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For Employers

Every firm makes a concerted effort to attract the greatest talent possible. It’s because talented employees set themselves apart from the rest. They assist the company in reaching new heights and in expanding. Despite the fact that excellent salaries and good benefits are offered, top talent departs the country.

As a result, as a business, you must take a variety of steps to retain your top employees. To avoid losing a top-performing employee, the company must take action. We have discussed some of the methods that can assist an organisation in retaining its personnel.

1) Encourage Flexibility: In the traditional workplace, employees are required to work from 9 a.m. to 5 p.m. If you arrive late for work, you may be given a warning. Maintaining top talent in the workplace necessitates flexibility. Flexibility in the workplace may provide top performers with the opportunity to work when they choose.

2) Offer Good Perks: Perks and advantages are vital in determining whether or not a person will accept a job. Employees prefer greater benefits than a higher income. As a result, it is critical for businesses to provide additional benefits in order to keep employees. Retaining existing personnel is a great strategy.

3) Create A Positive Corporate Culture: Employees require a positive company culture. Employees’ mental health is negatively impacted by a hazardous environment. As a result, it is critical for businesses to maintain a positive corporate culture in order to retain existing staff.

4) Invest In Their Professional Development: Learning is a lifelong process, and your top employees should continue to learn and grow with the company. Top talent may leave an organisation if there is no opportunity for advancement. As a result, it is critical for businesses to invest in their employees’ professional development.

5) Provide A Positive Onboarding Experience: A positive onboarding experience reveals a lot about a firm. When a person accepts a job offer, it does not mean that the company’s task is complete. The next task is to bring the talent to work on the first day. The organisation must create a nice onboarding experience for new employees.

6) Improve Your Employee Engagement Strategy: The organisation must take steps to increase employee engagement. It has the potential to strengthen employee bonds. Employees who are engaged, show that they are dedicated to their jobs. The employee engagement approach can assist top personnel in forging an emotional bond with the organisation.

7) Express Gratitude: It is critical to express gratitude to an employee at work. Even if the bonuses are adequate, the employee may benefit from recognition. Praise instils a sense of self-assurance in high performers. You can show your appreciation for the staff by writing handwritten messages or giving them a gift.

There is a popular belief that superior talent demands more money. The truth is that they are entitled to income, recognition, additional benefits, and decent treatment at their workplace. They must believe that they are progressing. They must believe that they are an asset to the firm and that they contribute to its growth. 

Last but not least, employer branding is extremely important in attracting top personnel. To keep great talent, you must treat your staff with respect. I hope you’ll make use of some of the points we discussed before.


For Candidates, Interview
1- Tell Me About Yourself.
The most frequently asked question. Many people fail to answer this correctly. You don’t need to give complete history about yourself instead of pitch concisely. Speak that is not in your resume and something that shows, “Why you are a perfect candidate for this job?”

2- How Did You Hear About This Position?
Simple answer. Just mention the source from where you found this job. Add why were you excited about this job.

3- Why Do You Want to Work at This Company?
Beware of such types of questions. Before applying, do your proper research and point out something that makes the company unique. Make sure whatever you are planning to say just be specific.

4- Why Do You Want This Job?
You should have a great answer about why do you want this job? For answering this question, first of all, identify the key points that make this role or position a perfect fit for you.

5- Why Should We Hire You?
This question is perfect for telling them about your skills and selling yourself there. Cover these three things:
You can not only work hard but provide them with great results.
You can easily fit into their team and culture, which makes you a better fit for other candidates.
Give them an example of you did similarly and succeed.

6- What Can You Bring to the Company?
When the interviewer asks you this question they don’t want to know about your background. They want to see whether you can face the problems and challenges or not. Do proper research about the company, read the job description clearly, and connect your skills and experience to company needs.

7- What Are Your Greatest Strengths?
Here you should talk about something that makes you a great and perfect fit. When you are answering this question always think about quality, not quantity.

8- What Do You Consider to Be Your Weaknesses?
This question is all about self-awareness and honesty. Maintain a balance by thinking of something that you struggle with but you are working on it to improve yourself.

