Is it worthwhile to take up a job in FMCG after completing MBA?

When we talk about getting a job or applying for one, we must first have a clear idea of all the what, why and hows.

So we will begin with the most basic part: What is FMCG all about?

Firstly, we need to know what FMCG actually means. These are packaged goods that have a lower shelf life, like processed foods, soft drinks, toiletries etc.

Fast Moving Consumer Goods (FMCG) as is popularly known, is one of the fastest growing sectors of Indian economy.

Fast-moving consumer goods (FMCG) sector is the 4th largest sector in the Indian economy with Household and Personal Care accounting for 50 per cent of FMCG sales in India.

Growing awareness, easier access and changing lifestyles have been the key growth drivers for the sector.

The urban segment (accounts for a revenue share of around 55 per cent) is the largest contributor to the overall revenue generated by the FMCG sector in India.

Some of the biggest names in the FMCG sector in Indian market include Hindustan Unilever, Dabur, GSK, Britannia, Amul, ITC etc. owever, in the last few years, the FMCG market has grown at a faster pace in rural India compared with urban India.

Semi-urban and rural segments are growing at a rapid pace and FMCG products account for 50 per cent of total rural spending.

Market Size

The Retail market in India is estimated to reach US$ 1.1 trillion by 2020 from US$ 840 billion in 2017, with modern trade expected to grow at 20 per cent – 25 per cent per annum, which is likely to boost revenues of FMCG companies.

Revenues of FMCG sector reached Rs 3.4 lakh crore (US$ 52.75 billion) in FY18 and are estimated to reach US$ 103.7 billion in 2020.

The sector witnessed growth of 16.5 per cent in value terms between July-September 2018; supported by moderate inflation, increase in private consumption and rural income.

Rural consumption has increased, led by a combination of increasing incomes and higher aspiration levels; there is an increased demand for branded products in rural India.

The rural FMCG market in India is expected to grow to US$ 220 billion by 2025 from US$ 23.6 billion in FY18. In FY18, FMCG’s rural segment contributed an estimated 10 per cent of the total income and it is forecasted to contribute 15-16 per cent in FY 19.

FMCG sector is forecasted to grow at 12-13 per cent between April–June 2019.

On the other hand, with the share of unorganised market in the FMCG sector falling, the organised sector growth is expected to rise with increased level of brand consciousness, also augmented by the growth in modern retail.

Another major factor propelling the demand for food services in India is the growing youth population, primarily in the country’s urban regions.

India has a large base of young consumers who form the majority of the workforce and, due to time constraints, barely get time for cooking.

Online portals are expected to play a key role for companies trying to enter the hinterlands.

The Internet has contributed in a big way, facilitating a cheaper and more convenient means to increase a company’s reach.

It is estimated that 40 per cent of all FMCG consumption in India will be online by 2020.

The online FMCG market is forecasted to reach US$ 45 billion in 2020 from US$ 20 billion in 2017.

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Scope of MBA graduates in FMCG sector

Now, the question arises, is it worthwhile for an MBA student to join FMCG sector.

To understand this we need to realize the requirements of this sector and check if it is in sync with the knowledge of an MBA guy.

As FMCG involves goods with a limited shelf life, a proper supply chain management needs to be maintained.

Supply chain managers need to take care of the fact that the right products reach the right stores.

Even though it sounds easy, but for bigger companies which produce products in millions supply chain management requires proper planning and strategizing.

The most important aspect of FMCG sector is the marketing and sales of the product. Marketing involves the creation of a positive image about the product among consumers, taking responses from the market and planning to improve the product.

Sales, on the other hand, require expertise in convincing buyers on buying their products. So marketing and sales have a direct impact on the revenue generated by an FMCG company.

Last but not the least comes the finance section where analysts project the growth of the company in terms of revenues and certain other factors and it also involves cost accounting.

Thus we see that, for an FMCG company to run successfully, achieving finesse in the finished goods is not the only criterion.

The expertise required to run these companies can be provided by management graduates only.

FMCG companies need to create a brand name for themselves out of their products.

Creation of a brand name requires proper leadership and managerial skills of the competent individuals passing out of the illustrious B-schools.

The various profiles offered by FMCG companies in Bschool campuses are area sales manager, sales manager, zonal manager, brand manager, communications manager etc.

FMCG sector looks for candidates who have good people management skills and those who can talk to people on a day to day basis.

They look for very dynamic personality who can hustle. In the initial days of being a management trainee, bschool graduates are made to travel all across the country in different markets so that they get to understand the markets well.

So they need candidates who love travelling, meeting new people and who can learn on the job, especially if you are joining an FMCG company in a sales and marketing role or operations role.

If an MBA graduate wants to join the company in a finance role, expert knowledge in finance is required.

Candidates have professional finance degrees like CFA, CA etc. are preferred with an MBA.

For eg. An MBA graduate with a CA degree will be the ideal candidate for an FMCG finance role.

FMCG offers a challenging work environment for MBA graduates to work in be it in a marketing and sales role or operations or finance.

Most of the marketing concepts or operations concepts that are taught in a B-school can be applied in the real FMCG world.

We can say that B-schools draw a lot of their curriculum from FMCG business world.

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Be it supply chain management, retail management, marketing, sales, or finance it is imperative that a person with good managerial skills and knowledge is needed.

