July 2018


You’ve been slugging it out at your current organization and you just realized something. You don’t care. You don’t care about the organization, it’s fortunes, anything really. The lingering doubt was always somewhere in the corner of your mind. But now it has amplified into something much bigger. Common signs are disinterest in daily affairs, apathy towards your projects and assignments and a complete lack of motivation to climb the corporate ladder. The reasons could be varied; you have found someplace better with a hefty package and benefits, you don’t enjoy what you do and want to shift career, you have the worst boss with pathetic work conditions or something entirely else.

With no sense of attachment to the job or the organization, theirs is less motivation for you to stay interested. This kind of attitude is noticed generally in people who have started serving their notice period. They are fully aware that they need not care about any of their actions or its consequences. Their apathy to projects, staff, employees and office rules is admired and loathed in equal measure by their co-workers.You now need to keep yourself from showing how very little interest or regard you may have for your job and place of business.  Even if you are now deciding to change jobs or find a new career, you need to ensure the rest of your time in this job remains consistent with your past. If you want to leave the job and haven’t started the notice period i.e. haven’t given your resignation, it is imperative that you at the very least pretend to seem interested.

Here are some tips for staying engaged,

Don’t confide in anyone

Even if you are bored at the job and are mulling a job change, it is not wise to start talking about it with anyone and everyone. These kind of office gossips are like forest fires ; everyone gets pulled in. People will start looking for flaws in your methodology and might even inform the boss about it.

Try something new. 

Even though you are a lot closer to the end of the job, strive to try something new. The best way to stimulate attention and interest at work is to engage in something new. Since you are doing stuff you don’t normally do, it does tend to make you more alert at work. It breaks the monotony.

Learn something. 

For the same reason that we recommended you to do something fresh at workplace, to get the proverbial juices flowing, enrol yourself to learn a new skill to perk up your work life. It really stimulates the brain and gets rid of boredom. And a new skill to write about in your resume will definitely not hurt.

Pay attention to your performance. 

Make sure that you don’t slip up in terms of performance. This can get you noticed for all the wrong reasons. Even if it consumes a bit more time and energy do try to keep your performance stable.

“Act” your way through the day.

Make it seem like that you actually care about what you’re doing. Ask questions about the projects, follow up on answers given and make positive statements about outcome. It takes a helluva lot of will power though.

Watch your office hours.

Even if you don’t feel like it, don’t shrink your work hours so that it is noticeable. People will start asking uncomfortable questions.

Watch what you say to yourself. 

What you talk about with your inner conscience can truly affect your opinions. Once you’ve established the fact that you don’t want to slog at your current job, make sure that you should not dwell too hard on it. It can only serve to make things worse.

The transition period between discovering the lack of spark and actually quitting for real can vary from person to person, sometimes extending to years. If that indeed happens with you then you need to make sure that you at least look engaged in the office on the surface. Fake it till you make it.





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How to network if you’re an introvert

Introverts are people who find it difficult to interact with other people and are of a shy demeanour. To network with others is a stuff of nightmare for such people. If you’re one of them, many horrible and embarrassing thoughts and scenarios might be running through your mind.To lower your inhibitions to a more socially acceptable level, without resorting to drugs or alcohol, we, at Careermarshal, might have something in store for you.

Here are some steps to make you calmer in the subtle art of networking:

Plan your energy.

You find it emotionally taxing to spend time with a lot of people, for instance at a party or a networking event. Your energy is depleted and you just want to be left alone. Plan to rest and restore both before and after your event. In this way, you’ll be able to be at the peak of your abilities when it matters the most.

Set your own timings.

Usually there is no fixed duration for which a party extends to. That can give the jitters to someone socially anxious like you. You start getting restless and count the seconds until it’s all over. Give the benefit of doubt to yourself and set your own timings. You can always extend the deadline if you find yourself getting comfortable. In this way, you’ll be able to enjoy yourself more without straining yourself while looking at the clock. All of this won’t seem like such a task if you follow the above tip.

You’re in training.