9- What Is Your Greatest Professional Achievement?
A great way to answer this question is the STAR method which is Situation, task, action, and result. Create a situation and task that you have to complete with background context then describe the action you took and what you achieved as a result.

10- Tell Me About a Challenge or Conflict You’ve Faced at Work, and How You Dealt With It?
Here just be honest with the difficulty you faced and what you learned from it.

11- Tell Me About a Time You Demonstrated Leadership Skills.
Think about the time that you took the initiative to lead a project and how you helped your colleagues and motivated them to get something done.

12- What’s a Time You Disagreed With a Decision That Was Made at Work?
Here make a short statement and reframe the rest of the answer. Talk briefly about what you learned from that experience that will help you in the position you are interviewing for.

13- Tell Me About a Time You Made a Mistake.
The only key to answering this question is, to be honest without blaming others, explain to them what you learn from this mistake, and what action you took to not make the mistake again.

14- Tell Me About a Time You Failed
This question is the same as a mistake but makes sure to tell them about your actual failure and start by making them clear how you define failure.

15- Why Are You Leaving Your Current Job?
You don’t have to say anything negative about your current company. Instead of that frame things in a way that you are eager to learn things and take new opportunities that’s why this job role is perfect for you.

16- Why Were You Fired?
Here you have to be honest. Frame things in a learning experience and show how have you grown and your approach towards life and job has changed.

17- Why Was There a Gap in Your Employment?
Whatever was the reason, you should be prepared to discuss the gap on your resume. If there are any skills and abilities you have gained during the time, speak that.

18- Can You Explain Why You Changed Career Paths?
Explain to your interviewer why you have made that decision. Tell them some examples of how your experience helps you in this role and show how this irrelevant experience is relevant to this new job.

19- What’s Your Current Salary?
You can even reframe this question around your salary expectation or requirement or you can even share the number if you think it works in your favour. Be honest never tell a lie here.

20- What Do You Like Least About Your Job?
Tricky question because they want to know about how terrible your company is and how much you hate your boss. To handle this question just tell them about the opportunity you get from the role, you are interviewing that your current role doesn’t offer.

21- What Are You Looking for in a New Position?
Be specific and explain the things that this job role has to offer.

22- What Type of Work Environment Do You Prefer?
Just say similar to the environment that the company you want to get in is having. No ideal answer. No need to speak more on it.

23- What’s Your Work Style?
When your interviewer is asking you this question that means the interviewer is imagining you in the role. You must talk about how you communicate and collaborate with your colleagues. How you will be going to lead the team and manage all the things on your own. Keep it positive.

24- What’s Your Management Style?
The managers are a bit flexible but strong enough and that’s exactly what you want to show in front of them while answering. Share some strategies.

25- How Would Your Boss and Coworkers Describe You?
Be honest (Maybe your interviewer will call your boss and colleagues for reference). Pull out your strength and traits and show them how strong your work ethics are.

26- How Do You Deal With Pressure or Stressful Situations?
To tackle this question explain to them your go-to strategies to deal with the stress. If you can give a real example then it works well.

27- What Do You Like to Do Outside of Work?
Sometimes they can ask you about your hobbies and interest to get to know you better. So keep it professional and in a mindful way.

28- Are You Planning on Having Children?
These kinda questions are illegal to ask but they still may ask. You can decide whether you can answer or be diplomatic.

29- How Do You Prioritize Your Work?
For this question, talk about whatever strategies work well for you to plan your day and week. You can even explain your to-do list.

30- What Are You Passionate About?
You can even align this question with the type of work you would do in this role. And you can even share your hobbies as well.

31- What Motivates You?
Think about what has energized you in your previous role and pick one thing, make sure it is relevant to the job role and company you’re interviewing for.

32- What Are Your Pet Peeves?
While talking about your pet peeves make sure you choose something that doesn’t conflict with the environment of the organization.

33- How Do You Like to Be Managed?
Tell your interviewer what works well for you in the past and what didn’t. Like you can tell how your boss and colleagues help you to stay motivated and grow and help you succeed. Try to speak positive things more.

34- Do You Consider Yourself Successful?
This question might make you uncomfortable but always say yes. Explain to them the small achievements you’re proud of. Also, tell them why you consider that achievement a success. Remain logical enough.

