide reach. Want as described the job and the benefits, identify the employer and tell those who are interested and how to apply. A number of factors influence the response rate of an advertisement. Three important variables to be kept in mind are – identification of the company, labour market conditions, and the degree to which specific requirements are included in the advertisement. Moreover, we can say that an organization can customize the advertisement as per their requirement, which demands some investment. This is one of the major elements in the cost of recruiting not only because it is the most common method of the external source of recruitment irrespective of a paper print advertisement or advertisement on an e-recruitment website, but also it opens up a wider pool of potential candidates who would prove to be an asset of the company.
    • Job Boards: Job portals allow access to their database on payment of a Fixed Fee. Companies can also post their Job openings on Top Job Posting Sites in India.
    • Recruitment Companies: Unlike Job-boards that mostly ask for a prepaid fee, Recruitment Consultants usually work on a success fee model. This means that you only need to pay to Recruitment Firms once you have made a successful hire via them. Here’s a list of Top Recruitment Companies in India you can engage with for your next hire. Their Fee varies from 5%-25% of annual CTC of the selected candidate.

    The above were a few of the elements in the recruitment cost Inclusive of both internal sources of recruitment as well as a cost related to the external source of recruitment.  Now to find out the cost to hire or the cost per hire, the total recruitment cost is to be divided by the total number of actual hires, which roundabout gives an idea of the cost involved in hiring from a financial perspective.

  • Employee Background Verification Process in MNCs

    In recent times, we have witnessed the rapid rate of globalization and its effects on mankind. The advent of new technologies, such as the Internet and other networks has its pros and cons. The pros of the evolving technologies include speed, efficiency, better time management, access to an ocean of information, mobility, agility, automation, connectivity, remote sharing, better management of resources, and the list could go on.

    The drawbacks include higher levels of dependencies, data security concerns, and manipulation of information. Out of enlisted cons, one of the major downsides is that the new technologies have resulted in an increased rate of fraud in most sectors, and education is not an exception. Fraud and corruption in education may exist in various forms beyond contract-cheating. Its global manifestations include diploma mills and the counterfeiting of academic documents, bribery to ensure the licensing of educational institutions, the hiring of academic staff, the passing of examinations, admission into education programs, and the award of degrees.

    Moreover, the increase in population has resulted in increased needs, but the employment opportunities are still way less than required. This has paved the way for many miscreants to set up agencies that provide fake mark sheets, degree certificates, and experience certificates. The funniest part is that there also exist fake universities, advertisements in the name of these fake universities have been flooding the World Wide Web platform in recent times. 

    This has indeed resulted in added pressure to companies, i.e., checking the authenticity of the documents presented by the job seeker.

    So, there came the need for a background verification process. In general, it refers to any official process carried out by an organization to validate the documents submitted by the candidate’s post getting shortlisted in an interview. 

    Background verification process or Background Checker or Background screening is a major weapon of the MNCs for the risk mitigation and checking the authenticity of the candidates. Moreover, it acts as a major tool that gives an impression of the candidate to the HR.

    The important point is that the company can perform these background verification checks only after informing the candidate and getting their signature in the consent form.

    Background screening involves the verification of the following:

    Employee Background Verification Process in MNCs

    Employee Background Verification Process in MNCs

    1. Candidate’s criminal history: To check if the candidates have any record of criminal behavior or related tendencies. This check is usually done to ensure the safety of the customers and the work environment. Moreover, the process followed to check criminal history differs from state to state.

    2. Identity: The candidate’s name, place, and date of birth are referenced to verify the candidate’s credentials.

    3. References: These are to check how many people and exactly who in their previous workplace would confirm the candidates’ skills and work ethic.

    4. Work experience: Companies, organizations, and institutes the candidate claim to have worked with, and their credibility is cross-checked. Also, their reasons for leaving these organizations are reviewed. This check bears information about the candidates’ quality, work stability, and loyalty.

    5. Address verification 

    6. Personal finances and credit: To check the credit score and loan details.

    7. Sexual offender registry: This will reduce the risk of the company’s workplace sex offense.

    8. Drug Screening Test: This test is a prerequisite in specific industries like aviation and driving.

    The government also plays a vital role in this process. The tools used by the government to stop frauds are enlisted below:

    1. Aadhaar verification: It consists of an individuals’ biometrics and consists of every other necessary information about the residence, D.O.B, and bank accounts. 

    2. National Skills Registry (NSR): NSR is the largest database consisting of nearly 255 companies with 18,84,380 biometrics submitted. That helps companies counter-check employees’ information (if they are registered). 

    3. National Academics Depository (NAD): Government launched NAD to store your education records digitally. NAD can also issue reliable certificates to verified users.

    4. Permanent Account Number (PAN) card: It helps in keeping track of an individual’s transaction and tax liability.

    The social media used by nearly 376.1 million Indian users has its role to play. It serves as a gateway that showcases the activities, interests, and affiliations of the candidates. Hence it serves as the best platform for the recruiter to know about the candidate without the latter’s presence.

    Now, turning the focus onto how this screening is being carried out by the MNCs, one would witness the flurry of background organizations working solely on this process. 

    Recent studies have found that an MNC can carry out this screening process in the following ways:

    1. Uses the platform WELCOME TO NATIONAL SKILLs REGISTRY

    2. Reference from a connected network of people and organizations 

    3. Social media platforms 

    4. Hire third parties like HireRight, IDfy, SecUR credentials limited, etc.

    5. Public sector undertakings (PSUs)

    Moreover, one cannot deny the challenges faced by the organization in the process of background screening. One of the major problems faced is the time delay of the screening process, which affects both the employer and the candidate. Add to this, the other challenges would include the absence of updated records and the lack of open information.

    After going through the above-stated points on the background verification process, one would have realized the need to countercheck every step taken in life. This is so because even a tiny mistake committed today can have its adverse effects on the things that will happen in the future. The takeaway from this is that never resort to the mindset of, “Why should I care about this mistake now?” Instead, solve them at the very moment and try to avoid mistakes and the activities which might backfire. Moreover, be cautious while entering personnel information on any social media platforms. Also, do present genuine documentation while seeking for a job, as this would give the best impression.