Consider this skill as something you’re not so strong at. Talking to strangers doesn’t come naturally to you and that’s really fine. You have to start from the scratch and that will involve a really steep learning curve. This apprehension will recede over time provided you work hard on it. Think of the party as classes and really difficult people as long assignments. Just go out and have fun with it.

Start Small.

You don’t have to connect with every single person in a party over Facebook or LinkedIn. It can be very overwhelming and a recipe for disaster for most. Improve linearly on the set goals and you just might become successful at networking.

Make a goal.

Set short goals for yourself in every networking event you go to. Set a target of how many people you’ll talk to. This can really help you psychologically to lessen the burden. Such targets can make you strive to achieve them. When you’re successful in your mission, you get even more enthusiastic about networking in the future. A win-win, Careermarshal says.

Figure out your fear.

Fear is an unknown entity that really messes up with your everyday life. However, if you’re aware of what drives your fear or feed it, you tend to become more isolated to it and in a better position to deal with it. Even if the fear is still persistent, you’re aware of what it takes and you can try to solve the problem on your own.

Get a “wing-man”.

A wing-man is not only someone who smoothly lands you a date with someone you fancy. They can also land you a rendezvous with someone professionally important. The key is to choose someone who is outgoing and ridiculously charming. It helps if you share a comfortable vibe with them. Give them chance to introduce you to someone and then go into the background.

Don’t compare.

Don’t fall into the trap of comparing yourself to someone else. You’re unique in who you are and simply capable enough to achieve your goals on your own. Everyone has their own strengths and weaknesses. Don’t dwell too hard on it.

Focus on the other person.

When interacting with someone new, shift the spotlight from yourself to them. This has two advantages : 1) The person you are talking to will definitely revel in the spotlight. 2) It shifts the focus from your own deeply held insecurities and you can pursue the conversation freely.

Even if you hate networking and are reluctant in indulging in it, just give it up and do it. The reward may just be quite a lot.



RinkyHow to network if you’re an introvert
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How to use Facebook, Twitter and LinkedIn to optimize your job search.

Social Media sites like Facebook, Twitter and LinkedIn can be employed to ease your job hunt in today’s age of heavy internet penetration and usage. You can use them to market yourself to potential employers and connecting with them informally (although you may have to draw a line here if the person of contact demands it).

“Job search has been optimised to a very big extent by the advent of Social Media” says our experts at Careermarshal – one of the top job sites in India.

Job search on Social Media is a two-way street, with employers gaining just as much traction as the job seekers. For the purpose of searching jobs Facebook, Twitter and LinkedIn are proving to be the best in business. To network your way into a job or a career of interest, you need to apply some strategies that have been curated for you by Careermarshal.

Given below are some important tips on how to use social media for maximum benefit in your job search. Have a look.

Make people aware that you’re looking for a job

Since you’re actively looking for a job offline, it makes sense that you also frequently post about it on various platforms. Even better if the people know what profile you’re interested in. LinkedIn has an option for the same. On Facebook and Twitter, you’ll have to be a bit creative. People store what information they see on various social platforms subconsciously and will inform you if any position opens up at their place of work. Such word of mouth can really work in your favour.

Don’t be Hesitant in Networking with Friends on Facebook

Due to its algorithms and interface, Facebook is more powerful for searching for jobs than other sites (Even though LinkedIn’s primary service is networking, Facebook trumps it in spheres of informality and ease of access). Hence you shouldn’t be afraid to network with people you think who might come in handy. Since people you connect with on Facebook are mostly friends, relatives and colleagues, they are more likely to help you if they’re in a position to. Friends that know you on Facebook will be more helpful in finding you a job you are looking for or providing you with some valuable job related information. You need to up your networking game if you want to milk this opportunity.

Make Your Facebook Profile Private

Whatever information you provide on Facebook used to be visible to all by default. Although after the Data Leak controversy, Facebook has initiated tough measures to control what you let people see. Make use of that and go to ‘Account’, click on ‘Privacy’ and choose ‘Friends only’. In this way, a potential employer won’t be able to see the pics of weekend booze-fest that you just had. Really saves face. Only those with whom you are friends on Facebook will be able to see your personal updates and profile information. Many employers perceive making Facebook page private as a positive trait.

