Author Archives: Aashritha Ramesh

Boolean Search in Recruitment

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Today’s careers and jobs are highly competitive, and the job roles demand an extremely specific skill set from the candidates. To select the correct candidates for the correct job, especially candidates with a great quality of work and high caliber, is a feat in and of itself. Studies show that recruiters spend an average of 13 hours looking for candidates for one single job role. How can this task be simplified? By using the Boolean Search Algorithm!

What is the Boolean Search Algorithm?

Boolean search, in simple terms, provides a filter of sorts that narrows down the search results according to your specifications using tools called the ‘operators’ which will be discussed further in this article. This query methodology was invented by George Boole who was an English mathematician and has greatly influenced the evolution and optimization of search engines such as Google.

Boolean Search allows a recruiter to effectively identify candidates best fit for a certain job role. It functions as an advanced search wherein you can include or exclude specific words and tags using the boolean operators to select candidates fit for a unique work position. Using the operators creates a ‘complex search string’ through which the recruiter/ employer can pick the ideal candidate over a range of relevant ones. This streamlines and optimizes the recruitment process.

Basic Boolean Search Operators that every Recruiter should know about

To create the aforementioned complex search strings, 6 basic operators come in extremely handy. They can be used multiple times in a search query and have to be written in the upper case. This separates the operator from other keywords in your query string. 

Operator 1: AND

AND is an operator that is used when you want to include multiple criteria all of which need to be fulfilled by the candidate for whom you are looking. For example, if as a recruiter you are looking to recruit a graphic designer, you could use the AND operator to search for ‘graphic AND designer’ which would imply that your vacant job role is for someone who is proficient in graphic editing and is a trained designer. 

Operator 2: OR

OR operator is also used when you want to include multiple criteria in your search query but you only need one of the criteria to be satisfied in your ideal candidate. For example, if you wish to recruit somebody for handling equipment in your clinic you would either look for a clinical technician or a biomedical engineer using the OR operator- ‘clinical technician OR biomedical engineer’. This will show you a list of candidates who are only clinical technicians, or only biomedical engineers, or are qualified for both posts. 

Operator 3: NOT

The NOT operator is used to exclude results that include unwanted criteria that you look for in a candidate. This operator helps you filter your results to a great extent, and is perhaps has the most common and frequent applications from among all the boolean operators. One of the best examples to illustrate the use of the NOT operator is to filter new candidates looking for open positions in organizations from existing job seekers wishing to change their current job roles by applying to these vacant positions. Here’s how the not operator is used in such cases- a (-) sign  is used before the keyword without any space when searching on Google or LinkedIn; 

NOT jobs= -job

NOT HIRING= -hiring 

Operator 4: Brackets/Paranthesis

Much like mathematics, the bracket/ parentheses operator is used to provide an order of importance to your keywords in your search string. They help in grouping and prioritizing the criteria using which you are looking to recruit candidates into your organization. This operator mainly comes into play when you use other operators in your search query. 

For example, if you search for something like- ‘computer AND engineer OR developer NOT hiring’ this sends your search engine into a tizzy of confusion as it does not have clear instructions as to what results should be signified before others. This could lead to unsatisfactory scouting of recruits. 

So if you add a bracket around one of the operator queries, like ‘computer AND (engineer OR developer) -hiring’ the search engine algorithm will look for candidates who are either engineers or developers, both of whom are proficient in computer sciences. 

Operator 5: Quotes/ Quotations

The quotes or the quotations operator is only used when you want an exact phrase or word or criteria included in your search results verbatim. This operator is very prevalent among other general searches, like looking for a specific interview on the internet but you only remember a snippet of it or a song to which you only remember one or two lines of the lyric.

In recruitment specifically, this operator is used to scout candidates for a niche job role. However, recruiters are advised to use this operator for scouting only when they know exactly what to search for, or else it is an open invitation to unwanted search entries which will take more time to filter down. For example, if you are looking only for a software engineer, not a developer, this is how your search string would look: ‘“software engineer”-developer’. This would show you candidates who are only specifically software engineers without any developing background. 

Operator 6: Asterisk

The asterisk operator is used to look for the different variations of a root word. For example, ‘develop*’ would show you search results including developer, development, developed developing, etc. 

In the field of recruitment, if you are looking for somebody to occupy a managerial position, enter ‘manag*’ into the search engine for which the results will show candidates who have listed words like manager, manage, managed, management and managing. The tricky part with this operator is to know the root word. If you enter ‘manage*’ in your search engine, results including managing will not be shown.

Advantages of the Boolean Search algorithm

  1. It speeds up the recruitment process to a great extent as the recruiters don’t have to sort through applications manually.
  2. The algorithm is cost-effective. It is virtually free and can be accessed or applied from anywhere on the planet.
  3. This algorithm gives the recruiters a great amount of control over the applications and can customize their search to fulfill the job role in the vacancy. 
  4. Through the Boolean search algorithm, recruiters don’t need to wait for viable candidates to come and apply for the job. Here the employers themselves can reach out to the ideal candidates for the work position in mind. 
  5. It helps the recruitment team narrow down and streamline the applications of ideal candidates without having to go through tedious paperwork and interviews. 

The Boolean search algorithm is a technological revolution. It has numerous applications, one of them being a tremendous aiding tool in the recruitment industry. It saves time and improves the quality of the candidates that you wish to induct into your organization. 

Top Soft Skills that Employers Value with Examples

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Today’s world is extremely competitive and cut-throat. Each individual that applies for a particular post or a job has many technical qualifications that would make them just right for the position. And yet the process of getting green-lit for the post is highly selective and particular. What does the employer see beyond technical skills that can increase your chances of getting a job? What can set your resume apart from the many others that apply for the same post? Soft skills. 

What are Soft Skills?

Soft skills are based on your personality, attitude, and behavior when it comes to a professional setting. These are traits that can’t be taught but have to be developed by oneself in the face of different situations. These skills adapt and evolve and help you integrate yourself into the fabric of your workplace. They stand as a mark of your professionalism and your ability to handle any situation maturely. 

Why are soft skills important?

Soft skills are an extremely important part of your resume as they depict your personality traits to the employer. Any company will look for an employee who can successfully communicate with colleagues and workplace superiors and has a positive outlook towards their work and their future at the said company before selecting a candidate for the particular job. In many job listings, you would find traits such as ‘hardworking’ or ‘good leadership qualities and management’ or ‘excellent communication skills’ as a primary requirement for the job role, sometimes putting more priority on soft skills rather than technical skills. 

Soft skills are not specific to any job role and can be transferred across industries. You may be a medical assistant, or a civil engineer, or a hotel management intern, you would still require a certain set of soft skills to get you over the line. 

Another very important advantage of having soft skills is that you may be able to apply to a job whose title may not seem like your cup of tea but the description might match your skillset. To ensure this, you might want to update your resume with the relevant soft skills for that post. 

Another way that soft skills can ensure your selection for a job, is to integrate them with your interview answers. For example, when the employer is asking you something like “Tell me more about yourself”, you could talk about your soft skills and how they reflect your personality like being adaptable, hardworking and having problem-solving abilities. This will subtly hint to your employer that you are good at communication and can highlight and access your strengths when required.

Difference between soft skills and hard skills

Soft SkillsHard Skills 
Soft Skills speak about your emotional intelligence and personality and behavioral traits that impact your professional persona.Hard skills refer to the technical knowledge and finesse that you hold concerning the post that you have applied for in an organization.
Soft skills are acquired naturally by analyzing the various situations that one faces in their life and are a measure of how well one can integrate those traits with a professional setting. Hard skills are learned through years of dedicated education and other hands-on training methods.
Soft skills are not industry-specific, a range of professions across various fields can require the same set of soft skills. Hard skills are extremely industry-specific. If you wish to pursue a certain post in an organization you need to have a highly specialized hard skillset that is closely analyzed by the selection panel before giving you the job. 

Highly sought after soft skills:

  • Communication

Communication ranks as one of the most important soft skills of all time. No matter the kind of job you do or have applied for, communication is a means to convey your ideas, thoughts, and notions to your colleagues, superiors, or even your clients and vendors! 

