Companies And Employers

Resume is the first step - You must go the extra mile if you want the offer letter! And the extra mile means 👇🏻 [1] Tailored Application:  Customizing your resume and cover letter for each job application, highlighting the skills and experiences most relevant to the specific role and company. [2] In-Depth Company Research:  Researching the company's history, culture, recent news, and competitors, and using this information to ask insightful questions during the interview. [3] Networking:  Reaching out to current or former employees of the company on LinkedIn to learn more about the work environment, or even asking for informational interviews to gain insights. [4] Personal Projects:  Creating a portfolio, project, or presentation related to the job you're applying for to demonstrate your skills. For example, if applying for a marketing role, you could draft a sample marketing plan tailored to the company's product. [5] Post-Interview Follow-Up:  Sending a personalized thank-you note after an interview, referencing specific points from the conversation to show your genuine interest in the role. [6] Skill Enhancement:  Identifying any skill gaps the job requires and taking an online course or workshop to improve in that area, then mentioning this proactive learning during the interview. [7] Creative Application:  For roles in creative industries, going beyond the standard resume and cover letter by creating a video resume or an interactive portfolio that showcases your unique talents. [8] Mock Interviews:  Practicing with mock interviews, either with a mentor, career coach, or friend, to get feedback and refine your answers before the actual interview. [9] Industry Engagement:  Attending industry events, webinars, or conferences related to your field and mentioning these experiences in your application to show your passion and ongoing engagement with industry trends. [10] Value Proposition Email:  Sending a direct but thoughtful email to the hiring manager, explaining how your specific skills and experiences can solve a particular problem the company is facing. Best of luck!

This is your quarterly reminder that employers' obligations to provide accommodations for their disabled employees: 1) doesn't need to use the word accommodation 2) doesn't need to come in a formal meeting 3) doesn't need to be in writing 4) doesn't need to use the word disability 5) doesn't need to disclose the actual diagnosis The most likely place for accommodations requests to come up? 1) Onboarding 2) Job responsibility change 3) Performance review meetings where the review is not good 4) Immediately after the onset of a new disability or leave A recent Sixth Circuit case: An employee told her supervisor she had night blindness (new disability) and couldn't safely drive home from the new 3 pm to11 pm shift. (job responsibility change) Her supervisor documented her as "reluctant to work" and fired her days later. The jury found for the employee on all three claims. The Sixth Circuit upheld it. There are two takeaways here: 1) The first party that halts (or never starts) the interactive process is almost always the party that loses. 2) Employees are not required to use magic words or specific settings. They say, "I'm struggling" or "this isn't safe for me." If an employer starts the termination process instead of a conversation, they have already lost and will face future complaints or litigation. Train your managers to recognize accommodation requests how they appear in the real world. If you want to stay out of the headlines and out of legal trouble, when an employee says they can't do something because of a health condition, explore solutions, not exit strategies. https://lnkd.in/gX6e2Hg4 #DisabilityInclusion #EmploymentLaw #ADA #WorkplaceAccommodations

