Top 16 Highest Paying IT Companies in India 2023

Tech hiring or recruitment in the IT sector is at a constant high. It is also a very competitive sector where every company wants to outshine the other to gain the best IT professionals. This attributes to high salaries and great perks for its employees. In India also some of the biggest IT companies and IT recruiters of the world have established their seats. Let’s find out the highest paying IT companies in India as mentioned below.

Also Read: Top 5 Highest Paying IT Jobs in India 2021

Also Read: 13 Best Companies to Work for in India 2021

Top 16 Highest Paying IT Companies in India


Google is the name that appears on the list of top 10 anything. It’s not just a company. It is a brand name. Almost every budding IT job-seeker dreams about working for Google. This is not only due to its popularity. The employee treatment in Google is known far and wide to be extraordinary. Also, it is one of the highest paying IT company not only in India but also the world. It is recorded to pay its employees forty per cent more than other IT companies. A fresher in Google is likely to get a salary of something between 5 to 38 lakhs rupees.


Adobe is a big name in software design. It is an Americal multinational. Adobe India is known for its lucrative pay packages for freshers as well as experienced candidates. It is not a firm that grew in India but by popular studies, Indian professionals have been on the top attractors’ list for jobs in this company. Freshers in this firm can expect an annual salary that can range from 7 lakhs to 15 lakhs. Also, the increase in salary after a few years of experience can range even up to 2 times.

Juniper Networks

Juniper Networks is a Silicon-valley based company. It is a company which works in the domain of networking and security hardware. In Dollars, it collects a revenue close 5 billion. It is also one of the highest paying IT companies operation in India. It categorises its software engineers into four grades that are grade1, 2, 3 and 4. Based on these grades, the professionals can earn an annual income ranging from 4 lakhs to 23 lakhs.


Not mentioning Microsoft in a list of the best and the highest paying IT companies will most likely be called a big human error. Tech savvies all around the world run after securing a job in Microsoft. It is one of the biggest attractors for IT professionals. Needless to say, it is a huge company and also offers high-paying jobs for its employees. A software engineer or a tech consultant can earn a whopping 12-18 LPA in Microsoft India. It is higher than most companies offer to its employees for the same job role.


Intel is one of the biggest names in the microprocessor unit of Information Technology. It generates revenues as high as sixteen billion dollars. Intel’s chips are used in the majority of PCs being produced today. The high-paying jobs provided by Intel India makes it a sought-after choice by job-seekers. The average salary in Intel India is around 11-12 lakhs.


CISCO is known far and wide for its huge networking. CISCO has multi-national collaborations. However, India has consistently proved to be one of the top-rated and high-performing markets for CISCO. It has also seen a steady increase as last year it has seen a 20 per cent increase in its last quarter. CISCO is a leading company in cloud IT infrastructure vendor and provides one of the highest-paying jobs. The average salary for software engineers is 12 LPA and for network engineers it is 6LPA.


Tech giants like Honeywell have gone all the way to attract candidates, retain them and ensure that they are productive. It constantly redesigns its business strategies. The company recruits candidates having an experience ranging from 1 year to 8 years. The annual salary package ranges from 8 lakhs to 30 lakhs. Apart from this Honeywell ensures that its employees have a great workplace to work in and numerous perks.


Even though Amazone is not a downright IT company but it is needless to say that Amazon employs a great deal of information technology in its operations. It is an e-commerce retail giant and from dropshipping products to earrings, Amazon has it all. The driving force behind its operations in various aspects of Information Technology. That is what makes Amazone one of the biggest recruiters of IT professionals. Amazon India provides high-paying jobs to the software engineers that are onboarded for this company. An IT professional working for Amazone gets a mean salary of 13 lakhs.

Goldman Sachs

Goldman Sachs is one of the biggest names in Investment banking. However, it is also one of the biggest recruiters of IT professionals. Hence it puts this company at par with many big tech giants in terms of opportunities and high salaries. Goldman Sachs India offers lucrative job opportunities to IT professionals. The average salary of an IT employee in this company can be around 10-12 lakhs.

Tower Research

Tower research is one of the most prominent names in financial services. It has a global presence and operates on a pioneer seat in India. It employs a huge deal of IT services and hence is listed as one of the highest paying IT jobs in India. A software engineer or a tech consultant can bag an average annual salary of 25-30 lakhs.


Atlassian is a multinational software company that had emerged in Australia. Its product offerings including software development, content management and product management. In India, it is seated in the IT hub of the country that is Bengaluru and one of the top recruiters of IT professionals in the country. It provides salaries as high as 30-35 LPA including the various perks.


MediaTek is an IT company from Taiwan that specialises in building chips for wireless communication. These include HD television sets, smartphones, navigation systems and various multimedia devices directed towards consumers. In India, it employs a large number of skilled IT professionals and provides annual packages as high as 16 lakhs to 24 lakhs.


Paypal is an American multinational company that facilitates as an operating vendor for online transactions for its customers, It facilitates online transactions of all kinds in substitute of traditional paper and card transactions. In India, it is well known for its lucrative pay packages that are as high as 25 lakhs.


Qualcomm is also an American multinational company having a pioneer seat in India. It provides one of the highest paying IT jobs in the country. Its operations include the creation of software, intellectual property, semiconductors and providing various services related to wireless technology. It is undoubtedly one of the most sought after companies in India for IT professionals. Its average salary stands at a huge 20 LPA according to recent statistics of 2020.


Nutanix is a company dealing in cloud computing technologies. It normally sells cloud services, software-induced storage and hyper-converged infrastructural software. It employs a large number of IT professionals in India. The job seekers also have a propensity towards this company due to its attractive annual packages and global exposure. According to 2020 studies, the average salary of an IT professional in Nutanix India is 20 LPA.

D. E. Shaw & Co.

D.E. Shaw and Co. initially emerged as an investment management firm. It is a multinational company But is main services are not financial. It employs creating complicated mathematical models and software to predict and analyse financial anomalies in the market. Hence IT is a big contributor to the operations in this company. IT professionals often find lucrative job offers in this firm. In India, the average annual salary package ranges from 16-23 LPA.

These were some high paying IT companies in India. Do mention in comments if we missed any company in the list.

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Difference between Total Experience and Relevant Experience

Working as a professional for several years helps you get the title of work experienced individual. Every individual works for many years in his corporate life cycle, which includes working on many different kinds of projects. Different projects may all come under different domains. So, to keep the relevant job experience in specific domains, experiences in different domains must be segregated and must be used on your resume according to the kind of job profile you apply for next.

Total Experience

Total work experience is nothing but the sum of all the years that you have worked. It means the addition of all the years of professional experience in different domains in various companies. Not all years of work experience may contribute to a single, specified field, well, you can be really lucky if it does! But most of the people have a varied past job experience, which is a great thing as this means that the individual has knowledge about many areas and this rich knowledgebase can be utilized in various scenarios if the need arises. This need may arise under special circumstances, but companies need people for specific job descriptions. So, here the need to segregate your work experience into different slots as per the requirement arises.

Relevant Experience

Here comes the idea of relevant experience. Any work experience that can enhance your resume, make you a better candidate for the job role offered, portrays you in a positive light, gives you an advantage over your fellow candidates, can be counted as relevant experience. It must also be in sync with the job profile that you are thinking of applying for. Relevant experiences can be counted as any of the followings:

  • The most obvious one- Past jobs
  • Internships in a particular domain
  • Volunteering work
  • Work was done as a freelancer
  • Academic projects in schools/colleges
  • Extracurricular activities

Any of the above experiences can be showcased as relevant experience for a particular job as at last, any employer wants to hire the individual who can perform the job best from the pool of all other candidates.

Tips On How to Include Experience in Your Resume

  1. Leaving out any kind of experience that may not apply to the current job that you work for, can backfire as it might reflect as a gap in your resume and explaining it can be quite challenging.
  2. You must include all kind of work experience you have in your resume but must give a detailed explanation of the relevant ones.
  3. Resume must be customized according to the needs of the target company. For example: if there are two companies X and Y, both require a sales manager, but company X requires the candidate to have field experience, while company Y does not, so you will have to tailor-make your resume accordingly.
  4. Always go for quality of your work rather than cramming up your resume only to show the quantity of your work experience, as it may give a perception to the employer that sticking and performing in one particular field can be troublesome to you.
  5. Highlight your achievements and skills in the fields as required by the job profile.

So, segregating your relevant experiences from the total experiences is extremely useful when applying for a new job. Otherwise, it can lead to some unnecessary troubles. For example, if you are applying for a post of a retail manager and your resume highlights your previous job experience as a waiter working in a restaurant. Agreed that no job is small or big, but what relevance does the experience of a waiter has when applying for the post of a retail manager? So, this is the reason that shows how is the total experience different from the relevant experience.

Examples to Show What Count As Relevant Experience

Let us take an entirely hypothetical example here:

Let say you are applying for a job as a customer care representative. And you have a total work experience of 3 years. 1 year as a code developer in some company, 1 year as a cashier in a 5-star restaurant, and 1 year as a client service coordinator. So, here your total work experience is of 3 years. But does your experience as a code developer, the skills attached to this role is of any relevance to the job applied as a customer care representative? The answer is NO. Both the cashier and the client service coordinator must continuously talk to people throughout their day, understand their needs, and provide them service accordingly. So, here the skills of both these experiences are relevant. So, the relevant experience here counts as 2 years as opposed to the total experience of 3 years.

So, understanding the difference between total experience and relevant experience can help to a great extent in modifying your resume to make it suitable for the job profile that you want to apply for. Relevant experiences act as one of the most important factors that recruiters use while getting you on-board. Having experience and making those experiences count as checklists on your resume is a great way to move forward in your corporate life. So, be wise, and make your experiences count!

What is Skill Gap Analysis?

Gaps or differences always create problem weather in life, relationship, organization or skills. Inculcating the culture without differences and gaps always fosters. To excel professionally, what matters the most is to match and have the desired level of skills and if gaps found that must be bridged at earliest. Let’s check some more details here.

What is Skills Gap Analysis?

Skills gap analysis is a tool used by HR professionals to evaluate the difference or gap between the actual and future state of goal. Organizations need to identify the current skill set that an individual employee possesses but not necessarily can carry out a future job or to perform certain tasks effectively with the same skill sets. Hence, the skills gap analysis is a way to find out which skills and knowledge are lacking among the employees in the organization. Once this information is tapped, HR can address the skills gap in the organization and can plan accordingly.

