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Employers are looking for candidates who know the latest trends and news. Human resource executives of any digital agency or organization want people who have relevant skill sets and somebody who is hard working so that they stay on top of the competition.Spending considerable time on digital marketing courses can help a person speed up trends and get a fair idea of what this field is about and how to use certain tools to stay relevant in the market. According to us, resumes with authoritative certifications help candidates stand out and make the resumes noticeable to the hiring manager.&nbsp;However, it is extremely difficult to find the best digital marketing certifications when there are thousands of courses claiming to offer the same benefits. So,‍<h3>&nbsp;</h3><h3>Here is a list of 5 digital marketing certifications that help you stand out and get you hired in this year :</h3>&nbsp;<h4>Google Digital Garage Certificate-&nbsp;</h4>An ideal course to learn the basics of digital marketing. A free interactive course to make your learning effective. The&nbsp; course offers practical exercise and real-world examples in order to make you industry ready. As an aspiring digital marketer you need to know the facets of digital marketing, that is, how to measure your campaign effectiveness, etc. There are other courses as well offered by google for free like- Google Analytics IQ Certification, Google Digital Unlocked Certificate, etc.Cost-FreeTime-8-10 hours.‍<h4>HubSpot Content Marketing Certification-</h4>Content is king. Your content drives consumers to your website. Creating high quality content is one of the core digital marketing strategies. HubSpot offers a free certification course that covers 12 separate categories to keep one updated.‍Cost- FreeTime- 4 hours<h4>YouTube Certification-&nbsp;</h4>One of the most effective ways for creating engaging content in video. Many marketers use visuals in marketing in order to create more engaging content. YouTube is the second largest search engine after Google and therefore this course brings more credibility. However, certifications are available for qualified YouTube and google advertising partners.Cost- FreeTime- Varied.<h4>HubSpot Inbound Marketing Certification-‍</h4>HubSpot offers another essential certification course. Inbound marketing provides methods to drive consumers to the website instead of pushing brands or products. This course offers 7 modules that covers everything from understanding buyers’ journey, creating buyers’ personas, etc.Cost- FreeTime Commitment- 3 hoursFacebook Blueprint Certification-‍This course is perfect for marketers to show off their Facebook Advertising skills. This is one of the ideal digital marketing courses as a professional must know how to plan a successful Facebook Campaign and how to measure its effectiveness. This certification course requires a person to take an exam in order to pass and the passing mark is 700.&nbsp;Cost- 10000Time- 2 days &nbsp;

5 Digital Marketing Certifications That Get You Hired in 2021

Digital marketing certifications are in high demand in 2021.This blog will cover the best digital marketing certifications to help you stay ahead of the competition and get hired in 2021.

Upskilling

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Tata Consultancy Services (TCS) is an Indian worldwide data innovation benefits and counseling (IT) organization. It is the biggest IT organization in the world with a Market capitalization of $169.2 billion. Tata Consultancy Services has 285 workplaces across 46 nations and 147 conveyance communities in 21 nations. On a similar date, TCS had an aggregate of 58 auxiliary organizations.TCS hiring for freshers and it is one of the biggest private-area managers in India, and the fourth-biggest boss among recorded Indian organizations (after Indian Railways, Indian Army, and India Post). The company hires employees every year with its IGNITE and Next Step Programs. With TCS NextStep, the company hires freshers with a web-based interface for both, on and off-campus. Candidates can apply for the off-campus drive through their website. TCS recruitment 2021 for freshers will send TCS Off-Campus drive invitations once the interview dates are scheduled.For FY21, the company has rolled out the notification for its TCS freshers hiring (Next Step) Program. Here are the details:&nbsp;Company Name: Tata Consultancy ServicesPosition: TraineeDegree Needed: B.Sc/BCAPassout Batch: 2019/2020/2021Experience: FreshersJob Location: Across India&nbsp;<h3>TCS Freshers Hiring Application Process:</h3>Students can apply for TCS recruitment 2021 for freshers with the link given below:<h4>Step 1: NextStep Portal Registration</h4>Go to the following link https://nextstep.tcs.com/campus/(You are required to register under the IT category).If you have a CT/DT reference ID, then click on Login and proceed to fill/submit the application form. Upon submission, it will redirect you to the “Apply For Drive”&nbsp; screen.<h4>Step 2: Apply for Drive</h4>Upload your CV and Photo in the submission form.Click on the “Apply for Drive” button to complete your application.The company has “Apply for Drive” mandatory for TCS Recruitment for Freshers Test.<h3>Important Dates for TCS Off Campus Drive 2021:&nbsp;</h3>REGISTRATION END DATE: 23&nbsp; May 2021TEST DATE: 6 June 2021 (Sunday)INTERVIEW DATE: To be announced post-test results

TCS is Hiring Freshers Under "TCS Smart Hiring Program"

TCS is offering a unique program called TCS Smart Hiring Program, which provides you with the chance to join their team and start your career journey. 

News & Events

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Wipro is one of the leading IT and consultation company. The company is one of those companies that believe in shaping the careers of freshers by giving them fair chance. Every Year, Wipro hiring freshers process is conducted through on-campus and off-campus drives. Wipro is hiring freshers for 2021, the company hires fresher through many programs and WILP is one of the popular programs of the company.Work Integrated Learning Program is a one-of-a-kind learning-incorporated program that offers BCA and BSc graduates an opportunity to land an exceptional vocation at Wipro while studying their advanced education in M.Tech from a top educational organization in India, supported by Wipro. Wipro has started off campus drives 2021 and registration for WILP have begun. The company is calling all the students of BSc and BCA who graduated in the year 2019 and 2020.Here is the detailed notification from the company:&nbsp;<h3>Educational qualification-</h3>Candidates should be graduated with 60% in BSc and BCA. All the candidates who have graduated in 2019,2020 and 2021 can apply.<h4>Other Criteria:</h4><ul><li>The candidates must have studied Core Mathematics as one subject in Graduation.</li><li>Business Math &amp; Applied Math Core Mathematics in Graduation are not considered in the Wipro hiring freshers program..</li><li>A maximum of 3 years of education gap is allowed between 10th and graduation but graduation should be completed within 3 years.</li></ul><h3>Stipend Details:</h3>Period: (INR Per Month)1st Year STIPEND: 15,000 + 488 (ESI)2nd Year STIPEND: 17,000 +533 (ESI)3rd Year STIPEND: 19,000 + 618 (ESI)Fourth Year: 23,000&nbsp;<h3>Selection Process For Wipro Hiring Freshers:</h3><ul><li>Online Assessment (80 minutes)</li><li>Aptitude Test - Verbal, Analytical, Quantitative (Each section has 20 minutes/ 20 questions)</li><li>Written Communication Test (20 minutes)</li><li>Only after clearing the Online Assessment, candidates can go for further interviews (Technical and HR round)</li></ul>Wipro does not consider those candidates for their Wipro off campus drive 2021 who have taken part In any interviews for the company in the last 3 months.Interested candidates can visit<a href="https://careers.wipro.com/wilp"> this link</a> for the registration process.

Wipro Off Campus Drive 2021- Wipro is hiring freshers under WILP Program

This blog provides you with all the latest information about the upcoming Wipro Off Campus Drive 2021 - eligibility criteria, selection process, important dates, and more. Get ready to take the next step in your career and join Wipro!

Jobs & Career

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ByJu's, India’s one of the biggest EdTech Platforms, has opened its gates for Freshers. The company announced that they are hiring Business Development Associates.ByJu’s that was established in 2011 has now over 10 thousand employees. The company regularly announces Job vacancies for various roles. Recently they announced the opening for the role of business development associate in Byju's. The company is hiring freshers in Pan India which means anyone with a graduation degree can apply for the job. Here is the official Job Description:&nbsp;<h3>Skills Required:</h3>Any Graduation/ Post Graduation. Having a keen interest and deep understanding of the Indian education sector.• Interested in mentoring and guiding students.• Having a knack for sales.• Good interpersonal and presentation skills.&nbsp;<h3>Bonds/Duration:</h3>Selected candidates will get training for two months under the Business Development Trainee profile.&nbsp;<h3>Package:</h3>During the training period, the trainee will be given a monthly stipend of ₹ 25,000. After the training period, the employees will be promoted to 7+3 LPA.&nbsp;<h3>How to apply? Byju's Careers for Freshers:</h3>Interested candidates can visit ByJu’s official website and fill the form to apply for this role.‍&nbsp;If you are looking for more job opportunities, then GetWork is the one place for you. With a GetWork account, you can apply for unlimited job openings. GetWork offers AI-powered accurate job recommendations based on your profile and skills. You can even evaluate yourself with GetWork’s Skill assessment tool. Over 1000 companies are hiring from 18000+ colleges and Institutes with GetWork.&nbsp;

Hiring Alert: Vacancy of Business Development Associate in ByJu's


This blog provides in-depth information about the newly announced Business Development Associate position at ByJu's. Learn about the job responsibilities, eligibility criteria, and other important details about the vacancy. 

Job-seeker Support

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Microblogging site Twitter on Tuesday declared to extend its engineering and designing group in India, which is portrayed as a need market and one of its quickest developing business sectors internationally. The company will fill up these positions on a large scale.<img src="https://uploads-ssl.webflow.com/6037ab8894ae4f8391eff95b/60803371c7e9b9c3407dc551_images.png" alt="twitter_logo coinbase twitter coinbase stock">Twitter LogoAs a component of these plans, the organization declared the arrangement of Apurva Dalal as Director of Engineering who has over twenty years of experience spreading over worldwide associations like Uber, Google, and eBay. He last filled in as the site lead for Uber Bengaluru. Apurva presently turns into the senior-most individual from Twitter's engineering group in the country.By resolving to enlist and create neighborhood designing ability, Twitter India said it will assume a significant part in the organization's excursion to turn into the world's generally different, comprehensive, and open tech organization.&nbsp;The engineering group in Bengaluru, which has extended quickly in the course of recent years, will keep on zeroing in on building all the more everyday utility for new and existing crowds with abilities going from item improvement, examination, and configuration just as information science and AI.&nbsp;Scratch Caldwell, Vice President of Engineering, said "We are eager to bring the absolute best, forefront engineering and designing positions for a worldwide Internet stage to India, a country that isn't just a need market for Twitter but at the same time is a center point for top-notch ability". Twitter in India recorded a 74 percent year-on-year monetize everyday dynamic Twitter clients (mDAU) development in Q4 2020.While Twitter is expanding its offices in India, Coinbase has decided to open its first Indian Office in Hyderabad. Coinbase, which opened up to the world in a prominent introduction on the Nasdaq recently, has selected Pankaj Gupta to head its India tasks. Coinbase valuation is estimated to $86 Billion.<figure class="image image-style-side"><img src="https://uploads-ssl.webflow.com/6037ab8894ae4f8391eff95b/608036c701f493853adab0bb_Coinbase.png" alt="coinbase_logo, coinbase stock, coinbase pro twitter"></figure>Coinbase LogoA month ago, Coinbase, which is the greatest U.S. digital currency trade, had reported it is building up a business presence in India and hoping to recruit tech ability in the country. "By lodging some IT administrations, including designing, programming improvement, and client assistance tasks in India, we will profit by its tremendous pool of a-list designing ability. India has for some time been known as a center for designing and innovation advancement, and we anticipate tracking down that elite ability to help the Coinbase bunch grow new ways for our clients to cooperate with the crypto-economy, the crypto organization said.&nbsp;Coinbase likewise said that it hopes to open an actual office, at first in Hyderabad, for Indian workers as COVID-related conditions permit. Pankaj Gupta is a Delhi IIT graduate as indicated by his LinkedIn profile has previously worked in Google.&nbsp;"Coinbase plans to tap and build up this neighborhood ability. In particular, the arrangement is to enlist many workers across all levels in designing, item the board, UX configuration, exploration and program the executives inside the following 1–2 years to work out a full tech center point in India. Together, we'll work on probably the most fascinating difficulties crossing the full current tech stack — including profound tech territories like blockchains, information designing, framework, AI and that's just the beginning," he said.&nbsp;Gupta likewise said that Coinbase will likewise investigate startup acquisitions and acquihires to help its development plans in India…

Now Hiring: Coinbase and Twitter in India to Hire Employees.

