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.

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.

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.

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.

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.

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.

Healthcare Job That Requires No Experience at All

Indian Healthcare is enjoying a new renaissance. To take Healthcare nearer to the patient, providers are rethinking established delivery methods.

On initiatives in every area of the business, our Healthcare practice collaborates closely with governments, funders, payers, clinicians, and private investors. We have assisted in the implementation of important health reforms, health care policy efforts, and plans and solutions for a variety of customers.

There is no doubt that the healthcare sector is flourishing, with a plethora of diverse, high-paying employment opportunities available, as well as strong job security and advantages.

Here are 10 Healthcare Job That Requires No Experience at All

1. Registered nurse

Registered nurses (RNs) work very closely with patients and families, providing care and support and managing their patients’ care. Registered nurses work at clinics, care homes, hospitals, and even colleges, among other places where people might receive medical treatment.

Despite the fact that the amount of education required varies, some RNs prefer to obtain Bachelor’s degrees since they provide more employment possibilities and opportunities for advancement. As you can see from the top of our list, there are lots of entry-level nursing positions available.

2. Critical care nurse

Critical care nurses, often known as ICU staff RNs, are nurse practitioners who operate closely with people who are in serious or life-threatening conditions. They give direct support and care to their patients, much like an RN, and quite often work very long hours in difficult situations. ICU nurses are typically drawn to the profession because of the satisfaction that comes from personally assisting in the saving of lives.

As you’ll see, there are a lot of entry-level nursing positions for individuals who want to work in critical care. There’s no disputing that nursing is a fantastic profession in the medical sector, with flexible schedules, the pleasure of saving lives, and a solid earning potential.

3. Licensed practical nurse (LPN)

A licenced practical nurse is another fantastic career in the medical area (LPN). These registered nurses, also known as vocational nurses, operate in a range of settings such as nursing homes, hospitals, and even private houses. They offer basic nursing care as instructed by doctors and registered nurses to patients. This is an ideal entry-level healthcare position since it has a low entrance barrier. You don’t need a doctorate to be an LPN; everything you need is a certificate to be eligible for licencing.

4. Certified nursing assistant (CNA)

Licensed nursing assistants, often known as “orderlies” or “nursing aides,” work in care homes and hospitals to give basic care to the elderly and those who are extremely dependent. Patients are dressed and bathed, meals are served, vital signs are checked, and prescriptions are dispensed by nursing assistants. CNAs are the members of the healthcare team that have the greatest interaction with their patients. They frequently take up the role of the main caretaker for their patients.

5. Medical assistant

Medical assistants are responsible for doing administrative and clinical activities at a physician’s clinic, chiropractor office, or other healthcare institution. A medical assistant may be responsible for answering phones, organising appointments, and even assisting with basic medical duties such as taking a patient’s cholesterol levels or giving vaccines. This entry-level healthcare employment has a bright future, with considerably greater than average growth expected in the following years.

6. Patient service representative

Patient care representatives, like service reps in other sectors, work directly with patients to address any problems or requirements. These representatives are frequently the first to introduce a patient to a new medical treatment and serve as a liaison between patients and medical personnel. They may deal with customer concerns, locate medical records, and clarify processes. ICU nurses are typically drawn to the profession because of the satisfaction that comes from personally assisting in the saving of lives.

7. Medical secretary

Medical secretaries are responsible for a variety of tasks, including answering phones and arranging appointments, as well as welcoming patients and working tirelessly behind the scenes to keep medical records and payment records up to date. These crucial healthcare workers, also known as medical administrative assistants, keep facilities operating efficiently and are the first picture a patient gets when they enter through the front door. Medical secretaries are found everywhere Healthcare is provided, which is one of the reasons why this entry-level healthcare job is increasing at a considerably higher rate than the national average.

8. Health information technician

To guarantee accuracy and quality, health information technology (HIT) specialists are responsible for capturing, categorising, and tracking patients’ health information. Despite the fact that HIT workers do not interact directly with patients, they frequently collaborate with RNs and other healthcare professionals to acquire extra data and guarantee patient record accuracy.