35- Where Do You See Yourself in Five Years?
Be honest here and explain your future goals. Try to involve the company in your answer. For example, if you’re joining an entry-level position then in the next 5 years, you can expect multiple promotions with your hard work.

36- How Do You Plan to Achieve Your Career Goals?
Having your career goals tell them that you are ambitious. You have a plan to achieve your goals show them that you are a self-motivated person. While crafting your answer pick only one or two-goal and explain them briefly.

37- What’s Your Dream Job?
You must talk about your goal and plan and explain, how this role helps you get closer to your dream job.

38- What Other Companies Are You Interviewing With?
By asking this question, the interviewer wants to know how much serious you are about this job, and can be other reasons as well. You just show enthusiasm for this job and explain to them why this role is a particularly perfect fit for you.

39- What Makes You Unique?
All you have to do is, give them a solid reason to pick you over other candidates. The key is to keep your answer relevant to this job role.

40- What Should I Know That’s Not on Your Resume?
To answer this question, talk about positive traits and stories that reveal about you more and your experience or something that excites you more about this company or role.

41- What Would Your First 30, 60, or 90 Days Look Like in This Role?
Think about the information or want to start a project or contribute early on it. But make sure your answer looks insightful and shows that you are a thoughtful person.

42- What Are Your Salary Expectations?
For answering this question, do your proper research with this role or similar roles pay by using sites and reaching out to your networks.

43- What Do You Think We Could Do Better or Differently?
Start your answer with something positive about the company and their product/services, then provide constructive feedback and show some curiosity while ending the question.

44- When Can You Start?
Try to be a bit flexible if the company wants someone to start or join sooner.

45- Are You Willing to Relocate?
You can say that you prefer to stay with your reason but are willing to relocate for the right opportunity to avoid the simple yes/no scenario.

46- How Many Tennis Balls Can You Fit Into a Limousine?
These are the question that is generally asked to test you. By asking such questions your interviewer wants to make sure that you understand the things being asked.

47- If You Were an Animal, Which One Would You Want to Be?
Here comes the personality test type question. your interviewer wants to know how you can think. You can get the bonus points if you answer the question in a way that covers all your strength.

48- Sell Me This Pen.
If you are interviewing for a sales job then this question is a must. The interviewer will check how you handle the pressure and stressed situation. Anwer it well.

49- Do You Have Any Questions for Us?
Don’t say no to this question. This is the opportunity for you to know about the company and its culture from the person who is already working there.

50- What gets you up in the morning?
This question is about what you value most in your life and what motivates you to get you up in the morning. Don’t answer the silly things like your coffee and tea because your interviewer is not interested to hear your love about coffee/tea.

Hope this will help you. Do not forget to share this with your network.

For Candidates, Job hunting, Uncategorized


  1. Previous Projects You’ve Worked On- It is important to give details about projects you have worked on personally and professionally too because it is a great way to demonstrate your competency, passion, and personality. 
  1. Lessons and Skills You’ve Learned- The interviewer will love to see what lessons you have learned and what skills you’ve obtained outside during your education or work experience because your skills are the only way to stand out from others.
  1. Case Studies- You can even add case studies of the projects you have worked on that are similar to what they would want to do at a new company and this definitely convinced them to consider you for the role.
  1. Your Own Marketing Strategy Experiments- One thing that can impress your recruiter is that you are writing about personal marketing strategy experiments to grow the readership of the blog because this will help many marketers to solve their problems and learn something too.
  1. Testimonials and Feedback- Your testimonials and feedback are the social proof of you that definitely pushes them to hire you. Because it gives them a sense of trust in you and your work that helps you stand out from other people and confirm the quality of your work and work ethics.
  1. Visual Appeal- If a candidate can make their blog visually appealing, it increases their chances of getting selected more because it shows you have good writing and creativity skills too.

For Candidates, Interview, Job hunting

ATS stands for Applicant Tracking Systems. ATS is software that is used by recruiters in the hiring process.

An ATS helps them 
    • Collect
    • Sort and scan
    • Rank 
Job applications.

This software helps the recruiter to collect candidate information, organize candidates based on experience and skillset and filter applicants.

