June 2018

How Millennials Are Shaking Up the Workplace

The generation that is going to take forward the world in different spheres – research, technology, health, manufacturing and corporate ― is the current generation, also known as ‘The Millennials’. They have been under the scanner; held to close scrutinizing for their goals, their ambitions, and their overall mindset. Yet, they haven’t been figured out completely and maybe never will be.

How to deal with them? How to recruit the most deserving candidate when they are known to expand their experiences constantly and are prone to instances of job-hopping?

What sort of motivation can be given to a generation that beloved in utopian tasks like fighting off world hunger and poverty, for instance? Another obstacle in our course – and a major one at that – is the nose diving attention span among people of the current generation. Just to put a number on that, attention span decreased from 12 seconds to 8 seconds since 2000, according to a study by Microsoft.

Conclusion: There is a piece to the jigsaw puzzle that we’re missing. There is a need to understand the psyche of the millennials. And we need to do that on an urgent basis since they are the ones who are going to form a major part of our workforce very soon.

Get over with the ostracising

Just because you don’t understand their ways, their mannerisms and their pulse doesn’t mean that you would start stereotyping them into a narrow spectrum of adjectives. We stereotype people who we think are different from us. Science has evidence that we do this because it’s cognitive efficient – once we have categorized, we no longer need to consider information about each individual member of the group. The biggest problem with such assessment is that we ourselves haven’t been able to totally understand what millennial want and what their long-term goals are (one counter narrative could be that millennials themselves haven’t been able to totally understand what they want) and hence have conflicting viewpoints on millennials.

What really is going on

Let’s try to figure this dilemma out by looking at the bigger picture. Millennials are not driven by traditional incentives that we know of; they have very different ideas of what they want to achieve out of working than the previous generations. This could be attributed to the fact that the world hasn’t been this prosperous since we have known humanity to inhabit this planet. Sure, there is hunger, poverty, terrorism and climate change that we have to deal with, but the human population at a large has never been more peaceful, less hungry, less poor and the death rate has been at an all-time low. All of these points to the fact that the current generation is more invested in looking at the bigger picture than ever before any generation was. They have lived through reasonable prosperity and hence want to solve large problems. For them it’s not only about the money, the company name and/or their job title like it once was for us. It’s about having a sense of purpose and fulfilling it. ‘Being happy’ isn’t an employment perk for them. They want to hold a career that is rewarding for them – in multiple parameters. They place a strong emphasis on finding a job that is truly fulfilling. One that offers them the opportunity to grow, learn and have a future. When that doesn’t happen, they become unhappy, demotivated and start focusing just on making money or getting through their day so that they can get on with outside interests. Everyone is different but one thing’s for sure, stereotyping and/or complaining won’t solve the problem…though nor will searching for the answer on Google!



RinkyHow Millennials Are Shaking Up the Workplace
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How to explain why you’ve been job hopping

Explaining away three jobs in two years is no mean feat. It takes a lot of self-belief and conviction on your part and a bit of flexibility and belief in you on the employer’s part. Hence, the conversation can’t be easy either. Alleviate your employer’s concerns by showing them how much you have gained from the frequent changes in position.

What explanation can be cited for serial changing of jobs.A resume with numerous change of jobs in a short span of time could really warrant raised eyebrows from the hiring manager even though what you’ve done is not technically wrong. You were just trying to upgrade your career. Or stuff that you can’t control happens. Maybe the company you were working for went under, the start-up you worked for lost funding, you worked for a company with a tough working environment or a thousand different reasons.

Although from the perspective of a recruiter, an employer who doesn’t know the first thing about you may think that you’re a flight risk.  So how do you explain away your limited tenures and convince potential employers that you’ll be loyal? Some suggestions :

Be open

The question about your frequent dalliances with jobs is coming whether you relish it or not. Kind of inevitable. The most difficult yet effective way of dealing with it is to be completely honest about it. Take care to keep it concise and an emotionally-detached reply. Don’t let emotions overpower you and keep the tone as formal as possible. Don’t get defensive, apologetic or insecure about short-lived jobs. Take responsibility and don’t dwell on the explanation. Just as a cliché philosophical blog might tell you, “Don’t be sorry for who you are.”