9. Medical laboratory technician

Plasma, pee, and tissue samples are analysed and tested by medical lab technicians. They also use lab equipment, run tests, record data, and consult with doctors about test results. Occasionally, lab technicians will collect the fluid or tissue specimen themselves. They usually do regular tests and operate under the direction of a medical laboratory technician. Medical lab technologists should have an easier time finding entry-level lab positions, as seen by the faster-than-average anticipated rise in employment.

10. Pharmacy technician

To fill a prescription, pharmacy technicians collect data from health providers, measure drug quantities, package and label medications, costs of producing for pharmaceuticals, and work with consumers. In most cases, pharmacy technicians will not address pharmaceutical queries and will refer consumers to the pharmacist for more information. They usually work in health care, other medical institutions, or drugstores under the direction of pharmacists.


Healthcare has grown to be one of India’s most important industries, both in terms of income and jobs. Hospitals, medical equipment, drug testing, outsourcing, telehealth, cancer care, medical insurance, and hospital instruments are all part of Healthcare. The Indian healthcare industry is expanding rapidly as a result of improved coverage, expanded services, and increased spending by both public and private actors.

Highest Paying Jobs Anyone Can Get Without a Degree

While many students in India desire to get admission to prominent institutions immediately following the conclusion of their higher secondary education, other students seek to begin their profession immediately following the finishing of their higher secondary education.

This might be due to their financial condition or their lack of enthusiasm for study.

Even though this is a simple statement, many students believe that it is difficult to obtain a job without a college degree.

Furthermore, many believe that even if they do find such a job, they would not earn a good living. However, certain professional sectors hire competent individuals without a college degree and pay them well.

Top 10 High Salary Jobs without a Degree

Here is a list of the top 10 high salary jobs you can get without a degree.

1. Real estate agent

Even though this was formerly seen as a terrible career, it is becoming increasingly popular these days. These experts are in high demand since they function as intermediaries among buyers and sellers when acquiring a home. This occupation does not require a college degree. Instead, all prospective students need to finish a certificate course from a recognized university and obtain a licence to practice as real estate brokers.

2. Freelance photographer

Currently, digital photography has advanced to greater levels, and anybody can take beautiful photos. However, this is only a pastime for some, and they may transform their hobby into a job and earn well.

Even though this is a career that requires a lot of travelling to meet the demands of employers, it should not require a college degree to practise.

3. Carpenter

Carpenters are in high demand in India right now. Previously, individuals sought the assistance of carpenters to create tables and chairs for their homes. However, most of them now seek the assistance of interior design firms to have the entire woodwork done in their homes.

As a result, the need for carpenters within interior design firms in India has grown significantly. Furthermore, carpenters can work for more than one business and earn a good living. Therefore, people interested in this career might begin without a degree by enrolling in an apprenticeship programme at a technical institution.

4. Digital Marketing

Digital marketing is here to stay and is altering the way people communicate today, thanks to the advent of social media and other kinds of marketing and promotion. Digital marketing is essentially any marketing activity that uses the internet and other electronic communication channels such as email, social networks, text messaging, and web-based marketing.

People from many walks of life are becoming marketing experts because of the variety and creative flexibility that this sector provides. Content writers, SEO experts, social media managers, brand marketing professionals, and other positions in the digital marketing industry are accessible to people seeking work.

5. Personal trainer

People are becoming increasingly worried about their health and fitness. As a result, fitness professionals and personal trainers are in high demand these days.

Those who have received adequate training in this sector can become fitness trainers and either open their fitness facility or work for others.

6. Modeling

Those with strong physics skills can pursue a career in modelling. However, a decent appearance and some acting abilities are required for this job, and there is no necessity for a degree to pursue modelling as a career.

Even if there will be some difficulty locating the proper chances at first, once the desired destination, they may earn a lot of money. This profession has no set pay, and models are compensated on a contract basis.

7. Event manager

Corporate organizations and even individual members search for someone with the necessary skills to handle their event successfully. Currently, marriages are celebrated in great style, and becoming an organizer will help people stay on their toes. People in this career will have to perform and arrange various ceremonies and events. According to the agreement, a creative mentality would assist people in reaching new heights in this career.

8. Registered Nurse

There is no requirement for a specific degree to practise as a nurse. While there is a doctorate called B. Sc in Nursing in India, there are certification courses given by authorized schools. Individuals must get a licence from the Indian Nursing Council to practise after completing the necessary certificate courses.

