Asking for a salary increase can be a nerve-wracking experience, but it’s a crucial step in advancing your career and ensuring you’re fairly compensated for your skills and contributions. Whether you’re negotiating a raise during a performance review or making a case for a higher salary when starting a new job, these 25 tips will help you navigate the process effectively.

1. Do Your Research: Before approaching your employer, research industry standards and salary benchmarks for your position and location.

2. Time It Right : Request a raise after a significant accomplishment, a successful project, or during your annual performance review.

3. Document Your Achievements : Create a record of your accomplishments, responsibilities, and any extra duties you’ve taken on.

4. Set Realistic Expectations : Be prepared for negotiation, and understand that you may not receive everything you ask for.

5. Practice Your Pitch : Practice what you’re going to say to your employer or HR, focusing on your achievements and why you deserve a raise.

6. Being confident is key : Believe in your worth and what you bring to the company.

7. Highlight Value Added : Show how your work has contributed to the company’s growth, revenue, or efficiency.

8. Be Prepared to Listen: Be open to feedback and willing to discuss your manager’s concerns or questions.

9. Keep Emotions in Check : Stay composed, even if the conversation becomes difficult or emotional.

10. Approach Your Boss First : If possible, have this conversation with your immediate supervisor before HR.

11. Understand Company Policies : Familiarise yourself with your company’s policies on salary reviews and increases.

12. Offer Solutions : Suggest how your increased salary will benefit the company, such as improved productivity or retention.

13. Practice Patience: Give your employer time to consider your request. They may need to consult with higher-ups or review budgets.

14. Be Open to Non-Monetary Benefits : Consider perks like additional vacation days, flexible hours, or professional development opportunities.

15. Dress Professionally : Dress the part when making your request; professionalism counts.

16. Be Concise : Present your case clearly and concisely; avoid unnecessary details or tangents.

17. Stay Positive : Frame your request positively, emphasising your commitment to the company.

18. Consider Benefits : Remember to include benefits, bonuses, and other compensation when discussing your package.

19. Demonstrate Growth : Show how you’ve grown and developed in your role, taking on more responsibilities over time.

20. Show Enthusiasm : Express your enthusiasm for your job and your desire to continue contributing to the company.

21. Practice Active Listening : Ensure you understand your employer’s perspective and respond thoughtfully.

22. Have a Backup Plan : Consider what you’ll do if your request is denied, such as seeking other opportunities.

23. Be Flexible : Be willing to negotiate and find middle ground in the conversation.

24. Stay Professional : Maintain professionalism throughout the negotiation, even if it doesn’t go as planned.

25. Follow Up After the discussion : follow up in writing to recap the key points and any agreed-upon actions.

Asking for a salary increase is a critical step in advocating for your worth and career growth. By preparing, staying professional, and demonstrating your value to the company, you can increase your chances of a successful negotiation. Remember that it’s not just about asking for more money, but about justly rewarding your contributions and securing your financial future.

The hiring process can be overwhelming, whether you are a job seeker or an employer. It seems like there’s an entire language dedicated to hiring, with acronyms and terms that can leave you scratching your head. To navigate this landscape with confidence, it’s crucial to familiarize yourself with the hiring glossary. In this blog post, we’ll demystify the most common terms and concepts you’re likely to encounter during the hiring process.

Job Description:

The job description is a document that outlines the responsibilities, qualifications, and expectations for a particular job opening. It provides candidates with a clear understanding of what the role entails and helps employers attract suitable candidates.

Resume:

A resume is a concise summary of a candidate’s education, work experience, skills, and achievements. It is typically submitted by applicants to showcase their qualifications and suitability for a job.

CV (Curriculum Vitae):

Similar to a resume, a CV is a comprehensive document that provides an overview of a candidate’s education, work history, skills, publications, and other relevant information. CVs are commonly used in academia, research, and certain professions.

Applicant Tracking System (ATS):

An ATS is software used by employers to manage and streamline the hiring process. It allows them to track and screen candidates, store resumes, schedule interviews, and automate various aspects of recruitment.

Screening:

Screening refers to the process of reviewing resumes or applications to shortlist candidates who meet the minimum requirements for a position. This initial assessment helps employers identify potential candidates for further evaluation.

Interview:

An interview is a formal meeting between employers and candidates to assess their qualifications, skills, and fit for a job. Interviews can take various formats, including phone interviews, video interviews, panel interviews, and one-on-one interviews.

Behavioral Interview:

A behavioral interview is an interview technique that focuses on past behaviors and experiences to predict future performance. Employers ask candidates to provide specific examples of how they handled certain situations or challenges, aiming to assess their skills and competencies.

Reference Check:

A reference check involves contacting individuals provided by the candidate as references to verify their qualifications, work history, and character. Employers use this process to gather additional information and validate the candidate’s suitability for the job.

Offer Letter:

Once a candidate has successfully gone through the selection process, the employer extends an offer letter, which outlines the terms and conditions of employment, including compensation, benefits, start date, and other relevant details.

Onboarding:

Onboarding is the process of integrating a new employee into an organization. It includes activities such as orientation, training, and providing the necessary resources to help the employee become productive and acclimated to their new role.

Background Check:

A background check is a process in which employers verify the accuracy of a candidate’s information, such as employment history, education, criminal records, and professional licenses. It helps employers ensure the candidate’s qualifications and suitability for the role.

Pre-Employment Assessment:

Pre-employment assessments are tests or evaluations used by employers to measure a candidate’s skills, abilities, personality traits, or cognitive capabilities. These assessments provide additional insights into a candidate’s suitability for a position.

Hiring Manager:

The hiring manager is the person responsible for overseeing the recruitment process and making the final decision on which candidate to hire. They work closely with HR teams and interviewers to evaluate candidates and determine the best fit for the organization.

Job Board:

A job board is an online platform or website where employers post job openings and candidates can search and apply for those positions. Examples of popular job boards include LinkedIn, Indeed, and Glassdoor.

Diversity and Inclusion:

Diversity and inclusion refer to policies and practices aimed at creating a workforce that encompasses individuals from diverse backgrounds, cultures, and experiences. Employers strive to foster an inclusive environment that values and respects the differences among employees.

Cultural Fit:

Cultural fit refers to how well a candidate’s values, beliefs, and behaviors align with the company’s culture. Employers assess cultural fit to ensure that the candidate will thrive and contribute positively to the organization’s work environment.