This blog provides comprehensive information on Coinbase and Twitter's efforts to hire employees in India. It covers topics such as the qualifications and skills required, the salary and benefits packages, and the recruitment process.

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In 2021 India's Top "IT" professionals &amp; fresh graduates are now offering generous salary hikes, attractive bonuses, and hiring overeating as digitization across. The corporate sector is also stoked for the huge demand for IT services.According to <a href="https://getwork.org/">GetWork</a>, India' has the largest IT majors Infosys, TCS &amp; Wipro with 45% more numerous employees in FY21, and if we compare this in the previous year for increasing demand in software services as more for digitizing operations.The Wipro, Infosys, TCS &amp; The HCL tech hiring around 1 lakh freshers in 2021 to emerging demand out of the sturdy deal pipelines.The TCS is one of the best largest and the Valuable IT companies in the world and its hiring over 40,000 freshers in FY22 with, and taking over 5 lakh headcount. HCL &amp; Infosys said that they are hiring 26,000 &amp; 12,000.Wipro did not reveal any specific numbers on that, The Chief Human Resources Officer, Saurabh Govil said, " The firm is going to hire more freshers in FY22 as compared to the previous year. in FY21 year, the company closed with 9,000 freshers onboard. The firms are going to hire more experienced professionals over the year.<figure class="image image-style-side"><img src="/uploads/hiring_inside_image_df91d1e584.jpg" alt=""></figure>‍<h3>Deal momentum and Deals</h3>The "CEO" of Wipro Thierry Delaporte said that Throughout the earnings on 15 April, The sector witnessed a new Wave in business momentum. This momentum is pushed by the increased focus on digital, and enterprising investing in such new technologies which accelerate their digital transformation.As result, it increases large deals, which become the order of the day. Executives expect to continue. in the past year, Wipro signed 12 large deals with a total contract value of 1.4 billion dollars.In the last financial year, TCS get deals worth 9.2 billion &amp; a total of over 31.5 billion dollars. its peer Infosys won over $14 billion in total, with 60% in the net deals. The HCL tech is yet to announce their FY21 &amp; 4th quarter results.<figure class="image image-style-side"><img src="https://uploads-ssl.webflow.com/6037ab8894ae4f8391eff95b/607ad0fd3c41af9f18140201_2.png" alt="Hiring in big Numbers"></figure><h3>Rising attrition, Wage inflation</h3>The IT sector is now bracing for the attrition rates &amp; wage inflation, with the numbers of jobs up for clutches.Industry experts GetWork previously spoke to, The wage inflation is facing an issue with the industry employees to commanding over 20-40% more than they saw in 2019.The "CFO" "TCS" V Ramakrishnan reported an All-time low Attrition of 7.2%. and the expected number to go up.The "COO" UB Pravin Rao said that the 15% attrition, and continue for the next quarters. Govil said this year Wipro expects high or the FY2.<img src="https://uploads-ssl.webflow.com/6037ab8894ae4f8391eff95b/607ad0eba565aa0a7fbee49c_3.png" alt="Attrition Rate Next Quarter">&nbsp;

Infosys, TCS, Wipro, HCL Tech hiring close to 1 lakh freshers this year 2021

This blog post provides an overview of the hiring process and strategies of the top Indian IT companies who are close to hiring 1 lakh freshers in 2021. Lets discuss the job opportunities, recruitment policies, and the selection process of IT giants. 

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Digital marketing is one of those industries that has seen a boom in the past 5 years. Every organization is going online and they want to make a place on the internet. To make this happen they hire digital marketing experts. The main job of these experts is to enhance the SEO for the website. When HRs select a candidate’s profile for the interview, they ask some questions related to this field. With these questions, They check the knowledge and skills of the candidate. Here are 20 digital marketing interview questions and answers for you. Prepare these questions to land the perfect job for you.&nbsp;<h3>1. What is Digital Marketing &amp; why is it different from Traditional marketing?</h3>Digital Marketing is a technique to enhance the visibility of an organization over the internet.&nbsp; It includes various techniques like Search Engine Optimisation (SEO), Search Engine Marketing (SEM) to make the company stand out on the internet.It is different from Traditional Marketing because:·&nbsp; &nbsp; &nbsp; &nbsp; It is cost-efficient·&nbsp; &nbsp; &nbsp; &nbsp; It has a better reach to the audience·&nbsp; &nbsp; &nbsp; &nbsp; With Digital Marketing analysis and tracking of leads is easier.·&nbsp; &nbsp; &nbsp; &nbsp; With Digital Marketing, we can define the target audience easily.·&nbsp; &nbsp; &nbsp; &nbsp; Interaction with customers is easier with Digital Marketing.<h3>2. Categorize Digital Marketing?</h3>Digital marketing is categorized into 2 parts:1.&nbsp; &nbsp; &nbsp; Inbound Digital Marketing2.&nbsp; &nbsp; &nbsp; Outbound Digital Marketing<h4>Inbound Digital Marketing</h4>Inbound Digital Marketing is used to target users over Social Media, E-Books, Newsletters, and webinars. It is used to increase the number of clicks or impressions for the company or its service.<h4>Outbound Digital Marketing</h4>This technique is to reach out to the potential customers of a company with the help of cold calls, emails, and ad campaigns.<h3>3. What are the aspects of Digital Marketing?</h3>There are various types of Digital Marketing Campaigns, But these 6 types of campaigns are most common:1.&nbsp; &nbsp; &nbsp; Search Engine Optimization2.&nbsp; &nbsp; &nbsp; Search Engine Marketing3.&nbsp; &nbsp; &nbsp; Social Media Marketing4.&nbsp; &nbsp; &nbsp; Email Marketing5.&nbsp; &nbsp; &nbsp; Content-Driven Marketing6.&nbsp; &nbsp; &nbsp; E-Commerce Marketing<h3>4. What is Search Engine Optimization?</h3>Search Engine Optimization, commonly known as SEO is a technique that is used to enhance the structure and content of the website. It is used to improve the ranking of the website in Google Search Index. It is the practice of generating traffic organic and natural search results.<h3>5. What is a Keyword?</h3>A Keyword is a term in Digital Marketing that is used by Internet users to perform a search in a search engine. Keywords are very crucial in SEO, the ranking of a website depends on the use of keywords.<h3>6. What are the types of SEO (Search Engine Optimization)?</h3>Search Engine Optimization is divided into three types-1: White Hat SEO2: Black Hat SEO3: Grey hat SEO&nbsp;‍<h4>White Hat Optimization</h4>White Hat Optimization is used to increase the traffic of a website other than human aspects. The white Hat technique includes the use of Keywords, Meta information like Meta Tag, Meta Title, Meta Description, Research, and analysis to be more relevant.<h4>Black Hat Optimization</h4>A black Hat SEO technique is for seo search engine optimization. This technique includes Back linking, Keyword stuffing, link farming, hidden links, and content spamming. This technique is considered unethical and may lead to Website banning.<h3>Grey Hat Optimization</h3>Grey Hat optimization is a combination of both White and Black Hat Techniques. It uses Black Hat Techniques in such a way that they are not unethical.<h3>7. Describe On-page and Off-Page Optimization?</h3><h3>On-page Optimization –</h3>It is used to increase the traffic on a dedicated website. The major components of this optimization are the Title of the webpage, Meta Information like- Meta Tag, Meta Description, URL structure, ALT information, and High-Quality Content.<h4>Off-Page Optimization</h4>The off-Page optimization technique is majorly used to maintain the reputation of the website In search engines. It uses backlinks to bring traffic. The main components are- Connection with Social Media, Promotion of the content via various mediums, and Guest Blogging.<h3>8. Define PPC and its use?</h3>The full form of PPC is Pay per Click. It is also known as Cost per click. It is a technique used to draw traffic using various mediums. In this technique, the publisher gets an amount from the advertiser when the user clicks on the ad.<h3>9. Explain Google Ads?</h3>Google Ads is popular for PPC advertising. This platform enables the user to create and post advertisements on Google Search Engine. It is the most famous PPC system to help marketers reach their target customers easily. The main focus of this service is on the Keyword of the ads.<h3>10. What Do You know about Email Marketing?</h3>Email Marketing is part of Digital Marketing where Emails are sent to target leads and customers. It is the most effective marketing strategy to convert leads into buyers and buyers into loyal customers.<h3>11. Define AMP in digital marketing?</h3>The full form for AMP is Accelerated Mobile Pages. It is an open-source HTML framework, and it is used to create a faster mobile page for a website. AMP was created by Google to enhance the web experience. When a page is AMP optimized, google gives preference to it and improves its indexing. Various platforms and web browsers now support AMP.<h3>12. What are the 4 Cs of Digital Marketing?</h3>The 4 Cs in Digital Marketing Dictionary are:1.&nbsp; &nbsp; &nbsp; Customer- Know who is your Target audience and customer2.&nbsp; &nbsp; &nbsp; Content- The message that the marketer wants to send3.&nbsp; &nbsp; &nbsp; Context- Why the customer needs to see know about the service4.&nbsp; &nbsp; &nbsp; Conversation- How the visitor becomes the customer.<h3>13. How is Google Ads different from Google AdSense?</h3>Google Ads and Google AdSense, both are part of the Google Advertising network. While Google Ads enables advertisers to post ads in Google Search Engine and other mediums, Google AdSense gives space to Publishers so that they can add advertisement posts on these blogs.<h3>14. Differentiate Brand and Marketing in Digital Marketing?</h3>Branding and Marketing, both are important for making an identity in this world. The difference between Branding and Marketing is:<h4>Branding</h4>With branding, customers are made aware of why the company exists. Branding promotes loyalty, history, and future commitments to the customers. Companies use their Logo, Tagline, and Colors to connect with consumers.<h4>Marketing</h4>Marketing is the process to make consumers aware of the products and services that a company is offering. Every message to customers from the company comes under the Marketing Strategy. Marketing Strategies are made to interact with customers using emails, posters, and social media activity.&nbsp;<h3>15. SEO or PPC: Which is better for Digital Marketing?</h3>Both techniques are important for Digital Marketing. While PPC is a paid technique to post ads and then bring traffic to the search engine, SEO uses Organic methods like Keywords to bring organic traffic that increases the Index Ranking.<h3>16. What Tools are important for Digital Marketing?</h3>1: Google Analytics- This tool is used to track and analyze a website. It is the most popular analytical tool.&nbsp;2: Sprout Social- This tool is used to manage and engage social media platforms. This tool offers multiple social media account handling.&nbsp;3: Mailchimp- With the help of this tool digital marketing learners can become the master of Email marketing. This is the most popular email marketing tool that uses the simplistic approach.&nbsp;4: Google Keyword Planner- This tool is used to search and create a keyword for blog content. Keyword planner can filter Low, Medium, and High rates of Keywords.&nbsp;5:&nbsp; Open Site Explorer- This tool is popular for researching backlinks and finding link-building opportunities.&nbsp;<h3>17. Explain Content Marketing in your words?</h3>Content Marketing is a marketing technique used to create and share important content. The main motive of this campaign is to attract customers to the website and increase traffic. It is a long-term strategy that uses high-quality and relevant information. With this strategy, brand awareness is achieved and it can help in increasing the index ranking of a website.<h3>18. What areas of a webpage are optimized with the use of Keywords?</h3>Keywords are used in these specific parts of a webpage:1-&nbsp; &nbsp; The URL of a webpage2- &nbsp; &nbsp; The Title Tag, which is the first thing shown after a search on a search engine.3-&nbsp; &nbsp; Meta Description: The content, which is shown below the Title Tag.4-&nbsp; &nbsp; H1 Heading- The title of a page5-&nbsp; &nbsp; Alt text- The text that is used to define an image on a page6-&nbsp; &nbsp; Main Content- Keywords are used to make a page/ blog SEO-friendly.<h3>18. What is the Long Trail Keyword?</h3>Long Trail Keyword is a phrase that has 4 or more than 4 words in it. The Long Trail Keywords are made to make a search more clear and specific. The Long trail keywords have low search traffic, but they can improve the ranking of a website.<h3>19. What is KPI, and why do you need them?</h3>KPI stands for Key performance Indicators. The KPIs are used to track and measure the success of a social media campaign. KPIs help in planning a social media campaign. Top KPIs for a social Media Campaign are:1: Like2: Share3: Comments4: Engagements5: Conversations6: Leads7: Reach8: Active Followers‍<h3>20. What is the difference between a Session and a Page View?</h3><h3>Session</h3>A session is a single time visit to a webpage. How much time a user is staying, what section of the page the user is staying is tracked in a session. A session could be an hour-long, or it can last a few seconds. If a user leaves the site and comes later it will be counted as a new session<h3>&nbsp;</h3> &nbsp;