People with this certification can find work in hospitals and clinics, and based on where they work. So they can earn a good living. They also have a lot of options in government employment.

9. Blockchain Developers

Starting with our list of IT careers, blockchain technology is another subject that is growing in prominence. While the word may appear technical, a simple way to grasp it is that blockchain technology is a computerized record of transactions used to process information using cryptocurrencies. This technique has a variety of additional uses. With lockdowns and the epidemic, digital payments have acquired significant traction in India, and blockchains are crucial in the financial industry. Because blockchain technology is still relatively new in India, blockchain technology professionals need a strong need.

10. Media and communication 

Individuals in this job will be responsible for setting up, operating, and monitoring audio, visual, and digital technology. In this industry, experience is more important than a degree, and people may earn a lot of money.


The occupations listed above are only a few of the highest-paying careers available in India today. The excellent thing is that these aren’t the only options. Airline pilots, executive cooks, designers, government officials, full-stack developers, software developers, aerospace engineers, and web developers earn a lot of money. Work that is both hard and clever, enthusiasm, and attention to detail are all characteristics that can help a person reach the pinnacle of their career.

Work-life Balance in Bangalore

According to the Ease of Living Index (EoLI) 2020, issued by the Ministry of Housing and Urban Affairs, Bengaluru is the most livable big city in the nation.

This is a significant improvement over the index’s last edition in 2018 when it ranked 58th. According to civic authorities and experts, the 2 rankings were not quite comparable because the EoLI’s evaluation standards had changed.

What is the work life like in Bangalore?

Bengaluru, also known as Bangalore, was formerly recognized as the Garden City and is today recognized as the Silicon Valley of India. Bangalore residents enjoy a high quality of life and have access to excellent career possibilities. The recent development in the sector of information technology has created a plethora of career possibilities. Bangalore’s weather is nice and fair, and the city is quickly growing, with many international corporations establishing headquarters here. Coffee shops, bookstores, fine dining restaurants, nightclubs, microbreweries, and other establishments make it possible for you to enjoy a fantastic time. 

Below are the top 5 reasons why Bangalore is such an ideal city to work or live in.

Educational Institutions

One of society’s most valuable assets is well-educated youth. Educated and literate people assist the country’s growth, and nations must provide the greatest educational institutions for their citizens. Bangalore is home to some of the top colleges in the world. More than three of the country’s finest engineering institutions are located here. As a result, it draws students from all around the world. Other institutions, in addition to engineering colleges, draw students from the humanities and commerce fields.

Job Opportunities

Maintaining its reputation as India’s Silicon Valley, the creation of several IT parks has resulted in a slew of new work possibilities for the general public, boosting the state’s and nation’s employment rates. Because of the large population of intellectual literates, industrialized areas, ideal weather, and other resources, many international businesses are keen to create a branch or establish their corporate headquarters here. This creates new work possibilities for people with various educational backgrounds, providing them with the opportunity and tools to pursue a successful career.

Daytime Outing

Having a good time and being happy are equally important aspects of increasing one’s quality of life. This city looks after its residents and ensures that they enjoy a moment of quiet and tranquillity in their otherwise hectic lives. This city has a wide range of cafés, libraries, breakfasts and brunch eateries, and gaming places. Take a day trip to this lovely city and discover how a cup of hot chocolate in a run-down café can make you feel all warm and fuzzy from the inside, as well as how the unending rows of flower book stores may make you want to live there forever.

Exuberant Nightlife

People are searching for a place to relax and unwind after a long day of work or education. Many intriguing clubs, pubs, microbrews, dive bars, and fine dining restaurants abound in the city, making it as fascinating and lovely at night as it is during the day. Each weekend, there are renowned parties to attend as well as bars, restaurants, and brewpubs with a wonderful creative ambience where you may spend quality time with your friends or partner. Some clubs and bars provide live music sessions to assist skilled people. Many people cheer on the young and up-and-coming local bands who appear every week to showcase their skills.

Tourist Atmosphere

Among the countless activities to do in this city, one thing is certain: you will never be bored. Several parks, such as Cubbon Park and Freedom Park, are ideal for an afternoon picnic or relaxing and reconnecting with nature. Game venues such as football fields, basketball courts, spas, and indoor gaming centres such as the amoeba and smashing are popular with both the young and the elderly. Lalbagh Botanical Garden, Nandi Hills, Bannerghatta Biological Park and Bangalore Palace are all must-see tourist attractions.

