Emprego Consulting Blogpost

Job hunting. Lately, what I see, is this has become a large problem; people are troubled with this. They have started thinking that they are not skilled enough to crack an interview, however, the fact is cracking an interview requires no skill at all. All it requires is matching the demand and supply. Let us discuss this in detail. Like I had written in my previous blog, education has become a purely commercial entity and people are not looking at a course based on their skills. People are simply choosing a course based on the average salary quoted by the college in their marketing material. Hence it is clear that skill matching is not happening on either side. Neither is the college evaluating the student for the course nor is the student evaluating the college. This practice only has given birth to the problem of job hunting. Before we actually get into a course we must evaluate that whether we will be able to fit into the role that this course shapes me in or not. Let us

The most complex thing today has become interviews and hiring.        Managers do not find a relevant candidate and Job Seekers do not find a relevant position!       To address these concerns, we have started this blog and a YouTube channel , wherein we will keep addressing all these concerns one by one. If you are a Job Seeker or a Recruiter or Hiring Manager, you may subscribe to our blog and Youtube channel.       First off all, I would like to note that the aforementioned line does not , in any sense, mean that there is a problem somewhere . There is only a lack of guided approach. Hiring Managers are mostly the Managers who are elevated to Hiring Manager whether in the same company or outside and have not been coached or trained on interviewing candidates in most Mid Sized companies. They are exceptionally well Subject Matter experts of their own domain and definitely know very well what they need from a fresh resource; however, the problem is, in absence of Interv

According to LinkedIn’s Talent Trends report, 94% of candidates want to receive feedback after an interview. But, giving feedback isn’t easy. In fact, providing useful and honest feedback without offending someone is extremely difficult. However, it's possible! And, it’s an art that every recruiter needs to master. The candidates and hiring managers you work with will inevitably make mistakes—we’re all human—and it’s on you to give them feedback that will help set everyone up for success in the hiring process. Whether you’re trying to improve the candidate experience for those you reject or nudge your hiring manager in the right direction, giving feedback that’s actually useful and well-received can be a huge asset to your career. With that in mind, here are six tips on giving feedback that’s actually effective.  1. Focus on the situation, not the person Getting feedback can put people in an awkward, vulnerable position. Candidates often put their heart and so