Interview Guidance

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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. 

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During university and college life, you will be given plenty of advice to take on freelancing work or internships. Listen to these people! They are onto something! These opportunities are a great way for you to gain some side money to indulge during your college life.Of course, other than just the money, there are several reasons why you should be signing up for internships and freelance work. We’ve highlighted a few of these reasons below.<h3>1: sKillin’ it</h3>By taking up these opportunities you will expose yourself to a vast variety of adaptability skills and knowledge. You can build on your soft skills and qualities, and apply the hard skill you are currently learning during your undergrad education. These part-time gigs will help you build on specific soft skills such as communication and teamwork which are the top two skills that 80% of employees look for when recruiting. At university we are taught a lot of things in the classroom, but we are rarely taught how to exactly apply ourselves. These gigs and internships will give you the real life taste of what it’s like to actually make sense of what you’re learning. All that confusion in the classroom will be turned into action during your internships.This added experience will also boost your understanding during your future lectures. Starting a part-time gig does not mean you should start bunking your next lectures. There’s always something new to learn.<h3>2: Climb up the Ladder</h3>When you take part in these projects, part-time jobs and internships you will gain a multitude of experience. YES, these part time gigs, even though short, do count as experience. You can now build up your resume with these amazing projects.The biggest myth about things related to ‘experience’ and ‘jobs’ is that employers are looking for long term experiences. This is true is you’ve been working for a couple of years, however if you are just a fresher, straight out of college employers who ask for experience are looking to see all the ways you’ve applied yourself during your degree.You can now wow your future employers with your added skills and experience and stand out amongst your peers. Good grades are great, but experience goes a long way. Climb up the career ladder faster by taking on the next internship opportunity.<h3>3: Networks</h3>Something that a lot of college students take for granted is the power of student network. A lot of students will complain when they see their peers snatch up a job with the best salary package, and say that it is because of ‘nepotism’ or connections. This isn’t always true. Some individuals learn early on in their life that networking goes a long way.When you cultivate your skills at a part-time gig you are also cultivating your relationships with your colleagues. These individuals can vouch for your talents and are willing to recommend or refer you as permanent employees at their current or previous places of work.<h3>4: Innovate</h3>Lastly, getting exposure to these work experience will spark the innovation inside you. Whether you go down the Intrapreneurship or Entrepreneurship route is up to you. Intrapreneurship is the practice of creating innovative products and services within a pre-established organization.Gaining experience will work your creative neuronal processes to help you think outside of the box. Employers like to see candidates who are able to problem and solve and think of new ways to solve mundane problems that come up within all organizations.<h3>Are you convinced to take up a new experience?</h3>If you are then you can sign up with GetWork and get access to several internship and job opportunities. GetWork simplifies your application process making it easier to learn about a company’s objectives and work environment and understand what individuals they are looking for to fill their vacancies. By joining GetWork you will also have access to several career advice and life hacks that will keep you updated on latest trends in the job market.Go to <a href="https://getwork.org/">getwork.org</a> today and sign up. &nbsp;

Four reasons why you should take up that part-time gig

Part-Time Jobs are not just the ways to earn pocket-friendly money but but also a way to level up yourself. This blog provides you the insight why it is important to have a side hustle.

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Once you enter university, the first thing students think about is building their resumes. Students learn very quickly that in addition to their professional qualifications, they require some level of experience, certification and extracurricular activities. Even if a student is able to do all of these things, without a coherent and correctly formatted resume, they will be unable to secure great job offers. &nbsp;Below we have listed 10 resume tips to help you get the attention of any recruiter and fast.<h3>1. Format Your Resume Correctly</h3>Recruiters will accept or reject your application with a quick glance at your resume. Your resume format needs to be clear so that they are able to see your skills and experience immediately within just a few seconds of skimming your document. Here are a few things to keep in mind:Reverse-chronological OrderHighlight your most recent experiences first and then work your way back in your experience timeline. Recruiters want to see what you have done most recently to see your current progress and growth.Organization and Segment HeadingsEach segment of your resume should be clearly highlighted with appropriate headings. Segment titles such as “contact details”, “education”, “experience”, “achievements”, and “skills” are the most important to identify. Do not restrict yourself to specific headings; use segmenting to compartmentalize your qualifications and areas of expertise.FontThis is a very basic formatting issue that several students overlook. Choosing a simple and readable font is incredibly important. Fonts like Arial, Tahoma, Helvetica, Verdana are among the best fonts to use. They are easy to read and are professionally used.PDF ResumesSelecting the right format for your resume is important especially when you need to submit electronic copies of your application. PDF is the most recommended document extension to use as it cannot be edited. Do not submit word documents. Some recruiters will specify their resume requirements in their job posting, so make sure to read the description for any indications of that. Depending on your profession of choice, video resumes are becoming more popular with several recruiters especially in the design and interactive job professions.One-Two PagesAs a student, it is unlikely that you will have a lot of experience and achievement. Try to limit your resume to a single page. If you do not have enough content to fill more than half of the second page of your resume, cut down your content to a single page. Two pages of your resume should be used only if you can utilize the space thoroughly. Don’t resort to increasing fonts to obscene sizes. Be wary of negative white spaces on your resume.ProofreadThis is a simple but very necessary task at the end of formatting and editing your resume. Several recruiters are incredibly unimpressed by the lack of grammatical skills applicants have. Make sure your resume is error free before submissions.&nbsp;<h3>2. Experience</h3>Highlighting your work experience examples is the most important task when it comes to building your resume. Even with the least amount of experience, the way you are able to express your growth and learning from these opportunities will attract the recruiter’s attention.<h4>Contribution</h4>Recruiters want to see how your skills were an asset to the company. Highlight specific achievements you were able to accomplish during this experience. For example, if you took part in a marketing internship you should use statements such as “planned and implemented monthly digital marketing strategies”.<h4>Learning</h4>The second important thing to highlight in your experience is about the skills you were able to learn while partaking in this opportunity. Following the marketing internship example above, you can include statements such as “acquired knowledge on SEO marketing tools”.<h3>3. Hobbies and Interests, Achievements and Volunteering</h3>These headings are important to include in your resume. Recruiters these days want to receive a well-rounded impression of who you are as a candidate. Including these sections will give them an insight into what you are like outside of the office and how you will fit into the company’s work culture. If you have specific achievements and volunteering experience, employers would like to see this to see how you contribute to your community as well.<h3>4. Professional Email Address</h3>As a young kid, we all enjoyed creating a funny or catchy email ID. However recruiters are more than unamused by our childhood theatrics. Stick to professional email id that include your name and have a limited use of special characters and numbers.<h3>5. Skills</h3>This is probably the most problematic section of most resumes. Students are mostly unaware of which skills to include. Generally, an ideal resume will include a balance of soft skills and technical skills. Soft skills are skills that express your emotional and social intelligence. Technical or hard skills are the skills you’ve learnt over time and that are quantifiable and easily measured. Only include skills that you have and not skills that you wish to acquire.<h4>Highlight Skills according to Job Descriptions</h4>Since every individual has a large amount of skills, it is very difficult to list all of them. Hence, based on job requirements you can highlight specific skills that match the job description. If you are applying to be a software developer intern, your skills as a photographer are most likely irrelevant to the job scope. This applies to your technical skills. Most soft skills you have are beneficial so be sure to include your best ones.<h4>Tech/Software Skills</h4>If you are applying for positions that are very technical, it is incredibly important to show your knowledge in the software and programs they require. If you know how to use specific software, applications or marketing tools, be sure to list them. These are your biggest assets. Just make sure they are used appropriately and also state the extent of your proficiency with these programs.<h3>6. Coursework/Projects</h3>Students often forget that experience comes in all forms. That classroom project or coursework you worked on for a long time is considered a valuable asset. If you lack in non-educational experience, don’t be afraid to highlight these other projects you’ve taken on during your college years.<h3>7. Portfolio</h3>Some students will be able to build a proper portfolio highlighting their projects and designs. This portfolio can be attached alongside your resume to give recruiters a chance to see the application of your knowledge and skills. If you don’t have enough to put in a portfolio, don’t feel the need to attach one with your applications just yet.<h3>8. Cover Letter</h3>A lot of jobs will ask you to attach a cover letter with your resumes. The cover letter should expand on the skills and achievements you include in your resume. Since your resume needs to be short and concise, you can use the cover letter to clearly explain how your experiences have contributed to your overall growth.<h3>9. Do Not Lie: Make Do With What You Have</h3>When your skills and experiences are limited, it is really important to fight the urge to lie on your resume. This will be detrimental to your own success. If you are selected based on the skills you don’t possess, employers will quickly find out and you won’t remain employed for as long as you hoped. Employers provide training periods when you are on-boarded, so if you don’t have specific skill sets, they are more than willing to teach you these tools and software that you require to carry out your responsibilities.<h3>10. Industry Compatible Resumes</h3>On a final note, it is wise to remember that you don’t have to create one resume for all your job applications. As several skills are transferable between industries, it’s likely that one of your job applications will vary significantly from another. In fact, an application to a big MNC IT firm will vary from a laidback IT startup. Hence you must make sure that your resumes match the job you are applying for. Create multiple resumes or edit your resume before submitting an application to ensure you receive the best chance at getting seen and selected. &nbsp;These tricks have not been listed in a particular order of importance. They are all incredibly important and must be incorporated when you begin drafting your resumes. Once you have completed it, it is also very useful to show a professor, parent or mentor your resume to see if they can provide you with any critical feedback. Enjoy building your resume! It is a profile on who you are. We recommend using Canva – a web application that offers you a wide variety of simple resume examples, that you can easily edit according to your career profile. &nbsp;

