Perfect Respond to a Job Rejection Email

How To Reply To A Job Rejection Email?

Being rejected for a job you always wanted might be upsetting, especially if you believed that you were a top candidate after clearing several rounds of interviews.

What should be done if you’ve rejected a job application? How ought you to reply to an email rejection? The hiring process was no longer casual, and some businesses don’t bother to inform candidates that they have been passed over for a position. Notification of unsuccessful candidates by employers is not mandated by law.

How To React To A Job Rejection Email?

Sending a follow-up email is only required if you genuinely want to leave a positive impression and be given consideration for opportunities with that particular firm in the future.

Nevertheless, you may want to leave a positive impression on the company that rejected you. In that case, you could write a follow-up email in which you thank them for the chance to interview you, apologize subtly for the denial, and ask to be considered for any prospective positions.

Why You Should Consider Replying?

Unbelievably, many rejected job candidates later find employment with the organization that first left them.

In other instances, hiring managers who are impressed with second or third-place applicants frequently make introductions on their behalf to other businesses or clients they know are looking for qualified people for available positions.

What Should Be Said In The Message?

Keep your message straightforward when you follow up in writing after receiving a job rejection. You only need to include the following in a brief email to the recruiting manager:

“Thank you for giving me the job opportunity.”

You are disappointed at not receiving an offer, but try not to be overly negative. A request to be taken into account for potential better-fitting possibilities in the future

What Not To Say If You Weren’t Hired!

You shouldn’t broadcast your complaints about the business in a follow-up letter or criticize the interviewers for failing to see how valuable you could have been to them.

Follow-up letters and numbers are not opportunities to inquire whether you were passed over for a position or to get advice on how to improve your interview performance.

Keep your tone professional and upbeat at all times. It is advisable to avoid sending a follow-up email altogether if you believe you cannot control your negative feelings.

Importance Of Replying

Any email should be responded out of politeness. The recipient wants to know that you got their communication first so that they will value your response. However, other factors make it crucial to reply to a rejection email.

  • Demonstrate your continued interest

One method to demonstrate that you are still enthusiastic is to reply to a rejection email. If you don’t respond, the employer won’t feel the same way about them or may not think to consider your application for future openings. Or they could believe that you have abandoned them and joined another business.

  • A favorable impression

Even though you may not have been a good match for a certain position, that doesn’t always mean you won’t fit in the firm. Responding to the work rejection email demonstrates maturity and emotional intelligence to prospective supervisors, and it leaves a positive image in general. Companies frequently maintain what they refer to as a “talent pipeline.” The corporation considers each person in the line as a possible applicant. You want to remain in the organization’s service.

How Do You Reply To An Job Rejection Email? (Template)

Your rejection email should contain a few sentences in which you express your appreciation and ask for feedback if any. Review this sample to discover what information to add in your email response to a job rejection:

Dear Interviewer Name,

Acknowledge the interviewer for providing an update on their choice and for the chance to speak with them.

Ask to be considered for any upcoming positions the interviewer thinks you would be more qualified for.

If you want professional input on your abilities or resume structure, use this section at the end to get it.

Thank the interviewer again for the opportunity.

Best regards,

Your first and last name.

A Good Email Rejection Response Example:

Here are two illustrations of email replies for job rejections. Make sure to format it following the example above to avoid having your response come across as a boilerplate:

How Do I Ask About Future Employment Opportunities?

I appreciate you telling me about your choice and providing comments. I’m grateful you took the time to get in touch with me. Your competence is an excellent illustration of what Company ABC provides.

I’m open to any opportunities that might benefit from my knowledge and abilities. It is a privilege to support Company ABC’s [insert objective] in any way.

How To Request Feedback Following A Job Rejection?

I appreciate you following up and letting me know what you decide. Despite my disappointment, I appreciated looking forward to meeting you and the project head during the interview. I wish ABC Company well and hope the project we discussed in the interview proceeds smoothly.

I’d like to hear your thoughts on my interview and application process if you have time. Any information you can give will undoubtedly be useful to my job search.

Once more, many thanks for the chance. If I can help you in the future, let me know.

Is It Okay To Request Feedback Following An Email Rejection?

Asking for input in response to an employment rejection email has no adverse effects whatsoever. The following are some advantages you may have in this situation:

  • You will gain more knowledge on how to strengthen your job search.
  • You could discover a new aspect of yourself.
  • You can demonstrate that you challenged yourself to improve and progress.
  • You provide access to upcoming employment possibilities.
  • Despite knowing that, you also gave your best, which allows you to go on.

Company’s Expense Policy

How to create a company’s expense policy?

Having regulations is usually beneficial when there is a concern about the employer’s funds. An expenditure policy is a collection of guidelines that tell employees how they can use the company’s funds. Additionally, if the employee pays out of pocket, it assures that they are reimbursed. Therefore, it’s a win-win scenario for both the employer and the employee, ensuring that little time is lost in reporting, submitting, authorizing, crediting, and auditing individual employee business costs.

What is covered and not covered by the reimbursement procedure should be specified in the corporate expenditure policy. To put it simply, it should contain all the rules outlining what the workers are allowed and forbidden to buy while at work, as well as if travel, basic food, and other welfare goods and services may be accessed using corporate funds.

What makes a company expenditure policy necessary?