98% of the large organizations use ATS as part of their recruitment process while this system is excellent for storing the information of the candidates in a short time. 

Applicant Tracking Systems makes it easier for recruiters and hiring managers to search and filter resumes as per their requirements and other candidate information, decreasing time-to-fill and ensuring that companies get the best candidates for the position. 

The best Applicant tracking system uses the latest technology such as artificial intelligence to scan and sort the candidate resumes as per the job role requirement. This applicant tracking system scans the resume to look for keyword matches, and use other algorithms for data analysis.

Many businesses integrate applicant tracking systems with job boards, streamlining job postings. Now if, you are thinking, what are the benefits of the Applicant Tracking System let us tell you the benefits today!

Out of so many benefits of using an Applicant tracking system, we are sharing a few. This system helps recruiters and hiring managers to see the important information and metrics like time, Cost, and Candidate quality improvement they want to see with just a click of a button.

This Applicant Tracking System makes the interview scheduling process easier with automated emails that allow candidates to choose a time that works for both hiring managers and candidates.

The best applicant tracking systems must include robust or user-friendly dashboards and configurable workflows including key performance metrics and industry benchmarks.

The perfect ATS resume doesn’t exist, but you can optimize it to boost your chances by following these steps.

For making your resume 100% ATS-compliant follow these steps:

1- Keywords– Optimize your resume with ATS compatible keywords or job-related keywords. Like Proactive, not Buzzword.

2- Too much graphics– Try to avoid putting charts, images, and graphics.

3- No need to be over creative– Stick to simple bullet points.

4- Simplicity is the best– Don’t put important information in the Header and Footers. Use common resume fonts as they are easy to read and understand.

5- Labels- Don’t forget to correctly label the sections. Like Work Experience.

6- Save resume- Always rename your resume file with your name and convert it into PDF format.

Nowadays applying for jobs online means you must keep the ATS technology in your mind. If you use the above-mentioned steps to optimize your resume, you’ll see better results in your job applications process.

Also, we have promised our audience to provide you with ATS templates for FREE. You can download the ATS template ATS templates for FREE.

Find the link here:

Good luck with your job search!

Do you have more questions? Comment below.



For Employers, Uncategorized
Your company culture attracts talent.

Yes, you heard it right!!

But the question is why does the right talent care about more company culture?
Hence, today we are enlightening some important elements of a company culture that attracts the right talent. Right talent looks for companies that, provides deserving salary package, good work-life balance and a positive environment that’s a sign of a happy workplace.

1- A Strong Company Culture Attracts Top Talent- A good salary with employee benefits is the top reason why people are more likely to accept the job. But communicating your company culture will help to attract talent so that “Top Talent” can understand what they can expect and experience with your company.

2- Company Culture Can Engage and Motivate Employees- Employee engagement helps you to achieve your organization goals, boost loyalty and trust, help you to retain talent and your employees feels like they matter to you.

3-A Strong Company Culture is an Investment in Your Business- It is known that the quality of your company culture is linked with your financial success. The company culture is measured in terms of the organization’s positive reputation, credibility, and company’s brand image.

4-A Strong Company Culture Supports a Positive Brand Image- Your employees are the brand ambassadors of your company in the perspective of your clients and new talents.

We hope that you agree with the mentions are mentioned above.

What if top talent doesn’t look for all these points?
They might not exist! (lol)

Well, it’s high time to develop a better company culture that can take your employer brand to a top-notch level.

For Employers, Uncategorized
We all know that happy employees are the most healthier and more productive. So, don’t overlook the importance of having fun in your workplace.

Here are 5 reasons why having fun at the workplace is important and if you are overlooking this then your brand might be at risk.

1- Happy employees are healthier- Employees who are always fun at the workplace are more likely to avoid the negative effects of stress and anxiety than other employees. If your employees are happy they work hard, their productivity increases and they take less time off due to sickness.

2- It improves communication- While enjoying with their colleagues in a relaxed and fun environment your employees are more likely to have an open discussion. They will start to work together and communicate more effectively and also help them to learn more.