Starting from your interview process to the later stages of your career, communication plays a very vital role in your personal and professional growth. It involves standing your own ground during ideation while cleverly integrating your ideas with the ones pitched by your colleagues or teammates. The most essential need of good communication is to pitch a conducive idea without disrespecting or disregarding the view of others as to not create conflict in a professional setting.

Communication soft skills include:

  1. Active listening 
  2. Confidence
  3. Problem-solving 
  4. Organizational skills 
  • Problem-solving and critical thinking

Be it any job, employers always want employees who are quick on their feet with ideation and implementation. Critical skills are used by a person in the need of the hour to come up with creative and sustainable solutions to an organizational problem. This ability might include giving a spur-of-the-moment solution or a short-term solution to a problem or involve intensive research for the longevity of the solution to the said problem. Both these scenarios require the brain to work in unique and creative ways to best solve any problem at any given moment and is a skill highly appreciated in competitive, cutthroat corporate settings. 

This soft skill includes:

  1. Creativity
  2. Research
  3. Risk analysis and management 
  4. Teamwork and intensive ideation 
  • Adaptability and positive attitude

In your career ladder, there are always going to be obstacles. It may be professional competition, your relationship with your colleagues and superiors, or even work-personal life balance. And as you grow, your workload and responsibilities are only going to increase. During these testing times, the one thing that is highly appreciated is a positive outlook towards the work that you are doing. Such an attitude will inspire and motivate others around you to put their best foot forward, producing the optimum results. 

One other soft skill that is highly sought after is adaptability. Your professional life might throw you into situations that you may or may not have prepared for or might pose a problem that you may not know how to solve. In those cases, your ability to change your work format, mold it to the given situation, and rising to fulfill the needs of the organization is called adaptability. It shows the amount of professionalism you have and your company’s reliance on you during times of crisis. 

  • Leadership and teamwork

One of the main qualities that an employer looks for in a suitable candidate is the commitment they have to rise the ranks of the organization and their leadership and managerial abilities. Such a thought process motivates the candidate to work as hard as they can and produce the best possible results for the company. 

Leadership is your ability to work with a team of people with different strengths and weaknesses and perspectives and mold these differences into one single functioning unit. As a leader and a team member, you need to make sure that you take important decisions in the heat of the moment and that those decisions be in the best interest of the team and the company. You must also ensure that you get along with every member of your team and that they get along with each other without any friction or personal bias that may affect their work. 

  • Work ethic

Work ethic is an all-encompassing soft skill. Basically, your attitude towards work as an employee is what your work ethic means. It includes your punctuality, your dedication to complete the assigned work promptly and with the best quality and results, your attitude towards your work and your co-workers as well as your professionalism during work. It is extremely important to have a healthy work ethic for professional growth in your future. 

Hard skills may help you grow and rise ranks in your career but soft skills define the process of growth and your personality as a professional. A healthy balance of both these skillsets is the key to a good resume and in turn better opportunities and a good career. So what are you waiting for? Go update your soft skills now!

What is Employer Branding?

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The employer-employee dynamic has evolved and progressed over the year and has come a long way. Once upon a time, the employer used to be an intimidating power who could make or break your career with strict profile evaluation and background checks. But today, employers can be easily researched by potential candidates using the power of the internet. This does not mean that the value of the employer has diminished, this just means that the candidates can now level the previously existing status quo. The employers however need to take measures to attract the best of the best for their company and to do that, they need to build their brand! An employer brand strategy could get you the best quality of candidate pool for your organization which would go a long way in creating the overall company brand as genuine and uncompromising. So let’s get started!

What is employer branding? 

Branding stands as the mark of market value, customer service, and products or services that a corporate organization offers. We have many a time used the phrase, “It may be costly but at least it is ‘branded’.”  This is the reliability and trust of a consumer on a product from a well-known brand about its longevity and usefulness.

So, much like corporate branding, employer branding is something along the same lines. When building your brand as an employer, you essentially influence the minds of job seekers, potential candidates, existing employees, higher management, and stakeholders of the company about your ingenuity as an employer. In simpler terms, it is what the above-mentioned group of people think about you as a professional. It is your personality and the image you have created as an employer that people talk about with their friends and family in your absence. 

Now employer brand cannot be controlled or owned because it is not something you have with you despite it being your brand! You can influence the way that the brand progresses but can’t own it because it exists in the thoughts and perceptions of everybody you interact with as an employer. These people have an opinion about you which you may or may not agree with but it is their own. 

What is the importance of employer branding?

As mentioned above, employer branding is extremely important to your image as a professional employer and in the long run, reflects on the brand of the company you work for. The concept of employer branding has been around for quite a few decades but it didn’t become quite prevalent until the first online jobs were launched into the market. Almost abruptly, a huge number of candidates had access to millions of job opportunities from across different countries. This reduced the pressure on the employees to stick to one job for financial stability. With the advent of the world wide web and the revolutionary internet, employees, job seekers, and potential candidates could research their employers and form a perception of the kind of person you are with the work you have done! But the story doesn’t end with the image of the employer. This image goes on to attract and keep the good quality candidates within the company, attracts and keeps hence improving the quality of work.

  1. A huge number of candidates look at your reputation as well as the company’s brand image while considering career opportunities and growth in your organization. 
  2. Several job seekers look up your culture and values while looking for a job, mostly to see how you handle diversity as an employer.
  3. A large number of candidates have no problem turning down a job offer from a branded company with bad employer branding. This way, the company is losing on potential quality candidates. 
  4. Statistics show that companies with poor employer brands must increase their wages to attract job seekers and candidates, which could be financially devastating for the company in a long run. 
  5. Studies also show that a company with good employer branding is more likely to retain talented employees without a pay raise than companies with a bad employer brand. 
  6. Additional survey sources show that a majority of the young adult population would forgo a well-paying job position in exchange to work with a company that has good employer branding, mainly for gaining experience and professional growth.
  7. Less than 50% of a workforce of a company with weak employer branding would recommend the company to friends and family, which could be damaging, as employee referrals are one of the greatest sources of job applications. 

All in all, your employer brand could make or break the employer-employee relationship that defines the quality of work at every organization.

What is the process of building an employer brand?

  1. Familiarize yourself with the company. Understand its USP (unique selling point), its values and ideals that it stands for, and how to integrate yourself as an employer in its fabric. An employer must keep in mind that their brand must be a reflection of the company’s brand for the coherent growth of the organization as a whole. 
  2. Research your employer brand and analyze where it is lacking. You may be well-versed with your company’s current standing in the market or how well your products and services are doing. To round it all up, conduct surveys and audits with your existing employees to understand their perception of the brand and fill the gaps wherever necessary. 
  3. Engage your current employees and make them feel comfortable. As an employer, you must be a figure that they can trust and confide in, rather than a person of intimidating and unapproachable power. Celebrate their successes with them and lift them in a downfall. Encourage them to update their professional skills and update their profile. Incentivize the tasks that you give to them to motivate them to put their best foot forward!
  4. Ask your employees to write honest reviews on social media pages or job listing sites about the company and share any open positions or vacancies among their circle. This will improve the authenticity of the organization in the eyes of the common public. If your employees are happy, there is bound to be an inflow of applications of candidates who are genuinely looking forward to working with you and your company. 
  5. While onboarding an employee, make sure that they are comfortable with the induction process and the team that they are allotted. Studies show that the first 90 days of any new job is critical to retain the employee for a long-term run in the company. You could arm the recruit with instructions and tools that would help them start and settle in their new role smoothly.
  6. As senior personnel in the organization, your employees would look up to you for guidance. In such cases, you could offer them seminars and training sessions to help hone their skills. You could also offer professional certifications as a company package which would propel their profiles to a great extent and help them explore several avenues professionally. This would also renew the interest of your employee coming to work every day!
  7. Finally, while listing out job vacancies, make the job description interesting and catchy. This would pique the interest of potential candidates and would look up the company brand eagerly. 

How to improve an existing employer brand?