An expenditure policy is a key to sustaining costs and preventing unforeseen charges if your workers utilize company cash to make purchases. Workers are less likely to invest business money in unneeded or unjustified goods and services when they are given explicit instructions.

A policy also simplifies expenditure management by streamlining the filing, approval, and reimbursement procedures.

Category List of Capital Allowances

There should be a precise list of the costs covered under the corporate policy. Typically, it involves

  • Supplier payments
  • Travelling (Airfares, railway ticket, vehicle hire, cab expenses, etc.) (Airfares, railway ticket, car rental, cab charges, etc.)
  • Cost of gasoline or diesel while driving your car while at work
  • Housing (in the case of the out-of-town trip) (In the case of out-of-town travel)
  • Papers that are legally necessary, such as visas,
  • Expenses for meals at work-related activities
  • Office supplies or any other costs related to business use
  • Call or phone bill fees

Spending caps for each category of expenses

It is crucial to specify a spending cap that follows the business budget. The policy should include yearly expenditure caps for personnel and budgets for teams based on their responsibilities and requirements. They have to be clear about how much they are permitted to spend on the business’s behalf.

Steps for Making an Expense Report

There are several sorts of expense reports. Some are more particular to each payment by every employee, while others are cumulative and indicate spending over a certain amount of time (a week, month, or quarter). Whatever the circumstance, it’s best to include the following information in the expenditure report:

  • When the expenditure occurred
  • The class of (travel, food, stationary, etc.)
  • The sum paid in whole, including taxes
  • The supplier that received the money
  • Whether the money may be allocated to a particular client or project

The Method of Compensation

Spend time developing an easy reimbursement procedure when writing the policy. Give specifics on how employees will be paid, when they may anticipate receiving their cash, and what to do if any of the things on their expenditure reports are disallowed.


[Company name] Expense Policy

Plan of action

The reimbursement procedures for work-related costs are outlined in this expense policy. We outline our procedure for processing expenditures, specify which costs will be repaid and which won’t, and give advice on proper expense reporting.


All workers who spend money on things related to their jobs are subject to this policy. After they have been authorized, we will repay any reasonable business expenditures in full or partly, depending on how closely they adhere to our policy.

Evidence of purchase

You must have a valid receipt to submit an expense claim. As a result, for every purchase, seek a receipt or invoice. You don’t need to save the original receipt because you can digitize the spending using the expense app. Make sure our firm’s name is always on all invoices. If such is not the case, request a modification from the vendor.

Additionally, make sure the merchandise names and VAT amounts are included on the receipts and invoices. This is required to file a VAT refund claim with local or foreign tax authorities. Product descriptions and receipts without VAT are inadmissible as evidence of purchase.

Keeping costs to a minimum

While travelling, we want to ensure the comfort of our employees, but we also want to limit unnecessary spending. Therefore, we always strive for a reasonable solution, as long as it offers workers enough comfort. We select accommodations and dining options in the medium category and travel in economy class on trains and aeroplanes.

Travelling costs

Any lodging or transportation costs employees incur while on a business trip are considered travel expenditures. Certain sums have limitations. If you exceed the allotted amount, you are responsible for paying the difference. Travel costs comprise:

  • Tickets for a flight, a train, a ship, or other transportation costs
  • While travelling, local transportation (taxi fares, car rentals, etc.)
  • At most once every day, parking fees, tolls, other vehicle-related costs
  • necessary medical costs (vaccinations, for instance).
  • Legal papers that are required, like visas.

Travel costs that are not reimbursed

The following costs are not reimbursable by us:

  • Any costs incurred by guests travelling with workers who aren’t employees
  • unapproved service upgrades, such as those to first class
  • Personal pursuits (spas, museums, sightseeing, etc.)
  • Personal items (gifts, clothes, etc.)
  • Personal property is missing (your travel insurance will cover these costs).

Business presents

Sending presents to clients or business partners to improve commercial ties is typical. For tax-related reasons, we repay these fees up to per customer each year. You must obtain prior consent from your boss or the HR division if you want to exceed this cap. You will be responsible for paying the additional expense out of pocket if you still need to get pre-approval.

Unrelated costs

We aim to provide workers with everything they need to do their jobs properly. These issues concern employees and their interactions with colleagues. Consider expenditures like:

A business laptop, phone, and software tools for communicating with clients or working on projects are necessary for working from home. Professional meals with clients or colleagues are also essential.

Top 10 Online Attendance Management Software

What is Online Attendance Management Software?

An organization keeps track of the staff’s time and attendance information using an attendance management system. A precise attendance tracking system can help you save time and effort by determining your employees’ working hours.

A system for managing attendance records each day’s attendance as well as working hours, breaks, and login and logout times. It stops time theft by employees. All attendance devices, including smart cards, biometric scanners, and facial recognition equipment, are integrated in real-time by an attendance management system.

The student attendance management program from MasterSoft enables schools of all sizes to manage various attendance needs. This system may easily create daily attendance reports, absence lists, letters, and other documents. Student attendance systems save teachers time by authorizing them to electronically record student attendance during class.

It is used to keep track of a student’s attendance, absence record, and other relevant records. The daily attendance process can be sped up using student attendance software to manage and record daily attendance. Using an online attendance management system, school administrators can record, monitor, and collect daily student attendance data. This program enables teachers to create 100% accurate student attendance reports and track student attendance.