Highlight what you’ve learnt

Now you need to shift their focus from the previous jobs. After giving sufficient and concise explanation for the change in jobs, dive right into the experience and skills you’ve picked up and how it can be constructively implemented into the new position with ease and gusto.

“Sell your worthiness to the employer in a presentable ways” .Focus on what you bring to the table. For each job, be prepared to describe a key experience, what it taught you and how you’ve put that lesson in action.

 Try something like :

“I learnt how to code in Python at Company X, Company Y prepared me to handle a team on my own as a leader and made some inroads into analytics at Company Z. The sum total of all these experiences have prepared me for the position at your company.”

Say you want to stay for a while, If the company looks like a fit and all circumstances point to it, it doesn’t hurts to say those magical words ; “I am looking for something long-term.” That shows commitment on your part and shows how sincere you are towards the company you want to be hired at. Caution : Like most relationships, don’t say it unless you mean it. That won’t be appreciated if you have to leave for any reason and might result in a poor recommendation letter, if at all. If you sense that they are not convinced, try other ways to ease their concerns. Offer up references who can speak to your strengths and loyalty, or even propose some sort of trial assignment.








RinkyHow to explain why you’ve been job hopping
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Tips to Grow Your Employee Engagement!!

You’ve managed to assemble a very efficient and promising workforce full of competitive and mostly hard-working employees. A job done to perfection, right? Well almost, we say. A big task after successful recruitment includes methods you undertake to ensure employee retention. One of the first is employee engagement. Strangely, many organizations do not sufficiently invest their time and money into such activities. With an increasingly competitive market for skilled workers, companies need to pull up their socks and think about more such strategies.

Level of strategies and policies that might work depend upon how dedicated an employee is towards their organization. Engaged employees are those who are completely dedicated to the cause of the company and take responsibility of their work. They also are quite loyal to a company. They tend to stay at a company for long and usually become the leaders at the company.

Not engaged employees are those who are content with their job but only do what their job profile dictates. They don’t go above their station to effect changes in work ethic, structure or quality. They are not much concerned about the mission, goals, and values of the company. But armed with the right approach you can convert them to engaged employee.

Disengaged employees are the bad eggs of the company rooster. Not only are they not satisfied with their own job but they also try to propagate this negativity to anyone else in the company who cares to listen. They are not happy with the work and office culture. And they are stubborn in their ways as it is very difficult to convert a disengaged employee into an engaged one.

This calls for a growing need to engage your employees at a high level to ensure more productivity and better results. Here is how HR managers can improve their employee engagement:

  1. Give them proper resources to do their job

A company’s infrastructure plays a huge role in job satisfaction. You need to provide them with cutting-edge tech and tools to help them effectively carry out their job. Develop processes that are faster and easier so that employees can save both their time and yours. Do away with unnecessary and repeated paperwork because, honestly it is not doing good to anyone. All this can boost morale and end up increasing the productivity factor of your workforce.

  1. Provide tools through which they can continuously grow

A company with a work culture that offers growth in every sphere is an attractive bet to most employees. They want to work in an organization where they can see a rising graph in their career. Training that provides skills to the employees are highly sought after by employees. Organize training session on skills that are sought after – Data Analysis, SEO, Deep Learning, Marketing and such. Companies can tie-up with MOOCS like Coursera, Udemy, and edX to help foster transfer of employable skills to employees. All this will make them feel a sense of belonging to the company and they’ll develop a sense of loyalty as well.

  1. Recognition

Another way to ensure employee retention is by appreciating employees for good work. Try introducing a reward system in form of gift coupons and monetary benefits. Appreciate employees monthly who are doing a good job. This brings in a sense of competitiveness among employees that can drive growth as well.

  1. Open Communication should be encouraged

To connect better with the psyche and pulse of your employees, better communication should be sought. Surveys, team meetings and using suggestion boxes are some traditional yet effective ways to encourage open dialogue and airing of grievances which can be solved in a more nuanced way.  Encourage employees – old as well as new to put forth their ideas to take the company forward in a positive direction using new techniques and strategies. More communication can also foster a closer bond among colleagues.

