Zigsaw Blog

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  • What Are Pre-Employment Assessment Tests? How to prepare?

    Pre-employment exams are a systematic, objective method of collecting information about candidates throughout the recruiting process. All professionally created, well-validated pre-employment exams have one common factor: they offer a quick and accurate way to learn about a candidate’s talents and personality qualities. Pre-employment evaluations, based on the type of exam used, can provide useful information about a job applicant’s capacity to execute in the work environment.

    What are Pre-employment assessment tests?

    In recent times, pre-employment exams have grown in popularity to filter and manage large applicant streams. The Internet has made it simpler than ever for job searchers to apply for employment; according to one research, every corporate job posting receives an average of 250 applications. Some job searchers, dubbed “resume spammers,” send out mass email blasts with their applications, disregarding needed credentials or job fit. With candidates spending just 76 seconds to complete reading each job requirement, it’s no surprise that recruiters find that more than half of job applications do not satisfy the position’s fundamental requirements. Consequently, most hiring managers lack the time and resources to properly evaluate each student’s application, with recruiters allegedly devoting just 6.25 seconds on average reviewing each CV.

    pre-employment-tests

    Types of Pre-Employment Tests

    Pre-employment examinations come in a variety of shapes and sizes. We’ll go through five different sorts of assessments: aptitude, character, emotional maturity, risk, and skills exams.

     Aptitude Tests

    Rational thought, problem-solving, and the capacity to acquire, assimilate, and apply new knowledge are assessed via aptitude tests. In essence, cognitive aptitude tests are used to evaluate a candidate’s general intellect or mental capacity. As per one research, 70% of companies sought individuals with problem-solving abilities, while 63% sought analytical abilities. These skills are tough to judge merely based on resumes and interviews, where aptitude tests come in handy. Aptitude exams may be utilized in virtually every employment setting, although they are most effective in mid and senior-level positions. Aptitude tests the most important skills for workplace success in a wide range of professions, so it’s no wonder that it’s the most consistent predictor of job satisfaction.

    In contrast, research shows that mental aptitude tests are considerably more effective in predicting work success than other conventional hiring factors, with aptitude tests being twice as accurate as job interviews, three times as accurate as experience, and four times as accurate as educational level.

    Personality Tests

    Although personality tests are growing more popular among Hr managers, there are still some misunderstandings regarding what they are and how hiring managers could leverage them.

    Personality tests are designed to answer the following questions: Will the candidate be happy in this position? Is the candidate displaying the behavioral qualities that have been related to job success? There are no right or incorrect answers on questionnaires, unlike aptitude exams. Rather, these assessments assess the degree to which persons have behavioral characteristics that are generally stable across time. By assessing if a candidate’s behavioral patterns are a perfect fit for both the role and the business culture, these qualities can help employers anticipate job fit.

    Personality tests can assess various qualities, but the “Five Factors” or “Big Five Model” is the most often used personality test paradigm. Sociability, Conscientiousness, Assertiveness, Openness (to Knowledge), and Stress Tolerance are the five personality traits that regularly appear in empirical studies. The idea of personality “traits” is now broadly acknowledged. It has largely replaced Carl Jung’s earlier paradigm of character “types,” which was based on a theory of personality that classified people into each of two distinct types, such as loner or outsider, thinker or feeler, Form A or Type B. Growing evidence suggests that a tight dichotomy between two different kinds does not adequately represent the complexities of human personality; therefore the characteristics model is gaining traction in personality research.

    Emotional Intelligence Tests

    Emotionally intelligent tests are a relatively new evaluation area. Emotional maturity, or EI, is a relatively recent phenomenon that gained popularity in the 1990s. The idea of emotional maturity has become increasingly relevant in the workplace throughout time.

    According to research, transformational leadership has been linked to crucial job outcomes like specific biochemical, collaboration, motivation, and decision-making. Deep emotional IQ has also been linked to organizational development. As a result, employers are becoming more interested in evaluating EI throughout the recruiting process.

    Risk Tests

    Risk assessments fundamentally assist businesses in reducing risk. The risk may take many forms, and different evaluations are used to assess various risks. A hazard assessment’s major value is that it aids businesses in reducing the danger of employees engaging in risky or unproductive work practices.

    Skills Tests

    Skills exams assess job-related abilities, such as verbal, numeracy, interpersonal skills, and more specific abilities such as typing and programming knowledge. These are abilities that applicants have gained via their schooling and work experiences; they do not necessarily represent fundamental ability but rather accumulated knowledge, whatever the applicant currently knows how to accomplish based on prior experience.

    How to prepare?

    Relax

    Please remember that pre-employment testing results are simply one of many criteria that employers consider when determining whether or not you are qualified for the position. The impressive résumé you made is still important!

    Set the stage

    Many businesses need candidates to take the test before moving on to the interviewing process. Calculate how long it takes you to finish the exams if you are taking them remotely rather than at an employer’s office, and then restrict any distractions during that period.

    Read the instructions

    Skipping through directions is by far the most common error made by test takers. You may read and comprehend them in as much time as you like!

    Get Familiar with the Tests

    Personality, aptitude, and skills exams are the three major types of pre-employment exams. To feel more relaxed, familiarise yourself with the sort of test you’ll be taking.

