Zigsaw Blog

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  • Top Recruitment Agencies in Germany

    Finding an exciting job, the best possible career path is challenging these days. It requires a lot of planning and knowledge about the skills that are needed for a particular position. One has to prepare a good resume, then find the target company and wait for their reply. A Recruitment consultant helps job seekers in locating, applying and preparing for the job. This article will help in finding the best recruiters in Germany.

    Germany is one of the most beautiful and popular tourist destinations. It is part of central Europe. The country is full of rivers & valleys and rising & falling hills. Germany is the world’s fourth-largest economy and third-largest exporter and importer of goods.

    List of top recruitment agencies

    1. Approach People Recruitment (Google Rating-4.7)

    Since the establishment in 2000, Approach People Recruitment has specialized in providing jobs for top graduates to C-level executives in almost every field. They consult across Europe, delivering a global approach but are local experts as well.

    Website- https://www.approachpeople.com/germany/

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

    2. Euro London Appointments (Google Rating-4.6)

    Euro London Appointments expertise in providing jobs for positions that require multilingual skills or fluency in key languages. Whether permanent or temporary, they deliver the right solution every time.  It is the largest independent language recruitment consultancy in Europe and has offices in London, Paris, Frankfurt and Munich.

    Website- https://www.eurolondon.de/

    LinkedIn- https://www.linkedin.com/company/euro-london-appointments

    3. Robert Half (Google Rating-)

    Established in 1948, Robert Half has pioneered the concept of professional staffing services. They provide specialized staffing and consulting solutions. They also help job seekers find opportunities where they can fit and thrive. Robert Half was named first in the recruitment industry on FORTUNE magazine’s list of “World’s Most Admired Companies®” in February 2019.

    Website- https://www.roberthalf.de/

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

    4. Michael Page (Google Rating- 4.4)

    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.de/

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

    5. Contacts Management (Google Rating- 4.5)

    It is a German Recruitment Agency which specializes in headhunting and helping job seekers with foreign roots get a job in Germany. H. Gerhard Benneck, founder and manager of the company is an American national. Gerhard, who is an expert in German, French and English language, moved into consulting in 1988, starting his own company in the field of Executive Search.

    Website- https://www.contacts-management.com/

    LinkedIn- https://de.linkedin.com/in/gerhardbenneck

    6. OPUS ONE (Google Rating-)

    OPUS ONE provides the first-class service in the field of temporary work and recruitment. Headquartered in Munich, they expertise in providing qualified jobs for job seekers. The name OPUS comes from Latin, and it means work. In 2019, they provided jobs to more than 100 external job seekers and carried out operations with more than 300 clients/companies.

    Website- https://www.opusone.team/

    LinkedIn- https://de.linkedin.com/company/opus-one-recruitment-gmbh

    7. Caissa recruitment (Google Rating- 4.9)

    Founded by KONSTANTY SLIWOWSKI, Caissa recruitment takes time and effort to understand the brand and provide a separate service to every job seeker that goes with the company’s requirement. They are not just a consultancy firm that sends and processes CV’s. They support and advise job seekers on how to self-develop for the recruitment process. They engage candidates and represent the business most efficiently, translating the company into a powerful brand that meets the job seeker’s expectations.

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

    LinkedIn- https://www.linkedin.com/company/caissa-ltd/

    8. Konen Lorenzen (Google Rating-)

    Konen & Lorenzen is among the leading international recruitment consultancies for the hotel, catering and tourism-related industries. They have a team of highly experienced consultancy experts across six locations worldwide, offering comprehensive expertise, market knowledge and excellent global connections within the hotel, catering and tourism industry. If you are interested in any of the above fields, then Konen Lorenzen is the choice.

    Website- https://www.konen-lorenzen.com/

    LinkedIn- https://www.linkedin.com/company/konen-&-lorenzen-recruitment-consultants/

    Conclusion

     Home to modern and luxury cars & as the automotive industry, Germany is full of opportunities for job seekers.