Importance of Online Attendance Management Software

In the worst-case scenario, employees could run into this circumstance each month when they create their time sheets with HR. Lack of staff productivity and morale will arise from disregarding the attendance tracking system.

If an organization doesn’t have an employee attendance system, it may have payroll discrepancies, compliance challenges, and other problems. Businesses may cut down on administrative work and tedious processes by switching from paper time sheets to effective attendance-tracking software.

The online tracking of employee attendance is more significant in the digital era. This method is being used by many businesses to track employees’ automated clock-in and clock-out times. This is when the significance of an online attendance system becomes apparent.

  • Monitoring Worker Performance

The attendance management system’s value to companies comes partly from its ability to monitor employees’ overall performance. The timesheet will allow the employer to verify the employee’s arrival and departure times. Additionally, the total number of hours the person worked each day for the business. This makes it easier to determine the total salary to be paid to the employers once the month has been calculated.

  • Quick Payroll Processing

In many big firms, faulty attendance records can lead to increased overtime costs. Online attendance tracking tools may provide precise data, which eases the hassle of making additional payments to employees as part of their monthly paychecks.

  • Calculates the Absenteeism Rate to assist in Planning

Calculating the absentee rate is crucial in industries where employees work shifts. An employee attendance tracking system aids in determining an employee’s rate of absence, allowing management to plan when to hire replacement workers and prevent additional expenditures from increasing. A second benefit of using the online attendance tracking system is direct and indirect cost measurement.

Top Features of an Online Attendance Management Software:

Data from several geographical areas are brought into a centralized office through communication between attendance software and time attendance devices. Additionally, program users can handle attendance data according to their needs. The condensed attendance information is often utilized for reporting and payroll processing.

The following features are included :

  • Complete Automation of Communication

Without any user involvement, attendance software should be able to connect frequently with time and attendance or access control devices. Even if the devices are spread across various regions, communication should still be automated.

  • A single interface for all data

To make it easier to grasp the data for each employee, attendance, leave, overtime information, and shift schedules should all be provided in a single interface. Employees may be assigned to various shifts, so it’s critical to use clock-in/clock-out data to determine work time for shift schedules.

  • Shift Scheduler

You may assign staff to various shifts each day using the shift planner. The amount of time employees work is determined by their clock-in and clock-out hours and the shift they are allocated for the day. Employees may also be assigned various days off.

  • Rule Definition for Attendance

There are attendance policies specific to each firm. Following these guidelines, the clock-in and clock-out data should be handled. The software used to track attendance should allow for the definition of attendance criteria so that data may be processed automatically.

Top 10 Online Attendance Management Software:

No matter how big your business is, as long as there is software for tracking attendance, it doesn’t matter. It helps keep track of staff attendance. It simplifies the process and makes it easy to record and report jobs. Using software for attendance monitoring makes it simple to share data between departments. For daily, thorough documentation of your employee’s dedication to working and their working hours, attendance monitoring software is required. For both small and large businesses, attendance management software is beneficial. Daily records must be kept for businesses to be aware of employee performance. Since it boosts the team’s overall efficiency, employee attendance software is a necessity for all businesses. The top time and attendance programs for your business are on SoftwareWorld’s list of the finest attendance-tracking software.

Top 10 Online Attendance Management Software:

  1. Rippling
  2. Ximble
  3. Track smart
  4. Connecteam
  5. CakeHR
  6. Drawinbox
  7. ClockIt
  8. True
  9. UKG Dimension
  10. Replicon

How to pick online attendance management software for your business?

In today’s modern, dynamic, and fast-paced business environment, employee attendance tracking software is essential. Even though it might not seem to directly affect on the business, it is essential for boosting productivity and profitability over the long run.

If you’ve ever had to manually monitor attendance in a company, you know how challenging it can be. You may profit from all the advantages that automated attendance management has over manual attendance management by switching to it.

Nevertheless, you could need clarification when choosing an attendance management system from the many available options. It is now much more challenging to select the software that best suits your demands because every seller claims their product is superior.

To help you select the best attendance management software for your needs, we have included a list of features to look for.

Factors to consider are:

  • Cheapness and scalability
  • Accurate and flexible time tracking
  • Easily usable
  • Routine integration
  • Cloud-based
  • Compliance

Work at Microsoft 

About Microsoft

The 3rd target company in the world with a market capitalisation of $1.83 trillion, Microsoft is an American MNC that sells computer softwares and electronics. Microsoft was founder in 1975 by Bill Gates and Paul Allen. Microsoft is a dream company for millions of people across the globe. 

What does Microsoft do?  

Which business is Microsoft in?


About the leadership team at Microsoft

Executive Officers at Microsoft 

Board Members at Microsoft 

Microsoft in India

Microsoft India began its Operations in 1990. Key leaders for Microsoft India are as below


Offices of Microsoft in India

Microsoft has office in the below cities in India

  • Bangalore
  • Gurgaon
  • Hyderabad
  • Mumbai
  • Noida

Latest financial information of the company can be viewed at 

Work at Microsoft 

As of 30 June 2022, Microsoft employs 221,000 employees worldwide. 122,000 of these professionals are in the United States and 99,000 International. 

