Trumped IT Companies Curb Recruitment from B-Schools

Recruitement

While the Islamic world is protesting Donald Trump’s new policies regarding new immigration policies, the Indian hiring scenario is also bearing the brunt of the new president and his policies.

IT companies, ordinarily among the biggest recruiters at B-school campuses, have cut hiring this placement season due to circumstances US President Donald Trump‘s protectionist stance, subdued growth numbers, and increasing automation.

Recruitment in the IT sector has gone down by nearly 20-40 percent this year in Tier II and some Tier I B-School as well. At Management Development Institute (MDI), Gurgaon, IT hiring fell by 26 per cent; at Great Lakes Institute of Management (GLIM), Chennai, it dropped 30 percent; and at Welingkar Institute of Management Development and Research (Mumbai), it’s down by 30-40 per cent.

Hiring
Img. Src. The Indian Express

At one B-School, Infosys recruited only 13 people as compared to 40 people last year; while Dell hired three instead of five and Wipro recruited only five instead of nine last year. This year, at least 30 percent less hiring is expected in the IT industry as compared to last year, said Saveeta Mohanty, associate dean, career advisory services at Xavier Institute of Management, Bhubaneswar (XIMB).

According to a survey, last year, six of the top 10 recruiters by numbers across 26 B-Schools were from the technology space. These included names like Cognizant, Wipro, Infosys, Accenture, IBM and Tata Consultancy Services. However, this time around, the scenario is substantially different.

Earlier, in January it was reported that TCS and Infosys would hire more engineers from their US campus as they brace themselves for more stringent visa norms under the new government. Among Trump’s top election pledges were restricting immigration and bringing jobs back home.

At his inaugural speech, Trump clearly said, he will protect his fellow Americans and ensure a high economic growth. His exact words were “buy American and hire American.”

According to an analyst, studying the IT industry, mentioned that the Trump Effect is there and adding to that is the fact industry is recording a somewhat slower growth rate. Factors such as automation cannot be overruled either.

R Shreenath, director, corporate and career services, Great Lakes, acknowledged proposed protectionist policies of the new US president have affected IT hiring in a big way this year. He said even Great Lakes witnessed a 30 percent reduction in IT hiring numbers as compared to last year. While all regular recruiters like Cognizant, Accenture, and TCS came in for campus recruitment, they hired much fewer job candidates in 2017.

An Infosys spokesperson, however, said: “Hiring from the US may not have an abundant influence on the recruitment numbers in India.”

On a final note, it can be said that the overall hiring in the IT industry has been drastically affected since Donald Trump was sworn in as the President of the United States.

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Source: Economic Times

 

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6 High Paying Jobs in India in 2017

Job

Many Indian professionals are under the impression that they are not well paid as much as their foreign counterparts. Well, it’s time to re-think this. With the Indian economy showing some subtle signs of positive growth, compensation packages of professionals in certain job sectors have considerably grown up. Several professionals are earning a great pay package and leading a life of luxury.

Come 2017, certain job profiles are expected to fetch fat pay cheques and no these are not IIT or IIM graduates. Rather they are pretty simple professions with not-so-glamorous degrees. So, what is it that makes them earn so much while many still struggle to make ends meet? Well, experts believe it’s got more to do with passion and the right skills and of course the career you choose to make for yourself.

Job
Img. Src. Cash In A Snap For Quick Cash Advances – Instant Cash

#1. Technical Writer

While writers and content writers are one thing, technical writers have a completely different role. While their job profile is same, that of writing, their focus area is technical writing. They write more about corporate stuff such as white papers and official product descriptions. The expertise required in this domain is two-fold as one needs to know the domain and the format for producing such documents. For companies like Adobe and Oracle, a technical writer is a must have. These documents seem to be important from the marketing for businesses.

Minimum qualification: At least Graduates and domain experience is required.

Salary: INR 50K to 1.5 lakhs per month

Essential skills: Writing and critical thinking ability; good communication skills.