10 Detailed Resume Tips And Tricks All Students Should Know About

With the right resume, students can stand out from the crowd and increase their chances of getting the job they want. This blog provides tips and tricks for creating a detailed resume that will help students make a great first impression on potential employers.

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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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People usually say that finding jobs is the hardest part. But that’s not really true is it? It’s really easy nowadays with all of our various job portals to actually find jobs and especially the ones that we would be interested it. So I say, the hardest part isn’t searching for jobs but actually applying for and receiving an offer for one. Each company has their own system for job applications. Some require a single page resume only, while others ask for nothing short of a full background check in to who you are and what you can do. So what are the mistakes that we make during this job application process that no one readily tells us about? This article is going to cover 5 specific job related myths that we all silently believe. So read on and it’s likely there will be something here that will surprise you, especially if you’re only just starting out in your career.<h3>Myth #1: “I don’t need a Cover Letter”</h3>Reality: With advanced technology, job seekers are aware that their application and resumes are screened by a robot for specific keywords. You may find the urge to hit that easy apply button on LinkedIn and other job portals with just your resume in an effort to save time. However when you create cover letter, it serves a higher purpose. If written correctly, your cover letter will explain your greatest achievements and persuade recruiters and employers to call you in for an interview. Although robots are used in the screening process, applications will eventually be viewed by a human. Your cover letter is imperative to create a great first impression. Several companies will list job posts stating that cover letters are optional – more often than not these very companies will hire qualified candidates that did submit cover letters. ‍Tip: Keep your cover letter to a maximum of two pages. Use this space wisely to explain specific projects, experiences, and skills learnt through your education. All the information needs to pertain to the job you’re applying for. For example, if you’re applying to be a software developer, your experience in marketing may not be as relevant. Your cover letter should answer one deceptively simple question: Why are you a right fit for this job position?<h3>Myth #2: Adding HR Personnel to your Network to Increase Job Opportunities</h3>Reality: Although this may seem like a smart move, it is essentially a waste of time. HR professionals go through a specific channel to recruit for their vacancies. Adding these individuals whom you have never previously connected with will not result in job opportunities. They are incredibly busy and with the number of individuals connecting with them, it is unlikely that they will single you out from the crowd. Instead these professionals use their network to publicize their vacancies, but you will have to apply through their system without having any advantage whatsoever. It is very unlikely that early in your career, you will be reached out by an HR recruiter to fill a vacancy. Creating your network is more to do with growth and staying updated on what is happening in your field. ‍Tip: Continue to add people you have worked with and that are in your field to receive a better understanding of your future possibilities. Your network will be of greater use once you have built a stable career and acquired enough experience.<h3>Myth #3: To find a Job all you need is a solid Resume</h3>Reality: So this one is partially true. Yes, you do indeed a really great resume to get your foot in the door but it is not the only thing you need. Alongside your resume you need to have excellent interview skills and communication skills. Several recruiters have reported that candidates come across well on paper but don’t necessarily have the right set of interview skills. You must learn how to answer the general questions asked during an interview related to personal goals, career goals, skills and pass achievements. Great communication and listening skills are required for any job position today. Interviews help recruiters gauge how well you are able to apply these skills. ‍Tip: Listen to the question clearly, and make sure your response clearly answered the posed question. Read our blog on 6 Things to do before an Interview to stay prepared and ace your next interview.<h3>Myth #4: “If I apply to 15+ Jobs a Day, it will increase increase employment opportunities”</h3>Reality: This is probably one of the most soul crushing realities in the job hunting process. Applying to dozens of jobs a day will not increase your probability of finding jobs. If you’re applying to more than 6 jobs a day, chances are you are simply using one resume and cover letter to apply for all jobs .Instead of rushing each application, you should take time to apply to 6-8 (maybe less) specific job applications a day. Give your time to research the company and the profile to see what exactly they are looking for. If their skills, requirements and work environment match your skills and expectations, only then should you create an application. Don’t waste time applying to jobs aimlessly. ‍Tip: If you’re applying to slightly different job profiles, instead of cramming all your information into one resume and cover letter, create separate ones for each profile. For example if you’re interested in digital marketing and content strategy, create a resume that highlights your marketing acumen and another for content creation and writing. Your cover letter should alter with every job you apply to by targeting the values of that company instead of generic letters.<h3>Myth #5: Don’t Switch Careers</h3>Reality: You can always make a career pivot at any point of your life. Don’t be afraid to make a change, especially if it results in a happier, healthier and more drive YOU. A lot of people worry about how changing careers negatively affects their credibility. This may have been true about 20-30 years ago, however at the rate technology and education is changing, it is only predictive that individuals want to explore newer paths. There are several ways that we can learn today, through books, university, TV, online media and podcasts. This means that several people are more likely to be passionate about more than one career. If there is a point where you find yourself rethinking your current job, it is completely normal to explore your options. Don’t make decisions in haste like handing in your resignation after reading this blog. Definitely don’t do that! Tip: Instead, make a list of all your options. Think about what would drive you to wake up in the morning to get to work. Once you find that path, create a new to-do list and figure out all the steps you need to take before making a full career change. Don’t make this decision alone, speak to the people who know you best – friends, family and especially career mentors – these people will have your best interest at heart. So there you go; 5 common mistakes we all have made at some point in our career. It is okay to make these mistakes, but only if you are learning from them. Applying for jobs can be a lot easier than we all think. GetWork understands this hassle and has created an all-inclusive platform for students to easily search for, apply to and get jobs. Sign up today by clicking <a href="https://app.getwork.org/candidate/signup">HERE</a>.

 Myth busters: 5 Common Job Search Mistakes We Make

This blog post explores common job search mistakes that many  jobseekers make, from not researching enough to not following up with employers. It will outline mistakes to avoid and provide tips on how to stay organized and prepared during the job search process.

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As the world is growing day by day, It is going digital. Everything is now working on machines. <a href="https://getwork.org/employer">Companies</a> are hiring professionals in Data Science. The demand for data scientists in India is increasing as well. From MNCs to new start-ups, every company now needs data scientists for proper handling of the huge amount of data they generate and store.Data science is a fresh discipline in the corporate world, so not everyone is familiar with this term. So let's find out what is Data Science and what is the future of data science in India.&nbsp;‍<h3>Why Data Science?</h3>&nbsp;The term “Data Scientist” came to life when companies realized that they can process the raw data from their server to bring new analysis that can benefit them. Data Science uses multiple tools, Algorithms, and machine learning protocols to calculate and discover new data/patterns from Raw data. Here are some of the goals that are achieved with the help of Data Science:·&nbsp; &nbsp; &nbsp; &nbsp; Prediction (Stock market)·&nbsp; &nbsp; &nbsp; &nbsp; Recommendation (YouTube, Netflix)·&nbsp; &nbsp; &nbsp; &nbsp; Forecasting (Sales)·&nbsp; &nbsp; &nbsp; &nbsp; Scoring (CIBIl score)Each of the goals has a different effect on a different industry. Companies require a data scientist to achieve these goals. These are just a fraction of what can be achieved with the help of Data Science.&nbsp;&nbsp;<h3>What does a Data Scientist do?</h3>A data scientist cracks complex data with the help of mathematics, algorithms, and statics. A data scientist does not need to master these elements. A good data scientist has a curiosity about What, How, and Why.&nbsp; A data scientist does OPD of Data1.&nbsp; &nbsp; &nbsp; Organizing the Data2.&nbsp; &nbsp; &nbsp; Processing the Data3.&nbsp; &nbsp; &nbsp; Delivering the DataA data scientist analyzes not only the figure reports but all his surroundings like Social Media, News and everything that impacts his industry.<h3>Institutes that provide Data Science course</h3>The use of data scientists in industries has created over 45% of jobs in the last few years. Various technical institutions are now offering courses in the field of data science. A few of them are listed below:·&nbsp; &nbsp; &nbsp; &nbsp; Indian Institute of Digital Science·&nbsp; &nbsp; &nbsp; &nbsp; Symbiosis Centre of Information Technology·&nbsp; &nbsp; &nbsp; &nbsp; Indian Institute of Technology·&nbsp; &nbsp; &nbsp; &nbsp; Indian Institute of Science·&nbsp; &nbsp; &nbsp; &nbsp; Indian Institute of technology and Management<h3>Skills of a Data Scientist</h3>Skills are really important whatever industry you go to. Your skills decide your growth and future. Like any other field, there are some specific skills that a data scientist must possess. A degree in data science does not matter much, all you need is few skills.·&nbsp; &nbsp; &nbsp; &nbsp; Technical skills like Python, GitHub, Apache (Pig, Spark, and Hadoop)·&nbsp; &nbsp; &nbsp; &nbsp; Knowledge of Data visualization tools is really important to become a data scientist·&nbsp; &nbsp; &nbsp; &nbsp; He should be innovative to extract insights from business problems·&nbsp; &nbsp; &nbsp; &nbsp; A keen eye to analyze and process the data·&nbsp; &nbsp; &nbsp; &nbsp; He should be curious and well informed about the industry he is working in.<h3>Industries that need a Data Scientist</h3>With digitization, every industry is going online, but some specific industries require a data scientist who can give insights and solutions to problems:<h4>Healthcare Industry</h4>The Healthcare industry has a higher demand for data scientists. Their raw data like medical records, data from wearable devices and clinical bills need daily processing. Healthcare industries and healthcare providers use that data for the betterment of patients.<h4>Transportation Industry</h4>The passenger billing system, vehicle positioning, and passenger counting give most of the data for the transportation industry. This data is used to manage and plan transportation systems.<h4>Banking Sector</h4>Banking is one of the biggest industries that need Data Scientists. These scientists analyze data such as credit and debit records of users, their history of payments, modes of payments to make assumptions and forecasts.<h3>Roles of a Data Scientist</h3>A Data Scientist has various responsibilities while working at an organization and companies hire for multiple roles. Here are some of the in-demand roles for Data Scientists in India:·&nbsp; &nbsp; &nbsp; &nbsp; Big Data Engineer·&nbsp; &nbsp; &nbsp; &nbsp; Machine learning engineer·&nbsp; &nbsp; &nbsp; &nbsp; Data analyst·&nbsp; &nbsp; &nbsp; &nbsp; Data Architect·&nbsp; &nbsp; &nbsp; &nbsp; Statistician‍If you are a fresher and looking for a future in Data Science, or if you’re an employer who is looking for young Data Scientists then GetWork is your final stop. <a href="https://getwork.org/">GetWork</a> opens the door of opportunities by simplifying the process of application and hiring. GetWork gives you insight into companies and it gives you a recommendation based on your skills. By joining GetWork you will also have access to several career advice and hack that will keep you updated about the Data Science industry.