Culture at Microsoft 

The glassdoor ratings of the the company are fantastic. 

  • 93% recommend to a fried
  • 98% employees approve of the CEO
  • The overall rating was 4.5


How to apply for a Job at Microsoft 

Subscribe to the Youtube Channel

Typical Salary at Microsoft

Software Engineer Salaries at Microsoft (Data Source: )

3 reason why you should consider working at Microsoft 

  • Microsoft hires the top people and you can expect to work with other smart people that helps you grow
  • Good benefits – People, on average, like the compensation at Microsoft along with other benefits like health
  • Flexible work-setup allows for top talent to be attracted to Microsoft

3 reason why you should not consider working at Microsoft

Given the kind of large organisation Microsoft is, there are typical people issues of a larger organisation.

  • When so many people undergo yearly Performance Appraisals, a lot come out dis-satisfied
  • Some people did not like their managers based on the glass door review. They felt that their managers were confused. 
  • Work-life balance: Some people complained of long working hours on the weekend. 

Hope this blog was useful for people planning to apply for a Job at Microsoft and for the ones who already have an offer and wanted to know more. If you have any questions, feel free to ask in the comments below. We will be happy to bring existing employees of Microsoft to answer those questions for you.

Thank you for reading

Appraisal Letter format

Do you need to provide an appraisal letter to someone and need help with it? No problem, this article would help you by broadly covering the below topics

  • What is an appraisal letter
  • Types of Appraisals
  • How to write appraisal letters
  • Mode of communication for appraisals
  • Who should appraisal letters be shared with 
  • FREE Samples

Meaning of Appraisal 

According to the Cambridge dictionary, Appraisal is examining someone or something to judge their qualities, success, or needs. For our context, we are considering it as an Appraisal done at the workplace.

What is an appraisal letter? 

In a more contemporary understanding, Appraisal letters mean appreciation letters in general. 

The objective of Appraisal Letters

Appraisal letters should be written when HRs/company management need to appreciate employees and provide them appraisals. Providing timely appraisals has become necessary as the battle for talent gets more fierce. Retaining their top performers is a must for organisations to retain their top performers and an appraisal from management is a good step in that direction. Appraisal letters reinforce the idea that individuals win and go a long way in keeping the team engaged in the workplace. The appraisal letters also improve the HR KPIs of an organisation (Employee Engagement, attrition etc.) and contribute to the company’s overall success. There could be two types of Appraisal.

Types of Appraisals

  • Appraisals without a monetary component
  • Appraisal with monetary component
  • Appraisals without monetary component: These are the easiest ways to keep your team engaged. A simple “Great Job done” and “Thank you for your efforts” could motivate your team and keep them engaged in the role. Besides, these do not require unnecessary financial approvals and can be practised by all managers/HR. These appreciation letters are, in most cases, given by managers directly. 
  • Appraisals with monetary component: In some cases, appraisals may be coupled with a financial component. These financial components can be in the form of employee gifts, performance bonuses Or an increment. In most companies, this is an annual exercise commonly referred to as Performance Appraisal OR Employee Appraisal. Providing appraisal letters to employees is the final stage of a formal Performance Appraisal Process.

How to write Appraisal letters? 

  • Mention the specific activity/impact of the employee’s effort: A lot of times, simply saying “Good Job” is not enough. The detail of the Good work done and its impact on the team/business is generally more effective. Example:
  • Keep it personal: In a world of “so many google searches”, it is imperative that you keep the Appraisal personal to drive more impact. 

Where to write Appraisal letters? 

  • Appreciation letters without any monetary component can be distributed in an informal setting. Here are some ideas for the same
    1. They can be shared with the individual and CC to other team members by the manager. 
    2. They can also be distributed via WhatsApp groups OR other modes of communication between the team members.
    3. Weekly/Monthly team meetings/review calls are a great place to appreciate the team members.
  • Appraisal letters with a financial component are mostly provided privately by the HR/management to the employee via an email/hardcopy. Kindly note that these letters need to be formal, for example, written on company letterhead. The financial component of the Appraisal should be outlined clearly and when and how it would be paid. For example, a performance could be paid once on a particular date, OR an increment could be valid w.e.f. from a particular date etc.)

Who should appraisal letters be shared with 

  • Appraisals without a monetary component should be shared with as broad an audience as possible. They should be celebrated widely in the organisation. This would ensure that the star performer feels celebrated in the organisation and others get motivated to perform equally well. 
  • Appraisals with a monetary component should be shared as per your company policy. In most cases, these are shared privately with the employees by the HR/management.

Free Samples

  • Appraisal without monetary benefits: Thank you Rahul for your help in creating the presentation for Zigsaw. The clients were particularly impressed with your slide on “Impact on similar businesses”. They loved the presentation and your “Out-of-box” thinking might have just won us a critical deal. 
  • Appraisals with monetary benefits can roughly follow the below structure.
  1. Greet the employee
  2. Give the context: 
    1. You might know that we grew by 50% last year. We would want to reward our top performers who made it possible.  
    2. You might be aware that we went through some turbulent times last year. We would want to reward the top performers who stood with us and helped us navigate tough times successfully. 
  3. Make the person valued: We would like to mention that you, <<name of employee>>, have been an integral part of our success last year. Hence, I would like to present to you a small token of our appreciation for your hard work in the past year.
  4. Details of Appraisal: Gifts, Performance Bonus, Salary revised etc. 
  5. Align for future company vision: I would like to take this opportunity to share with you that we are all geared for the growth that lies ahead of us. As we scale new heights in the coming years, we are love to see you as a partner of success in the coming years. 