  • 15+ Best HR Jokes – Human Resources Jokes

    There exists a misnomer amongst the employees that most of the human resource managers are heavy-hearted. In reality, as there exist two faces in a coin, so does the job of the HR manager. Looking at the roles played by an HR manager, one would realize the fact that HR is the face of the company.

    A good human resources employee develops and balances the dynamics of the company. They recruit, train, approve invoices, maintain payroll, benefits, and databases, mediate conflicts, and ensure background checks. Furthermore, they act as an essential component of upward communication in the organization.

    Most of the employees try to maintain a friendly relationship with the HRs of their respective organization, the main reason behind this is that the HR serves as a significant link which connects the management and the employees. Moreover, it is the role of HR to maintain a productive atmosphere and an excellent work-life balance. Sometimes, these needs are met with a short humorous piece of oral literature called a joke.

    Best HR Jokes

    Best HR Jokes

    In the recent past, social media is flooded with a flurry of memes related to some hilarious HR jokes. Listed below are some of the jokes:

    HR: Imagine that you are on the 6th floor, and it caught fire, how will you escape from that place?

    Interviewee: That’s so simple, I will stop my imagination.

     

    HR: Why should you be hired?

    Interviewee: I should be hired because this company needs someone who knows why he should hire People.

     

    HR: What if the earth rotates 30 times faster?

    Interviewee: Chill, we will get our salary every day.

     

    HR: What is your strength?

    Interviewee: Persistence

     

    HR: We will call you back to inform you about your recruitment

    Interviewee: I will wait here, till that.

     

    HR: Why did you leave your previous job?

    Interviewee: The company relocated and didn’t give me its new address.

     

    HR: What’s your strategy to avoid blunders at work?

    Interviewee: It’s simple. Never do work when at work!

     

    HR: The starting package is $500, but later it may go up to $1500.

    Interviewee: Ok, then I will come later.

     

    HR: Tell us about yourself.

    Interviewee: Yourself is a pronoun, used when the subject and object of the verb are you.

     

    HR: With no previous experience for this job, how do you expect for such a high salary package

    Interviewee: You know what, the job turns much harder when you don’t know what you’re doing!

     

    HR: What is the most difficult challenge that you faced in your last job?

    Interviewee: Staying awake after lunch.

     

    HR: What attracts you to our company?

    Interviewee: The receptionist!

     

    HR: Late Again!

    Employee: Yes, it makes the day seem shorter!

     

    HR: Keep your revised payroll confidential…!

    Employee: Don’t worry, I’m equally ashamed of it!

     

    HR: Don’t bring me problems. Bring me solutions.

    Employee: If I had solutions, I wouldn’t bring you anything.

     

    HR: Are you on drugs?

    Interviewee: You and I both know that the drugs are priced at a higher cost than what I am offered.

    Here let’s take a look at a story that has a masterpiece climax.

    On a fine spring morning, a highly successful Human Resources Manager was walking to her work, on her way, she was tragically hit by a bus and died. Her soul traveled to heaven, where she met St Peter himself. St Peter welcomed her to heaven with open arms. “We are privileged to have a successful HR like you in heaven, but I feel that you should be given a chance to choose between Heaven and Hell. Hence, what we’re going to do is let you spend a day in Hell and a day in Heaven, and then you can make your choice.”

    “In all honesty, I prefer to stay in Heaven”, said the woman.

    “Sorry, we do have rules…”

    And with that St Peter put the executive in an elevator and it went sliding down to hell. The doors opened, and she found herself stepping out onto the green grasses of a beautiful golf course. There was a country club situated a foot away from her and standing in front of her were all her friends – fellow executives that she had worked with and they were besuited in evening gowns and cheering up for her. They ran towards her and gave her a warming hug, and they talked about old times. They all played an excellent round of golf, and when the night was young, they went to the country club where she enjoyed an excellent steak and dinner. She met the Devil, who was a handsome guy. She was enjoying her wonderful time that before she knew it, it was time to leave. Everybody waved goodbye as she got on the elevator.

    The elevator went up to heaven, and she found St Peter waiting for her. “Now the time has come for your day in heaven,” he said. So she spent the next 24 hours lounging around on clouds and singing. She had a great time and before she knew it the day got over and St Peter came and got her. “So, now, you have completed your challenge. Now it’s your turn choose your eternity.” The woman paused for a second and then replied, “Well, I never thought I’d say this, I mean, Heaven has been great, but comparatively I had a better day in Hell.”

    So, St Peter showed her the way to the elevator, and again she went down back to Hell. When the doors of the elevator opened, to her dismay, she found herself standing in a desolate wasteland covered with garbage. Added to that she got to notice that her friends were dressed up in rags and were picking up the garbage and putting it in sacks. The Devil welcomed her back.

    “I cannot make head or tail of this situation,” said the woman, “Yesterday when I was here, and there was a golf course and well-structured country club, and we danced and had a great time. Now, there is nothing but a wasteland full of garbage, and all my friends look miserable.” The Devil smiled at her and told…

    “Yesterday was your 

    recruitment day, but today you’re an Employee.”

    To conclude, HRs are of immense importance to an organization’s success as they tend to find the right balance between work etiquette and the workplace atmosphere. In order, to be a successful HR one has to adapt to diversities, prefer inclusion over exclusion, and help employees figure out their purpose of work.

    I hope you enjoyed these jokes. Please mention in the comment section if you know any good hr jokes. I will love to add it to the list.

  • 10 Tips on How to Negotiate Salary with HR

    Motivations are many in life, some get motivated from positive appreciation, and some get motivated by negative humiliation. Different people with different mentality for different strategies, but the biggest motivator irrespective to positive or negative ionic is money. The only factor which humans practically associate with growth and makes the job market volatile and competitive. Gone are the days where job stability and sustainability matters a lot. A maximum couple of years is the tenure for an individual to sustain in any organization nowadays due to the fact other competitive firms always offer more than the current pay scale. 

