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Ace your job interviews with these answers for common questions

If you’re looking at cracking your next interview and wondering if soft skills are important. Then, the answer is a big “Yes”! Soft skills do carry a significant amount of weight in an interview, and modern employers or hiring managers rate soft skills as a high priority requirement. So, while they might not be calibrated more than technical abilities, employers will look at scoring your soft skills during the hiring process.

Fret not! While a soft-skill questionnaire can differ depending on the job profile, company, hiring manager, etc., there are common questions that job-seekers can tackle whilst forming a powerful answer.

Here are some of the questions that you can tackle

1. How did you cope with the work pressure on your plate?

The key soft skill is:- team-management

Let’s understand one thing – there are days in your workplace that don’t pan out the way you wanted them to.

Work pressure can creep up at any moment, and hiring managers or employers want to know your skills on how confidently professionals can organize, manage, and prioritize work and time during high-pressure situations.

How do you answer this question?

Be crisp and comprehensive in answering how you took control of the situation and turned it into a positive outcome

You can try something like this:- My previous job role required me to handle numerous projects, and it was stressful at times. But, it taught me a bundle about how priorities need to be evaluated, using my skills to perform deep focused work, make a note of important tasks, and focus our energy as a team on impactful tasks or projects.

2. How did you lead a team through desperate situations?

The key soft skill is:- Leadership qualities

Even if you’re not interviewing for leadership profiles, hiring managers or employers want to know more about what you think about leadership skills.

Your hiring manager is keen on understanding how you can inspire & go through challenging situations.

How do you answer this question?

For this question, a good response can be picking a real-life scenario that was challenging & inspiring for you and your team. Furthermore, provide a couple of impactful solutions or tactics that you used to navigate through the situation.

You can try something like this:- We did receive some negative feedback about our work from a client. Instead of getting disheartened, I used my leadership qualities to go back to the board with the whole team and remold our current status and create a granular breakdown of client requirements.

3. Was there a time when you had to work with an incompatible co-worker?

The key soft-skill are:- Communication or Collaboration

A company isn’t made up of a single individual, it is a gamut of various individuals who work as a team to get things done. Moreso, each individual has a unique personality, and it may not sync with your energy for some reason. And, there are times when you need to work with incompatible people to get things done. A question like this gives the hiring manager an idea of what kind of a team player you are.

How do you answer this question?

Make sure you don’t spend your time focusing on conflicts with the said person(s). Keep your response positive, this is what an interviewer is looking for.

You can try something like:- I have no problems working with a diverse crowd. But, there are times when ideas or personalities are incompatible. This is where I use my skills in the best possible way to understand the other side of the story and begin to create expectations and goals with ground rules that a majority of the people concur on.

4. Can you tell me a time when you had to educate a colleague or employee on unfamiliar topics?

The key soft-skill are:- Communication & Support

As a leader or a responsible employee, you must communicate and support individuals who are trying to push doors in the wrong direction. While there is a stack of questions hiring managers could ask on communication skills, this one stands out more than the others.

How do you answer this question?

The best way to answer this question would be by taking a practical example from your previous experience, and the skills you demonstrated to communicate effectively for others to set their ground on unfamiliar topics.

You can try something like this:- There were certain teams we relied on for timely data, and there were times that data wouldn’t land up when we wanted it. This would be a frustrating time for any other individual or manager.

But, using clear and transparent communication, I did make the said team realize the importance of time-based data or information transference for the greater good of the company.

Conclusion

This isn’t the end of the road – there could be a thousand more questions a hiring manager is capable of asking. The core idea of this article isn’t focusing on just 4 questions based on skill-sets, but on the techniques used to answer them. If you’re stuck at a point and need help with career and interview-based queries, it would be wise to leverage career consultancies as they have the people and technology to guide you better through the whole process.

Visit Us : https://www.ifcast.com/

Contact Us : [phone]

[ifcastjobs]

[ifcastjobs]

Using Artificial Intelligence and Machine Learning to transform HR workflows

The world of HR has not been technology-driven, but it’s going to witness a huge transformation through the integration of AI in HR processes. It will create waves in the world of recruitment, employee experience, and holistic talent management. AI enables non-human machines to think like humans. This is possible through deep learning and machine learning.