#2. Growth Hacker

One of the newest to hear professions that has witnessed growth in a very short time is that of a growth hacker. Growth hacking is a concept of bringing in rapid growth in multiple areas & try various methods by experimentation across marketing channels and product development Growth Hacking simply helps to identify the most effective and efficient ways to grow a business. It also refers to a set of both unconventional and conventional marketing experiments that lead to the growth of a business.

Minimum qualification: Graduate

Salary: INR 60K to INR 3 lakhs per month

Essential skills: A/B Testing, Statistics, Digital analytics

#3. Counsellors/ Relationship Therapists

While in the west, relationship therapists are very common, the trend is fast catching up in India as well. Earlier limited only to psychiatrists & psychologists, this has become a brand new profession for the new age youngsters. The main purpose of the job is to help and suggest people with their relationship goals, issues, bitterness in relationships and also how to start off with a happy married life.

Minimum qualification: Graduate with relevant experience.

Salary: INR 65K to INR 2 lakhs per month

Essential skills: While one needs to be at least a graduate, experience in psychology or similar profession helps one to excel in his role. Also one has to have empathy towards his or her patients.

#4. Social Media Manager

A social media manager is an important part of any business these days. Most of the professionals has 10 years’ of experience in this field and they are the key people in maintaining a brand’s social media reputation. The key is to create an engaged community of followers for the brand.

Minimum qualification: Graduate with relevant experience.

Salary: INR 35k to INR 3 lakhs per month

Essential skills: Strategy planning; optimizing content and technology

#5. SEO Analysts

While this is nothing but an extension of social media and growth hacker profiles, several companies, especially the startups usually appoint a SEO analyst. While the main job is to read in between the lines of Google and keep a track as to how the published content in performing, these professionals often graduate from content and social media.

Minimum qualification: Graduate

Salary: INR 35K to INR 1.25 lakhs per month

Essential skills: HTML Coding and web hosting experience

#6. College/University Professors

This job of college or universit professors might not be as glamorous as that of a senior executive; nonetheless it requires deep understanding of the subject, a lot of patience and great oratory skills. It also requires perseverance and talent, and a professor ought to possess all of the above. Many international universities have started to provide exposure to Indian professors and could be counted as the perks of this profession.

Minimum qualification: Masters, special qualification for a topic and certification in teaching.

Salary: INR 40K to INR 3 lakhs per month

Essential skills: Critical thinking and great speaking skills

From the above information, it can be concluded that, several new jobs are about to come up next year and those professionals who are already in the above-mentioned fields, will take a fat pay package back home.

Source: Economic Times

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PwC India to Allow Three Years’ Leave to Women Employees for Childcare

PWC Maternity Policy

Recently, one of the Big Fours, PricewaterhouseCoopers (PwC) India launched its latest maternity leave policy under its bigger umbrella of parental leave policies.

Targeted at full-time women employees, the policy titled “Full Circle”, allows women employees who have been with the organisation for more than two years, to take three years’ leave to raise her child. Of course, the aim is to ensure, that those employees leverage the benefit and returns to the company after a hiatus.

PWC Maternity Policy
Img. Src. DNA

In the words of Jagjit Singh, Chief People Officer at PwC India, “Our ideology with the introduction of this programme is to put into practice the broad organisational commitment towards supporting our women employees and their personal needs”.

Some benefits of the plan include continuation of service throughout the duration of the programme; a mentor to connect to who will assist in the transition back to the firm and access to all PwC related updates.

“With this new program, our women employees, who frame nearly a third of our entire workforce in India, will get the opportunity to stay connected with their peers, colleagues and firm even if they elect to take a break to care for their children”, the company quoted.

As a part of their women – oriented policies, PwC also revised its paid maternity leave to 26 weeks from 12 weeks with effect from January 2016.

In addition to the above, PwC will continue with its other benefits in order to ensure proper work-life balance to its employees.

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Source: Economic Times

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Tips for Salaried Employees to Manage Finances- The Black Money Menace

Employees

It is a bold move. While it may cause some pain in the short-term, the long-term outlook for the industry looks positive. It certainly helps that the real estate industry has already moved towards transparency in its operations. – Anshuman Magazine, Chairman, India & South East Asia, CBRE

Well, the move has certainly shaken the world and of course the salaried employees who are managing their expenses, a recent story revealed how critical it has become to survive during the curbing process of black money.