  • The Full and Final Settlement (FnF)

    Leaving an old job to start a new stint? Severing all the ties with the old firm? Bidding goodbye to the place to start afresh? All of these feel great, and leaving behind the old firm means finally settling all the dues with the old organization in the form of a full and final settlement. Letting the employee enjoy the last few days in the organization when the management takes care of all the leaving formalities is a great thing, and full and final settlement plays the most crucial role. So, here in this article, we will discuss the process and components of the full and final settlement offer and how it is carried out.

    What is a full and final settlement?

    The full and final settlement also known as the FnF settlement, is done when an employee submits his/her resignation from the firm and is a process that is undertaken during this period. This process is carried out based on the guidelines which have already been drawn upon in the appointment contract. During this time, the employee has to be paid for his services to the firm for the last month, bonuses, additional deductions, or earnings. This entire process of paying and recovering during the resignation process of employees is included in the FnF settlement. The company can either conduct the FnF process and then release the employee or can do vice-versa. It depends on the company’s policy.

    Sometimes, exit interviews and surveys from the leaving candidates also form a part of the FnF process. These help the firm in assessing their strengths and weaknesses and how they can improve better. It also helps the firm keep track of the number of resources handed to the employees and helps the firm in collecting them back. The H.R. department generally takes care of this process as its completion requires extensive knowledge in this domain.

    How does the company carry out the full and final settlement process?

    It is a complex and time-consuming process. So, most of the firms follow a basic procedure to get through this settlement process.

    STEP 1: The employee comes forward and informs the company about his intention to resign from the firm and thus submits a resignation letter.

    STEP 2: The management team of the company accepts the resignation of the employee after overviewing it.

    STEP 3:  The resigning employee has to submit a no dues certificate to the H.R. department from the department he/she is from and other concerned departments.

    STEP 4: The company prepares the reimbursement statement that the employee will receive from the company, which includes paid leaves, pensions, gratuity amounts and many more.

    STEP 5: The FnF statement is prepared, which includes both the reimbursement and recovery amounts, and this is then sent to the accounts department to review. The accounts department then accepts/rejects it and then the H.R. creates the final statement and asks for the cheque for the final clearing.

    What are the major components of the FnF settlement?

    The FnF settlement has many components that the H.R. needs to take care of before handing over the full and final settlement to the leaving employee. It involves paying and recovering many components. Preparing the reimbursement statement is a mammoth task and has to be done critically. So, let us see the different components of the FnF settlement process in detail.

    • Unpaid Salary: The most important component refers to the time duration between the day the employee submitted the resignation and his/her last working day. It can also include the salaries of past previous months, for which salaries have not been provided yet. It also includes the Leave Travel Allowance (L.T.A.) and other arrears.

    Unpaid salary = (# days the employee worked * gross monthly salary)/26 (or the # paid workdays in a month)

    • Non-availed leaves and Bonus: All the leaves the employee is entitled to but has not taken need to be encashed. All the bonuses and credits are also added to the FnF settlement. As per Section 79 (11) of the Factories Act 1948, when the employee resigns, all of his/her unpaid leaves must be paid on or before the 7th & 10th of the coming month. Also, according to Section 15 (3) of the Karnataka Shops and Commercial Establishment Act, all the encashment dues should be paid by the 10th of the next month.

    Non-availed leaves and Bonus = (# of days of unavailing leaves * monthly salary)/26 (or the # paid workdays in a month)

    • Gratuity: It is the cash benefit provided by the employers to the employees for their continued service to the firm. The regulation states that the gratuity amount has to be paid within 30 days of the employee leaving the company if the employee has completed a minimum of 4 years of 240 days in the firm, or else interest has to be paid on the amount if 30 days pass without the company paying the gratuity amount.