    Conclusion

    In this climate, pre-employment exams may be quite beneficial to companies looking to hire the best people. Companies of all sizes may better manage the huge pool of candidates seeking available positions by incorporating pre-employment evaluations into the candidate selection procedure. While tech may be to blame for the rise in applications, it also offers a solution by making pre-employment testing easier to incorporate into the recruiting process.

  • 10 Ways to Set Up Video Interview Process in Right Way

    10 Ways to Set Up Video Interview Process in Right Way

    First and foremost, collaborate with your whole hiring team to create a written plan. Also, do a few practice interviews with the team to verify that everyone knows how to use the video and audio options, silence themselves, share their screen, and communicate throughout the interview. Go the extra mile and look into the problems other software users might have encountered to rehearse remedies for typical blunders. Request that applicants complete a survey questionnaire after each interview so that you may learn from them.

    Let’s learn how to set up a video interview in the right way.

    10 Ways to Set Up Video Interview Process in Right Way

    How to Set Up a Video Interview Properly?

    1. Keep your body language in mind.

    Just because you’re separated from the applicant by a screen doesn’t mean you can’t provide basic courtesy. Nonverbal communication accounts for 55 percent of the conversation, with the tone of voice accounting for another 38 percent; your words account for only 7%.

    In fact, in a conference call, the way you put yourself is critical. Make direct eye contact, sit upright, and nod to demonstrate that you are paying attention to what the person is saying. 

    2. Dress appropriately 

    Dress professionally, even if you’re not at the workplace. If you show up to the interview in sweatpants and a t-shirt, the applicant will assume the talk isn’t significant unless it’s standard workplace clothing for your company. Wear a shirt and tie if that is the most acceptable attire; you may change after the interview.

    Dressing professionally offers the prospect a sense of your company’s culture and makes a recorded interview feel more like an in-person interview. Of course, your clothes are generally only seen from the shoulders up, so a shirt, collared shirt, or beautiful sweater would suffice.

    3. Emphasize your organization’s image

    Candidates won’t experience your corporation culture model conceptualized during a conference call, so emphasize it throughout the conversation. Emphasize your company’s fundamental values and goals, tell tales about team excursions, and discuss how your workplace is organized and why.

    You can give a detailed description of what it was like to work for your firm. Above all, bring your company’s culture into the interview by demonstrating your fundamental principles and treating the applicant as a coworker.

    4. Examine previous interviews and take notes

    Analyze your notes from prior interactions with the candidate before the video interview so that the next one is as effective as possible. During each interview, take some notes on what the applicant says, how engaged they appear, and their overall manner. It’s critical to let the interviewee know that you’re taking notes for future references but that you’re still paying much attention to the talk. They have no way of knowing what you’re composing, and it may appear to them that you’re not paying much attention.

    Conference transcripts are generated by most systems, making it easy to capture the full dialogue and share it with other parties.

    5. Be thoughtful and caring

    Reduce background music and distractions to show your applicant the recognition they deserve. Yet, life occurs — especially at home — and interruptions are inevitable. Before you get started, take a minute to thank the applicant for their flexibility in changing the interview to a video call and requesting their tolerance if any issues arise. Also, don’t hold it against applicants if the same thing occurs to them.

    6. Ask the same questions every time

    Regardless of the interview style, you must ask all candidates the same set of questions. There’s no need to remake the wheel; keep asking the same questions during in-person and site meetings.

    You’ll be more prepared to assess and compare applicants based on the value of their replies if interruptions occur, which are frequent during video interviews. Additionally, utilize an interview score to keep your evaluations impartial.

    7. Take into account pre-recorded interviews.

    When scheduling video interviews is challenging due to time restrictions or a lack of resources, probably ask participants to fill a pre-recorded interview. Go to them for a restricted number of questions to answer and keep in mind each answer’s length. Adhere to a few more in-depth questions while asking them.

    Applicants will record their responses and upload the video clip of the interview. This may be done using email or a secure content-sharing site. Some sites even support this type of conference call. Make sure to provide the file size, type, and any time constraints. Prepare.

    8. Have a backup plan 

    Even if you check your recorded interview software several times, issues might arise. Have a failsafe in place if video or sound functions fail, internet connectivity becomes unreliable, or the environment becomes unsuitable for an interview. Whether you choose to do the interview over the phone or via FaceTime, make sure you have a backup plan.

    You can consult with the candidate to see what works best for them. They may need to resort to a phone conversation if internet connectivity is a problem. Nevertheless, if nothing works, you may need to postpone the interview or resort to a pre-recorded interview.

    9. Turn off your phone notifications

    When doing video interviews, give applicants your entire focus and turn off the rest of the population. Warning noises can be picked up and amplified by your phone’s built-in speakers, resulting in a highly annoying interruption. Furthermore, it is impolite and inconsiderate of your interviewee’s time. Remember that this is a moment to analyze a candidate’s suitability for the position and pitch your firm as a possible employer, so approach them with the care you deserve.

    10. Log on early

    Don’t let your applicant wait around, unsure if they’ve arrived at the correct time or attended the correct meeting. Arrive five minutes early for your video interview and turn off your camera while you wait. This simple discipline will guarantee that you arrive on time for the meeting, but you may work or tidy your workspace while waiting. Your applicants will appreciate your readiness and timeliness.

    Conclusion

    The interview method via video may be a refreshing change of pace, and it can open doors for a wide range of applicants. There are benefits and drawbacks to all interview techniques, so it’s critical to have your video interviews set up and running correctly to get the most out of the procedure.