Ashutosh Maji, working in a small restaurant in Pune did not receive his salary as promised to get delivered to him by the 11th of every month. Due to the black money initiative, Ashutosh has not been able to support his joint family and nor is he able to meet his personal expenses. Each time he seeks the ATM or bank assistance, they are either shut or short of cash. With a similar grief, today many salaried employees are facing the consequences of the bold move rolled out by our PM, Mr. Modi. However, we bring to you some effective ways that you can bear in mind while planning and managing all your expenses.

Employees
Img. Src. MyUniverse

Tip 1:

Store Frozen Food at home

While, till now you might be buying the groceries on liquid cash on a daily basis but to help yourself meet the basic necessities of life, it is advisable to buy frozen food and beverage items, which can satiate your hunger for at least a month till you receive your next salary.

Tip 2:

Use ATM card over liquid cash

Whether you are travelling by your own vehicle or using a public conveyance service like cabs, then it is vital that you make use of your Paytm wallet, credit or debit cards. You can easily use all your cards for making these payments and be secured of the cash stored in your wallet.

Tip 3:

Do not think of resigning

Yes, the initiative has indeed instilled the feeling of resignation amongst employees owing to the discomfort they are facing while traveling, meeting their everyday expenses. Realize, that the timeline for these temporary issues is just till 31st December 2016. You only need to bear the financial crunch for less than two months.

What the employers can do to help their employees managing their expenses during the recent black money move?

  • Initiate pick and drop transportation service. If paid, propose the least amount to be deducted from employee’s salary.
  • Provide breakfast/lunch meals inside office premises – free or paid.
  • Offer a loan facility that is provided in cash
  • Provide health-insurance benefit
  • Provide work from home options benefit till 31st Dec
  • Offer flexible timings

Monetary benefits provided to employees for a permanent or temporary basis, would certainly bring a lot of relief to their life during traveling to and from workplace. Meals, transportation, work from home benefits, would certainly re-create a sense of willingness to work and result in higher productivity.

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Candidate Drove 10 Interviews by Delivering Resume in a Fancy Box of Donuts

Resume

 “Most resume end up in trash. Mine- in your belly”.

This phrase was written by a genius job-seeker on a box of donuts that hit the headlines a day back in San Francisco and moved the recruitment industry across the world.

The competition for jobs has always made career-hunters anxious about getting their dream jobs in time. Recruiters encounter thousands of resumes in a day, out of which, some are actually moved to trash. Owing to this very reason, candidates have started experimenting innovating ways to get noticed. The story of this job-seeker is just an example of how candidates should be seeking out for jobs.

Lukas Yla, the marketing professional graduate took advantage of America’s passion for donuts and introduced an idea of delivering his resume to all the recruiters working in the domain. Weird yet innovative, the idea did actually work out for him. With his over 40 resumes being delivered along with donut boxes, the mastermind candidate made his entry to 10 interviews.

Resume
Img. Src. businessinsider.com

The brilliant strategy was acknowledged by his target employers Jessica Scorpio, VP of marketing at Getaround, a car-sharing community as they created the buzz around this story on their Twitter platform.

Key Learnings for Job Seeking Candidates to Get Their Resume Noticed

Whether you are a fresh graduate looking out for an entry-level position or seasoned professional planning to switch your current job and seeking a new role to enhance your career, the following tips can be very helpful to get noticed by your target recruiters.

Learning 1: Think Beyond the Whitepaper

If or not, you are in a creative industry, despite your position, you can still make your resume talk innovatively about you. Do not stay confined within the black and white lines. Treat your CV like your portfolio with vibrant colors (not overused), something like an infographic. After all, catching the eye balls of your recruiters for an interview, that’s all you want at the moment.