This is the reason the conglomerates are offering quite high salaries and impressive job profiles to the MBA guys.

A large number of MBA students are showing interest in joining this sector because of its huge potential.

With quite a high amount of disposable income among the middle-class, FMCG sector is bound to be on the rise.

The growth rate in consuming products have been higher in rural areas than in urban, as a result, it is clear that the market base for FMCG has broadened.

As these companies gear up to expand their market, more job opportunities open up for MBA students and it has a bright future ahead.

So is it worthwhile to take a job in FMCG sector after MBA? Yes definitely. It is a perfect match.

The salaries, responsibilities and the learning one gets in an FMCG company is coherent with what is expected from an MBA graduate.

The FMCG industry has emerged as the highest paying industry in India with an average annual cost to company (CTC) of Rs 11.3 lakh across all levels.

The career growth rate is also higher in this industry compared to other industries like IT or telecom etc.

Ability to switch roles and companies are also higher as FMCG employees generally work in cross functional roles and there is always a demand for such personals.

If you are interested in a position in an FMCG company in which the criteria is an MBA, check out the jobs offered in this by searching for FMCG jobs in the search bar.

If you liked the article, let us know in the comment section and you can call us at our 24/7 helpline number if you have any queries regarding career, career roles , which FMCG company to choose etc.

If you want to know the roles and responsibilities of an area sales manager in an FMCG company, then read the article here.

which is the best fmcg in india

Top FMCG Companies In India; Which is the best FMCG in India

FMCG as we all might be aware abbreviates as Fast-moving consumer goods. It is one of the largest industries in the Indian marketing industry. It is the 4th largest industry in India. With so many FMCGs in competition, the question of which is the best FMCG company in India is pretty common. Even though the question may not be answered in particular, here are some of the top FMCG companies in India, take a look.

Top FMCG Companies in India


This is the brand that gave India its coffee, Nescafe. We all know that Nescafe became such a popular product that it almost is synonymous with coffee. If you are not aware of Maggi is also one of the most popular products from Nestle. The company came to India in 1959 and has a turnover of Rs. 10,000 crores, which is growing steadily.

This company produces many of the FMCG products that are popular among the users in India ranging from chocolates, coffee powders, green tea powders to ready to eat food products.

Parle Agro

It is a privately owned company that was established in the year 1984. Parle Products, Parle Agro, and Parle Bisleri are the three products that are operating under the brand Parle.

Frooti, Appy, Kachha Aam, and Hippo Chips are some of the popular products from this brand.

Britannia Industries

BIL is one of the oldest FMCG companies in India. It is a now part of the Wadia Group. We all the biscuit brands Britannia, Tiger are the company along with dairy products are most popular in India.

Hindustan Unilever Limited (HUL)

HUL is without any doubt one of the largest FMCG companies in India. It is established in the year 1933. Every household in India must be having atleast one or two of the products from this giant FMCG brand. Some highly popular products from the house of HUL include Close-Up, LUX, Lakme, Pureit, and Magnum among many others.

Procter and Gamble

You may not get it by that name, but if I say P&G, then you will get it immediately, right! Gillette, Ariel, Tide, Pampers, Vicks, Duracell, and many other such products are from this popular brand. Established in 1964, this brand is very conscious of the community and has undertaken several steps to add value to the brand.

Godrej Consumer Products Ltd

Godrej Consumer Products is a leading company in the emerging market industry in India. The company enjoys the patronage of 1.15 billion consumers globally, across different businesses. The products of this company range from home care, personal care, to hair care.

Cinthol, Shikakai soap, liquid detergent brands Ezee and shaving cream brands come under this brand.

Dabur India Ltd

It is one of the world’s largest Ayurvedic and Natural healthcare companies. Consumer Care Business, Foods Business, and International Business. Consumer Care Business covers interests in Health Care and Home & Personal Care are the different categories of products that the company produces and markets.

Patanjali Ayurveda

Established by Baba Ramdev and Acharya Balakrishna, Patanjali Ayurveda produces personal care and food products. In a very lesser time, it has grown so much and took a place among the top FMCG brands in India.

With these many companies in the market, the industry always have space for new startups and even companies with small investment have a scope to develop. That is the specialty of the FMCG industry.  

fmcg distributor model

How does an FMCG distributor model work in India; brand practices

Indian Consumer Goods/FMCG circulation has consistently been a dynamic and complex undertaking because of various levels in the structure with Carrying and Forwarding Agents, Dealer/Distributors. How does an FMCG distributor model work in India, let us dig deep into this space.

Wholesalers and the end Retailers spread over the whole nation with various states/geologies having novel qualities. India is totally different than developed nations like US, UK, Hongkong and so on. In India still 90% of the retailing occurs through the kirana stores. In most recent 10 years composed retail has picked up force. Indian retail part was at $850 Bn in 2015. Retail division has multiplied since 2010 out of 2015. In this 60% is FMCG products, 8% is shopper hardware, 6% is portable and telecom. In 2013 sorted out retail was just 8% of the retail in India. Inside this 8%, 33% was clothing, 11% food and staple, 11% versatile and telecom, 8% buyer gadgets.