What AI aims at is human learning, reasoning, problem-solving, and multilanguage processing. Machine learning integrated with deep learning makes it possible for machines to learn and make informed decisions or predictions for various sectors or industries. Machine learning would intend to teach itself what objects look like by working on data.

Key areas where AI can help HR managers.

Detecting Inconsistencies – Identify, learn, and compare datasets that do not conform to pre-defined patterns.

Background checks – AI can help HR managers perform background verifications for candidates through resume screening, & monitor unstructured data points. Red flags can be raised if an anomaly is detected in the resume.

Employee Retention – Study employee patterns to reduce employee attrition and improve employee engagement.

Predictive Analysis – Deliver a personalized experience through predictive analysis and recommend a career direction or training program to optimize employee career options.

When it comes to Deep Learning, is a branch of AI that deals with supercomputers to enhance machine learning through a neural net. It is an abstract machine learning technique that recognizes patterns and makes powerful comparisons through data interpretation.

Key areas where Deep Learning can help HR managers

1. Data Segregation – With Deep Learning algorithms in place, thousands or millions of candidate files can be segregated based on their profiles, photos, videos, etc. This is based on objective data.

2. Voice Recognition – Deep learning algorithms can identify voice patterns to understand human behavior or human patterns, this can be very helpful to identify potential candidates for specific roles based on their vocal patterns.

3. Chatbots – Chatbots integrated with deep learning can identify language tones and the actual context.

To Summarize – The integration of Deep Learning and Machine Learning into talent acquisition of HR systems provides a –

1. Personalized Employee Experience – can be deployed into the entire lifecycle from recruitment to getting them on board.

2. Data-driven decisions – Deep learning or machine learning helps HR managers make data-driven decisions based on –

 Data collection  Data Analysis  Study Insights  Make Informed Decisions

3. Modern Automation – Modern algorithms help machines to understand processes and variations. Employees can be in complete control of their careers through learning new career skills with the help of AI-based algorithms. From a business point of view, AI will be a focal point for long-term HR strategies that boosts productivity, efficiency, and innovation.

Visit Us : https://www.ifcast.com/

Contact Us: [phone]

[ifcastjobs]

[ifcastjobs]

Job prospects continue to perk up this year – Learn why

The year 2022 will be a job-seekers market, and the global economy will continue to prosper through time. There will be greater job openings for individuals to capitalize upon. Thus, job prospects continue to perk up this year. But, some people miss out to get work in this great economy as well. Today’s labor market needs sharp people, and it is not easy to find work for all. This way, it makes consulting firms an important part of the job market, it provides thousands of job-seekers and employers a chance to shake hands and bridge the gap.

A bigger job markets Better economic growth can be fostered if there are greater numbers of jobs available. Jobseeker decisions can be optimized with a greater job market as both employers and job-seekers are benefited from this. Studies have shown that a big job market improves productivity and fosters economic growth.

Better opportunities serve as an encouragement Job seekers tend to get encouraged when they see a flourishing job market with the best opportunities lined up for them. With better opportunities comes an initiative for people to update their skills and become employable for the future.

Chain reaction in the job sector It is always seen that a single flourishing job paves the way for other jobs as well. This means when a local economy creates a new job, it creates a chain reaction that gives birth to other job profiles as the demand for services and goods increases with that single job. Thus, augmented employment figures in sectors like business services, manufacturing, construction, etc. would create an opportunity for other jobs to build up viz. healthcare, education, hospitality, and more.

The talent market has not been tapped completely Due to geographic distances, decline in skill-sets, economic conditions, etc. employers have not been able to harness the full potential of the talent market. Various countries have witnessed students dropping out of schools or colleges and not getting the right education, whilst students completing their degrees fall short of skill. This needs to be addressed to tap the full potential of each individual in the current job scenario.

To Summarize Talent acquisition firms or job consultancies will play a major role in creating thousands or even millions of partnerships between job-seekers and employers on a global level. In my opinion, an upcoming consultancy called iFCast is creating waves in the Indian job market.