What is the cost of living in Bangalore?

The cost of living in Bangalore is determined by a number of factors. However, the type of lifestyle you wish to maintain in Bangalore plays a big influence. Bangalore is a tornado of stores, pubs, dance floors, luxury flats, and reasonably priced PG housing. However, before you can get forward of yourself, consider what this life will do to your bank account because everything has to have value in Bangalore, whether you’re alone, in a relationship, or with a group.

Here is a list of some essential living costs in Bangalore:

  • 1 BHK rent costs Rs 11000 to Rs 18000
  • 2 BHK rent costs Rs 12000 to Rs 25000
  • Monthly bus pass costs Rs 1000 to rs 1500
  • Electricity Bill costs Rs 2000
  • WiFi costs Rs 300 to rs 1000
  • Food for 2 persons cost Rs 1000
  • Monthly groceries cost Rs 1000
  • Housemaid or cleaning lady charges Rs 1500 to Rs 2000

Is Bangalore good for jobs?

In Bangalore, there is no shortage of opportunities. For job searchers, this is an excellent location to find work and advance their careers. Because of the chances available, most people in Bangalore settle for years.

Is it hard to get a job in Bangalore?

It might be difficult to get work as a fresher. They can, though, provided they work hard without becoming sad. Each day, there will be discussions somewhere within Bangalore. They can easily acquire it if they attend interviews at least every other day and practice programming language.


Bengaluru is so much more than a capital metropolis. Take a long break from the daily grind and bask in the warm rays of the sun, soaking up the city’s friendly vibes. Without rent, the median living cost in Bengaluru for a single individual is Rs. 26,000. As a result, finding inexpensive housing is the greatest method to save money. Co-living spaces, which start at Rs. 6000, provide the most inexpensive housing. The cost of living in curated spaces is significantly lower because your utilities and basic food expenses are covered. There isn’t a better method to save money in Bengaluru than this.

Jobs That Can Hire You Without Job Experience

Creating descriptions of your employment, volunteer work, activities, and other related experience is one of the most challenging aspects of producing a resume. Each explanation of your employment history and volunteer activities should be clear and succinct while yet being descriptive. A potential employer must know precisely your tasks, what skills you gained, where your talents lay, and what you accomplished after reading your description.

Work experience is an advantage, but if you are looking for a job that requires no experience, this article will help you out. Go through the list of 11 jobs mentioned in the article, and pick one according to your interest.

Why is job experience important?

Work experience demonstrates enthusiasm and enthusiasm. Work experience demonstrates to an employer that you are determined to enter a selected field and have done your study.

If you’re struggling and, to be honest, aren’t too concerned about your career, job experience might be precisely what you need. If you perform a range of job placements, you may discover something you are enthusiastic about and get inspired.

Work experience eases you into the world of work. You will learn the tricks and tips of the workplace and how to negotiate the jungle of office politics. It will also provide you with an understanding of the abilities you may require to prosper in the job.

It will assist you in identifying your capabilities and may even reveal areas that you should focus on.

11 Jobs That Needs No Experience

1. Customer service representative

Average Salary Per Year: Rs 2,49,124

Daily tasks or assignments: They respond to client questions, assist in resolving client issues, and give technical support, frequently remotely. A training course may be needed for entry-level customer service employment, but no previous experience is usually required.

2. Home care aid 

Average Salary Per Year: Rs 2,04,900

Daily tasks or assignments: They respond to client questions, assist in resolving client issues, and give technical support, frequently remotely. A training course may be needed for entry-level customer service employment, but no previous experience is usually required.

3. Publicity assistant or public relations assistant

Average Salary Per Year: Rs 2,35,092

Daily tasks or assignments: Assistants in public relations act as liaisons between the business, customer, and target audience. While no prior experience is necessary, many major public relations companies provide training programs for the first one to two years in the industry, according to Glassdoor. People skills, as well as exceptional writing ability, are essential.

4. Real estate agent

Average Salary Per Year: Rs 3,05,209

Daily tasks or assignments: Real estate brokers assist customers who want to buy a home with the process of looking at numerous houses, making an offer on a property and other responsibilities that come with the purchase of a property. A 60-hour training is required to become a real estate agent.