  • 11 Things to Consider While Working in a Family Business

    11 Things to Consider While Working in a Family Business

    As per the Family Firm Institute, family firms account for 2/3rd of all businesses globally, making them critical for productivity expansion and employment creation.

    While family companies are a key economic engine, only 30% survive to the 2nd gen, only 12% survive to the third generation, and just 3% survive to the fourth.

    What is the key to running a successful family company? We’ve compiled a list of eight suggestions to help guarantee that your family business, or the one for which you work, survives the generations.

    What is considered a family business?

    Those engaged understand that the features of a family business differ from those of a larger corporation. Understanding who owns what and what actions should make such an individual vital for the firm and family to stay in peace. If the firm is still in the creator’s stage, it is simple for him to have authority over and select how the organizational assets will be distributed. However, if the second wave matures and expresses an interest in staying with the firm, all parties’ duties must be clearly defined.

    11 Things to Consider While Working in a Family Business

    11 Tips for a successful family business

    • Communicate

    Families have their communication style, which isn’t always the greatest, as many therapists will tell you. Break the mold and make open, frequent communication a priority in your family company. When you notice a communication problem, address it straight immediately.

    • Evolve

    When it concerns durability and the prosperity accompanying it, every business, especially intergenerational family companies, must change with the changes. A family-run company, the people who run it, irrespective of age, develop or avoid offending both customers and employees. Whether that’s abhorrence to new technology or opposition to changing social practices, a family-run business—and the people who run it—must evolve or end up alienating both customers and employees.

    • Set boundaries

    Setting limits is important to creating and maintaining success, as leaders of thriving family-owned companies know. Establish and maintain a clean line between family and business. To put it another way, keep family matters off the board and work in the workplace.

    • Practice good governance

    In the administration of family-owned enterprises, boundaries are also created. This type of monitoring, which top family companies use all over the globe, usually takes the form of a professional, advisory, or managerial board made up of non-family members with a small number of families.

    • Recruit from the outside

    It’s critical to recruit beyond your family for both personal and leadership roles, just as it’s critical to create governance with non-family individuals at the head. There are plenty of skills available. For talents and knowledge that family members lack, successful family businesses draw into this pool of talent.

    • Treat employees like family.

    Everyone is treated like family in a thriving family-owned firm, whether they are related or not. Customers are frequently subjected to this behavior. This “redefining family” strategy is used by recreational vehicle maker Jayco, which has been family-owned for more than 40 years. According to Jayco CEO Derald Bontrager, it pushes workers and leadership to “lift the bar as far as value is given,” according to Jayco CEO Derald Bontrager. Rather than depending on industry norms, “you should ask yourself, ‘Would you do something like this if that was one of my family members?’”

    • Make it optional

    A good family company does not use coercion or guilt to entice relatives to join the company. It allows employees to choose whether or not to work for the firm. Employees enthusiastic about the firm and their position within it are essential in every business, whether it is family-owned or not. Encouraging family members to come to work on their results in happier employees and a better bottom line.

    • Plan for the future

    Family companies that succeed don’t just let the cards fall wherever they may. They prepare for the future by developing family company succession plans well ahead of time. They also recognize potential in workers, both inside and beyond the family, and engage in them quickly to catch future leadership success.

    • Mutual respect

    A firm foundation of understanding and respect, like any strategic partnership, goes a long way. Acknowledge your parents’ past accomplishments and where they went before you joined them in business. Respect the wisdom and information they’ve gained through time. Parents, be proud of what your kids bring to the party, both in youthful enthusiasm and abilities, and unique qualities.

    • Know yourself and each other

    Personality traits and temperaments differ considerably. I propose that any children and parents who are starting a company together spend some time getting to know one another. The more you know about each other’s skills and shortcomings, as well as what makes them click, the more successfully and efficiently you can collaborate.

    • Recognize the stages

    When it comes to parents and children collaborating, there are several stages to go through. There will be an evident mentor/mentee relationship when the youngster initially joins the adult in business. After the parent has given their knowledge to the kid and the youngster has professionally grown into their own, this will eventually shift into an equal relationship. Finally, the parent may begin to slack down, leaving the kid to shoulder more of the burden and duty. Understand that these phases are normal, and learn to recognize which one you’re in and when you’re transitioning between them. Remember that all of these changes are made easier with a foundation of trust.

    What are the advantages and disadvantages of a family business?

    Advantages of a family-run business are:

    • Stability
    • Commitment
    • Flexibility
    • Long-term outlook
    • Decreased cost

    Disadvantages of a family run business are:

    • A lack of family interest
    • The conflict between family members
    • A lack of structure
    • Nepotism
    • Succession planning

    Conclusion

    Every family business will have its own set of benefits and disadvantages. However, to remain effective, company leaders must use these advantages and conquer these obstacles to prevent being one of the 70% of firms that fail after the first generation.

  • Top 10 Reasons Why No one Will Hire You for a Job Role

    Not receiving the job, you wanted is an unavoidable element of the job hunt. It’s not always apparent why you weren’t able to land a job that seemed to be a wonderful fit for your expertise and talents. Understanding why you weren’t selected will allow you to better prepare for the rest of your job hunt and excellent land employment. In this article, we’ll discuss why understanding why you didn’t get a job is crucial for your potential job search performance, as well as the most frequent reasons why and what you can do to remedy them.

