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

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

What are Pre-employment assessment tests?

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

Types of Pre-Employment Tests

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

 Aptitude Tests

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

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

Personality Tests

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

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

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

Emotional Intelligence Tests

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

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

Risk Tests

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

Skills Tests

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

How to prepare?


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

Set the stage

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

Read the instructions

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

Get Familiar with the Tests

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


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

10 Ways to Set Up Video Interview Process in Right Way

10 Ways to Set Up Video Interview Process in Right Way

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

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

How to Set Up a Video Interview Properly?

  1. Keep your body language in mind.

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

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

2. Dress appropriately 

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

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

3. Emphasize your organization’s image

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

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

4. Examine previous interviews and take notes

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

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

5. Be thoughtful and caring

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

6. Ask the same questions every time

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

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

7. Take into account pre-recorded interviews.

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

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

8. Have a backup plan 

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

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

9. Turn off your phone notifications

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

10. Log on early

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


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

11 Things to Consider While Working in a Family Business

11 Things to Consider While Working in a Family Business

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

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

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

What is considered a family business?

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

11 Tips for a successful family business

  • Communicate

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

  • Evolve

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

  • Set boundaries

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

  • Practice good governance

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

  • Recruit from the outside

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

  • Treat employees like family.

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

  • Make it optional

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

  • Plan for the future

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

  • Mutual respect

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

  • Know yourself and each other

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

  • Recognize the stages

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

What are the advantages and disadvantages of a family business?

Advantages of a family-run business are:

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

Disadvantages of a family run business are:

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


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

Is it right to go remote permanently? Advantages & Disadvantages

The Covid-19 epidemic caused a significant change in the global work economy in 2020. While working from home used to be a benefit offered by certain organizations, it has become the standard for most. 70% of the workers will be remote working at least five days per month by 2025, according to estimates. While 2020 may be seen as the year of working remotely, we believe it is only the beginning since the trend is expected to continue in 2021.

Let’s head on to the sections below to learn about the advantages and disadvantages of working remotely after the pandemic ends.

What are the advantages of working remotely?

Here is a list of factors that work as advantages of working remotely:

  • Flexibility and agility: Working from home gives you greater flexibility and agility in your work schedule. Workers may be better positioned and more ready to work flexible work hours, such as sooner or later in the day, Or even on weekends if they are no longer bound to an office. The flexibility might assist you in meeting specific company demands, such as dealing with clients in a different time zone.
  • Improved employee retention: Employees may be more likely to stay at work if they have the option to work from home since it allows them to fulfill child care demands, minimize travel time, and integrate their work into their personal lives. Allowing workers to work from home builds trust in the company, leading to increased employee loyalty.
  • Attract new talent: Working from home may be provided as an incentive to continue working for you, assisting you in attracting fresh talent to your company. Allowing workers to work from home can let you have a competitive advantage over companies who don’tdon’t allow it.
  • Increased productivity: Because there are fewer interruptions than there would be in an office setting. Workers may also work more hours since they can use the savings made from traveling to begin work sooner, later or both.
  • Increased staff motivation: Workers will feel more respected by their company if they work from home. The professional relationship isn’t as tightly watched, and employees are given more latitude to get on with their tasks. Employees will also be happier if they can establish a home working schedule that suits them better, which will help them feel more driven to do their best job.
  • Better work/life balance: Working from home may help employees achieve a better work-life balance. For example, individuals who would have had to travel can now utilize that time for themselves, resulting in a better work-life balance. Staff may also incorporate home tasks into their workday, allowing them more free time in the evenings, such as loading and unloading the washer or cooking supper during their lunch break.

What are the disadvantages of working remotely?

Here is a list of factors which work as disadvantages of working remotely:

  • Doesn’t suit everyone: Working from home isn’tisn’t for everyone’s temperament or skill set. Some employees may enjoy the regularity and structure that comes with working in an office setting. Some employees prefer face-to-face connections with coworkers and believe that face-to-face coaching from their boss is highly useful in assisting them in completing duties and achieving their objectives. It would help if you also considered personnel with disabilities. Working remotely may have an adverse effect on the assistance they require to do their duties. Working remotely may not be suitable for everyone’s lifestyle. For example, some individuals may have small children who are oblivious to limits and cause disruptions during the workday. Some may not have the necessary physical space to set up a distinct workplace.
  • Staff feeling isolated: People who work from home may experience a separation from their coworkers and the company as a whole, which is natural in an office setting. Employers might solve this issue by ensuring that communications are more consistent. Staff is given additional opportunities to feel connected and part of the team by organizing brief catch-ups via phone or frequent staff meetings via other tools like Skype. More casual and social gatherings may also help to reduce feelings of loneliness.
  • Difficulty monitoring performance: It may be challenging to manage and oversee the performance of home employees. Monitoring may have a good or bad impact on distinct characteristics. You may consider creating measurable objectives and targets for your employees so that if they don’tdon’t meet them, you can spot and address any performance concerns early on. See how to effectively manage workers who work from home by looking at how to manage organizational effectiveness.
  • Home distractions: while working from home eliminates workplace distractions, if a person does not have a sufficiently quiet devoted working area at home, they may be easily distracted by domestic noises or other people in their home.
  • Potential burnout: Working from home, where an office offers a clear physical difference between work and family life, might cause employees to lose sight of the divide. Workers may find it challenging to decide when to leave work, resulting in longer hours, higher stress, and, eventually, burnout. Employers should urge their employees to take breaks regularly and remind them of the significance of doing so.
  • Cost of working from home: Initial training expenses include the provision of appropriate equipment, such as laptops, cell phones, and other IT tools. You’llYou’ll also need to think about making changes to fulfill health and safety regulations.


Working remotely was on the rise before the coronavirus epidemic, as many firms recognized the perks to their businesses and better work-life balance for their employees. Although if you don’t feel working remotely will benefit your firm, employees with six months of service have a legal right to seek flexible work schedules, such as working remotely, and you, as a supervisor, must seriously review such applications.

Boolean Search in Recruitment

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

What is the Boolean Search Algorithm?

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

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

Basic Boolean Search Operators that every Recruiter should know about

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

Operator 1: AND

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

Operator 2: OR

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

Operator 3: NOT

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

NOT jobs= -job

NOT HIRING= -hiring 

Operator 4: Brackets/Paranthesis

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

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

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

Operator 5: Quotes/ Quotations

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

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

Operator 6: Asterisk

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

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

Advantages of the Boolean Search algorithm

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

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

Top Soft Skills that Employers Value with Examples

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

What are Soft Skills?

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

Why are soft skills important?

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

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

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

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

Difference between soft skills and hard skills

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

Highly sought after soft skills:

  • Communication

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

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

Communication soft skills include:

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

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

This soft skill includes:

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

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

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

  • Leadership and teamwork

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

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

  • Work ethic

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

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

What is Employer Branding?

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

What is employer branding? 

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

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

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

What is the importance of employer branding?

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

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

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

What is the process of building an employer brand?

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

How to improve an existing employer brand?

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

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

Why is hiring top talent important?

Talent Acquisition is vital for every business, as human capital accrues various benefits to the company, and the finest talent generates immense value to the organization. The current job market is competitive and dynamic. To ensure profitability, the right personnel are recruited through various methods, which are given in this article. 

The importance of the top talent for companies can be explained by looking at their developmental strategies. If you want to grow your business and scale heights, then the most prominent factor is the value of assets in the business, and reputation is paramount of all assets. Finest talents work with the top and prestigious companies. In this article, you will get to know how you can gain a reputation in your field and attract and retain the best talent. 

Why is hiring the best talent important?

Employees are believed to be assets for any company. They are specialized in the work they do. Hence assigning the right role to the right person is the chief purpose of Talent Acquisition. Recruiting the potential personnel and utilizing their skills efficiently is important to get the work done timely and with the least wastage of resources. Hiring top talent is vital because they are specialized to perform their duties effectively and efficiently, which means they respect deadlines and complete the work by utilizing resources to their full potential and avoiding wastage. 

Talent drives business value so that it is able to stand in a competitive job market. A business should always welcome fresh talent and innovative ideas, which enhances its profitability. Talented employees are always determined to fulfill their duties and responsibilities within the deadline and simultaneously planning for future projects. Ideal candidates work for the organizational goals, leaving aside their own interests. Therefore, hiring the best-talented people is necessary for every organization.

What are the best recruiting strategies to attract talented people to your company?

High-rated recruiting strategies to draw the attention of top talent towards your business are:  

1. Employer Branding

An ideal candidate is needed for long-term job positions. A strong employer branding strategy is needed for attracting the attention of prospective candidates, as no one will be interested in a job where the employer branding is low.

2. Campus Recruitment

Businesses should go for campus recruitment as it brings competitive personnel with fresh talent. Recent graduates are full of enthusiasm, and they know about the dynamics of the competitive job market. Companies must tie up with colleges and universities and organize events that enable the aspirants to work in a professional environment to attract new and talented candidates. 

3. Perks and Benefits

Employees should be provided with perks such as bonuses, paid leaves, family vacations, and benefits like employee recognition and appreciation programs. The salary should be such that it satisfies both the employer and the employees. 

4. Broader Job Vacancy

The job description should mention everything related to the job position. There should be transparency while designing job descriptions. But not every minute detail should be part of a job vacancy post. To attract talent, there should be a broader job vacancy with a good amount of information.

5. Recruiting through Social Media

Social media has become the most common and suitable platform to promote the business and search for prospective candidates. It is a great way to attract talent, if done in an innovative way, also easy and inexpensive. Social media platforms like Facebook, Instagram, Twitter etc. have become means to acquire talented people for your business. 

6. Shorter Selection Process

It is significant to remember that the selection procedure should not be delayed, as the competitors might attract the finest aspirants towards themselves, and you might lose the creamy layer to them. Always ping the candidates that you wish to select for the job role soon after screening their application. If you delay the process, the candidates might lose interest in your company.

How can I retain top talent in my business?

Talent Retention is also a major factor that determines the smooth functioning of the business. Talent Acquisition alone is not enough, as when the finest aspirants don’t get ample opportunities for career growth, they tend to leave the company. Hence, Talent Retention is pivotal to the success of every business.