Visit Us : https://www.ifcast.com/

Contact Us: [phone]

[ifcastjobs]

[ifcastjobs]

With iFCast, dreamers and enablers can search for millions of Online Job Vacancies and Resumes. Use various features and tools to search for the best hires and jobs to help employers and job seekers at every step of the way with the best online job search portal in India.

[ifcastjobs]

Top 5 new-age recruiting trends to make you a better recruiter

This list of new recruiting methods should make you a better recruiter through better decision making and improved results. After reading this go-to guide, you should be ready to garner a better direction.

2019 has been a great year for the job seeker and the employer. A lot of movement was observed wherein people got out of jobs, but found new and better ones. Even employers did their piece of the work whilst hiring millions of new candidates globally.

Moving forward, it is best to deploy new recruiting methods to boost employee engagement and augment talent recruitment. In this article, you will read about top, brand-new methods to change your recruiting direction.

Through the years, we have seen that it is a candidate-driven market, rather than one that is employer dominant. This means, the job seeker has the power to pick employers, thus finding the right hire can be a daunting task, as there are so many possibilities that need to be taken into account.

There’s a whole new set of buzzwords floating around in the recruitment market, let us see some of them.

Market your recruitment process 

This marketing technique is similar to marketing a product or service, the only difference being, employers use various marketing techniques to overcome workforce challenges and attract talent using modern marketing methods.

Move from Outbound to Inbound

 Inbound marketing is a new tactic wherein employers lure candidates to select their firm or organization as their first or next employer. This method makes it possible for employers to attract, convert and engage individuals. Legacy methods or outbound marketing techniques have started to show a decline in talent recruitment.

Showcase your brand 

As an employer, you need to showcase what you are to a job seeker. Sending the right message across characterizes employer reputation and brand. Companies that have been branded as “bad” do struggle to attract new talent. This is seen in high attrition rates wherein employers are not able to retain good employees due to a non-healthy working culture, poor senior management, and more.

A good experience makes all the difference

 A good candidate experience can be defined in terms of how employers have treated their candidates through the recruitment process. That could be past or present, a good candidate experience makes them reapply and come back for interviews. A good experience can be measured based on how the candidate felt about their past or present interview – This includes good hospitality from the employer side, interview attitude, comfort, and more.

Talent Database

 Maintaining a robust and large talent database makes it easier for employers to select candidates based on their job roles. This talent pool can be taken from past interviews, candidate referrals, etc. Most large-scale enterprises have started adopting this technique to accomplish their present and future requirements.

Words of Wisdom 

If you wish to stay at the top and hire the best talent for your industry, then this guide can help you achieve this whilst reaching the best candidates. iFCast helps you find the best talent whilst monitoring the recruitment process from start to finish.

Visit Us: https://www.ifcast.com/

 Contact Us: [phone]

[ifcastjobs]

This list of new recruiting methods should make you a better recruiter through better decisionmaking and improved results. After reading this go-to guide, you should be ready to garner a better direction.

Visit Us: https://www.ifcast.com/ Contact Us: [phone]

[ifcastjobs]

With iFCast, dreamers and enablers can search for millions of Online Job Vacancies and Resumes. Use various features and tools to search for the best hires and jobs to help employers and job seekers at every step of the way with the best online job search portal in India.

This list of new recruiting methods should make you a better recruiter through better decision-making and improved results. After reading this goto guide, you should be ready to garner a better direction.

2021 has been a great year for the job seeker and the employer. A lot of movement was observed wherein people got out of jobs, but found new and better ones. Even employers did their piece of the work whilst hiring millions of new candidates globally.

Moving forward, it is best to deploy new recruiting methods to boost employee engagement and augment talent recruitment. In this article, you will read about top, brand-new methods to change your recruiting direction.

Through the years, we have seen that it is a candidate-driven market, rather than one that is employer dominant. This means, the job seeker has the power to pick employers, thus finding the right hire can be a daunting task, as there are so many possibilities that need to be taken into account.