  1. Market your brand value and the work culture and ethic instead of the money you would pay to potential candidates. While many of the applicants would be money-driven, good quality and potential candidates would mostly be the ones looking for work experience and professional growth as opposed to the compensation package they would be offered by a company. 
  2. Use social media to market your brand strategy and start a company blog. These platforms are ideal to voice your views and opinions and make the managerial panel more approachable and relatable. These platforms can also highlight policies and ideals which are unique to your company and can conduct programs to show to the public that you as an employer are insistent on employee well-being. 
  3. Show off your workspace using high-quality videos and pictures. You could record a video from the CEO or the director to welcome new employees, or conduct staff interviews to show the public a normal workday at the company. Allocate a separate budget for this program while planning your finances. 
  4. Last but not the least, keep your workforce diverse. Include every ethnicity, color, and, gender without any bias. Encourage ideas from each one of your employees equally. This not only promotes a healthy work environment but at the same time, shows that your company can push boundaries and build on them productively. 

Employee branding is a slow process, but if done correctly, the results are staggering. It isn’t easy, and rushing the process would get you nowhere. Once each of these steps and strategies is employed meticulously, the employer brand grows into something more organic and self-evolving! Good luck!

30 Best Birthday Wishes for Employees

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Being a boss or the head of an organization is an extremely important role. Your employees look up to you as a source of motivation and they will seek your approval in whatever way possible. Be it a few words of encouragement, or even a passing smile, it goes a long way to push an employee to be productive. The employees also feel comfortable with you as a boss, and open up to you as friends instead of viewing you as someone to be intimidated by.

Acknowledging small things like a birthday or an anniversary is the easiest and simplest way to reach out to your employee casually. Not only will that build mutual respect, but it will also go a long way in reassuring your employees that you would be there for them no matter what.

Here’s a list of birthday wishes for that you, as a boss or the leader of an organization can use.

Best Birthday Wishes for Employees

You showed your strength when I needed you the most, you’re a faithful employee. I hope in due season you’ll get rewarded massively. Happy Birthday faithful employee.

Life has a way of bringing to us people that impact our lives in many ways, thank God I employed you, a lot changed in my company because of you. Happiest birthday loyal employee.

I figured that it wouldn’t be wrong to call you my friend and not just an employee, you have developed to earn that place in my heart.

You are an outstanding employee in our organization; wish you all the great achievements and a bright future. Today is your day, celebrate it and enjoy to its fullest. Happy Birthday!

The extra effort you put in everything is amazing, you deserve a pay rise for every task you accomplish,but I know you want to ask for this. Happy Birthday hard working employee, enjoy yourself.

Your excellent deeds and dedication make you famous among all. Keep your efforts going. Happy Birthday in advance.

I can’t imagine a day without you here, you have really improved our company and for that, I’m in a rush to share your birthday, so I sent this early. Happy B-day in advance.

You make work easier, you are a fast learner and someday, you will be a great mentor. Happy Birthday in advance

I love your competence and your work ethics; you are definitely an honorable member in this society. Enjoy this day and more to come; I sent you earlier so I hope to get some cake too.

May you execute all your goals and objectives that you have been set for this year. Have a wonderful day. Happy Belated Birthday.

I may be your boss, but our relationship goes deeper than that. I’m proud to be part of this day and sorry for being late. Hope you had a good day.

You are a great employee and I appreciate you much, I hope you had a hearty birthday with your friends and family around. Sorry for being late.

Your value to this company is really appreciated and you are great to be a lady but still can work better than men. Happy Birthday awesome woman, have lots of fun.

I sincerely appreciate little things in people, and I wonder how you could possess them all although you’re a young girl. Happy Birthday my royal and loyal employee. I won’t trade you for anything. Enjoy it.

You’ve worked so hard for this company and you know if you asked for anything, you’ll have it because you are so indispensable. But yet your female nature made you ask for nothing, you are kind.

I have been a boss in many places and I have seen and worked with many girls, but you seem to be so different. Keep being different and you’ll be great someday.

Open the windows of fun, close your eyes and enjoy every single minute of your Bday celebration. The sweetest birthday to the sweetest employee ever.

You reminded me of my work way when I was working with my boss, people like you always end up having their own company. The best birthday to the best employee.

Every worker always wants to win the award of employee of the year, but even though there might be another winner this year, none has served me like you have always done. Happy Birthday my favorite employee.

I will do all that is in my power to make you happy as you did much to my company, your inputs give great results. Happy Birthday hard working employee.

The best employee deserves the best celebration on a special day like this, I wanna especially wish the most talented employee a prosperous year ahead. An outstanding birthday to you!

If there is an award for the overall best employee in this country, I’m so optimistic that only the person that has your kind of work ethics will win it. Enjoy your day.

Best wishes for the most valuable person of our company. May your days get bright and nights shine.

Great minds like yours deserve to be exalted, you are a great addition to my life both person and work, and I hope you live longer than your grandmother. Have a hearty birthday sir.

You are the valuable talent of our company, your knowledge, and mentoring skills are quite stupendous to make a learning ground for new arrivals. Happy Birthday!

Now that my retirement is soon, I just feel like I can retire in peace and with so much comfort, because the company will be in safe hands. Happy Birthday wonderful friend.

The most recognized hard worker by the senior staff of this company is no one else but you, you have done brilliantly well since your employment. Don’t stop now. Reward awaits you.

With employees like you, my work is easier, thank you for being such a great person. Have a hearty birthday and may all your wishes come true.

Your services, enthusiasm, and commitments are appreciated. You did it as you said. Wish you a very Happy Birthday.

Works are easier to be carried out by you, I wonder how an employee could be this great. Keep up your good work. Happy Birthday to my wonderful employee.

A birthday is one of the most special events in a person’s life. One well-wished greeting can truly earn you numerous brownie points as a boss!

Difference between Job Enrichment and Job Enlargement

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When you look at it, in essence, job enlargement and job enrichment are nothing more than means to regulate employee motivation and satisfaction. They’re two paths to the same end goal; however, they differ widely.

In simple terms, job enlargement is a horizontal expansion of roles, and job enrichment is a vertical expansion. Each has its own problems and cases in which they may be used. Job enlargement is all about motivating the semiskilled or unskilled workers and generally translates to work overload without any real increase in authority or responsibility. In comparison, job enrichment is for the development and satisfaction of skilled employees, not akin to a promotion considering the employee’s track record.

Let’s look at each of the two in detail with examples.

Job Enlargement

Consider a female receptionist or secretary responsible for handling customer support, inquiries, and calls to the front desk. After doing the same thing for a few years, she, as any person would, grew tired of the monotony and asked for a change in pace. Thus, she was given a few more tasks, like interacting with clients and making outward calls. As you can see, while these tasks may have reduced her monotony, they gave her no real extra responsibility or authority and only served as a means to quell her boredom by giving her more work, like a mule getting extra loads.

That’s not to say this doesn’t work or that it’s only the organization taking advantage of the boredom to pile on more work. In companies following a centralized structure, where the number of employees is limited, it can be quite helpful.

Let’s take a look at its features:

  • Horizontal Expansion of work
  • Widening of the scope of job responsibilities
  • Low skill bar for implementation of this strategy
  • Upliftment of employee morale

However, the very same comes with a few limitations.

Job enlargement is seen to be rather inefficient for large organizations where the individual workload is already high and control in the hands of the management is low. A few key disadvantages are:

  • Increase in workload
  • Decreased productivity in the short term
  • Can cause issues with the employee union

Directing a more horizontal workflow to an employee may quell their initial boredom, but without increasing their compensation, it will only lead to a downward spiral in their morale. The very same is seen by the Union as worker exploitation for obvious reasons.

Job Enrichment

On the flip side, consider an HR executive responsible for maintaining employee records and interviewing potential candidates. To add more value to the executives’ already existing job profile, he is then assigned some extra work, such as providing funding details to the accounts department or the initial scrutiny of upcoming employees. Unlike in Job Enlargement, these new tasks carry additional responsibility and gives the executive more authority than they previously experienced. This leads to more efficient work affecting the workers’ confidence and morale.