Companies can organize competitions, field trips, training and development of employees, promotions, perks and benefits, transparency, excellent teamwork, flexible schedules and motivating them to recognize their worth. Making the employees part of big projects that also gives them sufficient career advancement opportunities is also a method of Talent Retention.

What type of jobs requires greater talent?

All jobs, whether skilled or unskilled, require specialization. Even unskilled jobs require some degree of accuracy and efficiency to ensure greater productivity. Educated and skilled personnel is of utmost importance in the company, especially in the fields of Human resources, Marketing, Finance and Operations.

What is meant by Talent Management?

Talent Management comprises the full cycle that involves identifying potential candidates, onboarding, motivating, training and retaining talented candidates. This process helps in enhancing business activities and increasing productivity. There are seven components of Talent Management:

  1. Strategic Employee Planning– It refers to the process of deciding the role and responsibilities of the personnel. Every organization has certain goals to achieve, which is possible with the right planning, assigning the roles to the employees, and determining the personnel that you will require to fill the gaps.

2. Talent Acquisition and Retention– This is the process of attracting top talent to your business, recruiting them and retaining them by giving them ample opportunities to enhance their career and providing them a better job climate.

3. Performance Management– The basic theory of assigning the right job to the right person is nothing but Performance Management. It is necessary because every person is specialized in some of the other fields. If someone from the finance department is allotted the responsibility of marketing, then the business will not be able to achieve its goals on time. 

4. Learning and motivating– Learning is the acquisition of skills and interests, acquiring knowledge and efficiently managing the task assigned. The motivation of employees is equally important as, without motivation, they will not apply what they have learned, and it will become difficult to achieve organizational goals. When they realize how important is their contribution to the company, they will know their worth and be motivated to contribute more.

5. Compensation– Acknowledging employees and rewarding them, in cash or kind, and giving them extra perks and benefits, such as family vacations, paid leaves, employee appreciation programs, time flexibility and so on, will recognize the value and efforts of the employees.

6. Career Development– This is related to the training and development of the employees and has its roots in Talent Retention. This is done to ensure that future leaders have the necessary tools for professional advancement. 

7. Succession Planning– Succession Planning relates to the process of deciding in advance about the key roles and the gaps that will appear in the future. This process ensures that the organization will function smoothly if there is a plan that will aim to fill the key position.


Identification, acquisition and retention of talent is the secret of the success of every business. Hiring the top talent is important as these employees work for the organization effectively and efficiently. To attract the attention of prospective candidates, there are modifications required in the strategies of the recruitment process. Talent Retention is equally important as Talent Acquisition. Almost every job requires people who are specialized in their work. Hence, the process of Talent Management is followed to achieve the goals of the business.


  1. How can I catch the attention of talented people in my business?

To attract talented and skilled people to your business, you need to modify your recruitment strategies. Some points to remember are: Have a strong employer branding strategy, broader job vacancy, shorter selection process, campus recruitment, social media recruitment and perks for the employees. 

2. What is Talent Management and its components?

Talent Management is the cycle of attracting talented candidates and utilizing their skills for achieving organizational goals. Its components are Strategic employee planning, talent acquisition and retention, performance management, learning and motivating, compensation, career development and succession planning.

What can you do if you don’t want to work anymore? Why are you losing motivation?

Are you feeling low lately? Are you tired of working in the same old position? Are you looking for some motivation? Well, read on to discover what you can do if you don’t want to work anymore.

Below are some key points you can follow when you feel like you don’t want to work anymore.

1. Change your mind

It’s sometimes just a question of faking it until you make it. You have the ability to alter the way your brain functions. You may improve your attitude just by attempting to do so. Begin by considering your job as more than simply a source of misery. This is still your work and you must perform it until your two weeks notice is received. Restart your thought process. Find a part of your job that you enjoy. If you can’t, start planning your next career move.

2. Reward yourself

Allow yourselves an iced coffee with a coworker once you’ve completed that one assignment you’re dreading. Encourage yourself to take a special day and do something pleasurable if you complete a large assignment. Keep your email clean for a week and treat yourself to supper!

3. Think about the future

It might just be a stumbling block or a dull period. Consider speaking with your supervisor about moving forward, maybe by taking on a more exciting job or transferring to a different area. Now is the time to start planning the meetings that will help you achieve your goals. If you’re certain, it’s not simply a phase. Start thinking about what you’ll have to do to get yourself into the position you desire.

How to start encouraging yourself to work again?

Start thinking about your future actions after you’re certain it’s the job but not you. The worst idea you can do is depend on a job you despise merely to remain afloat or because you’ve given in to lethargy. Find a career that allows you to live a life that you truly like. Here are some things to consider.

1. Rethink your relationship to money

Money isn’t just a piece of paper. It’s a matter of time, freedom, and potential. It’s a family affair. It’s time to go. Decide if money or time is much more essential to you. You’ll never be able to escape the hamster wheel if money is your first concern. If time is an issue, it’s time to start prioritising the important things. Why not save that extra cappuccino or luxury purse for a loan or a family vacation instead? Material items may trap you in a cycle of need and need that no amount of effort will ever be able to break you free from. Also, keep in mind that the less you earn, the lower your tax bill will be!

2. Cut corners

By dining at home, you may save money and eat healthier. Consider your automobile not as a prestige symbol, but as a means of getting from point A to point B securely. Consider having a picnic instead of going to the movies if the weather is pleasant. Instead of buying concert tickets, have a movie night at home. Instead of paying for a gym membership, try running. Consider each cost as a piece of your life that you will have to give up. Spend time with care.

3. Choose work you care about 

This is the most crucial point. Believe in what you’re doing and take responsibility for it. Find a method to combine your personal passions into your working life. Don’t worry if you haven’t arrived yet. Let’s get this party started. Begin the effort that will be required to get there.

Why are you losing motivation?

1. Too Busy

Being busy is generally viewed as a status symbol in today’s workplace; it indicates that you’re in great demand and trusted with a large number of responsibilities. While this affirmation is beneficial for your self-esteem, devoting your whole waking day in “job mode” might leave you exhausted and unmotivated.

Many individuals believe that working to their full capacity entails working longer hours and taking on more tasks than is required. While this might provide immediate benefits, it can also be quite exhausting.

2. Hard Time Getting Started

Trying to get started on a task when you have no idea where to begin is a huge demotivator. We’ve all noticed that the toughest thing of starting a major assignment or a difficult job is getting started, but once you get into the groove of things, the whole thing may seem a lot less scary.

3. Separating Work From Your Personal Life

Leaving your work at the workplace was the norm before cell phones took over our lives, and carrying work home with you needed extra effort and forethought. We are still mentally and physically linked nowadays since we have accessibility to our email account on our wallets.

When we’re not in the workplace, it can be tough to disconnect from work, particularly if we’re working on a major project or have a load on our schedule.

4. Emotionally Exhausted

If you cognitively check out at the office and can’t recall a single thing when you get home, you’re definitely emotionally detached from your job.

5. Your Personal Time

After such a long day of being busy , it might seem tempting to fully shut down your mind and take to Youtube for the rest of your day. While being a total couch potato during your off-hours might be pleasant, it may also sap your drive to return to work the very next day.

6. Mentally and Physically Exhausted

When we’re completely exhausted, it’s difficult to work to our best capacity. Occasionally we just need to get a vacation after working for several days straight, particularly if we’ve been engaged on a particularly difficult assignment.


If you don’t want to work, you might be tired of working all day. Or you must have gotten bored of the job role. A good night’s sleep and a nutritious breakfast will help you stay motivated. Try going to bed an hour prior, giving yourself extra time to prepare a healthy lunch, and getting exercise throughout the day. Try utilising a time management system, such as the Pomodoro technique, which schedules short and lengthy breaks across the day.

Best wishes!

Startups & How to Pitch the Investor for Funding?

Startups are small businesses that were formed with the goal of creating a one-of-a-kind product or service, bringing it to market, and making it appealing to customers.

Startups are built on innovation, fixing flaws in existing products or inventing completely new categories of goods and services, causing entire sectors to change their methods of thinking and conducting business. Startups in Big Tech, such as Apple, Google, Facebook, Netflix, and Microsoft (together known as FAANG stocks), are well-known, but firms like WeWork, Peloton, and Beyond Meat are also considered startups.

If you want to start a new business, this guide is the holy grail for you.

How Does a Startup Work?

A group of employees works together to create a product that customers will want to purchase. Regular businesses just repeat what has already been done. A potential restaurant manager can license an existing business. Such that, they operate according to a pre-existing template for how a business should function. A firm, on the other side, tries to create an entirely new template.

How Are Startups Funded?

  • Bootstrapping is a preliminary round in which the founders, their colleagues, and family invest in the company.
  • After then, “angel investors,” or high-net-worth people who invest in early-stage firms, provide seed capital.
  • Then there are the Series A, B, C, and D fundraising rounds, which are primarily headed by venture capitalists and involve investments of tens to hundreds of millions of dollars.
  • Finally, a business may elect to go public and raise money from investors through an initial public offering (IPO), a specific purpose acquisitions company (SPAC), or a direct registration on a stock market.

Types of Startup Funding 

  • Small business loans

When it comes to financing options, small company loans are the bread and butter. Small company loans are similar to personal loans in that you’ll be authorized for a certain amount of money with a specific interest rate.

Banks and financial institutions, some of which may be located through the Small Company Administration, can help you acquire a small business loan (SBA). Remember that, just like a home loan, you’ll need good business credit. This will enable you to obtain a larger loan with a cheaper interest rate, lowering the total cost of the loan.

  • Funding rounds

Many businesses may go through many financing rounds or periods in which they seek various forms of investment. Series A, Series B, and Series C investment rounds are divided into three categories, each matching the company’s stage. Money is often swapped for business shares in every financing round, implying that investors expect a payback.

Funding rounds may be required to get your business off the ground, engage in critical marketing, or assist in getting your product to market.