Here’s another sample from Razorpay




Appraisal Letter – CONFIDENTIAL

Dear [Employee_Name],

Employee ID: [Employee_ID]

[Company_Name] has and continues to move forward because of your hard work and contributions. [Company_Name], as always, stays committed to its people first approach and puts you and your contributions at the forefront.

In continuation to that thought and philosophy, we are taking this opportunity to congratulate and recognise you for your contributions and thank you for all your efforts.

In recognition of your performance and contributions to [Company_Name], we are delighted to promote you to [Employee_Designation] and revise your Cost to Company to INR 330000, effective from [Appraisal_Date] The break- down of your CTC is mentioned in Annexure A.

We wish you tremendous success in the coming years and look forward to your long-term association and contributions to [Company_Name].


[HR_Name] [HR_Designation]

Annexure A

This is your expected monthly salary structure.

Salary ComponentAmount
Basic Salary13,750
Special Allowance4,125
Leave & Travel Allowance2,750
ESI Employer Contribution0
PF Employer Contribution0

Note: You will receive salary, and all other benefits forming part of your remuneration package subject to, and after, deduction of TDS, PF, ESI and professional taxes in accordance with applicable law.

How can foreign companies find Talent in India?

Five reasons why Companies look to hire Indian Talent

A simple LinkedIn search with the below keywords for profile searches keeping the Location as India fetches the below number of results

  1. Java: 23,40,000
  2. Sales: 45,60,000
  3. Marketing: 53,70,000

The above numbers showcasing the number of potential hires in India are astounding, mainly because only less than 6.5% of the Indian population is on LinkedIn. 

The Talent in India is aplenty that international companies can use to their advantage.

  •  Expected Pay: Average salary candidates expect in India is much less, in some cases even less than 10% of their international counterparts

Java DeveloperUS$ 6259US$ 93118US$ 58717
SalesUS$ 3568US$ 57789US$ 39082
MarketingUS$ 3816US$ 74464US$ 39101


  • Good penetration of English in India allows English-speaking employers to connect effectively with their remote workforce. 

Image Source: 

  • Indians are hardworking: Coming from a conservative culture also makes Indians someone ready to listen and do more of what is expected. Also, they are more disciplined in general. 
  • Indians are problem solvers, and they love doing it. Besides, Indians are also hungry to acquire new skills. Besides, India produces way too many engineers, which makes it very lucrative for foreign companies to recruit from India.

Can a foreign company hire employees in India?

Absolutely, Yes. Foreign companies can hire and employ Indian employees directly without the need of any 3rd party.

How do companies hire remote Indian Talent?

  • Sourcing: Relevant candidates can be found via LinkedIn, Job-boards, OR via Recruitment Companies in India
  • Screening & Coordination and engagement during the Interview process: It is better to keep all interview rounds as video interview rounds to ensure that there are no fake candidates in the process. Also, connecting with the candidate on LinkedIn is recommended to ensure that the candidate is exclusively employed with your organization.
  • Employee Management: Companies can hire employees directly OR hire them on the payroll of an Indian company. 

Here’s a recruiting from India checklist 

  • Make sure you set up a minimum of two interview rounds (a minimum of one functional interview and 1 HR discussion) with the candidate before making an offer. Make sure that the below questions are covered in the HR Interview.
    • How would the candidate manage the time-zone difference (if any and if required)
    • Infrastructure: In the case of Work from Home, it is best for HR to confirm that the candidate has the required resources Examples
  1. Uninterrupted internet connection, 
  2. Laptop as per the configuration required by the company in case the company is not providing laptop on joining, 
  3. Others include comfortable seating (desk/chair), mobile, etc. 
  • Holidays: It is best to discuss your company’s leave calendar and policy at the start. 
  • Growth opportunities: The Indian market is booming (especially IT), and if HR can showcase company growth and potential project growth for the employee, it might have a very positive impact on the candidates’ performance
  • Mode of salary transfer. It is imperative to communicate in advance about the mode of salary transfer and transfer deductions if any. The tax liability rests with the individual, and HR should ensure that it is also mentioned in the candidate’s offer letter.
  • Open a line of communication: The HR interview is a fantastic place for HR to build a rapport with the candidate. Suppose the selected candidate was working with an Indian company earlier. In that case, HR must proactively communicate to the candidate that there might be cultural differences and differences in “how the company works”. Ask the candidate to expect that and make them comfortable to be able to communicate if they face any challenge. A 1, 3, 15, 30, and 90 days feedback could be an excellent idea in this scenario. 

Why do Indian employees prefer international organizations? 

 Disclaimer: Kindly note that the below points are blatant generalizations and might not hold in some scenarios. However, here are the top 4 reasons why Indian employees prefer international organizations

  • Better pay: Indian candidates typically expect a 20-30% hike while switching to the Indian market. However, they may expect a 30-50% hike when switching Jobs to a company with an office outside India. 
  • Work from Home: After covid, as more employers start calling employees back to the office, some of them prefer a Work from Home regime and can easily switch to an international organizations
  • Increased Work-life balance: Some Indian companies expect impractical working hours, and their foreign counterparts offer a better work-life balance. 
  • Exposure & future career opportunities: Working with international employers gives them better exposure and opens up opportunities for several other Jobs. 