Data Science- All you need to know About

Featured

This blog provides an overview of the fundamentals of data science, such as machine learning, natural language processing, data mining and analytics, and the latest trends in the industry. 

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An interview is the first step towards your dream job. The interviewer asks questions related to your studies and skills. But the most important question during an interview is the self-introduction or “Tell Me About Yourself”.&nbsp; It is said that The first impression is the last and this saying fits right for Self Introduction during an interview.Interviewers ask for Self Introduction so that they can know more about you. Self Introduction for an interview is one tough job. Many applicants fail to impress the interviewer in this question. But his article will help to master the Self Introduction for Job.<h3>What Is self Introduction?</h3>With Self Introduction, interviewers want to know about an applicant, Where he is from, about his education, his hobbies, and his background. When you tell the interviewer about yourself you are telling him about your personality and your experiences. This way interviewers get a basic idea about the candidate.Here are major self introduction points:<h4>· Your Basic Information</h4>Basic information includes Your Name, what are your hobbies, and what are your qualifications. Tell them where are you from, Where have you been living. Mention the basics about your family. Give the interviewers some personal information before telling them about your professional side. Tell the interviewers about your achievements in your college life.<h4>· Explain your achievements</h4>After telling them some basics about you, tell them something that only you have. Interviewers want to know why you are different from any other applicant. If you have any academic achievement, whether you have participated in your college fest, your extracurricular activities, tell them to the interviewer. This way you stand out from the other applicants.<h4>· Mention your Purpose</h4>This is also an important section. After briefing the interviewer about yourself, tell them what is your purpose to reach out to them, What designation you have applied for, and if you have a reference, it is the time to mention it.Example of Self Introduction:&nbsp;‍Good Morning,I am *Your name*. I am from *Your city*. I have been living in this city for *years/months*. I live here with my *Family/ friends/ relatives*. Apart from my parents, I have *your sibling*/If you have any/. I have completed *Your last education* from *Name of your College*.I am interested in*Your hobbies*. Apart from these hobbies, I like to hang out with my friends. I participated in *your cultural/ athletic achievements*/ I have a *Your academic education*.I am here to apply for the job of *your purpose*. My Friend/professor *Mention their name* told me about this vacancy.Thank You.&nbsp;<h3>Things to remember</h3>Before going to an interview, there are a few things you must remember:<h4>· Confidence is your key</h4>This is the biggest issue among students/Freshers. They go for the interview after preparing everything, still they do not get selected for the job. The reason is They get nervous. You need to practice for the interview with your friends, your mentors and your family to get over this issue.<h4>· Be professional</h4>If you get nervous, the Interviewer will ask you to relax or take a breath. He might start a conversation with you. What you need to remember is, Interviewer is doing this to calm you down and you should behave professionally, and try to avoid informal discussions.<h4>· Control your Body Language</h4>Sometimes the body language of the applicant gets in the way. You should practice learning positive and confident body language. Controlling your body language is essential to stay professional, For example: When you approach the interviewer, try to make eye contact and start with a handshake.<h4>· Talk more about your Hobbies</h4>Sometimes, interviewers hire applicants by asking questions about the hobbies of an applicant. So tell them about everything about your hobbies and be prepared for the cross-questions. Try to avoid over-exaggeration of your hobbies because the interviewer can smell an over-exaggeration and lies.‍‍<h3>Conclusion‍</h3>Self Introduction is important and your mentor, your friends can tell you how to improve it. But it is upon you to ace the self-introduction part of an interview. Practice makes a man perfect and helps in putting a good impression.

 Ace Self Introduction For interview- Fresher

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With the growing employment market, finding the correct fit for the organisation whose expectation matches the expectation of the organization has become extremely difficult. It is imperative to know how to interview candidates.&nbsp;With increasing presence of social media and use of the internet, interviews have lost mystery. In a very brief period of time, an interviewer not only has to assess the capabilities and efficiency of the candidate but also has to sell the job.&nbsp;In order to make the best candidates stay,&nbsp;&nbsp;<h3>Here is a Guide as To How to Interview a Person-</h3><h3>Creating a compelling job description</h3>Hiring a perfect candidate starts with writing a perfect job description which does over-describe the job with lots of bullet points. These days, if a candidate does not not find a job description compelling enough, he will roll his eyes and find more suitable opportunities which meet his expectations.<h4>Prepare questions</h4>It is important to prepare questions beforehand and jot them down. Make a list of all the required attributes so that as an interviewer you are clear about the skills and qualifications you are looking for in a candidate. Prepare a list of strategic interview questions to ask candidates.<h4>Stress reduction</h4>Candidates are generally nervous for interviews as there are many questions they generally don’t know the answer to, like&nbsp; what is the dress code that the company follows, the topics that the interviewer would like to discuss, etc. As an interviewer, one should try to reduce interviewee’s stress by providing them some background so that they can be well prepared and be willing to set up a meeting at their convenience to access their potential correctly.&nbsp;<h4>Relevant questions</h4>As an interviewer you shall never ask absurd questions like what are your strengths and weaknesses, this gives an option to the interviewee to exaggerate. However, ask strategic interview questions to ask candidates like situational questions. Provide a situation to the candidate and ask them what they would do if they face something like that.<h4>Sell the Job</h4>After interviewing the candidate, if you believe that he is worth wooing, spend a considerable amount of time in selling the job and explaining to him the roles and responsibilities, and about the organization. Try making the whole interview a little fun for the candidate and ask them if they want to meet somebody from the team as it is believed that the most honest feedback is provided by peers.&nbsp;<h3>How to start an interview as the interviewer?</h3>&nbsp;<img src="/uploads/Untitled_3_1_164e9b3ed1.jpg" alt="">&nbsp;Here is a step by step process as to how to start an interview as the interviewer to assess potential of the candidate and find the right person for the right job-<h4>Introduce Yourself</h4>Instead of bombarding the candidate with questions, start the interview by introducing yourself and tell them something about the company and its culture.<h4>Set the stage</h4>Set the tone which shall not be too lenient or too strict. In this initial stage, let the candidate know what to expect in the interview. Since as an interviewer, you too are being observed, it is imperative to put forward the correct tone. If you come across as lenient and casual, the candidate may not take the interview seriously and if you come across too harshly, the candidate may get nervous.<h4>Generalized questions&nbsp;</h4>Start the interview with general questions like describe yourself in line or what is the one word that fits you the best, etc. This would let an interviewer know about the candidate's interest and expectation. Later on switch to more specific questions to assess his potential.<h4>Time for questions</h4>Use the second half of the interview to sell the job and let the candidate know about organisation culture. Provide him enough time to ask questions. This will let you know whether the candidate has prepared well for the interview. &nbsp;&nbsp;

How To Interview Candidates

This blog offers practical advice on how to effectively interview potential candidates for a job. You'll learn the importance of asking the right questions, best practices for evaluating answers, and tips to make the process smoother.

Hiring Strategies

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For many, the role of HRM is a puzzling department. Everybody in the company knows that the department is important but what are its roles and responsibilities? HR adds value to the organization if its roles and practices are realized.HR deals with the most uncomfortable aspects like laying off employees, violations, etc. One of the most important roles of HR is to support employees and handle their grievances.&nbsp;<h3>Here is a list of HR manager responsibilities and duties&nbsp;</h3>RecruitmentA right candidate is the one whose goals align with the goals of the organization. HR needs to understand the needs and goals of the organization and then advertise the position he wants to fill. The task never ends with posting a job on an online platform. It also includes analyzing the market, managing the budget, and consulting stakeholders.1.HiringFrom conducting interviews to onboarding new employees, the role of HRM consists of it all. They make sure all the paperwork involved is done and everything from the first day to subsequent days is navigated.2.Performance AppraisalPerformance reviews are a method of evaluating the job performance of an employee. It bridges the communication gap between employees and managers. This is one of the key HR admin jobs and is considered best practice to improve results.3.Updating PoliciesAn HR’s job is to evaluate and review the policies at least once a year and update them accordingly. It is required to suggest changes to the policies when the organization structure changes or when they no longer serve employees.Being an HR, it is important to work towards their growth and development. As a human resource executive, one needs to support employees as well.&nbsp;<h3>How Human Resources Support Employees?</h3>&nbsp;1.Career developmentNobody likes to do the same task every day and makes his career stagnant. To keep the best employees, human resources can provide career paths and guide employees towards the long future within the organization.&nbsp;2.Continuous Learning‍The business environment is dynamic and therefore for career development, additional training is imperative. Companies can organize training sessions for their employees and human resources can guide employees as to which training sessions are beneficial according to the employee's career path.&nbsp;3.Health, safety, and wellnessHuman Resources can help employees through circumstances and sudden life occurrences like health issues, myriad, mental illnesses, etc.Employees do not work only for the pay that an organization offers. Right benefits play an important role in the retention of employees. Extra pay might make employees happier like vacations, a childcare budget, etc. Human resources responsibility and role is to align the goals to maintain balance.<a href="https://getwork.org/post-job">Post jobs </a>on GetWork to hire in 30 seconds and hire in 24 hours. Use this platform to make your hiring process easier. &nbsp;

 HR Manager Responsibilities and Roles

This blog provides an overview of the roles and responsibilities of HR Managers. It looks at the importance of this role in an organization and the impact it has on employee engagement, recruitment and development, employee relations, and other areas. 

