“Your work is going to fill a large part of your life, and the only way to be truly satisfied is to do what you believe is great work. And the only way to do great work is to do love what you do. If you haven’t found it yet keep looking.” – STEVE JOBS.



This is STEVE JOB’S advice to all those young guns looking out for a job. So the question, how to keep your job floating and alive?  

Let’s do a thing, let’s rewind back a little bit. Those days when you were looking up for a job. Your mornings started by looking up at the job vacancy posts in various newspapers. You thought and thought how to move further. Life was filled with loads of possibilities and … chaos all around. But, as they say; ’Every great change is preceded by chaos’…you do hit the target and find your dream job. Is getting your dream job enough? Nope… don’t think so, for now starts the acid test.

The journey has begun and believe me, it is not smooth sailing all the way. You have to keep the ship afloat. There are storms and high tides all the way. You have to maintain high work standards. Right from reaching the work place in time, you have to slog for hours, meet deadlines, maintain work ethics, keep your mind in control, maintain a warm demeanor, work as a team and be responsible. How do you do all these? Enjoy….you heard it right, enjoy what you do, love your work, find your comfort zone, find your bliss, your paradise.

After you stayed floated all this way and the tempest is over, you have not reached the port yet. You have just come midway. You reach a comfortable position in life, you are earning handsome salaries, eating in the best restaurants and have just bought a fanciful car…is that all? You still have to slog, slog to keep your position intact. Even the person at the top is accountable. He/she is accountable to his/her juniors. Maintain a good rapport; empathise with your workers, for you are the head of the team. It’s your job to keep working as a team.

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While recruiting a person does add up to your cost, but if you plan your cost per hire, you can marginalize the expenses to a great extent. Hiring an employee is an expensive process, but if you consider hiring a large no of employees, then the budget can come out massive. So, how to plan your cost per hire?


1. The first and the foremost step is to track your cost per hire, for you need to know where you are heading to. The in order that should be included in cost per hire is-

a) Salaries or benefits

b) Contingency fees

c) Travel cost of the candidate

d) Advertising

d) Cost of hiring support staff

Once you plan your cost per hire, you can follow these tactics to reduce the budget:-

2) One can organize virtual job fairs, basically because it costs a lot to send team members to fairs and it costs a lot to hire members per hour. This is particularly beneficial for companies which have budget constraints as they can arrange their own fairs using internet tools.

3) The companies can organize Skype interviews for online face to face interviews. Such use of internet reduces the cost to a great extent.

4) Create a network to conduct interviews. Have you seen that old commercial when a friend tells an old friend how to use soap and that friend goes on to tell other two friends how to use it and this is how the word is spread and a whole network is created! One can pay incentives to the employee for this and this is how one can cut down the budget of cost per hire.

5) Have a holistic approach to this whole process. If you select the candidate and he/she doesn’t turn out to be efficient, you tend to go through the whole process again. This increases the cost per hire and increases the budget of the company. Hence, take care that every step of the hiring process is interrelated.



10 Mistakes You Make While Negotiating Salaries

Job hunting and deciding your first salary like a pro is like a driver taking his first u- turn. If the turn is clear cut, you reach your target …if u don’t …u are volte- faced i.e. you don’t know where you landed. Job in satisfaction, both on part of the employer and the employee comes in huge volume or worse losing the job offer you worked so hard to achieve. So what are the mistakes generally committed? Read on….


Settling or not negotiating Not negotiating?!! I mean…Duhh!! What were you thinking? Female or novice job seekers generally do this. Lower salaries and virtually a no pension scheme bring dissatisfaction and shattering of few dreams. No one is at loss except perhaps the employee.

Revealing how much you would accept – The common mistake committed is revealing your expectations. As they say expectation more from yourself is more worthy than from others, for it might just hurt you. You reveal your salary expectation and you are playing a losing game my friend. The earlier you reveal this information, the less chance of getting a good salary. While negotiating, of course, the interviewer first asks your expectation, in such a condition you elocution skills comes to rescue. Try to remain as committal as you can.

Greed is not after all a good thing- Avarice was never a good virtue. Apart from being a sin it not only hampers your image in front of the employer, in fact the chance of getting the job also disappears. So advice is, weigh yourself, understand you true worth and negotiate right.