  1. Disclose what’s going on

Make your employees feel a part of the whole process and enlighten them on what’s going on. Keep them on the know-how of the numbers on the company. Share every significant news – whether good or bad with your employees to make them aware that they are a part of the journey.

  1. Promote Company Culture

Every company has a set of customs that form a wide part of what constitutes their culture. Inculcate in your employees the goals, mission, and values which forms the crux of what is expected of them. Encourage them to fit into the system by listing down the benefits.

  1. Be engaging

Nothing works better than human interaction to make a job look easier than it is. Instead of drowning the newbies at work under paperwork, assign a senior who can help them in the day-to-day functions of their jobs. This can result in a spike in the productivity level of your company and happiness level of your employees.

  1. Regular feedback

Make it a part of your office culture to give feedback to employees every month instead of a year. In this way you can keep track of who is performing well and who is in need of some help. The employees too will feel encouraged to improve their performance and stand out.Timely review of their performance helps them in updating their skills and performing as per the company’s expectations. Feedback can be both formal and informal as well.

  1. Give them time to De stress

Making them work for long hours under constant pressure and deadlines is a sure shot way to build resentment towards work and you among employees. It is your responsibility to not let them stress so much that they buckle under pressure. Organize fun activities which are both fun to play and useful to learn. Take them out for outings or organize parties as an annual reward.

  1. Work-life balance is the key

Offer flexibility in terms of working hours ― if possible, do away with the traditional 9 to 5 timeline and instead encourage them to clock same number of hours at their own convenience at home. This could lead to higher productivity and contentment among the employees.

You can’t increase employee engagement overnight. It can be done by employing above measures or something else that you came up within a definite period of time. You can easily promote a happy work culture by using some of the above-mentioned strategies. After all, employee engagement is the first step towards building a happy workforce.


RinkyTips to Grow Your Employee Engagement!!
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Is the office dress code, as we know it, dying?

What people generally wear to the office is a trend that has seen seismic shift since the 90s. The formal plaid shirts and pants and plaid skirts and cardigans have given way to a much less stringent and relaxed office dress code. Less and less managers are opting for the three-piece business attire immortalized on television by Steve Carrell (As Michael Scott on ‘The Office’). They are opting for more casual attires than the previous generations.

This shift is in part due to more demand for skilled workers from companies. Such fierce demand for skilled workers leads employers to take a more relaxed approach to the dress code at the office. In conclusion, doling out such intangibles can be a nice way to attract more skilled workers. About one-third of office workers prefer offices with a relaxed business casual attire as the dress code. Companies which can’t compete in terms of salaries often resort to such tactics.

This is at least in part due to the high demand for talent. Competition among companies for skilled workers is fierce, and some employers who can’t afford to compete in terms of salary turned to other intangibles – a more relaxed working environment is a prime example. More companies introducing such measures are evidence of the fact that more employees are leaning towards such casual attires in their workplace.

However, there’s a flip side to all the hullabaloo about dressing up at the workplace. Casual dress isn’t necessarily appropriate for all positions or all occasions.

For individuals who work in representing the company ― to the clients, the public or the media ― have to be a wee bit more careful about what they wear. They cannot strut around in whatever they want to in front of the respective clients, media or someone else.  And besides, sometimes dressing up a bit can increase self-confidence and help workers get in the mindset to get to work. But for the most part, employers should consider giving their staff some leeway in the fashion department. And maybe even enjoy the trend for themselves.





RinkyIs the office dress code, as we know it, dying?
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12 Signs You’ve Made a Bad Hire!!

Recruitment is a long-drawn process. You decide that you need to hire someone when A)your company is expanding or B) someone left the company. Now you need to advertise the position, post job descriptions in the newspaper, receive resumes from candidates, select out a few and interview them and hire the worthy. Wheww!!!

A long-drawn process indeed. However when does it really ends?