People Management 

Work Culture 

CSR Initiatives

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A lot has changed since Human Resource (HR) Specialists and Recruiters considered their goals and achievements for the long awaited year 2020. Everyone had their own set of hiring objectives, but as the events of the year unfolded in the first quarter, things were changing quickly. It has been reported by NaukriJobSpeak Index that there has been a decline in 61% of hiring in May 2020. However according to a Global Outlook Survey by ManpowerGroup, in comparison to other countries, India still maintains a strong hiring pace as we enter Quarter 3. So guess there is a silver lining after all. Read until the end of this article to get some tips on how to fine tune your hiring goals and objectives.<h3>So what was happening in Jan 2021?</h3>Recession has been looming over heads for quite some time now. Surely, companies knew that making key, quality hires was just a part of the equation. Retaining their quality employees was very important.<h4>Company Culture</h4>As the year began, HR Teams were highly focused on building a strong company culture. Millennial employees contributed to a big percentage of workplace productivity. This generation was already focused on receiving benefits other than a hefty salary. The start of 2020 meant that a new generation was ready to take over the job markets – Gen Z. Generation Z employees are going to be even harder to please than their senior cohorts. Not only do they disregard salaries, they were bent on receiving a number of skills growth and learning opportunities. Basically, this means that employers have to introduce multi-faceted job opportunities to attract these eager learners. This can be achieved by equipping technological tools and building a dynamic work environment to satiate Gen Z employee needs.<h4>What’s happening now?</h4>Company culture and employee engagement is still incredibly important however with the increase of remote working, several companies have reduced their requirements of creating engaging office culture. There is now a heavier focus on improving communication to better retain employees and give a stronger sense of security to existing ones.<h3>AI</h3>Artificial Intelligence has taken workplaces by storm since its hype a few years ago. The rise of several tech companies and services has since implemented machine learning algorithms to smoothen out and automate mundane procedures. This has made its way into recruiting as AI enables for faster screening process. In the beginning of 2020, HR Teams that were without technological tools were quickly seeking ways to implement the best tools for their organizations. The challenge was with switching from older systems to newer ones. A complete system change could result in inefficient rather than efficient hires.<h4>What’s happening now?</h4>AI is still an essential tool required by HRs of various companies, but mainly to the ones who can afford it. Companies are struggling to budget and some will not have the ability to improve their hiring systems in-house. Thus, we will see a shift in implementation of 3rd party applications and tools that can be quickly implemented within a company to have a faster and smarter recruitment process.<h3>Sourcing Channel Effectiveness</h3>Prior to the rapid digital transformation, sourcing channel effectiveness has become a much more valued hiring metric among recruiters. There are several ways that job seekers are finding jobs nowadays. HR blogs are quick to state that referrals and paid job ads are the most effective methods for sourcing. Although this can be true, sourcing channel effectiveness will differ from industry to industry based on the job domain. Understanding what channels work your company is essential, especially with the growing popularity of mobile recruitment through chat applications and social media. Thus, there will be a need to ensure that the content of job postings is improved by increasing readability, graphics and use of hashtags.<h4>What’s happening now?</h4>With millions losing their jobs, narrowing the hiring funnel is necessary in the growing job market. Finding the right talent is harder as you find individuals of varying qualifications competing for the same job. This makes sourcing channel effectiveness an even more significant hiring metric to track.<h3>What’s next?</h3>Recruiters are now also tasked with a serious dilemma of finding quality candidates for their vacancies who will remain with the company even after the economic situation eases up. Here are a few things HR teams and Recruiters must continue to focus on: ‍ 1. Candidate Application Experience – Job seekers are applying to dozens of jobs. Shorter application processes will prove to be beneficial. Nevertheless, pay careful attention to job descriptions and make sure to include vital information regarding the role AND company. 2. Quality Applications – Implementation of pre-screening procedures can be useful. In fact, asking a series of yes/no questions based on the hard skills required in the position can help deter unqualified candidates. 3. Remote Workplace Culture – If you offer remote work opportunities you can widen your search to other states as well. It is unlikely that many job seekers will be able to relocate at this time. To maintain diversity, remote working is necessary until relocation is a viable option again. 4. Communication – Engage with your candidate through multiple channels. For instance, send them emails, text messages, phone calls prior to scheduling video interviews. This gives you the chance to assess their communication, time management and interests to work at your company. Consequently, you’ll see a significant increase in acceptance rates. 5. Interview – Ask more company specific questions. For example, ask them to, in their own words, describe the company’s vision. Candidates are applying solely based on a job title rather than the company. This is a huge problem as often times candidates accept jobs without considering the company’s goals and mission. 6. Decide Carefully – As highly qualified individuals now start applying for lower ranked positions, recruiters must fight the urge to hire overqualified talent. This is because they are more likely to switch jobs after the current economic situation settles.<h3>The Future</h3>2020 has brought a series of downfalls including recessions and pandemics. Recruiters will have to adjust and manage their goals, as a result. However, it is important to remember that despite these shortcomings, recruitment is about to get much harder and more vital. According to a LinkedIn report, there has been an increase of 63% demand of recruiters in the last 5 years. More so, 65% of recruitment teams are prioritizing keeping up with changing hiring needs. Identifying and sourcing talent is just a basic function of recruitment. On the other hand, understanding how specific talents impacts business outcomes is a higher level function. At the same time talent is changing. More and more individuals are becoming multi skilled with expertise across multiple domains. Additionally, there is more than one way for individuals to gain education, and the value of a traditional university degree is decreasing. So how do you assess quality of education? Does that mean more structured assessments and interviews? Moreover, experiences are becoming shorter and several are taking up multiple opportunities at once. How do you assess the quality of an experience during screening? Traditional methods of looking at the number of experience years may no longer work. Hence, as we get into more technical jobs, are simple resumes going to suffice? The criteria for which an applicant is assessed by will also have to change and it will change from profile to profile. This then means that screening and other tech tools need to be more adaptable to your needs. So for the individuals, who still think about how recruiter jobs will be rendered obsolete by technology, think again. There is a much greater need for recruiters to assess and analyze and quantify rich candidate data that is received at the time of application.<h3>GetWork is the Future</h3>f you’re looking for recruitment solutions, GetWork has much to offer with our powerful campus recruitment tool. GetWork is particularly dedicated to cultivating talent from the start of their education at college or institutes. In addition, we provide them with bountiful career development resources and a platform that allows them to assess their career options carefully. As a company, you will enjoy a strong talent pipeline for years to come. Instead of receiving thousands of unfiltered candidates, receive a hundred candidates that match your core competencies 100% and who are also aware of your company’s objectives. The latter is achieved by GetWork’s thorough company profiling and sponsored content/events. Your company profile is discoverable by all Students and Colleges. GetWork provides a fresh new alternative to traditional application and hiring methods. At the point of sign up, students create robust profiles that is the equivalent of their resumes. This makes it easy to screen thousands of applicants based on specific education, experiences and skills without additional tools for resume parsing. What’s more is that we give you access to the consolidated data from over thousands of students. Leverage this data to strategize your entry level hires for years to come .Over time, Companies and Colleges can mutually communicate to ensure students are industry ready to enter the Workforce. This can be done through providing the right industrial training, career workshops and specialized courses directly on the GetWork platform. Interested to find out more? You’d be crazy not to. So go ahead and explore at <a href="https://getwork.org/employer">getwork.org</a>. <a href="https://getwork.org/contact-us">Contact us</a> to transform your recruitment practices.

 Recruitment Goals for 2021 Jan vs. 2021 June

This blog will discuss the challenges and opportunities of the recruitment process in 2021, how to properly plan for hiring goals, and the best strategies for recruitment success throughout the first half of the year. 

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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. 