Advantages of Conducting Skill Gap Analysis

  • Identifies employee weak spots: People have both strengths and weaknesses. By performing a skill gap analysis, it can be identified where employees need additional training to upgrade the existing skill level.
  • Growth & development: If an employee he/she is lacking a certain skill, they will usually not speak up, whereas they may know that they want additional training on certain skills and feel their company is not offering this training in such case, they start looking for a company who cares more about their career path. So it’s important to perform a skills gap analysis for employees. This will provide an overall development plan for each employee.
  • Helps human resources: Performing a skill gap analysis helps your human resources department as it helps understanding what skills are needed for a certain role. This helps HR write well the customized job descriptions leading hiring of better candidates and ultimately stronger new team members.
  • Nurture Career Growth: More growth always leads to a better future and great career prospects covering all the employees from all the levels. Analysing the gap and taking a next step forward always nurtures career growth.
  • Increased productivity: Probably the foremost advantage of skill gap analysis is productivity will increase. Identifying the skills needed within training, in such case, the company becomes better at time management, work planning, and stays on project budgets more effectively. All these factors make the corporate stronger at fullest and better at achieving goals.

Methods to Identify Skill Gap Analysis

  1. Key Performance Indicators (KPIs): KPI or Key Performance Indicators offer measurable values that demonstrate how effective an organization is at achieving key business objectives. However, KPIs are often applied to employees to gauge how effective their job skills are at contributing.
  2. Assessments: This way to help find skill gaps is with assessments. Using proper assessments where skills need to be added per employee and to an entire team.
  3. Observations: No one likes to feel watched or like they are being micromanaged. But sometimes viewing how employees react within a given situation will help determining what skills are missing. Observations are a great way to determine skill gaps for employees because one can see what problems are at first-hand .
  4. Review process: Employee review time is another good way to collect feedback for skills analysis. Instead of a one-sided review gathering feedback from any direct reports, their managers, and also their team member peers. This gives a better snapshot of strengths and weaknesses for each employee in terms of skills.

How to Perform Skills Gap Analysis?

Step 1. Chalking company objectives: Before beginning the analysis, chalking down the list of company or department objectives is must as objectives will determine what skills need to be gained by employees. Also, it will help prioritize what skills are most important to the company. This makes it easier to plan for training.

Step 2: Level for execution: Skills gap analysis can be performed at two levels:

  • Individual
  • Team/organization

Step 3: Identifying the essential skills: The skills required can be easily identified by answering the following questions:

  • Which skills does the company value?
  • Which skills do the manpower need to do their jobs both now and in the coming times?

Step 4: Measuring the current skills: To measure the skill level of  current employees with the skills identified as being most important. Measures like KPI, observations, MBO’s, reviews, assessment etc leads forward for the next step.

Step 5: Taking action: There are two ways in which the skill gaps can be filled either with training or with hiring. Therefore, based upon the need of time HR needs to determine which approach works best for the specific skill gap.

  • Training: Most companies train their employees to fill vacant positions. The perfect training helps in bridging the gap between the present and the desired skill levels.
  • Hiring: If training cannot reduce the skills or required talent gap, an organization can consider hiring new employees with the knowledge and skills they are looking for.

I hope you got an idea of what is the skill gap analysis. Comment down below if you have any queries or suggestions related to the above article.

Are Leaders Born or Made?

Leadership is a term that all of us use very often without completely understanding the meaning of it. When asked who is a leader, most people take a moment to pause and recompose their ideas to answer. Is it an absolute term or is it dynamic? Does it have multiple definitions or one binds to all aspects and all situations? Let us find out.

Who is a Leader?

A leader is a specific individual who is responsible for influencing and guiding a group of people towards a certain predefined objective or set of goals. A leader is required to motivate all the others following him. In order to do that, the leader himself/herself must be committed to the job that he/she wishes to accomplish. Without personal commitment towards an objective, a leader will fail to motivate his/her subordinates thereby leading to a failed outcome. The leader also has a clear vision and effectively communicates it to his/her subordinates.

People make leaders. Without people, the leader would not be successful. Hence it is important for the leader to cultivate support and form a group of subordinates. In order to do that, a leader has to have excellent persuasion and communication skills. A leader must also assert his/her credibility. A leader will only cultivate followers only if the followers believe in the credibility and capabilities of the leader.

Also Read: Difference between Leader and Boss

What Does It Take to be a Good Leader?

Every leader to be where he/she intends to be must have a number of qualities that he/she must possess. Even though has varied roles in varied scenarios, some generic qualities of a leader are a must.

  • A good leader should be able to gain the trust of his/her followers. Hence honesty and integrity are one of the most important traits a leader must possess.
  • Good communication skills are what makes or breaks a leader. If a leader is not able to communicate his/her ideas clearly, he would not succeed.
  • A leader must himself be committed to the cause that he is promoting among his/her subordinates.
  • A leader must have quick decision-making skills. Since a leader is responsible for leading and motivating a group, unsurity from his/her end disillusions the entire group.
  • A leader must be empathetic. He/she must take into account the problems of his subordinates and address them with importance.
  • A leader who is arrogant and treats his/her subordinates the same never succeeds. Hence, humility is an important character trait of a leader.
  • A leader does lead and influence but he also has to make his/her subordinates important and accountable for themselves. In this case, the leader must practise delegation in authority and empower his/her followers.
  • A good leader should be transparent about all the information to the followers/subordinates.

Are Leaders Born or Made?

For years immemorial this has been a raging topic of debate. Is a good leader born or made?

Is it possible for a person to take birth with all the skill-sets and qualities of a good leader? Or is it possible for a person to learn all the skills that a leader is supposed to have and emerge victoriously? Numerous researches and studies have been taken up and conducted to come up with a concrete result. However, there still remain areas which are debatable, on a majority scale it has been established that leaders are made and not born.

A leader should possess a number of behavioural, personality and attitudinal skills that drives him to be the proper definition of a good leader. Most of these traits are learnt through vicarious learning. Vicarious learning is subject to constant development and change. The personality or attitudinal traits that a person acquires depends on his environment, his experiences and his/her willingness to learn.

It is not most likely that a person will have high-end skills in delegation, team-building, or good-communication. A person can only learn them through years of experience. Only when a person is exposed to different scenarios and understands the need for these traits can a person actually put efforts to acquire them. A good leader is made by a person’s drive to personal development and accomplishment.

However, it has been established by behaviour theorists that leadership is not completely but ‘mostly made’. It can be said that a good leader is  two-thirds born and one third made. From a practical viewpoint, a leader has to work in various kind of scenarios. This will include, corporate organisations, educational institutions, intelligence bureaus and even military units. Leading these units can be significantly complex jobs and a person is not born with the traits to cater to these complex needs. Understanding these group dynamics play a major role in making these great leaders.

As already mentioned, assertiveness, risk-taking and empathy are the required characteristics to become a good leader. These are not inherent traits. Most researches show no relationship between genetics or heredity and for a person to have these skills. Through a person’s development either through childhood learnings, peer groups or adult self-development, a person acquires these skills.

However, intelligence is also an important parameter for measuring the effectiveness of a leader. Here comes the context of heredity. People generally have a significant amount of heredity contribute to his/her inherent intelligence. But even then there is a glitch in the matrix. A good leadership no wonder needs intelligence which is partly hereditary, but general IQ is not what is detrimental to it. A good leader needs social intelligence skills to cultivate humility and resilience in his lead and motivate his followers while also giving them a feeling that they are important.

Even the required emotional intelligence is developed through various life-experiences of a person. Hence it rules out the idea that introvert or less-assertive people cannot be good leaders. Everyone can be a good leader as long as the person is open to learning, understanding and self-development. Leadership in itself is not a trait. It is a self-acquired quality of individuals.

Numerous great leaders once started from scratch. They did not come to this planet as a great leader. They learnt to be one. They had experiences, worked on themselves, believed in their causes and were determined to give them definition. That is what gave their leadership recognition. However, it is true that some individuals would be more brushed up in their leadership skills than the other. But it only portrays individual differences in capabilities. It does not portray the disadvantage by hereditary traits determined by birth.

10 Best HR Practices in 2023

As it is universally said, “people don’t leave the company, people leave people,” and HR is all about the people. Since HR is a fascinating job then it could be said it is a movie where recruiting is just the first part, but ‘retaining’ the employee is the climax which can only have a happy ending if employees stay in the company happily ever after.

So for a happy ending or can be better termed if said as a constant fresh start, what matters the most is observing the finest HR Practices. Generally, these two concepts HR activities and HR practices are misconceptualized or rather many times treated as the same, but precisely they are not.

HR activities are the routine activities inclined with the strategies determined for HR practices. They allow the goals of the HR department to be carried out. HR activities include:

  • Payroll
  • Feedback
  • Selection and Recruitment
  • Development and Training
  • Compensation and rewards
  • Relations of employee
  • Retention
  • Security and health
  • Employee attendance
  • Overtime and bonuses

Whereas HR Practices is the emerging concept in the changing world of human resources is, with an increased sense of purpose and focus on activities that add value to the business as a whole. HR nowadays is not merely an administrative or reactive field; rather it now leads the way in terms of positive business change. HR Practices are clear plans, principles, or ideas that are accepted universally by companies offering them with the best business execution. This is regardless of which company, industry, or niche is it applied to. In simple words, HR practices try to identify business needs and build plans around it, and HR activities are responsible for executing the plans that meet business goals.

Benefits of Good HR Practices

  • A higher rate of employee productivity: It has proven nowadays that employees can perform at a much higher rate of productivity when supervisors and managers pay more attention to them.
  • Maintains organizational culture: The culture of business impacts every person within the company. The HR department ensures that all employees are well suited to the company’s culture. With a healthy company culture, it obtains employee retention, an honest reputation, increased productivity, and quality.
  • Increases employee satisfaction: Effective HR management supports employees, understands employee motivations, and ensures the best employee experience is being met.
  • Training and development: Training needs of an employee are identified. Needs that fit in with your broader business strategy. Continual learning will mean that employees can keep their skills updated and convey valuable and innovative ideas back to the corporate.
  • Ensures retention and better brand name: Best HR practices always results in higher retention. It not only serves to be beneficial for employees but also acts as a base of a better management system, which ensures brand value and more goodwill.

Top 10 Best HR Practices

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Top Ten HR Practices that help in achieving organizational goals:

1. Safe, healthy, and happy workplace: Creating a safe, healthy, and happy workplace ensures that employees feel at home and stay with the organization for a very long time and capture their thoughts through frequent surveys.

2. Performance linked bonuses: Awarding bonuses or including a variable component in compensation as an incentive based on performances. Bonuses must be designed in such a way that employees understand that there is no payout unless the company hits a certain level of profitability. It is good for employee retention also.

3. Flexible Timings: This is something that has been gaining a lot of buzz in many companies these days. People are becoming big fans of flexi-timings as we believe that employees do more work when they are not busy looking at the clock. We have a 12-hour clock during which an employee can come in and work for 9 hours. As long as the work is getting done and it does not affect coordination amongst teams.

4. Dress Code: No proper dress code policy. People should always be judged by the work they do, how they do it, and the value they bring to all the company, Employees’ liberty to wear whatever they want when they come to the office. The only criteria are to use their good judgment when dressing for meeting any external entities like clients or vendors.