When not to consider hiring a remote Indian employee

  • When your complete team is from a particular geography, a manager from the same culture would understand the team better, and it might be counter-intuitive to hire a manager from a different culture altogether.
  • Sales roles where relationships play a significant role: Every culture has nuances that might take some time for outsiders to adapt. For roles that require meeting customers in person, it might be efficient to hire a local candidate.
  • In cases where proximity with the team can be more efficient, remote hires might not be the best option.

Have questions related to recruiting from India? Let us know in the comments below and we will be happy to answer them

Five digital trends that are urging the evolution of HR

Five HR digital trends that are urging the evolution of HR

Even though the pandemic has slowed development in several industries, the field of HR technology is looking promising. With some exciting innovations on the horizon for 2022, HR’s usage and relevance of HR technology is more prominent than ever—procedures like telecommuting and virtual training are now standard. Technology must smoothly integrate into the everyday world of work from the first point of contact with a possible employee, eventually allowing the employee to provide better performance in a digital workplace.

Here are some of the major HR technology trends for 2020 to 21 that would help you achieve the productivity and efficiency of your HR department in the following years.

  1. Heading Towards Productivity Systems with Core HR Platforms

Core HR solutions are an essential element of the HR technology ecosystem, with a market value of over $8 billion. As per Bersin’s study, Core has grown even more helpful for workers over the previous decade, with devices that allow users to manage their data, benefits, and different activities utilizing a unified platform employing self-service capability. Furthermore, in addition to the primary HCM system, many companies now want an app market.

Darwinbox is India’s most complete HRMS platform, allowing you to customize the whole organizational structure to make it much more relevant and structured. You also can connect it with ORAPPS and other similar systems to gain a completely different perspective on the data.

2. Employee Engagement and the Employee Experience Industry

Employers are changing their mindset from routines and transactions to encounters that count, as per Josh Bersin. To put it another way, businesses no longer merely seek easy-to-use platforms, and they want to invest in systems that can provide employees with simple, treasured memories. They seek a system that can assist them in analyzing case management, concurrency control, service management, and ensuring their workers’ safe return to work following the pandemic.

A representation based on Deloitte’s Simply Irresistible Organizational structure is shown below. These are complicated workflows in and of themselves, which all employees face at different times throughout their careers.

3. Contingent and Gig Work Management Has Turned Into A Marketplace

The remote working environment has become a must-have for several organizations, and innovation plays a big part in that. Everything would be handled utilizing HR Technology, from the most fundamental operations such as tracking employee leaves and attendance to more essential ones such as talent acquisition and managing payouts and tenures.

According to Bersin’s research, only 8% of respondents feel their firms are prepared to handle gig or contract employees properly. At the same time, 65% now regard it as vital, and 41% say gig and independent contractors represent a substantial part of their labor force. However, according to the Deloitte Human Capital Trends study, HR is only involved with this workforce approximately half the time or less from outside recruiting, interviewing, and choosing individuals. This “shadow labor” is not being handled well, necessitating significant advancement in necessary tools to make it simpler.

4. Augmented analytics will be around for a long time

The worst blunder one can do to speak about tech without clearly addressing the worlds of analytics, AI, and mental functioning. People analytics is a prevalent issue in HR, and it is presently the fastest-growing sub-domain of the industry. Companies that integrate data and analytics into their operations outperform their competition in efficiency and profitability. It is correct since this data can eventually assist in making better judgments by depending on patterns rather than intuition.

The analytical examination of candidates, devoid of human prejudice or mistake, is an extra benefit in the field of HR software. Employers may now delve into employee data to learn about essential elements of their employees’ lives, such as attrition rates and causes, performance, and the general efficacy of leadership techniques. Companies may better detect talent indicators and hazards that may develop due to new hiring and leadership techniques using predictive analytics.

5. Artificial Intelligence is now powering more processes than it has ever been before

The transition to machine learning is a crucial trend in the technology sector, and HR software is no exception. AI systems can ingest large volumes of data, use techniques to discover patterns, and utilize the results to draw connections, draw conclusions, or aid decision-making.

We think that intelligent bots, such as Darwinbox’s changes in the world, may function as self-service platforms, allowing HRs to concentrate on the more complicated and urgent concerns that need to be addressed. Regarding video-based applicant screening, it may also play a big part in determining whether or not the applicants are guilty of any wrongdoing by evaluating the ambient noises and facial expressions. AI will simplify transactional operations, including leaves, punctuality, and surveillance teams to a slight glance or voice control on the individual employee’s mobile device.


It’s difficult to dispute that innovation has been changing traditional HR procedures for the past couple of years, and 2020 seems to be no different so far. It is correct to conclude that everyone’s future in business is already shifting and will continue to change in generations. Whether that’s the constant organizational performance approach, improving comprehensive training opportunities in the industry, or even using machine learning to monitor their applicants.