In such scenario, it turns into a need that various deals divert work in India else it will be hard for brands to contact huge purchaser base. There is Metro, Urban, Rural topography which has diverse purchasing power, brand pull. Utilization power lessens in provincial portions, lower value focuses are progressively notable. Having a conventional merchant in country areas probably won’t be a reasonable choice. In Rural the vast majority of the organizations have Sub Distributors or Rural Preferred merchants. There is a super stockist which supplies stocks to provincial wholesaler.

How does an FMCG distributor model work in India?

India is a vast country with multiple channels and retail environments & a huge number of stores. There are different traditional channels in practice and even some small companies are trying to adapt themselves to other simpler distribution channels to make their products reach the ultimate consumer.


Organization/Manufacturer > Hubs > C&F specialists > Distributors Urban > Retailers/Wholesalers


Organization/Manufacturer > Hubs > C&F specialists > Super Stockists > Sub stockists > Retailers/Wholesalers

Numerous organizations follow the urban model in country also for upgraded reach however at a greater expense. In any case, everything relies upon what classifications you are in and what are the in-fabricated edges for exchange and the item itself. Immense multifaceted nature exists even inside similar classifications and how they move through exchange.

A merchant has the accompanying key jobs in the RTM (Route to advertise)

Mass breaking

Companies produce in parts. Wholesalers break that into pcs or handfuls or whatever units the retailers needs them in. Its a cost which he/she gets


A business organization runs on its sales reps. They are the ones who bring bread onto our plates. Most organizations have a model where the merchant/stockist gives those sales reps. In any case, a few organizations like P&G and Unilever dispense the expense of sales reps


Stocks need space to sit. So merchants employ/own godown space and makes it accessible for products. They additionally need to follow the different rules set somewhere near the organizations for safe stock keeping (Ex. Cadbury requires a virus chain since chocolates are touchy to temp changes)

Delicate information about their markets

Distributors know the most about the market. They are relied upon to watch out for rivalry and keep up great relations with top retailers

Credit to the market

While no organization expressly gets it out, stockists do offer credit to the exchange to encourage selling.

Appropriation infrastructure

Other infra incorporates conveyance vehicles, godown and conveyance labor, administrator, PCs and so on.

Companies not just target to sell the products, but they also concentrate on choosing and following the best practices as it makes them reach their consumers easily. FMCG companies that sell day to day consumer goods should be more aware of the marketing conditions to update themselves when needed. Margins, again are quite certain to organization or classification, however comprehensively they are in the scope of 4–6% on large business. The stockist is relied upon to deal with the expenses and still make a ROI of around 18–24% on the capital contributed.

what is the difference between fmcg and fmcd

FMCG Vs FMCD; What is the difference between FMCG and FMCD

FMCG, FMCD, Value retailing, and lifestyle retailing. These are the phrases that you might be familiar with if you are trying to be in the retail market. Don’t be confused with the terms. Make yourself familiar with not just the terminology but also the concepts, here is the piece of information for you. Our major focus will be trying to know the vital question, what is the difference between FMCG and FMCD?


Fast Moving Consumer Goods (FMCGs) are the products that are sold really quick and at a relatively low cost. This FMCG industry deals with the consumer goods that have a lesser shelf life and the goods that are perishable in nature. Some of the examples of FMCG products include packaged foods, toiletries, beverages, cosmetics, over the counter drugs and other consumables.


Fast Moving Consumer Durables (FMCD) are the products that are also known as durable goods or hard goods or consumer durables. Consumer durables are the goods that yield utility over time rather than being completely consumed in one use. Some of the examples of consumer durables will include household goods, automobiles, books, jewellery, toys, etc.

Value Retailing

It is in fact a marketing strategy or a kind of a concept for the big format stores like shopping malls where branded products and accessories are put on sale for the customers with attractive deals.

Value retailing is planned mainly for tier II and III cities for attracting the people.

Lifestyle Retailing

Lifestyle retailing is a concept where a shop sells a uniquely picked and curated collection of products that connect to an overarching theme. Sometimes, they evoke a lifestyle that attracts a certain kind of audience.

So now after getting the basic understanding of what all these terms mean, now let us get into the main thing which is our vital question.

What is the difference between FMCG and FMCD?

While both FMCG and FMCD are considered as the fastest growing and also one of the prominent sectors in the Indian marketing industry, there are a few basic differences.


With the above definitions, it is pretty clear that FMCG sector deals with the consumer goods that don’t last longer. On the other hand, FMCD sector deals with the consumer goods that are more durable.

2. Nature of the products

FMCG products are consumed almost immediately and they need the consumer to replenish from time to time. While FMCD products don not exhaust with one usage. They can be used considerably for a longer period of time.

3. Demand from consumers

With no connection to the economic status of the individual, FMCG products will be a basic necessity for the consumers. So, FMCG companies will always be on-demand. Whereas durable goods from the FMCD companies are the goods that the consumers purchase from their disposable income. Life expectancy which is commonly known as the durability is usually longer than the FMCG products, so the sale volume is considerably low.

4. Difficulties

For FMCG industries, it is quite a challenging thing not only because of the quality of the goods that are perishable in nature, but it is also actually difficult to keep up the competition with the changing tastes of the consumers. Packaging, pricing, branding everything matters and are immediate factors of conversion.