5. Fun at Work: It is realized that all work and no play makes Jack a dull boy, and that’s to host fun programs, ranging from pizza lunches to potluck parties and movie evenings. These are the major things that ensure employees happiness so that they do things that make clients happy.

6. 360-degree performance management: The notion of carrying out an annual performance appraisal between managers and employees has been turned for a while now. The 360-degree performance management focuses on gathering objective and relevant feedback from a range of an employee’s contacts, including their manager, colleagues, subordinates, and external contacts. It’s a useful way of achieving a well-rounded and objective view of performance management from a variety of sources. It can help an employee address performance concerns in specific areas, also be rewarded for excellent performance in others.

7. Employee feedback mechanisms: Agile approaches of organizations recognize that feedback works in two ways. While providing employees with the proper feedback to enhance their performance is vital, so is allowing staff to present their opinions about the business to drive improvements. Staff surveys can be useful to gauge employee morale in general, as well as give individuals an opportunity to confidentially voice problems or concerns. Managers use this feedback to tackle issues about the working environment or management style, to help employees feel more valued.

8. Owning unused vacation: Vacation days are technically an employee’s to us as he or she sees fit. If they don’t use them, for whatever reason, the fresh idea is to allow them to donate them to rest employees. Perhaps the beneficiary for preparing for a life-changing event. The point is that HR acknowledges the employee earned these days and can donate them out without company involvement.

9. Giving nap time: The best method to maintain health and work ethic is to get enough sleep by getting at least seven to nine hours or taking a nap during the day. Napping helps to enhance concentration, productivity, and helps reduce anxiety. Many companies encourage napping in the workplace.

10. Offering referral bonuses: As per research by Jobvite, referrals are statistically higher for hiring better employees with higher retention rates. Recruitment by referrals works well because employees at the company are familiar with the work culture and values. High performing employees will be more likely to refer candidates with similar qualities.

Picking the best practices discussed above relevant to the organization can achieve higher employee preservation and happier employees who contribute their best.

Difference between Leader and Boss

A professional workspace includes many employees working at different capacities as they are instructed to do. It becomes really important to showcase a few qualities that can make the entire process of working together easier. As different people are working in different capacities, it is natural for them to exhibit various qualities. One of them may be leadership; people exhibiting these qualities are called leaders, making them accountable, responsible, and patient. However, there is a difference between leadership as a quality and the leadership which comes with a designation.

The designation associated with leadership is often said to be the boss, the personality who heads a particular department or a section. Often, the bosses portray a great sense of leadership and command, but there are times and instances when you will come across a personality who is unfit for the role of the boss since the lack of leadership is quite evident in his work ethics. It is, therefore, very important to know the difference between a boss and the quality of leadership to accommodate yourself in the work environment better. For this purpose, it becomes imperative to understand what is ‘leadership’ and what is the role of ‘boss,’ how they overlap, and what are the differences.

Meaning of Leadership

As mentioned earlier, leadership is a quality rather than a designation. The designation is not a definitive indicator of leadership as a quality. It can be possessed by anyone who finds himself at par with everyone else in terms of position but still can exert a constructive command to give directions or shape to the project they are working on. One of the main attributes of leadership remains that the person is free of bias, approachable, and open to criticism. The person should be able to look into the challenge clearly and devise and strategy based on equal participation by every team member.

During the time of any crisis, the person should be able to pull the team together, prevent disputes and miscommunication, and deliver the very best that they can manage to do.

Definition of Boss

Boss, unlike a leader, is a term for a designation given to a person who can command a certain level of control over its subordinates. The attributes associated with this designation are somewhat considered negatively connotated when it comes to working in a team.

A boss is often unapproachable, refuting, commanding immense control, and refuses to hear criticism. The power bestowed upon him is often utilized by him negatively, which instead of promoting harmony and hard work, promotes subordination and insecurity amongst team members. The boss is only concerned with results and refuses to partake in the procedure of manufacturing. Most of his power is utilized in silencing and ignoring new ideas and instructions from peers, which makes the team uncooperative and dismissive of their leader. Lack of communication and trust also seeps into interpersonal relationships.

Difference between Leader and Boss

Leader Boss
Open to criticism. Dismissive of criticism.
Partakes in the process of production. Doesn’t partake in the process of production.
Doesn’t succumb to the superiority complex. Considers himself superior to others.
Believes in hard work and well-being of fellow peers. Compels to work hard even at the cost of the mental wellbeing of peers.
Takes accountability. Refuses to take accountability.
Takes responsibility for mistakes committed. Refuses to take responsibility and plays the blame game.
Liked by fellow peers and subordinates. Disliked by fellow peers and subordinates.
Liked by superior authorities. Disliked by superior authorities.
Promotes a positive work environment. Promotes a negative work environment.

Comment down below if you have any queries related to the above article.


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Can I Get a Job After 2 Years Gap?

GAPS. Something which is avoided like the plague, these are considered to ruin your chances of ever having a job at your dream company. It is considered as one of the biggest mistakes, the thing that can destroy your entire career. But let us break this myth for you. No, where is it stated that a gap is considered a taboo to build your career. A gap though not desirable, but can no way stop you from achieving what you want. As it is said, a gap in your career is just a comma, but it far from making your career a full stop. Consistent efforts, a high skill bank, and a perfectly valid explanation are all it takes to get yourself back in the game!

Reasons for Gaps in Your Resume

A gap can occur in your life for many reasons. Some of them may be unforeseeable, unfortunate, and cannot be postponed, while some other gaps may be voluntary. Some of the reasons for gaps can be:

  • Long illness
  • Caring for an ill family member
  • Starting a family
  • Unemployment
  • A career break
  • Back to education
  • Travelling the world

And many more…..

Whatever be the reason, you can secure a job after the gap. You need to be confident and frame your answer correctly.

Gap Due to Loss of a Loved One

A personal loss is extremely heart-wrenching. It can take months or even years to accept that your loved one is no more near you. Employers are extremely supportive in this kind of a scenario. Everyone understands this situation and are likely to not probe further on this topic. Going into details may not be necessary; just one sentence should suffice.

Starting a Family/adopting a Child

A valid reason to take a break. Starting a family requires taking good care of the baby, providing the child with all the attention and nourishment. It is a natural reason to take a gap, and thus most of the companies do not ask many questions on this topic. The corporate world understands in matters like these, so much explanation is not required.

The Gap between 10 and 12 Due to Preparation for Entrance Exams

A stage that will bring up a lot of questions during the interview round, but if you can convince the recruiter giving the valid reason like, preparing for entrance exams, retrying to get into a good college, your previous good academic record can supplement the reason for the gap, along with the satisfactory answers in the interview, your wit and presence of mind should help you in securing a job.

Gap Due to Volunteering Work

Volunteering work is considered a really impressive thing to do. A great way to gather professional references, network with people, create a positive impact on the employer. A gap due to this is not considered an issue but a great way to earn accolades from the employer, finding a job after doing volunteering work should not be an issue to be bothered about.

Doing Internship

Being an intern is nothing to hide off from your resume. It is just another form of work. Proudly display it in your resume and talk about the enormous amount of learning from the internship stint. An internship is always considered a learning opportunity where an individual gets the first taste of how the corporate world works. So, convey your learnings well in an interview and internship can turn to your most significant advantage.

After Graduation: For IT Sector

There have been many instances where people had a gap of many years, and they still managed to secure a decent job. The clarity in the basic concepts, complete knowledge of a programming language, the right set of skills, and the confidence, any IT company will welcome you with open arms. Some companies may have a policy regarding hiring with a certain number of gap years, but most companies do not mind hiring people with the relevant skillset. Programmers and coders are always in demand in the Indian market, so getting a job in this sector ain’t a tough one!

Gap Due to Some Reasons That Cannot Be Mentioned

If you have taken a gap, for which the reason cannot be explained, the major blunder that can be committed in an interview is saying, “I don’t know.” You need to turn the gap into a positive connotation and deliver it correctly in the interviews. You can talk about the various kinds of certifications you completed during your gap. You can also talk about how did you use the time to improve upon your skill sets and how you can use them to help the company grow.

Tips to Prepare for The Interview

A gap is not as sinister as the stigma attached to it. If the gap can be explained well, there is a logical reason behind it, and you have updated yourself with the current ongoings of the world and skills, then nothing can stop you from getting a job no matter how long the gap is. Some tips to help you get through the interview round are:

  • Be honest: As is said, honesty is the best policy. Apply this is real-life scenarios too. Be honest while explaining the reason for your gap, and it will be appreciated.
  • Have confidence: Having confidence whenever you approach for any interview is a must. Clearly explain the reason for your gap, without stuttering and with full confidence, and this registers as a positive for your personality with the interviewer.
  • Be positive: Being positive in any scenario is a must and is such a trait that will help distinguish you from the rest of the candidates. Having a positive attitude that whatever happened, it’s in the past now and now is a new beginning, can help you achieve whatever you desire.
  • Keep the topic short and crisp: No need to continuously dwell on the topic of your gap. Be prepared to talk to about it, but not till the point that it becomes repetitive.

If you have a gap in your resume, trust us, you are not the only one. There are many people out there who have gaps in their resume, and they just like you are trying to get a job despite it. Getting a job after a gap is possible and nothing like the misguided notion of “end of your career.” Just be honest, positive, and keep yourself updated regarding the world, and a job is nothing that you cannot get a hold of.

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11 Methods of Motivating Employees in an Organisation

An employee is the most valuable asset to any organization. They are the building blocks of any organisation. Putting in long hours of work daily, slogging continuously for the benefit of the organization, being an employee is no easy job. Making work as their priority for the majority of their times, an employee is an invaluable addition to the firm. So, just as the employee takes cares of its organization, it is the duty of the organisation to take care of its employee base as well. Just like any machine needs its regular oiling to continue working efficiently, same goes for the workforce. Regular appreciation, support and motivation are all it takes to get them going.

All good companies make it a point to keep motivating their employees regularly so that they do not find their daily work as mundane. To keep the excitement alive, celebrate great team rapport and to retain the top talent in the organization, motivating the employees is the best way to do it. Listed below are some of the ways how various companies keep their workforce motivated. Check them out!

Also Read: 50 Best Motivational Quotes for Employees and Workplace

11 Methods of Motivating Employees in an Organisation

1. A Friendly Work Environment

As it is known that majority part of any employee’s day is spent in the office, so creating a friendly, good working atmosphere work wonders when it comes to motivating people. Employees will feel more at ease with friendly, approachable people, will strive to work even harder and will love coming back to the office every day with the same zeal as the first day. Creating a friendly work environment, not only gives the motivation but also creates a happy space in the minds of the employees.