Turns out, when the new hire seems to be working fine on their own. But what if the new hire turns out to be a bad apple? You have to remain on your toe and continuously review their performance until you feel they are in the safe zone.Some signs that can helps you to figure out if the new hire is not exactly what you were looking for and that you need a replacement for the new hire are listed below,

1) Skills are not up to par of what you expected

Maybe, a flurry of bad interviews made you think that your new hire is better than he/she really is. You realize it now. It won’t be the worst idea to take a look at their resume.Perhaps they made a few good first impression and you ignored the other shortcomings.Whatever may be the reason, it doesn’t helps to dwell too much on that.Roughly 30% candidates exaggerate their qualifications or skills, so interrogate them again on their previous roles and check whether you need to rethink your decision of hiring them.

2) A bad demeanor doesn’t helps their case.

A new hire brings with them an aura of fresh perspective. They are allowed to make constructive criticism. But check that these criticism don’t cross the line. Being rude to colleagues or using cuss words should not be tolerated at all. If they are persistent in their behavior and don’t mend their ways after repeated reprimanding, they are not going to improve at all.

3) Problems in comprehending their role at the company

You need to give a new employee time to adjust to their new role and surroundings. A lot of things will be different; software, processes …But that doesn’t mean that they will take their own sweet time to effectively do their role. If they don’t fall in line, then it might be time to show them the way to exit.

4) Being consistently erratic or taking too many off days

There are two sides to the same coin. They might have a genuine reason for these things. So make sure you closely monitor their lateness, and talk to them about it. Make it clear that if they are going to be absent with such a frequency, they need to disclose the cause in advance. If the above behavior is accompanied with other signs of dissatisfaction, they might be quitting soon or are just careless.

5) They flood their reporting manager with unnecessary queries

You have heard a lot of stupid questions in your career, but theirs trump them all. If they ask a lot of questions that might seem idiotic, ask them to note all such questions down and ask at some more appropriate time. Remember that you hired them for making your task easy, but if they require hand-holding at every little step, you may need to rethink your options.

6) Complaining a lot

If a new employee has been fussing a lot over trivial issues like the office coffee, lack of parking or where they’re sat, then consult them in private about what is nagging at them at the back of their minds. Being irritated all the time might be the cause of deep dissatisfaction with their jobs. Such annoyance can be passed on to other employees and well. That could be something to worry about.

7) A sense of holier than thee attitude

Such traits can be sign of an arrogant personality who doesn’t get along with anyone at all. Nobody wants to work with someone who thinks that they’re better than the team, the company or even the job. If you’re getting such complaints from more than one employee about such an employee, then you might have to take the plunge and fire them.

8) Makes a bucket load of mistakes

Everyone is allowed to make mistakes (Unless you’re flying a plane).  But ideally, one should learn from them and take care to not repeat them. If your employee is making the same mistakes over and over again even after you’ve corrected them multiple times, then it should be a problem that warrants immediate reckoning.

9) Constantly referring to their old job

Everyone should try to emulate positive experiences in their current endeavours. If someone has learnt skills that can be utilized in their current job, kudos to them. But constantly saying ‘at my old place we did it like this’, or ‘my old colleagues didn’t do it like that’ isn’t helpful at all.

10) Making you a nervous wreck

Have you had to worry too much about the new employee? So much so that you are losing sleep over it? Does the idea of dealing with them in the next morning giving you nightmares? Okay, the last one sounds a bit too much of a hyperbole. Is the first thing you feel in the morning dread that you’ll have to work with them, soothe ruffled feathers with colleagues or sort out problems with clients that they’ve created?

11) Not willing to adapt to change

Even after being reprimanded time and again over their conduct, do you not see any discernible change in their behaviour? Have they just given up on upgrading themselves? Is such questions are answered in affirmative, you have a big problem at your hand. It’s especially crucial for small companies to have employees who are flexible and willing to adapt with the company as they both go higher up the bell curve.