For more information: -7447447016 

Visit us: -www.ifcast.com

[ifcastjobs]

Become a better recruiter with these top 5 recruiting trends

This list of new recruiting methods should make you a better recruiter through better decision-making and improved results. After reading this goto guide, you should be ready to garner a better direction.

 2021 has been a great year for the job seeker and the employer. A lot of movement was observed wherein people got out of jobs, but found new and better ones. Even employers did their piece of the work whilst hiring millions of new candidates globally. 

  Moving forward, it is best to deploy new recruiting methods to boost employee engagement and augment talent recruitment. In this article, you will read about top, brand-new methods to change your recruiting direction.

Through the years, we have seen that it is a candidate-driven market, rather than one that is employer dominant. This means, the job seeker has the power to pick employers, thus finding the right hire can be a daunting task, as there are so many possibilities that need to be taken into account.

There’s a whole new set of buzzwords floating around in the recruitment market, let us see some of them.

Market your recruitment process 

This marketing technique is similar to marketing a product or service, the only difference being, employers use various marketing techniques to overcome workforce challenges and attract talent using modern marketing methods.

Move from Outbound to Inbound 

Inbound marketing is a new tactic wherein employers lure candidates to select their firm or organization as their first or next employer. This method makes it possible for employers to attract, convert and engage individuals. Legacy methods or outbound marketing techniques have started to show a decline in talent recruitment.

Showcase your brand 

As an employer, you need to showcase what you are to a job seeker. Sending the right message across characterizes employer reputation and brand. Companies that have been branded as “bad” do struggle to attract new talent. This is seen in high attrition rates wherein employers are not able to retain good employees due to a non-healthy working culture, poor senior management, and more.

A good experience makes all the difference 

A good candidate experience can be defined in terms of how employers have treated their candidates through the recruitment process. That could be past or present, a good candidate experience makes them reapply and come back for interviews. A good experience can be measured based on how the candidate felt about their past or present interview – This includes good hospitality from the employer side, interview attitude, comfort, and more.

Talent Database

 Maintaining a robust and large talent database makes it easier for employers to select candidates based on their job roles. This talent pool can be taken from past interviews, candidate referrals, etc. Most large-scale enterprises have started adopting this technique to accomplish their present and future requirements.

Words of Wisdom

 If you wish to stay at the top and hire the best talent for your industry, then this guide can help you achieve this whilst reaching the best candidates. iFCast helps you find the best talent whilst monitoring the recruitment process from start to finish.

For more information: -7447447016 

Visit us: -www.ifcast.com

[ifcastjobs]

This list of new recruiting methods should make you a better recruiter through better decision-making and improved results. After reading this goto guide, you should be ready to garner a better directio

[ifcastjobs]

Top questions and answers on how to ace an interview.

If you’re looking at cracking your next interview and wondering if soft skills are important. Then, the answer is a big “Yes”! Soft skills do carry a significant amount of weight in an interview, and modern employers or hiring managers rate soft skills as a high priority requirement. So, while they might not be calibrated more than technical abilities, employers will look at scoring your soft skills during the hiring process.

Fret not! While a soft-skill questionnaire can differ depending on the job profile, company, hiring manager, etc., there are common questions that job-seekers can tackle whilst forming a powerful answer.

Here are some of the questions that you can tackle

1.   How did you cope with the work pressure on your plate?

The key soft skill is: - team-management

Let’s understand one thing – there are days in your workplace that don’t pan out the way you wanted them to.

Work pressure can creep up any moment, and hiring managers or employers want to know your skills on how confidently professionals can organize, manage, and prioritize work and time during high-pressure situations.

How do you answer this question?

Be crisp and comprehensive in answering how you took control of the situation and turned it into a positive outcome

You can try something like this: - My previous job role required me to handle numerous projects, and it was stressful at times. But it taught me a bundle on how priorities need to be evaluated, using my skills to perform deep focused work, making a note of important tasks, and focus our energy as a team on impactful tasks or projects.

2.   How did you lead a team through desperate situations?

The key soft skill is: - Leadership qualities

Even if you’re not interviewing for leadership profiles, hiring managers or employers want to know more about what you think about leadership skills.