Counteroffer:

A counteroffer is a response from an employer to a candidate’s job offer, proposing different terms or conditions than the original offer. This can include changes to salary, benefits, or other aspects of the employment package.

Remote Work:

Remote work, also known as telecommuting or teleworking, refers to the practice of working from a location outside the traditional office environment. It allows employees to perform their job duties remotely, often utilizing technology and online communication tools.

Applicant:

An applicant is an individual who submits an application for a job opening. This term is used to refer to candidates who are in the initial stages of the hiring process, before being selected or rejected.

Job Requisition:

A job requisition is a formal request from a hiring manager or department to fill a vacant position within an organization. It outlines the job title, duties, qualifications, and other requirements necessary for the role.

Passive Candidate:

A passive candidate refers to someone who is currently employed and not actively seeking a new job but may be open to considering new opportunities if presented. Employers often engage in targeted outreach to attract passive candidates.

Talent Acquisition:

Talent acquisition is the process of identifying, attracting, and acquiring skilled individuals to fill specific job openings within an organization. It involves strategic planning, sourcing, and engaging with potential candidates.

Employer Branding:

Employer branding is the process of shaping and promoting an organization’s reputation and image as an employer. It involves highlighting the company’s culture, values, benefits, and opportunities to attract and retain top talent.

Behavioral Assessment:

A behavioral assessment evaluates a candidate’s behavior, personality traits, and preferences to predict their potential fit within a role or organization. These assessments often use psychometric tests or behavioral questionnaires.

Outplacement:

Outplacement services are provided by employers to support employees who are leaving the organization due to layoffs or restructuring. It involves assistance with job search, resume writing, career coaching, and other resources to help individuals transition to new employment.

Job Offer Negotiation:

Job offer negotiation is the process of discussing and reaching mutually agreeable terms between an employer and a candidate after a job offer has been extended. It typically involves negotiations related to compensation, benefits, start date, or other conditions.

Talent Pipeline:

A talent pipeline refers to a pool of potential candidates who have expressed interest in working for an organization or who have been identified as potential future hires. Employers nurture and engage with these candidates to build relationships over time.

Employee Referral Program:

An employee referral program is a structured initiative by employers to encourage their current employees to refer qualified candidates for job openings within the organization. Referrals are typically rewarded with incentives or bonuses.

Job Shadowing:

Job shadowing is a process in which a candidate or employee observes and follows a current employee in their day-to-day tasks and responsibilities. It provides insights into the role and helps individuals gain a better understanding of the job.

Talent Pool:

A talent pool refers to a database or list of potential candidates who have expressed interest in working for an organization or have been identified as strong candidates in previous hiring processes. Employers can draw from this pool when new positions become available.

Talent Management:

Talent management refers to the strategic processes and practices involved in attracting, developing, and retaining skilled individuals within an organization. It includes activities such as succession planning, career development, and performance management.

Panel Interview:

A panel interview is an interview format where multiple interviewers, typically representing different stakeholders within the organization, collectively assess a candidate. Each panel member asks questions and evaluates the candidate’s responses.

Job Market:

The job market refers to the current state of employment opportunities and the overall demand for jobs in a particular industry, region, or economy. It influences factors such as job availability, competition, and salary levels.

Candidate Experience:

Candidate experience refers to the overall perception and impression a candidate has of the hiring process and the organization. It encompasses every interaction, from the initial application stage to the final decision, and influences the candidate’s perception of the company’s culture and employer brand.

On-Demand Hiring:

On-demand hiring refers to the practice of quickly and flexibly hiring individuals to meet immediate business needs, often utilizing temporary or contract workers. It allows organizations to adapt to fluctuating workloads or specific project requirements.

Succession Planning:

Succession planning is a strategic process through which organizations identify and develop internal talent to fill key leadership or critical roles in the future. It ensures a smooth transition and continuity of operations when key employees leave or retire.

Job Aggregator:

A job aggregator is a website or platform that collects job listings from various sources, such as company websites, job boards, and staffing agencies, and displays them in a centralized location. Job seekers can search and apply for multiple positions through the aggregator.

Candidate Persona:

A candidate persona is a fictional representation of an ideal candidate for a specific role within an organization. It includes characteristics such as skills, experience, personality traits, and motivations, helping employers target and attract suitable candidates.

Employment Branding:

Employment branding involves actively promoting an organization’s reputation as an employer of choice. It encompasses the company’s values, culture, benefits, and unique selling points to attract top talent and differentiate it from competitors.

Remote Hiring:

Remote hiring refers to the process of hiring candidates who will work remotely or from a location outside the physical office. It includes remote interviews, virtual onboarding, and ensuring the necessary tools and communication platforms are in place for remote work.

Skills Gap:

The skills gap refers to the mismatch between the skills and qualifications job seekers possess and the skills and qualifications that employers require for specific job roles. It is often identified as a challenge in industries where the demand for certain skills exceeds the available supply.

Assessment Center:

An assessment center is a structured evaluation process used by employers to assess candidates’ competencies, skills, and aptitude for a particular job. It typically involves a series of exercises, simulations, and assessments conducted over a specified period.

Gig Economy:

The gig economy refers to a labor market characterized by the prevalence of short-term or freelance work arrangements, often facilitated through digital platforms or apps. Workers in the gig economy are typically independent contractors and have flexibility in choosing their projects.

Exit Interview:

An exit interview is a conversation conducted between an employer and an employee who is leaving the organization voluntarily or involuntarily. It provides an opportunity for the employee to provide feedback on their experience, reasons for leaving, and suggestions for improvement.

Employer of Choice:

An employer of choice is an organization that is highly regarded by job seekers due to its positive work culture, employee benefits, growth opportunities, and other attractive factors. Being an employer of choice helps attract and retain top talent.

Internal Recruitment

Internal Recruitment:Internal recruitment involves filling job vacancies within an organization by considering existing employees for the role. It can be done through promotions, transfers, or other internal mobility programs, enabling organizations to leverage the skills and experience of their current workforce.

Cost per Hire:

Cost per hire is a metric that calculates the total expenses incurred by an organization to fill a job opening. It includes costs associated with advertising, recruitment agencies, interviewing, background checks, and onboarding.

Workforce Planning:

Workforce planning is a strategic process that helps organizations anticipate and address future talent needs. It involves analyzing current workforce capabilities, identifying skill gaps, and developing strategies to acquire, develop, and retain the right talent.

Employer Value Proposition (EVP):

The employer value proposition refers to the unique combination of benefits, rewards, and opportunities that an employer offers to its employees in exchange for their skills, contributions, and commitment. It serves as a key factor in attracting and retaining top talent.