    But just due to this factor, leaving a secure job may not be a good nut to crack because to make the job advertisement lucrative the showcased salary and offered salary may have the variation because the employer and HR sitting at the next side of the table is way more intelligent which creates an urge at the other side of the table to become smarter as well. Hence smarter the candidate greater would be the pay package. Thus for all the agile and vivid candidates and potentially the best job seekers below are listed some do’s and don’ts while negotiating salary with HR.

    Don’ts while Negotiating Salary with HR

    1. Don’t Skip Negotiating

    Probably the biggest mistake is merely accepting an offer received. Research shows that younger job seekers or freshers do that because they don’t know how to negotiate salary, lack confidence and dislike the act of negotiating, due to which at times they don’t understand the potential impact of their decision.

    Settling for a lower salary than worth can have major financial consequences, both immediately and down the road. In the short term, is to earn less, receive smaller raises because most raises are based on a percentage of current salary, and in the long-term, being underpaid gives stress. Accepting a low offer can also hamper earning potential later, as future employers might ask for salary history when determining how much money they should offer you.

    2. Don’t Accept a Job Offer Too Quickly

    Always ask for time to review an offer and respect the time limit agreed upon to make the final decision. If they asked for a revert within a particular frame, all negotiating should be done within that frame. However, even the best offers should be reviewed with a clear head and without the pressure of a future boss or HR director staring at you.

    3. Don’t Reveal How Much You Would Accept

    Information is the key to any negotiation, and a common mistake job seekers make is telling the HR what they’ll accept. It can be hard not to offer this information, especially if the HR asks for salary history. Still, if at the earlier stage this kind of information is furnished, it creates less room for negotiating a better offer later. Always try to remain as noncommittal as possible when asked about salary requirements early in the interview process. 

    4. Don’t Make a Salary Pitch Too Early in the Process

    Asking earlier in the process can be perceived as being too focused on money rather than on the job itself, and it may also force at an early stage to reveal what one would be willing to accept. Yet, many job seekers begin salary negotiations too early in the process. The ideal time for talking salary is once you get the job offer. It’s at that time when it can be asked for more specifics about salary, bonuses, commissions, insurance, and other perks.

    5. Don’t Ask for Too Much in a Counteroffer

    It’s not a good sign to renegotiate everything in a job offer. If that’s the case, either candidate or the employer or HR has misunderstood the situation, or one of them is trying to take advantage of the other. Trying to swing things the way isn’t likely to work in such a scenario.

    Also Read: Top 10 Highest Paying Jobs in India 2020

    Tips on How to Negotiate Salary with HR

    Tips on How to Negotiate Salary with HR

    1. Calculating Your Value

    One must know exactly how much value he/she can offer an employer before beginning the process of negotiating a salary. Candidates must be sure about their value as an employee and consider using the below factors to justify your desired salary:

    • Geographic location
    • Years of industry experience
    • Education level
    • Career level
    • Skills
    • Licenses and certifications

    2. Research the Market Average

    Having this data can support a more successful negotiation. Knowing the market average gives a good baseline for salary request and can even be used as a justification. This includes factors like salaries listed from a past job or relevant job postings. Here are some inquiries to consider as you start your research.

    • What is the national average salary for the position?
    • What is the average salary in your geographic location and cities nearby?
    • How much do similar companies in your area pay in this position?

    3. Prepare Agenda Points

    Developing negotiation notes is always helpful to answer the question such as: Why do you feel you deserve a higher salary than the one the HR is offering? Putting together a few talking points as listed below before interacting with HR could be helpful 

    Results achieved in previous roles such as goals achieved, the revenue generated with the use of actual numbers.

    • Years of industry experience, 
    • Skills or certifications, especially if it is in high demand within your industry.

    4. Rehearse Well

    Practising the talking points can help you gain confidence and identify areas of improvement. The best way to practise would be in front of a trusted friend or mirror.

    5. Be Confident

    Once you have done the homework and equipped well with the information, what matters most is one needs to be confident about what HR is asking for. Until and unless the projection is self-assured and assertive, the HR would always have the upper hand in the conversation and try to bring down the package that has been asked for.

    6. Ask for More

    One fundamental rule of salary negotiation is to give HR a slightly higher number than your goal. This way, if they negotiate down, you’ll still find yourself with a salary offered that is comfortable in accepting. If a neck to neck salary expectation is provided, HR will likely settle on the lower end, so be sure the number you give still ends with an amount you feel is fair.

    7. Share Incurring Expenses

    Share incurring expenses is always a good deal to ask for an increased salary which involves accumulating the cost of moving to a new city for the job, commute expenses such as train fare or fuel and wear and tear on your vehicle if the job location is very far. It’s not unusual for candidates to ask HR to adjust the salary to account for their expenses.

    8. Be Flexible

    Even if the employer or HR is unable to provide the salary amount you want, they may be able to offer other forms of compensation. For example, you will be ready to negotiate more stock options, extra vacation days or additional work-from-home days to combat a lengthy commute. Don’t be shy about asking for alternatives. In some cases, they may be more valuable than the actual package offered.

    9. Don’t be Afraid to Walk Away

    In some cases, an employer or HR may not be able to meet your minimum salary requirement or offer additional benefits that make it worthy. Or the HR may counter-offer with a salary that’s higher than their first offer but not as high as your request. In this case, you’ll need to decide if the job is worth the lesser amount. If it’s less stressful than your current position, it is closer to home or offers you more flexibility or more free time, but at a lower salary, it must be accepted in such cases with open arms. However, if not, you ought to consider walking away and seeking other opportunities elsewhere.

    10. Express Gratitude

    Once you reach the last offer phase of the hiring process, you’ve probably invested in a fruitful deal with your time and energy applying and interviewing for the position. The employer and HR have also invested time in the process so you must recognise this and thank them for considering you for the opportunity. Be sure to share any specific reasons why you’re excited about the role like the culture or the merchandise.

    I hope these tips will help you to negotiate salary during your job interview. Comment down below if you have any queries.

  • Recruitment Life Cycle – Different Stages of Recruitment

    The recruitment life cycle refers to the complete process of recruitment from start to end. Hence it is also known as a 360-degree recruitment process or end-to-end recruitment process. From scratch till the end, that is the final recruitment, the process of requirement employs several stages. This entire cycle is known as a recruitment life-cycle.