FMCD companies won’t be facing any challenges in storing the goods as they are long-lasting products. But one major thing that affects these companies is the economic condition or the purchasing factor of the consumer in the targeted market.

From the company perception, whether it is selling consumer goods or durables, it is important for them to first understand the nature of the product, target customers, and the competition in the market before they step into it. Any company should and must concentrate on giving the consumers the assurance, belief on their products and it is the ultimate thing that brings them success.

Know about Territory Sales Executive job descriptions and interview tips

It is a common dilemma of whether to work in a Sales profile after doing an MBA in Marketing. The Marketing profile job includes Digital Marketing, Market Research, Branding, Content and Social Media Marketing. But very few firms employ in these roles like Nielson, Gartner, Convonix and Advertising & Media firms. Marketing is an umbrella term that involves Sales as a major part of it.

The question arises whether is it good to go for a Sales profile. Though the term sales sound very challenging, hectic, and not-so-desirable kind of work after the MBA, it is true up to an extent. The entire Sales job involve the following:

Market Intelligence/ Research, Competitive Profiling & Analysis, Resource & Database Management, Strategic Sourcing & Lead Generation, Customer Profiling & Relationship Management, Pre-sales, Sales Planning & Closing

There is a higher demand for Sales profile in the market, as the Sales team is quite large then the marketing team in any firm. Sales can be of a product as well as services, as in the IT industry where services and solutions are sold to the clients. Thus, the parameters for analyzing the performance in a sales job might also vary.

One must learn these mandatory skills required for sales- negotiation/persuasion, strong communication skills, analytical skills/reasoning, problem-solving skills, interpersonal and team skills, positive attitude and drive, helping one succeed in the long-term.

There are various courses to improve communication skills conducted within B-schools as well as outside.

  • One can gain the opportunity of expanding ones’ general awareness and improve public speaking in the Toastmasters’ club organized at various places weekly.
  • Also, there are many B-school competitions where one can master the art of persuasion and negotiation with the concept of virtual money and virtual market.
  • One can enhance problem-solving skills with Case study competitions.
  • Class presentations, Group discussions, Case studies, etc are a part of the curriculum in B-schools that inculcate the skills listed above.
  • One must expand his/her network with different kinds of personalities as they have to deal with various customers/consumers, clients, partners thereby widening the scope of his/her network. This is beneficial in the long run providing varied learning experiences because today’s success depends on more one connects with the third party to increase sales and provide efficient after-sales services.
  • A salesperson must have all the skills incorporated as usually one can easily switch from a sales role to a marketing profile at the latter stages in career but vice-versa is not possible as the skills learned for sales at the start of career are important and difficult to inculcate as one grows.

Most of the product based firms give their employees the sales target, which is the number of products to be sold daily, weekly, monthly, or annually. Certain Sales target KPIs are current sales revenue, ROI generated, Number of walk-ins/ Number of leads generated, Rate of conversion, Number of units sold, Number of accounts opened, etc. Thus, your bonus that you get is proportional to the ROI you generate for the firm.

There are various advantages as you start your career with Sales, be it any sector like IT, FMCG, Durables & White goods, Real Estate, etc. Marketing is an umbrella term that involves Sales as a major part of it. Marketing calls for revenue expenditure while Sales involve revenue generation.

  • There is a higher demand for Sales profile in the market, as the Sales team is quite large then the marketing team in any firm. The roles & responsibilities are varied and diverse for a sales job. Therefore, most of the companies hire for the Sales profile for the Marketing management students.
  • Also, one can network with different people- customers/consumers, clients, partners thereby widening the scope of your network, beneficial in providing varied learning experiences because today’s success depends on more one connects with the third party and increase sales and provide efficient after-sales services.
  • One can easily switch from a sales role to a marketing profile at the latter stages in career but vice-versa is not possible as the skills learned for sales at the start of career are important and difficult to inculcate as one grows.
  • The package offered (CTC) is quite higher for sales jobs as compared to marketing, also giving huge bonuses and additional perks for meeting the sales targets on time and based on overall performance. This gives a kick start at the beginning of a career in sales for well-known firms like ITC, HUL, Nestle, Puma, Godrej, and real estate firms.

Sales can be of a product as well as services, as in the IT industry where services and solutions are sold to the clients. Thus, sales are an essential aspect of any business as one earns revenue by either selling a service, product or a solution.

Territory Sales Executives are the key point of contact between an organization and its clients or potential customers within an assigned territory, their roles and responsibilities being:

They identify the local business opportunities and challenges, specific consumer needs and characteristics, after which they introduce the firm’s products and services to potential clients, thereby helping the organization to grow its customer base. Being the point of contact between the organization and the client, he/ she needs to negotiate contracts and packages, organize sales visits as and when required for answering queries and offering advice. As a sales executive, he/ she must maintain accurate records and report on regional sales results (weekly, monthly, quarterly and annually), review the sales performance of all the salesmen aiming to achieve monthly or annual targets. They work closely with salespeople and other internal teams to meet individual and group sales quotas in order to recommend ways to promote and sell our products, helping the organization establish its reputation in your assigned region. They also answer customer questions about features, pricing, and additional services, and indulge in cross-selling products by collaborating with sales representatives from different territories to share best practices and support a cohesive sales approach. It is advisable for executives to attend trade exhibitions, conferences, and meetings for being updated about one’s area.

