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<h3>Dealing with Lockdown Humdrum and Diminishing Employee Productivity &nbsp;</h3>As of today, the COVID-19 Lockdown is due to “end” on May 3rd, 2020. This was an extension from the previous ‘April 15th’ end date. The entire world is dealing with flattening the COVID-19 curve. Hence, come May 3rd, we are likely to see yet another extension of our nationwide lockdown. Here are a couple things that could happen:<ol><li>Lockdown until a vaccine is found (won’t happen til the far future)</li><li>Provisions such as intrastate movement. (But no interstate or international travel)</li><li>Business will resume based on requisites and locality (High dense areas are likely to remain on lockdown)</li><li>The Lockdown will indeed end on May 3rd (…AND we risk a surge of new covid-19 cases)</li></ol>Point four is severely unlikely and definitely not an option. The only way the government can ensure the safety of the Indian citizens and residents is by maintaining the lockdown. Currently there are close to 20,000 confirm cases. Maharashtra has the highest number of cases accounting for almost a quarter of the total, followed by Delhi and Gujarat that have reported slightly over 2,000 cases respectively. It is due to such strict measurements taken by the government, that a country as large and densely populated as India has managed to indeed flatten the curve. Over the last 30 days, various industries have taken a big hit to their businesses. These same businesses are eager to resume their operations. Many companies are still and had never stopped their operations. A vast majority is conducting their businesses from home. Now we all know, working from home is no easy feat. Several people may be quick to assume that, that is due to the lack of drive to work (laziness) or the number of home distractions (namely Netflix, Prime, Instagram, Facebook etc ). Although this is true for a percentage of cases, the rest are dealing with something far worse.<h3>Burning out, Depression, Cabin Fever &nbsp;</h3>How to deal with lockdown depression?There are several reasons to see a dip in your staff performance. One of them is job burnout. This is the overwhelming stress that comes with taking on responsibilities at work without spending time to mentally de-stress. Several people are struggling with time management at home. Now that we are working from home, people have taken on their own hours and are working around the clock. This is an unhealthy routine. Individuals need actively work to maintain a work-life balance now that their home and office are the same. ‍Depression and cabin fever are other factors to beware of. People are confined within their homes, they are less exposed to sunlight (Lack of Vitamin D can make you more depressed), and there is minimal activity. This restlessness and depressive episodes can affect work levels. High stress, depression and restlessness have a negative impact on the mindset of your employees. They are less likely to complete multiple day to day tasks and spend more time on the completion of a single task instead.<h3>Address the Situation</h3>It is high time we all realize that we are not getting out of this lockdown at least until the end of May, and maybe even longer. If you’re an employee reading this, this means you can no longer use the excuse of “it will be fine, the lockdown ends soon, things will be back to normal”. More importantly, things won’t be “back to normal” regardless of when the lockdown ends. Anyway, the first thing employers need to do is identify if their engaged employees are not performing to standards. Depending on the job position, certain employees will be able to perform even on lockdown while others are more constrained. However as it has been over a month since we’ve all entered quarantine, majority of companies have already rolled out work from home schemes to restructure responsibilities and operations. That’s a slightly fancy way of saying you delegated new tasks. Which means, employers should be more concerned regarding the health of their employees if productivity still seems low, monitor remote employees. Taking notice of what’s happening is important and it is the first step. For big companies this means addressing these issues during senior personnel meetings. For smaller companies, this means having frequent all team meetings. As a community, we need to have a significant shift in our mindset. If working from home is on the agenda for the next 8 weeks, we need to start making more concrete plans and strategies that will be implemented for long term and not just for 4-week periods. &nbsp;<h3>So what should you do?</h3><ol><li>Measure productivity – Use an app or any communication app to keep track of how long your employees are working</li><li>Clearly define new KPIs – Uncharted work territory means new goals</li><li>Host in-house webinars – Open these up to just your employees! It can be anything from industry to wellness to entertainment based webinars</li><li>Communicate – Whatever hierarchy you follow, make sure you’re following up and following through with your tasks</li><li>Over Communicate – Don’t settle for weekly or bi-weekly updates. Get those updates everyday through calls or applications</li><li>Give at least one day off if not two – Give your employees a clear “order” to take at least one day of the week to unwind</li></ol><h3>Employee Centric</h3>Use an employee centric approach. In this time it is important to show your employee you care. Your people are concerned about getting laid off, or not getting salaries or the fact that they could potentially end up with a deadly virus. Focus and make sure your employees are doing well, in turn they will take care of your business and your customers. These individuals are much likely to perform better, stay on with the company post lockdown and start innovating. Another aspect to this is to consider the continuation of your hiring plans. Your current employees are working from home, why not hire a couple freelancers, interns of full-timers to work from home too? This will help boost your productivity. The only way we can keep our businesses running is by finding new ways to implement the plans we created prior to COVID-19. The pandemic has severely affected the job market with reputable colleges discontinuing their placements to MNCs pulling back their offers to hefty layoffs. In conclusion, if we know one thing it is that companies that successfully implement an ironclad work from home strategy, are more likely to observe a smoother transition once the lockdown ends. If you’re looking to hire, GetWork can help just drop us a message <a href="https://getwork.org/contact-us">Here</a> or on <a href="https://www.instagram.com/getworknow/">Instagram</a>, <a href="https://www.facebook.com/getwork2018">Facebook </a>or using our chat feature on the lower right corner of your screen!