2. Friendly Competition

A little friendly competition can bring out the best among the people involved. It just helps to create a productive environment. It will encourage employees to take part in healthy competition, bring out the best in each other and have great camaraderie. Every workplace comes alive with a little positive competition and it is a great way of motivating the workforce too. Do not pit your employees against each other as this may have some pretty dire consequences.

3. Encourage Creativity and Open Doors for New Ideas

Don’t be that dull, boring workplace, where employees clock in 8 hours of their lives every day doing the same 9-5 job, just to get the salary in their bank accounts. Be the place of flourishing where every employee is entitled to have their own opinion, express their creativity, where this creativity is not only appreciated but also valued, and there will be a remarkable difference in the attitude of the employees.

4. Fun Time

Don’t let your employees be bored. It is very easy in the current scenario to get stressed out, feel out of place, getting distracted due to the voluminous amount of work. To relax your employees, have a fun Friday, happy hour games session every week just to help your employees to take their load off and help them de-stress. An hour-long fun session will help the employees get their wheels back on the track and give in their 100 per cent again.

5. Be Appreciative

Appreciating anyone for all the hard work they have put in, has got to be the best way to motivate an individual. Not just appreciating via an email, some social recognition, employee of the month award, some incentives, giving them gifts and various other kinds of rewards, works as a great motivator.

6. Know Your Employees Better

Each employee in an organization is different. Some are extrovert, some are introvert, everyone has varied abilities. So, one of the most important jobs of the team lead/manager should be to get to know each of the employees at a personal level, find out things that tick them off and try to make a better working place for all of them. A great way to be a leader worth following!

7. Give Your Employees Certain Autonomy

Give all the employees a certain degree of autonomy to work the day they ant to. Every personality is different, working style cannot be enforced upon anyone. So, just provide the team with the necessary guidelines and leave them be. This will prove as a great way of establishing leadership qualities among the members and would be a great motivator for all.

8. Express Gratitude

Being thankful to the team for putting the amount of hard work that they do, is something that makes any manager a great team leader. Taking your team out for lunches, some personalized hand-written notes are something that goes a long way in making the team motivated. It releases positive thoughts in the brain, gives the employees the belief that their hard work is not being neglected and motivates the employees to strive harder.

9. Practice Transparency

No one likes a workplace that does not offer the room to grow, where biasedness is prevalent, hard work is not appreciated and something goes behind the closed doors. Make the system much more transparent, value your employees’ feedback, make them more invested in the decision-making levels and this will elicit a positive response from the team.

10. Value Work-life Balance

Don’t burden your employees with the extra workload. Encourage them to take time off if they are not feeling productive. Don’t keep on chanting the slogan if work comes first. Recognise each employee as an individual and not just money printing machines and let them enjoy their lives too.

11. Be the Person You Would Want to Work for

Lastly, a great, understanding leader is someone for whom anyone would love to work for. Make the workplace an enjoyable one, have a good relationship with your employees and be appreciative of the hard work they put in, all these will lead you to be a great boss and will motivate your employees to do their best.

A motivating workplace is somewhere, everyone would love to invest their time in. When the brain feels relaxed, everything seems extra fun. A motivated employee can do wonders for your organization, put in 200 per cent of their energies and give a fruitful result. Looking after your employee so that the employee looks after the organisation is a great way to set correct things in motion. Create a happy workplace for the workforce and it is bound to reach to bring great laurels to the organization.

13 Best Companies to Work for in India 2023

When we talk about employment, what we are referring to is the kind, the nature of the contract that an individual is going to strike with an organization. The nature of the contract very much depends upon the company you are choosing to work with. We, as employees, cannot directly pick up an organization and decide to work with them since there are criteria and conditions laid down by the concerned organization also. There are strict guidelines and frameworks under which they operate and recruit, and often, the interviews are difficult to crack. The entire process of getting employment in the top ranking organizations has less to do with the choices at our hands, and we are often at the receiving end rather than the one picking up the options. It is, therefore, best to equip yourself with an adequate amount of knowledge which can make your recruitment easier and by giving you an upper hand.

Start-ups and Multi-National Corporations

Given the demography of the corporate sector in India, recent patterns show recruitment by basically two types of companies, one is the startup sector, and the other is the already well-established Multi-National Giants. Both of the sectors have attracted young graduates as well as professionals from various work spheres and fields. It has given them intense work exposure as well as a new style of career path from what was prevalent twenty years ago. Multinationals, on the one hand, due to its reach and reputation has been the largest employer in recent times. They have been immensely benefitted with the elevation of silicon industries as well as bolstered up by the globalization.

Start-ups, on the other hand, have been a new entrant in the market. Their reach is limited as well as their socio-economic hold too. But they provide fair autonomy for innovation and development contrary to the safe path in the market. Therefore, they tend to tempt new graduates willing to take up risks and thriving on innovations/ideas.

Also Read: 10 Best Cities To Work In India 2023

A list of companies is compiled below sorted according to the industry they belong to.

List of Best Companies to Work for in India

Tech Companies

1. Intel

Based in Bengaluru, India Intel was set up as a state of the art research and development facility. It enables engineers and other professionals related to the building of computing and software platforms.

2. Citrix System

Citrix is a cloud computing company that enables work mobiles combining professional and personal spheres. It’s situated in the heart of silicon civilization of India, i.e. Bangalore. However, it is an multinational company located in many overseas lands as well. Employees have to adjust according to the demand and may be asked to shift to various other countries as well.

3. Indian Space Research Organization

ISRO is a public sector space agency of the Government of India and comes under direct jurisprudence of it. It continually encourages raw talent and innovation in terms of the development of space technologies. It has successfully launched many space missions and is regularly looking for new ideas and developments in the same field.

4. Tata Consultancy Services

Tata Consultancy Services is an IT consultancy service developed by Tata Groups, one of the most renowned companies in India. Employees of the said company enjoy numerous benefits and privileges that come with the prestige of Tata brand name.

Finance Companies

1. Bajaj Finance Limited

Bajaj Finserv or Bajaj Financial services is a reputed name in the Indian Finance Market. They provide services like Loans, EMI Finance, and Credit Card, etc. Bajaj has been a well-known name in the Indian markets overall, making it a much sought out company by young professionals.

2. IDFC First Bank Limited

IDFC is a banking company situated in Mumbai, Maharashtra. It provides all sorts of banking as well as non-banking financial services. It has received Universal Banking License from RBI to extend and legitimize itself in the market.

3. India bulls Housing Finance Limited

India Bulls is one of the leading loan providers in the Indian Finance Market, making it a much desired company amongst finance aspirants and enthusiasts.

4. Mahindra and Mahindra Financial Services Limited

Mahindra and Mahindra is a well-known name in the Indian market, expanding its production from automobiles to finances. The finservs provided by the company are highly sought by the consumers, which make it one of the most desirable companies for the entrants in this field.

Start Ups

1. Zomato

Zomato is an Indian startup, which is one of the few to make the cuts if being labeled as a Unicorn startup. It is a food delivery service that has tied up with restaurants and has been able to penetrate deep into the Indian market deeply both in terms of geographies and consumer basis.

2. PayTM

Paytm is an Indian e-commerce payment and financial service working similar to PayPal. It was founded by Vijay Shekhar Sharma, and its headquarters is located in Noida. It has gained much momentum in Indian Society with the initiation of the Digital India campaign by the Government of India.

3. Cure.Fit

Cure fit is another Indian Startup working around health and fitness. It has connected physical fitness places like gyms and workout classes. It has even connected with fitness instructors and celebs to make physical exercise fun. remains one of the most innovative platforms for new entrants.

4. Dunzo

Dunzo is an Indian company providing delivery and transport of goods services across major cities of India. As a new start up they are planning to expand to new towns, which is why they are seeking more and more young professionals for different roles.

5. Razorpay

Razorpay is gain an Indian Start up is an all in one payment gateway facilitating monetary transactions. It has been expanding and constantly innovating according to the Indian Markets and its needs. It is one of the most desired names amongst young Indian professionals.

These were some best companies to work for in India. Comment down below if you have any queries or suggestions related to this article.

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Smart Work vs Hard Work – Which One is Better?

In today’s fast-paced world, output matters. Every invention is made to improve our capability of producing a better outcome in the most efficient method. With minimum input, we try to generate the maximum result of energy and time.

Companies and individuals have started focusing on productivity, instead of hours worked, because an appearance of hard-working does not always mean you are working in an efficient way and attaining what you want to achieve.

What is Hard Work?

Hard work is inserting a great amount of passion and effort into your work. Humans work hard because they want to attain something very important that can’t be achieved without putting in lots of effort. So, hard work is an important key to success. There are always certain exceptions but they’re rare and we achieve them for what we struggle with. For hard work, people many times failed to plan their targets and insert maximum efforts at just one place and get failure after putting in too much effort.

What is Smart Work?

On the other hand, smart work means putting the utmost passion and effort into the work but do your work smartly and intelligently and accomplishing your goals. Smart work means staying specific in your aim, plan for your achievements, and set a proper time limit for every target or task. Suppose you can act on this advice, you surely will get success in your goal.

Contrary to the traditional belief it is hard work but modern belief says it is smart to work.

Key Points

Explain how you conquer mistakes. There’re times when you were neither a hard worker nor a smart worker. Suppose you bring it up, you can say how you overcame them.

Formal education isn’t just getting a paper but the center of knowledge. Smart people will take it as a wonderful opportunity of building a strong network and become a professional in some domains.

Hard Work Needs:

  • Traditional format
  • Commitment
  • Monotonous
  • Tedious

Smart Work Needs Requires:

  • Builds your strengths
  • Requires complete knowledge
  • Saves slot of time
  • The need for an hour
  • Quick realization of your goals

Hard work means putting in more physical work than mental effort.

Benefits of Hard Work

  • Hard work teaches discipline and patience.
  • We feel satisfied after getting our set outcome.
  • With hard work, we get to experience and knowledge and can help us do our work smartly even in the future.

Drawbacks of Hard Work

  • Hard words consume lots of effort and time.
  • Hard work is monotonous and boring.
  • It is not the most efficient method.
  • Working hard isn’t enough to achieve the desired goals.
  • Hard work does not allow us to use our brain thus, we put in our physical efforts.

Smart work means putting in effort efficiently and get positive results.

Benefits of Smart Work

  • It improved our productivity.
  • Improves our creative and innovative thinking skills.
  • Demands mental presence and thus improves our focus.
  • Teaches time management.
  • Smart work makes you more systematic and organized.
  • Smart work is a need of an hour.

Drawbacks of Smart Work

Only smart work might not yield results. As we know, hard work can beat talent when talent does not work hard. Thus, we can’t rely on smart work.

  • For smart work, we need knowledge and experience about the work that comes with hard work.
  • Smart work can make us lazy, since we do less work & get more results.

What’s in your interest?