Transferable Skills:

Transferable skills are skills and abilities that can be applied and utilized across different roles, industries, or job settings. These skills, such as communication, problem-solving, and leadership, are not specific to a particular job and can be valuable in various contexts.

Candidate Persona:

A candidate persona is a semi-fictional representation of the ideal candidate for a specific role, based on research, data, and insights. It goes beyond demographics to capture characteristics, motivations, aspirations, and preferences, enabling targeted recruitment strategies.

Outbound Recruiting:

Outbound recruiting is a proactive approach to talent acquisition, where employers actively search for and reach out to potential candidates who may not be actively looking for job opportunities. It involves direct sourcing, networking, and engaging with passive candidates to generate interest and build relationships.

Employee Value Proposition (EVP):

The employee value proposition (EVP) is the unique set of benefits, rewards, and opportunities that an employer offers to its employees in exchange for their contributions. It encompasses the overall value and experience an employee can expect from working for the organization.

Diversity Hiring:

Diversity hiring is the intentional effort to attract, recruit, and retain candidates from diverse backgrounds, including those from different races, ethnicities, genders, ages, abilities, and perspectives. It aims to create a more inclusive and representative workforce.

Boomerang Employee:

A boomerang employee is an individual who leaves an organization voluntarily or involuntarily but later returns to work for the same company at a later point in their career. These employees bring back previous knowledge, experience, and familiarity with the organization’s culture.

Navigating the hiring process can be complex and overwhelming, but having a solid understanding of recruitment terminology is key to success. In this comprehensive glossary, we have covered 50 essential terms, ranging from applicant and background check to remote hiring and workforce planning. By familiarizing yourself with these terms, you’ll be equipped to communicate effectively, make informed decisions, and navigate the intricacies of the recruitment landscape with confidence.

Whether you’re a job seeker looking to understand the hiring process or an employer seeking to streamline your recruitment efforts, this glossary serves as a valuable resource. Stay up-to-date with the evolving terminology and continue expanding your knowledge to stay ahead in the competitive world of hiring.

Embrace the terminology, explore its nuances, and leverage your understanding to make strategic choices that lead to successful hiring outcomes. With this knowledge in your toolkit, you’re well-prepared to excel in the dynamic world of talent acquisition.

Your resume is the first thing that employers look at when considering you for a job. It is your opportunity to make a good impression and convince them that you are the right candidate for the job. However, creating a compelling resume can be challenging, especially if you are not familiar with the latest trends in the job market. This is where a resume builder comes in handy. In this post, let’s explore more about the use of a resume builder and review the best resume builders.

Let’s first understand the typical flow of using a resume builder:

Step 1: Choose the Right Resume Builder that suits your needs (Recommendations below)

Not all resume builders are created equal. You need to choose a builder that suits your needs and preferences. Some resume builders are free, while others require a subscription. Some are easy to use, while others require some technical knowledge. Do some research to find a resume builder that is suitable for you.

Step 2: Select the Template

Once you have chosen your resume builder, you need to select a template that matches your skills and experience. Most resume builders offer a variety of templates to choose from. Select a template that highlights your strengths and achievements.

Step 3: Enter Your Information

Now it’s time to enter your information. This includes your name, contact information, education, work experience, skills, and achievements. Make sure that you provide accurate and up-to-date information.

Step 4: Customise Your Resume

To make your resume stand out, you need to customise it to suit the job you are applying for. This means highlighting the skills and experience that are relevant to the job. You can also include a summary statement or objective that shows your enthusiasm for the job.

Step 5: Review and Edit

Before submitting your resume, review and edit it carefully. Check for spelling and grammar errors, and make sure that all the information is accurate and up-to-date. Ask a friend or family member to review your resume and provide feedback.

Why we need Resume Builders:

Resume builders have become a necessity for job seekers in 2023, as they provide an easy and efficient way to create a polished and professional overview of their skills and credentials.  

1. Saves time: A good resume builder can help you create a professional-looking resume quickly and easily, without the need for design skills or a lot of formatting work.
2. Customization: With a resume builder, you can easily customize your resume to fit your unique skills and experience. Most builders offer a range of templates and formatting options to choose from, allowing you to create a personalized document that showcases your strengths.
3. Consistency: A resume builder can help you ensure that your resume is consistent and error-free. Most builders have built-in spellcheckers and formatting tools to help you catch any mistakes or inconsistencies.
4. Access to current trends: Resume builders often include templates and features that reflect current trends in the job market, such as ATS optimization and social media integration. This can help your resume stand out and increase your chances of getting noticed by potential employers.
5. Multiple formats: Many resume builders offer the option to create multiple versions of your resume in different formats, such as PDF or Word. This can be especially helpful when applying to different types of jobs or industries.
6. Collaboration: Some resume builders allow you to collaborate with others on your resume, such as colleagues or career coaches. This can be a valuable way to get feedback and make improvements to your document.
7. Tracking: Many resume builders offer tracking features that allow you to see how many times your resume has been viewed or downloaded. This can help you gauge the effectiveness of your job search and make improvements as needed.
8. Cost-effective: While some resume builders do have a cost associated with them, the investment is often minimal compared to the potential benefits of having a strong, effective resume. Additionally, many builders offer a free version with limited features, so you can try them out before committing to a paid plan.

Overall, the benefits of using a resume builder can far outweigh the cost and time investment. By helping you create a professional-looking, customized, and error-free resume, resume builders can increase your chances of getting noticed by potential employers and landing your dream job.

Our research team reviewed more than 20 resume builders and post our team’s evaluation, we are sharing our best recommendations.

When evaluating resume builders, we considered their ease of use, customization, and extra job search tools. We made sure that all of our recommendations were simple and easy to use, with clear instructions on how to edit, save, and download the final resume. We also looked at whether the builders allowed you to upload an existing resume or LinkedIn profile and how easy it was to transfer your information between templates.

Customization is also an essential feature of a good resume builder. The best resume builders offer a wide range of basic templates, allowing you to edit the color scheme and layout, and add sections as needed.

Our top recommendations:

here is a detailed review of the recommended resume builders for Indian job seekers.

1. Zety Resume Builder:

Templates: Zety offers a variety of modern and visually appealing templates that are customizable to suit your needs. You can choose from different colors, fonts, and layouts to create a resume that stands out.