 Learning 2: Promote Yourself like a Brand Ambassador

Just like marketing professionals promote a brand in the loudest way, don’t consider your resume any lesser than a product promotion. That does not mean, you overlook the professional guidelines. However, you can always highlight your key areas that you think may add value to the target organization. Showcase what’s needed the most even if it’s your first interview ever. Make your resume the best ever they came across. Font size, photograph, cover letter, cover page, and all the information you would like to display must carry a unique value in itself to make your resume standout.

Learning 3: Don’t Appear Naïve

Indeed, graduates are not expected to display experience, which they do not have at all. Hiring managers are looking for creativity, innovation, confidence and learning skills, which you can showcase all through your resume. If you know the art to turn an ordinary resume into an influential interview caller, you are almost there in their mind.  Lukas Yla was a graduate seeking a job for quite long. He took advantage of America’s passion for donuts and came up with a unique idea to allow his resume reach out to the target employers. If he can, why not you?

Our psyche is flooded with thoughts, we simply need to put some time in investigating those and deliver the best one outside. Job-seekers around the globe are busy applying for their dream occupations. However, the route to success does not lie in their application but rather in their resume in the first place, which they should work upon. Inhaled the recent news and learnings described overhead, candidates can actually pave a smarter way for themselves and add value to their job hunting process.

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Technology & Recruiting In 2025 By Adhiraj Dey – ITC

recruiting

Attracting the best talent is the ultimate motive for recruiting professionals. In discussion with Mr. Adhiraj, Vice President (HR), ITC, we at CareerBuilder were acquainted with some innovative thoughts on how technology and recruiting would take place in 2015.

Excerpts of the discussion with Mr. Adhiraj Dey, VP-HR, ITC

“As technology continues to develop, can we assume that businesses will still be using recruiters 10 years from now? There are grounds for doubt, but it seems on the contrary that recruiters will have a highly strategic role to play in attracting and motivating the best talents for the projects, management and operations of the organizations they serve. One thing is certain, however: the digital transformation that began in 1995 with the advent of the Internet compels us to rethink everything.

Organizations and employees will have to reinvent their everyday activities, adjust their values and perhaps even review their primary purpose. Recruiting agencies and headhunting firms will be no exception: they, too, will have to undergo a radical repositioning.

There are nine predictions about the future of recruiting that are based on significant trends and weak signals that suggest three main hypotheses:

  1. Collaboration is what builds the collective intelligence of organizations. Attracting the right resources will depend on how promising the employer appears in cultural, experiential and educational terms.
  2. New ways of working are making people more independent, and more highly specialized. The best talent will set its sights on development potential, rather than immediate satisfaction. Knowledge workers want to take personal control of their learning processes and their professional advancement.
  3. Smart recruitment will shift from “predictive” to “prescriptive” mode. Real-time science and technology will use artificial intelligence and contextual factors to make recommendations and provide custom interactive content.

Between the extremes of realism and imagination, below are the 9 fundamental trends for recruiting in 2025

recruiting
Img. Src. candidatedirect.com

1. Recruiters will be the “organizational designers” of high-performance teams and assignments.

Freed of the repetitive administrative tasks involved in finding candidates, posting announcements and sorting through CVs, recruiters will be able to focus on simplifying procedures and improving the content and the meaning they give to their work. They will have increased decision-making power, and will have a strategic role to play in making assignments stimulating and meaningful for employees. Their sole purpose will be to offer custom challenges to workers. The make-up of high-performance work teams will also be among their responsibilities. Advanced matching indicators will enable them to assemble the appropriate personalities, experience profiles and learning potential.

2. Recruiters will be salespeople for “rich learning” and “career discovery” programs.

Recruiters will develop and supply accelerated knowledge acquisition and personal development programs. These personalized and adaptive programs will use MOOCs (Massive Open Online Courses), COOCs (Corporate Open Online Courses), online gaming and microlearning content. “Rich learning” will complement marketing efforts and will constitute a necessary component of custom-tailored assignment proposals. Recruiters will have to respond to the growing demand for new skills, and speed in acquiring those skills will be crucial in a fast-changing world. The speed of technological, social and economic change will demand a reactive capacity in terms of the upgrading and renewal of talents throughout the workforce. Programs will incorporate cooperative group teaching resources, both internal and external. HR specialists will demonstrate flexibility in negotiating thoughtfully designed packages to attract candidates.