Your approach for Smart Work is working when prioritizing your work that results in attaining longer lasting and faster success that includes hard work – that consistently work at what you perceive worth working is required to achieve your success goal.

Smart Work vs Hard Work

Working Hard

Working Smartly

You just perform a certain task You get the job done in the most efficient way
Follow just one way for doing your work Look for the multiple ways for completing your task
Start with a task before planning First evaluate and then work
Work with complete dedication but outputs aren’t visible Even with little inputs, outputs are visible
More of physical stress Mental methods used more, and less physical work

Finding Key Differences

  • Hard work has got no time frame of completion whereas in smart work there’s a preset time for an accomplishment of the target or task.
  • Mere hard work means burning a candle at both ends. Working hard never ends with favorable achievement. Whereas smart work results in certain success as a person act realistic in smart work.
  • People who work smartly get more and people who work hard get less after a long period.
  • Completion of the work will be measured in smart work as everything is running as per plan whereas there’re low chances of the measurement of the work done in hard work.
  • Working hardly will cause strain and stress whereas chances of strain and stress stay low in smart work.
  • Hard work means to apply full physical attempt with less brain whereas smart work means to make effort through brain & less dependency on your physical effort.
  • Motivation and inspiration level in hard work is higher than smart work.
  • At times people who get over smart accept their defeat early but hard-working people will never accept their defeat easily.
  • People who prefer smart work can set their priorities whereas those who are working hard just begin work without setting priorities and ultimate goals.

The Final Takeaway

One can achieve great heights as well as lead a comfortable and better life if they include both hard and smart work together. Such a person with time attains all recognition and accolades. Suppose you aren’t smart then your hard work won’t pay.

A donkey does only hard work, while a horse does the hard work and uses his smartness if needed. In a similar may smart work is a result of your hard work, and to master your smart work quality one has to work hard. From hard work, we get the experience that helps us to discover many new things that help us work smartly. An effort is important, and where you make the effort makes a huge difference.

Scope of Digital Marketing in India 2023

Digital marketing is the key to hold an active profession. Understanding digital marketing importance, brands, and companies are getting highly active to focus on digital marketing and these skills are in the serious demand extending its scope in today’s market space. Multiple career choices and higher pay are the key benefits of having a digital marketing career. Besides these, there is a good scope of digital marketing as branding and promoting a business via digital media is a reliable and fastest mode of marketing for targeting a mass audience.

The influence of Digital Marketing over the industrialists is empowering them and optimizing their start-ups in the fastest and cost-efficient way. The digital marketing future will be a bit more encompassing in 2023. Undoubtedly, it’s a fact that there’s a huge scope of digital marketing.

Things considered for Digital marketing are:

  • Search engine platforms and Advertising
  • Search engine results and page rankings
  • Optimization of internet marketing and associated ROI
  • Marketing and Banner ads
  • Conversion through SMO and SEO campaigns

Benefits of Digital Marketing

Why is digital marketing an exciting field for work and study? Because of the lightening speed, it is changing. The new technologies, devices, and apps can change in a way we market consumers quickly and thus make our learning open-ended and diverse.

Why is Digital Marketing the most relevant topic for the students to study?

  • Social media is a growing marketing network
  • Companies are very keen on the data collection
  • Mobile is a 24/7 advertising tool
  • One can bring innovative ideas
  • The website has to capture an eye

Looking at the Scope of Digital Marketing:

Digital Marketing has taken India by a storm. This industry is said to be worth $68 billion as well as is growing at an alarming growth rate of 40%. With an increase in the internet users & organizations promoting the content via social media, different options and job roles will just advance in the coming years. Around 40% of businesses today depend totally on digital marketing and is estimated that over 90% of the businesses may go digital.

Job Opportunities for Digital Marketing in India

Here’re a few potential roles in a field of digital marketing and its responsibilities.

SEO Specialist 

Improves website traffic by on-page and off-page SEO, implement keyword strategies, and maintain performance reports

Digital Marketing Manager

To implement marketing campaigns, building and maintaining the online presence, analytics reports, and more.

Social Media Marketer  

Implement and develop social media strategies and campaigns to improve audience engagement & promote brands through social media

Search Engine Marketer

Implementing and developing the paid search campaigns, and ensuring high ROI on the paid campaigns, website analysis, and in-depth competitor.

Content Marketer 

To produce SEO friendly content, and optimize site content, increase engagement via content and drive organic traffic.

Web Analyst or Data Analyst

Market analysis and research; create reports by using the website analytics tools.

Email Marketer 

Make email marketing networks campaigns for promoting a page, product, and service and generate leads.

Inbound Marketer 

To create and implement strategies for attracting customers by using content.

Digital Marketing Career Prospects and Courses

There is huge progress in digital marketing and it has become more than just the run of a mill –Social Media Marketing and SEO. Many Digital Marketing companies have come up with catering to various companies for brand and product management. In the meantime, other training centers introduced offline and online to train interested people in a digital marketing domain. This goes hand-in-hand for catering to the heavy demand of a marketplace. Google Ads, SEO, Web Analytics, Mobile Advertisement, Inbound and Content Marketing, Affiliate and Email Marketing, Social Media Marketing, and Video Advertising are some fields of courses and training in Digital Marketing.

Higher Spending Power By Companies

When traditional media became a bit unresponsive to the new demands of getting consumers online, Digital Marketing has surprised all with the high engagement. Sending the brands, trend, and companies are now pushing their ad campaigns online over TV ads. They have seen that Digital Marketing investment & ad campaigns online offering good returns than print and television ads.

High ROI & Measurability

High ROI from the digital marketing campaign is incredible for advertisers and marketers. The results of digital marketing are measurable as the social media campaigns are measured by the performance within real-time without even waiting for the long intervals.

These leads coming from digital marketing for internet buying of the products can be tracked as an outcome of digital marketing efficiency. Web-savvy and mobile-wielding consumers are now spending a little more time on the internet than watching TV and reading magazines.

These changed behaviors of customers have altered a new face of marketing and the talk is of the union of mass marketing and direct marketing.

Drivers of the Digital Marketing

Digital Training Institutes: An expanding job market & high demand for a career in digital marketing have created many digital training institutes.

Expanding Influence: The virtual media has a powerful position and ability to control the masses in proper style and users are getting attracted by social media with personalized communications on Instagram and Facebook.

Digital Marketing

Traditional Marketing

Reach Maximum Audience Get Limited Audience
Targeted Marketing Global Marketing
Highly Versatile Non-Versatile
Immediate Communication Delayed Communication

Different Verticals of Digital Marketing Career

The path of digital Marketing career offers different opportunities. If you like coding then you may choose web designing or can continue writing by becoming the content writer. Some other common verticals of digital marketing career are –Social Media Manager, SEO Analyst, Affiliate Marketer, You Tuber, and more

You can also work as a freelancer on a project basis and becomes an entrepreneur or make your successful career in this field if you’re an expert in any regional language because marketing in the rural areas and with local languages is flourishing.

Wrapping Up 

The scope of Digital Marketing in India won’t just thrive in a most result-oriented way but allow businesses to survive. Following new updates, including modern techniques of Google & combining the future trends in digital marketing can allow your inbound marketing to acquire huge benefits in 2021.

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Difference between Job Description and Job Specification

Job description and job specification are often used interchangeably; however, there is a subtle difference between both of them. There exist a lot of differences between the terms. Job Description & Job Specification s related to a process called Job Analysis.

Job Analysis is a process of the systematic study of a specific job that will determine the personal features that are important to an employee to do their job effectively. This involves collecting the necessary facts or functions that are connected to a specific job.

What’s Job Description?

Job description means to get the complete job details in the written format stating their role, duties, responsibilities, job location, job title, and more. It is generally done by the HR manager to invite new applications from their prospective candidates when filling up the job position.

The job description includes the most relevant information about the post or position in a company. This includes the following:

Job Description Components

  • Job Title means the vacant post name
  • Responsibilities & Duties are the lists of different job-related activities that a candidate will have to perform or take account of their actions.
  • Job Location is a branch of company where a candidate is posted after their selection.
  • Role refers to an arena of work or how their responsibilities will be fulfilled, which is defined by a company.
  • Incentives refer to the commission & remuneration linked with the targets attained.
  • Allowances are other benefits or expenses that a company pays for the candidate.
  • Salary is a pay scale which company will offer for a particular job. It could or could not be negotiable.

What’s Job Specification?

The job specification is a written declaration or announcement of the skills, attributes, educational qualifications, knowledge, and experience that a candidate should have to perform the job.

After preparing the job description, the manager checks the necessary abilities as well as attributes required for accomplishing a particular task and drafts the job specification.

Job specification encompasses human qualities important for the job and involves the following elements:

Job Specification Components

  • Skills Needed refer to the set of special skills and abilities that are important for the right execution of a given task. The company might not ask for any certificate of training or course from the candidates in such skills.
  • Experience is the details of their past & present employment and association of a candidate, which includes the name of a company, duration, post, job profile, salary package, and more.
  • Educational Qualification states the specific need for academic knowledge of the selected candidate. This includes their school education, graduate and post-graduation, or other qualifications that he holds any degree and mark sheet.

Difference between Job Description and Job Specification

Differences Job Description Job Specification
Definition Describes a job Describes job requirement
Origin Job analysis Job description
Objective Explaining about the job Explaining right fit for the job holder
Application Clearing arguments in the overlapping duties Promotions, rewarding and transfers
Content Duties & responsibilities Qualification & experience

Difference between the job description & job specification will be seen clearly on the following grounds:

  • In Job Description, the descriptive statement will describe the responsibility, role, duties, as well as the scope of the job. The job specification states the minimum qualifications needed for performing the job.
  • The job description is an outcome of the Job Analysis whereas Job specification is a result of the Job Description.
  • Job Description will describe jobs and Job Specification describes the jobholders.
  • The job description is a summary of what a candidate can do after being selected. On the other hand, Job Specification will be the statement showing what an individual should have to get selected.
  • Job Description has a designation, workplace, working hours, scope, reporting authority, salary range, responsibilities, and more. Conversely, Job Specification has educational qualifications, skills, experience, age, knowledge, work orientation factors, abilities, and more.

Image Source

The Comparison

Know the Meaning

Job description means a declaration of the given duties, responsibilities, or tasks that are a part of the specific job. This is the descriptive statement, which systematically presents comprehensive info about the job. And job specification links document that lists the lowest qualifications, experience, and skills that a person must have to get recruited for the given job.

Checking the Origin

Job description derives from the job analysis, whereas job specification is made based on the job description.

What it Describes

The job description will present the overview of what a candidate has to do after getting selected for a job, while job specification, and generally refers to qualities a candidate must have to get chosen for a job. So, job description presents the description of jobs, while job specification presents the description of a job holder.