    Gratuity = (15 days of last drawn salary for each working year * total tenure of the employee working in the firm)/ 26 (or the # paid workdays in a month)

    • Deductions: It includes provident fund, Income tax, professional tax (if applicable), and compensation if the notice period is not served. Gratuity amounts and encashed earned leaves are exempted from T.D.S. as per the Income Tax Act. All the other payments attract T.D.S. Segment 72 (5) under the E.P.F. Act 1952 makes it mandatory for all the businesses to forward the Employer’s Provident Fund (E.P.F.) guarantee forms within 5 days of the employee submitting its claim.

    Income tax deductions depend on the bracket in which the employee’s salary falls. Like employees with a salary of 2.5LPA are exempted from Income Tax, salary between 2.5-5 L.P.A. attracts a deduction of 5% and so on.

    • Pension: Employees who have completed 10 years of their pensionable service with the organization are eligible for pensions and can claim them by providing their “Scheme Certificate” after 58 years of age or their retirement. Most of the time, pensions are provided as a part of E.P.S., and it specifies a range of pensions between Rs. 1000 – Rs.7500.

    Pension = (Pensionable salary * period of service)/70

    When does the Full and Final Settlement Process occur?

    According to the rules, the final settlement must happen on the employee’s last working day in the firm. However, clearance from the various departments takes time, so it must be done within 30-45 days after the employee’s last working day at the firm.

    Gratuity must be paid within 30 days of the employee’s last day, while the bonuses must be paid within the current accounting period. Employees must be given a specified period if they are being removed from the company so that they can use the time to think about their future, and the same goes for the employees that they must inform the firm beforehand if they plan on leaving the organization. Failure to do this will attract penalties during the FnF settlement process.

    In conclusion, FnF is a detailed process that has to be done with full concentration. It is H.R.’s domain, but most companies use specialized soft wares for carrying out the FnF process. Going by the rules, the FnF will help the firm to achieve maximum growth and avoid employee dues.  

  • HOW TO MANAGE EMPLOYEE SEPARATION ?

    Employees are asked to leave respective organizations for several reasons. Facing sliding market and loss of market share management resorts to cut the size of employees- euphemistically called rightsizing.It is the HR person’s responsibility to manage issues related to rightsizing or employee separation with care and precision without involving hard feelings from both parties so that the entire process of employee separation can be an effective one, i.e,THE RIGHT WAY TO FIRE AN EMPLOYEE. Separation of whatever the type may be functional or dysfunctional. On the function inside organizations become trimmer and leaner, There is saving in the wage and salary bill and new entrants, hired to fill the vacant jobs bringing new ideas and experience along with them. As already mentioned, employee separation can both be beneficial (functional) or problematic (dysfunctional). This namely depends on two factors:

    • Employees’ performance 
    • Employees’ performance 

    Based on these two variables – performance and replaceability, 6 cells are constructed. The cells are then classified as resulting in beneficial or problematic employee separation and appropriate for managing employees to fit into each of the cells offered. Obviously, the more dysfunctional the separation the greater the attention that will be required by the management to retain the employee. Similarly when the employee is performing poorly(low) it is easy to replace him or her, the individual can be terminated. Ideally, the strategies for managing such situations involve retaining high performers through innovative reward schemes while engaging in human resource planning to ensure optimum utilization of as minimum employees as possible, occupying positions that will make these employees difficult to replace.

    FIRING OF AN EMPLOYEE ON THE BASIS OF THEIR PERFORMANCE

    FIRING AN EMPLOYEE THE RIGHT WAY : EXIT INTERVIEWS 

    Employee separation of any kind translates to the exit of employees from the organizations advisable for the HR leader to elicit views of the people who are exiting, particularly those who choose to resign from their jobs. Exit interviews are conducted to know the specifics related to the employee quitting, and what circumstances compelled them to do so. These interviews are generally scheduled and conducted just before the employee leaves. Exit interviews serve useful purposes. They give honest feedback about employees’ experiences and contributions to the jobs. The feedback obtained shall help in formulating strong retention strategies for the future. If there is a possibility of retaining an employee then this can be the best time to do so. Besides, exit interviews are an effective public relations exercise. Those who leave, as well as those who stay, shall feel good about the organization. There are negatives associated with exit interviews too. The assumption made about an employee who is leaving is that he or she is candid in giving the feedback. But the reality may be different. The fact that an employee is exiting the organization makes him or her ‘forget and forgive’ and speaks only about his or her job and the organization. Such an attitude is likely to cloud the objectivity and truthfulness of the feedback. 