Key skills for Sales Executives:

  • Maturity and Confidence
  • Perseverance and Patience
  • Effective Time management skills
  • Excellent interpersonal skills, including effective communication skills
  • Deep Commercial and business awareness
  • IT skills and Numerical skills
  • Ability to speak more than one language fluently

Pre-requisites of becoming a Territory Sales Representative:
Prior work experience as a Sales Representative and familiarity with the current industry is an added advantage. It is required him/ her to have an experience with CRM software, with excellent communication skills. One must be resilient with a proven track record in sales.

Typical employers of sales executives:
Service industries
Industrial organizations
Staff with specialist knowledge employed in industries such as pharmaceutical, healthcare, and publishing.

Qualifications and Training required:

  • BSc in Marketing or Business Administration or a Diploma in Sales techniques is a plus
  • There are routes into sales for both university graduates and school leavers as well. Any degree subject is acceptable, although relevant qualifications are preferred for some positions, particularly within medical or technical sales. Relevant experience gained in any commercial area involving contact with customers or the general public can be beneficial.
  • Larger employers run vacation courses and placements which can give a useful insight into the profession. Job shadowing, networking, and speculative applications are advisable.
  • Promotional prospects are excellent – progression can be into senior sales roles or into related employment areas such as marketing or management.
  1. As a territory sales manager, what is your management style?

Try to avoid labels. Some of the more common labels, like progressive, consultative, persuasive, can have several meanings or descriptions depending on which management guru you listen to. The situational style is safe because it says you will manage according to the situation, instead of one size fits all.

2. What experience do you have with respect to this particular territory sales manager position?

Speak about specifics that relate to the position you are applying for. If you know you do not have much experience in the job you are applying for, plan for this question ahead of time and ensure you can provide some relatable examples based on what you have done. All interviewers will appreciate confidence and pride in the work experience you have earned and your passion for transferring these valuable skills to your future role or position.

3. What have you done to improve your knowledge territory sales manager position in the last few months?

Here is an opportunity for you to showcase a wide variety of things you may have done both personally and professionally that will get your potential employers interested. Be sure to think about this one in advance in the event that it comes up. Even if you don’t have something that is specific to the role you are applying for, don’t be afraid to list hobbies or other non-work related activities here. This shows that you are the go-getter they are looking for. Ensure that you are motivated, self-sufficient, and can manage your time effectively.

4. Tell me about yourself

This is by far one of the most common questions in any job interview, used by the interviewer as an icebreaker, ideally to put you at ease and get you speaking openly and honestly. Unless you are asked about something specific, focus on your education, your work history, relatable hobbies, and outside interests, as well as your current situation. Be sure to start chronologically and indulge in storytelling art.

5. Why should we hire you?

On the one hand, you have an opportunity to really stand out from the pack. Alternatively, You shouldn’t assume the skills of other applicants. Focus on your own strengths, and if the interviewer hasn’t given you an opportunity to mention that one quality about yourself, now would be the time. In summation, clearly illustrate what in specific has made you a good employee, and how you envision yourself contributing to and benefiting the company.

6. How did you come to find out about our company and what do you know about us?

This can be a great way to stand out from other applicants and demonstrate initiative. Almost every company will have a website, Facebook page, Instagram account, or some sort of digital footprint. Spend a bit of time doing some online research:
Check out their “About us” or “Culture/Mission/Vision” pages on the website.

7. Why are you leaving your last job?

A question if answered properly can be a deal-breaker. If you’re currently employed and leaving of your own accord, craft your response around enhancing your career development and seeking out of new challenges. If your current employer is downsizing, be honest about it, remain positive, but keep it brief. If your employer fired you or let you go for cause, be prepared to give a brief – but honest – reply. No matter how tempting it may be, or how “unfair it was that they let you go” steer clear away from any and all drama and negativity. Any experienced employer understands that sometimes things happen. Staying positive is key here.

8. What are your strengths?
While this question is an invitation to do some chest pounding, remember to illustrate strengths that will benefit the employer and are relative to the position, like:

  • Being a problem solver
  • Self-motivated
  • Adaptable and Flexible
  • Ability to perform under pressure
  • Positive attitude
  • Possess effective time management skills
  • Leadership skills
  • Good team player

9. What are your weaknesses?

The purpose of this question is to see how you view and evaluate yourself. One the one hand, if you suggest you don’t have any weaknesses, your interviewer will almost certainly see you as a liar, egotistical, or both. Don’t fall into the trap of trying to present a positive skill in disguise as a weakness, like “I work too hard” or “I am a perfectionist”. Any experienced interviewer will see through this.
Some of the weaknesses that you can mention are:

  • Self-critical
  • Undergoes micro-management
  • High emotional quotient

10. What do you see yourself doing in five years?

This one is all about job commitment. Some people make job-hopping a career in itself. Portray you are the one who sets goals, has a vision, is a reliable and loyal employee, demonstrating commitment towards the firm and the responsibilities. While no interviewer expects someone to stay at a company forever, try and craft your response in such a way that shows progression in your career, and alignment with the Company’s needs and future.