Search for Information about Hiring Managers

Most bigshot employers nowadays are on all the social media platforms. This can help you optimize your job search to a very large extent. Make a list of hiring managers of companies you want to work for and mine information about them through social media.  Smart employers will certainly keep their Facebook profile private. You can though search for them through LinkedIn and Twitter. Make note of all the job openings coming up there. In addition, you can dig out more valuable details about your targeted employers.

Hyperlink Your Resume

Make sure that you add the link to your personal profile on LinkedIn and Twitter. If the employer is intrigued by your credentials and resume, they can easily find your contact information if you do the above-mentioned. Don’t make the rookie mistake of adding a link to your Facebook profile as that really is not relevant to job in most of the cases. This has another added advantage of making you seem internet savvy to a potential employer.

Create Facebook Lists

One good feature in Facebook is the option to make lists, according to one’s suitability in information sharing among peers. Start by categorizing friends, colleagues and peers in separate lists. By this categorizing, you’ll be able to share targeted information with your friends and professional contacts. Each list will only get the posts and information that you would want them to see.

To create a new list on Facebook, you can go to Account, then Friends and then click Create a New List. Facebook allows you to set your privacy settings according to your requirements. This is a good strategy to be adopted by jobseekers in search of jobs.

Make yourself Google friendly

If you want people to find only relevant information when they Google your name, you have to be active on all the three above-mentioned social media sites which include Facebook, Twitter and LinkedIn. Fill out your profile information on all these sites carefully including the industry-related keywords as well. If you have a completely filled out job profile on these sites, employers will find your profile information in the top Google rankings.

If you don’t happen to have accounts in any of the three social networks, our first question to you would be, “How is life like living under a rock?”.

Go and create accounts on Facebook, Twitter and LinkedIn to optimize your job hunt. And be active among your peer circle to reap dividends of marketing yourself.



RinkyHow to use Facebook, Twitter and LinkedIn to optimize your job search.
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How to deal with becoming the Boss to your friend

You have been friends since college. You joined the same organization. But fate has it that you end up becoming the boss to your friend. You have a sense of jubilation for being promoted at work but you also feel uneasy at giving orders to your friend. That really is a tricky situation to find yourself in.

It is a known fact that we all need friends at work. From taking advice on some project, celebrating a major breakthrough, to just venting out how sinfully ignorant, demanding, unreasonable and stupid the boss is. Friends really do matter.

And there is research to backup such claims. Research indicated that people who have best friends at work are more engaged and that their organizations show higher profitability and customer loyalty than those in which close friendships between colleagues are less common. Hence it won’t be wrong to say that friends are important in both personal and professional life.

But you being the boss now has drastically changed the equations. Now you’re the boss your friends are gossiping about with their colleagues. Other colleagues are worried about favouritism and your friends expect some slack all of the time. Your friends might not take you seriously at all jeopardizing your hold on your subordinates.

First-time managers feel the brunt of shifting workplace dynamics more than their experienced and higher-up counterparts. The latter have bigger fish to fry.

We, at Careermarshal – one of the best job sites in India try to illuminate the path for rookie managers.


Be clear.

You need to set your priorities very straight from the word go. You can be friends with your subordinates but with conditions attached. Your work relationship with them has changed. Set clear expectations and boundaries. Talk to your friends about your new role. Explain to them that you are now accountable to the organization and their other coworkers. Hence the time you spend with them at the workplace has to change.

 Be fair.

You need to keep your personal biases at bay when it comes to bonuses, raises, promotions, support, and resources. Only shower your friends with such accolades if they deserve them and their contribution is well documented. Otherwise, the other workers will resort to gossiping, politics and whatnots and lose trust in your managerial skills.

Be aware.

Ask your own boss or mentor on what they feel of the time, preference and resources you allocate to your friends and act on the feedback. It is important to monitor the kind of signals you’re generating through your interactions.

Be prepared.

Sometimes such changes sound the death knell of friendship as you know it. Talk to your friend about it and respect their decision. Be cordial to them and let the relationship take its own course.