We are Not on Vacation

This blog post provides strategies and tips on how to deal with the humdrum and diminishing employee productivity resulting from lockdown. It includes advice on how to keep employees motivated during this difficult period, such as empowering them to take ownership of their work, providing flexible working options, and creating an environment where it’s easy for employees to collaborate.

Work Culture 

Industry Trends

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If you follow tech updates and news, you know about the increasing artificial intelligence (AI) solutions being adopted by companies on a rapid global scale. The International Data Corporation (IDC) recently updated their Worldwide AI Systems Spending Guide and found that by 2023 there will be $97.9 billion dollars spent in AI adoption. This is over 2.5 times the current expenditure of $37.5 billion. The research director at IDC mentioned that AI and Machine Learning (ML) will be used for multiple solutions and applications including Human Resources software, healthcare systems, content management, user productivity, and driving consumer behavior. &nbsp;AI is changing the function and productivity across all sectors and industries.<img src="https://uploads-ssl.webflow.com/6037ab8894ae4f8391eff95b/604b5e74b5ad265d41acc28b_5f85a38eba35a71434c1a145_Rectangle%2520451.png" alt="IDC Worldwide Semiannual Artificial Intelligence Systems Spending Guide 2018">As a student interested in going into the tech industry at present means that you need to be up to date with the latest trends and technology. The following article highlights the top 5 technology trends taking the world by storm.<h3>1. Internet of Things &nbsp;</h3>The Internet of Things or IoT is one of the biggest and most popular trends to emerge in the last decade and it will be in popular among technology trends in 2021 and beyond. The concept behind IoT is to connect all technological devices to the internet to integrate all your systems seamlessly. IoT takes the SMART device concept and applies it to various software enable a scalable, automated and upgradable technology. IOT technology allows users to use this connected network to control all their products from a device. For example, individuals can turn on lights and electrical heaters in their homes when they are on their way back from work. Automated cars, which is a developing technology, can also be controlled through the use our devices. This integration will increase our productivity and also increase accessibility to our various devices and applications.Top Internet Of Things Examples To Know<ul><li>Connected appliances</li><li>Smart home security systems</li><li>Autonomous farming equipment</li><li>Wearable health monitors</li><li>Smart factory equipment</li></ul>‍<h3>2. Machine Learning &nbsp;</h3>Machine Learning or ML, is any computers ability to learn new functions and concepts by itself by analyzing data and tracking our interactional patterns and use. ML is a sub application of AI and is used in a variety of technology such as through social media discovery pages. These applications study your likes and views and then show you content that is related to your usage. It can also analyze your interactions with your friends and prioritize content of friends you interact with more regularly – who are likely to also be your close friends. Machine Learning is being rapidly used to analyze consumer data and predict behaviors. With this information employers can use this information to better market their products. ML’s self adaptive algorithms are vital in driving user experience. In this day in age we rely on our mobile devices and gadgets to give us customized information and personalized options. Google already uses this technology even offline, allowing our smart phones to collect our information and enhancing our experience once we are connected. This is why sometimes when you type in a search query on Google; you begin seeing ads of that query across various platforms.<h3>3. Deep Learning &nbsp;</h3>Deep Learning is also an AI function and a further subset of ML that is used to simulate the neuronal functions similar to that of our brains. Deep Learning is a cognitive technology that also uses natural language processing (NLP) and speech recognition to automate and optimize several mundane user tasks. This technology is also used to process data and visualize patterns in decision making in the same way that humans do. Deep Learning has evolved especially with the surge of large quantities of data, commonly known today as big data sets. These vast sets of data being extracted from all places of the internet and connectivity would take the average human several years to cognize and extract relevant information. Hence, forms the appeal of deep learning technology as it can read and learn from these big data sets that are unstructured and unorganized, but it can complete this task in the fraction of the time it takes a human to do it. &nbsp;<h3>4. Touch Commerce &nbsp;</h3>It is very likely that you have already used this technology to your full advantage. Touch commerce leverages our touch-screen devices to allow us to buy products and services with just the touch of a button. Consumers can buy anything they want right from their phones after they have linked their payment methods to their device accounts. Touch Commerce has massively changed the e-commerce businesses. Retailers are utilizing this technology to increase their sales and user experience. Touch commerce is rapidly reducing the need for individuals to leave their homes and into shops and malls. The ease at which consumers are now buying products are higher than it has ever been. &nbsp;<h3>5. Virtual Reality &nbsp;</h3>Virtual Reality or VR is an older technology that’s been around since as early as the 1950s, however due to the lack of technological capabilities it was not prevalent until this century. &nbsp;With the improving software, hardware and general technologies, virtual reality is something out of our favorite sci-fi movies. Virtual reality helps you visualize another reality through the use of the VR goggles. This technology prevailed initially among various video games. Today this technology is being applied to other sectors. If you can visualize another reality, the software can be programmed to visualize specific scenarios. VR technology is now being implemented in various industrial, healthcare and medical trainings. Students and employees can now receive the hands on training that will increase their productivity and efficiency.