11. Do you have any questions?

This one you can almost be assured will be asked, and you better have some ready. By asking questions you demonstrate initiative and show that you care enough about the job to have done some research. Ask questions that focus on areas where you can be an asset. Beyond this, other questions may be more direct including productivity, expectations, training, and other logistics. All this being said, try and limit the questions to no more than three or four.

Five bonus tips for knocking out the interview:

  1. Background Research
  2. Practice makes perfect
  3. Have some examples ready for the situational questions
  4. Dressing for Success and don’t be afraid to close the deal
  5. Be sure to ask questions
Interview Tips: How to Impress Recruiters during Interview

10 things you should do to impress the recruiters during the interview

You are bracing up for the interviews for months. You get an interview call. You prepare all night to ensure you are presenting your best during the meeting. The next day, you wake up early, go to the interview on time, answer all the interview questions and step out of the interview with beaming confidence that you will get a job. But days pass, you don’t receive the call from the recruiter. Now, you wonder ‘what went wrong?’ Or ‘Did I mess up the interview?’ Or ‘Did I answer incorrectly?’

Does this sound familiar? 

Well, all of us have encountered this situation at some point in time of our career. But how to buck up and ensure you land into the job you are interviewing? The veterans of Mintly bring to you some interview tips to impress recruiter and convey that you are the perfect person for the position you are interviewing.

10 Interview Tips to Impress Recruiters:

Dress for success

Remember Barney Stinson of How I Met Your Mother? (HIMYM)? In the entire series of this American sitcom, Barney often says “Suit Up!” Because he thinks suiting up distinguishes himself from the crowd. 

That is true! If you are up to impress recruiters, suit up. This indicates your seriousness in the interview. If you are interviewing with a company full of folks wearing jeans and hoodies, then have a professional dressing, to say the least. Save the bright and flashy colours for another day. For now, choose a light coloured dress with a corporate Rock star look. But also, be conscious not to over dress yourself.

Another secret to impress recruiters is through using appropriate body language. What kind of body language is necessary for an interview?! Here is how you can decode it. Hold on to your positive attitude. Be cordial with everyone you come across and be nice to everyone you interact with. Have 2-3 copies of your resume handy. Smile and give a firm handshake to your interviewer when you enter the interview room. Look into the eyes of the person with whom you are conversing. Use your hand gestures appropriately. 

Presenting yourself to the recruiter in an appropriate manner is one of the interview tips  that can exude your sheer confidence and help you get a job. 

Research, research and research!

Are you ready to stand out of the crowd and get a job in the next interview? If yes, put on your detective hat now and investigate your potential employers! Learn about the company, its values, culture, history, vision and mission, key players, clients, products and services, the insider stories and also the person interviewing you. This is how you can impress recruiters. But if you also want to create a lasting impression, study the industry trends, the employer’s market strategies and what makes the company unique altogether. This knowledge demonstrates your genuine interest in the company and will act as a premium perk when they are testing your job readiness. 

Arrive 8 minutes early

Too early and too late – Both can offer a bad impression to the employers. Arriving too soon can pressurize the company staff to abandon their other obligations and concentrate on your interview. If you arrive late, you are actually making your employer wait for you, and that is definitely not a good thing! In both cases, the candidate may be perceived as unprepared and disrespectful. 

Although it may sound like a good plan to reach the interview location at least half an hour early, walk in through the front door only 5-8 minutes prior to the scheduled interview time. Till then, wait in a nearby coffee shop or in the neighborhood. Use your waiting time wisely. Take some deep breaths and calm your mind. Repeat some affirmative statements to yourself, such as “I will get a job!” or “I will impress recruiters with my skills and knowledge” or “I am competent” or “I am intelligent”. Does it sound goofy? Who cares! It helps to be confident during the interview.

Keep your response short but brief 

Recruiters want to know about you and various other aspects of your professional life in the stipulated time. They will ask  numerous questions and analyse your answers to ensure you are job ready. But interviewers are certainly not looking for elaborated descriptive answers. They expect short and crisp responses that evince your smartness. So, Stick to it! 

The recruiters may ask questions like “Why do you want this job” or Tell me about yourself” or “Why are you changing the job?”. These questions intend to test your interest in the job role and to understand you as a person. Ferret out how you can help the company or the job with your skills and talents, and brief about it. Be ready with at least 4-5 mini-stories of your achievements at work place in Challenge-Action-Results format to use it in your answer, and prove the recruiter that you are a better fit for the job position. Without any doubts, this is the way to impress recruiters.

Tell the recruiter how you can help

When the interviewer asks “Why do you want this job?”, how many times have you given a blank stare or blurted out the obnoxious answers, such as “I need it so that I can learn a lot” or “I am looking for a full-time job opportunity” or “It is a wonderful opportunity and I would like to take it” or answered something on similar lines? Well, dear job interviewees, these answers neither answer the questions nor impress recruiters. Instead, share how you think you can utilize and apply your skills and your knowledge to the job role. 

Every answer to the interviewer’s questions should be weaved very consciously. The answers should convey how you and your services can help in the progression of the company. Assist your recruiter to envision you as a team member of the company. This sort of tailoring the answers communicate one strong message to the recruiter – You are not looking for any job, but their job! 