It is the vertical restructuring of a job profile to add various tasks on different levels of an organization to increase the value of an employee in the company.

Some important features are:

  • Vertical Expansion
  • Adds Self discipline
  • Inculcates professionalism
  • Adds personal accountability
  • Increases authority and responsibility

Unlike job enlargement, job enrichment is not an immediate process that can be meted out immediately, and it needs proper planning and implementation if it is to work as intended.

It involves combining multiple related tasks into a single job profile for an individual, followed by the careful establishment of worker relations as they fit into their new environment. Finally, whether or not it adds responsibility still denotes an increase in workload, so an open feedback channel is extremely important for a glimpse into employee satisfaction.

This seems like a wonderful thing, right, and it is, but it comes with its limitations.

The bar for implementation of job enrichment is quite high, and unless its demands are met it may not work ours appropriately. It has no space in an organization that employs semiskilled or unskilled workers. On top of that, here are a few more barriers to entry:

  • Due to the advancement of technology, there may not be a need for a restructuring of job profiles of employees
  • There is a high barrier of skill and knowledge required for adding higher-level tasks onto workers
  • Implementation of this tactic can take time and cannot be rushed if it is to work successfully
  • Lack of a strong managerial team can lead to an uneven distribution of tasks between employees rendering the system useless
  • Not all employees can handle the new tasks given to them successfully, especially considering these bring additional accountability

Conclusion

A good way of condensing the pros and cons would be to realize that job enlargement is a short term solution that requires little to no time or experience to execute, whereas job enrichment is a more drawn out, meticulous process that has a high barrier to entry but ultimately leads to the substantial growth of an employee.

How to Write Resignation Acceptance Letter with Format & Samples

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Working for a company is similar to that of a roller coaster ride. This is so because the ride may give a different experience to different people and add to that there exist various ups and downs. Moreover, according to the law of nature, which states that there is an end to every ride, so does our work in a company.

There may be various reasons for one to quit/ resign a job, the causes may include the following:

  • Health issues
  • Financial problems
  • Availability of a better paying job
  • Family-related issues

So, we might know the steps involved in the effective communication process, i.e., for every message, there should be feedback as this would ensure the effectiveness of the communication. As a result, to every resignation letter submitted there should be some acknowledgment from the management side, this is called the resignation acceptance letter. Moreover, this will also help in ensuring a smooth transition from one job to another one.

Also Read: How to Write Resignation Letter Due to Health Issues with Formats

Different companies have adopted various methods of addressing this issue, and some companies might also have a separate cell to address the problems related to resignation. In contrast, in other companies, this issue might be addressed by the higher-level authority/head. The work of this officer/ the cell would include investigating the reason for the resignation of their employee. Given that an employee is one of the best performers of the organization and resigns due to less pay, in this case, the management might request the concerned to stay back by quoting a revised high pay. But, if an employee resigns due to other reasons which might be beyond the management’s consideration, then it solely depends on the employer to accept the resignation.

The resignation acceptance letter is a way of formal acknowledgment of the employees’ experience and contributions to the organization and henceforth relieving him/her from the organisation’s services (once after serving the notice period).

Steps to Write a Resignation Acceptance Letter

  1. Adopt right structure and format: Includes usage of correct font style, size, and spacing between the margins.
  2. Include Date, Name of the employee, Designation, Contact information.
  3. Subject: Resignation acceptance letter
  4. Include a salutation: such as Dear(name)
  5. Mention the final date of employment
  6. Add other necessary details
  7. Express a few words of appreciation: it’s always better to acknowledge their effort during work with the organization and wish them luck for their future goals.
  8. Add a complimentary close: use of wordings like “Sincerely” / “Best wishes”/ “Regards”
  9. Signature
  10. Designation of the person accepting the resignation

Points to Remember

  • Keep the letter short
  • Make use of the right subject line
  • Proofreading
  • Adopt the usage of a professional language

Resignation Acceptance Letter Format

Here is the format of the letter:

Name

Designation

Company

Company address

Date

Employee name

Employee ID

Address

Subject: Resignation Acceptance letter

Salutation

It is with regret that I acknowledge your resignation letter dated [date] from your position as [title]. Your resignation has been approved, and according to the norms of the company your final day of work will be [date].

It was an absolute pleasure to work with you, and on behalf of our entire team, I would like to wish you the best for achieving your future goals. [include other information here about the resignation process of the company.] The accounting department will clear your pay on or before(date).

Please feel free to contact about any queries and you can contact us for any future references.

Thank you again for your hard work and loyalty.

Sincerely,

( Signature  )

Resignation Acceptance Letter Samples

Here come some sample letters, which can be modified according to the situation:

Sample 1:

Christopher

Director of IT

TIDEL Park

Rajiv Gandhi Road,

Chennai 600113

July 30, 2020

Arun

18, Anna Salai

Chennai,

Subject: Resignation Acceptance letter

Dear Arun

It is with regret that I acknowledge your resignation letter dated July 30, 2020, from your position as Network Administrator with TIDEL park. Your resignation has been approved, and according to the norms of the company your final day of work will be August 15, 2020.

It was an absolute pleasure to work with you, and on behalf of our entire team, I would like to wish you the best for achieving your future goals. The accounting department has been notified to pay you till August 15.

Thank you for your hard work and loyalty.

Sincerely,

Christopher

Sample 2:

Alvaro Morte

Director of E&T

Heist University

La casa Road,

France 600113

July 30, 2020

Rio

18, De papel

Paris,

Subject: Resignation Acceptance letter

Dear Rio

It is a matter of regret we had to acknowledge your resignation letter dated July 30,2020 from your Associate Professor position. The management has accepted your resignation letter and as per the employment norms you will have to serve the notice period of 20 days. You will be relieved on August 19,2020.

We request you to collect your experience certificate and clear all your dues and payments from the accounts department on or before August 18.

We are thankful for your exceptional attendance record, excellent work ethics and we wish you all the best for your future goals.

Warm Wishes,

Director E&T

( Signature ) 

Sample 3:

Peter Mills

Project head

L&T

Navi Mumbai,

Maharashtra.

July 30, 2020

Rocky

(LT6789776)

19, AW road

Pune.

Subject: Resignation Acceptance letter

Dear Rocky

This letter is in reference to your resignation letter submitted on date July 29, 2020. Thereby, I wish to inform you that your resignation has been accepted by the organization and hence you will be relieved from the services on Aug 10,2020.

Your resignation letter has been forwarded to the accounts department for clearance the of your dues. You are asked to collect your experience certificates for the HR department.

It was a great pleasure to have you on board for our projects. We wish you all the best for your future works.

 

With warm regards,

(Signature)

I hope this guide will help you to draft a perfect Resignation Acceptance Letter. Comment down below if you have any queries.

How to Write Resignation Letter Due to Health Issues with Formats

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Humans live in an environment that is also home to various bacteria, germs, and viruses. Hence, more possibility of an individual getting infected with diseases caused by either of these pathogens. At times, the disease caused may turn out to be deadly. Moreover, at present, there are various health issues raised mainly due to the lifestyle adopted by us. Added to this there also exist various health issues raised by the work environment, such as asthma (E.g., Coal mine worker), skin disease (E.g., Chemical industry worker), and this list would go on. Hence, due to such issues, one is compelled to apply for resignation from that particular job, which he/she cannot continue due to his/her health issues.

A resignation letter is a formal letter written by an employee informing his/her employer the intent/ reason to leave their current position. This letter is often taken as legal notice of departure and is typically kept in the employee’s file after vacating their position for proof of resignation for any future inquiries. Always, there exists a particular period before which an employee should notify his/her organization about the resignation. But as the health issue is raised all of a sudden, the above-stated procedure can’t be followed.

This resignation letter can be sent through e-mail or be submitted as a business- formatted letter to the concerned authority. Once after submission of this resignation letter, it is the role of the concerned authority to acknowledge it and thereby to write a resignation acceptance letter. The resignation acceptance letter is a way of formal acknowledgement of the employees’ experience and contributions to the organization and subsequently relieving him/her from the organisation’s services (once after serving the notice period).