3- Fun increases creativity- Social play is a vital part of the creative environment. It helps individual ability to learn from improves when the given task is enjoyable. The creative atmosphere helps them to face challenges and increase problem-solving skills. It is also an innovative way to increase innovations within the workplace.

4- It encourages advocacy- Advocacy is the process of shaping the perception of others regarding our organization. When employees having fun, they are more likely to share their stories, experience which naturally acts as advocacy for your brand.

Would you like to work in a workplace where you can not talk, laugh and feel happy?

For Employers, Uncategorized

Recruiting a desirable candidate for an organization is one of the most important and difficult tasks faced by many organizations. But the art of recruitment is the process where an organization needs to find and recruit the best and qualified employees (from within or outside the organization).

Recruiting in a timely and cost-effective manner is also a skill.

This recruiting process includes analyzing the job requirements, writing a job requirement that attracts qualified candidates to apply for the job, proper screening, selecting the best candidates, hire them, and integrate that new employee into the organization.


Things to understand the art of recruiting a suitable candidate:


  • As a hiring authority, your first step is to know “who you want?” Then you need to identify the experience and qualifications you needed to fill the job criteria. That’s your responsibility to define all the roles and responsibilities of the position. Qualify job functions and determine which skills, education, and experience will be necessary to find your ideal candidates.


  • After making a suitable checklist for an ideal candidate now it’s time to search perfect candidate for your organization. So, advertise creatively, search networks aggressively, and become the partner with the search firms.
  • Your company websites play an important role during the hiring so make sure you write clear hiring messages and an easy-to-fill application process. Today’s candidates prefer an intuitive and simple hiring process and your website is a window of your company to show what you are offering them including your work culture, history, values, and goals because it creates a lasting impression of your company.


  • Try to connect with your current employees and ask them to refer someone because if your current employees are happy with the workplace and colleagues, they are more inclined to refer their friends to join the team. You can create a referral bonus for them.


  • Try to recruit passive candidates, because trying to reach the best talent can be a rewarding process and for that LinkedIn is a great platform for recruiting passive candidates.


  • Try job posting websites, Consider the type of your job offering these job posting websites provides sources of qualified applicants. You can even partner with a search firm, this firm has a great network, resources, and have developed assessment skill test to check the proficiency of the candidates.

First recruiting process: Phone Interview

  • The first step is to call the candidate and ask them 3-5 general questions that will help you to determine a basic fit of the candidate and will let you know that candidate has the right amount of experience, knowledge, and attitude to work under your organization.


  • Make sure your conversation doesn’t look like an interrogation, try to engage with them, and gain as much information regarding past job experience, present intention, and future goals so that you can make the correct choice.


  • Your Phone interview should not be longer than 20 minutes and at the end let the candidate know that he/she will be contacted for the next step or not.

Second recruiting process: Face-To-Face Interview

  • We often ask candidates to be on time during the time of the interview but it is also important for the recruiter as well because it is very important to impress the candidate as much as they are trying to impress you for a job.
  • Try to create a light environment so that the candidate can be comfortable and relaxed.
  • Start the interview by asking questions, and engage with the candidate so that he/she feels like you are listening to what they are saying.
  • Start observing the attitude, body language, and response to your question so that you get a clear idea about them.
  • At the end of the interview always ask the interviewee that they have any questions regarding the position or related to the company.

The Art of the Recruiting Closing Process

Once you selected the best fit for your organization, don’t wait just call your selected candidate and share the good news along with the reason why he/she has been chosen. Also mention that the offer letter will be provided to them through email on the same day and discuss the further hiring process.

Be prepaid to negotiate because in today’s world candidates know what they want and what they get. They are never afraid to ask you more.

Ask the candidate to sign and return the offer letter by the specific date and keep in touch during this period because competition never sleeps, the risk of accepting another offer is still very high.

Last but not the least, the art of recruiting a perfect employee is a talent. It is the ability to read the candidate, be cordial, make engaging conversation, and get the answers you are looking for. But many people failed in it because they didn’t understand the art of recruitment. Like any other art form, this art also requires years of experience and practice. We are helping brands and professionals since 1996. You can connect with us for further discussion.