RinkyHow to deal with becoming the Boss to your friend
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How to Get Your Motivation Back After a Vacation

Summer vacations have passed us by. It is time to brace yourself as ‘winter is coming’. Keeping aside the Game of Thrones references, winter is not actually upon us but the metaphor is true. You’re not able to gather the motivation to work after a long and fulfilling break. Thankfully, you’re not the only one! We, at Careermarshal – one of the top job sites in the country have put together a list through which you can search for motivation after a long hiatus from work.

Plan your routine:

Let us say you have to get up at 7 in the morning to be able to get to work on time. Why not start practising for it in a few days in advance. This way your body gets the time to get used to your new routine. Examples for other changes in routine are similar and follow from here.

Keep acquiring new skills :

When you are not mentally (or physically, if your profession is physical activity-oriented) stimulated at work, stuff becomes monotonic and quite boring. This hampers your productivity at work. It really helps if you have a to-do list of skills you want to dabble in after the summer vacations. It could be anything you feel you might be lacking in or a new skill that is related to your work profile. This will give you the motivation you so crave at work. If you’re finding it hard to balance between learning and working you can always opt for learning after work hours through various MOOCS (Coursera, Udemy, edX)

Resist the temptation :

To find it in yourself to not elongate that lunch break on your first day back is a matter of superhuman will. What you really need to do is just power through it. We know that Monday blues after a long vacation are simply amplified, says the expert at Careermarshal, but you need to soldier on. If you manage to resist watching memes on Facebook or gossiping with your colleagues, you will have done a lot of work and got your momentum back. Also, time flies if you’re busy.

Dress it up :

If you think that wearing a particular outfit makes you feel confident and in control then do it. It might seem childish but it actually works. Your productivity spikes up and you are able to do a lot of impressive work in crunch situations.

Ask your colleagues:

Talking to others about their experiences to deal with a problem at hand is a really good idea. And it doesn’t cost a single rupee. It is a two-way street and you need to help them with their problems too. Discuss work and share your trials and tribulations with a trusted colleague. Bitching about work together takes a load off of your shoulders and gives you hope for the next time.








RinkyHow to Get Your Motivation Back After a Vacation
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Does Employee Satisfaction Drive Company Performance?

It has been propagated time and again by economists that companies are big, scary machines that process all the inputs (time, capital, labour and investment) and churn out outputs (products, money etc). The employees were described as just the means to an end. Today, the scenario has witnessed transcendental changes and employee satisfaction has become a prime ingredient for the eventual success of an organization.

Sophisticated services, technology and workers that are more valuable than ever as more diverse, knowledgeable and flexible individuals are what we ideally require to transform the organization into a well-oiled machine that exceeds everyone’s expectations.

 Companies are a Garden, Not a Machine

So, is there any analogy that can fit a modern-day company in layman’s term. Well, the Economists’ answer is a resounding yes. A vegetable garden is right up their alley. You have to deal with unpredictable variables ― seeds, soil and climate ―when you combine all the above-mentioned variables with the output tended by you on the farm, you get to grow crops that will eventually give you what you really need – inner peace and satisfaction and, well, MONEY. What really differentiates this model from earlier ones is the fact that when the health and happiness of the individual plants are tended to, much like every employee, your product and yield can improve. To further the analogy, an employee is like the tulsi plant in your organic farm/backyard who needs nourishment and care to yield greater financial output to you.

Various research and studies too back the fact that the greater the employee satisfaction index, the better their output which is equivalent to more monies for you too. 

Happy Employees Drive Business Performance

The writing is on the wall. The study establishes a strong link between a satisfied workforce – in the form of higher Glassdoor company ratings – and the financial performance of UK companies in the sample. Various factors that were held constant to accommodate for stray results or swings are industry, sales growth, company size, whether the company is private or public, and more – company ratings on Glassdoor still had a statistically significant and positive link to company profitability.

An increase in a star rating on Glassdoor results in about a 1 percent higher annual return on assets and investments – something to be taken very seriously.