Resignation Letter Due to Health Issues Formats

  1. From address
  2. Date
  3. To address
  4. Subject
  5. Salutation
  6. Body of the letter with a perfect reason for resignation, and other necessary details
  7. Add a complimentary close: use of wordings like “Sincerely” /“ Best wishes”/ “Regards”
  8. Signature
  9. Designation

Points to be adopted while writing the letter of resignation:

  1. Adopt to the usage of formal language
  2. Use the right subject line
  3. Be straight forward in quoting the reason
  4. Proofread it once before submission

Here is the format of the letter:

Name

Employee ID

Designation

Address

Date

Employer name

Company Name

Company Address

Subject: Resignation letter

Salutation

I am downhearted to inform you about my decision to resign immediately from my position (designation), due to my failing health. It is recommended by my physician that at this time I should withdraw myself from the workplace to better focus on regaining my health.

I have had a great pleasure working with you all and also gained a lot of expertise and I am deeply saddened that I will no longer be associated with the company in the future.

Added to this, I am wanting to comply with the company’s norms of resignation but my health is so unwell and hence I will be unable to complete the notice period, that is why I have requested an immediate release.

Thereby I would always be available in providing a helping hand to train the person who will replace me. I am thankful to you for all your contributions to my professional growth, and I would like to be in touch in the future.

Sincerely,

(Signature)

If submitting your resignation via letter, this is a template you can follow:

Your Name

Your Address

Your City, State Zip Code

Your Phone Number

Your Email

Date

Name

Title

Organization

Address

City, State Zip Code

Dear Mr./Ms. Lastname:

It greatly saddens me to send you this letter of resignation. Effective the end of this month, I no longer will be working here as a P.E. teacher.

Recently I have been noticing some changes in many aspects of my life, both personally and professionally. I have been overly exhausted, constantly in pain, and feel that my productivity has been cut in half. I went to a doctor, and I have been diagnosed with Fibromyalgia, a condition that involves chronic pain and soreness. Because of the high activity level consistent with my work, I am no longer able to teach my students effectively, and I do not want them to be impacted by this. My doctor agreed with me that this is the best decision for all involved.

I have so enjoyed my time here at FMA Middle School. My work gave me great satisfaction, and I never will forget the last 20 years of incredible friends and colleagues that I have gained. I hope we will still stay in touch despite my early exit.

Please let me know if there is any way I can help in finding my replacement. Although I no longer can do the work I once could, I hope to remain a resource and that we will stay in touch. Thank you so much for all the opportunities, and I wish everyone at FMA the very best.

Sincerely,

Your Signature (hard copy letter)

Your Typed Name

It is always prudent to attach a medical health certificate or a document of diagnosis with your letter or mail to give a clear picture of the ailment you are facing to your employer.

In case the resignation is to be sent through the mail, the following is the format:

Subject: Resignation—Firstname Lastname

Dear Mr. Manager,

I regret to inform you of my resignation, effective June 1, 20XX. Due to a recent diagnosis, I have become aware that my illness will require extended treatment and recovery, and I am unsure that my ability to perform the duties of my present position will return.

I appreciate your understanding. If there is anything I can do to help during the transition, please let me know.

Sincerely,

Firstname Lastname

lastname123@email.com

444-555-1212 cell

I hope this article will help you to write a perfect resignation letter. Comment down below if you have any queries.

Self Introduction in English for Interview for Freshers

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“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

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.

Employee Background Verification Process in MNCs

Posted on by Aashritha Ramesh
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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

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

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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

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.

Digital Transformation in HR & Recruitment

Posted on by Aashritha Ramesh
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We live in the 21st century which is fondly dubbed as the era of technology and digitization. In the corporate world, companies are equipping themselves with the latest analysis models and the systems that make the workflow easier. But it is coming as a major revelation to many organizations that any corporation thrives only with a capable and quality assured workforce!

So how to coalesce a potent workforce with digitization?

Take for instance, the COVID-19 pandemic that the globe has been suffering through. This global chokehold has brought down business and economy for many companies across the world. They have faced recession and lack of functioning in all these months of lockdown.

Digital Transformation in HR

During such uncertain times, organizations have to be agile. Now more than ever, business owners need to think on their feet and change their priorities fast should the need arise. When the lockdown started, many companies had to switch to remote work overnight. And a lot of them were unprepared.

This has accelerated the need for digital transformation.

  1. Remote Working:

    Cloud computing aggressively pushes software ‘off-premises’, and digital age also causes employees to work remotely. Mobility and partial remote work are becoming the norm for many companies around the world given the current circumstances. Employees can use various digital tools for operating and reporting. Managers no longer focus on finding an employee near the office but instead choose an employee with the necessary skills for the role.

    Internal communication has never been so fluid. Employees have many options for communication – social networks, intranets, emails, instant messaging applications, forums, VoIP and much more. Communication becomes fluid and gaps between business and clients are shortening.

  2. Performance Tracking and Analysis:

    While employees have more freedom than ever, some criticize the need for an administrator when it comes to reporting.

    For example, most HR managers will experience a digital transformation of HR and be equipped with digital tools and dashboards that measure and predict personnel activities that were previously difficult to capture. Analysis and reporting on the performance of individual employees at any level of the corporate hierarchy and their impact on the company are now undeniable. As a result, it improves interaction and relationships with human resources and management.

    There’s no doubt that digital tools have a positive impact on the optimisation of work and communication. The results include operational objectives achieved faster.

Digital Transformation in Recruitment

With unexpectedly shifting recruitment efforts, the talent acquisition department also increasingly feel the need for effective digital solutions to navigate their hiring in this ever-changing labor market. Organizations with advanced digital recruitment strategies have a significant advantage right now. And those without have to act fast.

Digital transformation simplifies or eliminates administration tasks while increasing operational efficiency through the application of tech and data solutions across company departments, including hiring teams.

Essentially, digital transformation in recruitment comprises using dedicated technology to solve diverse recruitment challenges, including fluctuating and changing hiring needs, increased volumes of candidates, inability to conduct in-person meetings and interviews, and budget cutbacks.

Here’s how digital transformation can have a positive impact in the field of recruitment

  1. Reshuffling Workforce:

    By using digital technology, you can redeploy employees within and across your organization. The workforce could be a healthy mix of permanent & temporary staff working from across the globe. The needs of your business may have spiraled as a result of an emergency like the COVID-19 pandemic. For example, you may need more staff working in your customer service team and fewer inside your physical stores. Having the right tech enables you to boost your internal mobility capabilities and move your workforce to where it’s needed most. Also, digital recruitment tools allow organizations to hire displaced employees. For example, a company needs to hire 50,000 extra workers amid the pandemic. On the other hand, hospitality businesses had to lay off some of their employees. So, the above company decided to build dedicated landing pages for former employees of large hospitality businesses them get a job at their organization faster.

    This kind of program usually gets candidates to join an online portal where they’ll undergo questionnaires and tests that measure their skills and competencies. This is then assessed, and applicants receive a breakdown of their skills, including any gaps in their knowledge and expertise that need working on. They’re then matched to any opportunities you have open that are likely to be a good fit. And the best part is, all of the test are automatically analysed to maximum precision digitally.

  2. Multiperson Collaboration:

    Hiring teams need to be able to collaborate remotely. This means having tools that enable you to assign projects and tasks to people and provide real-time updates on recruitment activities. This is where a cloud-based recruitment solution accessible to everyone on the hiring team is worth its weight in gold! Remember to consider who in your team will be using this technology. Ensure it meets everyone’s needs for a truly collaborative experience. Choose software with a straightforward layout, that’s well-reviewed, and easy for new users to pick up and run with.

  3. Using digital tools for recruitment:

    Recruiters can take full advantage of their existing recruitment tech stack.

    By exploring the functionalities of your recruitment software and putting them to good use, you’ll become a more effective and efficient recruiter. This may also give you the tools you need to cut back on agency spending and more extensive job advertising.