This is what I do if I had to apply for a Product Manager job like this one. 3 things I do to stand out in my applications 👇 The most important thing about your job applications is that your resume and LinkedIn are not for you. It is to help recruiters and hiring managers see that you have the experience and skills they need. 🔵 Relevant accomplishments on your resume >> Anything else Every job description has "Required" qualifications. This is EXACTLY what hiring managers are looking for and you should prioritize writing accomplishments related to, ideally, every single one of them. Adding keywords in a skills section is not enough. Saying that you have skills in "Leadership", or "Roadmap" without context is meaningless. Instead, use the X-Y-Z formula: "Accomplished [X], as Measured by [Y] by doing [Z]" to show that I have the experience they need. For example: "Increased the usage of [feature] by n%, by leading a team of engineers and designers to develop, A/B test, and launch a new user onboarding flow." In a single sentence, I mix multiple concepts and PM keywords that I find in the job description: → Launching → Leadership → A/B testing → Developing a feature → Working cross-functionally The more tailored your resume to the job description, the higher your chances of getting a call for an interview. 🟠 Required Qualifications >> Preferred Qualifications >> Everything else Have you applied to a job that has REQUIRED 2+ years of experience in PM but you don't have any and wonder why you didn't get a call for an interview? Yes, not meeting the required/basic qualifications may be a strong reason to not get an interview. When you tailor your resume to a job description, make sure that you are prioritizing in this order: 1 → Basic / Required qualifications 2 → Preferred qualifications 3 → Responsibilities 4 → Anything else Showing that you have the required qualifications in the form of accomplishments on your resume should be your top priority! 🟢 Tailoring for every job can be exhausting, here's a different approach Tailoring your resume is not easy and can quickly become overwhelming. I divide my experience into types of PM jobs for which I can be a good fit. For example, I may want a marketplace 0 to 1 job... but I don't have that experience so it'll be hard to tailor my resume to that. So, I focus on my strengths: → AI/ML for either consumer or Enterprise → Consumer Growth → B2B Platforms (a bit of a stretch) Instead of tailoring my resume to every job I apply for, I create one resume for AI&ML, a second one for Consumer Growth, and a third one for B2B Platform. 🚀 Networking, networking, networking Needless to say, I don't rely only on applying for a job. I spend as much time networking with recruiters and hiring managers on LinkedIn. I focus on a key message: → Why am I reaching out → Which job did I apply to → Why am I a good fit --- 🚀 Need help with your PM resume or interview? Check out my comment below!

I’ll admit – I’m impatient. When I have an idea, a desire, or a big goal, I want to see results fast. I don’t like to wait.  Over the past several months at Career Impressions: Executive Resume Writing, I’ve been working on business improvements.  To achieve goals, I’ve needed to hire help.  So I created a plan and reached out to resources.  Those who replied with customized details demonstrating an understanding of my needs, with clearly outlined solutions, examples, and results, got my attention.  Those who responded quickly and got to the point fast = even better.   However, those that replied with generic details or basic follow-ups = were passed up by me. Employers feel the same when they read resumes. They want to be spoon-fed solutions to their needs. They want to feel heard. They need to see proof of results.  Employers are also short on time and may be a bit impatient (like me), so job seekers who can address needs and get to the point quickly = even better.   How can you ensure your resume addresses the reader's needs and provides value quickly?  1. Read the job posting carefully. Identify requirements and write ‘apples to apples. ’ For example, if the job requires skills in sales growth = provide examples of personal sales growth success with metrics! 2. Bring some big, related career wins to the forefront of the file. Don’t make the reader hunt through dense resume content for facts that matter most. Connect the dots early in the file and spotlight relevant impacts and offerings. 3. Write succinctly and get straight to the point. Avoid drowning the reader in long, detailed narratives. Tighten language and strategically place information throughout the file in a way that guides the reader through offerings.  Make everything easy to absorb. 4. Cut out anything unrelated. If an example or content does not matter to the job at hand…or if you don’t think it will matter to the eventual reader (employer): remove it or improve it! Ultimately, you need to write your resume to demonstrate you are the candidate of choice in the most succinct and significant way possible. Your resume often only has one chance to impress. Make it count!

#6 🌟 Managing Leave and Accommodation Requests: Legal Compliance and HR Responsibilities 🌟 Managing leave and accommodation requests is a critical responsibility for HR professionals. It not only ensures legal compliance but also fosters a positive work culture that promotes employee well-being and work-life balance. 📋 Legal Framework and Leave Entitlements: India has a robust legal framework that governs leave entitlements for employees. The key legislation is the "Factories Act, 1948" and the "Shops and Establishments Act" These laws specify provisions for annual leave, casual leave, sick leave, maternity leave, and other types of leave. It's crucial for HR departments to be well-versed with these laws and ensure compliance in granting and tracking leave. ⚖️ Anti-Discrimination Laws: Under the "Equal Remuneration Act, 1976" and "The Maternity Benefit Act, 1961," employers are obligated to provide equal opportunities and benefits to employees without discrimination based on gender, marital status, or pregnancy. HR professionals must ensure that leave and accommodation requests are handled fairly and in accordance with these laws, without any biases or discriminatory practices. 🤝 Employee Requests and Accommodations: When an employee requests leave or accommodation, it's important for HR to approach the situation with empathy and open communication. For instance, an employee seeking leave for religious or cultural festivals should be given due consideration, as this can foster inclusivity and respect for diverse backgrounds. HR should maintain a transparent process for handling such requests, documenting them appropriately, and ensuring consistency in their decisions. 💼 Case Study: In a landmark case, the "Satyam Computers vs. A. Balakrishnan" case, the Madras High Court held that employees have the right to take leave for religious or festival-related purposes. The court ruled that employees' right to practice their religion cannot be infringed upon, and employers must make reasonable accommodations unless it causes undue hardship to the business. This case reinforces the importance of honoring employee requests for leave and accommodation within reasonable limits. 🔒 Confidentiality and Data Privacy: HR professionals must handle leave and accommodation requests with utmost confidentiality and respect for employees' privacy. Personal information shared by employees during such requests should be treated as confidential and only disclosed on a need-to-know basis. This ensures trust and maintains a healthy employee-employer relationship. 📝 Conclusion: By fostering a culture of inclusivity, fairness, and respect, organisations can create a positive work environment that enhances employee engagement and productivity. HR professionals should stay updated on evolving laws and regulations, leverage case studies, and prioritize effective communication to ensure a seamless process for managing leave and accommodation requests.