Online reviews on Glassdoor and various other platforms can be used to forecast the company’s fortune in financial markets.

Perform Well by Investing in People

This study holds a distinct position for several reasons. A study was carried out first in the United States and the UK for the time period 2014-2017 that tried to establish a correlation between Glassdoor ratings for an organization and company financial performance. The result stands unanimous in both country; there is a positive correlation between ratings left by former and current employees at Glassdoor and the said organization’s financial clout and performance.

What really seals the deal for this study is the fact that it is the first one to investigate the link between employee satisfaction and financial performance for both privately held companies and publicly traded employers. So, employee satisfaction is a basic necessity no matter if you compare private or public companies. The ownership doesn’t really matter. The data was compiled using only those companies which had more than 100 reviews for the time period in question. Their final sample includes 35,231 Glassdoor reviews for 164 UK employers.

The prime takeaway from all this is that employees are major stakeholders in modern era companies – not a constant factor of production. Their happiness forms a dynamic spectrum of stuff you need to effectively run a company today.A significant positive relationship between employee satisfaction and firm profitability is measured and analysed.


RinkyDoes Employee Satisfaction Drive Company Performance?
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6 Hiring Mistakes Startups Should Avoid.

Hiring is a tricky concept to deliver on in any kind of organization but, due to the volatility of start-up, it becomes all sorts of problematic if even minor details go wrong. Start-ups are yet to prove their mettle to the world; they have to evolve from the beginning and keep evolving to survive the competition.

For a newcomer company, every single hire is of utmost importance and holds the power to make or break the company. We, at Careermarshal – one of the top job sites in India suggest some stuff you should refrain from doing while making the all crucial recruitment.

  1. Never hire your friends just for the sake of it.

You have ambitions galore for making your startup a successful venture. You’ve planned everything to the T. But then ‘that college friend’ just because you thought it would be a good idea. But it isn’t. You two are too thick friends to allow for a professional working dynamics. Even if they are really proficient at their job doesn’t mean that they’ll be a good fit for your company. Barring a few exceptions, you end up causing a rift in both your company and your friendship.

  1. Looking for yourself in every candidate.

You might think that having a similar thought process might be conducive for extra personal dynamics at the workplace. But your company is in an expansion phase and you need a diverse set of opinions to take it forward to a greater height. The difference in opinion can lead to very productive and innovative strategizing in the office. And since you are the boss, you have the authority to reel them in if such meetings turn chaotic. You need a fresh perspective from your new recruits. Try to find the balance between hiring a cultural fit and a sparring partner. You need to seek out fellow workers who can propel the business forward when you are stuck.

  1. Hiring in a hurry.

Yes, you need all the talented personnel you can lay your hands on and you have the budget too, but hiring recklessly will only solve the problem for a limited period of time. It is not the long-term solution. Just because you have a shortage of human power doesn’t justify the compromises on the basic parameter of suitability and quality of candidates. Hiring in a jiffy can be counter-productive for your organization. All new entrants should have a well-defined role that they are completely aware of and should have something new to offer to the table. Don’t take little thought out decisions just because the workload is too high.

  1. Looking for all-rounders.

The candidates who write “Jack of all trades” in their resume don’t expose the full reality of it. This commonly used phrase should be “Jack of all trades, master of none”. It is very nice to have people who are versatile enough to reprise different responsibilities if the need arise, but even they can’t pull this off full-time. Just because someone looks like the above versatile candidate, don’t just go hiring them. You’ll end up with someone who is average at a lot of stuff but not a specialist at anything. And as your company grows in stature you’ll need a specialist in every domain and the former candidate doesn’t fit in the scheme of things at all.On the other hand, investing in a person who is the best at what they do is just what the doctor ordered.

  1. Not being able to inculcate your vision in the new hires.

Your mission and values as a business are core to everything you do and influence your entire operation from product developments to partnership acquisition. If you fail to propagate this vision to new entrants clearly, you’ll encounter a lot of ideology clashes moving forward. However, if you are unwavering in the message you try to project on new hires, you stand to gain a team with shared aspirations and goals.