Latest Technology Trends You Need To Know

This blog provides readers with information on the newest developments in the tech world. This includes topics such as virtual reality, internet of things, machine learning, and more. 

Upskilling

News & Events

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As a result of the worldwide pandemic, Human Resource departments over the last eight months have been faced with a new task to hire candidates remotely. This process was prevalent in various job roles for candidates willing to relocate prior to the COVID19 pandemic. However, in the current scenario, full recruitment procedures are conducted virtually via telephonic and video interviews. Over the last two to three years, recruitment and HR practices were already seeing a lot of growth and innovation. Especially with the onset of Artificial Intelligence (AI) tools being offered to assist HR Managers to enhance their people management systems. From the early 90s to the 00s, we have seen a gradual shift of paper resumes to digital resumes as a preference for very many companies. Digital resumes are easier to store and can be managed easily especially with the introduction of resume parsing software. Recently, video cv have become a perfectly admissible form of application. &nbsp;<figure class="media"><oembed url="https://www.youtube.com/watch?v=O0UyjntDKJI"></oembed></figure>&nbsp;<h3>Who does it work for? &nbsp;</h3>It is a fact that this form of application is less ideal for Generation X and older candidates. Simply because explaining their achievements and experiences would result in lengthy video resumes which would consume a recruiter’s time at screening. However when considering the early talent recruitment, recruiters could actually benefit from this process. Currently, early talent candidates fall under Generation Z, who is by far the most technology influenced age group. This would allow them to easily create and edit this type of video content. Video resumes give recruiters the chance to assess the candidates’ soft skills especially in identifying their convictive communication skills and area specific knowledge. Fresh graduates, especially in India, struggle with writing resumes. By simply looking at a resume, recruiters may actually be unable to assess the true quality of an applicant. Resume building has become, in itself, a strategic skill, where an individual can present themselves to be more articulate and polished than they actually are. By allowing them to present themselves in a brief 2-3 minute video, young talents have abundant time to share their qualifications, any experiences and career goals. Although this is slightly more time-consuming at the screening process, recruiters will be able to shortlist ideal candidates more accurately and reduce the need for multiple interview rounds. &nbsp; &nbsp;<h3>Evaluate Candidate Personality</h3>Since 2015, AI has taken recruitment by storm and although it’s being used extensively as a marketing gimmick, it still remains as a vital dynamic in recruitment processes. Traditional hiring is upgrading to smart AI recruitment solutions. In the initial phases, AI was seen as a distant dream, but it is now reality, and there are several user-friendly HR applications entering the market every year. AI is implemented in recruiter chatbots, candidate screening, P2P learning, and skills assessments. All of these tools are raising the candidate experience and restructuring outmoded hiring practices. AI will establish faster, smarter, secure and overall easier recruitment. &nbsp;<h3>You’re Actually Saving Time</h3>So just hear us out. We know it sounds like a lot of work to actually receive video resumes and watch them, especially since each is about 1-2 minutes long. Be that as it may, you’d actually be narrowing your pool of candidates by asking only the eligible ones to come in for an interview. This drastically reduces your resources for scheduling assessments and interviews for candidates that you were bound to reject. Viewing a video will give you a lot more insights than a resume and a cover letter. You will know after viewing a video whether a candidate is worth calling in for an interview. By spending an extra minute at the time of screening, you will save hours and time at later stages of the hiring process. Additionally video resumes are easily stored and can be accessed readily in the future. In the case where you ask your candidates to apply again in the future, you could compare their video resumes to see their growth in terms of experience and personality. &nbsp; &nbsp;<h3>Client Facing Roles</h3>It is important to note that video resumes are advantageous for specific job roles over others. For example, if you are hiring a software developer, asking them to create a video resume will not give you enough information regarding their technical proficiencies. Video resumes work best when you are hiring for roles that require client interaction. Employees that are required to build and manage relationships with clients need to have impeccable communication and interpersonal skills. These are also the key skills that a video resume will allow you to determine. If you’re hiring for advertisers, marketers, public relations representative, event managers or sales profiles – then maybe video resumes will be the most beneficial for you. We’re not saying that you can’t use video resumes for other profiles, but in terms of efficiency and looking at your time to hire metrics, opting for video resumes for client facing jobs will optimize your processes. On the other hand, we’re not saying that you should only use video resumes. Video resumes are a very new concept, especially in India. If you’re looking to implement new strategies, you can introduce the option of including video resumes. Candidates that submit video resumes are more likely to be confident and self-assured about their communication and presentation skills. &nbsp; &nbsp;<h3>Why has it not been implemented yet?