    Recruitment is an integral part of Human Resource Management. Recruitment is a hiring process where firstly the staffing and organizational needs of the company are identified. After that, a potential pool of candidates for the required staffing is attracted. The pool of candidates is generated by firstly identifying these candidates. These can be done by both internal and external sources. Next, the recruiter should attract these candidates to apply for the job. This can be done by extensive advertising in job sites, campus drives, reaching out to potential candidates from the company database, etc.

    Recruitment is such an important process because it serves as a pre-math for selection. Recruitment is a deciding factor on the correct candidates being chosen in the selection process. Hence, attracting a better pool of candidates in the recruitment process proves to be extremely beneficial.

    The process of recruitment largely varies due to the size of the organization. A small or medium-sized firm may have only one person as a recruiter or a hiring manager. However, a larger company is most likely to have a whole dedicated team of recruiters to carry on the process effectively. A well-framed recruitment process helps both the company and the applicants. The company gets to generate a potential pool of candidates, whereas the candidates get potential employment opportunities.

    However, in every organizational setting and every differential organizational need, the recruitment life-cycle large remains the same. There are namely 6 major steps in the recruitment life cycle:

    1. Preparing
    2. Sourcing
    3. Screening
    4. Selecting
    5. Hiring
    6. Onboarding

    Recruitment Life Cycle Stages

    Recruitment Life Cycle - Different Stages of Recruitment

    Image Source

    1. Preparing

    Preparation is an essential component for the success of any process. The recruitment process also has a comprehensive preparation process which serves as a foundation for the proper functioning of the later stages in the life-cycle. 

    The first step to preparation is creating a candidate persona. This means that the recruiter has to define the traits or skills or experience that a candidate has to have to be eligible for the recruitment process. Drafting an appropriate candidate persona increases the possibility of an appropriate hire.

    The second step to preparation is drafting a job description. The job description is responsible for attracting potential candidates in the recruitment process. Hence, an unattractive job description will be a thumbs-down to the process. However, an employer cannot publish wrong or misleading information. The job description has to be accurate and state the responsibilities that it entails. It should most importantly include the salary, perks, and other benefits provided by the company.

    2. Sourcing

    The second stage is establishing the sourcing for the candidates. This means creating awareness about the job in various sources and hence generating potential candidates from those sources. Professional recruiters choose to do the recruitment on multiple sources to achieve maximum results. The different sources of recruitment are listed below:

    Internal Source: Internal sources of recruitment can be not only effective but also economical. It is cost-effective for the company, and an ad also economizes on a lot of time. Internal sources of recruitment mainly include promotions and transfers of employees intra-organization. In addition to that, intra-organization employee referrals also largely contribute to the internal sources of recruitment. Utilizing the company’s database to recruit former employees and candidates can also be a good choice.

    External Source: A company can recruit through external sources via employment agencies. This is the common and surest source of recruiting eligible pool of candidates. The company can also conduct campus drives in various schools, colleges, and universities, thereby facilitating recruitment. Apart from that, the recruitment procedure can be advertised in multiple media sources to have a greater reach and therefore attract a greater pool. Utilizing various labor unions in the recruitment process is also something that the company can do.

    E-sources: The e-sources of recruitment are gaining quick popularity in today’s times. Recruitment ads can be posted on agency websites. Also, online job boards can be used for the recruitment process. However, the chance of attracting a large number of unqualified candidates works as the biggest disadvantage in this case. Its easy availability and much higher reach still make it a popular option. 

    3. Screening

    The third step is screening all the applications that have been generated from all the sources. Sourcing attracts a large number of candidates, and not all of them have the required skills and traits needed for the vacant job. Hence screening is important to list out the ineligible candidates based on their resumes, portfolios, etc., and take the eligible candidates to the next round of screening which is generally a telephonic interview process. Candidates who pass the telephonic interview round are chosen for the face-to-face interview.

    4. Selection

    This is the most critical stage of recruitment life-cycle. This is because, in this stage, the final selection of the candidates is made for the said job. The resumes and cover letters, in most cases, seem a lot more eligible than the candidate himself/herself. Hence face to face interviews or tests should be well-drafted to test the candidate on all aspects and then make an informed and educated decision.

    Even though in most cases, the stage of selection is defined by an interview process, in some instances, different forms of test can also be employed. These can be personality assessments and written ability tests, to name a few. These can also go hand-in-hand with the interview process to finally select the candidate or candidates for the job.

    Interviews can also be of various types depending upon the discretion of the employer/recruiter. These can be unstructured interviews where different candidates are asked different questions and judged. These can also be structured interviews where a standardized set of questions is asked to every candidate, and then they are judged. Interviews can also be behavioral interviews or stress interviews to test how a candidate reacts or behaves under stress.

    Under any circumstance, before the final selection is made, a background or reference check must be done on the candidate.

    5. Hiring

    After the selection is made, it is time to hire the candidate, that notifies him/her about his/her selection. The hiring stage of the recruitment life-cycle generally consists of two parts.

    The first part is notifying the candidate about the job that is making the final job offer. An offer letter must be sent to the candidate. An offer letter must be accurate and consist of all the necessary information regarding the job. It should contain the working hours, the benefits, the compensation as well as the starting date of the job. If the job is contractual, the details of the contract must be mentioned. 

    The second part of the hiring process is negotiation. After a candidate receives an offer letter, he/she has to accept it. However, not all selected candidates will select the offer letter right away. They might want to negotiate with the HR on various terms. The most common terms of negotiation are the working hours and salary. Negotiation is important so that a mutually acceptable employment contract can be reached between the candidate and the employer.

    6. Onboarding

    The recruitment process does not end with hiring the candidate. Onboarding is an important part of the recruitment life-cycle because it plays a great role to determine if the candidate can fit in the company culture and hence work productively. A proper onboarding procedure includes steps like introduction, orientation, and training of the employee. Henceforth the recruitment life-cycle ends, and the employment starts.