Australia’s Approach to AI Governance in Security and Defence

On 27th February 2020, a fully autonomous Australian robot with no human on board used a pre-programmed route with remote supervision to undertake and complete its mission. Australia also won the Silver medal at the 2021 Robot Olympics six months later. In this event, the Australian robot used AI to autonomously explore, map, and discover models representing lost or injured people, suspicious backpacks, or phones while navigating harsh conditions. Clearly, Australia is at the forefront of robotics, autonomous systems, and AI research and development. Australia intends to use AI for security and defense applications and is also developing governance structures in line with Australian values, standards, ethical and legal frameworks. 

Kate Devitt & Damian Copeland have discussed this in their research paper titled “Australia’s Approach to AI Governance in Security and Defence” which forms the basis of the following text.

Importance of this Research

AI has enormous potential in Security and Defence applications. AI applications could threaten human rights in warfare and pose ethical and legal risks. This research paper outlines the approach of Australia to make use of AI in Security and Defense. 

The research paper also outlines that Australia’s Department of Defense recognizes AI as a priority for future developments. The research paper also outlined the definition of AI and explained the need for Artificial Intelligence for Australian Defense. 

Use of AI in Defense

As per the Australian government, Australia focuses on AI to build robotics capability, autonomous systems, precision-guided munitions, hypersonic weapons, and integrated air and missile defense systems, space and information warfare, and cyber capabilities. 

AI Governance in Australia  


AI Ethics Principles 


The research paper also discusses in detail about

  • Standards Australia’s Artificial Intelligence Standards Roadmap: Making Australias Voice Heard, Human Rights, and Australia’s action plan for AI,
  • AI governance in Defense and Ethical AI statements across the Australian Navy, Army & Airforce,
  • Human governance in Defense,
  • Ethics in Australian Cybersecurity and Intelligence; and the Framework for Ethical AI in Defence, and
  • Defense Data Strategy

Concerning the use of AI, it is helpful to establish 

  • Responsibility: Who is responsible for AI?
  • Governance – how is AI-controlled?
  • Trust – how can AI be trusted?
  • Law: How can AI be used lawfully?
  • Traceability: How are the actions of AI recorded?


AI has tremendous potential for security and defense applications. Nations can use it to counter-terrorism, for border conflicts, and help them save armed personnel’s lives. Australia has identified the criticality of AI in defense and tried to build a framework around its application

In the words of the researchers

Australia is a leading AI nation with strong allies and partnerships. Australia has prioritised the development of robotics, AI, and autonomous systems to develop sovereign capability for the military. Australia commits to Article 36 reviews of all new means and method of warfare to ensure weapons and weapons systems are operated within acceptable systems of control. Additionally, Australia has undergone significant reviews of the risks of AI to human rights and within intelligence organisations and has committed to producing ethics guidelines and frameworks in Security and Defence (Department of Defence 2021a; Attorney-Generals Department 2020). Australia is committed to OECDs values-based principles for the responsible stewardship of trustworthy AI as well as adopting a set of National AI ethics principles. While Australia has not adopted an AI governance framework specifically for Defence; Defence Science has published A Method for Ethical AI in Defence(MEAID) technical report which includes a framework and pragmatic tools for managing ethical and legal risks for military applications of AI.

Source: Kate Devitt & Damian Copeland’s “Australia’s Approach to AI Governance in Security and Defence” 

Taxable Stock Trading with Deep Reinforcement Learning

Can machines beat humans in stock market trading? 

Machine Learning has been an area of great interest for traders because of the insane amount of money that could be made from the stock market. Arguably, Deep Reinforcement Learning can outperform human traders. However, most of the Deep Reinforcement Learning models built to date only consider the stock’s selling price minus the buying price to maximize profit. In a real-world scenario, transaction costs for buying, selling, and taxes affect the actual profit made by the investor. 

Shan Huang has discussed this approach in his research paper titled “Taxable Stock Trading with Deep Reinforcement Learning,” which forms the basis of the following text.

Importance of this research 

The researchers have demonstrated that tax ignorance could induce more than a 62% loss on the average portfolio returns. This research paper by Shan Huang aims to maximize net portfolio returns using Deep Reinforcement Learning while considering transaction and tax calculations. 

About the research 

The research paper mentions the mathematical details of the model built for Deep Reinforcement Learning. 


  • The data set includes SPY’s (Exchange Traded Fund consisting of S&P’s top 500 companies) daily closed price and volumes from 13th November 2008 to 13th November 2018.
  • Minimum time step dt = 1 representing one trading day, and hence the total trading days per year is 252.
  • The tax regime is as mentioned below (in the US)
    • When a stock is held for more than one year, a 15% tax rate is applicable for capital gains.
    • When a stock is held for less than one year, a 25% tax rate is applicable for capital gains.
    • Investors can get a tax rebate to offset their capital gain for losses.
  • The length of the trading period is set to be five years.
  • A transaction cost of 0.1% is also included for more realistic calculations.

Research Data

The researchers have created a new OpenAI Gym environment where the observation in each timestep is SPY’s daily closed price, trading volume, averaged-basis, and average holding period. 