    10 Reasons Why No one Will Hire You

    1. Passively participation

    Having conscientiousness is linked to professional success. You’re missing a vital component of the job hunt if you apply to positions without checking up or if you register for few opportunities.

    By applying to more positions every week, aggressively chasing any prospective leads by contacting out after screenings, and structuring your job search, you may improve your constructive attitude to job hunting. Knowing what sort of work you want and what areas you’re prepared to compromise on, such as income, perks, location, and responsibilities, are key strategies.

    2. Lack of passion

    Employers can tell if a candidate isn’t really committed to a position. Employers want to see passion and excitement when assessing applications, which may be taught.

    In your letter and at your initial meeting, express your enthusiasm for the role. When applying for a job, read the job description carefully and conduct extensive research on the firm. Create a list of all the facts that pique your interest in working for that firm, and be sure to mention why you like your work and how you can contribute to the company’s vision and goals.

    3. Undervaluing your talents

    When you’re looking for a job, one of the essential things you can do is show that you’re confident in your abilities, expertise, and education. You may be ignored for a position you are otherwise well suited for if you do not highlight your biggest qualities and accomplishments.

    Understand your best talents and achievements and how they connect to the job you’re looking for to enhance your ability to market yourself.

    4. Application needs work

    Your resume is a recruiting manager’s initial impression of you and the first step toward an interview. If your resume fails to emphasise your skills, lacks a feeling of originality, or lacks keywords, you may be passed over for the next round of interviews.

    To catch the attention of the hiring manager, include a compelling beginning to your resume. Concentrate on your prior achievements and triumphs, and customise your CV to each position.

    5. No research of the company

    Another factor that might impact your job hunt is not doing enough research on the organisation and role. While in an interview, many companies use questions to assess a candidate’s understanding of the firm and the position. They want to know that a possible employee has done their homework on the company and is really interested in working there.

    6. High expectations

    If you really can afford it, it’s critical to be adaptable with pay and benefit expectations. Some positions will want you to provide a pay range, while others will have a defined hourly wage. Recruiters may be put off if you come into an interview with a set of non-negotiable criteria.

    Work on being as adaptable as possible to enhance your expectations. Make a list of the advantages you require, such as health insurance and paid vacation time. Make a separate list of perks that would be optimal but are negotiable, along with an hourly rate, pay, or a retirement package.

    7. Too much experience

    Big differences between your expertise and the real job requirements might cause you to be missed. However, this is not always the case. Employers may not seek overqualified applicants because they are unable to pay what they feel an applicant expects, or they want to ensure that the applicant will stay with the firm long-term and not leave for a better position shortly after employment.

    Even if you are overqualified for a position, you may keep your name in the running. Highlighting your experience directly in your application, emphasising your pay flexibility, and concentrating on your enthusiasm in work itself are all examples of how to accomplish this.

    8. Underqualified 

    Many applicants are hesitant to apply for positions that appear to be beyond their expertise and skillsets because companies frequently reject applicants who lack the requisite abilities. It is still feasible to be evaluated if you know how to handle the prospective employer with what you can contribute to the position.

    Take a moment to demonstrate to the potential employer that you are a good fit for the advanced role to increase your chances of getting recruited. List as many important skills and experiences as possible that are stated in the job posting, as well as education, volunteer work, internships, and any other experiential learning relevant to the role.

    9. Industry connection

    Developing network connections may be quite beneficial in today’s employment environment. Many organisations have referral systems to bring in new recruits since referred employees have a considerably greater success rate than applicants found through job advertisements.

    Attend meetings and seminars in the sector you want to work in to improve your networking abilities. When you obtain leads or a reference from a contact, be careful to ask for permission to contact them using their name. Friends and relatives might also be part of your network. Allowing others to know what kind of employment you’re looking for can lead to more prospects.

    10. Bad interviewing skills 

    The first interview is among the most important stages of the recruiting process. Hiring managers focus a lot of their decisions on the initial interview, including how effectively you speak and think logically and also your eye for detail and competence.

    Conclusion

    Knowing what factors may be keeping you from progressing in the recruiting process can assist and encourage you during your job hunt. When you know the areas where you can develop, you may take action to be a better applicant and impress recruiters. Furthermore, understanding which aspects you can improve can assist steer you in the correct direction during your job hunt, reducing uncertainty and making the trip more pleasurable.

  • Work-life balance in Hyderabad

    Hyderabad,  the capital and largest city of the South Indian state of Telangana. Also known as the city of Nawabs, Hyderabad is known for its rich culture and heritage. It is famous for its awe-inspiring monuments and vibrant legacy. This traditional city has maintained the elite Nawabi lifestyle, even in this modern world. The luxurious and lavish way of living is true to the city’s character. 

    Hyderabad is home to approximately 10 million residents as of 2020. It consists of many attractions such as Charminar, Golconda Fort, Hussain Sagar Lake, Chowmahalla Palace, Qutub Shahi Tombs, Nehru Zoological Park, Laad Bazaar, the remarkable Ramoji Film City, and many, many more sites with a pinch of rich patrimony. The delectable and mouth-watering biryani is also a gift by Hyderabad, which is also known as the Biryani Capital of the World.

    Hyderabad is paramount for the technological industry and is among the best cities to live and work in India. It comprises numerous high-end malls and restaurants. 

    What are work-life balance jobs in Hyderabad?

