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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 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.

For Employers, Uncategorized

The success of a company is possible when its employees are succeeding. All employees have an equal contribution in making the company successful. Therefore, along with the branding of a company, employer branding is also becoming necessary.


You have to take care of whether employees are getting proper satisfaction from your company or not. Because if they are happy, they work hard and give their 100% to the daily tasks. Maintaining the interest of your employees in your company is a must. When you want to build an employer brand, you have to ignore the below things:


1. Taking employer branding as a short-term project.

Practice long-term thinking, not the short-term, please! You are supposed to make sure that your employees stay with your company for a long time. Creating a long-term relationship with your employees will help you build an employer brand gradually.


2. Unqualified employees.

To build the employer brand, you need talented and qualified employees. So, while hiring employees for your company, select only qualified applicants whose skills and backgrounds perfectly fit your company. Find the best match for the job role you are going to assign.


3. Unrecognized brand identity.

For employer branding, your company needs to have a known brand. Because until your company has its own identity, you cannot create the brand identity of your employees. So, work on your company’s branding without any delay.


4. Not focusing on employees learning & growth

Always pay attention to what your employees are learning from your company. People want to join a company only when they are getting something new to learn. If you want your employees to stay in your company then they expect growth in their skills, knowledge, and career constantly. And when employees grow, the company also grows.

5. Forgetting the promises

Always fulfill the promises you made with your employees. Because only when you maintain their trust, then they will be motivated to move forward.


6. Not Staying Up-To-Date

It’s very important to walk step by step with the growing era ahead of today. Because until you are not up-to-date, you cannot make your identity and there will be a threat of losing your employer brand. So always try to stay up-to-date.


If you work upon these things then you will set up a strong workplace culture, increase the Employee Value Proposition, and will be successful in building your Employer Brand.

For Employers, Uncategorized

It has been found in a survey that 90% of professionals admitted that a friendly environment is becoming increasingly important these days of working. 


Working in a comfortable environment is good to boost confidence and creativity. A workplace where employees feel welcomed and respected allows them to focus on their work. A friendly environment motivates them to produce the desired output.



But you know why we need to build a friendly environment??


Let us discuss the top 5 advantage of a friendly workplace.


  1. To Build Relations.

A healthy relationship is very essential between a brand and people who are associated with the brand. It makes your employees feel workplace like home and they work with more enthusiasm. They consider it to give their 100%. Even as per the research a friendly environment helps to develop loyalty.


  1. To make people work with you. 

Skilled professionals want to work in an environment where they grow along with the company. If you do not have good employer branding, you cannot win perfect employees for any particular role. 


  1. Increase knowledge sharing.

Friendly environment helps employees to make face-to-face collaboration. That allows employees to flourish from each other and share their ideas and experiences. While discussing, they would be able to improve on getting creative and innovative ideas. 


  1. Boost team spirit and morale.

With a friendly environment working spirit will automatically boost up hence, employees work more efficiently. Employee morale describes the overall outlook, attitude, satisfaction, and confidence that employees feel at work. 


  1. Improve employee’s mental health.

A friendly environment will always reduce stress and load of mind about the work. Because when it comes to business, you have to take care of your employees. They feel happy at work. Mondays no more feel like a scary Monday. Having a friendly environment in your company helps to evolve team spirit and morale!


So, on this friendship day, let us all take an oath to be more friendly with employees and people who are associated with the brand.

Having a high retention rate implies keeping staff members long-term, bringing about less time and assets needed for training new staff, and having the dedication expected to maintain a business. Think about the measure of time, assets, and cash that goes into training another employee.

To expand employee retention, Offer adaptable plans for getting work done. Guarantee employees are solid and steady to do what their work requires like travel, late evenings, getaways, etc. Give an agreeable workplace and culture. Give abundant training and backing to fresh recruits till they can oversee all alone.

A successful employee retention strategy expects you to consider things from a team’s point of view. No two employees are identical, obviously; each one has extraordinary desires and objectives. In any case, every one of them needs to feel valued by their manager and treated decently. They need to be tested and energized by their work. Also, they need to be paid at or above market rates with great advantages.

Here are 10 areas where strategic initiatives can boost employee retention:

  1. Onboarding and orientation
  2. Mentorship programs
  3. Employee compensation
  4. Perks and Wellness offerings
  5. Communication and feedback
  6. Annual performance reviews
  7. Training and development
  8. Flexible working arrangements
  9. Dealing with change and Fostering teamwork
  10. Acknowledge milestones large and small

You can drop your suggestions in the comment box.