</h3>With every new innovation, there are late adopters. Several organizations are already accepting video resumes. Various surveys have shown that on average 9/10 employers are willing to view video resumes they receive. The traditional professional resumes we see today have been in use for the last 50 years. There are three reasons that video resumes are still not a recruitment norm. The first, as discussed above, is that it does not allow one to showcase their technical skills and thus lengthens the screening process. Secondly, there are currently no regulations in place when it comes to video resumes in terms of data management and evaluation. Lastly, recruiters could be imposing their biases when making hiring decisions. Candidates that submit video resumes can still submit assessments so that their practical skills are assessed. Video resumes is not supposed to replace the hiring process, it is simply supposed to refine the screening process. In terms of regulations and biases—this is something that the human resource industry would be able to underpin collectively. Recruiters would have to identify what key areas they are looking to assess in an interview. HR departments are aware of discrimination that occur in the recruitment process, and are actively training their recruiters to avoid these biases. &nbsp; &nbsp;<h3>Tips on structuring your video resume application:</h3><ol><li>Give a time limit to your videos. We recommend 1-2 minute videos for early talent recruitment.</li><li>Utilize cloud talent management software to simplify the collection and storage of your videos.</li><li>Give candidates three questions or pointers to cover in their video.</li></ol><h3>What to look at when Assessing Video Resumes</h3>Here are a few things to look for when you are viewing video resumes. These points will help you gauge the expertise and skills of the candidates:<ul><li>Content &amp; Creativity – Really focus on what the candidate is saying? Are they simply reading out their resume in front of a camera or are they keeping you engaged? It’s all about how creatively they are able to express themselves.</li><li>Professional Presentation – Look at the finer details. Are they dressed well? Have they paid attention to video and audio quality? Have they made additional edits in their video to enhance presentation?</li><li>Video Length – If you’re receiving video resumes that are longer than the limit you set, it shows that your candidate is unable to follow instructions and express themselves in a concise and coherent manner. &nbsp; &nbsp;</li></ul>Video resumes will display an abundant of information regarding a candidate. As the HR industry is currently redefining processes due to COVID19. According to a survey conducted by Glassdoor prior to COVID19, India had one of the shortest time-to-hire rates with an average of 16.1 days from initial sourcing to hire. The pandemic has disrupted these processes, and introducing innovative strategies can help maintain the fast and smooth processes. If you’re looking to hire fresh graduates at this time, you can connect with GetWork! We offer an automated hiring platform that allows you to source, screen and hire qualified fresh graduates in less than 10 days. Our AI enhanced tools allow you to get the best candidate matches as per your eligibility requirements. Looking for more custom solutions and video resume capabilities? Contact us now to learn how we can assist you. &nbsp; &nbsp;<h3>Resources:</h3> <a href="https://hr.sparkhire.com/best-hiring-practices/employers-and-video-resume/">https://hr.sparkhire.com/best-hiring-practices/employers-and-video-resume/</a><a href="https://hr.sparkhire.com/best-hiring-practices/employers-and-video-resume/">‍</a><a href="https://www.thebalancecareers.com/video-resumes-1918979">https://www.thebalancecareers.com/video-resumes-1918979</a><a href="https://www.thebalancecareers.com/video-resumes-1918979">‍</a><a href="https://www.hrtechnologist.com/articles/recruitment-onboarding/why-should-employers-consider-video-resumes/">https://www.hrtechnologist.com/articles/recruitment-onboarding/why-should-employers-consider-video-resumes/</a><a href="https://www.hrtechnologist.com/articles/recruitment-onboarding/why-should-employers-consider-video-resumes/">‍</a><a href="https://tech.co/news/evaluate-candidates-video-resumes-2013-09">https://tech.co/news/evaluate-candidates-video-resumes-2013-09</a><a href="https://tech.co/news/evaluate-candidates-video-resumes-2013-09">‍</a><a href="https://workology.com/how-to-evaluate-a-job-candidates-video-resume/">https://workology.com/how-to-evaluate-a-job-candidates-video-resume/</a>

Innovation in HR: Video Resumes

Featured

As a result of the worldwide pandemic, Human Resource departments over the last eight months have been faced with a new task to hire candidates remotely. 