    Work-life balance takes place when we enjoy what we do. It aims to lead a meaningful life and establish parity between work and personal life. A perfect work-life balance is essential to reduce stress and tensions at the workplace, and ultimately leads to a happy and healthy life. The employees of the companies that offer jobs with work and life balance are found to be the most satisfied with their jobs and contribute more to the development of the company.

    Some jobs that offer the best work-life balance are Recruiting Coordinator, Research Engineer, Data Scientist, UI/UX Designer, Corporate Recruiter, Web Developer, Computer Programmer, SEO Manager, Substitute Teacher, Lab Technical Assistant, Content Writer, Strategy Manager, Project Analyst, etc.

    Hyderabad is an epicenter of the best work-life balance jobs. Microsoft, Amazon, Infosys, Hitachi India, ADP, IBM, Tech Mahindra, Oracle, Salesforce, S&P Global Market Intelligence, PokerStars, Genpact, Silicon Labs are some of the companies that offer work-life balance jobs in Hyderabad. The types of work-life balance jobs in Hyderabad include Talent Advisor, Candidate Researcher, Consultant, Business Risk Manager, Program Manager, BPM, Business Operations Analyst, Recruiter, Human Resource Manager, Data Scientist, Customer Service Manager, Content Specialist, Office Administrator, Accountant, Technical Support Manager and the list goes on.

    What is the salary of work-life balance jobs in Hyderabad?

    The average salary of work-life balance jobs in Hyderabad ranges from INR 50000 per annum to INR 6 lakh per annum and is expected to grow in the coming years. Web Developers and Computer Programmers earn an average of INR 25000 to INR 30000 per month. Consultants of Microsoft get INR 17 lakh per annum, whereas consultants of Infosys earn INR 12 lakh per annum. Research Associates grab a starting salary of INR 3 lakh per annum. 

    What is the cost of living in Hyderabad?

    If you want to establish an ideal work-life balance in Hyderabad, then you should also check the cost of living and bearing other expenses in the most livable city of India. 

    Hyderabad is quite economical and the bachelors, couples or even a family enjoy an utmost comfortable stay in the city. The accommodation, food and transportation expenses in Hyderabad outpace metropolitan cities such as Mumbai, Chennai and Bangalore. 

    Accommodation costs may vary for students, bachelors, couples and family. The average cost for students or bachelors residing in Hyderabad ranges from INR 5000 to INR 10000 per month. For couples or families, it varies from INR 15000 to INR 40000 per month.

    Groceries and other utilities such as water availability, gas connection, electricity, telephone connection, Internet connection and TV range from INR 1000 to INR 12000 per month. Entertainment and shopping expenses do not disappoint in the city of Nawabs. This also ensures that salaried people enjoy the best work-life balance. These costs vary from INR 3000 to INR 9000 per month.

    In fact, kids get the best schooling in Hyderabad and that too is very economical. INR 15000 is the mean monthly school fees in Hyderabad.

    What are some effective ways to maintain a work-life balance in Hyderabad?

    Here you will get to know the ways by which a balance between work and life can be achieved in metropolitan Hyderabad.

    1. Managing your time effectively will not only get you and your family to spend quality hours with each other but also provide you with excess time to sleep and maintain yourself well. 
    1. Get yourself some me-time. This is really important as you should take out some time for yourself and choose to go shopping or a movie night. Destinations in Hyderabad where you can go shopping are Begum Bazaar, Koti Market, Abids Street etc. along with magnificent street markets and malls. 
    1. Leave all your work at the workplace. This step is crucial as you should not mix your work and personal life. It will become very stressful for you if you are always involved in work and are unable to spend time with your family.
    1. You should learn to say NO. Many of us hesitate and generally fail to decline an invitation or work, even though we are running short of time. But you should learn to turn down work sometimes if you are not feeling like doing it. 

    Conclusion

    Hyderabad, the city of Nawabs, has so much treasure for everyone living and working here. The breathtaking beauty of this city and new job opportunities day by day has made Hyderabad the most livable city in India. It is also a very economical city as the cost of living is also very less. 

    There are quite a large number of jobs suitable for establishing a perfect work and life balance, and that too high paying. In all, Hyderabad offers a complete balance of work and personal life, which also makes your pocket happy. 

    Questions

    What are the work-life balance jobs in Hyderabad?

    Some work-life balance jobs in Hyderabad are Consultant, Talent Advisor, Content Specialist, Recruiter, Candidate Researcher, Human Resource Manager, Data Scientist, Business Operations Analyst, Business Risk Manager, Accountant and so on.

    What is the average salary of these jobs in Hyderabad?

    The average salary of these jobs varies from INR 50000 per annum to INR 6 lakh per annum in Hyderabad, and the figure is expected to grow in the coming years.

  • Top Recruitment Agencies in Belgium

    You may cross many career paths, but you will have to narrow it down and find the best possible career. One has to prepare a good resume, then find the target company and wait for their reply. This task appears to be easy but is a bit hefty. So, a Recruitment consultant helps job seekers in finding, applying and preparing for the job. Because of their big network, recruiters can easily find a good job in no time. Every region has some recruiters, but one might not be able to decide which one to approach. This article will help in finding the best recruiters in Belgium. Known as “the Crossroads of Europe,” Belgium is located in northwest Europe bounded by the Netherlands in the north, Germany on the east, and France by the south and southwest. Belgium’s economy is dependent on services, transportation, trade and industry. Coal mining has declined in recent years. Belgium has always promoted trade and prosperity.