5. Sales account representative

Average Salary Per Year: Rs 4,76,954

Daily tasks or assignments: Sales account representatives offer items to companies and customers directly. Many marketing account representative positions, but not all, require a Bachelor’s degree, according to Glassdoor.

6. Medical assistant

Average Salary Per Year: Rs 3,03,851

Daily tasks or assignments: Medical assistants help doctors and nurses with routine medical chores. This may entail taking the patient’s fever or other vital signs, as well as conducting office or administrative tasks.

7. Administrative assistant

Average Salary Per Year: Rs 2,99,393

Daily tasks or assignments: Administrative assistants are responsible for filing documents, answering phones, scheduling meetings, and other office management activities. They may also take notes in meetings and help senior management. According to Glassdoor, this entry-level role might be a great way to get your foot in the door at a lot of big organizations.

8. Veterinary assistant

Average Salary Per Year: Rs 3,93,054

Daily tasks or assignments: Veterinary assistants support veterinarians with office activities, assist during animal examinations, and do minor medical chores on animals, such as checking their temperature or putting them on the exam table. A high school certificate and completion of a certification program are necessary for veterinary assistants, although no prior work experience is normally necessary.

9. Customer care specialist

Average Salary Per Year: Rs 3,02,280

Daily tasks or assignments: Customer care professionals and customer service reps are sometimes mistaken. However, the two positions are not identical. Customer service experts, according to Glassdoor, deal with businesses instead of individual customers. Customer service may be a good fit for those who like to operate in a B-to-B environment. Although customer service or contact center experience is ideal, many job ads merely demand a high school diploma and applicable abilities.

10. Legal assistant

Average Salary Per Year: Rs 3,94,696

Daily tasks or assignments: Legal assistants aid lawyers with paperwork, phone answering, making appointments and depositions, and much more. While some law assistant jobs demand “considerable experience,” some are more entry-level, according to Glassdoor. Working as a legal assistant is a great way to get your foot in the door of the legal industry and eventually work your way up to paralegal status.

11. Medical biller

Average Salary Per Year: Rs 2,29,150

Daily tasks or assignments: Medical billers serve as the intermediary between the doctor’s office and the insurance companies. You must be computer savvy and detail-oriented, and the work may need between 1 and 3 months of formal training. Medical billing classes, according to Glassdoor, may frequently count as this experience.


Communication skills, cooperation, problem-solving skills, ambition, and management skills are all-important soft skills to have in the job and are highly prized by companies. Throughout your work placement, you will have the opportunity to hone these and other abilities.

If you want to get a job without any past experience, apply for the ones given in this article.

Good luck!

Importance of HR Certification & Talent Management Certification.

An HR professional is frequently regarded as the company’s go-to person for all personnel issues. He/she is the person an employee goes to for salary queries, assessments, reviews, and other matters. Apart from that, HR maintains track of attendance, workplace regulations, and other guiding principles.

However, the function of human resources and talent management has grown dramatically over time. Employees are viewed as a substantial resource of high strategic relevance for a firm, with a greater focus on the “human” aspect. During this process, HR also employs a variety of tools and approaches that have a direct influence on the company’s productivity. HR workers manage various severe tasks through their HR careers, and experienced, skilled individuals must fill such tasks.

Let’s take a quick look at the basic knowledge and importance of HR Certification and Talent Management Certification.

How important are HR Certification and Talent Management Certification?

It is a smart option for anybody interested in a career in human resources to become certified. Certification is never required as part of a candidate’s profile. Nevertheless, if you contemplate your job in the long run, becoming certified is a worthwhile investment. Certification demonstrates that the individual possesses the most up-to-date, relevant abilities and sincerity about pursuing a career in the sector. It is an excellent approach to distinguish yourself from the crowd of applicants trying to start or advance their HR careers.

A variety of companies provide some of the greatest HR certifications. These are aimed at applicants with varying career durations and degrees of experience. 

Talent management aims to retain current personnel and elevate them to higher positions within the firm. This saves a lot of money that would have been wasted due to significant staff turnover. “It makes far more sense to invest in developing and retaining important personnel than sourcing, hiring, and training new ones.