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<h3>Embracing New Technology and Reviving the Human Connection &nbsp;</h3>2020 will be a big year for recruitment worldwide but more so for India. The growth of the workforce has been increasing steadily and is predicted to increase over the course of this decade. Millions are joining the workforce every year and there aren’t enough job creations to meet such demands. Even so, recruitment in India has been growing to be increasingly difficult with high competition and inapt candidate pools. To thrive in the next decade, hiring managers have to stay ahead by making use of undervalued candidate skills. There is also pressure to improve applicant experience while searching for optimum candidates in accordance to company values. Here are some of the key things recruiters need to consider to become successful with their hiring practices over the next 10 years.<h3>Company Culture &nbsp;</h3>Employee engagement was not a vital convention of the previous decade. It is now. Bad candidate experience is highly detrimental and the absence of a dynamic and healthy work culture results in higher attrition rates. Recruiters should know that salaries are not the only determining factor for the youths in India, who makes up a vast majority of the workforce. Several surveys have shown that Gen Y and Gen Z candidates have repeatedly prioritized world culture and growth over high wages. A strong culture is directly related to higher productivity, innovation, talent acquisition, better business outcomes and customer satisfaction. These are all major reasons to re-evaluate the work culture at your company. Does your work environment prioritize growth and experience or does it only focus on business goals and numbers? Focus on marketing your Employer Brand to ensure candidates understand the company’s core values and vision before they are onboarded. &nbsp;<h3>Artificial Intelligence</h3>Since 2015, AI has taken recruitment by storm and although it’s being used extensively as a marketing gimmick, it still remains as a vital dynamic in recruitment processes. Traditional hiring is upgrading to smart AI recruitment solutions. In the initial phases, AI was seen as a distant dream but it is now reality and there are several user-friendly HR applications entering the market every year. AI is implemented in recruiter chatbots, candidate screening, P2P learning, and skills assessments. All of these tools are raising the candidate experience and restructuring outmoded hiring practices. AI will establish faster, smarter, secure and overall easier recruitment. &nbsp;<img src="https://uploads-ssl.webflow.com/6037ab8894ae4f8391eff95b/604b692987150774fb4e2bb0_5f86977db995023be0eb234f_hiring.png" alt="Hiring "><h3>Mobile Recruitment</h3>Any tech savvy recruiter is aware that several job seekers are bound to be using their smartphones and devices to search for opportunities on-the-go. However, don’t make the mistake of thinking that only millennials are conducting such practices. In fact mobile devices are being used in job searches across Generation X, Y and Z candidates. Use of social media platforms to attract candidates like Facebook, Instagram and Twitter are becoming more popular. Mobile is the future, thus optimizing your experience to attract diverse talent pools is necessary. Here are a couple things to keep in mind when structuring your job posts and content for candidates using their mobile:<ul><li>Understand your audience – Think about the demographics you’re trying to reach or attract, what platforms do they use and how will they receive the content.</li><li>Shorter applications – Using mobiles mean that job descriptions and applications should be easy to apply for. Avoid long applications that are harder to complete using a phone.</li><li>Test it – Optimizing the experience doesn’t mean it will work from the get-go. Test your implemented processes to ensure candidates have a smooth application experience.</li></ul><h3>Talent Acquisition Leaders</h3>The decade shift will depend upon hiring managers. With new mobile recruiting strategies and technologies like AI, the recruitment process is continuously being disrupted. Hiring managers and talent acquisition leaders need to facilitate the team into the new age. These leaders need to full immerse themselves in the business aspect of recruitment while maintaining key soft skills themselves. They have to bridge the gap between the technical and human aspects of hiring. A key aspect of this is to understand that recruitment is a candidate driven market and not an employer driven market.<h4>Here are qualities of an Exceptional 2020 Recruitment Leader:</h4>Proactive – Majority of job seekers are passively seeking jobs opportunities, it is up to recruiters to devise plans to attract and retain candidates. They need to utilize employee referrals, social media recruiting, and inbound recruiting to improve key hiring metrics like cost per hire, time per hire, quality of hire, and employee retention. Emphatic – Connecting with your candidates is the best way to secure candidates and increase their employment period at your company. Emotionally intelligent and compassionate recruiters truly understand their candidates’ goals, perspective and struggles. This helps you understand why candidates are motivated and how you can in turn encourage them and help them grow. Tech Savvy – Staying updated on all the tech trends in recruitment is vital. What are the new software and tools coming into the market? What works and what doesn’t! All these factors are important in improving work experience for yourself and your teams. Data Analytical – Successful recruiters harness the power of data to create improved and strategic recruitment plans. Using data is a great way to get clear numbers and analysis that helps evaluate the various hiring metrics mentioned above. Data can also give strategy insights to improve ROI. Track where your best candidates are coming from and invest time and money in to those channels for optimal results. In conclusion, recruitment is going through an overhaul that will change the way candidates are selected. Using technological tools, data-driven processes, and focusing on employer branding will bring equity to the hiring practices. GetWork is an AI-powered recruitment tool that embeds an analytical approach in to the specific recruitment branch of campus hiring. College students are struggling with developing professional skills and becoming privy to work cultures before accepting their offers. Even after successful candidate experiences, these fresh graduates are left overwrought and completely unprepared for successful careers. GetWork has taken the initiative to empower these youths by implementing various skill development modules and employer branding strategies to enhance yours and their campus hiring experience. The platform manages end-to-end recruitment processes by collaborating with Colleges, giving your hiring teams more time to focus on alleviating attrition rates and increasing employee engagement. And the bonus? We are optimized for mobile usage! So register on to <a href="https://app.getwork.org/signup/employer">getwork.org </a>today. To learn more about GetWork, visit <a href="https://getwork.org/employer">getwork.org</a>.