    List of top recruitment consultancy

    1. RGF Staffing Belgium (Google Rating- 4.6)

    RGF Staffing provides the best solution to connect candidates and companies through their H.R. and staffing solutions. It provides a multi-brand ecosystem that encompasses different needs, ambitions and goals of the job seeker.

    Website- https://www.rgfstaffing.be/en

    LinkedIn- https://www.linkedin.com/company/rgf-staffing-belgium-nv/

    2. Mavence (Google Rating-)

    With decades of experience in public affairs across over a dozen countries, Mavens are experienced practitioners in their own way, making them uniquely attuned not only to the company’s talent needs but to the far-reaching value that the company’s success brings to the business as a whole. Mavens serve as a trusted guide. With each employee working exclusively on a dedicated portfolio of a candidate, one can be sure that they will leave no stone unturned and will provide you with a dedicated and personal touch every step of the way. They offer a full range of executive search and recruitment services for associations, corporations, consultancies, NGOs, think-tanks, law firms, regional and diplomatic offices, and intergovernmental groups, including 360-degree search and place, Screening and shortlisting, Talent management and assessment, Interim recruitment, Leadership and Career coaching. 

    Website- www.mavence.com

    LinkedIn- https://www.linkedin.com/company/european-affairs-recruitment-specialists-ears-

    3. Signium

    Started in the 1950s, Signium is one of the world’s leading executive search and leadership consulting firms with offices across the globe. They not only focus on the qualifications and background of an individual candidate but also explore the culture fit and client values. With their partner-led approach, they not only advise candidates but also support in developing their skills. 

    Website- http://www.signium.com

    LinkedIn- https://www.linkedin.com/company/signium/about/

    4. Generations Recruitment (Google Rating- 5.0)

    A Brussels based recruitment agency, specialising in Marketing & Sales profiles, Generations Recruitment has always lived up to the expectation of the job seeker by ensuring more ethical and diversified recruitment. They have recruited more than 70 companies in many different sectors such as the food, drink, home-care, consumer electronics, including Nestlé, Coca-Cola, Orange, The Swatch Group.

    Website- https://www.generationsrecruitment.com 

    LinkedIn- https://www.linkedin.com/company/generationsrecruitment/

    5. Amrop

    With over 64 offices in 53 countries, Amrop is one of the world’s largest retained executive search partnerships, offering a range of Leadership and Board Services. With their Context Driven approach to executive search encompassing shared values, standards, policies and procedures, Amrop advises the world’s most dynamic, agile organizations on identifying and positioning candidates.

    Website- http://www.amrop.com

    LinkedIn- https://www.linkedin.com/company/amrop/about/

    6. Pauwels Consulting (Google Rating- 4.7)

    Pauwels Consulting is a profound Belgian consultancy firm with 650+ experts in engineering, life sciences and I.T. They recruit, manage and execute projects for leading organizations in and beyond Belgium, including France and the Netherlands.

    Website- https://www.pauwelsconsulting.com

    LinkedIn- https://www.linkedin.com/company/pauwels-consulting/

    7. Robert Half (Google Rating- 3.6)

    Founded in 1948, Robert Half pioneered the concept of professional recruitment services. Today, they offer a full spectrum of specialized staffing and consulting solutions. Along with helping candidates find career opportunities where they can fit and thrive. In February 2019, Robert Half was named first in our industry on FORTUNE magazine’s list of “World’s Most Admired Companies®”. Robert Half was also selected for Bloomberg’s 2019 Gender-Equality Index, is featured on Barron’s list of the “100 Most Sustainable U.S. Companies,” is among Forbes’. 

    Website- https://www.roberthalf.com

    LinkedIn- https://www.linkedin.com/company/robert-half-international/

    8. Real Staffing (Google Rating- 5.0)

    Working across Europe, the U.S. and Asia, Pac Real Staffing is one of the world’s most extensive pharma, biotech and medical devices recruiters and has one of the largest networks of specialist recruiters globally. They help candidates find the new job opportunities which they’re looking for and help the candidates to move to the next step in their career.

    Website- http://www.realstaffing.com

    LinkedIn- https://www.linkedin.com/company/real-staffing-group/about/

    9. Personnel Search (Google Rating- 4.2)

    Appreciating challenging collaboration with candidates and clients, Personnel Search is a passionate mobilizer in the world of recruitment. Personnel Search was founded in 2002 with a distinctive vision and structure aimed at achieving three fundamental goals: Quality, Speed & Satisfaction.

    Website- https://www.personnelsearch.nl

    LinkedIn- https://www.linkedin.com/company/personnel-search/about/

    Conclusion

    With rich chocolate & waffles, Belgium is a sweet spot for every recruiter and job seeker with plenty of opportunities.

  • Top Recruitment Agencies in Iceland

    Finding a job is not an easy task right now. One has to plan a lot and work on self to develop a skill that is required for the 

    job. You may cross many career paths, but you will have to narrow it down and find the best possible career. One has to prepare a good resume, then find the target company and wait for their reply. This task appears to be easy but is a bit hefty. So, a Recruitment consultant helps job seekers in finding, applying and preparing for the Job. Because of their big network, recruiters can easily find an excellent job in no time. Every region has some recruiters, but one might not be able to decide which one to approach. This article will help in finding the best recruiters in Iceland. It is a European island country in the North Atlantic Ocean on the Mid-Atlantic Ridge. Iceland is volcanically and geologically active.