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Gamification is a growing trend, especially in the education and training industries. The concept involves using the theory, principles, and design of a game to motivate individuals to achieve goals in a virtual world. It is now being used in the recruitment world. In today’s competitive marketplace, companies are rapidly implementing gamification to improve user experience and sustain engagement with their brand.<figure class="media"><oembed url="https://www.youtube.com/watch?v=IGsYnof0i9o&amp;feature=emb_title"></oembed></figure>&nbsp;<h3>Gamification &amp; Recruitment &nbsp;</h3>Interviews are all about gauging the candidate’s ability to evaluate their own strengths and weaknesses. Candidates often show up to interviews with practiced answers to probably interview questions. This leaves interviewers trying to assess the candidate’s behavior, attitudes, and mindset. Integrating gamification with the interview process can allow recruiters to use interactive quizzes, behavioral tests, and industry-related challenges to make the screening process a lot more engaging and meaningful. Simulated work environments will also allow recruiters to assess the candidate’s practical skills in terms of creativity, innovation and problem-solving. A famous example of successful gamification integration in recruitment was back in 2004 by Google. They released mathematical riddle on billboards across Silicon Valley that led to a series of puzzles and challenges. Candidates were able to enjoy the games and possibly land a job at Google, while the tech giants seamlessly were able to attract fresh new talent. Gamification holds endless possibilities. There are various ways that you can structure games to attract desirable talents. Marriott Hotel developed a game that allows candidates to design and manage their own restaurants. They applied gamification techniques such as a point-based reward system to their business simulation. LinkedIn tied up with Flipkart to run the first Recruiting Hackathon where teams were in competition with one another to fill vacancies in the least amount of time. They were able to score 226 candidates in less than 5 hours. The buzz around gamification is massive. A survey by TimesJobs revealed that around 60% of organizations are using gamification to hire or engage their employees. With half of them using it at the time of screening. Employers are looking for new ways to hire, engage and retain employees with innovative strategies. Gamification could be a solution. &nbsp; &nbsp;<h3>Why you need Gamification</h3><ol><li>Test Practical Skills: These structured games will reveal the candidate's behavioral traits, time management, innovation skills. You will also be able to assess the motivation of the candidate especially if they are completing all rounds of the challenge.</li><li>Fast Elimination Process: You will have very rich data collected at the time of screening that will quickly tell you which candidates are right or not right for your organization. You will be able to quantifiably assess these candidates and use the data to modify the games.</li><li>Enhanced Sourcing, More Engagement: Candidates will start coming to you. By giving an engaging experience, you will attract talent relentlessly. That’s exactly what happened with Google.</li><li>Brand Value: Because you’re engaging talent and providing a solid candidate experience, you’re in turn increasing your brand value. In today’s digital world, brand value is everything. Your candidates are talking about their experience, and a good experience means your brand will garner more attention.&nbsp;&nbsp; &nbsp;</li><li>Less Stress: Candidates will be a lot more at ease to complete a game than sit in front of a recruiter answering questions. Giving your candidates an environment that allows them to convey their skills with ease will show you what they’re really capable of. The tense interview rooms are far from the environment that your candidates will actually be performing in.</li><li>Keep Up with Competitors: Gamification IS picking up across industries. Namely, the Logistics, Travel &amp; Tourism and Tech industries are seeing the value of using simulated game assessors to gauge the quality of their applicants. These industries also tend to hire in bulk, making it easier to screen candidates. Interview only the candidates that match your criteria closely.</li></ol><h3>Need to Knows to Use Gamification</h3>‍<ol><li>You can avoid Biases. The good things about using these interactive gamification processes is that you would be making decisions based on the candidates practical and cognitive skills. Your HR teams would be able to make bias-free decisions. Candidate qualifications and experiences will be secondary to their results. There is a gradual shift in the HR ecosystem where several talent acquisition representatives are starting to prioritize the actually skills versus the paper degrees an applicant has. Currently, recruiters use resumes just as a tool to narrow their applicant funnel. This needs to be done as it is impossible to go through hundreds of applications. But putting criteria for education and experience (years) these days could mean very little especially in India. Quality candidates are coming in from various backgrounds and with varied experiences. Candidates need to be assessed in new ways.</li><li>Resources will be used. Extensively.. Gamification is not a walk in the park. It is going to take a lot of effort and resources. Finding the right vendors and crafting the right game design to ensure you’re collecting the right kind of data from your candidates to assess their eligibility for your vacancy is imperative. Your current applicant tracking systems probably do not hold extensive features for you to run such types of challenges and quizzes. It would definitely involve employing a third-party organization or utilizing an in-house development team. Moreover, different vacancies would require different types of games.</li><li>Craft your games wisely. Being creative is essential. If your games are dull and boring and have a poor gameplay, candidates could have a negative experience and that will severely hurt your brand image. It will take a lot of research and testing to ensure that your games are drawing the desired results.</li><li>Plan. Plan. Plan.. As the previous two points allude to, you will require a lot of planning. You will have to dedicate teams that will be working on designing the games and these processes. Your team will continuously have to develop new designs and concepts and challenges to ensure gamification is delivering the right results. Setting up your designs once is not how you will make the most of gamification techniques. You will have to assess the progress and engagement of your games and keep on developing your strategies.</li><li>Measure the Results ‍ That brings us to the final points. You have to be able to measure the results properly. When developing the games, be sure to keep in mind how you’re planning on assessing certain soft skills or technical skills. By measuring your results you will be able to track your applicant’s engagement and understanding of your product and company.</li></ol>‍ &nbsp; &nbsp;&nbsp;‍‍ &nbsp;&nbsp;<h2> ‍‍</h2> ‍ Gamification takes time but the results are worthwhile. It gives you the ability to extract rich data from your future employees and from the workforce in general. The data you collect about your talent pool can help you reassess your expectations and also the kind of training your new employees will need. With each new generation, we see a change in how they work and the kinds of things they prioritize in their career. Gamification could be a fun way to get this data instead of inviting your talent pool to take part in feedback surveys.&nbsp;<h3>Resources:</h3><a href="https://hrtrendinstitute.com/2019/02/25/9-examples-of-gamification-in-hr">https://hrtrendinstitute.com/2019/02/25/9-examples-of-gamification-in-hr</a><a href="https://hrtrendinstitute.com/2019/02/25/9-examples-of-gamification-in-hr">‍</a><a href="https://www.thebalancecareers.com/video-resumes-1918979">https://economictimes.indiatimes.com/jobs/india-inc-takes-on-the-gamification-revolution-to-hire-and-engage-employees/articleshow/38062131.cms?from=mdr</a><a href="https://www.thebalancecareers.com/video-resumes-1918979">‍</a><a href="https://resources.workable.com/stories-and-insights/gamification-in-recruiting-effectiveness">https://resources.workable.com/stories-and-insights/gamification-in-recruiting-effectiveness</a><a href="https://resources.workable.com/stories-and-insights/gamification-in-recruiting-effectiveness">‍</a><a href="https://www.hrtechnologist.com/articles/recruitment-onboarding/gamification-in-recruitment-all-you-need-to-know/#:~:text=In%20definition%2C%20gamification%20uses%20game,in%20a%20brand%2C%20deepening%20engagement.">https://www.hrtechnologist.com/articles/recruitment-onboarding/gamification-in-recruitment-all-you-need-to-know/#:~:text=In%20definition%2C%20gamification%20uses%20game,in%20a%20brand%2C%20deepening%20engagement.</a><a href="https://www.hrtechnologist.com/articles/recruitment-onboarding/gamification-in-recruitment-all-you-need-to-know/#:~:text=In%20definition%2C%20gamification%20uses%20game,in%20a%20brand%2C%20deepening%20engagement.">‍</a><a href="https://recruiterbox.com/blog/gamification-in-recruiting">https://recruiterbox.com/blog/gamification-in-recruiting</a><a href="https://www.talentlyft.com/en/blog/article/225/how-to-use-gamification-in-recruitment">https://www.talentlyft.com/en/blog/article/225/how-to-use-gamification-in-recruitment</a>

 Innovation in HR: Gamification

Interviews are all about gauging the candidate’s ability to evaluate their own strengths and weaknesses. Candidates often show up to interviews with practiced answers to probably interview questions. 

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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

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. 

Industry Trends

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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.

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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.

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Pre Employment check or Pre background check is an important procedure for employers. Once the employer has done the initial processes and sorted candidates by interviews and various skill tests, the pre-employment check takes place. With this check, employers check the history of the candidate. It is done to make sure that the candidate does not has any criminal record, driving record and to check his professionalism.<h3>Why Conduct a Pre Employment Security Test?</h3>The corporate world is competitive so employers need to hire a candidate who is incorrupt and loyal to the company. Companies have confidential records and protocols, that need to stay secret. So to ensure secrecy, they conduct Pre Employment security test. Apart from these, some of the reasons behind Pre Employment Verification are:<h4>1.&nbsp; To Hire the right employee</h4>There are often cases where a candidate has included misleading information on their CV or he has provided wrong information to the HRs during the interviews. This information could be his educational qualification, his work experience, or his residential information. To make sure all the provided information is correct, Companies conduct Pre Employment Test.<h4>2.&nbsp; To check candidates’ character</h4>Candidates sometimes hide some information or exaggerate, so that they can land that Job. To prevent these kinds of dishonesties, companies run a character check. This character check is also a part of the Pre Employment Test to hire a high-character candidate.<h4>3.&nbsp; For the best Productivity</h4>Companies run a background check so that they can get his previous work history, his productivity. Past performances can say a lot about a candidate’s professionalism, technical skills and communication.<h3>Background Check process for Indian Companies</h3>Earlier, a background check was done only in MNCs to ensure that they are hiring genuine candidates. But now Pre Employment test has been normalized by new start-ups as well. There are techniques to ensure that the Indian companies are hiring genuine candidates.<h4>1. Aadhar Verification</h4>Aadhar card was launched so that citizen can have all their personal information in just one card. It has residential information, banking details, and even biometrics. Thus Aadhar card has become an important tool to run a background check of the candidates.<h4>2. Social Media</h4>Social Media is the best way to check the character of your candidate. Facebook, Instagram, and Twitter are the most famous social media platform where you can find your candidate. The candidate’s posts, likes, shares, and comments tell a lot about his character and the way he behaves.<h4>3. Contact his previous Employer</h4>If the candidate is experienced, his previous employer can tell a lot about him. HRs can find out about his professionalism, his communication skills, and his technical skills.&nbsp;<h4>Things to remember</h4>While the employers need to verify the candidates to ensure they hire only genuine ones, they should also know the legality of the process. Here are some points that they should remember:·&nbsp; &nbsp; &nbsp; &nbsp; Only ISO 27001 certified companies can conduct the Pre Employment screening.·&nbsp; &nbsp; &nbsp; &nbsp; Personal information such as Medical records, Financial information, and biometric data can not be accessed without the permission of the candidate.·&nbsp; &nbsp; &nbsp; &nbsp; The applicant must be informed about the background check.·&nbsp; &nbsp; &nbsp; &nbsp; If anything is found in the background check, it should be discussed with the applicant first.&nbsp;‍<h3>The conclusion</h3>A good employee can enhance the productivity of the whole organization. While it is important to run a background check on applicants, HRs should also remember that they don’t break any law in the process.At GetWork we help you hire the best employee. GetWork is a platform that brings freshers, colleges, and employers under one roof so that you experience the best hiring process. Join GetWork now.

Pre Employment Background Check- A guide for Employers

This blog covers topics such as why employers conduct background checks, what information is included in a background check, and how to prepare for a background check. 