For Employers, Uncategorized

The recruitment process can take up a lot of Time & Effort. Recruiting Consultancy prefers a long process to hire a more eligible candidate for a company. But recruiting consultancy has its drawbacks also, as it consumes more time and is a little costly. But some agencies also work very fast and get a better result in less time and are also cost-effective.


There are Six ways in which you can fasten your recruiting process:


1. Detailed Job Description:

A detailed and well-informed job description helps the candidate to understand the role and responsibilities of the position. Hence, only the eligible candidate can apply for the role. A job description can be detailed but not too long. Use bullet points and highlight the roles and responsibilities and required qualifications.



2. Reduces the Steps in Hiring Process:

Reducing the hiring process does not mean you need to exclude any steps rather you need to simplify your process. During the interview, there are many rounds. In every round, the recruiter asks about your introduction or just asks a few questions which can be repeated which also delays the process. To fasten the process, the recruiter should use proper screening which helps in reducing the interview round and take less time in properly interviewing a candidate.


3. Use an employee referral program:

Employees are a great source for hiring a candidate. An employee knows the business better and also knows the job detail and accordingly refers to their candidate. So through the employee’s referral program, we cannot only hire the most eligible candidate but it is also very cost-effective.



4. Only Interview the eligible candidate:

Many companies are looking for a candidate, while interviewing they shortlist some candidates. Some candidates are eligible but not enough to get selected. So, the recruiter must act hard-heartedly and only interview the best candidate.



5. Make use of social media and Job boards:

Many companies use social media (like LinkedIn) or job boards (like to reach the maximum audience. It is a digital era where billions of people are active online. Therefore, the use of social media and job boards is also essential.

Through digitization, the recruiting process can be fastened and tracking records can be easier. Recruiting using the right job boards can lighten the efforts and get an error-free screening process to hire the eligible candidate more smoothly.



6. Get Professional help:

Managing the recruiting process is not so easy, sometimes it is tedious, sometimes it is worse. In this case, you can get the service from certain recruiting agencies. Fastline is also one top recruitment service provider. They make sure to provide you with the right candidate for the role you are asking for. You can reach them easily as they are loaded with talent to provide professional help. The consultancy has its strategies and process in which it can help the company and provide jobs to the rightful candidate.


Take the advantage of our company to get the best results. We have a proper team of recruiting candidates who help companies and candidates both to meet their requirements and achieve their goals. Fastline is here to help you. Get the best recruiting services!

For Employers, Uncategorized

The recruiting industry has faced a vast impact in recent years. After the covid-19 breakdown, the recruitment sector faces many problems, and this situation gives a chance to new technologies, and advanced hiring practices undoubtedly played a hand, and is manifest in the rise of such trends as virtual interviewing and optimizing the candidate experience.


Let us see how the talent acquisition technique adopts in 2021. Here are 10 ongoing and emerging trends that should have a heavy impact in 2021.



1. Artificial Intelligence (AI): One of the fastest-growing areas of talent acquisition software today is the use of artificial intelligence (AI) to source, assess, and screen employees. AI is trending because manually screening resumes and interviews is still one of the most time-consuming tasks recruiters face. But, AI-based software (Like Natural Language Processing (NLP) is used to interact with potential candidates and offer personalized communication with the latest chatbot technology. By combining voice recognition with this software helps in analyzing and reviewing candidate interviews much faster.

2. Analytics: The use of analytics across talent acquisition helps recruiters to identify the best matches for a job based on numerous parameters such as location, experience, education, and relationship networks. Analytics can help provide recruiters such metrics as – a source of hire, time to fill, time to hire, age of job (how long a job has been open), offer acceptance rate, cost per hire, quality of hire, vacancy cost (how much it costs the organization while the position remains vacant), and diversity.

3. Virtual Interview: The recent trend that has emerged in the talent acquisition and recruitment area is the virtual interview. During Covid-19 many companies switch to work from home, and it is necessary because many people can not travel from one place to another. The same condition appears while recruiting a candidate. Virtual interviewing (or Remote interviewing) involves job interviews taking place using video conferencing software, such as Zoom, Microsoft Teams, Cisco Webex, and similar platforms.