    The domestic economy is primarily service-based. The wholesale, retail, repair, real estate, and financial segments account for nearly 30% of all workers. About 7% work in the agriculture and fishing industries while about 9% work in manufacturing. Despite most employees working in the service industry, Iceland is a thriving producer of goods for export. Along with fish and software services, their exports include aluminium, pharmaceuticals and medical products, petroleum and Petroproducts, and food processing equipment, etc.

    List of top recruitment consultancy

    1. Hagvangur (Google Rating- 5.0)

    Founded in 1971, Hagvangur is one of the oldest consulting companies in the country. Initially, they worked in the field of operational consulting. Later in 1976, they went on to begin recruitment services. In 1998, the company merged with the Coopers & Lybrand Auditing Center and the name PricewaterhouseCoopers was adopted. During the year 2002/2003, a turning point came when the activities that belonged to the recruitment service were sold to the current owners, Katrín S. Óladóttir, the current managing director and Þóris Á. Þorvarðarson, Chairman of the Board and Recruitment Manager of the company. From 2005, the company has systematically expanded its field of work, and the company’s consulting now covers most areas of human resource management. Hagvangur is an excellent option for any job seeker because they specialize in professional recruitment. With such a great experience of recruitment, they can quickly get you your dream job.

    Website- https://hagvangur.is/hagvangur/en/

    LinkedIn- https://www.linkedin.com/company/hagvangur/

    2. Jobs in Iceland (Google Rating- )

    Their main objective is to provide the best service available to both customers and employees. They believe in measuring their success among people because their most important goal is to ensure that employees are happy and content during their work and stay in Iceland. Moreover, this is the kind of support every job seeker needs.

    Website- https://www.jobsiniceland.is/

    LinkedIn- https://www.linkedin.com/company/%C3%ADslensk-verkmi%C3%B0lun/

    3. Job (Google Rating- )

    Job connects companies and individuals in a simple, fast and convenient way. Individuals can find the dream job at the dream company through Job. It’s effortless to sign up. One can keep track of everything related to applications and the company’s response to them.

    Website- https://atvinna.frettabladid.is/

    4. Swapp Agency (Google Rating- 5.0)

    Swapp Agency is located in Reykjavik, Iceland. Founded by two entrepreneurs in 2016, they aim to help individuals find a job in Iceland and also match companies with great staff that suits their requirements and needs. Swapp Agency has grown and adapted alongside the evolution of the market and now provides services to job seekers all over the world. 

    Website- https://swappagency.com/

    Conclusion

    With a high standard of living, Iceland proves to be good for local people who can afford the expenses. 

  • Top Recruitment Agencies in Luxembourg

    One may cross many career paths which need to be narrowed down. One has to prepare a good resume, then find the target company and wait for their reply. This task appears to be easy but is a bit hefty. So, a Recruitment consultant helps job seekers in finding, applying and preparing for the job. Because of their big network, recruiters can easily find a good job in no time. This article will help in finding the best recruiters in Luxembourg.

    Luxembourg, in northwestern Europe, is one of the world’s smallest countries. It is bordered by Belgium on the west and north, France on the south, and Germany on the northeast and east. Luxembourg’s prosperity was originally based on the ferrous industry. By the late 20th century, the country’s economic vigour stemmed chiefly from its involvement in international banking and financial services. Luxembourg ranks among the world’s leaders in the standard of living and per capita income.

    List of top recruitment consultancy

    1. KR Recruitment (Google Rating-4.7)

    KR Recruitment provides the best talent to companies or a perfect role to the candidate. They not only listen but understand and deliver solutions matching your specific job requirements. They believe in honest and transparent partnership, focusing on the needs of the candidates.

    Website- http://www.krrecruitment.com

    LinkedIn- https://www.linkedin.com/company/kr-recruitment/

    2. Greenfield Luxembourg (Google Rating-4.6)

    Greenfield is one of the leading Luxembourg-based Recruitment and executive search consultancy. Over a decade, they have specialised in recruiting for a predominant position within the local financial services. They have provided jobs to more than 1,500 individuals for more than 200 local and international clients/companies.

    Website- http://www.greenfield.lu

    LinkedIn- https://www.linkedin.com/company/greenfield-s.-r.l./

    3. Kingsley & Partners (Google Rating-4.3)

    Kingsley & Partners is a consulting firm that offers recruitment solutions mainly in Wealth Management, Finance & legal. They have a team of seasoned professionals in the area of wealth management, along with a cumulated experience of over 15 years in financial Recruitment. If you are interested in exploring a career in finance then, Kingsley & Partners is the one-stop.

    Website- http://www.kingsleyandpartners.com

    LinkedIn- https://www.linkedin.com/company/kingsley-&-partners/

    4. DO Recruitment (Google Rating-4.2)

    Established in 2008 by Nathalie Delebois and Sinéad O’Donnell. DO Recruitment follows the slogan “People DO matter,” i.e., a Company is only as good as the people they hire, and this is a reflection of their idea. They focus on quality, working in partnership with talented and skilled individuals. They always deliver excellence to a candidate.

    Website- https://dorecruit.com/en/

    LinkedIn- https://www.linkedin.com/company/do-recruitment-advisors/

    5. Morgan Philips (Google Rating-)

    With a range of modern, innovative service lines designed to succeed in the new world of work, Morgan Philips Group is radically changing the headhunting, Recruitment, and talent consulting business. Their approach is to combine consultancy with worldwide search capability and digital sourcing technologies, which makes them a strong contender to recruit for a range of organisations, including temporary and permanent Recruitment in management.