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Ever since the pandemic has hit the world, it has affected almost every sector. The education sector is facing big issues and challenges as well. The two biggest challenges for Educational institutes are- "How to keep the education in a proper flow?" and "How to conduct on-campus drives in college?" For the first challenge, Educational Institutions have found a solution- Online classes and E-learning. According to research by Sannam, the online education market in India was worth $247 million in 2016 and is expected to increase to US$35.03 billion by 2025.Colleges are now making regular E-Classes to train and educate students but another challenge is yet to be solved. Because of the pandemic, hiring rates have dropped drastically. A report from The Hindu Business Lines says 35.48 percent of engineering job seekers are worried about timely placements. So How can Colleges beat the pandemic blues and Increase the placement rates by 5x? Here are 5 ways that can increase the placements in pandemic:‍<h3>1. Go Online</h3>Just like online classes have solved the challenge of educating and training students, Virtual Drives are helping Colleges in improving the placement rates in this pandemic and lockdown. With virtual hiring, colleges are conducting On-campus recruitment drives without the risks of exposing students to the pandemic. With virtual drives, colleges can reach a bigger number of companies. GetWork is a platform that is helping over 18,000 colleges in conducting successful virtual on campus drives. With GetWork, Placement rates of these colleges have increased up to 80%.The benefits of conducting Virtual On-Campus Recruitment Drives with GetWork are not just limited to higher placement rates. Going Online also reduces the manual work of the Training and Placement Officers as well. Virtual Drives with GetWork are fully automatic for seamless interaction with companies. Training and Placement Officers save 80% of their time and resources by using SaaS tools &amp; micro-services offered by GetWork.‍<h3>2. Scout for more companies</h3>When Colleges conduct On-campus Placement Drives, they have a few companies. They invite the companies for campus drives; the companies interview and hire a limited number of students. Students who cannot land a job in On-Campus drives have to go Off-campus for job hunt. This affects the placement rate of the colleges and the morale of the candidates.Online placements can completely change the scenario. When Educational Institutes opt for Virtual On-Campus Drives, their visibility to companies increases up to 5x. The communication between Training &amp; Placement Officers and Recruiters is virtual and they can connect in one virtual room. When the visibility of colleges is high, the students' satisfaction rate also increases. The annual placement report from GetWork says that after virtual placement drives, student satisfaction rates increased by 78%.&nbsp;<h3>3. Start finding new and upcoming startups</h3>The pandemic has hit every economy hard, but it is also giving life to new ideas and startups. The Startup Ecosystem report 2021 from Inc21 says that India is home to over 38K startups as on May 2021. 51 of these start-ups are unicorns i.e. they have a valuation of over $ 1 Billion. The start-Up ecosystem is the country is flourishing and India is likely to see 100 unicorns by 2023.These start-ups are a great opportunity for colleges as Startups hire the most skilled graduates. To increase the placement rates, the Training &amp; Placement Officers should look for new startups and invite them for placement drives. Startups give proper exposure of the industry to students with a decent package and also elevate the college reputation and placement rates.<h3>‍</h3><h3>4. Look for new Job Options</h3>The 2020 pandemic and lockdown have changed the conventional way of work. Everything is now going online and companies are looking for candidates who are “Digitally Woke”. Industries that are hiring in this pandemic are:· E-Learning Platforms· E-Commerce Businesses· Social Media and Communication based Companies‍Job profiles like Business Development, Talent Acquisition, Sales, Software Development are conventional, companies are hiring for these roles. Graduates are trained and hired for these profiles, but after the 2020 pandemic, the hiring scenario has completely changed.Unconventional Job options like Digital Marketing, Social Media Management, Creative Writing, Graphics Designers and Editors, Online Tutors are now majorly in-demand. Businesses are willing to hire creative individuals for these profiles. These jobs are in high demand and companies are offering a good package. Educational Institutes should adopt the change and prepare their students for these “Unconventional Jobs” as well.‍<h3>5. Ask Your students</h3>College TPOs should regularly interact with their students to get their views on what new job options and opportunities are popular in the market. Students have a bigger circle and they keep exchanging information and the latest trends with each other. Educational institutes that interact and communicate with their students, alumni, and industry experts regularly have increased placement rates compared to others. These colleges have a better curriculum to prepare students for On-campus placements, thus have better visibility among recruiters. GetWork gives a powerful feature to interact with your students everyday and understand their needs, requirements &amp; goals. GetWork's powerful SaaS tool gives a daily overview on Popular Skill in your college, Goals of your students, Gaps in placement strategies and a lot more.In 2012, Universidad TecMilenio introduced the Institute for Happiness and Wellbeing and overhauled its teaching to meet the needs of students and current industry trends. After this step, the university was listed among the Positive Universities.&nbsp;These 5 ways are most popular among colleges who have Preferred GetWork for their Virtual Placement Drives. GetWork has helped these colleges grow visibility to companies by 5 times. We'd love a chance to show you why GetWork is 10x better. Schedule a demo with our university success team: <a href="https://calendly.com/nidhi-getwork/university-success">https://calendly.com/nidhi-getwork/university-success</a> &nbsp;

 How Colleges can Improve their placements by 5x amid Pandemic

This blog explores how colleges can drastically improve their placement rates by 5x during the pandemic. It will provide insight on how to best leverage technology and digital means to actively engage students and make them more employable.

College Placements

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Some experiences can not be taught with books or syllabus. They need practical experience. These experiences become more important when they are designed for a professional course.&nbsp; Industry visits are also one of those experiences. Students need these experiences so that they have a better knowledge of the industry. Industry visits teach students about how companies manage and process a challenge. Here are the benefits of industry visits.<h3>What is Industry Visit?</h3>Indian educational institutes conduct Industry visits where students are sent to work and to gain experience in their specialized courses.&nbsp; Industry visit focuses on giving students an idea of how things work in a professional environment.&nbsp; They are mostly conducted for students pursuing a professional course. This is how students get exposure to the latest technologies.&nbsp; Industry visits are different than any other colleges, but the main motive of these visits is the same: To prepare students for the future.<h3>Who can get benefits from Industry Visits?</h3>Industry visits are conducted mainly for students who have joined a vocational course. These industry visit can be conducted for:1.&nbsp; &nbsp; &nbsp; Engineering Students2.&nbsp; &nbsp; &nbsp; Medical Students3.&nbsp; &nbsp; &nbsp; Management and Hospitality Students4.&nbsp; &nbsp; &nbsp; Information Technology students5.&nbsp; &nbsp; &nbsp; Digital Marketing Students<h3>Benefits of Industry Visits</h3>Industrial visits are the best source to increase the knowledge of students. It gives students exposure to various functions in an organization, such as HR, Marketing, Communication, etc.<h4>It Gives real-world experience</h4>While college and its syllabus prepare students with theoretical knowledge, Industry visits can expose them to real-world problems and give them an idea on how to resolve them.<h4>Industry visits make contacts</h4>When students are on an industry visit for their respective specialization course, they make contacts in the industry. These contacts help them grow after they graduate and are making their space in their field.<h4>The Certificates</h4>Industry visits not only give them a perspective, but it also gives them certificates. These certificates come in handy when students are applying for jobs. The certificates can give them a head start.<h4>Industry visits help the student in choosing their field</h4>Industry visits not only give students a clear look at how things work, but they help students in choosing a career. After the visits, students can think about how the industry is suitable for them and if they want to make a career in it.<h4>Students meet different work culture</h4>When colleges conduct multiple industry visits for students, students experience various work cultures. They learn their ethics, their policies and their protocols. This experience prepares students for the future.‍<h2>The conclusion</h2>Students not only get exposure to the real world, but they get mentally prepared for the corporate world. They learn life skills like communication. They learn directly from the industry expert, from their life lessons.GetWork is a platform for colleges that brings placement cells online so that the communication between industries and colleges can improve.

Benefits of Industry Visit

Industry visit provides a great platform for networking and gaining valuable insights from industry experts. This blog will discuss the various advantages of industry visits, and offer tips on how to make the most out of such experiences.

Campus sustainability initiatives

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Screening candidates and hiring them is a tricky task. It is essential when you are building a team that will bring growth to your organization. As an HR, you want to interview and assess a candidate in every way. To analyze a candidate you ask so many questions to the candidate about his personality, his qualification, and his work experience. But some questions come under the “Illegal category” and you should avoid asking them to the candidate.Here, GetWork brings 5 human resources manager interview questions that you should avoid:<h3>1: Do not ask for their address:</h3>Questions like “Do you own your own home or do you rent?” or “Whom do you live with?” are too personal and the candidate may not be comfortable answering them. These questions may also put a poor impression on the organization as well.<h4>What you can ask instead?</h4>You can ask “How long have you been at your current address?” or “What is your current address?”. These questions are a better substitute and they can make a nervous candidate calm.<h3>2: Avoid asking about family:</h3>Get some information about external responsibilities, not simply family or relationships, or they will view it as unfair. Questions related to Family should only be asked if the candidate mentions first. Questions like “Are you married?” “Are you single?” “Do you have any children?” are a few questions that might make the candidate uncomfortable.<h4>What you can ask instead?</h4>“Do you have any commitments that might prevent you from working the assigned shifts?” is a better replacement to get information about the external responsibilities.<h3>3: Do not ask questions related to religion:</h3>All the questions related to religion, faith, or beliefs are considered discriminative. Try to avoid any question about these to a candidate, Except if you're recruiting for a religious association.<h4>What you can ask instead?</h4>There is no alternate question on this. Ask questions about religion only if you are hiring for a religious organization.<h3>4: Do not not ask about their drug usage:</h3>This is not an appropriate question if you want to know whether the candidate is an illegal drug addict. Some candidates take prescribed medicines and this might be discriminatory to them. Try to be straight and specifically refer to illegal drugs to avoid discrimination.<h4>What you can ask instead?</h4>“Are you currently using illegal drugs?” is a substitute that can avoid discrimination. You're permitted to get some information about current illegal medication use. Yet, asking probably won't be helpful, as the candidate would say yes to get the job. You can get a clearer idea only after the drug test.<h3>5: Do not ask about their height or weight:</h3>“What is your height?” or “how much they weigh” are discriminatory questions and the candidate might feel insecure with these questions. HRs should select candidates for their skills, not for their physical appearance.<h4>What you can ask instead?</h4>Ask questions to check their physical abilities, if the job description has those criteria. If the job does not demand a candidate to reach a specific height or to lift a certain weight, HRs should avoid these question &nbsp;s.‍‍ &nbsp;

 5 Questions that HRs should avoid

This blog provides a comprehensive strategy for HR professionals on how to avoid answering five common and tricky questions during an interview. It covers the reasons why these questions should be avoided, how to properly respond, and how to redirect the conversation to a more comfortable line of questioning. 

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<h2>Employee Training and development</h2>In the past few years, companies have realised the importance of employee training and development for better performance, effectiveness and motivation. Employers are now not reluctant to spend for training and development of their employees as it provides them with skills like communication, decision-making and leadership. It is considered a strategic way to achieve high productivity and growth.<h2> Introduction to employee training and development</h2>Training and Development is highly important to retain valuable employees. If organisations fail to realise its importance and neglect it, employees' work becomes frustrating and cumbersome.Generally, these two words are used interchangeably, however, they are different. Training provides definite measurable goals and objectives like learning how to operate a machine,etc. Development, on the other hand, introduces broader skills like communication and leadership.<h2> Benefits of employee training and development</h2>The benefits of training and development of employees by the company outweighs the disadvantages of the programs. Here are few benefits-<ol><li>Performance- With timely training, employees become better at their work, which thereby improves their productivity and efficiency. Training programs ensure that employees are well equipped with the guidelines and safety measures to be taken while performing a task. This builds a sense of confidence among them, as they get to know more about the industry and their roles and responsibilities.</li><li>Brand Image- A company who constantly works towards the training and development of its employees by introducing programs attracts competent and passionate talent. As said earlier, employee training and development is not only beneficial for employees but also for the company’s reputation and image.</li><li>Newness- When a company is constantly working towards upskilling its employees, the work becomes interesting for employees and therefore, they introduce innovative and creative ideas for the growth of the company.</li></ol><h2>&nbsp;</h2><h2>Training and development Methods</h2>New and more effective ways come everyday to make training and development interesting for employees. However there are some common approaches that have been proved highly beneficial and yielded high results in the past. Here are some employee training and development methods-<ol><li>Orientation- One of the most important methods of development. It is important to make the new recruits familiar with the company’s environment, culture, mission and vision, objectives,goals,background and strategies. They need to become familiar with rules and regulations and most importantly need to feel comfortable and welcome. This can be done through videos, one-to-one sessions, or handbooks.</li><li>Lectures- This method of training and development is efficient when the company has to address a large number of people. This saves cost for the organization. However, this is not an efficient way of conducting training for employees, as the communication flows one way and there is very little room for questions and feedback.</li><li>Computer based training- With this approach, employees are free to learn wherever and whenever they want. Computer based training consists of pre-recorded tutorials where the communication takes place between a computer and the employee. From the company's perspective, the cost of training is reduced as there is no need for an instructor.</li></ol> &nbsp;

Employee Training and development

 Learn to design and implement a successful employee training program, identify and assess training needs, develop performance metrics, and create an effective learning environment.

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