Comes With

Job description generally includes the summary, job title, job responsibilities & duties, working conditions, reporting authority, salary, and more. Job specification includes criteria for choosing the employees for some job, for instance, age, qualifications, training, experience, mental abilities, and more.


Through the detailed job description, management can assess the job performance of a candidate and determine any training needed by employees. And, job specification plays a very important role in helping the candidate to apply for some job to decide if they fulfill their criteria needed for the job.


The job description is important for organizations since it helps them to determine the specific roles of the employees. And, job specification allows management to take proper decisions on different issues, like increment, bonus, transfers, promotion, and more.

Sum Up

Job description & job specification are an important process for any organizations that are looking to hire competent individuals. When defined job descriptions & job specifications need to be in place, it’s ensured that the right fit for the job is hired. The job description ensures companies can find highly appropriate candidates for a job. This explains the requirements of the job opening & tasks that an employee will be assigned.

Even Job specification plays an important role in checking the eligibility criteria of the job. It ensures an individual having the required qualifications or skills can apply for a job. Additionally, it allows an organization to do a performance analysis or evaluation of an employee.

10 Best Payroll Software in India 2023

The payroll system is one of the complex processes because of various calculations & statutory compliance requirements. No matter whether you have a small business or big enterprise, to keep your staff happy with the streamlined payroll process must be your top priority.

Free payroll software options will calculate the amounts of a paycheck and helps to track the deductions like insurance, workers’ compensation, and taxes. Few software options provide features like the direct deposit but some lack in tax filing & state compliance. They are the good starter options in case you have some employees; you may always upgrade to the paid alternative when your business grows.

Paid payroll software options are highlighted so that there are not any surprises. When you test the free payroll tool and wish to upgrade it, we have outlined the pricing for you here. Whereas some of the products provide free solutions for small businesses, so you must know that when your company grows, it is important to have access to the product’s full payroll software services.

Let us check out the list of some paid and free payroll software in India below. If you want to see some more products and evaluate extra feature options, you can compare all the Payroll Software just to make sure you find the best product.

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 10 Best Payroll Software in India

  1. SumHR
  2. greytHR
  3. HRM Thread
  4. Keka HR
  5. Beehive
  6. Pocket HRMS
  7. Zoho Payroll
  8. HR Mantra
  9. Saral PayPack
  10. Qandle

1. SumHR

sumHR payroll software is the cloud-based HR management software in India. This software allows SMEs and startups to streamline their daily HR & payroll processes. It offers users with connectivity as well as access to the most valuable info from anywhere across the world. The users can automate their current excel-based process of managing the employee payroll & undertaking the needed activities. sumHR software allows the users to monitor your employee’s attendance and track the leaves with the biometrics integrations.


  • Safe & free communication
  • Easily communicate with different departments, locations, or teams.
  • Create interest and workgroups to collaborate
  • Share updates via images, links, and news.
  • Tag messages.


sumHR software offers users with just one plan that costs around 49 INR monthly and allows just one user.

2. greytHR

greytHR is the best HR management payroll software for Indian companies. It’s the most reliable HRM payroll software for HR teams. This software automates many daily tasks, which are repetitive and tedious. For example, daily attendance; this system integrates with the biometric & other attendance devices to record their presence.

greytHR provides management of the payroll for an entire workforce. This software generates salaries regarding their attendance. This HR & payroll management software complies strictly with all guidelines related to payroll management. This software is designed to perform any complex tasks for the improvement of the workflow.


  • Employee Communication and Onboarding
  • Employee Document Management
  • HR Forms & Dashboard
  • Configure the salary structure
  • Payroll Processing
  • Comprehensive Post-Payroll procedure
  • Automated Payroll inputs & payslips
  • Leave Management
  • Generate Payroll Reports
  • Employee Self Service or ESS Portal
  • Mobile App for the Employees
  • Attendance Management


greytHR is accessible in four plans; it includes:

  • Cruiser – Rs. 4995/- monthly per user
  • Super – Rs. 2495/- monthly per user
  • Welter – Rs. 1495/- monthly per user
  • Bantam – Rs. 995/- monthly per user

3. HRM Thread

Each business enterprise wants to have a simple accessibility to its employees’ database & payroll. HRM THREAD is the best payroll software and favorite of over 5000 clients as it makes the difficult task appear simple. Employee self-service features allow an employee to keep proper track of their HR-related tasks in his organization. It is the best software services as far as performance management is been concerned, the software also caters to the training and recruitment of the employees.


  • Bonus, Loan and Advances Management
  • Attendance management
  • Email Integration
  • Document Management
  • Exit Management and Separation Management
  • Employee Self Service Management
  • Expense Tracking
  • Expense Management
  • Mobile Support
  • HR & Payroll
  • Payroll Management
  • Multi-User login and Roll based access
  • Recruitment Management
  • Reimbursement Management
  • Performance Management


You can get a demo of HR Thread payroll software for free.

4. Keka HR

Unlike the traditional payroll management software, Keka HR system is the modern payroll management software that focuses more on enhancing its user experience & streamlining multifaceted services.


  • Enables access from any device
  • Manage tasks & scheduling remotely


You can try out their plans free before making your purchase. The foundation plan comes at Rs 4999 monthly for 100 employees.

5. Beehive

Beehive is the best payroll management system that helps the HR professionals to manage their whole HR lifecycle of the company.


  • Provides robust, accurate and compliance leave management service
  • Helps from recruitment, resignation, and retirement
  • Time management & scheduling tools
  • Assists in the management of the approvals


Beehive payroll software comes free with the online trial for the right decision making.

6. Pocket HRMS

Pocket HRMS isn’t just the payroll software, but the next level HRMS system that has a lot to offer. This software comes with an intuitive interface that is well equipped with many amazing features to manage the company’s payroll system. Besides, this offers formula-based learning & deductions all along with amazing features like user-defined reports, intelligent time tracking, and real-time analytics.


  • Human Resource Management
  • HR Process Automation
  • Wearable Technology Integration
  • Employee Self-Service
  • Attendance Management
  • HR Chatbot
  • Mobile Payroll App
  • Leave Management
  • Tax Compliance
  • eTDS Form 24Q
  • Intelligent Reporting
  • Updates and Reminders


Pocket HRMS has two plans:

  • Standard Plan includes features such as payroll processing & statutory compliances at 1495 INR of 50 employees monthly.
  • Professional Plan comes with features like Statutory Compliances, Payroll processing, Employee self-service, Mobile Apps, and Attendance management and priced at INR 2495 of 50 employees monthly.

7. Zoho Payroll

Zoho is the payroll management software online that streamlines each aspect of the payroll administrations. Right from centralizing to organizing employees’ records to information and scheduling payrolls, and handling statutory compliance everything.


  • Automatically do calculations and pay schedules
  • Different ways to schedule the payroll
  • Zoho allows businesses to centralize & store employee’s records safely.


Zoho offers a free trial and after its free trial, you may enjoy its features at only Rs 50 monthly per employee.

8. HR Mantra

HR Mantra is the best payroll software in India and has offices in Delhi, Mumbai, and Bangalore. The payroll feature of HR Mantra is easy to use as well as covers different features of processing the payroll. They get down this process to some steps instead of a week-long procedure. Employers may set their salary slabs as well as policies department team-wise. One can define the IT exemption limits and is completely customizable and handle complicated pay calculations too.


  • Applicant Tracking
  • 360 Degree Feedback
  • Compensation Management
  • Benefits Management
  • Employee Profiles
  • Employee Database
  • Payroll Management
  • Onboarding
  • Performance Management
  • Onboarding
  • Self Service Portal
  • Recruitment Management


HRMantra offers custom pricing for the software.

9. Saral PayPack

Saral PayPack is an online payroll solution that offers a one-stop solution for all your business payroll requirements. This software helps in the automation of many processes that come in the blanket of HR & salary management.


  • Multi-level security
  • Multi-tiered access architecture
  • Convenient to use


Saral PayPack offers the online demo for on-premise and on-cloud versions. Their on-cloud version starts at Rs 825 monthly.

10. Qandle

Last but not the least, Qandle manages the accurate payroll, compliances, and employee benefits within seconds. It’s user-friendly and comes with many useful features that improve operational efficiency.


  • Automated check-ins
  • Automated reminders
  • Leave approval
  • On-field employees may submit the reimbursement bills on their phone
  • Odometer produces automated reimbursement requests.


Qandle HRMS price begins at 2450 INR for 50 users monthly.


Here we have outlined the list of 10 best payroll software’s in India from the different vendors. All the free and paid options are given so that you may know if the products are accessible as temporary trials or free licenses.

How to Write a Cover Letter for Job Application with Samples

A cover letter is an effective tool to provide a personalised and noteworthy introduction of the candidate while submitting the job application. A cover letter which is well-crafted and framed well it summarises the information that the candidate has provided on the resume. Apart from that it further illustrates the information that the reader is presented with. It is a well-informed letter comprising the candidate’s career accomplishments and achievements.

A cover letter should ideally not be generic for all cases. The candidate should customise and re-write the cover-letter for based on the different needs of the job.

A resume is a template of facts related to the employee. It states the timeline of the candidates’ education in addition to his achievements, skills, hobbies, etc. A cover letter, on the other hand, is more dynamic and conveys more personality. A cover letter comes even before the resume. Hence, it appears to be the first document in the candidate’s hiring process. Hence, it is vital that it creates a strong ad lasting impression.

This is why framing a customised cover letter for every job is this important. The demands and prerequisites of every job is different. Hence, a cover letter does not follow a specific pattern or format. There is no predefined template on which a cover letter can be formed. It completely depends on the demands of the company and how good the company can market himself/herself to them.

Guide to Writing a Cover Letter

It is already mentioned that there is no specific format to write a cover letter. But indeed, there are pointers to keep in mind in order to make the cover letter attractive, visually pleasing thereby increasing the chances of its success. A proper cover letter should be organised and concise. The contents should be in an orderly pattern. Also, it should not be haphazard but very organised. There is a rough sketch to making a cover letter organised and its mentioned below.

  • A catchy and impressionable introduction of the candidate. Writing a catchy introduction is important because, if not, the recruiter or interviewer would lose interest in the beginning.
  • The body should comprise of the relevant experiences of the candidate to the current job. It should include his/her prior experiences, his/her roles in other organisations, his/her relevant skills to the job etc.
  • The conclusion should be concise and include a necessary call to action.

Dos and Donts Of a Cover Letter

There are certain dos and donts that determines the success of a cover letter. They are as follows:

  • Make the cover-letter curated according to the demands of the job.
  • State the skills that may be helpful or are relevant to the current job.
  • Comprehensively mention why you want to be a part of that organisation.
  • Do not provide generic internet cloned answers. A cover letter should showcase the personality that makes you the best suit for the job.
  • Always be honest and true about your information on the cover letter.
  • Do not blatantly mention skills like “leadership”. Instead, add specific stories and experiences that prove that you are a good leader.
  • A cover letter should be personalised and catchy but do not cross the limits of professionalism. You should come off as rude or overconfident.
  • Be unique in your cover letter. Add your own touch to it.
  • Choose a tone of voice that you want to portray in the cover letter. Different cover letters demand different tones.
  • The call of action in the conclusion should be polite and spontaneous. It should not be rude and unprofessional.
  • Always proofread your cover letter for any possible errors.