Your hiring manager is keen on understanding how you can inspire & go through challenging situations.

How do you answer this question?

For this question, a good response can be picking a real-life scenario that was challenging & inspiring for you and your team. Furthermore, provide a couple of impactful solutions or tactics that you used to navigate through the situation.

You can try something like this: - We did receive some negative feedback about our work from a client. Instead of getting disheartened, I used my leadership qualities to go back to the board with the whole team and remold our current status and create a granular breakdown of client requirements.

3.   Was there a time when you had to work with an incompatible co-worker?  

The key soft-skill are: - Communication or Collaboration

A company isn’t made up of a single individual, it is a gamut of various individuals who work as a team to get things done. Moreso, each individual has a unique personality, and it may not sync with your energy for some reason. And, there are times when you need to work with incompatible people to get things done. A question like this gives the hiring manager an idea of what kind of a team player you are.

How do you answer this question?

Make sure you don’t spend your time focusing on conflicts with the said person(s). Keep your response positive, this is what an interviewer is looking for.

You can try something like: - I have no problems working with a diverse crowd. But there are times when ideas or personalities are incompatible. This is where I use my skills in the best possible way to understand the other side of the story and begin to create expectations and goals with ground rules that a majority of the people concur on.

4.   Can you tell me a time when you had to educate a colleague or employee on unfamiliar topics?

The key soft-skill are: - Communication & Support

As a leader or a responsible employee, you must communicate and support individuals who are trying to push doors in the wrong direction. While there is a stack of questions hiring managers could ask on communication skills, this one stands out more than the others.

How do you answer this question?

The best way to answer this question would be by taking a practical example from your previous experience, and the skills you demonstrated to communicate effectively for others to set their ground on unfamiliar topics.

You can try something like this: - There were certain teams we relied on for timely data, and there were times that data wouldn’t land up when we wanted it. This would be a frustrating time for any other individual or manager.

But, using clear and transparent communication, I did make the said team realize the importance of time-based data or information transference for the greater good of the company.

Conclusion

This isn’t the end of the road – there could be a thousand more questions a hiring manager is capable of asking. The core idea of this article isn’t focusing on just 4 questions based on skill-sets, but the techniques used to answer them. If you’re stuck at a point and need help with career and interview-based queries, it would be wise to leverage career consultancies as they have the people and technology to guide you better through the whole process.

For more information: - 7447447016

Visit us: - www.ifcast.com

[ifcastjobs]

Top 4 Skills in 2021 and Beyond

If you’re looking at taking a break and moving into the tech field, but can’t find the right path to do so, then you need to read this blog. Maximize your career options with these top 4 skills that have significant demand in the future.

Technology is a broad-spectrum field, and there are various directions one can move to. In this blog, we will look at some of the in-demand skills that can take you on a successful career journey.

Artificial Intelligence or Machine Learning

This field is intelligence learning is one of the most sought-after fields for millennials and working professionals. It is one of the most profitable tech skills that one can learn. Present applications include Alex or Siri, and smart chatbots to predictive technology. It also has a major application in self-driving automobile technology.

This is a very initial period for AI wherein individuals can learn skills for machine learning as it can be applied in every industry viz. automobile, aviation, healthcare, manufacturing, and more. The possibilities are boundless, and they can be applied to a profile that suits your career requirements.

The average of an individual for machine learning can be greater than $100K - $150K, and the courses can be taken on various sites like Udemy, Lynda, Coursera, etc.

Mobile App Development or Mobile Development

It was estimated that there would be more than 2 billion smartphone users all over the globe. This means mobile app development companies would thrive and flourish in 2021 and ahead. Having a mobile app development skill can be good for full-time careers as well as freelancing. Mobile apps are moving toward Augmented Reality and Virtual Reality. It is seen in various applications for astrology, social media platforms, games, and more.

The average salary of a mobile app developer would range from $50K to $100K. Online courses for mobile app development are in plenty. Each course provides individuals to learn app development based on OS like Android and iOS for various smartphones.