    REASONS FOR FIRING AN EMPLOYEE

    1. DYSFUNCTIONAL REASONS FOR FIRING AN EMPLOYEE

    As already mentioned before, there are majorly two categories of how firing an employee can affect the organization. Reasons for firing an employee are also related to these broad categories, which namely are dysfunctional and functional. Dysfunctional reasons for firing an employee Dysfunctional reasons for firing an employee pertains to firing an employee based on the employee’s overall input in the organization. An employee violating the code of conduct or if there is a policy breach, then it may lead to an employee getting fired. This type of firing is to have a better and more productive workforce. If an employee’s conduct is resulting in a negative impact on the organization then that employee must be fired for his or her actions. Dysfunctional reasons for an employee getting fired as follows: 

    • Employee violations and misconduct: If an employee is violating the code of conduct of the organization that they’re working for or if he or she is not abiding by the code of conduct of the workplace then the employer has the power and capacity to terminate the employee. 
    • Absenteeism: Prolonged absenteeism without a supportive valid reason may lead to the firing of employees. If an employee is absent from the place for more number of days than the leaves that are specified for him or her shows a lack of commitment towards work, thus firing that employee is the feasible option. 
    • Tardiness: Employees are expected to perform on time to be at par with the level of productivity and efficiency of the organization. If a considerable amount of lag is observed in performance from the employees it would lead to automatic termination of the employee. Dishonesty: Any sort of dishonesty or dishonest practices if inculcated among the employees are not pardoned by the employer and would lead to the termination of the employee. 
    • Sabotage of company operations: Sabotaging of company operations by an employee shows a lack of morality and loyalty. If these two attributes are missing in an employee, such behavior creates a negative workplace environment, in turn having an overall negative impact on the organization 
    • physical/emotional/mental assault 
    1. FUNCTIONAL REASONS OF FIRING AN EMPLOYEE

    Reasons for firing an employee the reasons which lead to right-sizing on downsizing of an organization. There can be various reasons for this category, but all reasons have one thing in common, i.e, the employer can fire employees to maintain an apt and optimum utilization of human resources to the best of their abilities to create a powerful workforce. In other words, cutting down on “excess employees” leads to functional employee separation. 

    • Post Pandemic economic shock or any other kind of macro-economic factors leading to layoffs 
    • Being transparent about performance of the employee from the employer’s end(If an employee’s performance is not in accordance with the daily operations of the organization, his or her input would result to act as a negative input and hence the employer can terminate the employee ) 
    • Workplace conflict 
    • Rightsizing 
    • Downsizing

  • Can HR managers become the CEO of a company?

    A debatable topic, but the end answer remains that YES! An HR can become the CEO of any firm. With an equal number of responsibilities, even more than their other counterparts, the HR can indeed utilise his/her skills and networking abilities with a maximum number of employees to play to their advantage and handle the company like a boss! They do have the right set of people management and leadership skills to be the leader everyone desires and thus can do justice to the responsibility of a CEO. Though HRs have been denied this opportunity for quite a long time, they have always wanted an opportunity to prove their mettle, and things have slowly started changing for the better. Things have finally started looking rosy for the HR professionals, and some companies have their HR professionals as their CEOs.

    Why can HR professionals become the CEOs of the organisation?