    From layman’s eyes, recruitment might seem like a very simple process of just hiring candidates. But in reality, it is complex and comprehensive and is very much responsible for the productivity and success of the company. Hence trained professionals carry out the process with a minute focus on each stage so that the most eligible candidates are finally onboarded for the job.

  • How to Make Interview Evaluation Form with Sample Templates

    Interviews are one of the most challenging tasks that many people face in their lives. That stressful time, with the interview panel sitting in front, sweaty palms, nervous thoughts, and the added pressure of delivering an excellent performance. An experience that everyone must go through to make it to their dream companies. An interview is just the place for you to showcase your skills and talents and project yourself as the ideal candidate for the company. The better you pitch, the more likely it is for you to get your dream. So, leave the nervousness aside and bring out her A-game!

    Though the candidates have their struggles, on the flip side, so does the interviewer. Any recruitment process is a cumbersome process with various rounds attached to it. The steps involved in the process may vary from company to company, but roughly they are:

    • A screening process where candidates are generally shortlisted based on their resume.
    • A selection task can include a group discussion procedure, some submission, depending upon the profile offered.
    • A telephonic interview, which is just a mini-interview conducted, for the selection of candidates for the final round.
    • The final interview, which is the final step, where the conversation that you have in the interview hall, decides your fate!

    The entire recruitment process is tiring for the interviewer as well. The responsibility of selecting the perfect candidate for the job that serves as the right fit for the company, the person that can add value to the company in the long run, the requirements are enormous. So, there are specific tips for the interviews for the interviewers on how to gauge a candidate. Some of these are:

    • Do a background check of the candidate before taking the interview.
    • Read the resume before diving into the question-answer mode.
    • List down the questions that you want to ask the candidate.
    • Make a structured plan for the interview process.
    • Ask situation-based, out-of-the-box questions, and gauge the answers accordingly.
    • Give the candidate the chance to speak more.
    • Along with verbal communication, observe clues from non-verbal communication as well.

    Interview Evaluation Form – What Is It And Why Is It Used?

    An interview evaluation form will aid immensely in carrying out a fruitful interview. An interview evaluation form is a document where the interviewer can evaluate the candidate’s performance in various areas and even comparing it with other candidate’s performance. So, this document comes handy when hiring someone for the job. An interview evaluation form is useful for the following reasons:

    • This form also helps in interviewing in a structured manner as it allows the interviewer to have an organized interview framework ready before-hand. 
    • As all the candidates are interviewed according to a pre-defined format, it also promotes fairness in the evaluation pattern. 
    • It also offers more precise and more in-depth insights regarding the candidate. 
    • Having data on the candidate, it also helps in the future training of the candidate.
    • Evaluation biases are reduced because every candidate goes through the same evaluation process. So, having an exact interview evaluation form makes the interview process a little smoother. 

    How to Make Interview Evaluation Form?

    An interview evaluation form is one of the essential HR tools used during the recruitment process. Different job profiles would evoke various evaluation forms depending upon the type of characteristics required by the company. But any evaluation form will roughly contain the following fields:

    Basic Candidate Details: Some basic but mandatory details that include: 

    • Name of the candidate 
    • Position applied for
    • Name of the interviewer 
    • The date of the interview was conducted.
    • Contact details (may or may not be included) to have a clear record of the candidates interviewed.

    Past relevant details: This includes the education details of the candidate, which can be relevant to the job profile applied for. It may consist of college degrees and any certification if done that enhances the chances of obtaining the job. This tab also includes the previous job experiences that may aid in the current job profile.

    Candidate Evaluation Criteria: Now, this is the section that will be included in the form, but the parameters may vary depending upon the company, it’s requirements, the job profile, and many more. The main section of the form is used for evaluating the candidate’s performance based on interview performance, overall experience, and knowledge. 

    This part generally has a pre-defined grading system, where the candidates are given grades in various fields. The most commonly used grading pattern is a range of 1-5, where 1 generally indicates the “non-possession of the skill” and 5 indicates “extremely proficient in the skill.” Some of the evaluation criteria can include: 

    • General personality skills like working in teams, the ability to adapt to various situations, verbal ability skills.
    • It is differentiating skills that answer the classic question of “what makes you different?”. Skills like leadership, time management, creative thinker, and many more. The skills that can put you one step ahead of your peers in the interview round.
    • Skills that the job profile demands, like for a marketing job profile, communication skills, customer management skills, technical skills, etc., are mandatory. So different job profiles command different kinds of skills.
    • Whether the employee is a fit to the organisation’s culture, the most important criteria as an organization fit are something that matters the most. 

    Overall review and comments:  After evaluating the candidate on various skills, the decision of the interviewer is supreme. Here the interviewer writes about the impression formed of the candidate. Comments relating to whether the company should hire the candidate, reject or put the candidate on hold, comprise this section. 

    Sample Interview Evaluation Forms

    These are some of the basic criteria each evaluation form should have. Some of the sample interview evaluation forms are provided below:

    Sample 1:

    Basic details:

    Name of the candidate: Mr ABC
    Profile applied for: ABCDE
    Date of the interview: DD/MM/YYYY
    Interviewer name: Mr XYZ

    Evaluation criteria (Tick as per requirements):

    Criteria Excellent Strong Average Weak
    Relevant education background *
    Relevant work experience *
    Communication skills *
    Leadership skills *
    Job-specific skills *
    Match to company’s values *

    Review and comments:

    (Give the comments according to the interview process and evaluating criteria).

    Sample 2:

    Basic details:

    Name of the candidate: Mr ABC
    Profile applied for: ABCDE
    Date of the interview: DD/MM/YYYY
    Interviewer name: Mr XYZ

    Evaluation criteria (Scoring as per interview):

    Here a rating scale of 1-5 is used for the evaluation of criteria.

    Where, 1= Poor, 2=Below Average, 3=Average, 4=Good, 5=Excellent.

    Skills Rating Comments
    Is the candidate’s educational qualification suitable for the job? 12345 ……..
    Can the candidate highlight their strengths? 12345 ……..
    Prior work experience 12345 ……..
    Situational questions 12345 ……..
    Aspirations of the candidate 12345 ……..
    The motivation for the job? 12345 ……..
    Prioritization 12345 ……..
    Interest in the company 12345 ……..