3. Recruiters will define the organization as a social and cooperative “hub” with a distinctive identity.

In an age of globalization and standardization driven by universal integrated software (Ios or Android), what encourages identification and generates loyalty is organizational culture. Made up of highly intangible and people-oriented markers, it is what distinguishes one workplace from another within the same industry, or among firms of similar size. Employees will look for balance in seeking a job close to home with values that are clearly expressed. They will also develop cultural referencing through the interpretation of social and cultural factors.

4. Employees will recruit themselves.

Rather than applicants, Employees will be considered “invited guests.” They will be briefed on targeted, location-specific suggestions, career options and development opportunities by means of wearable devices. They will have been shortlisted for the assignment on offer. The goal is to reduce unwanted invitations, delays and the complexity of recruitment procedures and focus on integration, the assignment and accelerated development. A Employees who accepts a proposal will learn first about the nature of the assignment, and then about the organization itself.

They will develop accurate profiles of knowledge workers and consumers. Combine this with a genetic profile that is virtually free of charge and we will be very close to recruitment as a biostatistical exercise. Yet another frontier to explore!

5. We will consult our “represented self” to improve our self-knowledge and our recognizability.

The death of the CV as we know it is only a matter of time! The “quantified self” will move from the quantitative phase to semantic mapping. Each point in the network – a connected worker – will be identified by labels, representations, data links and hubs, skill sets and relationships. Our personal descriptive data stored in the cloud, updated in real time, drawn from many sources and accessible through many devices, will recall the “e-portfolio” concept of the early 2000s! Educational content will be offered in progressive ways to correct any weaknesses in the “represented self.” This “synthetic me” will also be able to gain more independence.

6. “Deep recruitment” will become essential.

Recruiting in 2025 will be the outcome of several eras. The most advanced stage will be what is known as “deep recruitment.” Recruiters will use data mix and machine learning services. They will use artificial intelligence, HR big data, neurosciences and digital measurement of our sensors and related behaviours. The data and algorithms produced by these tools will help us personalize our communications, automate processes and generate hiring and talent development recommendations Recruiters will purchase data, performance analyses and online content to obtain a quantified semantic visualization of the strengths and talents within the work team, the department or the firm.

7. Recruiters will specialize in engagement and social inclusiveness.

Recruiters’ tools will include personalization, close attention to candidates, genuine conversation, culture mix, the social contract and free engagement. Hiring people with atypical profiles, talents from varied sources and older workers requires skill in managing diversity and cultural factors. Investing in workers’ potential, recruiters will have to practise the subtle art of developing contacts, building trust and reaching agreement.

A word of caution, however:  promises will have to be kept. Their role will include making sure that initial coaching and development contracts provide an optimum experience. Some organizations could usefully apply their ability to identify learning potential and versatility and benefit from their development programs in order to provide opportunities for candidates with less recent labour market experience.

8. Recruiters will be engaged in re-recruitment and longitudinal recruitment.

Re-recruitment will be based on a comprehensive policy of employee development referred to as “leave, learn and come back.” Learning can be more successful outside the company. Remember that over 80% of the workforce will be drawn from generations X and Y. Recruiters will have to be constantly aware of the occupational future of their contacts, and very well briefed on their career paths and needs.

To achieve early targeting of candidates and stimulate their interest, recruiters will use very finely focused contextual relationship marketing. “Re-targeting” involves a candidate who has been approached once and subsequently receives regular signals from a firm that is tracking his or her development in the medium term. The digital connection between candidate and interfaces can provide suggestions and assignments geared to the candidate’s decision-making cycle, as is now done for consumers. By anticipating a candidate’s intention to change jobs, it will be possible to attract him or her at the right time.