Making a salary pitch too early – If the interviewer starts asking questions and you start babbling about your salary expectations too soon, i.e. even before the interviewer asks about it, you are creating the wrong picture. Be calm. Be patient and wait for the question to pop up.

Taking the job offer too quickly – Contemplate, think and choose wisely. These days when job searches go on for so long, it’s important to take your time and choose which the best is. You are worth it.

Declining job offer too quickly – Just as taking a job offer too quickly rejecting it too quickly is also one of the minuses. Again thinking well before declining it a good option. Think about the pros and cons and then decide whether you want to keep the job or not.

Asking for too many changes – While you are being offered the job be courteous. Remember he/she is the boss and don’t ask for more than you deserve. Don’t ask for too many changes. Going through a trial and error method is not a good idea after all.

Don’t take salary negotiations too personally –  Whatever the business don’t take the salary negotiations too personally. You receive the offer letter or not, remember they at least considered you. Let bygones be bygones. Don’t burn your bridge before you cross it.

Weak research – Do your homework. See what the job scene in the market is. What the salary is, the work timings, the company profile etc. After all, you don’t want to see yourself placed in a muddle.

Not asking for final offer in writing – Selected? Yippee… you have done it! Just one more thing, ask for the offer letter. If something goes wrong in the future, you can use this offer letter as a major Red Flag that something is seriously wrong.

5 Work Ethics Employees Must Not Ignore

A strong work ethic is directly proportional to the profits an enterprise earns. Ethics or principles make a man, as they say. Strong ethics have to be followed right from the top to the lower level of the pyramid i.e. right from the CEO to the general worker. Just as every aspect of nature, man who is a part of the same nature, he too has to follow some principles.  So what are the 5 work ethics an employee must follow? Read on…..


Integrity– Oneness or integrity is the mantra. Cliche, but true. While cold war and job dissatisfaction is normal in any kind of job as in it is real life, still the integrity has to be maintained. Try and keep your calm and maintain a strong work culture. Remember every individual has his own temperament and distinctive personality .Care about human feelings. They are vital not only for the smooth functioning of the job but morally correct too.

Sense of responsibility– If you are assigned a task and you are not responsible or lack dependability, then you are done. Deadlines have to be met. Show your boss the stuff you are made of. Great time to prove why you are in this profession. Everyone is liable.

Quality matters-Quality over quantity anytime. You are completing your work in time, meeting deadlines and everything else, till if the work lacks quality, then all your hard work is to no avail, it’s like trash ;piling up. Slow yet steady always won the race. Be steady, maintain the quality, meet your deadlines and go with the flow.

Discipline– Every day brings with itself a hope of new beginnings, everything right from the stars and the planets follow some discipline; can we be any different. It takes a level of commitment to finish your tasks every day. You have to work it out each day, every hour to keep everything. An employee with good discipline stays focused on his goals and is determined to complete his assignments. She/he should maintain decorum.

Sense of teamwork-Teamwork and a long way we go. Working as a team not only makes job easier, speeds up the work, but it also makes the job enjoyable.

So these dos and don’ts make your work place your second paradise and you in fact start worshiping your work.



Why It’s Important to Measure Interview Satisfaction Ratings

The first thing that comes in mind when one hears about interview satisfaction ratings is –employer satisfaction or employee satisfaction?

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Both… only difference are well, commitment.

In today’s world where competition is so tough and everyone is in a rat race, it’s difficult to fish out the best from the huge pool of talent. Let’s look at this scenario from both the perspective:-

Employee satisfaction vs. employer satisfaction

The employer most of the time is looking at interviewee satisfaction measures, but what he should be looking at is how engaging the employee or the applicant can be. Such type of applicant i.e. the one who just came for the job, does work well, but their prime motive is not the organization’s well-being, but a good salary. Surveys prove that companies with high employee engagement score fare better. Such type of employees or applicants boosts up the company’s performance and the profits of the company increase many folds because there is customer satisfaction. Sadly the picture is grim, for only a small percentage of employees are engaged to their work.

 So what does interview engagement look like

When a person goes for an interview he generally looks out for the following things:-

  1. A safe and happy future.
  2. A sense of purpose
  3. Healthy relationships

An effective system of monitoring leads to realisation of all three purposes.

Engagement occurs when an employee feels an emotional connect to the company.