    According to the research carried out by the world-renowned researcher Dave Ulrich, CEOs in the future will have a strong sense of workplace culture and will have excellent people skills. Who other than HRs excel in this domain? Also, according to the research, it has been concluded that the personality type of Chief Human Resource Officers (CHROs) is much more similar to the CEOs than any other CXOs. They also have similar responses in stressful situations and have similar kinds of leadership styles. This has been an obvious result as HRs have been people with excellent soft skills and a great rapport with the workforce.

    Apart from excellent communication skills, CEOs also must have a deep understanding of the day-to-day working of the official business. This requires a strategic mindset and complex data analysis skills. Up until recently, these skill sets were considered outside of HR’s purview. But due to changing needs and requirements, HRs too have become adept in strategic planning of the bottom-line workers and thus provide valuable insights in matters concerning the firm. They too have become proficient in these kinds of decision making, and CXOs have recognised the importance of the workforce as the important resource that the firm has.

    Why should leading people be a responsibility and not a reward?

    Leading people is a responsibility that requires training and should not be considered a reward to be cherished. It should be considered as the responsibility to be fulfilled. The training must include the most important part of any firm – its people and who other than HRs can manage the reins of the workforce? Any CEO who values its workforce can avoid problems like poor execution due to less engaged people, troubling employee behaviour and loss of company’s clients. Thus, HRs becoming CEOs can enhance returns to the firm by making people feel more included.

    Why are HRs the best choice for CEO during this growing trend of Mergers and Acquisitions?

    In this ever-growing trend of Mergers and Acquisitions, working with people of different ideologies towards the same goal is a herculean task. In these challenging situations, CEOs need to make sure that there is a correct fit between the workforce coming together from different organisations, have the same goals, work in harmony and thus increase returns to the firm. So, HRs as CEOs here, can gauge the situation at the deepest level and make sure a smooth transition takes place and no employee fatigue sets in.

    Who is responsible for converting the firm to an agile organisation?

    In today’s overly competitive world, faster decision-making abilities combined with the use of cutting-edge technology is the solution to always be on top. Making the firm agile, by rendering more people responsible for taking decisions on their own and failing and learning from their mistakes, thus giving people the autonomy to behave promotes innovation in any firm. Thus, creating such kind of a safe psychological environment for the workforce helps in making the firm agile faster, and HRs who are adept in dealing with people and work environment will make a great CEO.

    What is the key trait that any CEO must harbour?

    The answer to this question is “CONFIDENCE”. Confidence is the key that will help any CEO to ace the game and thus outshine on a macro level. Other CXOs might have varying levels of confidence as they mostly work with people of their domain, but HRs have a great command over it. Working closely with the entire workforce, dealing with their issues, they have the talent and the confidence to get work done and thus motivate people positively.

    How important is building trust both internally and externally within a firm?

    HRs as CEOs will do a great job in building trust both internally and externally within the firm. Research proves that most of the employees have no trust in their leaders, and thus they tend to leave the firm in the long run. So, they need to have a person who networks efficiently with all the employees in the organisation and HR’s job description has this skill in bold! Thus, they have a great potential for being the CEO of the firm.

    Try something new, Be Unique!

    Historically, CEOs have been their organisation’s financial expert or the marketing lord, but what if firms do things differently for once? CEOs are not only the people who have a clear understanding of the processes and financial expertise but those who can work for the people and with the people to help the firm in achieving its goals.  

    As already discussed above, there are many advantages of making HR the CEO of a firm. HR is the person who knows the firm inside out, has a great rapport with people, is adept at making strategic decisions as and when the time arises and thus creates a happy workplace for the employees. Choosing a leader who can work with the team and for the team will help the firm to achieve its goals smoothly. Bringing in a fresh perspective from the internal organisation’s viewpoint, HR can bring new ideas and thus remove the stagnancy built over the years. So, what do you think? Can HRs become the CEO of a company?