  4. Improving the recruiting experience for potential candidates:

    Despite having to do the majority of the recruitment process remotely, ensure that it’s still a pleasant experience. Candidates need to feel safe and have all the information available, so think of ways to improve your candidate communication plan.

    A great example of providing a decent candidate experience is if you’re conducting interviews remotely, be efficient. Keep the length of your ‘meetings’ shorter and update your interview guidelines. You can also set text reminders to send candidates the day before their interview. You could even upload company videos and virtual office tours because candidates can’t visit your site. This works wonders for helping candidates get a taste of your company culture without stepping through the office doors!

Digital transformation does have a downside like weak networking, time zone problems for multinational companies and team collaboration and the risk of cybersecurity.

But even these problems hold digital solutions! Nothing that can’t be sorted out by well-deployed cost-effective software.

So what are you waiting for! Let the digital transformation revolutionize the recruitment industry!


Social Media Recruiting – Process & Advantages

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Social media plays such a vital role in our everyday lives. The whole scenario and lifestyle of people have changed today. Where once people used to wait for newspapers or radio broadcasts, or watch news channels for current affairs update, they now roll out of bed every morning and scroll through their Instagram or Facebook feeds to look for the latest happening. People nowadays have this innate need to show people how they live their lives. Every small memory, achievement, and celebration is part of a huge social digital network. This offers huge potential for Social Media Recruiting.

Social Media Recruiting

In today’s day and date ‘SOCIAL MEDIA’ is everything. It is the primary factor that influences people’s choices and decisions. A person’s digital presence can showcase a lot of things about him/her!

So why can social media play the role of a great asset in recruitment processes?

Here is a list of few benefits that recruiters might gain by using social media for their talent hunt!

Social Media Recruitment Process

Here is a step-by-step guide to help Recruiters understand Social Media Recruitment process

  1. Identity Channels: Identify the social media platforms based on your target segment.
  2. Share Jobs: Post Jobs on this platform to attract top candidates. Feel free to share your Jobs in these Facebook & WhatsApp groups
  3. Search & Scout: If the social media offers search capability, look for candidates who match your criteria
  4. Approach: Approach them & share your interest in them. Everyone loves the attention!!
  5. Close: Gauge their interest, ask for resume if required and take it forward in your Recruitment process

How social media can be helpful in Recruitment

1. Job Visibility

Gone are the days of putting in printed advertisements in newspapers and magazines!

As mentioned before, any employee being sought for recruitment will definitely have a social media presence, at least in the majority of the cases. Social networking platforms like Facebook, Instagram, and Twitter host almost 2 billion people of a wide age and generation demographic. Gen X and Gen Z actively use platforms like LinkedIn to score job opportunities with employers.

Wherever you look, you see social networks serving as incredible platforms for identifying and recruiting talented individuals for your organization!

2. Access to Street Smart Candidates

Survey analysis shows that employees recruited through social media platforms are more approachable and very quick on their toes.

In such cases, the employee is tech-savvy and digitally oriented, a factor of an advantage when recruiting nowadays. Additionally, such employees will also know the latest trends and patterns of business. Announcing recruitments through the employee’s social media will make them more productive and retentive at the company.

3. Employer Branding

The public trusts the quality of a brand or a business by its social media reach. Employing a strong and effective social media plan in order to scout potential employees will be equivalent to a double-edged sword as it not only attracts employees to your calls but also builds a trusted brand image in the viewers’ minds.

Hence, social recruiting is effective, not just in finding you the ideal candidate, but also in increasing the visibility of your brand.

4. Reducing Hiring Time

The orthodox recruitment methods generally take longer than social media recruitment methods.

This means that when you have an open slot to be filled in the shortest time possible, social media is the platform to consider. Social networking sites not only make it easy and fast to communicate with candidates, but it also allows them to respond faster. As a result, excellent work relationships often emerge.

What’s more, recruiting in a talent pool that has people who share common values, interests, and work styles with the hiring manager or company often accelerates the speed with which you will find the ideal person for the job. This is great news for both the hiring party and the candidates hoping to get an opportunity to work at your organization.

5. Easy Background Verification

Checking your candidates’ social media profiles for more information on them is nothing new. Interviewers usually check the internet for their candidates in order to see if they have any longstanding professional recommendations, issues with friends or the law, or even to look for any Google information about the candidates.

Social media can provide a huge insight into which your candidates actually are when they step through the door. Many candidates don’t feel the need to disclose any personal information on the interview and tend to keep things to them.

Some people have families and go through tough times that they don’t like to discuss with strangers. Others might have used the word point in order to write their resumes and translate them into foreign languages. You can easily overcome this by checking their backgrounds behind closed doors and making the final call about whether to hire them or not based on that.

Social media has laid out information about the employees on a silver platter, which makes the tedious background verification task so much easier!

6. Reduce Hiring Cost

Money is the driving factor behind most managerial and corporate decisions.

Recruiting can be a very expensive undertaking. Social recruiting is cheaper, but can still cost you significant amounts of money. All the same, the value you get from the hires you find via social networking platforms makes this approach extremely cheap.

Without a doubt, recruitment costs via social media are almost always, lower than those of other methods. A simple Facebook ad can for instance get you over two times more visibility than the traditional recruitment methods like classified ads in the dailies and job boards.

Recruiting anyone based on their resume and interview alone isn’t enough most of the time. Every once in a while you will come across a candidate that just seems “off” to you as a recruiter. They might be too ambitious, too scared, or simply unwilling to disclose past working experiences to you.

Candidates that are difficult but have hidden potential need to go through further screening in more detail and social media recruitment is perfect for the opportunity. The traditional ways of putting out a job vacancy and waiting for people to come to you are a thing of the past in most industries.

While the benefits of using social media in your recruitment strategies are numerous, it’s also important to point out that adequate content management is also needed. If you put a person without any internet advertisement experience in charge of developing and distributing content, you won’t reach the required number of people before your ad campaign starts.

Also, reaching the wrong audience is just as easy as reaching the right one and it all depends on the type of content you publish. Give social media advertisements a good look before denying its applications. You might be surprised by the results you get during your next recruitment cycle!


Work from Home Challenges and Solutions

Posted on by Aashritha Ramesh
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There are various job models available in the market today. One of those job models is called ‘telecommuting’ or ‘telework’. Within this arrangement, employees don’t have to travel to a central institution of work like an office. They can work from wherever they have taken up residence. Work from home is a form of telecommuting and in recent days, is becoming a very popular work arrangement!

The coronavirus pandemic has shut down many offices globally and employees have been forced indoors in their houses. Since organizations cannot shut down or stop functioning, the work from the home model has been adopted. Official workspaces have been created online and conferences are undertaken through video calls, thanks to today’s technology. All you need is a fresh mind and a good internet connection!

Given today’s scenario, working from home is the safest option. While frontline professions such as healthcare, security, and essential services don’t get work from the home pass, almost every other industry has converted to the digital mode. Many companies across the globe are even considering changing the permanent work arrangement to work from home, considering the ease of functioning and the employee’s comfort by working from his residence!

Like everything in this world, work from home has its pros as well as cons. While it is extremely easy and comfortable, it comes attached to its own set of risks. But it is a great profession arrangement to earn some money at the comfort of your house! So here’s a detailed study into the ‘work from home’ model, its challenges, and solutions.

Work from Home Challenges and Solutions

Despite having the freedom to not dress up and get ready for office, to work at our own pace and timeline, studies have shown that employee productivity and satisfaction has hit an all-time low due to this work model. As explicitly mentioned above, working from home comes with its challenges and some of them have been listed below.

1. Managing Projects

Any big corporation or company has multiple ongoing projects at the same time, and big projects require many people to run it.

One of the biggest challenges of remote working is project management. There are too many working parts of the project scattered across different places. To track the work of every project member becomes a gargantuan task for the management.

Managers are responsible to make every employee meet the deadline be it work from the office or work from home. Without having a physical presence, communication is more difficult, and keeping track of individual tasks is problematic, especially for complex projects and large teams.