4. Work Culture: Work culture is a very crucial factor that binds a company together. It is challenging when an employee has to do work-from-home, and the increase in remote work makes building and maintaining a solid company culture more challenging in recent days. Therefore, it has become more difficult for an organization to put lots of effort into mustering the employees around their core values, company mission, and overall vision.



5. Contingent Worker: With businesses facing problems from a certain period due to the Covid-19 situation, managing and staffing the workforce is increasingly difficult. Short-term project works require flexibility, and contingent labour can help in meeting these demands. The trend to use contingent workers is increasing and is creating a hiring process expressly for them. The process for contingent workers is different than it is for full-time employees, and the process is quite complex, and companies need to be set up to seek out, recruit and process these types of hires.



6. Skills: Assessing skills and using them to source, screen, and match candidates to open vacancies. According to a study, 84% of bad hires typically lack soft skills such as creativity, persuasion, teamwork, collaboration, adaptability, and time management. Identifying such skills has traditionally been a hurdle, which is why recruiters are looking to revise their assessment methods as the demand grows.



7. Diversity: Statistics data show that businesses with a diverse workforce have better productivity and profitability. From time to time, it is shown that diverse teams perform better. Many firms are looking to expand the diversity of their workforces, and recruiters are accountable for identifying and bringing a broader diversity of candidates into the talent pool.



8. Employee experience: Business organizations that focus on maintaining a positive experience for employees are determined to be more successful and profitable. The same impressions exist for the candidate experience. Enhancing career sites and doing surveys to get feedback from candidates are two ways employers have improved their candidate experiences.



9. Quality Hiring: In the current era, Technology is an essential need for everyone. For businesses, this technology is beneficial to assess new candidates. This technology is based on AI (Artificial Intelligence). Through AI, it can be used to measure the performance of the recruiting team itself. It is easier to hire a candidate over quantity, but the quality is a little harder to assess, and it is also cost-effective.



10. Social Media Marketing: It is one of the biggest platforms where a talent acquisition team or recruiters interact with the candidate more effectively, as recruiters reach for the extra mile. The number of smartphone users worldwide was estimated to reach over 3.8 billion in 2021, and with increased mobile usage and on-the-go interactions, recruiters will increasingly capture users’ attention on platforms like LinkedIn, Instagram, Facebook, and Twitter.

For Candidates, Uncategorized

High grades of schools or percentage of college are an essential factor in some cases such as, to get your CV shortlisted. High grades or percentage matters when you opt for analytical skills or financial skills.


A high grade or percentage defines that you have dedication, hardworking, commitment to achieve your objective. High grades of schools/colleges may attract the recruiter’s attention to shortlist your CV, but it won’t make you stand out from the crowd, mind you!


In other words, Grades can be beneficial in some job searches, but only to a point. Interviewers may not use them further to evaluate you. Interviewers look for communication skills, critical thinking, interpersonal skills, creativity, analytical skills, and projects that you have completed that show your leadership skills and proficiency to work in a team.


Grades are necessary for most jobs that require a college degree, for skilled trades jobs, because many such jobs require problem-solving and analytical skills.


Not everyone has a good or high grade in school or college. It doesn’t mean that they are incapable of getting a good job. For any Job, interviewers seek candidates who have skills and experience in that particular field and can be fitted for the position ask by the company. If you have a high grade then it is good to mention it in your resume. But if you have low grades, you can disclose it in some cases where it is required.


When you apply for a position that requires a good or high grade, but you have a low grade, in that case, the interviewer requests to justify your grade.


If the interviewer asks about the low grade, justify your grade with a genuine reason (remember to not make any bluff or excuses). If you have to work full-time to put yourself through college or there are any medical emergencies, if yes, the recruiter may be willing to overlook the low grade.


In the research report, it is found that a well-paid job with a dignified position & a high growth potential requires superior analytical skills with High grades at utmost priority. On the other hand, if you have skills for that particular position and you hold experience for that job role, high-paid jobs are procurable, and you also don’t need to show your grades. All that matters is your Quality skills and your determination.


Pro tip: Research the job requirements thoroughly and highlight the qualities that will help you do well in the role. It is not your past that is under the microscope but the qualities that will help you do well in the future.