12) Most important; Not delivering what they were hired for

After scrutinizing through all the above angles, are they getting the job done? Are they keeping the clients as well as fellow colleagues happy? You can only overlook upto some extent. Beyond that, it is simply not feasible. But if they aren’t delivering, constantly upsetting clients or colleagues you value, and showing signs they aren’t prepared to change, it’s time to take action.

Next plan of action

Now that you know that the new hire is not competent enough for their job, what are your options?You could consider giving them some other easier role, if there’s a vacancy. Although if there is not, you just have to fire them and look for better options.

Caution : Do the math whether incurring the cost of hiring someone new (newspaper ads, interviews, training), cost of firing someone (severance pay) are lesser than the harm the employee is causing to the firm’s interests.

Happy looking!





Rinky12 Signs You’ve Made a Bad Hire!!
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How to turn around a bad day at work

There are umpteen reasons to have a bad day at work. Maybe you spilled your favorite steaming cup of coffee on your desk effectively ruining your day’s work. Or maybe something a little less tragic. It could be something as trivial as having a scuffle with someone during traffic, or just waking up on the wrong side of the bed.

Whatever the reason might be, we have got ways to turn that frown upside down.

  1. Sing at the top of your voice

There are enough research material to suggest that listening to and crooning along with your favourite song can lift up the blues in a jiffy. Even depression can be alleviated.Make a playlist under the title “Mood uplifter” or whatever works for you and add all the positive songs that race up your heartbeat and rushes adrenaline up your spine. Songs from artists like Avicci works wonder for turbulent moods.

  1. Pamper yourself with a hot shower

Drench yourself with a warm shower works wonder for tired and fatigued body and alleviates stress. It makes you feel relieved and at peace and gives you time to contemplate what went wrong with today. Take an alternate hot and cold shower and rejuvenate circulation in your body.Start with a warm shower and then slowly turn the temperature of the water as cold as you can stand for 20 seconds. Then bring the temperature back up again. Alternate this cycle for 3−5 minutes to start until you can slowly start to tolerate longer durations.

  1. Watch something funny over the internet

Study by University of Western Ontario has shown that people who watched something funny over the Internet were more productive than those who watched something that was depressing.Although your boss might not be convinced to let you watch funny cat videos on YouTube.Tune into something objectively funny and feel your day get better by a long shot.

  1. Interact with Animals

Try Petting a cute litter of puppies and you’ll feel the positive energy flow inside you. Their cuteness will make you go awww J. Although owning a pet is known to improve self-esteem and well-being, you don’t necessarily have to have one to get the benefits. Equine therapy is a scientifically proven way to improve happiness quotient. By animals though, we mean dogs, cats and hamsters and not huge ones like Giraffe or elephants.Chances are that someone in your building has a pet whom you can play with (with the owner’s permission of course!). Or you can go to animal shelters and volunteer. Those animals could do with some benevolent company.

  1. Hug your loved ones

Human touch as a form of therapy is underrated but is catching on among people. They are often employed as therapeutic touch to heal and help patients recover after a surgery in hospitals. Hence, don’t shy away from sharing such intimate moments with your partner, close friend or family members. Just hug it out!

  1. Practice deep breathing.

You might be feeling a rush of stress hormones that are ruining your day. Deep breathing has proven to be stress-reducing activity that can shut out all the negative energy you might be experiencing. Take a few moments to close your eyes. Practice inhaling deeply through your nose for a two-second count, pausing for two seconds, and then exhaling for another two seconds. This will help stimulate your parasympathetic nervous system, thus quieting down your stress response.

  1. Maintain a journal to write down what’s bothering you

Journaling helps you to get things off your chest and provide an outlet for all the repressed thoughts in your mind. You reveal your innermost secrets to a safe haven that is immune to trespassing of any other person. Just writing it all down will make you feel a lot better about yourself even if nobody actually reads any of it.  Start by writing whatever is bothering you and how you feel about it. Then write a few positive things that you’re grateful . It will give a positive spin to the troubled state of your mind and soothe all the irritated muscles of your brain to bring a sense of cathartic bliss. You can also ponder on what you did wrong and what you can do to make it right.