Driving Recruitment in 2020

2020 will be a big year for recruitment worldwide but more so for India. The growth of the workforce has been increasing steadily and is predicted to increase over the course of this decade.

Hiring Strategies

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Digital Marketing is in big demand for all companies today. If you want to become a digital marketer, there are set of skills that you need to have and tools that you need to be familiar with in order to be successful at your job.<figure class="media"><oembed url="https://www.youtube.com/watch?v=wlazvutN-qY"></oembed></figure>‍ <a href="https://www.getwork.org/career-advice-blog/digital-marketing-for-beginners#">‍</a>This blog post has everything you need to GET STARTED as a digital marketer. It will also give you additional guidance and tips on how to prepare and what to expect during an interview to become a Digital Marketer. So let’s begin by talking about all the Digital Marketing basics for beginners.<h3>Technical Strengths:</h3><ul><li>Behavioral Analytics</li><li>Strategizing &amp; Research</li><li>Content Writing/Creation &amp; Storytelling</li><li>SEO Market Trends</li><li>Advertising and Promotions</li></ul><h3>Tools &amp; Platforms:</h3><ul><li>Google Analytics</li><li>Social Media Platforms</li><li>Canva or Video Creators</li><li>Graphic Design</li><li>WordPress or other Blogging Sites</li><li>Adobe Suite or other Editors</li><li>Email Marketing Platforms</li></ul><h3>Soft Skills:</h3><ul><li>Creative and Persuasive</li><li>Communication &amp; Listening Skills</li><li>Teamwork &amp; Leadership</li><li>Unconventional or Lateral Thinking</li><li>Approachable &amp; Self-Starter &nbsp;</li><li>Be Thick-Skinned</li></ul>When you’re applying to be a Digital Marketer the following rounds will be part of most selection procedures: &nbsp;1. General Application + Resume &amp; Cover Letter 2. Request of Work Samples OR Marketing Assignment 3. Interview RoundSo let’s tackle each round one by one… &nbsp;<h4>The General Application</h4>This is probably the easiest step of the general application round. You have to fill out the application form according to what the company requires as well as hand in your resume and cover letter. Employers want to identify your technical skills in this round. In fact the hardest part is actually finding the jobs that you would want to apply to. <a href="https://app.getwork.org/candidate/signup">If that’s your concern then sign up on GetWork now by clicking HERE.</a> <a href="https://www.getwork.org/students">‍</a>Remember to structure your resume in an appealing and creative way. You are applying for a digital marketing role, which means that if your resume has poor design or multiple errors, it will give a negative impression to your prospective employers. In your Cover Letter be sure to highlight any of the skills you possess that are relevant to Digital Marketing, like the one we so clearly laid out for you above!<h4>Work Samples &amp; Assignment</h4>At this stage, you have essentially been shortlisted to the first round of the job. This means that employers have looked at your resume and CV and find that you possess the right kind of skills that they are looking for. So they have handed you this assignment to see how you are able to apply yourself. They essentially want to see what digital marketing tools you possess. ‍Employers will either ask you to share your previous work examples such as your blogs or websites and social media accounts that you have previously managed. Be sure to hand in analytical reports to support these samples so that they can see how you are tracking your KPIs. This is a step most people miss out on, if you do this, you are sure to stay ahead of all other applicants. They may also hand you a marketing assignment which could be any of the following:<ul><li>Short Blog or Article Assignment—This will usually be related to the kind of topics they are publishing</li><li>‍Case Study – They will give you a case study or a scenario where you have to identify the problem and give solutions as well as a means to measure them. For example, a scenario could be of a newbie influencer on Instagram looking to gain followers. Your task would be to identify how they can do this as well as how can they measure their success.</li><li>‍Design Skills – They may ask you to create a sample poster or post for social media to see how well you are able to design content in a given period of time as well as evaluate your knowledge on how you’re targeting an audience.</li></ul>5 Skills Important to become a Digital Marketer<img src="/uploads/Copy_of_Copy_of_5_skills_for_a_digital_marketer_a4c1847ba2.png" alt="">&nbsp;<h4>Interview Round</h4>This is the hardest part of any job application, not just for digital marketing. Here Employers want to see what soft skills you possess, namely the ones we mentioned in the first part of this blog post. Being approachable, quick on your feet, with great listening and communication skills is how you land this job. These three skills are vital and must come across in your interview round. ‍Expect the following Questions:<ul><li>What experience have you had in Digital Marketing or Marketing?</li><li>What KPIs do you track?</li><li>How do you plan to increase our digital awareness for our company?</li></ul>For the first question make sure you are getting into the specifics by using the right words. As we have mentioned in this blog as well as our previous blog on digital marketing, this job division is very vast. Mention exactly which type of Digital Marketing techniques you are savvy with, such as SEO, Blogging or Social Media. Then go into what you have done and mention the results.For the second question refer back to your relevant experience. When you have stated your results, now identify how did you get those numbers and figures? Maybe you used Google Analytics, built in analytical tools on social media platforms, or maybe another type of tool to analyze your post performance. Tell them what exactly you tracked using the analytical tools and software. What key metrics were you looking at? It could be page/website clicks or the number of impressions or followers depending on what type of marketing experience you’ve had.For the third question, this is actually a really tough one. We’re not going to lie. In fact there is no magic formula that we can offer you except that you have to start by learning all you can about the company before you go into that interview. If you have researched the company well, you would have analysed how they are using a wide variety of platforms to raise brand awareness. Instead of giving general answers, focus in on a single platform. For example – tell them how they could be posting differently on Instagram since they have fewer likes to follower engagement ratios. Another example could be how they should re-strategize their company website to make it more interactive. These are the three basic but very important questions that all interviewers will ask you during your digital marketing job application. Get a good night’s sleep, research well and breathe! Everything is going to work out fine. If you are looking for Digital Marketing jobs, several companies using GetWork are looking for digital marketers to join their teams. <a href="https://app.getwork.org/candidate/signup">Sign up today by clicking HERE.</a> <a href="https://www.getwork.org/students">‍</a>Visit <a href="https://getwork.org/">getwork.org</a> to learn more about what we do. &nbsp;&nbsp;