    Sample 3:

    Basic details:

    Name of the candidate: Mr ABC
    Profile applied for: ABCDE
    Date of the interview: DD/MM/YYYY
    Interviewer name: Mr XYZ

    Evaluation criteria (Scoring as per interview):

    Here a rating scale of 1-5 is used for the evaluation of criteria.

    Where, 1= Poor, 2=Below Average, 3=Average, 4=Good, 5=Excellent.

    Educational background: Does the candidate have the relevant educational knowledge required for this post?

    Rating:

    Comments:

    Prior Work experience: Is the prior work experience of the candidate suitable for the current position?

    Rating:

    Comments:

    Technical Qualifications: Does the candidate have the necessary technical skills required for the job?

    Rating:

    Comments:

    Leadership ability: Does the candidate have the necessary leadership skills required for the job?

    Rating:

    Comments:

    Communication skills: Does the candidate have good communication skills?

    Rating:

    Comments:

    Candidate enthusiasm level: Interest level of the candidate for the job?

    Rating:

    Comments:

    Overall comments and feedback:

    ……………………………………………………………………………………………….

    These are some of the samples of the interview evaluation form. An interview evaluation form is a great tool to conduct the interview process seamlessly. Making the process less tiresome and easy. Interviews were and always will be an indispensable part of the entire hiring process, but tools like these help to lessen the burden. Make your customized evaluation process and ace this process!

    Are you looking to hiring the best talents for your company? Register here on our platform to find.

  • How to Prepare for Placements?

    One of the many things that keep confronting us is how are our placements going to be like. Ever since we complete school and start a search for good colleges, we pay special attention to how the placements are going to be like, what are the companies that hire and how are packages that they offer. We prepare for entrances to get into good colleges to learn and land a pleasant offer to financially secure ourselves, our dreams to get the best placement that is being offered is generally experienced by all of us.

    Placements, no matter how many times we have heard it and no matter how many times we take advises seeming intimidating to students, especially if you are an introvert and have not mastered the art of articulation which means- most of us. We have curated a list of things that you need to check before appearing for interviews and cracking those placements.

    8 Tips to Prepare for Placements

    1. Read and Research About The Company

    The most important thing that you need to ensure that you have done enough research on the companies that you will be applying to. This research includes the ownership of the company, their motto, the kind of practice they indulge it, their origin story, their expansion and what values they propagate. Too thorough, oneself with the company’s policies and values can help you in aligning your experiences and aspirations with the same while explaining your job application or any other question. 

    2. Research and Read About The Job 

    The companies come up with different job profiles and roles while looking for recruits in colleges or any other similar institutions. When the process of placement starts, usually the students experience havoc and get confused between companies and the multiple roles they are hiring for. Therefore, it is very important to familiarize yourself with all the roles and prevent confusion in the incoming interview. Once you introduce yourself with the roles, you will also be able to cut down on what is suitable and preferable to you.

    3. Prepare Your Resume Properly

    Even before you open your mouth to tell your name, the panelists have formed an opinion on you based on the Resume that you have presented on their table. This single piece of paper speaks volumes for you. Your qualifications, achievements and experiences have all mentioned the paper which makes them form a primary opinion on you. The way you have chosen to present the details, starting from resume profile to the ending where you mention hobbies also plays a crucial role in what kind of opinion they are forming, therefore, it is essential to put relevant information professionally.

    4. Scale-up Your Aptitude and Logical Reasoning

    There are many ways to judge your aptitude and logical reasoning and interviews are one of them. People, most of the time, remain under the impression that logical reasoning and aptitude are only judged in examinations which is a false claim. During the whole process of the interview, the panelists are looking at your logical reasoning, aptitude and problem-solving ability. They might put complex problems in a simple way or through a different type of question; you have to play smart and showcase that you honestly possess logical reasoning and problem-solving ability. It can be a deal-breaker and help you land your dream job.

    5. Perfect Your Communication Skill

    Communication is the key that fits every lock, not just the placement interview. It is going to come handy in every space you try to enter be it any new college, job or city. You are going to impress others with what you say and believe if you possess impeccable communication skill. If you lack communication skill, even the best of your answers are not going to help you in cracking the placement. Therefore, it is very much crucial to hone your communication skill.

    Also Read: Top 10 Highest Paying Jobs in India

    Also Read: 7 Most Common Job Interview Questions and Answers

    6. Revise What You Have Learnt

    Although interviews and group discussions held in placements are hardly about your academic qualifications, the panelists might throw a few textbook questions here and there to test your knowledge and presence of mind. Therefore, it becomes essential to brush up the knowledge that you have gathered in your college years. If you cannot go through all the textbooks, at least try to be as thorough as possible with the basics of your course and the academic knowledge required for the job. 

    7. Appear Confident and Approachable

    The most crucial aspect of your personality is judged not by your academic qualifications and experiences, but how to are presenting yourself in the interview. Face to face interaction with the employee is very much preferred by the panelists to see how confident they sound and how do they approach challenging situations. They might through complex questions and situations in front of you to check your adaptability. It is impossible to know everything about a subject, and the panelists are also very much aware of this fact, therefore, if you don’t know something, don’t hesitate to speak so.

    Speak politely and clearly that you don’t have any idea, it is better than fumbling giving wrong answers which depicts nothing but negligence on your part. On the other hand, if you declare that you don’t possess the knowledge and refrain from speaking ahead, the panelists will know that you know the consequences and follow up by saying that you will ask for help, to your mentor, your senior or any other person who might hold the expertise, even your junior. Indeed, this will provide you with brownie points.

    8. Be Ready for Twists and Turns But Stay Calm

    Panelists might through complex questions in a twisted way, don’t forget to take your time, contemplate and then give your answer. Don’t doubt yourself if you are very well aware of the concept and don’t go with false fumbling and mumbling if you are not. Cracking the placement interview is all about the right mixture of confidence, humility and openness to learning.

    I hope these tips will help you to prepare for your placement effectively. If you have any queries, then feel free to mention the comment section below.