User Interface: Zety has a user-friendly interface that makes it easy to navigate and create a resume. The drag-and-drop editor allows you to add or remove sections, rearrange content, and change the formatting with ease.

Free version: Zety offers a free version with limited features. With the free version, you can create and download a basic resume, but you won’t have access to all the templates and customization options.

Paid version: Zety’s paid version offers more features, including unlimited resumes and cover letters, access to all templates, and the ability to customize your resume with a personal domain name.

2. Canva:

Templates: Canva offers a wide range of visually stunning templates that are fully customizable. You can choose from different colors, fonts, and layouts to create a resume that reflects your personal brand.

User Interface: Canva has a user-friendly interface that is easy to use. The drag-and-drop editor allows you to add or remove sections, upload your own images and icons, and change the formatting to suit your needs.

Free version: Canva offers a free version with limited features. With the free version, you can create and download a basic resume, but you won’t have access to all the templates and customization options.

Paid version: Canva’s paid version starts at Rs. 499/month and offers more features, including unlimited resumes and cover letters, access to all templates, and the ability to collaborate with others.

3. VisualCV:

Templates: VisualCV offers a variety of modern and professional templates that are customizable to suit your needs. You can choose from different colors, fonts, and layouts to create a resume that stands out.

User Interface: VisualCV has a user-friendly interface that makes it easy to navigate and create a resume. The drag-and-drop editor allows you to add or remove sections, rearrange content, and change the formatting with ease.

Free version: VisualCV offers a free version with limited features. With the free version, you can create and download a basic resume, but you won’t have access to all the templates and customization options.

Paid version: VisualCV’s paid version starts at close to 1000/month and offers more features, including unlimited resumes and cover letters, access to all templates, and the ability to track your resume views and downloads.

4. Novoresume:

Templates: Novoresume offers a variety of modern and visually appealing templates that are customizable to suit your needs. You can choose from different colors, fonts, and layouts to create a resume that stands out.

User Interface: Novoresume has a user-friendly interface that makes it easy to navigate and create a resume. The drag-and-drop editor allows you to add or remove sections, rearrange content, and change the formatting with ease.

Free version: Novoresume offers a free version with limited features. With the free version, you can create and download a basic resume, but you won’t have access to all the templates and customization options.

Paid version: Novoresume’s paid version starts at Rs. 899/month and offers more features, including unlimited resumes and cover letters, access to all templates, and the ability to track your resume views and downloads.

5. Resume.com:

Templates: Resume.com offers a variety of modern and professional templates that are customizable to suit your needs. You can choose from different colors, fonts, and layouts to create a resume that stands out.

User Interface: a user-friendly interface that makes it easy to navigate and create a resume. The drag-and-drop editor allows you to add or remove sections, rearrange content, and change the formatting with ease.

Free version: Resume.com offers a free version with a lot of benefits. With the free version, you can create and download a basic resume, but you won’t have access to all the templates and customization options. You can also create an account using your Indeed account. 

Overall, each of these resume builders offers a range of templates and customization options to help you create an effective resume. The user interface of each builder is also quite user-friendly and easy to navigate. While the free versions have limited features, the paid versions offer more advanced features, such as access to all templates, unlimited resumes, and cover letters, and the ability to track your resume views and downloads.

Parting thoughts: When deciding which resume builder to use, it’s important to consider your budget and specific needs. If you’re looking for a basic resume builder with a free version, Zety and Canva are good options. If you’re willing to pay for more advanced features, VisualCV, Novoresume, and Resume.com all offer different options at different price points. You can also consider taking help from professional/ expert recruiters like SkillPad to help you build winning CV.

Ultimately, the best resume builder for you will depend on your individual needs and preferences

Dressing appropriately for a job interview is an important part of making a good impression on your potential employer. While your skills and experience are the most important factors in getting the job, your appearance can also play a role in how you are perceived. Here are some tips on how to dress for a job interview, including some universal colors that work for everyone, and categories for all genders.

Colors that Work for Everyone

When it comes to choosing colors for a job interview, it’s important to choose colors that are professional, neutral, and universally flattering. Here are some colors that work well for everyone:

1. Navy Blue: Navy blue is a timeless, classic color that exudes professionalism and sophistication. It’s a versatile color that can be worn in many different settings and is universally flattering on all skin tones.
2. Gray: Gray is another classic, neutral color that works well for job interviews. It’s a sophisticated color that can convey professionalism and competence, and can be paired with many different accessories.
3. Black: Black is a staple color for any professional wardrobe. It’s a versatile color that can be worn in many different settings and is universally flattering on all skin tones.
4. White: White is a clean, fresh color that conveys professionalism and attention to detail. It’s a great color to wear for a job interview, but be sure to keep it clean and wrinkle-free.
5. Beige: Beige is a subtle, neutral color that can be worn in many different settings. It’s a great choice for job interviews because it’s professional and sophisticated, but not too flashy.

Here are some job interview attire categories that are appropriate for everyone to consider:

1. Business Professional: Business professional attire is the most formal type of dress for a job interview. This typically includes a suit or dress pants and a blazer for men, and a pantsuit or skirt suit for women. Accessories should be minimal and conservative.
2. Business Casual: Business casual attire is a more relaxed version of business professional attire. Men can wear dress pants or khakis with a button-down shirt or sweater, while women can wear a skirt or dress pants with a blouse or sweater. Accessories can be more expressive, but should still be conservative.
3. Creative Professional: Creative professional attire is appropriate for jobs in creative fields, such as advertising, design, or media. This type of dress is less formal than business professional attire, but still polished and put-together. Men can wear a blazer with jeans, while women can wear a dress or skirt with a fun pattern or bold color.
4. Smart Casual: Smart casual attire is a more relaxed version of business casual attire. This is appropriate for jobs in tech or startup environments, where a more casual dress code is the norm. Men can wear jeans with a collared shirt or sweater, while women can wear a dress or skirt with a casual top.

Tips for Dressing for a Job Interview

Here are some additional tips to keep in mind when dressing for a job interview:

1. Dress for the job you want: When choosing your outfit, think about the type of job you’re applying for and the dress code of the company. Dressing appropriately shows that you understand the company culture and take the job seriously.
2. Keep it clean and pressed: No matter what type of outfit you choose, make sure it’s clean and wrinkle-free. Iron your clothes the night before, and make sure to brush off any pet hair or lint.
3. Pay attention to the details: Small details can make a big difference in how you’re perceived. Make sure your shoes are polished, your hair is neat and tidy, and your nails are trimmed and clean.