Show restraint

Unless you are CEO, COO, Celebrity, head of the country or holding any higher position, you may haven’t encountered conversational pitfalls. Because for a common man, an occasional misspeaking is unlikely to have any significant consequences, unless it is in an interview!

Job interview determines your suitability for the job and the company. Irrespective of how many job interview tips you have read, if you don’t know what not to say in an interview, it will surely cost your job. As a thumb rule for the interview, here are a few things which you shouldn’t talk:

  • Don’t talk about money or benefits (at least not in the first interview)
  • Don’t badmouth your previous employers (because companies don’t hire who complains). 
  • Don’t mention anything other than your career aspirations.
  • Don’t talk about taking up part-time jobs. (Employers want loyal employees who work with them for decades and more)
  • Don’t mention about taking vacation immediately. This can be a red flag to the recruiters. 

Have a set of questions for the recruiter

Interview the team which is interviewing you. This interview tip helps you impress recruiters, lets the recruiter talk about their company and their culture, and what they expect from your job role. Here is a list of questions you can ask your recruiter during the job interview:

  • How do you measure success in this particular job role?
  • What are the challenges we encounter in this job?
  • What does a typical day in this job role look like?
  • What do you expect from me in the job in the first six months or one year?
  • How do you define the company culture? Who thrives in this work environment and who doesn’t?
  • What do you like about your job? What excites you? What do you like about this company? I would like to know something about your background. 
  • What are the most significant challenges you are facing in this industry?
  • How fast is your industry/business growing?
  • What did you like the most about the person who was employed in this job position previously?
  • What makes you better than your nearest competitor?
  • What was the company’s significant achievement last year?
  • What makes people stay at your company?

Don’t agree to start immediately!

As important as it is not to badmouth your previous employees, it is vital to show your potential employers that you care about your previous role, responsibilities and employers. When the recruiter asks when you can join, don’t jump in and answer “Immediately”. This doesn’t impress recruiters. Nope. Not at all.

Employers appreciate it if they know you care about your current employer’s operations despite leaving the job and company. So, if you are currently employed, always mention the notice you need to provide, the notice period you need to serve. Your potential employers appreciate it. 

Be smart, be honest and be strategic

Since our childhood, our parents have taught Honesty is the best policy. They have educated us to be honest with friends, family, partners, and at work too. But a job interview requires a little more than honesty. It needs you to be smart, honest and strategic -all at the same time. Wondering how? Here is a list of simple interview tips to guide you. 

  • Don’t exaggerate your strengths. You will be perceived as arrogant. If you don’t know a particular skill, admit it. 
  • You indeed want to get a job, but lying about your skill level for the job is certainly not a good idea. Eventually, the truth surfaces and you will be in trouble. 
  • Don’t hesitate to talk about your weaknesses. Answer with confidence. This is one of the best interview tips to impress recruiters. But at the same time, don’t talk about the weakness unless the recruiter specifically asks for it. Otherwise, it points out your lack of self-confidence. 
  • Authenticity and humility are two characteristics that can impress recruiters and make you more likeable. 
  • Be strategic in expressing your desire to learn. In other words, don’t be dishonest. 
  • Mention clearly about what action you have taken to overcome your weaknesses. Accentuate the positives

Send out thank you mail

In a high-tech and deep-tech world where you can search the jobs within your fingertips and interview for jobs sitting at the comfort of your home, something as mundane and low-tech as sending a thank-you email after the interview may sound downright antiquated. You may even question the fundamental purpose of sending out a thank you mail. But remember, Showing gratitude and saying Thank you is a simple sign of respect. 

Do you know, 57 per cent of job candidates don’t send thank-you notes or emails to the potential employer? Considering this fact, if you take an extra step and send out a well-crafted thank you email within a day or two, it may set you apart considerably in the employers’ eyes. This may even give you an edge to get a job. 

Here is how you can write the thank-you mail: Write about how glad you were to attend the interview in their reputed company. Pick out the important points from the meeting such as a piece of new information you learned or a conversation topic or a particular skill, and elaborate on that. Through this mail, you can also remind the recruiter why you consider yourself as the best candidate for the role. To know more about this interview tip, refer “How to write a job interview thank you letter?

Interviewing for various companies and not getting any responses can be tedious. But with these interview tips, you can certainly impress recruiters and persuade them you are the best candidate for the job role. So, use these tips appropriately. Practice, prepare, give your best and go, get a job now! And let us know in the comments how these tips helped!

Tips to become a better sales manager

A huge achievement and a ton of experiences may create the illusion of being the best sales manager but it is not true at all. Economics says that nothing is stationary, either you upgrade or downgrade. So in any field, everyone has something to work on and get improvements. The sales field is one of the fastest fields where anyone can improve each moment. 

Great sales leaders are incredibly successful for not only their innate skill but also because they are quite aware of their weaknesses and devote time and energy to constantly learning and improving themselves. As a sales manager, one should learn exactly where it needs to make changes to himself, his team and his sales culture in order to develop and grow the business.

Here are some ways to improve as a sales manager, becoming the best version of yourself and leading your team to success.

