Leaving a job can be a difficult and stressful process, and one of the most frustrating aspects can be the notice period – the amount of time that an employee is required to give between the decision to leave and the actual departure date. In some cases, the notice period may be longer than desired, and the employee may wish to find a way to shorten it. While it is not always possible to shorten the notice period, there are a few steps that an employee can take to try to negotiate a shorter notice period with their current employer.

To begin, it is important to understand the concept of a notice period.

What is a notice period?

A notice period is a period of time between the receipt of the letter of dismissal and the end of the last working day, as per the signed employment contract. In other words, a notice period is the amount of time an employee must give between the time he/she decides to leave and the time he/she actually leaves. When you decide to leave your current job, providing a formal notice will be the first step in the process of exiting the company.

Never consider quitting without adhering to the notice period, as doing so could result in legal complications.

Before initiating the process of quitting, it is important to familiarize yourself with the resignation policy of your company. The way you depart from your role holds significant importance, and the subsequent steps can be useful when submitting your notice:

Step 1: Write a formal letter

This is the first step and do not assume your resignation date starts just by verbally informing your manager. You need to send a formal email and if your company wants you to do it through the HRMIS portal, follow the same. Check out sample resignation letters here.

Step 2: Request and propose a final day

If you need to serve 3 months notice period, it is not easy to bring it down without finding a replacement if you’re in a critical role. In such circumstances, requesting an early departure requires a well-thought-out approach that not only respects the company’s needs but also ensures a seamless transition process. Here’s a more detailed explanation of how to go about it:

a)Assess Your Role’s Criticality: Begin by evaluating the significance of your role within the company. Critical positions often involve specialized knowledge, unique skills, or responsibilities that are hard to replace swiftly. Understanding the impact of your departure on ongoing projects and daily operations is essential.

b)Propose a Transition Plan: When requesting an early exit, it’s crucial to propose a transition plan that outlines how your responsibilities will be transferred to your successor or distributed among existing team members. This plan should ensure that projects continue without major disruptions.

Step 3: Follow-up with your manager

 It is very important you regularly check in with your manager and HR to have a transition plan. Set up regular check in meetings and update your manager on your current projects completion and handover status. Be cautious of accepting new work if you will not be able complete it during your notice period.

Step 4: Maintain Open communication

Throughout the process, maintain open and transparent communication with your employer. Address any concerns or questions they may have regarding the transition, and be flexible in accommodating their needs as well. If you know someone in the team who can cover you and support your role, start the KT process and update your manager.

Step 5: Formalize the Agreement

Once both parties agree on the terms of your early departure and transition plan, formalize the agreement in writing. This documentation should specify the new departure date, responsibilities during the transition, and any relevant conditions.

Step 6: Finally propose a Buyout of notice

Some employers are okay to waive-off or recover the shortfall of notice period days in your Final settlement amount. Be cautious of proposing it only if you have a written confirmation from your new employer and they agree to pay you this amount.

If even after your requests and negotiations, your employer says no to shortening your notice period and you don’t have any holiday days to reduce it, there isn’t a lot more you can do.

Be gracious, hang in there and try to stay motivated. keep your future employer updated and maintain open communication. Make sure to request an early exit date in your resignation letter.

Parting thoughts : Overall, it is important to approach the process of negotiating a shorter notice period with a clear and respectful attitude. While it may not always be possible to shorten the notice period, it is often worth trying to negotiate a shorter period if you have a valid reason for needing to leave early. By communicating openly with your employer and being prepared to offer solutions to any potential challenges, you may be able to negotiate a shorter notice period that meets your needs and the needs of your employer.

Adapting to Remote Hiring: A Creative and Interactive Approach

The shift to remote hiring might feel overwhelming, but with the right structure and process, it can become a seamless transition.

Let’s explore how to adapt your hiring practices to thrive in the virtual landscape.

1. Start with a Self-Assessment

Before diving into remote hiring, evaluate your current hiring process:

• Identify gaps: Are there processes that don’t translate well to remote hiring?
• List challenges: Highlight potential obstacles, such as communication barriers, tool limitations, or lack of team readiness.
• Team readiness: Assess if your team is aligned and prepared to adapt to remote operations.

Tip: Create a checklist to identify your hiring readiness. Share it with your team and collaboratively address the gaps.

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2. Create a Comprehensive Remote Hiring Policy

Structure is key to a seamless remote hiring process:

• Address operational challenges: Define specific changes to transition your hiring process to remote.
• Highlight weak links: Focus on areas needing immediate improvement, such as technology or workflow adjustments.
• Clear communication: Keep all stakeholders informed about updates to roles and responsibilities.