  • Venture capitalists

A venture capitalist (VC) is a sort of private investor who invests in potential new businesses. Members of a bigger venture capital company frequently venture capitalists. These corporations frequently have boards that deliberate on certain companies to support.

If the venture capital firm chooses your startup, a VC will contact you with a financial offer. Usually, venture capitalists purchase stock in a firm with the expectation of receiving payment in some way if and when the company succeeds. However, if your company fails, the VC has made a poor investment and will get nothing in exchange.

You could be a suitable candidate for venture financing if your business is past the idea stage and has a minimal viable product. Venture capitalists are businessmen who don’t take needless risks. Startups need to be prepared to offer their service or product to the public but lack the cash to do so in order to attract venture capital investment.

  • Angel investors

Angel investors are wealthy individuals who invest in startups and budding entrepreneurs. Angel investors, unlike venture capitalists, usually work alone and are not part of a board or business.

Angel investors, like VCs, anticipate a return on investment because they’ve bought some kind of stock or ownership in your firm.

Angel investors, like VCs, might be left high and dry if they make a terrible investment. As a result, they are a safer alternative to typical company loans. But keep in mind that you’re selling stock in return for cash. Since a result, you may no longer have total control over your company, as you will be required to meet the needs of your investor.

If you’d like to engage angel investors, make sure your company is well-organized and that you have a strategy in place. Angel investors are generally regarded as part of the initial round of investment, which means they offer cash to startups. As a result, angel investors are an excellent fit for startup companies with only a concept.

Angel investors, like geniuses, are difficult to come by and aren’t necessarily as well-organized as a venture capital company. Angel investors might be relatives or friends. As a result, they’re a bit of a wild card. Someone you know who has money may be a prospective angel investor.

  • Crowdfunding

Crowdfunding is the way ahead for many people with a company concept but little or no capital. Crowdfunding is a kind of fundraising in which private supporters (individual investors) buy your goods or services before it is released to the general public. This allows entrepreneurs with a good concept to raise funds for their venture in exchange for offering a product or service to its backers.

Crowdsourcing may be done in a variety of ways, including hosting local or online events, although it’s increasingly popular to use crowdfunding sites like Kickstarter or Indiegogo. Users may quickly browse hundreds of ideas on these sites and back the ideas they’re enthusiastic about.

You could be a good candidate for crowdfunding if you offer a consumer-oriented good or service. You’ll need a strategy for using any money, as well as a thorough map of the funds needed and how they’ll be spent. To offer openness to your investors, several sites, like Kickstarter, require you to put out your financial targets or stretch goals.

  • Equity crowdfunding

Equity crowdfunding is similar to crowdsourcing in that it involves raising money from a large number of individuals. You are not selling your goods or service, with the exception of traditional crowdfunding. Equity crowdfunding entails the sale of stock in your firm. This entails selling a variety of holdings in your firm, such as stocks, revenue shares, and so on.

Suitable for: Equity crowdfunding is better suited to enterprises in the early stages since it entails selling equity rather than a marketable product or service. Stock crowdfunding may be a wonderful method to get your firm off the ground if you’re confident in selling stock and have a good business plan.

  • Incubators

A business incubator, sometimes known as an accelerator program, is a group committed to assisting new firms in getting off the ground. Incubators are typically created and sponsored by other businesses that wish to assist new businesses to achieve their full potential. Incubators frequently provide workspace for businesses, as well as money and coaching.

There are a variety of incubator groups to choose from, so if you’re interested, do some more research to find local and worldwide possibilities.

An incubator may help almost every early-stage company or entrepreneur. Those with a strong company concept and the team will gain the most, but even companies that are just getting off the ground might tremendously benefit from the appropriate incubator.

How do you pitch a startup?

Your startup pitch is crucial to your success, and understanding how to pitch a business is crucial. If you can’t find buyers for your company, no matter how inventive, well-thought-out, or possibly profitable your product concept is, your company will have a tough time scaling up and attaining widespread success. Raising financing, of course, offers a particular set of problems that many entrepreneurs face. Your potential investors won’t just take your word for it that your firm will succeed; you’ll have to show them that financing in your startup will give them a decent return on investment. Obtaining funding demands putting together a great, engaging proposal that persuades investors to support your firm.

1. Keep your startup pitch short and sweet

When pitching your business, the most crucial thing to keep in mind is that investors are bombarded with investment offers. Startup activity has continued to rise above pre-recession values, giving investors a wide range of options for where to put their money. That implies you must explain your company idea and strategy to provide investors with a return on investment in a clear and concise manner.

Begin with a quick description of your business concept that expresses your vision and purpose right away. Describe the problem that your startup is seeking to address and why your company is the best candidate to solve it. Outline how your company intends to make money. Above all, don’t get mired down in little details that detract from your main point.

2. Maintain control over the timing of your startup pitch

It’s essential to make the most of the time you have to present your company pitch. Nothing irritates investors more than a protracted pitch; on the other hand, you don’t want to spend the precious time you have by being too short. That either you or your potential investor sets the time limit for your pitch, stick to it and time your speech so that you don’t have to rush to the conclusion.


  • Manage your rhythm during the pitch to avoid running over or, worse, floundering and running out of things to say in the first few minutes.
  • Remember that slides are only a tool for you to utilize, not a crutch. To put it another way, never directly determined from a slide but never spend longer than 3 minutes on a single presentation.
  • Keep a steady pace and avoid hurrying. You want to keep your audience engaged without overloading them with information or giving them too much time to reflect on anything else other than your delivery. It’s an indication that you’re moving too slowly if your listener is fantasizing.
  • Allow enough time for inquiries. If someone is going to invest in your business, a successful pitch realizes that a discussion is required. After all, you want possible potential investors to share your enthusiasm for your business, just as you do with anybody who would listen.

3. Tell your startup story

When delivering a pitch, it’s easy to become mired down in statistics, figures, and spreadsheets, yet this material will nearly always fail to pique your investors’ interest. Instead of treating the chance as a sales pitch, utilize it to teach prospective investors about your company’s history. This kind of narrative will create your pitch far more memorable and entertaining for your viewing public. If your client needs actual data, they can always request it from you.

It’s as easy as this to tell a story:

  • Developing a professional demeanor yet being emotional and enthusiastic.
  • Looking around the room. Know when to crack a joke and when to move on to a more serious subject. You may go to the same place in any method, but only one will connect with your viewers.
  • Just in as a support framework for your startup’s story in a subtle way.
  • Making something that is both memorable and distinctive to your startup.

4. Stay focused

However, don’t lose track of the purpose of your pitch while you tell your narrative. Honoring the schedule of your clients should always be at the forefront of your attention. To prevent having lost in unimportant tangents, make sure your pitch’s main parts are clearly developed and highlighted when writing it.

5. Demonstrate how your startup’s product or service is distinctive

One of the most important aspects of attracting investors is demonstrating how your service or product differs from others on the market. It isn’t enough for your startup to be able to address an issue; it must be able to tackle a specific issue in a way that no other company can, and you must be able to demonstrate this in your pitch. It’s a good idea to point out any patents or licenses your product possesses, as well as any big buy orders or distribution arrangements, to back up your claims.

6. Allow potential investors to get a firsthand look at your product.

Allowing investors to see and feel your product personally is another great method to demonstrate the unique characteristics of your product. Images or photos of your product might help investors visualize it, but if at all feasible, allowing your audience to grasp it or check out a live demo can boost your effectiveness.

7. Determine who your intended audience is and why they are important to you

Investors are interested in knowing what your product is, but they also want to know who will use it. Using data about your target audience to build a map of your ideal client can assist investors to see that your company’s new product has enough need to warrant their investment.

Whether your business is focused on a product or service, one thing seems certain: you must have an intended audience if you want to earn money. To target your core demographic, use psychographic and demographic information. Explain why these people are your target market. Use relevant statistics to back up your assertions and demonstrate the profitability of focusing on a certain demographic.

8. Know your numbers

You’ll still need to talk about the main statistics that investors care about when telling your business’s story: how much capital your startup needs to raise, what your present overhead is, where you need to get to be successful, and what your schedule is for getting there. While providing too many statistics in your pitch might detract from your focus, incorporating a few key data in your pitch will help you to show that you are ready and understand what is important to your company and industry.

Top 6 Crowdfunding websites in India

  • Indiegogo
  • SeedInvest Technology
  • MightyCause
  • StartEngine
  • GoFundMe
  • Patreon

Can I start a startup while working?

Many businessmen start their businesses while working full-time for another company. This arrangement allows them to receive a wage while also allowing them to concentrate on their business. While this is an ideal scenario, it is tough to manage. It necessitates a careful balancing act. When most workers begin working, they sign employment contracts. These agreements might range from basic secrecy or non-compete contracts to full-fledged employment contracts with numerous limitations. Outside of typical office hours, operate your startup. It’s challenging, yet many businesses have succeeded. 

Entrepreneurs have a habit of telling everyone they know that they own a firm. They frequently brag about their accomplishments to particular coworkers. This is not a good idea since it might backfire. Taking pride in one’s accomplishments may frequently invite unfavorable attention. Colleagues may develop a negative impression of you. Supervisors may be skeptical of your work ethic or commitment to the firm. It’s never a happy ending.


If you’re a business owner, you’ll need to know how and when to pitch your idea. Even if you don’t intend to seek investment, having a strong elevator presentation demonstrates that you understand your company through and out, which will come in helpful if and when you opt to seek funding.

What does HR do all day? List of day to day responsibilities

Every business needs a capable and professional human resources department. Many individuals are unaware of how important human resources are to a company’s success. Many people want to learn about the daily tasks of an HR manager because these professionals are the ones who pull strings in the background of a company.

It’s an excellent question to which the best response is that it depends. HR’s specific function varies based on the company’s size and scope. In a big corporation, HR professionals will specialize in one or more areas. In a smaller firm, however, an HR professional may be in charge of numerous duties at the same time.

Let’s take a look at the responsibilities of HR.

What does HR do all day?

If you ask any individual what an HR department is, they’ll tell you it works with the most unpleasant elements of the job: HR infractions, layoffs, and termination. Human resources, on the other hand, exists to assist employees. It is, very literally, a human resource.