  1. Indulge in a light workout session

We understand that moving any fibre of your body is the last thing you want to do. But activities like light jogging, cycling or skipping ropes will help stimulate blood flow and the release of endorphins, the well-known “feel good” hormone.You don’t necessarily have to walk a marathon to feel the benefits; just go for a short walk and observe your surrounding to take the edge off your day. It is especially helpful if you walk in an area with lush green trees.Perform a simple routine of light squats, push-ups, and easy stretches. This not only gets you out of the chair, it also stimulates happy hormone production, increases blood flow, and boosts your mood.

  1. Detoxify yourself by logging out of various social media accounts

Social media has been instrumental in bringing you closer to far-off relatives, acquaintances and friends but it has had some negative repercussions too. Many studies correlate the higher time spent in checking social media accounts with spike in levels of depression among people because they make unhealthy comparisons to others, create a sense of inadequacy and despair and doubt. Categorically limit the time spent on checking Facebook and Instagram. At work, check them only if it is absolutely necessary. Keep in mind that what people choose to show on their social media feed is a shallow and highly inflated high-points of their life. They all have a murky underbelly that they refuse to put on open display for everyone else to see. Don’t obsess over others.

  1. Walk barefoot on the grass

Walking on dew-laden grass can be cathartic experience to say the least. You maybe working a desk job from 9 to 5 and don’t find much exposure to the elements of nature at all, except for staring at the default screensaver of Windows 7. Go to a nearby park and just take in the whole atmosphere. Grounding is the practice of exposing yourself to the ground, usually with your bare feet to help stimulate energy, improve immune function, and boost happiness.The theory states that the earth’s magnetic field can lower stress hormones.


RinkyHow to turn around a bad day at work
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How to Respond When Someone Takes Credit for Your Work

All hell breaks loose when you encounter someone who has the audacity of copying your work. It infuriates us to no end. It has happened to the best of us: You share an idea with a friend or a colleague in good faith and they rebrand the idea as their own in front of the boss, you do all the efforts for the presentation and they end up hogging the limelight.

How should you handle these situations? Is it okay to speak up right then and there? Or should you keep quiet? And how can you make sure that you get the credit you deserve in the future?

No matter how much we want to believe otherwise, it matters who gets the credit for an idea in the real world. Your superiors are always observing you and what value you add to the organization through enterprise and initiatives. It all matters a lot when the company doles out promotions, incentives and positions. All this is more easily observable than the amount of work you get done or the time you put in. The problem of theft of intellectual property is more rampant when doing collaborative work where no clear distinction is between roles that an individual has to assume.

Here are some pointers to not let people get away with your credit:

Give it time

Your first instinct would be to call their bluff right-away. It could be a recipe for disaster. It doesn’t make much sense to call their bluff right away. You need not make a scene in front of the whole office or targeting them in the hallway. This would make you seem petulant, like a kid whose ice-cream cone has been taken from them and who is now acting out. Take a day or two to calm down. However, don’t take too long otherwise they may forget about it. Best way to work around it is to write down what you would say to that person and let it sit. Analyse whether saying all these things is worth straining your relationship with a colleague.

Ask why

Instead of making accusations, ask questions. Now the burden of proof lies upon the perpetrator. Research has shown that this method is way more effective than making outright accusations, which are harder to prove. Ask him/her why they felt the need to lift your idea or presentation and claim it as their own. It is advised that you should say something of this sort : What is your opinion on how well the presentation went? Do you think you were able to execute it well? You might counter that this strategy sounds passive-aggressive but it will act as an eye-opener for your colleague to admit their wrongdoing.  If this strategy too fails, say something like : Hey, I observed that when you talked about our project you said “I” instead of “we.” Was that intentional? Why did you say it that way? This makes them feel guilty without you making outright claims against them. If they indeed admit their mistake, talk about damage control. One subtle way of doing that would be to ask him/her to email the people present during the presentation thanking you for your contribution, or you both can talk to the supervisor to present the actual facts. If the perpetrator refuses to do any of the above, you still can do something else. Whenever the bone of contention, I.e., The project is mentioned in person or group email, always come up with details or suggestions. It’ll demonstrate your involvement with the project and knowledge of the ins and outs of the said project. If you have a third colleague who is sympathetic to your cause ask them to mention your exemplary contribution to the project. It can be embarrassing to appreciate your self in front of everyone. Let somebody else take the onus.