  • 7 Steps to Successful Succession Planning

    Succession planning is something that every firm must plan as it is a very crucial decision upon which the future of the firm depends. Correctly executed succession planning can help the firm to achieve its business goals whereas an incorrect one can serve as the firm’s most dreaded nightmare. So, careful implementation of succession planning is one of the key pillars on which the firm’s future resides and thus should be treated as number one on the priority list. However small any organization is, it will not work if it is not equipped with the right skilled people at the right positions and they do not upskill themselves with the changing times.

    What is succession planning?

    Whenever there is a vacancy at a key job position in the firm, maybe because the employee left for better job opportunities, retired, transferred, promoted, or passed away, then that key position needs to be filled on an urgent basis. This is where succession planning is required. It is a strategy of passing on the positions of leadership to the new person who will be stepping into the shoes of his/her predecessor. This leadership position pertains to any job role in the firm, not limited to only the top-most positions. It also entails the strategy of passing down the ownership of the company to an individual or a group of individuals. It is kind of a contingent plan that every firm must have in place, to keep up with uncertainties and help keep their business afloat.

    An empty position in any firm cannot stay like that for a long time as it is a loss-making proposition for the firm itself. So, the new person that would take up the position, can either be someone from the firm itself, making his/her way up the ladder, or the company can hire some fresh talent to bring into a new perspective for the job role. After identifying the key leaders, the firm must groom the talent according to the job profile so that it can perform according to requirements.

    What are some of the benefits of succession planning?

    Succession planning is an act of carefully strategizing for the future, requires lots of work and thus it is an important task at hand. Benefits of this process are:

    • It helps in keeping the employees motivated by keeping the avenues open for them for career progression.
    • The generation of baby boomers is at a stage of retirement and soon a huge number of vacancies are going to crop up, so new leaders are required who can succeed them.
    • This helps the firm’s management to keep a close track of its employees’ work so that the correct person can be called up for the leadership position as and when required, thus helping in identifying the correct leaders.
    • Internal succession planning also aids in the reduction of hiring costs.
    • Helps the company in making a long-term strategy.
    • It also helps the firm to track the correct time and need for corporate knowledge transfer amongst peers.
    • Helps to make the employees more agile and adaptive to continuously changing requirements and thus upskill themselves continuously.
    • It also helps in maintaining the brand identity by grooming an internal talent for the leadership role rather than hiring new talent from outside.
    • Helps in providing correct guidance to the employees from the beginning by assigning them, mentors.
    • Helps the leaders and the employees to share the firm’s values and mission.
    • External succession planning helps to bring fresh ideas, new networks, additional skills, and knowledge.
    • A well-thought succession plan also helps build the investor’s confidence in the company.

    How to do succession planning?

    Succession planning is a well-thought process and it has been divided into 7 crucial steps. These are:

    STEP 1 : Identification of key job positions and skills

    As a firm, taking a deep look into the business model and identifying the job positions that are essential for the company’s performance and the skills that are required for each of the job positions, is the most crucial step and thus forms the base on which the entire succession planning depends.

    STEP 2 : Identification of company’s need both long-term and short-term

    After identifying the key positions, the next that the firm must look at is which of the identified job positions are vacant or soon-to-empty in near future, so that selection and grooming of employees according to the job role can be done.

    STEP 3 : Start screening for potential candidates in case of an internal hire

    Scanning the workforce for a suitable candidate to be the successor, by carefully evaluating the employees, should be done as promoting an employee would involve less work and cost as the employee will already be comfortable with the company’s workings, values, and missions and thus will be able to fit the position much easily after training.

    STEP 4 : Start the recruitment process

    If an internal hire is not a feasible option for the job position, then fresh talent needs to be hired from outside and has to undergo the entire recruitment process and training. 

    STEP 5 : Appoint the new candidate as the “Successor”

    After going through the tedious process of screening, interviewing, case studies, and many more, the firm finally decides upon a candidate that has been chosen as the successor for a particular job role. Ensuring that the candidate is a good fit for the company both cultural and technical is a very crucial task.