Here are some of the daily duties that your HR department is working on.

1. Recruit candidates

When recruiting for new roles, HR must first identify the company’s needs and ensure that those

needs are satisfied. It’s not as easy as posting an ad. You’ll need to conduct market research, interact with stakeholders, and manage finances.

Then, once the position has been posted, more research must be conducted to ensure that the best candidates are drawn and presented. Recruiting is a massive and expensive task; the perfect candidate may reinvigorate a whole business, while the incorrect applicant can throw everything into disarray.

2. Hire the right employees

Human resources are responsible for scheduling interviews, organizing hiring activities, and integrating new hires. They’re also responsible for making sure that all of the documentation associated with employing someone is completed and that everything runs well from the first day to the last.

3. Process payroll

Payment is an entity unto itself. Taxes and time must be estimated and collected on every payday. Expenses must be paid, and increases and incentives must be included. Imagine being in HR and having to make sure taxes are properly withheld each paid month if you think paying taxes once a year is a headache.

4. Conduct disciplinary actions

This is possibly why HR has such a poor reputation. When handled incorrectly, disciplinary measures can result in the loss of a key employee, as well as lawsuits and a tarnished image. However, when handled correctly, disciplinary action may lead to an employee’s success.

For example, if a firm sees that a specific employee is frequently late and continues to be late despite receiving many warnings, HR may intervene and examine the cause of the tardiness. It might be a chance to provide additional advantages to the employee, such as counseling, or to provide additional resources to help the person learn to be on time. Rather than incurring the expense of dismissing and then hiring a replacement for that person, it may be viewed as a learning experience that will help that individual advance in their career.

On the other side, disciplinary action isn’t always the wisest course of action, and an employee may need to be let go. Human resources managers with the finest track records recognize when a worker isn’t a good match for a firm and would be happier elsewhere. Often, as terrible as it may seem at the time, it is in the employee’s best financial interest to be let go. HR must establish a strong enough connection with superiors and subordinates to determine a team’s cohesion and health.

5. Update policies

As the company changes, policies must be revised (or at the very least evaluated) every year. It’s HR’s responsibility to keep policies up to date and recommend modifications when they’re no longer serving the firm or the employees. As a result of an incident, a policy may need to be modified. HR should be involved in and advised on these choices at all times.

6. Maintain employee records

The keeping of HR records is required by law. These records aid businesses in identifying talent shortages, as well as analyzing demographic data and complying with legislation. Every employee’s personal information and emergency contacts are also included.

7. Conduct benefit analysis

When it comes to attracting the finest people, being competitive is critical. If the advantages are more appealing, a prospective candidate may pick a different firm with a lower salary. HR should look at similar firms on a regular basis to determine whether their perks are compatible. For example, your company may think about providing cat insurance in its benefits package.

What are the skills of an HR?

In order to be effective as a human resource manager, you’ll need to have the following skills:

  • Interpersonal skills: Human resource managers must be able to talk, write, and present on training to both staff and employers in a straightforward and effective manner. They must also be good communicators, acquiring knowledge about each party’s requirements in order to establish the most successful working tactics and partnerships.
  • Ability to lead: Specialists in this position lead colleagues and corporate employees in maintaining hiring, onboarding, and risk assessment programs and processes. They also supervise teams to ensure that everyone is doing their job and meeting their duties to the company.
  • Technical skills: These executives should be abreast of new technology and trends that might help them simplify and automate operations to boost productivity.
  • Organizational skills: HR managers should be able to handle a variety of tasks, including talent scouting and recruitment, staff training, workplace conflict resolution, and salary and benefits administration.


The human resources department has a significant impact on a company’s culture: if HR is poisonous, employees will be disheartened and less inclined to seek help from HR, whether for professional or personal reasons. If HR truly cares about workers’ well-being, though, the culture is among openness and progress.

Is it right to go remote permanently? Advantages & Disadvantages

The Covid-19 epidemic caused a significant change in the global work economy in 2020. While working from home used to be a benefit offered by certain organizations, it has now become the standard for most. 70% of the workers will be remote working at least 5 days per month by 2025, according to estimates. While 2020 may be seen as the year of working remotely, we believe it is only the beginning since the trend is expected to continue in 2021.

Let’s head on to the sections below to learn about the advantages and disadvantages of working remotely after the pandemic ends.

What are the advantages of working remotely?

Here is a list of factors that work as advantages of working remotely:

  • Flexibility and agility: Working from home gives you greater flexibility and agility in your work schedule. Workers may be better positioned and more ready to work flexible work hours, such as sooner or later in the day, and also on weekends if they are no longer bound to an office. This might assist you in meeting specific company demands, such as dealing with clients in a different time zone.
  • Improved employee retention: Employees may be more likely to stay at work if they have the option to work from home since it allows them to fulfill child care demands, minimize travel time, and integrate their work into their personal lives. Allowing workers to work from home builds trust in the company, which may lead to increased employee loyalty.
  • Attract new talent: Working from home may be provided as an incentive to continue working for you, assisting you in attracting fresh talent to your company. Allowing workers to work from home can let you have a competitive advantage over companies that don’t allow it.
  • Increased productivity: Because there are fewer interruptions than there would be in an office setting. Workers may also work more hours since they can use the savings made from traveling to begin work sooner, later or both.
  • Increased staff motivation: Workers will feel more respected by their company if they work from home because the professional relationship isn’t as tightly watched, and employees are given more latitude to get on with their tasks. Employees will also be happier if they can establish a home working schedule that suits them better, which will help them feel more driven to do their best job.
  • Better work/life balance: Working from home may help employees achieve a better work-life balance. For example, individuals who would have had to travel can now utilize that time for themselves, resulting in a better work-life balance. Staff may also incorporate home tasks into their workday, allowing them more free time in the evenings, such as loading and unloading the washer or cooking supper during their lunch break.

What are the disadvantages of working remotely?

Here is a list of factors which work as disadvantages of working remotely:

  • Doesn’t suit everyone: Working from home isn’t for everyone’s temperament or skill set. Some employees may enjoy the regularity and structure that comes with working in an office setting. Some employees prefer face-to-face connections with coworkers and believe that face-to-face coaching from their boss is highly useful in assisting them in completing duties and achieving their objectives. You must also consider personnel with disabilities. Working remotely may have an adverse effect on the assistance they require to do their duties. Working remotely may not be suitable for everyone’s lifestyle. For example, some individuals may have small children who are oblivious to limits and cause disruptions during the workday. Some may not have the necessary physical space to set up a distinct workplace.
  • Staff feeling isolated: People who work from home may experience a separation from their coworkers and the company as a whole, which is natural in an office setting. Employers might solve this issue by ensuring that communications are more consistent. Staff is given additional opportunities to feel connected and part of the team by organizing brief catch-ups via phone or frequent staff meetings via other tools like Skype. More casual and social gatherings may also help to reduce feelings of loneliness.
  • Difficulty monitoring performance: It may be challenging to manage and oversee the performance of home employees. Monitoring may have a good or bad impact on distinct characteristics. You may consider creating measurable objectives and targets for your employees so that if they don’t meet them, you can spot and address any performance concerns early on. See how to effectively manage workers who work from home by looking at how to manage organizational effectiveness.
  • Home distractions: Whilst working from home eliminates workplace distractions, if a person does not have a sufficiently quiet devoted working area at home, they may be easily distracted by domestic noises or other people in their home.
  • Potential burnout: Working from home, where an office offers a clear physical difference between work and family life, might cause employees to lose sight of the divide. Workers may find it challenging to decide when to leave work, resulting in longer hours, higher stress, and, eventually, burnout. Employers should urge their employees to take breaks on a regular basis and remind them of the significance of doing so.
  • Cost of working from home: Initial training expenses include the provision of appropriate equipment, such as laptops, cell phones, as well as other IT tools. You’ll also need to think about making changes to fulfill health and safety regulations.


Working remotely was on the rise prior to the coronavirus epidemic, as many firms recognized the perks to their businesses and better work-life balance for their employees. Although if you don’t feel working remotely will benefit your firm, employees with six months of service have a legal right to seek flexible work schedules, such as working remotely, and you, as a supervisor, must seriously review such applications.

Workplace Safety for Women

In developing countries, both men and women are working in the same surroundings, at the same time, and coordinating well with each other. Still, there are inequalities of income and safety at the workplace. Most of the women do not feel safe at their workplace. A large number of them have to leave their jobs because of the harassment they face at their offices. It’s not only women who face harassment, but many times men also get trapped in the circle of continuous disturbance and termination. 

Workplace safety for women has gained importance from the last few years, thanks to women who raised their voices against sexual or mental harassment they had to face at the place of work. Workplace harassment can take various forms, such as sexual harassment, mental harassment, gender discrimination, unwanted or offensive comments on female co-workers, unpleasant and undesirable conduct by colleagues or employers and the list goes on. You can read more about harassment, reasons for harassment with women at the workplace, why women’s safety is important at the workplace, laws that govern women’s safety at the workplace, and ways to ensure women’s safety at the workplace in this blog.

What is harassment?

Harassment is defined as unwanted conduct, which tends to threaten or annoy a person and at times, render the person helpless to safeguard themselves. 

Harassment can take various forms: 

  1. Sexual harassment
  2. Mental harassment
  3. Visual harassment
  4. Verbal harassment, and so on.

Why do women feel unsafe at the place of work?

Many women in the unorganized sector feel extremely uncomfortable due to the unsafe job climate. Three industries that are not safe for women in this regard are infrastructure, manufacturing industry, and domestic help. This is because people engaged in these jobs are not conscious of the laws that safeguard women.

Nearly 25% of the working women are the only earning members of their families, rendering them further vulnerable to harassment, which takes the form of sexual favours in return for cash rewards. 

Why is women’s safety at the workplace important?

Women’s safety at the workplace is most important because:

  1. It helps them to carry out their work efficiently. What a woman wants is a safe place to work without any unwelcome distractions. 
  1. It helps women to be calmer. Workplace harassment is traumatizing, leads girls and women to suffer from depression and degrading mental health.