As an employment lawyer, I have seen many situations where businesses have faced legal challenges that could have been avoided with the right measures in place. However, keeping on top of your obligations is no small task. 💡 Here are five key tips to help you ensure workplace compliance: 1️⃣ Regular updates: Laws change and workplace culture evolves - and so should your policies. Stay informed about legal updates and trends so you can reflect these in your own policies and procedures. 2️⃣ Clear documentation: Proper record-keeping can be vital if disputes arise. It is therefore important to maintain clear and organised records. 3️⃣ Training matters: Investing in employee training is important to promote awareness of workplace laws and standards and to help your staff understand the risks of getting things wrong. 4️⃣ Consistency is key: Ensure that you policies consistently, whilst bearing in mind your duty to make reasonable adjustments. 5️⃣ Consult an expert: When in doubt, consult with an employment lawyer. Getting advice at an early stage can be a wise investment to prevent legal headaches. #employmentlaw #employers #employees #hr #equalopportunities #valuesdrivenbusiness #equality #inclusion #business #employmentlawyer #legal

𝐓𝐡𝐮𝐫𝐬𝐝𝐚𝐲 𝐓𝐡𝐨𝐮𝐠𝐡𝐭𝐬 If you’re spending hours scrolling executive job boards, tailoring resumes for every role, and still hearing crickets, you’re not alone. It’s a painful reality many senior professionals face. Here’s the brutal truth few talk about: 90 to 95 per cent of senior executive roles never get posted publicly. Why does this happen? Executive hiring is a very different game. These roles are often filled quietly through direct search, referrals and trusted networks. Companies don’t want a flood of applications; they want the right candidate — fast and discreetly. So what does this mean for you? 1. You’re competing with hundreds for a handful of roles. The tiny percentage of roles that do get posted attract 250-plus applicants. Sorting through this pile is overwhelming for recruiters. Even your perfectly crafted resume risks being lost. 2. Recruiters rely on LinkedIn, not job boards. When a mandate comes in, executive recruiters open LinkedIn Recruiter and search for specific keywords, titles and skills. They want passive candidates who aren’t applying everywhere but who are positioned perfectly and ready to move. 3. Being ‘active’ on job boards can backfire. Posting everywhere can label you as desperate or unfocused. Recruiters want professionals who are strategic and targeted, not scrambling for any role. 4. Your time is precious — stop wasting it on a broken system. Instead of applying blindly, invest your time in optimising your LinkedIn profile so recruiters can find you first. Build meaningful relationships with decision-makers and headhunters. Personalised, strategic outreach beats mass applications every time. 5. The ‘hidden job market’ is where the real opportunities live. These unadvertised roles go to candidates who have positioned themselves as the obvious choice, not the ones who apply last. If you want to move beyond the noise and frustration of job boards, here’s your new playbook: • Invest in LinkedIn optimisation. Keywords, clear titles, skills and a profile that speaks recruiter language. • Build and nurture your network strategically. Connect with people who can influence hiring decisions or introduce you to key players. • Engage with recruiters through value-driven communication. Show you understand their needs and offer solutions, not just resumes. • Focus on quality over quantity. Tailor your approach rather than mass applying. Stop chasing job boards. Start positioning yourself where the real opportunities are found. ___________________________________ My name is Belinda Paris. For 25+ years, I’ve helped senior executives craft impactful resumes, optimise LinkedIn profiles, and land their desired roles. My background as an executive recruiter and 8 years as a career coach have given me unique expertise in showcasing leadership impact and creating career narratives that get results. 𝗟𝗶𝗸𝗲 𝘄𝗵𝗮𝘁 𝘆𝗼𝘂 𝗿𝗲𝗮𝗱? Follow me, comment & share to help others level up their careers!