9. Measurement will acquire a whole new dimension.

Recruitment departments that have developed into aggregators of external and internal data will become brokers for HR, economic and social data to be used both by the firm and by the talents that seek to measure their success and progress. We already have devices that can measure the performance and well-being of employees and work teams in real time. These will be complemented by performance measures of the recruitment of individuals and the recruitment of synergistic teams that focus as much on candidate and team satisfaction as on operational impact. Candidate evaluations will have to be immersive and interactive in order to generate appeal and clarify development requirements. Evaluation of skill requirements will also be a key measure in anticipating needs and designing and planning development programs.

In the final analysis, measurement of the candidate experience in terms of simplicity, speed and sociability, the return on engagement (ROE), the return on development (ROD) and cyclical factors will be crucial in gauging the reaction speed and overall performance of a recruitment department operating under pressure. These indicators will undoubtedly be made public in order to demonstrate that the 8 previous points are present and correct.

The new fundamentals of recruitment for the future

Naturally, all these predictions will come up against resistance to change, organizational inertia as a brake on innovation, and social, ethical, technical and moral issues. We may nevertheless be surprised by how quickly the public adopts these new ideas.

Impact-of-Big-Data-on-social-recruiting
Img. Src. LinkedIn.com

Three things are immediately obvious:

  1. In HR as in other disciplines, the more technology becomes integrated, the cheaper and simpler it becomes and the less it differentiates between individuals. Thank goodness for digital convergence! Power will therefore lie not in connections, media or network access, but rather in the ability to acquire and exploit knowledge derived from data.
  2. The more information is collated by netware, the more transparency and intelligibility will provide free choice for economic agents, candidates and recruiters.
  3. The more science tells us about ourselves, the more in tune we will be with our physiological, social and emotional drivers.

The best is yet to come!

In 30 years, we have moved from the early days of personal computing to mobile Internet devices and the social and cooperative web. We are just beginning to discover the potential of wearable devices and big data. The year 2025 will see a transition to the semantic web, quantum computing, robots and organic artificial intelligence.

In 2025 we will see fluid interfaces that learn from our personal biology and how we move and express ourselves; myriad means of communication that work with our “personal operating system”; ubiquitous interactive environments that provide contextualized information before we even know we need it; software that adapts independently to incorporate a missing functionality; personal robots to provide us with assistance and – perhaps – love; and bionic men with augmented cognition for extreme performance. The HR craft will have been transformed, reinvented and expanded.

Don’t believe it can happen? The acronym “BRING” (for biology, robotics, informatics, nanotechnology and genetics) nevertheless accounts for a large proportion of the extensive research program at the MIT Media Lab. All these technologies are already in the experimental stage as start-ups in 2014. Technology suggests possibilities to people, and they tend to choose what they like. Only the 2025 economy will show us which of these predictions really holds up.

Let’s hope the creative thoughts presented by Adhiraj are panned out well in 2025.

Adhiraj Dey

Author Bio

Adhiraj Dey, Vice President – Human Resources, ITC

A professional with around 20 years of experience in motivating & handling human resources development functions encompassing like Manpower Planning, Recruitment, Performance Management, Development Programs, Performance Appraisal, Training & Development, Policies & Procedures extensive experience. 

Follow the Latest Updates on Talent Acquisition & HR Tech on CareerBuilder India G+ and Instagram

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Instagram Marketing For Start-Ups – How To Create A Brand That Sells

Instagram

Not more than four years back, two friends Kevin Systrom and Mike Krieger visualized a dream and ‘Instagram’, evolved to what it is today knows as the leading social media community with over 300 million users across the globe.

Ever wondered what the word means ? “Instagram” is a hybrid of two words ‘instant’ and ‘telegram’. Surpassing the already existing social platforms – Twitter and Facebook, Instagram which was erstwhile considered just as a photo-sharing app has come forward as a much-needed platform for marketing and branding products and services. Marketers have realized the need of a platform which helps showcase their brand and also take it viral through  media and Instagram fits the bill.

‘Photos’ and ‘Hashtags’ – that’s all you see on Instagram. However, as a famous proverb says, ‘A picture is worth thousand words’ does not seem to be wrong when we visualize the number of followers brands have attracted by marketing through this social platform. So, when it is about your startup, do not give a second thought to this photo-sharing app.