For the organization, if a woman is sexually harassed by co-workers or employers, then it may reduce productivity and increase absenteeism of the respective employee. The health and wellbeing of the employee get severely affected. It is of utmost importance to treat both female and male employees equally. Many women have raised their voices against the unjust conduct towards them, which has led to the introduction of various laws and provisions in this aspect.

What are the laws to safeguard women in their workplace?

Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 seeks to protect women from sexual harassment in offices or workplaces. It aims to prevent, strictly prohibit harassment at the workplace and allow redressal to women who feel unsafe in offices or places of work. 

Vishakha Guidelines, 1997 made it compulsory for employers to ensure a safe work environment for female employees. 

After the advent of the MeToo Movement, 2017, many women from the entertainment and media industry have come up with their stories of harassment at the workplace. 

An important point to consider here is that the laws and legislations appear only on paper, and a large number of women in the informal sector are still facing harassment, which has become normal for many of them. Even if they want to raise their voice against this, poverty and economic vulnerability force them to endure. If they complain to the employer, they may face more pain and discrimination as the employer may file theft charges against them. 

What are the measures to ensure the safety of women at the workplace?

Some measures that can be used to safeguard women at their workplace are: 

1. Stringent legislations

There should be stricter enforcement of laws and regulations related to women’s safety in organizations. Every company and factory that employs women should implement a zero-tolerance policy towards sexual harassment. Even the laws that are implemented nationwide should be executed without any discrimination. 

2. Greater awareness

Increased awareness among male employers and employees so that they are able to support their female co-workers instead of threatening them for sexual favours. Women should also be made conscious of their rights regarding sexual harassment at the workplace. HR should ensure that the employees in the company are well aware of their rights and duties.

3. Self-defense training

Women should be imparted self-defence training so that they are able to protect themselves from rape and harassment. Self-defence programs should be organized by various institutions, and more and more women should be a part of these programs. 

4. A safe and healthy job climate

The job environment should be made safe and healthy for all the employees. This will increase employee participation and productivity and reduce employee absenteeism and turnover. This way, women will also be able to give their careers a smooth ride and will not be forced to leave their jobs. 

5. Platform to express concerns

Every woman should be provided with a platform to raise their concerns. Setting up an Internal Complaints Committee (ICC) to resolve sexual harassment issues in the organizations and implement policies relating to women’s safety at the workplace. Social media is emerging as a trusted platform where women can voice their opinion and share their stories and experiences. But not every woman has access to social media, neither their workplace has an established committee for redressal. 

6. Encourage vocational training among women

Every woman should be provided vocational training, and an entrepreneurial skill must be imbibed in them so that they become independent, and it will reduce gender discrimination.  

7. Provide equipment for the safety of women

The company or organization should have a provision to come up with equipment such as pepper spray that will ensure safety for women employees. Moreover, an all-time active redressal committee should be mandated in every organization to ensure safety for women.


Women’s safety at the workplace has become a matter of serious concern in the country. Most of the victims are found in informal sectors, who don’t have any means to exercise their rights. Women from formal sectors are mostly educated and can raise their voices against men who tend to sexually assault them through social media and redressal laws. But women who are not educated normalize the daily torture from their male co-workers. Hence, we have a long way to go to protect every woman in the country from harassment at the workplace.


  1. What are the laws to protect women from workplace harassment?

Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 seeks to guard women against harassment at the place of work.  

2. What are the measures to ensure the safety of women at the workplace?

Strict laws and regulations, increased awareness, self-defence and vocational training to women, setting up of an Internal Complaints Committee in every organization, and the increased role of HR in awareness programs are some of the measures.

What is the procedure to register your business & Generate GST Number?

All people and businesses selling goods or services in India must register for GST. When the total value of a supply reaches Rs.20 lakh, GST registration is required. To make tax reporting easier, the Ministry of Finance (MoF) streamlined the GST registration process. If the worth of the business reaches Rs.10 lakh per year in a special category state, GST registration is required. Let’s take a look at who qualifies for GST registration in this post. 

Let’s move on and discuss the steps in detail.

How to register your business? Step by step Guide

Step 1: Incorporate your Business

You must first form a Private Limited Liability Company, a Partnership Firm, or a Personal Assets Partnership to start your business. You must follow all of the standard steps for registering a business, including acquiring a Certificate of Incorporation or Partnership Registration, a PAN, and other legal requirements.

Step 2: Register with Startup India

The company must then be established as a startup. The entire procedure is easy and may be completed online. All you have to do is go to the Startup India website and fill out a form with information about your company. Next, input the OTP that was provided to your email address, as well as additional information such as the startup as the kind of user, the name and stage of the company, and so on. The Startup India profile is generated when this information is entered.

Startups may apply for different acceleration, incubator or mentorship programs, and other competitions on the website after creating a profile, as well as get access to the resources like the Training and Development Program, Fiscal Incentives, State Policies for Startups, and pro-bono activities.

Step 3: Get DPIIT Recognition

The Department for Industrial policy And promotion Trade (DPIIT) Recognition is the next stage after setting up an account on the Startup India website. This recognition allows startups to take advantage of benefits such as access to the highest property rights facilities and benefits, the tranquility of public procurement rules, self-certification under labor and environmental laws, ease of company getting stuck, connect directly to Fund of Funds, tax exemption for three years, and a tax break on investments above fair market value.

Step 4: Recognition Application

The page titled “Recognition Application Detail” appears. On this screen, go to the Registration Details tab and tap on ‘View Details.’ Fill out the ‘Startup Recognition Form’ and hit the ‘Submit’ button.

Step 5: Documents for Registration

  • Incorporation or Registration Certificate 
  • Details of the Directors
  • Proof of concept like a pitch deck
  • Traction or scaling stage startup
  • Patent and trademark details 
  • PAN Number

Step 6: Recognition Number

That concludes our discussion. As long as you register, you will be assigned an identification number for your business. The certification of recognition will be provided when all of your documents have been examined, which generally takes two days after you input your information online.

However, use caution when submitting documents. If it is discovered after further verification that the needed document was not submitted, the incorrect document was posted, or a fraudulent document was uploaded, you will be fined 50% of the startup’s terms of investment, with a minimum punishment of Rs. 25,000.

Step 7: Other Areas

Patents, trademarks and/or design registration: You may readily approach any of the government-issued facilitators if you require a patent for your invention or a trademark for your firm. You will only be responsible for the statutory fees, resulting in a charge savings of 80%.

Funding: Access to capital has been one of the most difficult issues for many companies. Entrepreneurs are unable to attract investors leading to a shortage of experience, security, or current cash flows. Additionally, many financiers are put off by the high-risk nature of startups, which fail to take off in significant numbers.

Work and Labor Laws Self-Certification: Startups can decrease their compliance expenses by self-certifying under labor and environmental regulations. Businesses can use self-certification to reduce their regulatory burden and emphasize the main business. Startups have three to five years after the date of formation to self-certify their compliance with six labor regulations and three environmental statutes.

Tax Exemption: For the first three years, startups are tax-free. However, they must be recognized by the Inter-Ministerial Platform in order to get these benefits (IMB). Startups that were formed on or after April 1, 2016, are eligible for an income tax exemption.

How to generate a GST number?

  • GST registration can be done at a local GST Seva Kendra or online through the GST Portal. 
  • Go to the GST official website and choose the ‘Services’ option.
  • Tap on ‘New Registration’ after hovering over the ‘Registration’ button.
  • ‘I am a’ appears in the drop-down option. select a taxpayer
  • Then, choose your business’s region and district. Then input the company name, PAN number, phone number, and email address.
  • An OTP will be sent to your registered phone number and email address. Enter the OTP and double-check the data.
  • Select ‘Proceed’ from the drop-down menu. You will be issued a Temporary Reference Number and directed to the next step in the registration process, Part B.
  • Make a mental note of the Temporary Reference Number. Then check in with this number and the verification code on the New Registration homepage. Click the ‘Proceed’ button.
  • Additional OTP will be sent to your email address and registered cellphone number. Select ‘Proceed’ after entering this OTP.
  • Your registration status is visible on the next page. Select the ‘Edit’ icon.
  • The next page will be divided into ten sections. Complete the blanks. You must submit the following documents: business address proof, photos, the authorization form, bank account details, IFSC code, bank name and location, and the taxpayer’s constitutional.
  • Go over to the ‘Verification’ page after that. Make a declaration in the statement box. For firms that wish to register, you can use an EVC (Electronic Verification Code), an E-Sign technique, or a DSC (Digital Signature Certificate) to submit the form.
  • You will notice a success message saying once you have completed these steps. Your ARN will be delivered to your email address and cell phone number.
  • By entering onto the GST site with your ARN number, you may check its status.


The GST number is highly important for any firm since it appears on all invoices. If you already own a business, you’ll be familiar with the concept of an input tax credit. You’ll be able to legally register your business, which will boost your reputation. You may get the certificate of registration after signing on the official portal.

How Talent Acquisition Analytics Function Works? 4 Benefits of Talent Acquisition Analytics

The process of discovering and hiring talented people to suit your organization’s needs is known as talent acquisition. The talent acquisition team is in charge of locating, obtaining, evaluating, and recruiting individuals to fill available jobs inside a business. In this article, you will learn about the work process of Talent Acquisition Analytics along with the benefits which you can use for your betterment.

How does Talent Acquisition Analytics work?

Talent acquisition, unlike traditional recruiting, is a process that takes place when organizations need to fill a skill shortage in their organization. Rather than focusing just on filling a vacant job, recruiting experts consider the company’s strategic objectives. Because the stakes are so high, a greater focus is placed on creating tactical HR analytics and a data-driven recruitment strategy to find the appropriate people.

This is where talent acquisition analytics enters the picture. Leveraging data to inform recruiting strategies and procedures is what talent acquisition analytics is all about. As per LinkedIn’s Global Recruiting Insights 2018, 50% of recruiting managers utilize big data as part of its strategy, which has benefited them with talent acquisition and boosted retention of employees by 56%.

HR departments may use their people and business information to better understand what makes a great employee, how to find the appropriate applicants, and what makes your organization desirable to prospective future workers. Once discovered, this data may be used to detect and fill talents and skill gaps during recruiting.