You might approach your colleague and say: I worked really hard on this report but sometimes find it hard to promote my own work. I would appreciate it if you asked me questions about it at the meeting. Then, in the meeting, this person can ask you and your colleague questions, such as:  “When you two were thinking about these ideas, how did you approach this issue?” “This provides others with social proof of your work,” When none of the above works

This means that your colleagues are wholeheartedly undermining your contributions to the company. You now need to approach your supervisor who has the power to take appropriate measures. Don’t come off as a whiner.

Frame it as an effort to create a good working relationship, not a way to badmouth your colleague. The boss wants you all to work together and not quarrel like children.

Don’t let it happen next time

Work on the credit-allocation system beforehand. Don’t leave it to anyone’s discretion. You should be able to answer the following questions before the presentation is made. Who will be doing the presentation? Who will be responsible for fielding questions? Who’ll send out the email to all the group? The person who contributes the most should get to be the answer of the first question and the person with least contribution should be the answer of the last question in that order. Also, this allocation should be flexible to changes if the need arises.Write it all down and email to all the people who are in the team for making the presentation

Model good credit sharing

If you’re generous and intentional about sharing credit, others are likely to follow suit. Never hesitate to ask your team: What’s the best way to make sure all of our work is recognized?  Add a slide at the end with the names of everyone who significantly contributed to the project along with their contributions This will make everyone who worked hard for the project feel valued and those who didn’t to step up from the next time. Also ask for everyone’s opinion on the last slide and whether the name and contributions are justified.

RinkyHow to Respond When Someone Takes Credit for Your Work
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How to handle a boss who treat you like their personal assistant?

Do you have a boss who treats you below your assigned position? Does he/she unloads all their personal errands upon you which were not even mentioned in your job description? Do they treat you like their personal chauffeur? Statistically, women are more likely to be treated like that at their workplace. But you can’t openly chide your superior, can you? Oh, what a perfect world would that be!

We bring you some tips that you can employ to subtly discourage your boss from meting out such treatment to you.

Option 1: Don’t make yourself available all the time

If your boss summons you to his/her office all the time for mostly trivial tasks like – Getting files copied, how to book a cab (if they are technically challenged), booking a restaurant for meetings or the very cliché and equally dreaded – getting them a cup of coffee,  try not to be on their Beck and call all the time. Try this :

For example, the boss asks you to fetch some beverage, usually coffee, retort back with a “ I would love to but can I do it after this super important and urgent briefing from the client?” The boss will be forced to make a tough choice between making you do some trivial errand or making you do something which is actually a part of your job description. If your boss is rational, they will certainly choose the latter. If they find you not there once or twice, they’ll certainly find some alternative.

Option 2: A no might be the way

If they message you with some boring and inconsequential job, try a “Sorry, a bit tied up right now”. Although you risk their wrath, but it’s worth a shot. In the best case scenario, they’ll understand your dilemma and not think that you’re available all the time at their whim. In the worst case, you might be reprimanded. But for what? Placing more importance to tasks at hand that are actually of some consequence and not bringing refreshments for your boss. It still could be risky and requires diplomacy at your part.

Option 3: Bring in some middleman

Next time your boss asks you to get something copied, you should, in turn ask the office peon to do the task. It is their job anyway. Your boss might realize that too.

Option 4: Have a heart-to-heart chat with your superior

Explain to them in a polite and restrained tone how you lose precious work hours which could have been spent doing something productive doing something that you were not employed for in the first place. If they are a considerate person, they’ll surely understand. As a bonus, you might end up forming a bond with your boss. That surely can’t hurt.



RinkyHow to handle a boss who treat you like their personal assistant?
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Is the trend of job-hopping quickly catching on?

We, at Career Marshal -one of the top job-sites in India try to decode what the trend means and whether it is sustainable in the long -run.If you think that you are the master of freelancing gig and you go through jobs like clothes, then you may find the contents of this article, curated by Career Marshal, helpful.