HR Certification and Talent Management Certification are explained below:

Human Resource Certification Institute

The Human Resource Certification Institute (HRCI), with 40 years of experience, provides certificates for both aspiring and seasoned human resource professionals. There are eight certificates available, covering topics such as HR operations, HR strategy development, and much more. Some of the most important certifications are listed below:

  • Associate Professional in Human Resources or aPHR

aPHR refers to a core understanding of human resources and is beneficial to speed up their career advancement. It is targeted at professionals who are just starting their HR journey.

  • Senior Professional in Human Resources or SPHR

SPHR is a validation of mastery of the strategy and policy-making components of HR management and serves as a testament to one’s legitimacy as an HR leader. It is intended for people who are in charge of developing HR policy and holding HR departments responsible for their objectives.

Talent management certificates are also a fantastic alternative for a candidate wishing to create a career in HR and talent acquisition. Talent management is an emerging sector that is more broad-based than conventional HR in that it considers a candidate’s fit with not just the present function but also future jobs and the company culture.

Talent Management Institute

The Talent Management Institute (TMI), a major supplier in this field, offers an astonishing selection of talent management certificates for industry experts. It provides best-in-class expertise while also spreading an ideal talent management mindset. TMI provides five credentials in total, comprising two programs in partnership with the University of Pennsylvania.

TMI credentials must be updated by the period mentioned. Training is not required, and just a brief online remedial learning session is required. Typically, certificates are valid for 3 or 5 years. Two of its most important certificates are shown below:

  • Talent Management Practitioner or TMP

TMP is an excellent option for new HR professionals transitioning into talent management, as well as a top-up HR certification for individuals completing an HR degree or a related area. It aids in reengineering a current professional’s understanding of the industry and is frequently chosen by MBAs and HR workers across specialties.

  • Senior Talent Management Practitioner or STMP

STMP is an excellent option for a mid-career human resources executive seeking to advance into more senior roles and responsibilities. It might also be a crucial first step in pre-qualifying for the TMI-Wharton Fellow Programs since it guarantees advanced capabilities in dealing with the challenges of a shifting business context.

What are the benefits of HR certification?

Here are some benefits of HR certification that you should know:

  • Improves your resume.
  • It gives you personal fulfillment.
  • Improves your chances of acquiring a better position outside of your business.
  • Aids in your career as an HR professional.
  • Earns you respect inside your company.
  • Aids in proving your worth/value to my company. 
  • Increases your earning possibilities.
  • Allows you to have a bigger effect on the success of your company’s business.
  • Improves your possibilities for promotion inside your organization.

What are the benefits of Talent Management certification?

Here are some benefits of Talent Management certification that you should know:

  • Create a reputation for yourself as a vital asset
  • Discover how to recruit and keep great talent.
  • Take away useful tools and guidance.
  • Improve your professional development, discover new chances in the sector, and obtain essential qualifications.
  • Use what you’ve learned right away in your present position.


How can I become a certified talent manager?

If you want to be a talent manager, you’ll need a bachelor’s degree and experience in the industry in which you’ll be managing your customers. Furthermore, having good business, advertising, communication, and interpersonal abilities is a huge benefit.

How can I know which certification to choose?

At first, you should ask yourself: Why do I want to get certified? The qualifications for certification may have a significant role in which certification you are able to obtain. JD Conway suggested contacting the head of HR at your current employer or the firm you want to work for to see if there is a demand for HRCI or SHRM credentials. Make certain that, regardless of the certification you choose, you are willing to put in the effort to pass the examination and maintain your certification with recertification events.


These certifications demand a significant time and financial investment on your behalf, but it might be the push you need to elevate your career to new heights. However, don’t rush towards obtaining certification. Assess your professional path and whether certification can help you. Take the time to choose the correct certification for you, and after you’ve invested in one, make sure you maintain your certification by finishing the appropriate recertification credits. 

How to ask for a Job reference? 6 Essential Tips for a Job reference.

Someone who can explain or corroborate your professional expertise is referred to as a reference. Former co-workers, job or internship bosses, instructors, coaches, or even the leaders of organizations you have worked with are all acceptable references. Hiring managers may contact your references and inquire about your abilities and history. It is possible that how your references represent you personally and professionally will help you get employed.