With the transitional period now over, NT WorkSafe has released new guides to help employers and workers meet positive duty obligations under updated anti-discrimination laws. The positive duty requires employers to take proactive steps to prevent discrimination, sexual harassment, and victimisation - not just respond after harm occurs. Key resources include: ✅ Employer's Guide to Meeting Positive Duty Requirements ✅ Worker's Guide to Workplace Sexual Harassment ✅ Positive Duty Checklist If you’re in the NT, or reviewing your approach elsewhere - these are practical tools to understand risk and take action. A reminder that doing nothing is no longer an option. Links to these guides are in the comments section. 👇 #Psychosocial #RespectAtWork #WHS #HR

Most job seekers read job descriptions wrong. They scan for keywords, check if they meet 60% of requirements, and hit apply. Then wonder why they never hear back. 🤷 Here's what they're missing: Job descriptions are actually a roadmap to getting hired. Every job description has three distinct sections—and each one tells you exactly what to put on your resume. Let me decode this for you: 1 - RESPONSIBILITIES (What You'll Do) This is the company saying: 'Show us you've done this before.' Example: 'Manage social media campaigns across multiple platforms' → Your resume needs: 'Managed Instagram, LinkedIn, and TikTok campaigns, growing engagement by 45%' They want proof, not promises. 2 - REQUIREMENTS (Must-Haves) Think of these as the admission ticket. No ticket? No interview. Example: '5+ years Python experience' → Your resume needs: Clear evidence of Python projects, years of experience, specific frameworks used Truth: While some say 60-70% match is enough, aim for 100% of requirements. Why compete with a handicap? 3 - NICE-TO-HAVES (Preference Points) This is where most candidates stop reading. Big mistake. These aren't throwaway lines—they're the company telling you who gets moved to the top of the pile. Example: 'Experience with Salesforce preferred' → Translation: Two equally qualified candidates apply. One knows Salesforce. Guess who gets the interview? 📊 The Strategic Approach: ✅ Make a checklist from the job description ✅ Mark each requirement as: Have it / Don't have it / Can spin it ✅ Address EVERY requirement on your resume ✅ Don't have a nice-to-have? Time to upskill or find creative connections Pro move: Create a 'job description matrix' - Column 1: Their requirements - Column 2: Your matching experience - Column 3: Where it appears on your resume No match? No proof? That's your gap to fill. Here's the reality: The hiring manager who wrote that job description? They're literally telling you what they want to see. It's like having the test answers before the exam. Yet most people still fail because they don't read carefully enough. Don't just meet requirements. Map them. Match them. Mirror them. Your resume isn't about what you've done—it's about proving you can do what they need. The job description tells you exactly what that is. Read it like your career depends on it. Because it does. See your JD match score instantly →https://lnkd.in/gm82zEmZ ♻️ Reshare to help someone make their next job move. 🔔 Follow me for more job search & resume tips.

New Indian Labour Codes: Penalties & Risks 🇮🇳 Non-compliance under the New Indian Labour Codes can expose employers to heavy financial penalties, legal proceedings, reinstatement with back wages, and even imprisonment. From minimum wages, delayed salary payments, PF/ESI coverage, gratuity eligibility, termination procedures, to workplace safety violations—every lapse now carries serious statutory consequences. 📌 Key takeaway: Compliance is no longer a formality. It is a legal obligation and business risk management priority for every organization. HR, Payroll, and Management teams must ensure systems, policies, and practices are fully aligned with the applicable labour codes. #IndianLabourCodes #HRCompliance #LabourLawIndia #CodeOnWages #SocialSecurityCode #OSHWCCode #IndustrialRelationsCode #PayrollCompliance #HRLeadership #Employer #Compliance 🇮🇳