    All the best.

  • 40 Best Resume Headlines for Freshers – Resume Title Samples

    The resume is one of the most important documents for any working individual. A well-crafted resume is a crucial possession that helps setting foot in the corporate world. For a fresher, building a perfect resume is the first step for getting a job. Your entire life’s achievements are crammed up in a one-page document, but organizing it requires skill. As an impactful resume will create a good first impression and will help you in getting one step closer to your dream job. So, all the elements of your resume should be on point and especially the resume headline.

    A resume headline, also called the resume title, is a summary that shows the highlight of your characteristics and your career profile. The first thing located at the top of your resume must be an impressive one, as it is the first thing that the employer reads, so it should be catchy enough to hold your employer’s attention so that they can proceed further. For people with work-experience, a resume headline must comprise of their experience -but for a fresher who has no job experience, it can include some of their characteristics to align them with the kind of job applied.

    Also Read: How to Write a Declaration for Resume? – With Samples

    Tips to Write an Eye-catchy Resume Headline

    • Use a personalized tone while writing the headline, depending upon the kind of job profile you are applying for.
    • Use phrases instead of complete sentences. Keep it short and impactful.
    • Do not use heavy jargon as it may make your headline too cliched.
    • Use some very powerful keywords while describing your traits to make it more attention-grabby for the recruiter.
    • Include data-driven information for more impact.

    Proofread the document before submitting: A resume headline must be brief and crisp, thereby pitching yourself as the ideal candidate for the job role. Highlighting your educational achievements, personality traits, specializations, to make an impactful resume title is a must. Resume headlines also vary with the kind of job profile you are applying for so, let’s take a look into some of those.

    Best Resume Headlines for Freshers

    Best Resume Headlines for Freshers

    Software Developer

    “B.Tech in computer science. Have great coding skills in Java, C++, and PHP. A passionate professional with great interpersonal and communication skills.”

    “Extensive domain knowledge as a systems architect and a software developer- analysis, development, and management of complex software solutions.”

    Mechanical Engineer

    “Strong technical knowledge with quantitative aptitude. A team-worker with good communication skills.”

    “Proficiency in drafting and reviewing estimates and RFPs. Proficient in using the CAD software and ANSYS mechanical software.”

    “Skilled in COSMOS with a huge passion for machines and machine learning.”

    Electrical Engineer

    “Proficient in MIS with great reporting and organizational skills. High Proficiency in drawing project reports too.”

    “B.Tech in electrical engineering, with expertise in mixed-signal circuit design.”

    “Expertise in electrical specifications for new system design and also well acquainted with MATLAB, Autodesk, AutoCAD, and many more.”  

    Business Analyst

    “Great primary and research skills accompanied by an analytical bent of mind. Excellent organizing skills with an eye for detail.”

    “Research professional with an analytical bent of mind with great research skills.”

    “In-depth knowledge of the retail and e-commerce industry and major customer segments, with great negotiation and problem-solving skills.”

    Chartered Accountant

    “Strong capability in handling all related accounting operations along with cash flow management.” 

    “Extensive knowledge about GAAP, Financial Reporting, Taxation, Auditing, and industry trends.”

    “Skillful in dealing with huge numbers across various accounts simultaneously.”

    HR Manager

    “Graduate with a human resource degree. A people-oriented person with great communication skills and understanding.”

    “Well equipped with HR databases, Recruitment procedure, employee engagement, and great negotiation skills.”

    “Good understanding of Statutory compliance and ability to handle employee grievances.”

    Teaching Professional

    “Excellent subject knowledge, with great communication skills and the ability to motivate individuals.”

    “Innovative teaching methods with the ability to handle a big batch of kids at a time.”

    “B.Ed degree looking for a school to put my academic knowledge and teaching methods to use.” 

    “Encourage creative and higher-order thinking, thereby helping to increase student’s performance.”

    Content Writer

    “Flair for creating creative content out of regular, mundane information.”

    “Excellent grammar and English writing skills. Ability to present innovative ideas engagingly.”

    “An English literature graduate, result-focused, analytical, and highly creative content, capable of writing content in various genres.”

    Financial Analyst

    “Masters in finance, highly capable of budgeting, financial forecasting, and financial modelling tools.”

    “Excellent at consolidating and analysing financial data and creating dashboards.”

    “A result-oriented financial analyst seeking to work in a challenging atmosphere to utilize my business development management skills.”

    Sales Executive

    “Adept at lead generation and maintaining good customer relationship management.”

    “Proficient in using multiple communication channels for better customer service and resolving customer queries.”

    “Fresh MBA graduate with internship experience in the marketing domain. Multilingual skills, with great consumer interaction skills.”

    Graphic Designer

    “Great at developing unique designs as per the latest trends. Proficient at Illustrator and Dreamweaver.”

    “Skillful in designing various logos, web designs, banners, and many more as per the client requirements.”

    “Expert in photoshop, Corel draw, and PageMaker with great innovative design ideas that can help make your brand unique.”

    Interior Designer

    “Degree in interior designing with proficiency in AutoCAD, 3D, Photoshop, and many more.”

    “Expertise in creating aesthetic spaces for bedrooms, offices, restaurants according to client demands.”

    “Ability to create great designs for commercial and residential requirements. Great presentation and communication skills.”

    Travel Agent

    “Skilled at planning tours for both individuals and groups. Strong budgeting and planning skills.”

    “Internship experience with a leading travel company, sound knowledge about visa compliances.”

    Conclusion

    Creating a crisp, strong, and impactful headline is the only way to get the attention of the employer. Make sure you will be able to justify whatever you write in the headline as it makes the maximum impact and is likely to stay in the minds of the recruiter for a longer time. Be honest, express yourself impressively, and prepare for any questions related to the headline. The headline may aid, but at last, your personality, the ability to think on your feet, and the out-of-the-box thinking will help in securing your dream job. So, be passionate and keep dreaming!

  • Best Answers for “How Do You Handle Stress and Pressure” Interview Question

    Workplace Stress and pressure are inevitable. Every employee at some point of time gets stressed due to work pressure. And honestly, there is nothing wrong with that. What matters is that how an employee handles it. Effective handling of stress means high emotional intelligence and maturity on the employee’s part. However, ineffective handling of stress and pressure leads to lowered productivity of the employee and hence affects the organisation.