  1. Hiring someone with zero experience of start-ups.

You can not, we repeat, you just can not verbally explain to someone what it is like to work at a start-up and expect them to fully comprehend it. Unless someone has worked in a start-up, there is no way they know what they are exactly getting into. Getting someone with impressive corporate experience might seem like a masterstroke on paper and to your investors, but if the new entrant is not flexible enough to bend their pre-conceived notions, you are in troubled waters. You need people who aren’t tied to process and rigid structures and who are willing to get their hands dirty to get projects over the line.



Rinky6 Hiring Mistakes Startups Should Avoid.
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Rejection is a daunting feeling, but have you ever thought how does it feel to reject someone? Granted, that one gets used to it over time, but it is an awkward situation to find yourself in. The number of candidates you reject is going to outnumber the amount you eventually hire. So, it is imperative to do it right.

What you need to ensure while showing someone the exit door during the hiring process is that there is the least possible amount of bad blood, otherwise it reflects on your company and its culture. A bad reputation in this department can seriously jeopardize the prospects of your company. No one wants to work at a place with such infamous hiring process.

More than four-fifth of candidates surveyed said that they won’t ply their trade for companies with such a stringent revolving door policy. Hence, you need to take special care of such department. We, at Career Marshal – one of the best job sites in India, list some ways to carefully reject a candidate:

  1. Don’t keep them waiting.

Hiring managers are known to keep the unsuccessful candidates in the unknown until the end of hiring process. Some even cross that line and don’t notify the unsuccessful candidates until the new hire has started working. This is just mean. Refrain from doing this.

You don’t know what the candidate is sacrificing to remain in fray. They might be delaying applying for other jobs or even turning some of them down just to get the position at your company. Once you are sure of whom to keep and whom to turn down, let the respective candidates know. Don’t antagonize them by making them wait endlessly. Respect other people’s time and they are more likely to respect yours.

  1. Don’t avoid their calls

If you’ve conversed on the phone with the candidate and you have some time, call them to let them know that they are not the right fit for the job. Emails give off a cold and impersonal vibe. Make some time out of your packed schedule and call them.Start by appreciating the time and effort they put in their application (even if they didn’t). Tell them that you appreciate their interest. Also send an email for record-keeping purposes.

  1. Make it short

Don’t exceed a sentence or a paragraph to succinctly appreciate their skills and the reason why they didn’t land the job. This will give them ideas on how to improve themselves for other companies. “Although your resume seems quite impressive but we are looking for someone with an in-depth knowledge of coding”. You want to include a few positive points to not make them lose hope. You want to be firm and fair at the same time.

  1. Humanize it a bit.

If you don’t even care enough to mention their name in the phone call, then there’s no point in making the call. Mention things that you talked about in the interview. You are basically crushing their hopes of working at your company, least you can do is be a bit kind and treat them with respect. Remember, the tables can turn in a few years time and they might end up doing something great (think Jack Ma, who was rejected during many interviews), no matter how unlikely. You don’t want to be the cruel corporates company that rejected ‘Future Jack Ma’am very cruelly.

  1. Be honest

No matter how bad you feel about not giving job to the candidate, do not, I repeat, DO NOT MAKE FALSE PROMISES. If you see them working for you at some point of time in the future, connect with them in the right way. Save their details in your database and connect with them on LinkedIn. End your email or call of rejection with an offer to stay in contact about upcoming roles.

However, if they don’t fit the above criteria either, don’t offer false hopes. Wish them luck for the future and end the conversation. Candidates appreciate such honesty.

  1. Take feedback

Now is the time to collect some unbiased opinion on your hiring process. It is the best way to evaluate and improve the whole thing. Hiring is give and take of brutally honest opinions. Now that you’ve given yours, it is time to take it.

Asking the rejected candidates for their feedback shows that you value their opinions and would build up on what they have to say. Don’t limit your pool to just the content, successful ones. Survey all of the candidates. This will help you to continuously improve your hiring process and keep it’s standard sky-high. Because hiring involves humans and you should take utmost care to keep it real.