Parting Thoughts:

Remember that dressing appropriately for a job interview is just one part of the process. It’s important to also prepare and practice for common interview questions, research the company and role, and bring a positive attitude and confidence to the interview. By combining these elements, you’ll be sure to make a great impression and increase your chances of landing the job.

Behavioral interview questions have become increasingly popular among hiring managers and recruiters in recent years. They are designed to help assess a candidate’s past behavior in order to predict how they will perform in future roles. Behavioral interview questions can be tricky to answer, as they require you to draw on your own experiences and provide specific examples. In this blog, we will go over everything you need to know about answering behavioral interview questions, including 15 sample questions with answers, tailored for roles such as Marketing Executive or Business Analyst. You can consider the same format for any other roles too.

What are behavioral interview questions?

Behavioral interview questions are questions that are designed to elicit specific examples of how a candidate has behaved in the past. The theory behind these questions is that past behavior is the best predictor of future behavior. By asking candidates to describe specific situations, actions, and outcomes from their past experiences, hiring managers can gain insight into how they will perform in a new role.

Behavioral interview questions typically begin with phrases such as “Tell me about a time when…”, “Describe a situation where…”, or “Give me an example of…”. These questions can be challenging to answer, as they require candidates to draw on their own experiences and provide specific, detailed answers.

Why do employers use behavioral interview questions?

Employers use behavioral interview questions for several reasons. First, they help to assess a candidate’s skills and abilities in a more concrete way than traditional interview questions. Instead of simply asking a candidate if they have a particular

skill, behavioral interview questions ask them to provide specific examples of how they have used that skill in the past.

Second, behavioral interview questions can help to assess a candidate’s fit with the company culture. By asking candidates to describe how they have handled situations in the past, employers can gain insight into their values, work style, and communication skills.

Finally, behavioral interview questions can help to identify potential red flags in a candidate’s past behavior. For example, if a candidate describes a situation where they were dishonest or unethical, this could be a warning sign for a hiring manager.

How to prepare for behavioral interview questions

Preparing for behavioral interview questions requires some advance preparation. Here are a few tips to help you get ready:

1. Review the job description and make a list of the key skills and abilities required for the role.
2. Tailor your resume and have an impressive portfolio.
3. Think about your own experiences and identify situations where you have demonstrated those key skills and abilities.
4. Practice describing those situations using the STAR method (more on this below).
5. Prepare a list of questions to ask the interviewer about the role and the company.
6. Research the company and the industry to gain a better understanding of the company culture and values.
7. Dress appropriately and arrive on time for the interview.

What is STAR Method?

The STAR method is a framework used to answer behavioral interview questions.

STAR stands for

1. Situation: Describe the situation or problem you were faced with.
2. Task: Describe the task or goal you were trying to achieve.
3. Action: Describe the specific actions you took to address the situation or achieve the goal.
4. Result: Describe the outcome of your actions.

Using this method helps you provide a structured, detailed answer that demonstrates your skills, experience, and problem-solving abilities. The STAR method is widely used to answer behavioral questions and can help you stand out as a candidate by showing the interviewer how you approach and solve problems. By using the STAR method, you can provide a clear, concise answer that highlights your skills and abilities.

Sample behavioral interview questions for Marketing Executive or Business Analyst roles

1. Tell me about a time when you had to develop a marketing strategy from scratch.

• Situation: In my previous role as a Marketing Executive, I was tasked with developing a marketing strategy for a new product launch.
• Task: My goal was to develop a strategy that would effectively reach our target audience and drive sales.
• Action: I began by conducting market research to gain a better understanding of our target audience and the competitive landscape. Based on that research, I developed a messaging framework and identified the most effective channels for reaching our audience. I also worked with the product team to ensure that our messaging was aligned with the product features and benefits.
• Result: The marketing campaign was a success, with sales exceeding our initial projections by 25%. I received recognition from my manager and the executive team for my contribution to the launch.

2. Describe a situation where you had to analyze data to make a business decision.

• Situation: In my previous role as a Business Analyst, I was tasked with analyzing data to determine the most effective pricing strategy for a new product line.
• Task: My goal was to identify the optimal price points for the new products based on market demand and competitive pricing.
• Action: I began by conducting a thorough analysis of sales data from similar products in the market. I also surveyed customers to gauge their willingness to pay for the new products. Based on that research, I developed a pricing model that took into account the costs of production and the desired profit margins.
• Result: The pricing strategy was successful, with the new products selling well and generating a profit for the company. I received recognition from my manager and the executive team for my contribution to the project.

3. Tell me about a time when you had to collaborate with a team to achieve a common goal.

• Situation: In my previous role as a Marketing Executive, I was part of a team that was tasked with developing a marketing campaign for a new product launch.
• Task: Our goal was to develop a campaign that would effectively reach our target audience and drive sales.
• Action: I worked closely with the other members of the team, including the
• product team, the creative team, and the digital team, to develop a cohesive campaign that would resonate with our audience. We held regular meetings to ensure that everyone was aligned on the messaging and the tactics we would use to reach our audience.
• Result: The campaign was a success, with sales exceeding our initial projections by 30%. The team received recognition from our manager and the executive team for our collaboration and teamwork.

4. Describe a situation where you had to resolve a conflict with a coworker or client.

• Situation: In my previous role as a Business Analyst, I was working with a client who was unhappy with the progress of the project.
• Task: My goal was to resolve the conflict and get the project back on track.
• Action: I scheduled a meeting with the client to discuss their concerns and gather feedback on what they felt was going wrong. I listened carefully to their feedback and worked with my team to address their concerns. We provided regular updates on the project and made changes as needed to ensure that the client was satisfied with our progress.
• Result: We were able to resolve the conflict and complete the project on time and within budget. The client was happy with the final product, and we received positive feedback from them and our manager.

5. Tell me about a time when you had to adapt to a new technology or software.

• Situation: In my previous role as a Marketing Executive, I was tasked with implementing a new marketing automation software.
• Task: My goal was to learn the new software and integrate it into our existing marketing processes.
• Action: I began by taking online courses and attending training sessions to learn the software. I also worked with the IT department to ensure that the software was properly installed and configured. Once I was comfortable with the software, I began integrating it into our marketing processes, working closely with the digital team to ensure that our campaigns were properly executed.
• Result: The new software was successfully integrated into our marketing processes, streamlining our campaigns and improving our ability to track and measure results. I received positive feedback from my manager and the executive team for my role in the implementation.