Let’s take a look at the methods of how to ask someone to be a reference. Follow these methods and grab a suitable job role.

How to ask someone to be a reference?

Many employers require job applicants to provide one or more professional references with their applications. Before listing somebody as a reference, you should obtain their approval. This allows them to be prepared and may increase your chances of receiving a favourable referral.

Follow these guidelines when asking anyone to be a reference to ensure that you do it wisely and competently:

Start yesterday

Before you begin applying, prepare a list of anybody you may ask for a referral: direct bosses from previous jobs or internships, significant co-workers, or even individuals you’ve overseen, all of whom should be familiar with you and your work. Volunteering can also provide fantastic recommendations.

Then, cut your list down to size. You’ll generally need 2 or 3 references for any particular job, but you’ll need to have 1 or 2 more lined up because some may be more suited for specific occupations or skill sets.

Choose wisely

Select recommendations which will speak favourably of your credentials, achievements, and character, as well as those who are eloquent and can explain them adequately to a recruiter. Even though there are limitations, new references are preferred. If a previous job is particularly relevant to the one you’re looking for, add someone who oversaw you there.

Alternatively, if you didn’t get along with your most recent boss, select somebody from the same company who thinks you’re doing well. If the interviewer asks, you can answer (honestly) that this is the most familiar individual with your work.

Ask nicely

Once you’ve created your wish list, contact each of these individuals (or meet with them in person if possible) to see if they’d be prepared to serve as a reference. Email should only be used when necessary. It is far less personable and also a lot less instantaneous. If you haven’t talked with a potential reference in a while, remind him/her of who you are and what you collaborated through together, and update him/her on your current professional path.

Take any hesitancy from your potential reference, and go on to the following individual on your list. Essentially, you wish your new manager to be concerned that your past bosses would crush each other for an opportunity to brag about how terrific you are.

Make it easy

When somebody agrees to be a reference, tell him or her about the sort of position you’re going for (you may even go through the job description) and what abilities and traits you’d want to highlight. It’s also a good idea to send your resume and other material to your references to refresh their recollections of your accomplishments, such as tasks you participated in or reports you made. But make it concise. Reference is likely to be occupied. In any case, though some context might assist, his or her memories of your magnificence will be more convincing than a screenplay that looks like your cover letter.

Please take a minute to validate your references’ present titles and contact details, and inquire about how they like to be contacted by the employer.

Keep it simple

Once you’ve gathered your supporters, create your reference list, which should be a basic document that fits the font and design of your cover letter and resume. Provide a name, title, organization, department or division, mobile number, and email address for each recommendation, as well as a line summarizing the link succinctly.

Therefore, when you chat with a prospective employer, have your referencing ready, but don’t offer it or include it with your applications until your hiring manager specifically requests it. There’s no purpose in distributing this list if your company isn’t seeking recommendations.

Follow up

Show off your expertise by acknowledging each reference with a handwritten message as soon as they agree to assist you. Make sure to notify them as soon as you submit their names as a reference, so they are prepared if they are contacted. And, if you land that dream job, or even if you don’t, make sure you notify your references. People like to know what happens in a procedure they’ve been a part of, and keeping tabs with an email is part of keeping a strong connection in the long run.

Who to choose for a job reference?

It would help if you thought about who your references will be soon in the job application process because references might be requested as early as the application step. Create a list of persons who might serve as references. Consider people who you feel will speak favourably of your achievements, professionalism, personality, and credentials.

  • Former managers or supervisors
  • Former employees
  • Former co-workers
  • Industry colleagues
  • Advisors, teachers, mentors or instructors

What are the basic steps for a job reference?

  1. First, offer them plenty of time to respond before applying or interviewing.
  2. Then, briefly describe how you met.
  3. Next, structure your inquiry such that they may answer no if necessary.
  4. Then, define the position for which you are applying.
  5. Following that, email your CV to each reference.
  6. Finally, double-check their contact details.


How you ask somebody to become a reference might influence whether they answer yes or no and if they are willing to offer you a positive evaluation. Please provide them with all of the details they require to offer you an excellent reference. As common respect, reply back with a thank you email.

Top 15 Interview Questions for Managers to ask an Interviewee.