Now, let’s move on to the next section, where we will learn about the various benefits of Talent Acquisition Analytics.

What are the benefits of Talent Acquisition Analytics?

Analytics may be used to enhance hiring and applicant experience in the very same way this is used to improve the customer experience.

Using predictive analytics in your talent management approach has several advantages. The following are the top four major advantages of talent acquisition analytics:

1. Predict the success of a candidate

Analytics may be used to forecast a job employee’s future performance. Companies may use people analytics to determine what a successful worker looks like and create a candidate profile that fits. When making recruiting decisions, they might seek comparable traits, activities, hiring supervisors, education, and expertise.

2. Job applicants who are a good fit

Prospective HR analytics can assist recruiters in swiftly identifying, locating, and connecting with the proper sorts of applicants. You can utilize statistics to figure out where that group is (certain social media sites may assist you in locating this) and publish your job advertisements in which they will notice them when you’ve pinpointed the precise abilities and traits you’re looking for in a candidate. You may even tailor the phrasing in the ad/job descriptions to appeal to the personalities of the individuals you’re looking for.

3. Remove bias from the equation

Data is unconcerned about an individual’s age, gender, or ethnicity. Individuals, on the other hand, have flaws. Recruiting managers frequently have unconscious prejudices that obstruct their ability to make the best hiring decisions. Unconscious biases are formed in our brains based on our understanding of social circumstances, attitudes, cultures, preconceptions, emotional reactions, and other factors. You can’t really go wrong with creating a hiring choice based on cool, clear facts and statistics if you want to prevent prejudice.

4. Benefits for employees should be tailored

Matching incentives to individual beliefs, personalities, and behaviors might persuade top applicants to join your company. A job applicant with an introverted disposition who thrives in calm settings, for example, would welcome the option to work remotely once per week. This would not only appeal to the prospect and may influence whether or not they accept the position with your firm, but it would also help them achieve their goals as a worker and enhance employee happiness.

How can you make the most of talent acquisition analytics?

You should keep a few things in mind if you want to fully profit from the advantages of talent acquisition analytics. Here are some suggestions to help you maximize your data-driven recruiting strategy

1. Allow automation to take care of the heavy lifting

If you specialize in human resources, you probably don’t have a lot of spare time to arrange the information on recruitment and hiring. Many recruitment processes that used to take hours of human work, such as applicant screening, application monitoring, and interview scheduling, may now be mechanized.

2. Keep track of key performance indicators

Analyze and monitor market trends, hiring funds, workforce statistics, and any other data you need to assess your company’s human resources. You might wish to invest in panel software that helps you uncover patterns, connections, and findings with your information quickly and easily. Some contemporary all-in-one recruitment software has built-in hiring statistics, allowing you to save time and money while making more informed judgments.

3. Establish a culture of trust

Include workers in the judgment process and explain why you’re doing what you’re doing. Use collaborative recruitment and hiring strategy, and involve your workers in the process of tailoring particular employee perks to match their specific requirements.

4. Determine where you can improve

You can effectively manage your applicant pipeline and discover the best venues for sourcing people if you track your recruiting process. The more data you collect, the better you’ll be able to determine whether your present talent acquisition approach is working. Sometimes, you may update and change your “ideal employee” character, the application process, and job opportunities based on the facts.


Employee performance may be improved with the use of talent analytics. It not only allows recruiting managers to select better-qualified and more dedicated employees, but it also offers facts to support their decisions.

Any firm that uses analytics, on the other hand, will have a better chance of succeeding if they are open about their methods. Companies that employ this type of analytics data, according to Deloitte, will outshine their competition when it comes to attracting and keeping top personnel.

Common Human Resource mistakes that can harm your business

Human Resource is that part of the business which is responsible for managing the people of a business or an organization efficiently so that they work in accordance with the employer’s objectives, and together the organization is able to gain a competitive edge. Human Resource Management is the effective management and maximum utilization of people of a company and bridges the space between the employer’s objectives and employees’ performance. An HR is responsible for managing the activities involved in the employee cycle, from recruiting, training, development, compensation and firing. Hence, the Human Resource department is the most prominent part of any organization. 

It is important here to note that even the Human Resource has certain limitations. Some weaknesses in Human Resource Management that, if not rectified on time, may accrue losses in the business. Here are some of the most common mistakes committed by the Human Resource department that should be avoided.

What are the common mistakes made by the HR department?

If the HR department of your company is likely to commit these mistakes, then you should be aware, as these may cause problems in the long term. 

1. Absence of written rules and policies

Oral communication is not relevant as it is not set in stone. But many HR managers tend to rely on the oral transfer of policies, which further leads to conflict between different groups in an organization. 

2. Fallacious commitments

Many times, HR managers tend to make false promises to the job aspirants in order to grab the finest talent in their organization. This is the major fault of Human Resources, which should be resolved by the employer to reduce employee turnover. 

3. Reckless recruitment

Hasty recruitments lead to the hiring of wrong people many times. HR has its own roles and responsibilities, and because of this, they are unable to extract the creamy layer of talent. There is a need to give enough time and space for recruitment and selection of employees, and hurrying hires can be fatal for the company.

4. Insufficient employee documents

It is essential to maintain each employee’s details and information for future obligations. This is a common yet disastrous mistake committed by the HR department, which many times stand at the cost of the employer and employee relations. HR managers should possess an in-depth knowledge of employment rules and regulations so that the recruitment process becomes smooth.

5. Favoritism

Favoritism is a ‘big no, no’ when it comes to the employment process in big companies. Still, many HR managers look for their relatives and friends for the job. Employers are advised to always keep an eye on this matter at the time of selection. 

6. Overlook employee training

In order to maintain the budget, HR cut down expenditure on training and development of the employees and think of this as unimportant. Disregarding the training is a serious mistake and may increase employee accidents and employee absenteeism, and the organization will have to bear the long-term consequences. 

7. Excessive interaction with employees

Socializing and interacting with the employees is not good for the healthy growth of the manager and employee relationship. There should be a formal curtain between the employees and HR managers. Otherwise, the employees will not work effectively and efficiently, and their productivity will reduce significantly.

8. No value for employee privacy

The matter of employee privacy is very significant and should be complied with by the HR managers. If unknowingly, they disclose the personal information of any employee, then it may reveal their privacy to their co-workers and employer, which at times, become the subject of life and death for the employees.

What are the weaknesses of Human Resource Management?

Though Human Resources is believed to be the strength of any organization, it too has some embedded limitations. 

1. Time and expense considerations

The process of Human Resource Management comprises a full employment cycle, from workforce analysis to recruitment to training and development to firing, which is extremely time-consuming and expensive. As recruitment and selection require a lot of patience, and training of the employees is very costly.

2. Uncertainty

It is not known that the employees recruited in the company will stay for the long term. Hence, Human Resource Management is unpredictable, as the company may be unable to retain talent. 

3. Insecurity among existing employees

Human Resource Planning is indeed a complicated procedure. At times when there is surplus manpower, the company fixes this imbalance by firing or laying off employees. This results in insecurity among existing employees and erosion of their confidence in the organization.

4. Flexibility issues

Human Resource Accounting sounds preposterous. This is because Human Capital at times becomes unmanageable. The same approach does not work for each and every individual. 

How to avoid the mistakes committed by the Human Resource department?

The common HR mistakes and problems can be avoided by making the most of this significant department. It is extremely important to counseling the members of the HR department when there is a rise in inaccurate results. As HR managers have a lot of work to perform, it is a high possibility of these mistakes. This is the department that is responsible for maintaining the workforce in an organization. Hence it is very important that common mistakes by the Human Resource should be reduced to a large extent. 


Human Resource plays a vital role in every organization, as it serves as a link between a job aspirant and an employer looking out for talented employees. A major part of Human Resource Management revolves around Talent Acquisition and Talent Retention. But there are certain problems in front of the Human Resource department and some mistakes which the members of this department commit, knowingly or unknowingly. 

The limitations of Human Resources cannot be rectified, but the provisions have to be made earlier. If the HR department makes mistakes very frequently, then there is a requirement of counseling for them. They have a lot of duties and responsibilities, which increases their probability of committing mistakes. But the value that Human resources derive from every organization should be realized and recognized.


1. What are the common mistakes of HR managers?

Some of these mistakes which should be kept an eye on are hasty recruitments, favoritism, too many friendly relations with employees, lack of written policies, ignoring employee training etc.

2. What are the limitations of Human Resource Planning?

Some inbuilt limitations are time and cost considerations, uncertainty, inflexibility and loss of confidence and morale of employees.

How to express gratitude after an interview?

You have been shortlisted for the interview for your dream job, and in your dream company, you excelled in the interview and amazed everyone. And now you are just waiting for the second round of interviews without even following up with the recruiter. Then, there will be a high probability that the company might not consider you as a good fit for the job position

It is always better to express your gratitude as a follow-up soon after the interview. You must express your thankfulness through this note, and also write about how much you are looking forward to the second interview, why you consider yourself perfect for this job position, any new ideas that you have got based on the projects that you discussed in the meeting and most importantly, your contact details.

During this article, you will get to know the reasons companies look forward to the follow-up message, ways to write the perfect thank-you note, important points to remember while writing the note, and a sample note that is sure to woo anyone. 

Why do companies expect follow-up from the candidates?

Almost all the companies look forward to receiving a gratitude letter from the candidates after an interview. It also increases the chances of selection of the candidate for a particular job position. This is due to the following reasons:

  1. A thank-you note is important as the employer will judge the worthiness of the candidate. 
  2. The employer also gets to know if a candidate is a perfect fit for the company or not. 
  3. If the candidate mentions new ideas related to the discussion held during the interview, it also helps the employer boost the projects on hold. 
  4. The candidate also tells how much he is looking forward to the next round of interviews, which also indicates that the candidate is punctual and responsible
  5. The thank-you note also contains the contact details of the aspiring candidate.

What does a thank-you note consist of?