Search Engine Optimization or Search Engine Marketing

Employers are looking at individuals with the right skills in the digital marketing industry. SEO or SEM improves site visibility and enhances the company brand. This is one of the skills that are highly in demand as there are millions or billions of websites on the web, and businesses and enterprises want their brand to be noticed on various platforms, be it social media, blogs, articles, social bookmarking, and more.

SEO’s or SMM’s get paid quite significantly if they are employed as Digital Marketing Managers or Senior Digital Marketing Managers or a leading position based on SEO or SMM.

SEO courses can be taken on various e-Learning sites viz. Udemy, Coursera, Lynda, and more.

Data Engineering

Data engineering builds the core infrastructure and tools for data scientists to move on. It can be related to software engineering.

The average salary of a data engineer would range between $70K to $90K. Individuals can take lessons for data engineering on sites like Udemy, Coursera, Lynda, and more.

To Summarize

All of the above are profitable technical profiles or skills that would set you on a successful career path in 2021 and further on. Now, it comes down to make a decision on which skill would be best suited for you to learn and apply as a career.  

For more information: - 7447447016

Visit us: - https://www.ifcast.com/

[ifcastjobs]

Transforming the future of HR workflows with Artificial Intelligence and Machine Learning.

The world of HR has not been technology-driven, but it’s going to witness a huge transformation through the integration of AI in HR processes.  It will create waves in the world of recruitment, employee experience, and holistic talent management. AI enables non-human machines to think like humans. This is possible through deep learning and machine learning.

What AI aims at is human learning, reasoning, problem-solving, and multi-language processing. Machine learning integrated with deep learning makes it possible for machines to learn and make informed decisions or predictions for various sectors or industries.  Machine learning would intend to teach itself what objects look like by working on data.

Key areas where AI can help HR managers.

Detecting Inconsistencies – Identify, learn, and compare datasets that do not conform to pre-defined patterns.

Background checks – AI can help HR managers perform background verifications for candidates through resume screening, & monitor unstructured data points. Red flags can be raised if an anomaly is detected in the resume.

Employee Retention – Study employee patterns to reduce employee attrition and improve employee engagement.

Predictive Analysis – Deliver a personalized experience through predictive analysis and recommend a career direction or training program to optimize employee career options.

When it comes to Deep Learning, it is a branch of AI that deals with super-computers to enhance machine learning through a neural net. It is an abstract machine learning technique that recognizes patterns and makes powerful comparisons through data interpretation.

Key areas where Deep Learning can help HR managers

Data Segregation – With Deep Learning algorithms in place, thousands or millions of candidate files can be segregated based on their profiles, photos, videos, etc. This is based on objective data.

Voice Recognition – Deep learning algorithms can identify voice patterns to understand human behavior or human patterns, this can be very helpful to identify potential candidates for specific roles based on their vocal patterns.

Chatbots – Chatbots integrated with deep learning can identify language tones and the actual context.

To Summarize –

The integration of Deep Learning and Machine Learning into talent acquisition of HR systems provides a –

Personalized Employee Experience – can be deployed into the entire lifecycle from recruitment to getting then on-board.

Data-driven decisions – Deep learning or machine learning helps HR managers make data-driven decisions based on –

§  Data collection

§  Data Analysis

§  Study Insights

§  Make Informed Decisions

Modern Automation – Modern algorithms help machines to understand processes and variations. Employees can be in complete control of their careers through learning new career skills with the help of AI-based algorithms. From a business point of view, AI will be a focal point for long-term HR strategies that boosts productivity, efficiency, and innovation.

For more information: - 7447447016

Visit us: - https://www.ifcast.com/

[ifcastjobs]

Confused!

About finding the road to your dream job?

Can’t overcome job anxiety.

Fret not ifcast is here.

Boost your career path and change your life completely.

Open the right door.

At the right time.

Explore new possibilities around the world.

Contact us :-| [phone]

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Having trouble attracting the right candidates?

At iFCast, you get to hire fast using data-driven recruitment.

Build a strong employer brand with iFCast.

Email Us: [email protected]

Contact us :- [phone] | [phone]

Visit us :- http://ifcast.com