You may be thinking about what type of questions the manager will ask you. While there is no way to predict what subjects will be discussed, there are a few common interview questions you should expect to be questioned.

Here is a list of common interview questions for you.

1. Tell me about yourself

To get to know you, your interviewers will most likely begin with a question about you and your life. Begin by summarising your present job or activities, followed by the most essential and relevant highlights from your experience that make you the best candidate for the post.

2. How would you describe yourself?

When interviewers ask you to tell them about yourself, they’re searching for information on how your traits and attributes match up with the capabilities they feel are essential to succeed in the work. Include quantitative achievements if feasible to showcase how you leverage your finest qualities to generate success.

3. What makes you unique?

Employers frequently ask this question to determine why you are more qualified than the other applicants they are interviewing. To respond, consider how employing you might help the employer. Because you don’t know the other candidates, it might be difficult to consider your response concerning theirs.

4. Why do you want to work here?

Interviewers frequently ask this question to assess whether or not you researched the firm and why you believe you are a good fit. Doing your study and learning about the company’s products, services, objectives, history, and culture is the greatest approach to prepare for this question.

5. What interests you about this role?

Like the preceding one, this question is frequently asked by hiring managers to ensure that you understand the position and offer you the opportunity to emphasise your relevant talents. Aside from properly reading the job description, it might be beneficial to compare the role criteria to your talents and expertise.

6. What motivates you?

Managers ask this question to assess your self-awareness level and verify that your motivational factors are appropriate for the work. To answer, be as descriptive as possible, use real-life examples, and connect your answer to the job function.

7. Why are you leaving your current job?

There are several reasons for quitting a job. Prepare a meaningful response that will reassure your interviewer that you are serious about your career transition. Instead of dwelling on the shortcomings of your present or prior employment, consider the future and what you want to gain in your next one.

8. What are your greatest strengths?

This question allows you to discuss both your technical and soft talents. To respond, describe your qualities and personal characteristics, then apply them to the position for which you’re interviewing.

9. What are your greatest weaknesses?

It might be unpleasant to talk about your flaws in a setting where you’re supposed to focus on your strengths. When answered appropriately, though, discussing your faults may demonstrate that you are self-aware and desire to constantly improve your job traits that many employers find incredibly appealing.

10. What are your goals for the future?

Hiring managers frequently inquire about your future ambitions to evaluate whether or not you want to stay with the firm in the long run. This question is also used to assess your desire, career expectations, and ability to plan.

11. What after your plans for the future?

Understanding how you envision your life in the future might help employers determine whether the position and company’s trajectory aligns with your growth aspirations. To respond, give basic thoughts about the abilities you want to acquire, the kind of roles you want to play, and the objectives you want to accomplish.

12. Tell me about your worst situation and how you came out of it?

This question is frequently used to test your ability to perform well under pressure and your problem-solving skills. Remember that tales are more memorable than statistics and data, so seek to ‘show’ rather than ‘tell.’ This is also a wonderful chance to demonstrate your humanity and willingness to go the additional mile without being asked.

13. What is your salary range expectation?

Interviewers ask this question to ensure that your expectations are in accordance with the amount allotted for the post. If you provide a pay range that is much lower or higher than the fair value of the position, it conveys the appearance that you are unaware of your worth.

14. Why should we hire you?

While this question may appear to be an intimidation tactic, managers usually ask it to give you another chance to explain why you’re the right candidate. Your response should highlight the talents and expertise you bring to the table, as well as why you are a strong cultural fit.

15. Do you have any questions?

This may be one of the most significant questions asked throughout the interview process since it allows you to explore any unaddressed topics and shows the recruiter that you’re enthusiastic about the work. By this stage, you should have covered most of the fundamentals regarding the position and the firm, so use the opportunity to ask the interviewer about their personal experiences with the organisation and obtain recommendations on how to thrive if recruited.

What Questions Should You Be Asking?

As previously stated, there are specific categories to consider while preparing questions to ask an interviewer. You can ask questions related to these:

1. Job role

2. Daily tasks

3. Requirements

4. Expectations

5. Company

6. Work environment


Every manager is unique and has a different mindset. Due to this, their questions may differ. 

You may generate interesting talking points for your next job interview by preparing responses to these frequent interview questions. You can practice the given questions in this article and remember to be confident with what you speak.