6. Describe a situation where you had to think creatively to solve a problem.

• Situation: In my previous role as a Business Analyst, I was tasked with finding a solution to a problem that had stumped my team for weeks.
• Task: My goal was to find a solution that would meet our business requirements and be feasible to implement.
• Action: I took a step back and looked at the problem from a different angle, approaching it with a creative mindset. I brainstormed with my team and solicited feedback from colleagues in other departments. Together, we came up with a solution that was innovative and met all of our requirements.
• Result: The solution was successful, and the project was completed on time and within budget. My manager and the executive team praised me for my creative thinking and problem-solving skills.

7. Tell me about a time when you had to manage multiple projects or tasks simultaneously.

• Situation: In my previous role as a Marketing Executive, I was responsible for managing multiple campaigns simultaneously.
• Task: My goal was to ensure that each campaign was executed successfully and achieved its objectives.
• Action: I prioritized my tasks based on the urgency and importance of each campaign. I also delegated tasks to members of my team to ensure that everyone was working efficiently. I used project management software to track the progress of each campaign and ensure that nothing fell through the cracks.
• Result: All of the campaigns were executed successfully, and we achieved our objectives for each one. My manager and the executive team praised me for my ability to manage multiple projects simultaneously.

8. Describe a situation where you had to make a difficult decision.

• Situation: In my previous role as a Business Analyst, I was tasked with recommending a course of action for a project that was over budget and behind schedule.
• Task: My goal was to recommend a solution that would allow us to complete the project successfully while minimizing costs and time.
• Action: I analyzed the project’s progress and identified areas where we could cut costs and streamline processes. I also consulted with my team and other stakeholders to ensure that the proposed solution was feasible and aligned with our business objectives.
• Result: The recommended solution was implemented, and the project was completed successfully within the original timeline and budget. My manager and the executive team praised me for my ability to make tough decisions and keep the project on track.

9. Tell me about a time when you had to take a risk.

• Situation: In my previous role as a Marketing Executive, I recommended a new marketing campaign that was outside of our usual tactics.
• Task: My goal was to increase brand awareness and drive sales.
• Action: I proposed a bold new campaign that involved partnering with a popular influencer to promote our product. The campaign was a departure from our usual tactics, but I believed that it would be effective in reaching our target audience.
• Result: The campaign was a huge success, driving record sales and significantly increasing our brand’s social media presence. The executive team praised me for taking a risk and thinking outside the box, which ultimately paid off.

10. Tell me about a time when you had to work with a difficult team member.

• Situation: In my previous role as a Business Analyst, I was working on a project with a team member who had a reputation for being difficult to work with.
• Task: My goal was to find a way to work collaboratively with this team member to ensure the success of the project.
• Action: I approached the team member with a positive attitude, and I made a concerted effort to listen to their concerns and opinions. I also made sure to communicate clearly and openly, addressing any issues or conflicts as they arose.
• Result: By working collaboratively with the difficult team member, we were able to successfully complete the project on time and within budget. I received positive feedback from my manager and colleagues for my ability to work well with all types of personalities.

11. Describe a situation where you had to lead a team to achieve a goal.

• Situation: In my previous role as a Marketing Executive, I was tasked with launching a new product line.
• Task: My goal was to lead my team in executing a successful product launch that would generate buzz and drive sales.
• Action: I assembled a team of marketing professionals with a diverse range of skills and backgrounds, and I worked closely with them to develop a comprehensive marketing strategy. I set clear goals and expectations for each team member and delegated tasks according to their strengths and expertise.
• Result: The product launch was a huge success, generating significant buzz and driving sales. My team received praise from the executive team for their hard work and dedication, and I received positive feedback for my leadership skills.

12. Tell me about a time when you had to handle a difficult customer.

• Situation: In my previous role as a Business Analyst, I received a complaint from a customer who was dissatisfied with our product.
• Task: My goal was to address the customer’s concerns and resolve the issue to their satisfaction.
• Action: I listened carefully to the customer’s complaint and empathized with their frustration. I then worked with the customer to identify a solution that would meet their needs and address their concerns.
• Result: The customer was satisfied with the resolution, and I received positive feedback from my manager and colleagues for my ability to handle difficult situations with grace and professionalism.

13. Describe a situation where you had to work under pressure to meet a deadline.

• Situation: In my previous role as a Marketing Executive, I was tasked with creating a comprehensive marketing plan for an important industry event.
• Task: My goal was to develop a marketing plan that would generate interest in our company and drive sales.
• Action: I worked tirelessly to develop a comprehensive marketing plan that included social media campaigns, email marketing, and event sponsorships. I worked closely with my team to ensure that all tasks were completed on time and to the highest standard.
• Result: The marketing plan was successful in generating interest and driving sales, and the industry event was a huge success. My manager and colleagues praised me for my ability to work well under pressure and deliver high-quality results on time.

14. Tell me about a time when you had to adapt to a new situation.

• Situation: In my previous role as a Business Analyst, I was assigned to work on a project that was outside of my area of expertise.
• Task: My goal was to quickly get up to speed on the project requirements and provide valuable insights to the team.
• Action: I took a proactive approach to learning about the project, including researching industry trends, attending training sessions, and consulting with subject matter experts. I also asked questions and sought feedback from my team to ensure that I was on the right track.
• Result: My efforts paid off, and I was able to quickly adapt to the new situation and provide valuable insights to the team. The project was completed on time and within budget, and I received positive feedback from my manager and colleagues for my ability to quickly adapt to new situations.

15. Describe a time when you had to deal with a difficult coworker or customer.

• Situation: In my previous role as a Marketing Executive, I had to work closely with a difficult coworker who was known for being confrontational and challenging to work with.
• Task: My goal was to find a way to work collaboratively with this coworker to ensure that our marketing campaigns were successful.
• Action: I made an effort to build a rapport with this coworker by listening to their concerns, acknowledging their ideas, and finding common ground. I also made sure to communicate clearly and respectfully, even in challenging situations.
• Result: Over time, my efforts paid off, and I was able to build a positive working relationship with this coworker. We were able to collaborate effectively on marketing campaigns and achieve great results. I also learned the importance of communication and building relationships, even in challenging situations.