Tip: Design a digital guide or infographic summarizing your remote hiring policy for team distribution.

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3. Choose the Right Tools for Virtual Interviews

Select tools that cater to your hiring needs:

• Assess requirements: Identify tools for coding challenges, whiteboarding, or video interviews.
• Explore options: Utilize free tools like Zoom or Google Meet, or invest in premium platforms for advanced functionalities.

Pro Tip: Conduct a mock interview using the chosen tools to ensure smooth execution during the actual process.

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4. Redesign the Candidate Experience

A memorable candidate experience is crucial for remote hiring success:

• Friendly interactions: Foster warmth and approachability during virtual meetings.
• Use visuals: Share videos showcasing your team, culture, and work environment.
• Transparency: Provide clear timelines and regular updates.

Interactive Element: Host virtual “office tours” or Q&A sessions to give candidates a glimpse of your culture.

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5. Structure a Virtual Onboarding Process

Remote onboarding requires thoughtful planning:

• Digital documentation: Share contracts and other paperwork via secure platforms.
• Personal welcome: Schedule video calls to introduce new hires to the team.
• Learning plan: Create a structured learning program with essential resources.
• Remote buddy: Assign a mentor to guide the new hire through the initial phase.

Creative Add-On: Develop a gamified onboarding checklist to make the process engaging and fun.

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6. Facilitate Engagement During Virtual Onboarding

Ensure new hires feel connected and aligned:

• Checklist: Provide a clear to-do list for the first week.
• Regular touchpoints: Schedule one-on-one check-ins to address concerns.
• Feedback loop: Collect feedback to continually refine the onboarding process.

Tip: Use polls or surveys to gather insights from new hires about their onboarding experience.

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Conclusion

Remote hiring isn’t just a necessity—it’s an opportunity to refine your hiring process and build a more resilient team. By assessing your capabilities, utilizing the right tools, and prioritizing engagement, your startup can attract top talent and establish a strong, adaptable workforce.

If you’re a start-up struggling with remote hiring, remember that every step forward is progress. Need help? Contact Skillpad to facilitate your tech hiring process and take your team to the next level!

1. Make Your Profile Public

Visibility matters! To allow recruiters and connections to find you:

• Navigate to Settings and select the “Make Profile Public” option.
• It takes less than 30 seconds and ensures you’re accessible to potential opportunities.

2. Secure a Custom LinkedIn URL

Claiming a personalized URL makes your profile stand out:

• Opt for a short and clean slug like “/firstnamelastname”.
• It’s perfect for listing on your resume, email signature, or business cards.

3. Add or Update Your Profile Picture

Profiles with a professional photo are:

• 10 times more likely to be viewed.
• 30% more likely to receive responses via InMail.
  Invest in a high-quality headshot that reflects your professionalism and approachability.

4. Set a Compelling Background Photo

Your background photo is an untapped branding opportunity:

• Create a visually appealing banner that highlights your skills, interests, or personality.
• Use editing tools like canva to design LinkedIn-specific banners easily.

5. Update Your Location and Industry

Recruiters frequently filter candidates by location and industry:

• Make sure these sections are accurate to align with relevant job opportunities.
• This small detail can significantly improve your chances of being discovered.

6. Craft a Strong LinkedIn Summary

Your summary is your personal pitch:

• Use the 1,000-character limit to showcase your expertise, achievements, and career goals.
• End with a clear call-to-action—whether it’s connecting, messaging, or visiting your portfolio.

7. Highlight Five Key Professional Skills

The skills section boosts your profile’s visibility:

• Add at least five core skills relevant to your profession.
• These skills improve your ranking in LinkedIn search results.

8. Build Credibility Through Recommendations

Endorsements and recommendations provide social proof:

• Ask former managers, colleagues, or clients for thoughtful recommendations.
• Offer to endorse and recommend others—it’s a great way to strengthen your network.

9. Detail Your Work Experience Thoroughly

Your experience section is the backbone of your profile:

• Use consistent formatting for each role.
• Include key achievements, responsibilities, and measurable outcomes for every position.
• Recruiters rely on this section to assess your expertise and fit.

10. Aim for Profile Completeness

LinkedIn guides you to optimize your profile through its Completeness Score:

• Fill out all sections—experience, education, skills, certifications, and volunteer work.
• Follow LinkedIn’s prompts to identify and complete missing information.

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Conclusion

Your LinkedIn profile is your personal brand in the professional world. By optimizing these 10 key areas, you not only improve your chances of being found by recruiters but also leave a lasting impression.

Take the time to build a profile that reflects your true potential, and watch the opportunities come your way. Start today—because the right connection could be just a click away!