    Almost every interviewee is faced with the question “how do you handle stress and pressure”. To look impressive, the interviewee sometimes answers with phrases like:

    • “I don’t get stressed.”
    • “I am calm all the time.”
    • “Stress and pressure do not bother me.”

    This is not what the interviewer is looking for and happens to be one of the biggest and most common mistakes that the candidates make while answering this question. Answers like these make the interviewer suspicious and make him/her feel that the candidate is blurting out rehearsed answers.

    The sole reason why the interviewer asks this question is to know about the capability of the candidate. The interviewer also wants to know the past experiences of the candidate where he was exposed to stressful situations and how he dealt with them. The best way to answer this question in interviews is to firstly acknowledge that the candidate does face enough pressure and gets stressed under gruelling situations. Secondly, the candidate must state past experiences where he/she got stressed, and the steps are taken to overcome it. 

    Tips to Answer

    A proper answer to “how do you handle stress and pressure” should be well-articulated. In addition to that, it also has to be authentic and genuine. Employers do not wish to hire someone who crumbles under workplace pressure. If a candidate, under a gruelling situation has a nervous breakdown, nobody in the organisation wants to be responsible for it.

    Also, an employee unable to handle stress is most likely to evade responsibilities and pass them on to someone else. Unable to handle stressful and pressurising situations also means a lack of problem-solving skills and unsteady decision-making procedure. No employer wants these traits in someone who is being hired. Hence answering this question correctly is a very crucial part of an interview. The following listed are several tips that should be considered while answering:

    1. Provide an Example

    Talking in generic terms always evokes a lesser impact than talking specifically. Hence the candidate should give a real experience where he/she faced with a stressful or gruelling situation. The example should be concise but clear. It should summarise the situation and how it caused stressed to the candidate and what degree.

    2. Explain How You Overcame It

    The candidate should tell the interviewer how he had overcome the said stressful situation mentioned in the interview. The candidate has to make sure that he/she does not give this impression to the interviewer that his/her stress-coping mechanisms are unhealthy. For example, if the candidate answers that he had handled the stress by crying profusely for two hours or completely avoiding the situation, it would not make a good impression.

    The candidate has to answer how he used the stress the work better. He/she can say that he/she had used the stress as a motivator to increase the pace and productivity of his/her work. It can also be said that he/she took a very little time off work to neutralise his stress and got back to work with a fresh mind. Saying that the candidate meditated for a while or tried balancing the work can also be a perfect option.

    3. Stress as a Motivator

    Telling the interviewer how the candidate uses stress as a motivator is by far one of the best ways to answer this question. The candidate should articulate the reason for stress and how he/she used it as a positive gateway to amplify his work performance. The candidate should mention examples like the stress of tough deadlines motivating him/her to work better and faster.

    4. Skills Learned Due to Stress

    Employers generally look for employees who not only handle stress effectively but also use that to learn something that might benefit them in the future and evade the possibility of further stress. Skills learned due to stress are soft skills that employers look for in potential employees. These skills can be organising work, time-management, prioritising, etc.

    5. Results

    The answer should engage a result or ultimate goal that the candidate was able to achieve due to the effective handling of the stress. For example, he/she can state how the artwork was completed before the client needed or the reports were submitted to the supervisor before time.

    Sample Answers

    Every candidate is most likely to have a different experience, different stories and other answers to give in the interviews. However below listed are the best sample answers that can be said as a response to the question “how do you handle stress and pressure” in an interview.

    Answer 1: According to me, stress is a positive motivator. It teaches us a lot of skills that we cannot otherwise learn in normal situations. I try to learn something from every stressful situation. One time, I had to submit three reports in one week, and it was very stressful. However, I submitted all of them on time. This is because I balanced my workload and learnt how to effectively prioritise my workload to make the best of the current situation.

    Answer 2: Stress often improves the quality of my work as it acts as a motivator for me. Since I am a content writer, I can vouch for this. I generally have to work under strict deadlines to meet with the client’s demands. However, I have noticed I deliver the best content, especially when I am working under stress.

    Answer 3: As a comic artist workplace is mainly lined by stress to meet the demands and make submissions on time. Whenever I am stressed, I use that as a motivator so that I can finish my job at the earliest. Hence under stress, I have produced some of my best comics.

    Answer 4: I handle stress by reminding myself of the goal or the result that I am working towards. That gives me the drive or the motivation to push through the stress and reach my goal. Once in my earlier organisation, I had to get a massive target of sales within a week. Hence I reminded myself of the ultimate target and kept working until I reached it.

    Answer 5: Being in customer service can be a stressful job. Hence under stress, I make it a point to focus my reaction on the situations and not on the stress that I am feeling. For example, if I am handling a rude customer, I try to focus on the situation, which motivates me to effectively apply my communication skills to resolve the situation.

    Answer 6: Being in management has taught me that a stressed team causes a great deal of stress. So in those situations, I try to communicate well with my team members to get a clear idea of what is stressing them. On doing that, we can improve the group dynamics by sharing our duties and hence reducing the pressure. This collectively reduces the entire stress of the group, and thus I cope with my stress too.

    Answer 7: I handle stress by being too calculative. In my last organisation, I was assigned a task in the last minute due to a contingency, and I had to handle it on my own. The time was very less, and it was an important assignment. I chalked out the requirements of the assignment, listed what I had to do, calculated my available time, divided it into various tasks, and that led to the completion of the assignment on time.

    Answer 8: In this extremely competitive workplace scenario, stress is inevitable. To deal with it, I make sure I exercise and meditate regularly. IT keeps my mind active. Meditation keeps me focussed and thus helps me work through any stressful situation.

    Stress can never be evaded. Good and bad stress is a part of every workplace. Employers want to hire someone who experiences both but finds a way out of it to deliver his job nonetheless. These answers shall give the interviewer the idea that they are talking to the right candidate, and no amount of stress would be daunting enough to cripple his/her spirits.