Cover Letter Samples

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Below provided are a number of samples for a cover letter.

Sample 1: Cover Letter for Internship



*company Name*




Dear *name*,


I am writing to express my interest in the Summer Internship Programme by your company. I got to know about your company from the placement cell at my University. After going through your website, I have completely immersed myself in the groundbreaking work in the automobile industry.


My current major is on marketing while I have also done a number of volunteering works on the sidelines. I feel your company is great assimilation of these two domains. Upon getting the opportunity to work in your company, I would not only get to learn comprehensively but also get an opportunity to advance my career in the desired field. With my preset knowledge in marketing, analytics and campaigns, I can add value to your company as well.

I previously had an internship with an organisation pertaining to digital marketing and analytics. In that position, I learned a lot about SEO, Web analytics and Adobe suit. I also learned how to curate campaigns and lead them. I believe these skills of mine can be of use to you since I heard that your company is looking to expand in the field of social media.


I would love to meet you and discuss about available internship opportunities. *number* this is my phone number and *mail address* and this is my mailing address. Please contact me if you have any questions or choose to see work samples.


Thank you for your consideration




Sample 2: Cover Letter for a Graphic Designer



*company Name*




Dear *name*,


I am writing this letter to apply for the post of Graphic Designer in *company name*. I have had a long experience of 5 years in this specific field and served two top-notch media houses in their graphic department. I believe I will be a good cut out for this job and that I can add value to this company.


While serving as a graphic designer in the previous firm I had in hand knowledge and experience of all the current trends in the market include digital marketing, Adobe suite, Social media campaigns etc. My work was appreciated and hence I was aligning with the top clients of the firm.


Also, my leadership skills were tested and rewarded. I was working as a team leader and yielded profits worth huge amounts. My up-to-date knowledge and real-time experience have helped me bag projects worth lakhs.


*Company name* is one of the leading companies in this field. I believe that my knowledge and skill-set would align with the company’s present and future goals and hence makes me a good cut-out for this job. You can contact me at *Phone number* or drop me a mail T *email id*. Thank you for your time and I am looking forward to hearing from you soon.


Best regards,


 Sample 3: Concise Cover-Letter



*company Name*




Dear *name*,


I am writing for the current opening in sales in *company name* which I believe will report to you.


As an experienced professional in the field, I will offer you practical experience in the biggest firms in this country along with all the soft skills best needed to succeed in sales. I have made sales worth tens of lakhs for my previous companies and wish to do the same and better for yours.


I have attached my resume for all the detailed knowledge that you might have to consider. But I believe with my experience I can add a lot of value to your company’s future plans.


My contact details are attached and I look forward to hearing from you.




A cover letter is of high importance to an employer as it is a detrimental factor in hiring an employee. For an employee too it is of no less importance, as it provides the very first information of the employee to the recruiter and can easily make or break the deal.

10 Best HRMS Software in India 2023

An HR’s job in any organization is one of the most challenging jobs. Looking after so many aspects, taking care of all the issues of the employees, the go-to person in case of any trouble, from recruitment to salaries, the HR manager does it all. From making the onboarding process of the new employees a smooth journey to making sure that all the employees have great relations with each other, the HR manager is the person who serves as the bridge between the employees’ activities and the firm’s strategic objectives. It is a deemed fact that HR has an indispensable role to play in any organization and thus their importance cannot be overlooked.

A human resource management software is one which makes management of various human resource activities easy. A human resource management system (HRMS) also goes by different names like human resource information system (HRIS) and human capital system (HCM). An HRM software combined with the packages of Enterprise Resource Planning (ERP) makes the basic daily HR activities manageable and easy to access. Everything in today’s generation has been touched by the wave of technology and thus has become more tech-savvy. Even the HR domain is not spared from it, thus giving rise to HRM software.

Functions Of HRMS Software

HRM software performs various kinds of HR activities which are listed below:

  • Recruitment
  • Managing payroll
  • Storing employee data
  • Benefits administration
  • Employee performance management
  • Time and attendance of employees
  • Tracking of employees’ competencies
  • Records of the training received by the employees
  • Data handling which includes acquiring, storing, analyzing and distributing to various stakeholders
  • Tracking and granting leaves
  • Taking care of financial transactions
  • Making and tracking report files of every employee

And many more…..

List of Best HRMS Software in India

As the number of activities in the HR domain has increased, so has the efficiency and scope of HRM software also improved to match the changing demands. Below is the list of top 10 HRM software in India. Some of the best softwares:


One of the best HRM software in India. It was launched in 2016 and is one of the first HR software that aims to provide better employee experience and is employee-centric. It also has many awards for the HRM software that it provides under its belt and has a huge satisfied customer base with many popular brands in it. Touted as one of the best payroll software, it has many other features to offer too, like keeping centralized information, safe and secure data, providing employee portals and more!


One of the veterans in the field of providing HR software, launched in the year 1994, it has a huge customer base of 9000+ businesses spanning across more than 150 cities in India. The software offers various features like Payroll processing, leave management, attendance management, employee lifecycle management, easy access through its mobile version along with exceptional guidance and many more. There is a reason that still after 25 years, this HRMS is going strong and is still loved by many! Go and have a look at yourself.


Included in top 5 HRM software for startups in India, Sum HR was launched in 2013 to streamline HR and payroll activities. A cloud-based HR software, that aims to reduce paper works and increase the efficiency of the HR department. Easy navigation also serves as one of the perks of this software. A web-based software performing functions like tax calculation and bonus for an employee, looking into employee engagement activities, monitoring of salaries and many more.


One of the best HRM software that helps with strategic management of the organization. It provides high employee engagement thereby being effective in reducing the attrition rate. It is the proud HR tech partner of more than 200 firms and also the customers’ choice software for the year 2020. Some of the features provided are interactive calendar view, smart and flexible leave management, customizable leaves and tracking options and many more. It also has an AI-enabled chatbot option which is loved by everyone who has used it.

247 HRM

Winner of 2018’s HR tech and conference award, 247 HRM is a feature-rich and user-friendly software. With an interactive dashboard, 247 HRM offers customizable solutions as suited for your firm. Some of the many features offered by this HRM are timesheets of each employee, talent management, expense management, performance management, and employee-friendly self-service portal, attendance and leave tracking and many more.

Zoho People

An HCM solution is a web-based HR and payroll management system. It provides customizable solutions for organisations of all sizes. Named as the 360 degrees HR solution, this software provides a huge amount of features like efficient management of data and HR activities, performance evaluations, case management of various employees, employee and document management, e-signature are just a few of many.


Available on all the different platforms like windows, android, ioS, this is one of the best HRM solution providers in India. Holder of lots of different awards for the HR solution that it provides since 2010, it is one of the best in its fields. Apart from the regular attendance management, leave management, learning management and many more, HRMantra promises to save 30 minutes per employee and gives 10 times the ROI.

Pocket HRMS

A product of Saga Software solutions, it provides all the features for HR domain from hire to fire. Ensuring data security of all of your employees, an interactive chat-box makes the entire process easier. It makes the entire HR organization more efficient by taking care of the onboarding process, payroll management system, RR analytics etc. One of the smart solution providers that you won’t ever regret engaging with.


Better quality, better continuity and better sustainability are what this HRM solution aims to provide. Equipped with 22 HR modules and a strategically designed UI interface, it has redefined the entire HR department. It aims to improve the overall performance of the employees, providing various recruitment solutions and has great user-experience feedback. Cloud-based software with a mobility solution provider makes it a game-changing software.


A software that helps the employee go through the entire employee life cycle is a mobile-ready, cloud-based software. It provides solutions for mid and large-size enterprises, looks into performance and appraisals, learning and development, travel management and more.

These are some of the top HRM software in India. HRM software is great tools that help take some load of the HR employees. It is a great advancement for HR in the technological field and it should be embraced with both the arms wide open. HRM software is just here to make our lives a little easy and step forth in the new technology-driven era. Thus, HRM software is really helpful and should be used in every organisation if not used still.

Sources, Purpose and Importance of Recruitment

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

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

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

Sources of Recruitment

Recruitment by an organisation can be done by a variety of sources. They are as listed below:

Internal Source

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

External source

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


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

Purpose and Importance of Recruitment

Recruitment has a dynamic purpose and importance that caters to both the organisation and the candidates. The multifaceted importance and purposes of recruitment are what makes it such an important process in an organisation. The importance of recruitment are as follows :

Attracting Candidates

Even though recruitment does not ensure the final onboarding of the candidates in the company but it effectively attracts a large number of candidates to apply for the vacancies. This gives the candidates a potential chance for employment and also publicises the organisation among job-seekers.

Facilitates Selection

The selection process is undertaken to keep in mind the ultimate organisational needs. The candidates have to go through an extensive process of screening before they are finally selected. Hence recruitment provides a large option for the selectors to choose fro to cater to the needs of the firm.

The Success Rate of Selection

Since the recruitment process is already comprehensive, it takes present and future job analysis into account and then recruits candidates. This rules out the presence of under-qualified or over-qualified candidates reaching the selection process. This, in turn, increases the success rate of the selection process.

Meeting Obligations

Every organisation has legal obligations that it ha to meet. In addition to that, the social obligations also termed as corporate social responsibility is a big factor that organisations take care of. By recruiting candidates and maintaining the workforce composition, these obligations are successfully met.


The recruitment process is largely undertaken to maintain organisational transparency. It is an effective measure by which complete transparency can be maintained. The transparency does not only cater to the organisation but also the employees. This means that in the organisation, the HR manager, field recruiters, clients, all of these entities are completely aware of the process and possess the same information. In addition to this, a transparent procedure also ensures that the candidates are aware of the status of their job application.


Since recruitment is a transparent process, it ensures confidence in the organisation. Since the recruiters, clients and managers are aware and accountable for the entire recruitment process, all of them have directly or indirectly contributed to the result and are confident of the choice and satisfied by it.

Avoids Discrimination

A proper and legitimate recruitment process is based on merit. It is based on job analysis, attracts candidates based on the job description and screens them based on merit. The parameters for screening are mentioned at every step and the results depend solely on the merit of the candidate. This rules out the possibility of any candidate facing discrimination due to their race, caste, colour or personal connections. Recruitment adds fairness to the organisational procedure.

Job Description

Framing a proper job description is important for any organisation. In recruitment, the candidates are chosen based on the job description provided by the company. It is a detrimental factor in recruiting candidates. Hence recruitment helps in curating a proper job description which includes all the primary, secondary and tertiary aspects related to the particular job role.