About the Model

In the words of the researchers

To represent the policy, we use the same default neural network architecture as PPO with fixed-length trajectory segments, which was a fully-connected MLP with two hidden layers of 64 and 64 tanh units respectively. The final output layer has a linear activation. policy and value function are estimated through separated network. The number of steps of interaction (state-action pairs) for the agent and the environment in each epoch is 5000 and the number of epochs is 50. The hyperparameter for clipping in the policy objective is chosen to be 0.2 and the GAE-Lambda is 0.97. The learning rate for policy and value function optimizer is 0.001 and 0.0003 respectively. If tax is not included in the model, the average expected return is 0.44 which seems quite promising. This considerable return is the result of exploiting price trending and frequently adjusting holding positions correspondingly, similar as the results of other AI platforms. However, this is not compelling since tax is heavily charged in a taxable year. Rather than ignoring taxes, the learning of stock trading should consider the effect of tax costs. We use PPO to train the stock trading policy in the environment with tax costs. The optimal stock trading policy in the model with taxes can achieve 0.13 average returns. To illustrate the suboptimality of the policy trained in the model without considering taxes, we apply this trained policy in the environment with tax costs, the average expected return drops to only 0.05.

Research Result

  • The optimal stock trading policy with taxes can achieve 13% average returns in the model.
  • Trained policy in the environment with tax costs, the average expected return drops to only 5%.
  • This reduction is equal to 62%, which means that the returns shrunk by 62% upon consideration of taxes. 



Investment in public markets could be a good way to invest in the world’s top companies. Public markets could be a fantastic way to invest the money as the return are, on average higher than the rates offered by the banks and other investment options. Trading stocks by reinforcement learning can guide and help agents increase their portfolio returns. Deep Reinforcement Learning Models built for stock market investment sometimes neglect the tax rates, which can massively impact the overall returns. This research paper by Shan Huang is an attempt to integrate tax calculations in the net return calculations with Deep Reinforcement Learning. The objective is to maximize net returns (after subtracting taxes) for stock investments which are the actual returns for an investor.

Source: Shan Huang’s “Taxable Stock Trading with Deep Reinforcement Learning 

The Study of Machine Learning Models in Predicting the Intention of Adolescents to Smoke Cigarettes

Four hundred eighty thousand deaths are recorded every year in the US alone due to smoking. Also, as per research, life expectancy for smokers is atleast ten years shorter than for non-smokers. In recent years, the use of e-cigarettes has been increasing rapidly for adolescents. Sometimes, e-cigarettes act as a gateway to cigarette use, which could be severe. This makes it important to predict the probability of adolescents smoking cigarettes in the future. 

Seung Joon Nam, Han Min Kim, Thomas Kang, and Cheol Young Park have discussed this in their research paper titled “The Study of Machine Learning Models in Predicting the Intention of Adolescents to Smoke Cigarettes”, which forms the basis of the following text.

Importance of this research

Consuming nicotine can cause cancer (lung cancer), cardiovascular and metabolic diseases, respiratory diseases, and perinatal diseases. These conditions are fatal for individuals. If an ML algorithm can predict the probability of individuals smoking cigarettes, efforts can be made to educate these individuals about the ill effects of smoking. This counseling could help adolescents avoid the ill effects of cigarette smoking. Thus, prediction can directly help individuals stay away from the path of smoking cigarettes and help save lives!

Research Objective

The main aim of this research is to

  • Find the best-fitting model to predict smoking intention for individuals
  • Create a website to help adolescents prevent e-cigarette.

About the Research 

The researchers evaluated different models such as Decision Tree, Gaussian NB, Logistic Regression, Random Forest, and Gradient Boosting to predict the accuracy of ML models for accurately predicting the intention of Adolescents to smoke cigarettes. 

Research Result

Based on the experiments done by the researchers, they found the Gradient Boosting to be the most accurate way to predict smoking tendency in the future. The researchers have also published for an anti-smoking campaign for teenagers. 


While healthcare has made a lot of progress in recent years, the number of medical conditions affecting teenagers has only increased. Often, these diseases are of our own making caused by our lifestyle choices. This research paper attempts to identify adolescents who are more likely to smoke and help adolescents make informed and healthier lifestyle choices. In the words of the researchers

E-cigarette use has increased among adolescents. This is a worldwide problem, because it has been stated in many researches mentioned in the introduction that e-cigarette use can cause future use of cigarettes. Since e-cigarette is a recent rising issue, there is little research done on this topic, compared to smoking cigarettes. Even among the researches done, there is a lack of researches implementing prediction models, which are more practical in preventing adolescents from using (e-)cigarettes. Thus, we researched using the 2018 NYTS data and developed multiple prediction models to predict a adolescents intention to smoke cigarette. The most accurate prediction model was Gradient Boosting Classifier with an overall accuracy of 93%. This model was applied in the website we designed to allow the public to input their information in respect to tobacco products, including e-cigarette, cigarette, and cigar. With this information, the algorithm can predict the respondees probability of future of smoking. This will help the public become more aware about certain factors in their lives and be attentive about their drug use or how their environment can affect their intention to smoke cigarettes. Further research could include a wider range of ages, since our research is mainly focused on adolescents rather than adults. In order to improve the accuracy of the prediction model, it is essential to increase the amount of data or choose better, more fitting, variables.

Source: Seung Joon Nam, Han Min Kim, Thomas Kang and Cheol Young Park’s “The Study of Machine Learning Models in Predicting the Intention of Adolescents to Smoke Cigarettes”