    STEP 6 : Handing over the job

    The process of handing over the job is the most important step in succession planning. It serves as the manifestation of all the hopes, skills, and knowledge of the chosen one into the practical field. This is the stage where the successor steps into the new shoes and has on-the-job learning from the peers, team leads, and predecessor. The handover period must not be too long or short so that neither the successor is half-baked nor he/she is not being able to get out of the shadow of the predecessor.

    STEP 7 : Documenting the entire transaction

    Documenting the entire procedure is important for future succession planning to go on smoothly without any hiccups. The documentation must include the skills, knowledge, demands from the candidate for the particular position, the entire hiring process, the training provided, and the issues that cropped up in between the entire process.

    Succession planning is required by every company to keep their business running. It is the job of HR to keep the succession planning documents handy and always be on the lookout so that the firm does not shift behind in this continuous race of hiring and retaining new talent. Both the internal and external hire for succession planning has their pros and cons. So, what do you think, which source of succession planning is better?

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  • Charging from Job-seekers

    Leave your thoughts in the comments below

    [democracy id=”2″]

    This poll was created after a recent article published in Rajasthan Patrika wherein people charged gullible Job-seekers thousands of rupees for fake Jobs at airport

    Charging money for fake Jobs

  • High paying Work from home jobs 2024

    Hello people,

    Are you looking for a Work from Home Job? We at Zigsaw are hiring for the below rules. Here is what we look for candidates in general. We are looking for individuals who are smart, driven, with excellent communication skills, and willing to punch above their weight. Currently, we are hiring for the below roles

    • International Business Development
      Job-role:
      Skills & Experience Required:
      Terms of payment:
    • Domestic Business Development (India)
    • Recruitment
    • Content Writing
    • Digital Marketing

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

    Dear Sir,

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

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

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

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

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

    Thank You & Best Regards!

    Your student

  • Step by Step guide for Freelance Recruiters to refer profiles

    Refer for Jobs and earn attractive referral incentives

      1. Log into your Zigsaw account
      2. Whatsapp your email address at 9887890909 and allow us some time to give you the necessary access from the backend.
      3. After the necessary changes have been made, your dashboard would look as below. Click on the Recruiter dropdown box and select Recruiter Dashboard

      4. Enter the mobile number/email address/name of the candidate you would like to refer and click on Search
        • Case1: The candidate does not exist in our database: In this case, click on Add User
          In this case, Fill up the basic details such as the Name, EmailID, Mobile Number, Current Location & upload the candidate’s resume.
        • Case2: The Candidate exists in our Database: In this case click on the candidate’s name to continue to refer this candidate for a Specific Job

      5. Once you have navigated the above step, you would be redirected to a page with a URL like www.zigsaw.in/review_recruiter?name=13 You need to fill in details on this page to complete the referral
        • Source – whether you found the candidate on LinkedIn or our own database or Naukri.com so on and so forth (look at (a) in the figure)
        • Job code – the code you are working on at the moment (look at (b) in the figure). You can leave the Job-code blank for Floater Referral. (Details: https://www.zigsaw.in/jobs/2020/06/08/work-as-a-freelance-recruiter-a-wonderful-wfh-job-opportunity-with-zigsaw/ )
        • Refer by – credentials of  the one who referred the job seeker to you (look at (c) in the figure). You can leave this blank
        • Comment(look at (d) in the figure) – Ideally you should include details around “Why do you think the candidate is a good fit for this role”. You can also include outline of the conversation you had with the candidate in this field. 
        • Status(look at (e) in the figure) – click on the dropdown box and select the status 
        • WhatsApp text(look at (f) in the figure) – Ideally, you should follow-up each call with a potential candidate with a WhatsApp message. You can select “Yes” after sending him/her a standard WhatsApp message.
      6. The status of the referred candidates can be viewed by clicking on Referred Candidates in your header

    If you face any difficulty, feel free to reach our Recruiter Support Team at 9887890909 on call/WhatsApp

    Have feedback/suggestions? We would love to hear them!! Send them to vaibhav@zigsaw.in