Good news! You are not alone in this and most millennials are the harbingers of this trend.

During these tumultuous times, when jobs are running dry and companies are assigning more work to temporary workers, millennials are flocking towards freelancing. They don’t wait around for the ‘perfect’ job and instead make an assortment of jobs their perfect job. Under the pressure of providing for themselves, paying off burgeoning student debts, one has to take the plunge.

Many employers too have become aware of this grim reality and don’t discriminate against candidates who have such credentials. For twenty somethings like us, that is certainly a favorable turn of events. Yet few people would want to be branded as a serial intern or job-hopper. Also it is an open secret that these jobs can be borderline draining with very low pay and non-existent benefits.

Job-hopping has gone mainstream. Companies that frown upon job-hopping are not regarded as the best places to work. Job-hopping is now very much acceptable. Someone with 3 jobs in a span of 4 years might have automatically disqualified the candidate five years ago. Now would be a very different matter altogether. Although it still is not the best thing to have on your resume. Think of it this way :

You don’t want to date someone with a history of short-term relationships, right? Hiring someone new takes just as much effort as dating; you don’t want to hire someone who’ll leave you for someone better in a few months’ time.

It still is becoming more normal as time is progressing. Don’t hesitate to do it if you can’t find any better alternatives.

One thing you should definitely refrain from is talking smack about your previous company in front of an interviewer. They’ll be inclined to think that you will do the same about them behind their backs. Diplomacy is an art you should be very accustomed in. Although that could be hard for the generation that is used to displaying their emotions in the form of a WhatsApp or Instagram story.

Applicants should be prepared to answer questions about why they left each job without ranting. Think about what you were after, not what you left behind. When asked why you left your previous job, you could say you were in search of more responsibility, better skills or more opportunities to grow. Don’t go into any conflicts you might have had with your erstwhile employer or co-workers. That will give you a bad reputation and they might think you are not a “people’s person”.

Most hiring are done with how much of a likable personality the candidate is, doing the above might not work in your favor. Instead, talk about what you accomplished at your previous jobs. Specify what skills you acquired at your previous jobs and how you can utilize them at this workplace. Tell them what new can you bring to the table.





RinkyIs the trend of job-hopping quickly catching on?
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Do you get stuck while answering one of these interview questions?

‘What are your expectations in terms of compensation?’ this is one of the most generic of all the interview questions. Every recruiter, no matter for which post he/she is hiring will every time asks this question to the candidate. Though the time period of asking this question may vary from recruiter to recruiter as hiring managers prefer to know the expectations before going forward with the further interview steps, and some keep this in their bucket till the candidate gets through all the round. But, when it comes to the candidate, the nervous or the hesitance of answering this question remains the same irrespective of the time.

Though in your mind, you must have quoted a number or two already, it becomes a little tough to deliver that to the recruiter. Sometimes we think that the recruiter might not even call us after knowing our expectations as it may fall out of their bracket and sometimes we think that we shouldn’t quote anything much below than their bracket too when their chances of drawing a fabulous package.

Here are 2 of the most important tips to keep in mind while answering this question:

  • Perform a good research

Even before going for the interview, while preparing for the interview processes do not forget to research the current industry standards. After knowing this information, you will certainly be able to quote a decent number. You may even ask some of your professional mates to help you with the industry standards.

  • Don’t be afraid to demand what’s right

No matter how desperately you want a job but never ever shy away from asking for what you deserve. A good company, a good recruiter, and a good hiring manager will surely acknowledge your decent demand if they will seriously want you to be a part of your company. So, do not let your hesitancy take over your right to ask for a decent quote.

Though it is important to tell your expectations but never go over the board as well as it will hamper your impression. Always keep your answer in the set limits. And, at the same time, do not underestimate your capabilities by giving answers like ‘nothing’ or ‘anything’. We all have some expectations for a new job, and we should accept them, and convey them to the hiring people.


RinkyDo you get stuck while answering one of these interview questions?
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