A typical thank-you letter consists of the following contents:

  1. Gratitude towards the interviewers.
  2. Expressing how much you are looking forward to the next round of interviews.
  3. Enumerating your skills and interests along with how you consider yourself compatible for this job.
  4. Convey your ideas related to the projects discussed in the meeting.
  5. Availability of the candidate for the next round of selection.
  6. Contact details like mobile number and email address.

How to write a perfect thank-you note after an interview?

thank-you note is written to express how much you look forward to hearing from the recruiter or the employer and how much you are thankful for their time, what you have learned from them, and the reason why you can be perfect for this job. 

Here are some steps by which you can write a thank-you note after a meeting with the employer:

1. Subject

The subject of your note should be short and clear. Simply writing, ‘Thank you for your time’ or ‘Thank-you for the interview’ will do wonders. It will be more than enough for interviewers to understand what the letter is about.

2. Greeting

You can address the interviewer by name. An example of greeting would be, ‘Respected Mr. XYZ.’ 

3. Content of the letter

This is the main part of a thank-you letter as this is the body of the letter. In the content, you can express that you appreciate this opportunity and thank the panelists for their time. You should include that you have an inquisitive mind and that you have acquired a lot of knowledge by discussing major projects during the meeting. Propose the ideas that you have in mind related to the projects that you discussed. Rephrase that you are highly compatible with this job. Finally, remind them of your next meeting with them. 

4. Closing

Conclude your letter by thanking the interviewer again and appreciating them for their time. Give a sincere thanks and a perfect closing to your note, for instance, by writing, ‘Yours sincerely, XYZ.’ 

5. Details

Enclose the note with your name and contact details, such as your phone number, email address, and important links to your LinkedIn account or your website, if any. 

What are the important points to remember while writing a thank-you note?

Some important points that you should always remember while writing a thank-you note after an interview:

  1. If you were interviewed by more than one person, then you should write personalized thank-you letters for each of them.
  2. Always remember to send a thank-you note within 24 hours of an interview or meeting. Make sure that you send them the note as soon after the interview as possible.
  3. You can be creative while writing the note, such as you can leave a handwritten letter on the employer’s desk instead of mailing it to them.
  4. Always make sure that the content of your note is perfect, as that will surely increase your chances of getting selected for the job. 
  5. In your note, you must never forget to remind the interviewers about your next meeting with them, as discussed earlier.
  6. Always mention your name and contact details at the end of the thank-you note.

Sample Thank-You Note

Subject line: Thank you for your time, Mr. XYZ.

Greeting: Respected Mr. XYZ,

A cordial thanks to you and the whole team of the interviewers, who were so generous to take out some time to discuss the prospects of this reputed organization, and about the job position of a Technical Analyst. I am highly delighted as I got to know so much about ABC Ltd. and learn so much in the presence of a highly knowledgeable and supporting panel. 

Furthermore, I would like to put forward my views regarding the upcoming venture we discussed. (You can present your ideas based on your current job experience).

I believe that my inquisitive mind and experience will be of great help to this prestigious organization and its upcoming ventures. 

I can provide you with more information on the project as and when you require it. Looking forward to hearing from you next Monday as discussed. 

Thank you again!

Yours sincerely

(Your name, contact number, email address, and other important links, if any)


Almost every company looks forward to receiving an interview follow-up from the candidates. It is very important as it determines the worthiness and potential of the candidate, and it increases the probability of selection for the job position. 

A thank-you note consists of the subject, greeting, content or the main body of the letter, closing, and the respective candidate’s contact details. The aspiring candidate should always elaborate on why he/she is a perfect fit for this job position and mention his/her contact details. Always read a sample thank-you note before writing to ensure perfection.


  1. What is the best time to write a thank-you note?

A thank-you note should be written as soon as you come out after an interview. You should send your note to the employer within 24 hours after the interview.

2. How should I write a perfect thank-you note after an interview?

A thank-you note is written just like a letter for formal occasions. Make sure that the content of your letter should amaze the reader. Always mention the reason why you are a good fit for the job, thank and appreciate the interviewer for their time and don’t forget to mention your details. 

What is the best Alternative to Employee downsizing

There are instances when companies must take drastic measures, such as downsizing or redundancies, to save their businesses from failing. Employers frequently downsize when faced with corporate restructuring, resizing, mergers, relocation, or buyouts. Layoffs are also prevalent amid financial crises, such as the current COVID-19 outbreak.

However, there are certainly better options than layoffs or downsizing if businesses want to retain those loyal and skilled employees on board.

Before moving ahead with the article to find the best alternatives of employee downsizing, let’s learn what downsizing is and how it works.

What Is Downsizing?

Downsizing is when a firm fires a large number of people at once to turn a profit. Downsizing, unlike termination for cause, is usually the result of company conditions overall rather than any behavior on the worker’s side.

How Does Downsizing Work?

Throughout a downsizing, some employees are generally notified that they will be laid off. Typically, these are final layoffs, but the employees may be hired back following a restructuring phase. Layoffs are frequently followed by additional changes, including branch closures or department mergers.

After a firm downsizes, there may be adjustments in the day-to-day activities of the remaining workers. Many staff may have to take on additional duties as a result of the reduced workforce.

Finding a Job after Downsizing

Contact your corporation’s Human resources department once you’ve been laid off to discover what benefits you could be eligible for. As you begin your job hunt, you should simultaneously file for jobless benefits. The federal government funds dislocated worker initiatives that provide job hunt and training assistance.

When looking for employment, if you are a displaced worker who was dismissed due to corporate downsizing, you should describe your situation. Since it is due to events beyond your control, getting laid off differs from being fired. Once you apply for a job, companies should be aware of this disparity.

Best Alternatives of Employee Downsizing


Melvin Scales surveyed 268 top company and HR professionals and discovered that 22 percent usually offer relocation before making job cuts, while 29 percent do it sometimes. To assist improve income, several companies are repurposing underutilized employees into customer-facing jobs like sales. Rhino Foods, which manufactures the cookie dough for ice cream, transferred 15 of its manufacturing workers to Autumn Harp, a neighboring lip-balm maker, for a week to assist with the Christmas demand. Autumn Harp was billed for the hours performed after Rhino paid the staff.

Furloughs and decreased hours are being used to minimize payroll expenditures

The premise behind unpaid vacations, often known as furloughs, is that by spreading the pain of a downturn throughout the staff, a company may retain outstanding people, gain more loyalty, and a good spot for recovery. Layoffs are also less expensive than severance pay. For example, during the 2009 economic crisis in China, accounting firm Ernst & Young allowed its 9,000 onshore and Hong Kong workers to take one week of low- to no-pay vacation to cut operational expenses. About 19% of the firm’s inspectors opted in, resulting in a 17 percent reduction in payroll expenses.

Pay reductions and pay reductions with incentives

Companies can use a pay decrease as an alternative to shrinking staff while lowering labor expenses and retaining employment. However, this option may negatively impact, as pay cutbacks may leave lasting emotional wounds and harm employee morale. Poor management can lead to decreased production, which in turn raises labor expenses. Many firms have adopted salary cutbacks, including Winnebago Industries, Inc. Due to the present crisis, Winnebago enacted a tiered compensation decrease for its CEOs in February 2009. According to the WSJ, Winnebago Inc. CEOs received a 20% salary decrease, while other top executives received a 10% pay cut. The compensation of all other salaried employees was cut by 3%.

Employers might also adopt wage cutbacks with bonuses to reduce the negative impact. Employers can, for example, encourage employees to take up to a year of unplanned sabbaticals and allow them to trade a portion of their salary for company shares.

Levels of defense 

This version has a few levels to it. The first level or outermost level involves employment freezes and spending cuts. The second stage entails converting much staff to four-day working weeks and phasing out temporary and contract personnel. The third ring involves job cuts, factory consolidation, and salary freezes. The third option, which should be taken if sales continue to decline, is selling assets and reducing salary, perks, and R&D investment.

Work sharing 

Work-sharing is indeed a state-based scheme available in 18 countries, namely Belgium, Netherlands, France, Germany, Italy, the UK, Switzerland, and many American states. Allowing companies to decrease work hours to claim unemployment benefits to restore a portion of their employees’ lost income is known as work sharing. Although the rules and payouts vary, most businesses must maintain healthcare and pension benefits and obtain clearance from organizations or third parties involved.

Offering remote/telecommuting employment or relocating to a smaller workplace

To be competitive in the market, distant and remote work is now a corporate need. This is also an excellent way to save money on things like electricity and building costs. Remote or telework is also a viable option for avoiding layoffs. However, some companies may have worries about the security of corporate data, fear of reduced productivity, and, in certain cases, a lack of confidence in employees while applying this method.


Downsizing a business is never a pleasant experience. When a firm decides to reduce its workforce, it affects everyone in the organization in some manner. Aside from generating joblessness for some, it also results in reorganization and a shift of responsibilities for others. Downsizing is always a difficult option for business companies to make. Downsizing is usually done when a firm makes substantial adjustments to either improve the firm’s value or save costs.

How can Job Fairs be helpful for volume recruitment?

Ever wondered about bulk recruitment that can get you an effective and efficient mass of employees at once, and that too with affordable costs. You got that right. Job Fairs have proved to be an employer and employee-friendly method of volume recruiting. It has numerous advantages, which makes it an attractive mass recruiting strategy. Recruiting at a career fair can be a bit stressful, but you can interact and expand your network through this method of bulk recruitment. 

There can be various reasons and methods for bulk recruitment. But managing high-volume recruitment is a task in itself. For this, a bulk recruitment strategy is to be made by the recruiting team so that they attract the finest layer of graduates. Job aspirants who walked in the career fair or job fair get knowledge of various vacant job positions and expand their network. In this article, you will get to know about the reasons for bulk recruitment, Job Fair as a method of bulk recruitment, pros and cons of Job Fairs, points to bear in mind for recruiting talented candidates and the effect of COVID-19 on volume recruiting methods.

Why do companies go for bulk recruitment?

Most companies go for bulk recruitment when they are thinking of starting a new project, which involves a huge budget, research, planning and efficient implementation. The companies formed a lookout recently for bulk employees at once. Volume recruitment is required, especially in construction, BPO, customer support, hospitality, telecommunication, banking and manufacturing sectors. The established companies which are aiming to diversify their product line and going for a divisional structure also opt for bulk recruiting methods. 