Digital Marketing Tips For Beginners

This blog post provides all the necessary information to EMBARK on a career in Digital Marketing. It also offers advice and insight on how to get ready for an interview and what to anticipate during the process.

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It’s our 60th Day on total lockdown. When we first begun our work from home schedules, many were skeptical regarding the long weeks of lockdown ahead of us. So, productivity levels and employee engagement dipped until we realized that we were in this for the long haul. COVID-19 has affected our livelihood and business and we’re nowhere to close to getting out of the woods yet. But we are still very slowly beginning a transition into our offices. So here are three things HRs need to focus on.<ol><li>Employee Well-Being</li><li>Learning &amp; Development</li><li>Evaluation &amp; Feedback</li></ol><h3>Employee Well-Being &nbsp;</h3>This has been BIG consideration for companies globally. Never before have employers given this much focus and attention to the mental health and engagement of their employees. This itself has proved to be a solid achievement for business amidst the pandemic. However the key part is to sustain these practices. Your dedication ensures employee engagement and assures them their safety is vital as a percentage of your employees return to work. Employees highest concern at the moment is health, and they are very unlikely to risk coming into work in a space that is unsafe. It is wise to send out a pulse survey to understand how your employees feel about returning back to work. Use this survey to learn about their expectations once they do return. How did they feel about their work from home experience? What worked? What didn’t?<h4>Make Sure Your Employees are Informed with:</h4><ul><li>Contacts of Counsellors and Psychologists</li><li>Coping Mechanisms and Routines to Alleviate Stress</li><li>Pen Door Policy (Via Zoom / Phone Call / Email) – Employees should feel comfortable talking to their Managers regarding Mental Health</li><li>Offer Live Sessions with Experts (i.e.: Mental Health Education; Yoga session)</li><li>Encourage Healthy Routines in Weekly or Bi-Monthly Newsletters &nbsp;</li></ul>Mental health for employees in this time is critical. Make sure all your employees are aware of the proper channels to seek out external help. Facilitate more team discussions and casual meetings. Consistent sociable settings will boost moods and alleviate symptoms of depression. Remember, it is highly likely that some of our offices will have to revert back to work from home procedures should the spread of COVID-19 increase. If this happens, your team must be prepared. The first thing to do is to ensure your employees are educated on mental health and well-being. Several times employees are unaware that they may be facing issues. Employees should know their success will not be evaluated in the way it has been in the past. Things have changed and employees shouldn’t feel pressured to deliver the same as before. So as soon as employees return, reset goals, achievements and revisit KPIs.<h3>Learning and Training</h3>This is possibly the most problematic yet the most important aspect for companies at this time. Learning and Training has long been a strenuous topic for HRs. This department receives high budget allocation but relatively poor learning retainability. Employees spend hours at a workshop or completing online professional training and development, but only a small percentage of them are actually benefiting from this experience. Companies continue to spend millions on this as new employees coming in want to see L&amp;D opportunities and it gives companies a reputable image. To become pioneers of the digital and economic transformation, companies need to successfully upskill their existing talent pools with the skills that are in demand right now. However, the educative methods of L&amp;D sessions are currently outdated. According to a LinkedIn study, 82% if Indians are aware of the need of upskilling. Furthermore, 45% of them left organizations that offered poor growth opportunities. This was before COVID-19. Now, employees are much more aware of the skills they don’t yet possess. Scaling-up your L&amp;D strategy is crucial to retain your strong employees and strengthen younger talents.