He becomes more productive, as a result:-

  1. He/she collaborates to create more innovative ideas.
  2. Is positively charged

So while taking the interview, the interviewer should make the interview more engaging and tell the applicant about the positive things he can gain by working in the organisation. Remember, ‘Happy people are better workers.’

How to measure applicant or employee engagement

Some basic information can be put up in front of the employee /applicant such as-

  • His opinion would always count.
  • His/her fellow workers would be as competitive and as hard working.
  • After a certain period he could expect an appraisal.
  • There would always be someone to encourage him/her.

Ways to ensure that your Employees are having Fun at Office

Research says that the human brain cannot concentrate on a matter even for a single minute. And then there is an entire day that an employee needs to spend doing similar tasks at the office. In order to see that the employees can concentrate on work and enjoy at the same time, certain measures should be taken. You need to remember that productivity is great when you enjoy what you do.



Good employers believe that employees are their greatest assets. So, they work towards ensuring that their team and other employees are happy and satisfied with the office environment. Pushing the employees too far would only lead to poor quality product and unhappy employees. If you as an employer look forward to retain your employees for a long period of time, here is how you can do it:

  • Having a Games Area

A recent survey in America showed that employees of that nation take the least day offs. This is because of the heavy work load and an ambition to reach to the top of the ladder in a real quick time. This however is not good for the employees or the company. So, one of the ways to bring about a change in these employees is that they can be allowed small breaks in between work. A brilliant way of doing it would be to develop a games area where they can have a bit of fun and relax as well. A pool table or a carom board can be an amazing option.

  • Decorating

An employee spends most of his/her time in the office. So, don’t you think he/she needs to love the place they work in? Would it not be a great idea to creatively decorate the place in such a way that it is not only attractive but also productive? Your office itself is the reflection of your brand. It should be a place that suggests your clients about the quality of work you do. They should feel like they want to work with you. This will further lead not only to employee satisfaction but also towards the benefit of the company.

  • Celebrating big and small occasions

How important is your birthday to you? Well, it is same for every employee in your company. A birthday comes once in a year and it feels amazing when people wish you on your day. It would be same when you celebrate the birthdays of your employees and make them feel special on their days. Along with this, the celebration of other special occasions and success parties can also make your employees realize their importance in the company and that they are a part of it.

Various measures can be taken to ensure that your employees are having fun at work. These are some that will surely help you improve the working conditions in your office.


The Importance of Employer Branding

As per a survey done by MaraJobs, even passive candidates can get wooed by a strong employer brand. The survey found that 84% of participants, in case of another employer with an excellent reputation offering them a job, would consider leaving their current company.


Furthermore, 69% of those surveyed even in case of being unemployed, would decline a job offer from an employer with a bad reputation.

It is important for employers to notice that about 3 out of 4 full-time workers are open to a job change or are looking for one. Interestingly when searching for a new role, an average job seeker uses 18 different sources.

It’s an unavoidable fact that a compelling employer’s brand is required for standing out and drawing in relevant and engaged candidates. A reputed brand name also helps in retention of the current employees.

What is Employer Branding?

The brand of an employer is the reflection about how the market perceives the employer. An employer’s brand name gets shaped by the manner in which their business operates, including its treatment of their staff. An effective employer brand identifies its business as a place where people love to work. They ensure that current employees stay, and there is also a steady influx of new applicants.

An employer’s brand influences each aspect of the business, right from the manner in which it speaks online, to the content in its job offers, including the things that employees say as well as the types of perks and incentives being offered.

Why Employer Branding Matters

As per Career Builder, more than 50% of employers struggle to find qualified candidates who have the right skills to do the required job. Furthermore, majority of employers are of the view that to make a bad hire is far more costly than to leave an open position.

If you develop a magnetic employer brand, your business can easily promote the aspiration points of its culture, along with the things that make you stand out from other employers within the similar field. This can put your business in the enviable position where you will have a wide pool of relevant candidates for picking from. A good employer brand can make your business even more competitive as it ensures a distinct position from your competition due to its values.

A strong employer brand enhances the amount of applications received when you put up a job vacancy. It may also lead to better staff engagement, as they are aware what your company stands for, and they know about the collective goals you all are working towards.

To develop employer branding is a long term investment ensuring that your company stays competitive into the future, attracts talented employees, and also retains them.