Parting thoughts:

1. Be specific: When answering behavioral questions, it’s important to be as specific as possible. Use examples from your past experiences to illustrate your skills and abilities. Give details about what you did, how you did it, and what the outcome was.
2. Follow the STAR method: The STAR method (Situation, Task, Action, Result) is a helpful framework for answering behavioral questions. Start by describing the situation, then describe the task you had to complete, the actions you took, and the results you achieved.
3. Highlight your skills: Behavioral questions are designed to test your skills and abilities, so be sure to highlight them in your answers. For example, if you’re asked to describe a time when you had to work under pressure, highlight your ability to prioritize tasks, manage your time effectively, and stay focused under stress.
4. Use positive language: When answering behavioral questions, be sure to use positive language. Focus on your achievements and successes rather than your failures or mistakes. Use phrases like “I was able to” and “I achieved” to convey confidence and competence.
5. Practice, practice, practice: The more you practice answering behavioral questions, the more confident and comfortable you’ll feel in an interview. Try practicing with a friend or family member, or record yourself answering questions and review your responses.
6. Remember, the goal of answering behavioral questions is to demonstrate your skills, abilities, and experiences in a way that is relevant to the job you’re applying for. By following these tips and practicing your responses, you’ll be well on your way to acing your next interview.

Looking for personalised guidance to ace your interviews, talk to our expert coaches today.

What Is a Contract-to-Hire Job? Definition & Meaning

A contract-to-hire job is a short-term position with the opportunity to become a full-time, permanent job at the end of the contract. The position lasts anywhere from three months to a year, though some can go as long as three years.

Difference between Contract-to-hire jobs and contract jobs

In a contract to hire job, a candidate is hired temporarily at first. However, the intention is that the worker will become a permanent employee if they perform well during their temporary status. Whereas in a contract job, there is no intent to consider the candidate for FTE (Full time role) even after the contract ends. Contract roles are mostly tactical and based on business needs and this is not the case for contract to hire jobs.

Should you do contract-to-hire?

This is not a one size fits all situation and you’ll need to carefully assess your own individual situation before deciding to enter into a contract-to-hire arrangement. If you want to assess the company culture and need time before signing up for a full time employment, this can be a good start.

Benefits you can have as a contract-to-hire employee:

Budget flexibility : You can have an edge as there are no benefits you’ll get like a full time employee. you can request for more net and cut down on the options you don’t want.

You can have a restart if you’re resuming to work after break : If you’re someone who is resuming to work after a long break, you can ask employer to offer you a contract to hire role. Even if the role doesn’t end with a permanent job offer, it makes it easier to explain unemployment when going back on the job market.

Contract-to-hire positions can help you expand your professional network: These jobs can help you expand your professional network as you’ll get to meet to people from . Although those connections might not immediately lead to a permanent role in the business, those people could have other connections that can help you get a permanent job in another place.

Negatives of Contract-to-hire positions:

Lack of benefits same as an Fulltime employee : Benefits like health insurance coverage, paid leave or retirement funds will not be applicable in this role. For cases where you’re hired in a contract-to-hire role through a staffing or recruiting agency but then hired through the company full-time, your time as a contract-to-hire employee may not count toward total accruement of benefits.

Job security : Although you’re told you’ll be converted to full-time employee after the end of the contract, there might some business situations for which your employer wants to continue/extend your contract period. In some cases, employers may have additional temporary work they may consider you for, either as an extension of your current contract or in the future. So it’s important to ask all the questions and clarify before accepting the CTH (contract-to-hire) offer.

Example of Contract-to-Hire Agreement/Offer components

A contract-to-hire agreement should have a few key components to protect both the employer and employee.

Most contract-to-hire documents will include:

• Start date
• End date
• Job description
• Explanation of what could happen when the contract ends, for example:
  • Hire employee for a full-time position
  • Let the employee go
  • Sign a new contract-to-hire agreement
• Conditions for termination of contract
• Details about time off -Paid & unpaid leaves
• Any other benefits

Is it good to consider Contract-to-hire offer?

Carefully research about the role and see if this a better position than your existing offer. If you’re looking to experiment and switch to consulting career, taking CTH jobs is a good start.

Questions to ask about a contract-to-hire position?

• What is the job profile and how is performance assessed in this role?
• What is the contract duration and confirmation to consider you for full-time role?
• Leaves and other benefits?
• Is a laptop/computer provided or do I need my own?
• What are the chances of the contract being extended?
• Who would be the manager and will you have a official job title or called as consultant?
• Travel /relocation benefits will be applicable for CTH/not?

Final Thoughts:

Contract to Hire jobs that has advantages and disadvantages for both employers and employees. In order to make the right decision, it’s best to evaluate your current situation as well as professional situation before making a call. Also, it’s best to talk to executive recruiters and book a consultation to assess your market value and then finalise.

The right time to leave a job can be very obvious for some people, while others fail to notice the signs that indicate a change is necessary. Here are the warning signs that it might be time to make a career move.

Your work culture is toxic

Whether it’s a group of employees or the overall culture of your office, if you’re spending five days a week in a negative atmosphere, it’s time to get out. Don’t wait for other employees to leave. Take control of where you are spending your time, and find a cultural fit that works for you.

The company you are working for is going downhill

Whether you’re at a small start-up or MNC, there are obvious signs that a company isn’t performing well, and this could affect more than just your bonus or salary. Know when to jump ship before you find yourself lost at sea. Also, don’t wait for the employer to hand you a pink slip. Start looking for a new job if you notice any signs that the company is struggling financially.

You are working all day and round the clock

If you feel like you’re living for work and not working to live, it might be time to reassess your priorities and find a company that allows you to have a life. There are times when our jobs can be demanding, but if you don’t have time to live your life, then what’s the point?

Your relationship with your manager isn’t good

There’s the old saying, “You don’t leave a job, you leave a bad boss,” for a reason. Bad leadership can seep into every fiber of an organization—and it often does. If your relationship with your direct manager is strained, not only will your work suffer, but your career will as well. When you don’t have a positive relationship with your boss, your entire future career can be put at risk. Don’t leave your options in the hands of someone who isn’t looking out for what’s best for you.

Your talent isn’t valued and you’re underpaid

If you think you’re paid way less than market standards and your manager is deaf to offering a pay revision, you should not wait for the next appraisal cycle. If your skills are not valued and you don’t get what you deserve, this is a sign to start sharing your resume with other employers.

Your responsibility has increased but your pay hasn’t

There’s a time in everyone’s career when a special project or late nights might not be rewarded with pay, but if your workload has increased for a prolonged period of time, and you aren’t being compensated for that, you should consider looking for a company that will pay you for what you’re delivering.