What are Job Fairs? 

Job Fair or Career Fair is a method of attracting a bulk of talented aspirants simultaneously. Organizing Job Fairs will reduce the communication gap between the employers and prospective candidates. It is an event where companies, job aspirants and recent graduates take part and recruiters lookout for prospective employees. Job Fairs have proved to be an efficient way to attract many talented candidates at once. It is also helpful for the job aspirants, wherein they get to choose where they want to work and increase their network. 

How can Job Fairs help in volume recruitment?

Job Fairs prove to be effective on many parameters, such as volume recruitment, expanding contacts, enhancing networks and attracting the best talent. They can be extremely helpful for bulk recruitment and save time for interviewing numerous candidates. Many companies resort to organizing career expos or hackathons to get in contact with numerous talented people. This is also quite an easy way to recruit many people at once. Also, it is helpful to fill the positions that were vacant for a long time.

To organize a Career Fair, the advertisement costs are involved, and the event can be conducted at a suitable location, which can be the office as well. The HR team should also consider other methods of bulk recruiting according to their budget and requirements, such as Employee Referral Programs, Campus Recruitment, Social Media Recruitment, Job Boards, Employment Agencies etc. 

What are the merits and demerits of Job Fairs?

As every coin has two sides, Job Fairs also possess some advantages and disadvantages, which are as follows:


  1. As compared to other bulk recruiting options, Career Fairs have proved to be quite inexpensive. Though there are advertising and location costs, they are budget-friendly. 
  2. The applications of the candidates are readily analyzed in the Job Fairs, which also saves time, both the job aspirants and the company. 
  3. Job Fairs are a medium to interact with different types of candidates with requisite qualifications, who use different approaches to perform their duties. This helps the employers to not lose confidence with some unsatisfactory candidates. 
  4. Also, these fairs allow networking with other corporations or organizations and increase contacts. For an employer, it becomes worth the time, money and efforts to join hands with competitors and gain knowledge of their plans and policies. The candidates looking for jobs also get to interact with different employers and understand their requirements. 
  5. Job Fairs help increase brand awareness and indirect marketing of a brand because of the huge crowd of job seekers.


  1. Job Fairs as an option for bulk recruiting is suitable for established companies, as hardly any aspirant gets attracted to jobs offered by recent companies.
  2. The vast crowd increases stress on recruiters, as there are high chances of missing prospective employees, which makes Job Fair an unsuitable option.
  3. Because of the immensely large population in the Career Fair, the time to interview each candidate reduces. This is a major drawback of a Job Fair, as many times an unsuitable or inefficient candidate gets selected.
  4. Some people who already have a job attend career fairs to look for the second-best option and don’t come to get a job. 
  5. Job Fair is a draining and tiring task. Due to the inability to deal with large crowds, it becomes the tendency of the HR team to miss out on some of the best options.

What are points to remember while recruiting through Job Fairs?

Some points to keep in mind while recruiting candidates by organizing Job Fairs are:

  1. Always be industry-specific while organizing Job Fairs so that you are able to stimulate your employer branding strategy and attract top talent from your field.
  2. You can also choose for Campus Recruitment by organizing a Career Fair in the college/university premises.
  3. Choose your representatives wisely, as most job seekers get an idea and form an opinion about your company by having a conversation with the representatives. You can choose from the HR team, hiring managers or other delegates.
  4. Prepare for the Job Fair in advance, and make sure that you do not forget to take the company’s brochures and cards that contain the employer’s contact details with you. 
  5. Make sure to provide all the representatives with their name and designation tags. You can also get your company’s customized shirts designed for the representatives to have an impact on the job seekers.
  6. Always prepare the interview questions beforehand. You can ask role-specific questions or questions related to skills and experience. Ask about the candidate’s qualifications, hobbies, interests and experiences. 
  7. Advertising the event through social media, newspapers, existing employees and in your network is really important. 
  8. Keep the interview within a specified time frame, wherein you gather all the necessary details about the job seekers and answer their queries. Inform everything about the organization and job to the candidates. 
  9. After the event, get in touch with the prospective candidates for the further selection procedure
  10. Don’t forget to analyze the results of the Job Fair recruitment. This will help you to know the best bulk recruitment strategy for your organization. 

How has volume recruiting affected by COVID-19?

The process of recruiting many people at once through Job Fairs has been affected by COVID-19. Nowadays, Job Fairs are being organized online, which has given the companies much flexibility to interview more and more candidates and also market their brand. Other types of recruitment, such as Campus Recruitment, are also being conducted online. But not interacting with the job seekers face-to-face continues to be a major drawback.


Among the various bulk recruitment methods, Job Fairs or Career Fairs or Career Expos have proved to be effective and efficient. But it, too, has certain benefits as well as limitations. Some points should be remembered while organizing a Job Fair. COVID-19 has converted the traditional Job Fairs into online Job Fairs, which has increased the options for the companies to recruit the best people. 


  1. What are the merits of organizing a Job Fair?

Job Fairs are time and cost-effective, help to expand the network and increase contacts, get the best employees possible and marketing the brand.

2. What is important to consider before organizing a Job Fair?

Before organizing a Career Fair, prepare the interview questions, choose representatives, design customized shirts, brochures, cards and name tags for the representatives. Advertising and choosing the location beforehand is necessary to attract as many people as possible.

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

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

10 Reasons Why No one Will Hire You

1. Passively participation

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

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

2. Lack of passion

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

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

3. Undervaluing your talents

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

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

4. Application needs work

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

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

5. No research of the company

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

6. High expectations

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

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

7. Too much experience

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

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

8. Underqualified 

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

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

9. Industry connection

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

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

10. Bad interviewing skills 

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


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

How to write a REJOINING Letter? Step-by-step Instructions

You may need to take a very long leave of absence at some point during your work, such as if you get unwell, need to take paternity leave or need to care for a dear one. Before you can resume work after a leave, your company may require an official letter of purpose. On this page, we’ll go over why it’s important to write a return to work letter after getting a leave of absence, how to plan for your return to work and how to write a return to work letter.

What is a Rejoining Letter?

A rejoining letter is a formal letter issued by a former employee requesting to return to the firm. A rejoining letter is often written to the corporation’s Manager or Managing Director or CEO or HR administrator.

A rejoining letter is a notifying letter sent to a company requesting that they rejoined the organization. If a member quits his or her place of employment for personal reasons and desires to rejoin the organization, a letter is written to the company with a request to join the organization.

However, after your capitulation is accepted, it is tough to rejoin the organization since the organization loses trust in you and has to examine numerous documents for your settlement following abdication. It is far from impossible to rejoin whether there is an unacknowledged abdication. In the instance of long and extended absences, such as maternity leaves or absences due to a medical condition, it might be anything but tough to rejoin the organization for a variety of reasons.

How to get ready to return to work?

Here are some suggestions to help you prepare for when you may return to work:

1. Ask for a phased return

Contemplate a gradual return to work if you are going back to work after being unwell and are still having lingering symptoms. This will allow you to progressively resume your usual duties. Employees with phased returns can start working part-time on specific days of the week or through reduced workdays, enabling them to come back to work at their own tempo.

A phased return may limit the sorts of duties you undertake at work until you are healthy enough to resume all of your obligations, depending on the details of your recovery and employment. To establish a strategy that is advantageous to both you and the employer, discuss your requirements and plan with your manager and physician.

2. Stay in contact 

Keep in touch with your colleagues and supervisor throughout your time off to obtain frequent information on operations, targets, and other developments to ensure a seamless return to work. If you can’t keep in touch, set up a meeting with your boss either before or right after you return to hear about any advancements or changes you might have missed.

Keeping in touch with your coworkers might also help you retain good working connections and get support while you’re gone.

3. Ask for help

If you have queries or worries regarding your workload after going back to work after a prolonged leave of absence, seek assistance from colleagues, your HR manager, and/or your manager.

Rejoining Letter Format 

Every official letter must follow a specific format. Similarly, a rejoining letter should be written by the employee in a correct manner to persuade the appropriate authorities to contact you for an interview. 

The rejoining letter format:

  • Date
  • Name and designation of the recipient
  • Name and address of the company
  • The subject of the letter
  • Salutation, for example, Respected Sir/Madam
  • Body of the letter  
  • Closing the letter
  • Your name, address and contact number

How to write a Rejoining Letter?

To create a successful letter of purpose to return to work, follow these instructions:

1. Send the letter to the appropriate individual

You may also need to address your back to work statement to a manager or a human resources person, based on your corporation’s regulations and structure. This individual, in whatever role they have within the firm, is most likely the one who organized your time off from work.

2. Thank them for approving your leave of absence

The correct etiquette for a back to work letter, like with other business letters, is to begin with gratitude for allowing your leave. Analyze how your absence helped you to recuperate and recover health, care for a dear one, or otherwise adapt to changes in the household.

3. Please provide all necessary paperwork

The paperwork you’ll need is determined on your cause for being absent as well as your company’s rules. This paperwork might be in the type of documentation you were given when you originally took your leave or a particular return to work intention form that your employer needs workers to fill out.

Furthermore, if you are going to work after being ill or getting treatment, your employer may ask you to submit a doctor’s discharge letter stating that you are well and capable of returning to your previous position. If you want to attach a doctor’s discharge letter, make sure it specifies the cause for your leave as well as any limitations you’ll have to follow when you come back to work.

4. Describe how you intend to re-acclimate

Mention specific actions you intend to take in your back-to-work letters to guarantee a seamless transition back to the office and your previous level of performance. You might state, for example, that you’ve spoken with your assistant and that they’ve emailed you meeting notes to assist you in catching up.

5. Thank you at the end of the letter

To show your respect and appreciation, thank your supervisor, human resources person, or boss once more for their assistance and flexibility during your leave.


And that’s how you should write a rejoining letter. Keep these key points in your mind while writing. Never forget to close your rejoining letter with gratitude. 

We would hope you like the article, if you did, kindly share it with your friends and colleagues.