<h4>Here are just a few ways to modernize your L&amp;D: &nbsp;</h4><ul><li>Mobile Learning: Everyone has access to a mobile these days, find applications that allow learning on-the-go</li><li>Gamification: This is the new hot thing right now. If you can gamify learning, you will see results faster and motivate more employees.</li><li>Multi-Source Learning: Using a variety of different mediums from videos to discussion forums to social to podcasts. This will also enable knowledge sharing.</li></ul>By implementing these strategies, you’re giving employees different options to grow. Over 60% Indians say that time is the biggest obstacle. With a modernized L&amp;D approach, you can give employees personalized alternatives. This in turn leads to elevated employee engagement.<h3>Evaluation &amp; Feedback</h3>So when we talk about feedback &amp; evaluation, we are really discussing two separate things here. The first is evaluation to and from your existing employees. The second is an feedback to your unsuccessful job candidates. Feedback is crucial at this time to maintain an productive ecosystem. And the two forms of feedback listed above is the way to accomplish this. Since our operations and goals are transforming, consistent or frequent feedback is necessary for everyone to stay on the same page. This does not need to be in the form of formal appraisals. If you manage a large team, assign team leaders to smaller teams who can manage this feedback loop.<h4>Sample Questions to Ask:</h4><ul><li>What are your primary personal concerns at this time?</li><li>What motivates you to work?</li><li>On a scale of 1-10, how challenged do you feel with your current responsibilities?</li><li>What can we be doing more as a team to support you?</li><li>Is there something we’re doing as a team that really works or doesn’t work?</li><li>What areas do you think you need to improve upon?</li><li>Do you feel like you’re developing professionally?</li></ul>If you are a recruiter one sure way you can add value to your active hiring procedures is by giving feedback to unsuccessful candidates. Hiring managers are always scrutinized over not offering constructive feedback to candidates. Feedback improves applicant engagement, and after improving on themselves they will be more likely to re-apply. So if hiring managers across industries were to give feedback, it would foster a higher quality job market. Give Specific Feedback on<ul><li>Interview Skills</li><li>Skill Development</li><li>Professional Attributes</li></ul>In this time of uncertainty, feedback is vital for employee engagement. Employees are confused and concerned about their job performance and future. Job seekers have just been laid off and are struggling to find work. A small but fruitful way to ease anxiety is by offering periodical evaluation. For existing employees, their feedback regarding their responsibilities, the team and the company can go a long way as it will help us improve our products and services.<h3>In conclusion</h3>Well-being, Learning and Evaluation are going to the the major points for any HR teams to focus on. Therefore, key decisions will need to be made regarding this that will benefit the overall productivity of the company as a whole. Employee health and growth must be put on priority over crunching numbers and raising revenue streams. Satisfied employees will ensure your business stays afloat and successful even during pressing times. At GetWork, our main priority is to provide college level candidates with significant learning opportunities. If your company is hiring or are looking for interns, visit <a href="https://getwork.org/employer">getwork.org</a> to learn more.

3 Employee Engagement Tactics

This blog is discussing ways for employers to create a positive work environment, such as providing meaningful recognition, offering flexible working arrangements, and encouraging open communication. 

Mash Juzar

Content Writer

Articles by Mash Juzar