The world of startups is exciting, fast-paced, and ever-evolving. However, hiring in this landscape can be exceptionally challenging. It’s a fiercely competitive market, filled with hundreds of “hot startups” vying for the same candidates. The hiring pool for top tech talent is limited, and for every qualified candidate, there are myriad recruiters attempting to snatch them up.

Success in startup hiring lies in creating a proactive talent pipeline and implementing effective recruitment strategies to outpace competitors. Let’s break down the process to help your startup hire smarter and faster.

Step 1: Launch Your Search

The foundation of any successful recruitment process is preparation. To hire top tech talent effectively, start by laying down the groundwork:

Kickoff Call: Begin with a detailed briefing to align on your company’s goals, culture, and hiring needs. This ensures your recruitment team represents your brand authentically to potential candidates.

Preparation: Craft a compelling job description that reflects your mission and culture. Develop a candidate assessment scorecard and design a structured interview process to simplify evaluations.

Targeted Sourcing: Identify the best job portals, referral networks, or professional platforms like LinkedIn to connect with candidates who align with your company’s vision.

Market Mapping: Leverage effective talent mapping strategies to identify target companies and create a pool of relevant candidates.

Tip: Use tools like talent analytics platforms to track competitors and refine your sourcing strategy.

Step 2: Active Sourcing and Candidate Engagement

Once your foundation is ready, move to active sourcing and building a pipeline of qualified candidates:

Candidate Shortlisting: Conduct initial screening calls to pitch your company, gauge interest, and assess cultural fit. Use structured questions to evaluate candidates fairly.

Active Pool Creation: Develop an engaged talent pipeline of 8–10 qualified candidates. Maintain regular communication to keep candidates “warm.”

Tip: Use automation tools for follow-ups and engagement to ensure candidates remain interested in your company.

Step 3: Speed Up the Interview Process

Time is of the essence in competitive tech markets. A fast, transparent, and respectful process is critical to closing offers successfully:

Streamlined Interviews: Conduct all interview rounds within two weeks to maintain momentum. Use a structured interview process to evaluate candidates efficiently and fairly.

Candidate Experience: Ensure clarity and transparency at every step. Offer timely updates and feedback to enhance the candidate experience.

Sealing the Deal: Quickly move selected candidates to the offer stage. Complete reference checks promptly to avoid delays.

Pro Tip: Leverage virtual interviews to expedite the process and broaden your reach to remote candidates.

Additional Tips for Start-up Hiring Success

• Develop a Sourcing Strategy: Build a well-planned approach to finding the right talent. This includes targeted outreach, networking, and leveraging referrals.
• Tell a Compelling Story: Use the job description to reflect your company’s vision and culture. This helps attract candidates who resonate with your mission.
• Use a Structured Interview Process: Streamline evaluations with standardized questions and scoring systems for a fair and efficient selection process.
• Engage Candidates Continuously: Maintain regular touchpoints with candidates to keep them excited about joining your startup.

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Why Candidate Experience Matters

Candidate experience is a crucial factor in startup hiring. Every interaction, from the first outreach to the final offer, shapes a candidate’s perception of your company. A positive experience not only attracts top talent but also builds your employer brand.

Interactive Tip: Use candidate feedback surveys to identify areas of improvement in your recruitment process.

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Conclusion: Plan Strategically, Act Decisively

Whether you’re a startup recruiter or a hiring manager, adopting a structured approach can turn hiring challenges into opportunities to build a high-performing team. By focusing on proactive talent pipeline development, efficient closures, and creating a positive candidate experience, your company can outshine competitors and secure top talent in record time.

Every hire is an investment in your company’s future. Plan strategically, act decisively, and prioritize the candidate experience to build a winning team.

Need help with your hiring process? Connect with Skillpad—our turnaround time for closing roles is less than 30 days!

“Your resume certainly plays a big part if you’re starting your job search. Think of your resume as a potential marketing tool to sell yourself”.

Remember your effort is worth it in investing and crafting a perfect CV. A good resume gets good results – it will increase your chance to interview in noticeable ways.

Here are the two parts to write your resume

Part 1: What to Include in Your Resume

Your resume is your first impression to potential employers, so make it count. A well-crafted resume is more than a list of experiences; it’s a tool to showcase your skills and value concisely.

Essential Components of Your Resume

• Choose a Resume Format
  Select a format that highlights your experience and skills. The reverse chronological order resume format is commonly preferred by recruiters.

• Add Your Name and Contact Information
  Ensure your name, phone number, email, and LinkedIn or portfolio links are easy to spot.

• Create a Standout Resume Headline
  A headline acts as a quick professional summary of your expertise. For example: “Marketing Specialist with 7+ Years of Digital Strategy Experience.”