These steps give an idea of how to market a start-up on Instagram and make your brand stand out.

Instagram
Img. Src. socialmediaexaminer.com

#Illustrate Your Brand, Don’t Tell

Have an awesome product or service to launch in the market? Demonstrate your potential consumers what it does or how it functions by posting real pictures. Fashion brand ‘Lakme’ posts eye-catching images of Lip shades and eye-shadow shades. The shoe brand ‘Vans’ posts real life photos of shoes on ground and a huge fan base follows them. People don’t want to listen to stories, they want to experience the real feel of the product by its visual appeal.

#Share Exclusive Content

‘Content is the king’ stands true for spreading the word and when it is about Instagram, your Insta feed is where you can post content, which you have not shared on other channels like Facebook and Twitter. Take for an instance ‘WeWork’ – the company offers only shared office spaces across the globe. The brand posts only unique content related to their slogan, “Do What You Love,” and they use hashtags, which encourages audience to share similar pictures of office spaces. Post a picture that speaks volumes of content, on top of which an impressive caption can play the role of ‘cherry on the cake’.

#Relate Users with Happiness

When users search a brand ,they look for their likings & they are interested in knowing how your brand is going to make them happy. No wonder why brands like ‘Coca-Cola’, succeeds to drive a huge social media presence. A lot of it can be attributed to their punchline “Open Happiness”. The company posts happy, friendly and refreshing pictures about people sharing a good time while gratifying their taste buds.

# Only Being Unique Works

You are in the process of becoming a brand or trying to spread the buzz about your brand. How many fans you will have in future would only depend on the uniqueness of your product or service. Come up with a creative ad with an unmatched theme highlighting your product. Frooti, one of the ancient beverage brand in India uses Instagram to showcase its unique photos with advertisements as well. Simple yet different, that’s what exactly you will clearly witness in the Insta feeds by Frooti, and the brand seems to unstoppable.

# Reach Out Uncensored

Fans always want to know about what goes behind the scenes of a film, serial, realty show, celebrity’s life. The trend is continued on Instagram as well. Leverage this opportunity when you are a startup. Connect personally with followers by showing them real pictures of your development team, manufacturing process of products, and other happenings. A leading fashion brand ‘Burberry’ posts real-time images on Instagram feeds of scenes behind the Fashion shows such as live stage, photo-shoots and models without make-up.

# Blend Videos with Photos

Mixing up your photos with videos can be a fantastic marketing strategy especially when branding your startup is on your mind. A video generates three times more inbound links than simple tweets or posts. It will engage thousands of fans at one go. ‘National Geographic’- the brand has proven that, “you don’t stick to one place, you keep growing.” The way the brand utilizes photos and videos on Instagram can certainly be witnessed by the growing number of its followers everyday.

Brands mentioned in the lists were once only startups. Today, they are achieving new bests of lifetime numbers, be it followers or web or even mobile traffic. Your success on Instagram marketing depends on how you retain your followers; and, it’s as simple by giving them what they want.

You don’t need to stretch your marketing budget, but modify the approach to reach out to your target audience. Strive for consistency in your marketing strategy and Instagram is certainly going to help you reap the benefits quickly.

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The article was first published on socialsamosa.com.

( 51 visits )

LinkedIn Top Companies To Work For 2016

Top-Companies

LinkedIn recently announced the list of winners in the category of “Top Attractors of 2016”. In other words, top companies where the world wants to work.

The list honors the organizations most favorite by professionals around the globe. It includes top achievers across United States, United Kingdom, Australia, Brazil, India, France and Australia.

What makes these companies top achievers?

There are multiple factors, but there is one remarkable feature of these companies that made them winners. It is their influential “Employer Brand” that bring in top talent and motivate them to stay. Hence, they deserve to be top companies to work with.

Top companies where you should apply for a job

Top-Companies
Img. Src. entrepreneur.com

15. Adobe (Computer Software)

Quick Facts

– The company is 30 years old

– It has 14,000 employees

– Launch “Kickbox” program to encourage staffers develop and test ideas. And, employees receive $1000 to refine their breakthrough.