An inconsistent system of recruitment is most likely to provide biased and unstandardised results. To ensure fair judgements and selection of the right man for the right job, the recruitment process is kept consistent with standardised measures of screening at every stage.

An effective and well-framed recruitment policy will not just hire the right candidates for the job. It will heighten the reach of the organisation in addition to generating an eligible pool of candidates. Recruitment has present and future impacts that facilitate an organisation multi-dimensional ways. A proper recruitment policy shall ensure that the right person is onboarded for the right job with the company’s commitment in place.

How to Approach a Company for a Job?

Those years of hard work and slogging. Those all-nighters for the upcoming exams. Learning of those thick textbooks. Millions of formulas to remember. That race to come first every year, hundreds of exams to pass, all of these done just to get a stable job to fulfil all the wishes you have ever dreamt about! There are millions of jobs out there, but still, you dream of getting that one job, which can fulfil all your dreams, the job you had always wished and desired, the job that you want to do for the rest of your life.

Different companies offer various job profiles. To get a job in a particular domain or sector, getting a proper education in that field is a must. Develop additional skills by doing those different certifications, learning about the current happenings in that sector, continuously upskilling yourself according to the current trend, really gives you an edge. All these CV pointers will help you pass the first round on paper, but to crack the interview you will have to have a really good personality with a great presence of mind.

These are certain ways that you can use while approaching a company for a job.

How to Approach a Company for a Job?

Speculative Approach: The Direct Approach

Instead of waiting for the company to release posts saying that they are looking to hire someone, you target the company and inform them that you are available to offer your services. Before targetting the company, make sure that the skills you harbour, must align with the skills that the company needs at that point. To follow the speculative approach, you must:

  • Have an impressive CV that matches your skill with the company’s requirements.
  • If possible, try to use some connections that you have in the specified company so that you can get a good introduction.
  • Send an impressive cover letter to the manager, stating all your skills and what you can offer to the company thereby highlighting the points of how valuable you can be to the company (Which will differ from company to company).
  • Thoroughly research the company, the industry, it’s competitors and attains as much information regarding the company as possible. Research, research and lots of research is the only way to keep yourself updated and be prepared to face any questions.
  • Prepare an impressive telephonic pitch, so that you may not be caught like a deer in headlights. Practice it many times, make the delivery perfect, so that you can deliver the pitch any time you get the call.
  • Prepare thoughtful questions for the meeting, be interactive with the interviewer, propose your plans for the company’s future, leave no stone unturned, if you are invited for the interview.
  • Most of these interviews are taken to test your presence of mind, so be prepared to think on your feet.
  • Follow up the interview with a quick gratitude email or a phone call.

Try to keep in contact with the manager, even after the meeting, to check the status of your selection. This approach has the advantage that this method has less competition.

A list of don’t do’s are:

  • Don’t send a copy of your resume to every company that you come across. Do proper research regarding the desired company and align all your efforts to one company.
  • Do not drop hard copies of your resumes at the company’s reception desk.
  • Don’t prepare a pitch that goes on for pages after pages, it will surely bore the people out.
  • Don’t keep your elevator pitch hanging for the last moment till the call arrives. Be perfect in whatever you say.

Recruitment Agencies

Many companies prefer hiring through various recruitment agencies. Most of them are platform-based applications like Job boards, social and professional networks, LinkedIn and many more. These generally have a recruitment management system, where the recruiters share the CV of the candidates with the hiring companies and the system accepts the potential candidate’s CV. Acceptance is followed by some steps may be an assignment or direct interview.

Networking: Connecting With People In Your Desired Position

This is one of the best ways to approach a company for a job as many of us know that the best jobs are never advertised! Actively looking for the people who are in the position that you desire interacting with them, making networks will help in this humongous task of searching for a job. Asking about their life journeys, what steps they took to reach the stage they are currently, will help you build perspective and they may also introduce you to the recruiter in their company. Joining LinkedIn, the qualified networking website, it surely does open huge amounts of opportunities.

Job/Career Fairs

Apart from all the free items that they offer, job fairs are organized for the sole purpose to get in contact with the job seekers. This gives you the direct opportunity to go and talk to the employer, understand the company’s requirements, pitch in yourself to the potential recruiter and use the opportunity for your benefit.

These are just some of the ways how you can approach a company or even an employer for a job. Having an impressive tailor-made resume, the cover letter is the starting point that helps get you in the good books of a potential employer. Never hesitate when speaking in an interview, boldly keep your views, opinions and plans forward which makes it more difficult for the employer to let go of you. Have the confidence in yourself that there is nothing that you cannot achieve and this confidence will shine in the way you present yourself. Yes, you need a job, but don’t forget that companies are also always in the search of hard-working good employees as you, so it is always a two-way street. Don’t let the pressure bog you down and give your all to get the job of dreams.

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How to Write Good Bye Email on Last Day in Office with Samples

Throughout the entire life-cycle of employment, there will be a number of instances when an employee has to leave their current organisation. This may be because the employee got a better job, or because he/she is moving somewhere else, or because they are taking a break from their professional lives to pursue something else. In any case, a good-bye letter comes in extremely handy.

A good-bye letter is a formal letter that the employee hands over to his employer or boss. This is different from a resignation letter. A resignation letter attempts to formally communicate that an employee wishes to resign from their job. A resignation letter dominantly talks about the professional aspects related to employment. A good-bye letter, on the other hand, attempts to communicate a sentiment of gratitude and appreciation from the employee to the employer.

An employee writes a goodbye letter to express that he had a good time working in the organisation and wants to create a long term cordial relationship with his/her boss. It is to thank the employer for the experiences and opportunities that have been provided to the employee. The employer is wished well and also the contact details of the employee are provided to keep the possibility of future interaction alive.

It is also not necessary that an employee only has to write a goodbye letter to his/her employer. He/she can also write one to his colleagues, or his clients. It completely depends upon his discretion.

Purpose Of Good-bye Letters

Like already mentioned, good-bye letters have several purposes. In the below-mentioned list, they are objectively mentioned:

  • Provides a healthy ending to a professional relationship.
  • Satisfies a healthy professional etiquette.
  • Improves the chase of the employer providing a Letter of Recommendation or a referral
  • Forming long-term professional and personal connections.

How to Write Good Bye Email on Last Day in Office

Any letter be it formal or informal has a specific guideline or format that it has to adhere to. For good-bye letters even though the generic format remains the same, there are a few guidelines that can help in forming a perfectly drafted good-bye letter.


The letter should begin with a professional salutation. Even though it is not a professionally binding letter, it is best to keep the salutation professional. Beginning the letter with a Mr, Mrs, Sir or Madam should be followed. In case the employee calls the employer or his colleagues by their first names, the salutation can be made in that regard too.


The letter should provide a gentle reminder to your last day of employment. Provided the resignation letter is already submitted and approved, the last day of the employee’s work is also probably decided. So the last day should be included in the letter.

Gratitude and Appreciation

The employee should write how he appreciates his tenure in the organisation and how good the experience has been. He can show his gratitude to his boss and his colleagues who have contributed to his employment being a great experience.

Best Wishes

Leaving an organisation does not mean that an employee should leave on sour terms. Hence in a goodbye letter, the employee should convey his best wishes to the employer and his colleagues for their persistent success. He/she should communicate that even though he /she is not in the organisation, he wishes to send only good wishes to his team.

Contact details

The letter should contain the contact details of the employee for maintaining relationship with his/her employer and colleagues. It means that the employee wishes for the future association or simply wants to be in touch.

Closing salutation

The letter should also end with a gentle closing salutation. It should contain the signature of the employee with closing notes such as “Best wishes”, “Good regards” or “Thank you”.

Good Bye Email Smaples

A few samples of good-bye letters are provided below.

1. The employee has resigned due to moving to another country. Letter to the boss.

Dear Mr/Mrs *Name*


As you are already aware that *date* is my last day off association as *job position* with *company name*. This prolonged association is hard to let go but I am surely excited to explore my life in Germany and tap new opportunities.


I would like to express my gratitude to you as you have been the best guidance one could ask for. Thank you for being a great motivator and leader. Under your guidance, I have evolved as a professional and shall these shall positively impact me in the days to come.


I wish you and your entire team all the very best for future endeavours. With the enthusiasm and dedication that you always work with, the rates of success shall e unprecedented.


*phone number* is my contact number and *email-id* is my mail address. I will look forward to being in touch with you and any future associations that can be possible.


Best regards

*Sender’s name*

2. An employee is leaving the job for a different organisation. Letter to the employer.

Hello Mr/Mrs *Name*


With a heavy heart, I am writing this letter to say that *date* is my last working day as *job position* in *company name*. WIth being really sad, I am also very excited to start my new job as a *job role* . It will be testing my limits and putting my newly acquired skills to test.


I shall be forever grateful to you for the opportunities you have provided me to thrive. Your guidance has developed me as a professional and your leadership has prepared me for all contingencies at the workplace.


I wish all the very best for all your future endeavours. I send my best regards to all the upcoming projects you wish to undertake and I wish only success for you.


*phone number* is my contact number and *email-id* is my mail address. I will look forward to being in touch with you and any future associations that can be possible.


Best regards

*Sender’s name*

3. The employee wishes to pursue personal interests. Letter to the employer.

Dear Mr/Mrs *Name*


*date* is my last day at work in *company*. I write this letter with an extremely heavy heart. However, I am very hopeful about the new life that awaits me. I am going to explore my passion for photography and I am looking forward to it.


You as a leader has brushed up all my skills and made me the professional that I am today. With your motivation, I have been able to reach heights of success and I cannot show my gratitude enough for that. You are an extremely competent leader, guide and an amazing boss to work with.


I wish you and your team all the very best of everything. I am sure you will succeed in all your future endeavours and keep standing tall in your achievements.


*phone number* is my contact number and *email-id* is my mail address. I will look forward to being in touch with you and any future associations that can be possible.


Thank you again,

*Sender’s name*

 4. Goodbye letter to a colleague

Dear *Name*


As you already know *date* is my last working day. Even though it breaks my heart to say goodbye-bye to this organisation, I feel it was necessary for me to pursue my interests.


You have been the most amazing co-worker to work with. Your knowledge, insights and proactivity had added much-needed zeal to our team and contributed to gaining all the success. I am extremely grateful to you for being such an amazing colleague, and for constantly motivating me and wishing the best for me.


I wish you all the luck in all your life. I wish that you reach all the heights of success that you pursue ane emerge victoriously.


*phone number* is my contact number and *email-id* is my mail address. I will look forward to being in touch with you and any future associations that can be possible.


Best regards

*Sender’s name*

A properly drafted good-bye letter would not only ensure a healthy professional etiquette but also let an employee end an association on a respectable note.