You Aren’t Learning Anymore

Getting ahead in the workplace can happen in a variety of ways, but all with the same upward trajectory. If you feel like you’re stuck in a rut, consider where you’d like to see yourself and what you can do to get there. If your work is not giving you any new opportunities to learn and grow, this will not only block your career growth but also impacts your monetary growth.

Final thoughts

While the first step would be to try to resolve the situation through meaningful conversations with your boss, it doesn’t always work. Whether you’re seeking new opportunities for career growth or escaping a toxic environment, don’t let your reservations hold you back from finding professional happiness.

Landing your first job is exciting, however, it’s not easy to navigate your career and grow faster. Starting your first job in right place and taking these steps to start your career on the right foot can help you set yourself up for a successful career. Before we help with those steps, here is the survival checklist that you need to know if you’re a fresh college graduate and starting up. If you need to talk to our expert and want to know how we can help, check this out.

Know your job well

Learn about your role, and talk to your boss before they have to come to you and tell you your job. In those first days, learn from how people are doing their jobs and deliver your best.

Adopt the right attitudes

Be flexible, adaptive, and open-minded. Professional life can be a lot more demanding than college. Always be ready to go the extra mile and take up new projects.

Build effective relationships

Networking and building long-term relationships are key to growing in your professional career. Keep in good books with your team always.

Acquire knowledge, skills, and abilities
Employers expect you will need ongoing development. Become savvy and constantly upskill.

Now coming to the steps we talked about at the beginning of this post,

You need to take full advantage of this opportunity to kick-start your professional development. Here 5 steps you should take to make the most of your first job and set yourself up for a successful career.

Step 1: Identify Your Career Goals & chart your career map

Your first job could be a stepping stone and lays the foundation for your long-term career growth. Learn about the prospects of your first job, and career growth opportunities, and start setting goals for moving up the ladder. See who are the best in your field, study them, and focus on growth.

Step 2: Get to Know Your Team

You’ll want to develop strong relationships with your immediate co-workers. Getting to know the people you work with day today will help you fit in with your team. Be attentive in team meetings, enroll in all the company events and make sure you step out for coffee or lunch with your team.

Step 3: Expand Your Skill Set

Your first job is your first opportunity to challenge yourself and it may be outside your comfort zone. Do a swot analysis and see where you’re lacking and chart a development plan to learn new skills.

Step 4: Find the Right Kind of Mentor for You

Having your own personal career coach, someone to bounce ideas off of and learn from on a regular basis is invaluable. But finding a mentor is quite challenging. Don’t worry if you’re not able to find one in your company, talk to our experts at SkillPad. Book your free demo today.

Step 5: Learn about the Company’s True Hierarchy

Talk to your HR team and know about the top leadership team. Study the organization chart and see what is your next role.

Develop your professional brand

Make sure to keep a check on how you’re progressing — document your key milestones, key learnings, and all small accomplishments. This can help you track and measure your professional development.

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.

Your Linkedin profile is your social proof identity for employers and recruiters to find you and will help you land better opportunities. People with complete profiles are 50 times likely to receive opportunities through LinkedIn, so it’s worth learning about these 10 tips.

Tip 1: Make your profile public :

It’s easy to do this, go to setting and choose – make it a public option. Takes less than 30 seconds to do this.

Tip 2 – Create your own link :

This is such a cool feature Linkedin has – secure a custom URL for your profile — ideally with a short slug like “/firstnamelastname”. This will be especially helpful for listing your LinkedIn on business cards and your resume.

Tip 3 – Add or update your LinkedIn profile picture :

Having a picture makes you 10x times more likely to be found on LinkedIn, and will get you 30% more InMail responses.

Tip 4 -Set a LinkedIn Profile background photo :

This is such an opportunity to visually present your personality. Head on to canva.com and check LinkedIn banners to work on this.

Tip 5 – Set your current location and industry :

This is a very important criterion for employers and recruiters who’re hiring, make sure you fill up this part.

Tip 6 – Add a LinkedIn profile summary :

This is your opportunity to tell the LinkedIn world what you stand for and to ask for action. As you write your own summary, keep in mind you have a 1000 character limit.

Tip 7 – Add five professional skills to your LinkedIn profile :

Add a minimum of 5 primary skills and you’ll receive more profile views if this section is complete.

Tip 8 – Recommendations :

Ask for recommendations and endorse your team members. A good recommendation from an ex-manager or team member is always worth more than adding references to your CV.

Tip 9 – Fill out your experience :

Keep your formatting consistent for each job and make sure this section is filled up completely. This will help recruiters to learn about your current role and help you land better opportunities.

Tip 10 -Completeness score :

Follow the recommendations, suggestions from Linkedin and fill up the incomplete sections to up your score

“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 should be no longer than 2-3 pages long. If you are a student, you may not yet have a great deal of experience, so 1-2 pages are completely acceptable. Remember that truly great resumes are short and succinct – so be sure to follow our guidelines as to what to include and exclude in your resume. Here are the things you must include in your resume.

1. Choose a resume format/layout (Refer to the description below)
2. Add your name and contact information.
3. Write a standout resume headline.
4. Add your professional resume summary statement.
5. Detail your work experience.
6. List relevant skills and keywords.
7. Add your education, certifications, and any other relevant information
8. Accomplishments – If you have any notable work-related awards, list the most significant.
9. Link to online portfolio (optional, include if relevant)

Part 2:

How to create the perfect resume layout?

• Keep it short-  In fact, the more experience you have, the better you should be at articulating very succinctly why you are the best person for the job.
• Cover the basics– Ensure your document includes your name, up-to-date contact details, summary, qualifications, and work history.
• Follow Chronological order – List everything in chronological order, starting with your most recent role. Employers are usually most interested in your most recent work experience; however, they will scan the rest of your CV for other relevant experience. Their expectation will be that you will follow a reverse chronological order in your resume layout, and you must meet that expectation.
• Easy to read -Your resume format should be easy to read. This isn’t a time to experiment with unusual fonts or complex and colorful layouts. A clean, white background is best, and use a well-used font like Times New Roman or Arial. 
• Tell (and sell) your story – Your CV should tell the story of your career. Your summary should carefully articulate your experience and skills. Think of it as the blurb where you are convincing the reader why they should invest more time in reading it.
• Have your resume proofread – If you can, ask a trusted friend to proofread your CV. If your CV has any spelling mistakes or grammatical errors, it can be a nail in your recruitment coffin, no matter how perfect your resume layout may be.

So, now you’re done writing a resume, start applying to your dream jobs. Check out new jobs now.