– 5 years ago Adobe got rid of its annual review bandwagon.

14. PepsiCo (Food & Beverages)

Quick Facts

– It grooms professionals with both rotation through its division and training (PepsiCo University)

– It owns 22 brands that now pull in more than a billion in annual sales

– Their R&D spending is up by 40 percent since the year 2011

13. Deloitte (Management Consulting)

Quick Facts

– The company receives 1.9 million job applications annually

– They have 225, 000 employees

– They invest heavily in its employees, providing various education and training reimbursements.

12. Nestle (Food & Beverages)

Quick Facts

– It is 150 years old Swiss Consumer Goods Company

– They have 2,000 plus brands

– To tackle youth unemployment, they launched the “Nestle needs YOUth” program

– They are committed to hiring 10,000 trainees and 10,000 young people in Europe by the end of the year 2016.

– Expanding their program to America and aiming to open 7,000 apprenticeship and traineeship positions and 24,000 people by the year 2018.

11. Oracle (Information Technology)

Quick facts

– 38 percent of their workforce are millennials

– They are building the work culture that can handle a demanding environment

– They also actively recruit injured Afghanistan and Iraq veterans offering paid internship.

10. Johnson & Johnson (Hospital & Health care)

Quick Facts

– They offer 8 weeks paid parental leave for fathers

– It recently expanded surrogacy, fertility and adoption benefits

– The employee strength is 127,000, and their employee engagement score worldwide is 90 percent

– They also eliminated the self-ratings system.

9. Coca-Cola (Food & Beverages)

Quick Facts

– It employs 123,000 people globally

– Modifying everything from benefits to work practices

– By 2019 the company will reinvest more in innovation and marketing to spur growth

– Soon the company offer 6 weeks paid leave to all new parents.

8. Unilever (Consumer Goods)

Quick Facts

– The company have 169,000 employees, and they get trained under various training programs.

– Their “Future Leader Program” takes entry-level employees

– They offer flexible working environment.

7. Uber (Internet)

Quick Facts

– They have 6,700 official employees and operates in 444 cities worldwide

– Their interview process is gruelling – but worth it (according to the published reviews).

6. Microsoft (Computer Software)

Quick Fact

– It offers unique career development program “an individual adventure.”

– It also provides coaching, 200 training programs and mentoring to its employees.

– The Redmond, Wash campus offers espresso stands, sports field, a retail shop and restaurants.

5. Amazon (Internet)

Quick Facts

– The company’s hiring requirements are demanding and diverse.

– Since last year the job applications in Amazon is up by 25 percent.

– “Amazon Career Choice Program” offers its employees 95 percent of tuition fees, which is a perk for its employees.

– The ongoing mentorship is provided to women in Tech in Amazon under its “Amazon Women in Engineering” initiative.

4. Google (Internet)

Quick Facts

– Lavish work culture is offered to 60,000 Google employees including, on-site massages and after death benefits.

– To avoid the biases company does not allow the managers to make the hiring decisions.

– Employee happiness is Google’s motto.

3. Facebook (Internet)

Quick Facts

– Facebook offers its employees both inside and outside office benefits

– In straight 14 quarters, the revenue of Facebook is up by 40 percent

– Facebook recently extended its 4 months parental leave initiative to full timers

– During LinkedIn “Top Attractors” study, the company recorded 34 percent increase in new hires.

2. Salesforce (Internet)

Quick Facts

– In company new tower every floor has meditation spaces and “mindfulness zones”.

– Salesforce is known for its high growth that offers above-market pay to its 20,000 employees

– They offer long paid volunteer time off which is seven business days.

1. Apple (Consumer Electronics)

Quick Facts

– The company has 81 percent employee retention rate

– The ex-employees of the company vows to its high flexibility and amazing co-workers

– Recently, the company hired 11,000 women in the span of 12 months.

The innovation, flexibility, perks and amazing work culture what makes an ideal employer brand, which these companies offers to its employees.

To read the complete report on LinkedIn Top Companies 2016 click here!

 

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