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Simply running an AdWords campaigns is not enough!

AdWords market has reached a new height in the recent times, and almost all the firms who want to establish a digital footprint are succumbing to the power of AdWords. As technology keeps becoming more and more popular, its usage is going to increase as well, which will eventually lead to more and more competition in the market for the companies. As, most of your competitors would also be using AdWords, hence, it is important to curate unique, intuitive, engaging, and powerful AdWords campaigns to surpass the competition. It is believed that integrated, omni-channel digital campaigns are the new-age’s necessity. Hence, firms have to start implementing omni-channel digital marketing strategies in order to etch an impact on the memory of the target audience.

It is extremely important for the businesses to infuse their uniqueness in every communications channel which they make use of, be steady with pricing guidelines and offers to dodge any misperceptions for the potential leads. Companies are now interested in offering an Omni-channel experience to the customers by integrating the offline with the online.

It is believed that topnotch omni-channel experience establishes a connection with the customer. Through omni-channel AdWords campaigns, brands can deliver a unified and steady experience across different mediums, while factoring in a variety of devices that the target group is using to communicate with the company.

It is very important for the firms to optimize the AdWords, and other campaigns for supreme return from both online as well as the offline conversions. The experts will have to make use of the performance data in order to refine the online investments so that the company can maximize total conversions universally, and not only the online conversions.

The marketing experts have to manage AdWords to best reach the target audience. They have to make it smoother for the customers to visit, take information or transact at one of the company’s locations. And, the best way to reach the target faster is by adopting the omni-channel campaigns planning strategy.

RinkySimply running an AdWords campaigns is not enough!
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Flexibility At Organizations: Perk or Necessity?

To answer the above conundrum, definitely a necessity. To take one example, reminisce the good old Nokia phones. Until around 2010, they were omnipresent. But they were not flexible enough to accommodate Android and the oncoming Smartphone deluge.

Result: We now remember Nokia when we remember the good old days. So if you don’t want to become a footnote in history, time to buckle up!

Small businesses today must be flexible, or they risk failure. Rapid technological and economic advancement has gathered steam over the years, making all those organization obsolete who are too adamant in their ways. Promote the exchange and percolation of new ideas so that your company can effectively stand and pass the test of time. We, at Careermarshal – one of India’s top job sites bring to you ways in which you can turn rapid changes in tech to your advantage.


An organization that takes itself too seriously and has rigid rules and structures is pretty vulnerable to the odd hijinks along the road. Such organizations must work towards integrating the new technology into their old processes. A rigid mechanistic organization stumbles when challenges arise.A flexible company rises up against the inevitable and try to use the adversity to maximize its profit and capitalize on it.


A company which actually defines itself as flexible is up for experiments, just to work out the most optimum processes, i.e, even when everything is just fine, they are willing to shake things up. Company policies should always be up for scrutinizing so that most efficient ways of getting stuff done is recognized and implemented effectively. With the passage of time, your organization will end up becoming more cost-effective and efficient.

Flexible to the core

Flexible organizations are willing to give their employees flexibility in terms of working hours, workplace. It enables employees to engage in fulfilling personal life and motivates them to excel at the workplace. Not being flexible gives rise to discontentment and reduced incentive to work harder. You can start being more flexible by allowing telecommuting or malleable working hours for those who have familial commitments.

Job sharing, or allowing two or more employees to work part-time in place of a single full-time employee, is another way to permit scheduling flexibility. Such accommodations breed loyalty, making it easier to hold on to quality employees who otherwise might have difficulty in working for you.

 Teambuilding skills to the core

What you also need is innovative and flexible managers who are not set in their ways. Such management tends to capitalize and harness the strengths of its workforce. No two employees are quite the same in their way of functioning but an inspired management knows the differences and how to unite people with the different skill set so that their differences complement each other.

The result is a team that is flexible enough to handle a variety of challenges, making the organization as a whole more effective. A rigid manager, on the other hand, lacks imagination and is bereft of ideas on how to best manage the people at hand to mould them into the best version of themselves.

RinkyFlexibility At Organizations: Perk or Necessity?
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