    Website- http://www.morganphilips.com

    LinkedIn- https://www.linkedin.com/company/morgan-philips-group/

    6. Spring Professional (Google Rating-4.2)

    Spring Professional Luxembourg is specialised in the employment of middle management and highly qualified professionals in contracting temporary and permanent placement. They employ an expert-to-expert approach to bring great people to great organisations. They believe in empowering the Luxembourgish workplace with expertise by assessing, matching, and upskilling qualified professionals for the benefit of individuals and companies. Professionals thank their Responsiveness and Innovative approach, which enables them to Grow.

    Website- https://www.springprofessional.lu/

    LinkedIn- https://www.linkedin.com/company/spring-professional-luxembourg/

    7. Randstad Luxembourg (Google Rating-3.6)

    Randstad established itself in Luxembourg in 1995, initially focusing on the tertiary sector, went on to become a major player in the field of human resources since 1960. Presently, the company has 5 branches, has 65 permanent employees. They provide job consulting in the following sectors: financial, administrative, commercial, hotel & catering, industrial, buildings and public works, logistics.

    Website- http://www.randstad.lu

    LinkedIn- https://www.linkedin.com/company/randstadluxembourg/

    Conclusion

    Luxembourg’s economy is notable for its close connections with the rest of Europe, making good opportunities east to access.

  • Top Recruitment Agencies in Switzerland

    Finding a job is a bit of a hefty task. A Recruitment consultant helps job seekers in finding, applying and preparing for the job. With their large network, recruiters can easily find a good job in no time. Every region has some recruiters, but one might not be able to decide which one to approach. This article will help in finding the best recruiters in Switzerland.

    Switzerland a highly developed and beautiful mountainous country bordered by Germany in the north, Austria and the Principality of Liechtenstein in the east, Italy in the south and France in the west.

    It has low unemployment, a highly expert labor force, and a per capita GDP among the highest in the world.

    List of top recruitment consultancy

    1. Approach People Recruitment (Google Rating-4.6)

    Approach People Recruitment was established in 2000. Since then, it has developed as the European partner of many world-leading multinationals.  They excel in recruiting skilled talents from top graduates to C-level executives in every field. They deliver a global approach through local expertise with a unique personalized solution focusing on specific job requirements.

    Website- http://www.approachpeople.com

    LinkedIn- https://www.linkedin.com/company/approach-people-recruitment/

    2. Swisslinx (Google Rating-4.0)

    Swisslinx is a privately held recruitment consultancy founded in Zurich in 1999. They operate regionally in the European, Middle Eastern and South-East Asian markets. They offer a bespoke service to both clients and candidates, ensuring that they always maintain high standards.

    Website- https://www.swisslinx.com/

    LinkedIn- https://www.linkedin.com/company/swisslinx-ag/

    3. Experis (Google Rating-3.8)

    With a deep industry knowledge to understand the challenges that job seekers are facing, Experis provides access to highly skilled professionals who can help job seekers grow. They not only locate but also train and connect job seekers with leading employers in the industries so that together they can reach new heights.

    Website- https://www.experis.ch/

    LinkedIn- https://www.linkedin.com/company/experis-switzerland/

    4. Michael Page (Google Rating-4.6)

    Established in London in 1976, Michael Page has four decades of expertise in professional services recruitment. They have grown organically to become one of the best-known and most respected consultancies, with an office network spanning six continents. They provide the best solutions for a candidate aiming to grow in their career. They have a team that understands and keenly follows the market, providing every resource and expertise at your disposal. The current managing director is Ricardo Basaglia.

    Website- https://www.michaelpage.ch/

    LinkedIn- https://www.linkedin.com/company/michael-page

    5. Harvey Nash (Google Rating-5.0)

    Harvey Nash has helped over half the world’s leading companies recruit, retain, source and manage the highly skilled talent they need to succeed in an increasingly competitive, global and technology-driven world. Established in 1988, With over 8,000 staff in more than 40 offices across Europe, Asia-Pacific and the U.S., they have built a strong reputation amongst candidates.

    Website- https://www.harveynash.ch/

    LinkedIn- https://www.linkedin.com/company/harvey-nash/

    6. Badenoch + Clark (Google Rating-4.4)

    Badenoch + Clark is a global recruitment specialist operating in Belgium, Germany, France, Italy, The Netherlands, Luxembourg, Norway, Switzerland, Sweden, Spain, Turkey, and the U.K. They offer permanent and interim placements for senior professionals and executives across the full spectrum of industries and provide top management talent to leading organizations. Their bespoke services are tailored to individual circumstances. If you’re seeking your next position, they can help you.

    Website- badenochandclark.com/de-ch/

    LinkedIn- https://www.linkedin.com/company/badenochandclark/

    Conclusion 

    Switzerland’s economy is benefited from a highly developed service sector, led by financial services and a manufacturing industry that specializes in high-technology, knowledge-based production. Thus, proving to be a Hub for good job opportunities while delivering more and delivering better.

  • Recruitment Agencies can grow faster with Zigsaw

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    Our experienced VA’s can offload most of your work starting from candidate pipeline management, email management, interview scheduling & follow-ups and managing your day-to-day tasks to ensure that you achieve so much more than you currently achieve with your day

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