• Write a Compelling Summary Statement
  This professional summary should be a concise overview of your background, strengths, and job aspirations.

• Detail Your Work Experience
  Include your work history with job titles, companies, dates, and achievements. Emphasize results over responsibilities to align with ATS-friendly resume keywords.

• List Relevant Skills and Keywords
  Incorporate industry-specific skills that resonate with the job description. This improves applicant tracking system (ATS) compatibility.

1. Include Education, Certifications, and Relevant Information
   Highlight your academic achievements and certifications relevant to the role.
   
2. Link to an Online Portfolio (Optional)
   For creative or technical roles, include links to an online portfolio or work samples.

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Part 2: How to Create the Perfect Resume Layout

The resume layout is essential for clarity and impact. Follow these guidelines for a professional appearance:

Here are some additional tips for a great Resume Layout –

• Keep It Concise: Ideal length is 1-2 pages for students and 2-3 pages for experienced professionals.
• Cover the Basics: Name, contact details, summary, qualifications, and work history are essential.
• Choose an Easy-to-Read Design: Use professional fonts like Times New Roman or Arial. Avoid distracting colours or graphics.
• Tell Your Career Story: Craft a career narrative highlighting progression, achievements, and value.
• Proofread Carefully: Spelling and grammar mistakes can be dealbreakers. Use tools or seek feedback for a polished result.

Ready to Land Your Dream Job?

A polished, professional resume is your gateway to success. Now that you’ve tailored your resume using these resume writing tips, you’re ready to start applying for your dream jobs with confidence.

Is Your Start-up Ready for Its First Hires?

Growing a startup is thrilling yet challenging. One of the biggest decisions founders face is when to make their first hires. The timing of bringing in new team members can be tricky to determine, but it’s crucial for your startup’s growth. After securing funding, hiring becomes one of the most significant factors in scaling your company. Having the right people in the right roles at the right time is essential for success.

To help you make informed, strategic hiring decisions, we’re sharing some tried-and-true tips for building a solid startup team.

Why the First Hire Matters –

In a startup, every hire counts—sometimes more than you realize. Bringing on a new team member can either accelerate growth or create setbacks, depending on the fit. Startups aren’t for everyone; some will thrive in the fast-paced, dynamic environment, while others may find it overwhelming or unfulfilling. Knowing this from the start can help you attract talent that’s genuinely excited by the opportunity to build something new.

Here’s What You Need to Know for a Successful First Hire:

Seek Flexibility in Compensation

The ideal hire is someone who believes in your mission and is willing to work within your budget. They understand that early-stage startups may not offer the highest salaries but often come with other rewards, such as equity, learning opportunities, and a strong culture of innovation.

Tip: Use tools like salary expectation surveys or compensation calculators to align candidate expectations early.

Forget the “Perfect” Candidate

When hiring for a startup, don’t get too hung up on finding a flawless candidate. Focus instead on adaptability, resourcefulness, and cultural fit. The perfect startup team member is someone who can wear multiple hats and is willing to learn and grow with your company.

Build Your Startup Brand Early

Your start-up brand plays a huge role in attracting top talent. Before you even start hiring, work on building buzz around your mission, values, and the exciting problems you’re solving. This will help you naturally attract people who are passionate about your vision.

Start with Your Network

For those first crucial hires, look to your personal and professional networks. These connections can introduce you to potential candidates who already understand and believe in your startup’s mission. Referrals from your network often bring in talent who are highly motivated and aligned with your goals.

Challenge Traditional Hiring Norms

Hiring for a startup is different from traditional corporate hiring. Be creative, flexible, and think outside the box. Consider unconventional approaches like offering remote work, flexible schedules, or unique perks that might appeal to innovative thinkers.

Define Your Ideal Team Member

Create a profile of what a “good-fit” employee looks like for your startup. This will help you identify candidates with the right attributes and mindset during the screening and interview processes. Having a clear persona will guide your evaluations and ensure that new hires add value to your team.

Invest in Startup Recruiting Expertise

Consider partnering with recruiters who specialize in startup talent acquisition. Skilled startup recruiters understand the unique challenges and opportunities of early-stage hiring and can help you source candidates who have the potential to make a big impact.

Making the Right Decision

The end goal of your interviews is to select the best candidate for both the role and your startup team. A straightforward, effective approach is to score candidates based on culture fit, practical abilities, and performance in hands-on assessments. This scoring helps keep evaluations objective and ensures you’re choosing the right person to move your startup forward.

If you need assistance designing an effective candidate assessment process, reach out to Skillpad! Send us your requirements, and we’ll provide free assessment templates to help you make informed hiring decisions.