Solution:

Multiple online tools could act as a manager for a remote project. These tools are inbuilt with functions that set specific goals for the employees and keep a track of the progress made by every individual on the team.

Some of these online tools are:

  1. monday.com
  2. Asana
  3. Trello

Each of these online tools has paved a way for complete transparency and efficiency in managing a project remotely!

2. Team Collaborations

A project often requires multiple minds working on it simultaneously. This involves brainstorming and ideations on a common piece of document. In physical presence, it is easy to share documents, presentations, and memos without any holdbacks. But it becomes multiple times difficult to do the same through online modes.

Remote working highly limits a group of people interacting on the same piece of document for different places. There are a lot of technical difficulties and a lack of coordination faced by the team members.

Solution:

The basic go-to tool for online collaborations will always be google drive. Google drive provides all the basic requirements and creates an online hub where multiple people can edit or work on a document at the same time. Other features include a chatbox on the document page, where a document can be ideated by sharing views and opinions without any hassle. You can view the document being formed in real-time and make changes on the go!

Other tools like Slack, InVision, and Spark can also be used based on company requirements.

3. Productivity and Task Progress

Working at home has shown a stark decrease in employee productivity according to recent statistics. Home is the one place where you can be at absolute ease and sometimes become too comfortable! It also leads to problems like procrastination or deprioritizing which can in turn lead to a huge pile-up of work.

When different team members are scattered across different places, tracking their work activities becomes difficult. One snag in the process and the entire team suffers for it.

Solution:

The only way to solve this problem is to track the employees’ work in real-time. Online management tool such as Toggl or Status Hero shows the entire team as well as the manager about an employee’s work status. This pushes the worker to complete the given task on time and also enables the team to adjust their work as per their teammates. This leads to harmony and coordination within the team. Individuals can set up personal goals that enable them to finish the work within a set time frame.

4. Internet Connectivity and Time Zones

Multinational Corporations work across the globe from different countries. Employees could be working on the same project from two opposite ends of the world. This is where the problem of timezones will be factored in. A difference in time zones leads to miscommunication about deadlines and a mistiming in general. It could be a good night’s sleep for one employee while the other might be in peak working condition.

Another major factor for remote working is a good internet network.  The majority of any company’s work has been converted to an online database that cannot be accessed without a good internet connection. Slow speed internet or a lack of network coverage in the area might make it extremely difficult for an employee to work with the team.

Solution:

A good internet connection with a high-speed data flow router can be installed in the house for uninterrupted internet access. There is no other solution to that.

For dealing with timezones, companies can deploy online tools such as Calendar, in which employees can mark up slots of their free time and the work can be allocated in those slots.

5. Cyber Security

This is a problem faced by tech companies primarily. An online transfer of data can be highly dangerous as third parties have the access to hack such data. Also, downloading secure company information on a personal device can also make it accessible to unwanted entities. Data destruction by viruses is another con of remote working.

Solutions:

Request for a company-issued device at your residence if your management allows it. This will keep secure data off of the local servers. Companies mandate an encrypted line of communication for security. If your work has to be done on a personal computer, then install quality antiviruses and a private network for complete security.

Conclusion

Work from home is an extremely easy-going mode of working. It is comfortable and flexible, unlike rigid office regulations. However, a residential setting has a lot of distractions and can drop productivity to very low levels.

It’s like two sides of the same coin, one good, and the other bad! But we live in a techno-pro world where every problem has a solution!

So stay home, stay safe, and give your best!

50 Best Motivational Quotes for Employees and Workplace

Posted on by Aashritha Ramesh
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“ … There’s a spark in you, you just gotta ignite the light..”

-Singer Katy Perry in her song ‘Firework’

Motivation. It is a very powerful word. It has the power to change the tide of wars! It is implied that with a strong push in the right direction, any organization can achieve targets that it has set its eyes upon.

In the corporate world, employees are the building blocks of a company. One block crumbles and it triggers a reaction that affects the whole organization. This is where employee motivation gets factored in.

There are several reasons why employee motivation is vital. The primary aspect is meeting the goals set up by the management. It increases employee productivity and efficiency. With the correct motivation and incentive, an employee will be pushed to produce quality work to the best of his abilities.

The right motivation involves the usage of just the right words. The right words can do wonders in igniting the fire of perseverance in a person. Here are some of the most influential employee motivational quotes that any employer can deploy as his motivational arsenal.

Best Motivational Quotes for Employees and Workplace

  1. “Whether you think you can, or you think you can’t – you’re right.” —Henry Ford

  2. “Becoming is better than being.” —Carol Dweck, Mindset

  3. “I know not all that may be coming, but be it what it will, I’ll go to it laughing.” —Herman Melville, Moby Dick

  4. “The sun himself is weak when he first rises, and gathers strength and courage as the day gets on.” —Charles Dickens, The Old Curiosity Shop

  5. “How wonderful it is that nobody need wait a single moment before starting to improve the world.” —Anne Frank, The Diary of a Young Girl

  6. “Oh yes, the past can hurt. But you can either run from it, or learn from it.” —Rafiki, The Lion King

  7. “If I had nine hours to chop down a tree, I’d spend the first six sharpening my axe.” —Abraham Lincoln

  8. “It’s life. You don’t figure it out. You just climb up on the beast and ride.” ―Rebecca Wells, Divine Secrets of the Ya-Ya Sisterhood

  9. “There’s zero correlation between being the best talker and having the best ideas.” —Susan Cain, Quiet: The Power of Introverts in a World That Can’t Stop Talking

  10. “Unless someone like you care a whole awful lot, nothing is going to get better, it’s not.” —Dr. Suess, the Lorax

  11. “A proud heart can survive general failure because such a failure does not prick its pride. It is more difficult and more bitter when a man fails alone”. —Chinua Achebe, Things Fall Apart

  12. “You will never plough a field if you only turn it over in your mind.” —Irish Proverb

  13. “If you hire people just because they can do a job, they’ll work for your money. But if you hire people who believe what you believe, they’ll work for you with blood and sweat and tears.” —Simon Sinek

  14. “Genius is born—not paid.” —Oscar Wilde

  15. “The power of imagination makes us infinite.” —John Muir

  16. “Luck is a matter of preparation meeting opportunity.” —Seneca

  17. “Don’t persuade, defend or interrupt. Be curious, be conversational, be real. And listen.” — Elizabeth Lesser

  18. “Failure is the condiment that gives success its flavor.” —Truman Capote

  19. “An innovator is one who does not know it cannot be done.” —R.A. Mashelkar

  20. “I am not a product of my circumstances. I am a product of my decisions.” —Stephen Covey

  21. “We can’t solve problems by using the same kind of thinking we used when we created them.” – Einstein

  22. “The secret of change is to focus all of your energy, not on fighting the old, but on building the new.” – Socrates

  1. “If the only tool you have is a hammer, you tend to see every problem as a nail.” – Abraham Maslow

  2. “It takes courage to step off of the familiar to embrace the new and unknown future. But when you do, the possibilities are endless.” – Successories

  3. “In the confrontation between the river and the rock, the river always wins…not through strength but by perseverance.” – Successories

  4. “Take the initiative and lead the way. You can make the difference.” – Successories

  5. “A leader’s job is to look into the future, and to see the organization not as it is…but as it can become.” – Successories

  6. “The secret of getting ahead, is getting started.” – Mark Twain

  7. “When your work speaks for itself, don’t interrupt.” – Henry J. Kaiser

  8. “Well done, is better than well said.” – Benjamin Franklin

  9. “Success means doing the best we can with what we have. Success is the doing, not the getting; in the trying, not the triumph. Success is a personal standard, reaching for the highest that is in us, becoming all that we can be.” – Zig Ziglar

  10. “Do not be embarrassed by your failures, learn from them and start again.” – Richard Branson”

  11. “Success is going from failure to failure without losing enthusiasm.” – Winston Churchill

  12. “Some people want it to happen, some wish it would happen, others make it happen.” – Michael Jordan

  13. “Approach every challenge with a level head, unwavering focus and a determination to light the way for others to succeed.” – Successories

  14. “Courage is rightly esteemed the first of human qualities because it is the quality which guarantees all others.” – Winston Churchill

  15. “Discipline is the bridge between goals and accomplishments.” – Successories

  16. “It is attitude, not circumstance, that makes success possible in even the most unlikely conditions.” – Successories

  17. “The road to success is sometimes long and arduous. It takes unwavering commitment and a will to succeed in order to complete the journey.” – Successories

  18. “Success is not by chance, it takes someone willing to climb a mountain full of obstacles and challenges. It may seem insurmountable from a distance, but if you imagine with all your mind and believe with all your heart, you will reach the top.” – Successories

  19. “Successful is the person who has lived well, laughed often and loved much, who has gained the respect of children, who leaves the world better than they found it, who has never lacked appreciation for the earth’s beauty, who never fails to look for the best in others or give the best of themselves.” – Successories

  20. “Greatness is not in where we stand, but in what direction we are moving. We must sail sometimes with the wind and sometimes against it – but sail we must and not drift, nor lie at anchor.” – Oliver Wendell Holmes

  21. “Every morning in Africa, a gazelle wakes up. It knows it must run faster than the fastest lion or it will be killed…every morning a lion wakes up. It knows it must outrun the slowest gazelle or it will starve to death. It doesn’t matter whether you are a lion or a gazelle…when the sun comes up, you’d better be running.” – Proverb

  22. “Change is life giving. It helps us grow into someone greater than we already are.” – Successories

  23. “Amateurs sit and wait for inspiration, the rest of us just get up and go to work.” – Stephen King

  24. “Things may come to those who wait, but only the things left by those who hustle.” – Abraham Lincoln

  25. “Take the first step in faith. You don’t have to see the whole staircase, just take the first step.” – Martink Luther King Jr.

  26. “The day is what you make it! So why not make it a great one?” – Steve Schulte

  27. “It’s not the load that breaks you down, it’s the way you carry it.” – Lou Holtz

  28. “Believe you can and you are halfway there.” – Theodore Roosevelt

As an employer, you are put in a position with the power to make or break your employees. You have the power to shape their lives as an individual. With the right motivation, employees can achieve new heights of corporate excellence!

Top 5 Highest Paying IT Jobs in India 2024

Posted on by Aashritha Ramesh
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The 21st Century is a digital book. Each page is a network and each word is a data byte flowing through the many networks that we have built. As a generation, we have seen the advent and advancement of technology increase manifold. The exponential investment in new-age technology has led us into the era of automation and digitization.

Living in this ever-changing time, we might have noticed a trend of many jobs and career prospects being lost to robotics and machinery. Depending on a machine to carry out operations and management is much more efficient and accurate than relying on human resources in today’s digital world.

While the market goes through a shift from manual to automated, many new job profiles and opportunities have taken the forefront. Since then a whole new career prospect has opened up. IT (Information Technology) has always been a very cliche job market attracting many employees with its easy job compatibility and pay scales. But today, joining the IT sector for the top rung profiles requires many new additional skills and experiences!

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Top 5 Highest Paying IT Jobs in India

1. Data Scientist

Data Science is the discipline of conjugating data and understanding the trend of the data collected. A data scientist analyses the collected information using complex graphs and algorithms. This analytics helps the organization make efficient and cost-effective decisions.

It is a highly sought after career by most IT people today. Companies pay lavishly to accommodate the needs of a good Data Scientist who will truly benefit the company.

The average annual salary of a data scientist with 5 to 9 years of experience in the field is an extravagant range between 90 lakhs per annum to 1.2 crore rupees per annum.

A data scientist must fulfill the following criteria to apply to any big organization:

  • Create data analytics models using graphs and algorithms
  • Must know how to code in complex computer languages
  • Must have a specialization in Machine Learning
  • Must understand business models and use data science to help uplift the market standing of the company.

If you satisfy the above factors, then Data Science is just the career for you!

2. Big Data Engineer

Now here’s a job profile that is strikingly similar to that of a data scientist. Big Data Engineering also involves collecting and analyzing data and helping increase business for the company.

Big Data, in simple terms, is a magnanimous amount of structured and unstructured data that flows through a business model daily. As a big data engineer, your job would be to oversee the development of big data analysis projects and plan how to deploy this analysis into the company business model.

For recruitment as a big data engineer, you must have the following skills:

  • A solid understanding of data warehouse technologies
  • Programming with complex computer languages
  • A good understanding of the business model that you will be working in
  • Excellent communication skills.

Big Data Engineering is at par with Data Science in the industry today. Any candidate with a minimum of 6 years of quality experience is given a whopping salary somewhere between 86 lakhs per annum to 95 lakh rupees per annum.

3. Software Architect

This is one of the most niche job profiles in the software development industry. Software Architecture is the discipline of creating software modules for the company to cater to its clients.

A software architect oversees a team of software engineers. The job of a software engineer is to design software, test it with the help of the team, and communicate it to the client seamlessly. The software developed should cover all aspects of the clients’ requirements.

The basis to become a software architect is as follows:

  • Good analytical prowess
  • Strong hands-on programming skills
  • A solid understanding of software architecture
  • An instinct to anticipate client requirements and translate them into an all-rounded software prototype.

Ranking as one of the highest paying IT Jobs of the country, Software Architecture pays an annual salary of 85 lakhs to 92 lakh rupees to any candidate with a minimum of 7 years of experience.

4. Blockchain Developer

In this current scenario of bitcoin and cryptocurrency Blockchain development plays a very vital role. This job profile has shot up so fast in the recent days that there is a magnanimous increase in Blockchain training and fast filling slots in big companies.

A Blockchain developer’s job profile includes optimizing Blockchain protocols and developing web apps and contracts and creating a network of Blockchain systems.

The criteria for becoming a Blockchain Developer is as follows:

  • Must be able to develop security protocol stacks
  • Must have a strong understanding of crypto- libraries, and functions
  • Must understand the technology behind concepts such as bitcoin.

A blockchain developer is paid anything between 80 lakhs to 87 lakh rupees per annum in big software companies to any quality candidate with a minimum of 5 to 7 years of experience.

5. Cloud Architect

Cloud computing is one of the highly sought after career choice for many aspiring IT specialists.

A cloud architect develops a company’s cloud strategy and helps the organization implement it. His/Her duty would include developing strategies and see through the seamless deployment of those plans into the company’s cloud computing network. Additional responsibilities include the architecture of cloud applications.

To get recruited as a Cloud Architect for top IT companies in the country, a candidate must have the following skills:

  • Thorough and in-depth knowledge of cloud computing and application architecture.
  • Must be familiar with Amazon Web Services and Azure
  • Must have fluent and enunciated communication skills.

A cloud architect with a minimum of seven years of experience in the field is paid a majestic total in the range of 78 to 84 lakh rupees per annum!

Artificial Intelligence Developer/Engineer

This job prospect requires a special mention. It is not a very mainstream career but is fast developing to be a frontline job prospect.

Many field specialists say that Artificial Intelligence could soon take over Data Sciences and provide faster and more accurate results. Very few companies in India offer positions for AI engineering, mostly because of the lack of technology. AI is a very rapidly advancing field in foreign countries but will still take a decade or so in India to become the forefront of the IT industry.

Responsibilities of an AI engineer include the development and management of Artificial Intelligence protocols and initiatives within the company.

An AI engineer must have the following skills:

  • Must know to code in complex computer languages
  • Must have in-depth knowledge about machine learning, neural networking, and AI processes and procedures.
  • Must know the working of TensorFlow and other such technologies.

An AI engineer with a minimum of six to eight years of experience is awarded almost 72 lakhs to 80 lakh rupees per annum for his/her services to the company.

Money should not be the only factor to make a career choice, but it is the primary incentive that pushes a person to progress in his/her field. There are plenty of undiscovered opportunities lying in the IT field, and the future will by default open up many more prospects for establishing a career. What should be kept in mind while choosing a career is your skillset and interest. With both of those, anyone can look ahead to a bright, well-settled future!

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