Transparency and welcoming new ideas 

Transparency is sometimes undervalued by leadership, but it can have a huge impact on overall sales culture. As a manager, you should be open about your team’s goals, struggles, and any changes you make to the sales organization. You should accept your limitations and acknowledge new innovative ideas from the juniors. This will make every member of your team feel like they’re a part of the decision-making process and eliminate rumors and miscommunication across the board. The advantages to this kind of creativity are many – by opening up to other people’s ideas, you increase the brainpower on your team.

Competition and success

Salespersons always appreciate competition and they want to become the most valuable sales rep by selling the most. Even though you want your team to be tight-knit and work well together, healthy competition is an integral part of sales. Great sales managers are driven by the numbers and know their sales rep’s activity levels, win/loss rates, sales pipeline, and much more. Use sales metrics strategically, and you’ll be able to understand how to drive sales success more consistently. If you’re only measuring the deals and dollars your team closes, that’s not enough to truly define success. You need to track many different sales metrics in order to effectively analyze your team’s progress from month to month and find areas for improvement.

Be flexible and admit your mistakes

As a sales manager, you have to be willing to test everything from your company’s value proposition to your ideal customer profile, to an effective sales call cadence. Great leaders are able to be flexible and implement change quickly and effectively, all according to the numbers and not their subjective opinions. Sometimes, you will be wrong, and your team of sales reps should be able to respectfully disagree with you without fear or discomfort. This means you have to be comfortable admitting when you make mistakes, and understand that it’s not the end of the world. The best leaders are OK with failure because it just means that you’re trying new things and taking risks. If your idea doesn’t pan out, you need to be comfortable admitting the mistake and learning from it.


5 possible questions any job seeker might be asked in India in interviews- Interview tips

If you are in India and you are in the age group of 20-30, then you know how much demanding is the Indian market in terms of getting a job. Getting a decent job and moreover, a preferred job is kind of a fortune here. No doubt that you need to keep yourself prepared at every instant. As it is said that “Every success story begins when a prepared-you matches the opportunity”. So you might link your failure being unlucky sometimes but if you retrospect closely, you might see that you were not prepared efficiently. There was someone else who was more prepared than you and hence overcome the opportunity. While you are doing your best to win over your weakness, we will help you get a step closer to your dream. We are going to focus on 5 questions that are vital from the interview point of view. One thing to keep in mind that an interviewer wants to know you as a person first and then he will look at your skill sets. You will be playing safe if you are prepared in the areas where candidates tend to fumble the most. So let’s discuss a few questions.

  1. Tell me about yourself: You will find it the most repetitive and clichéd question to be asked in an interview. This being said, just remember that the way you answer this question defines a lot about you and how much you know yourself. If it is done well, then you have already created an impression of worthiness. So you realize that this is an important factor. What should you do? Prepare an answer well before your interview. Know the things that you are going to speak about are. Most importantly, rehearse saying it many times in front of the mirror so that you don’t fumble in the final day and you seem confident. You can check out a few videos on YouTube the way they are presenting themselves and accordingly you improvise your presentation over the time with constant practicing.
  2. Why are you interested in this job or position or this company? – This a very much expected question because it defines how much are you interested in the job or joining the company. To answer this properly, you need to do some background checks of the company and the job profile. For a company- You are supposed to know the key persons in the company, the clients, the products of the company, recent awards won by it or its key personals, its values, years of service etc. For the job profile- you can do your research in google or contact any person holding the position to get some real idea about the responsibilities. You should be able to point out something which will work for you as well and you present it in that way.
  3. What distinguishes you from others? – This can other way be asked as ‘why should we select you?’ – Try to frame it in this way. Put your career goals. And let him know how this job will help you to get in there. So you are going to give your best. If you have prior experience, you can mention that with experience and skills you will be the best fit for the position. You will add great value to the team by being a perfect team player.
  4. What do you think of your strengths and weaknesses? – Here just keep a note that your strengths and weakness should be in regard with you Job. It should not be something which does not have any relation to a professional environment. Or you should be able to relate them to the workplace. Prepare beforehand what you need to say and keep examples to showcase that.
  5. Where do you see yourself in 5 years? – This is another important question. Some good amount of research is required to answer this. Don’t talk about a particular position that you envisage to see yourself in. Rather talk about the skills, responsibilities and leadership roles that you wish to get into.
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6 effective ways to improve retail selling

If you are a small business person in the retail industry or a store manager looking to meet the month’s quota, knowledge of efficient retail selling is a must. Even experienced professionals in reputed companies make many mistakes when it comes to retail. To achieve customer maximization, you should always be on your toe-tips and have a keen eye towards what your customers find interesting and it’s not an easy task. However, just remembering a few simple methods may go a long way towards reaching your objectives. Here, is a practical guide to improving retail sales. You’d be surprised to find out how even the simplest of techniques can increase your retail sales by as much as 40-50% or even more. 

Promotions/ Offers

To maximize your profits via sales promotions, purchase of high-margin products is always a brilliant idea; however, older products that need to be sold will suffice, if it’s a last minute strategy. It is a mutually beneficial solution, where, your customers feel that the deal is so much better. This will also keep them loyal to your store. Some examples of these offers are:

  • Buy 1 get 1 free
  • Flat 50% off sale
  • Up to 50% off sale

Window displays  to promote new products

Window displays serve as the first impression of your store. Therefore, effort must be invested to keep your display clean and interesting. Do show off your new products on the mannequins, it’s a great way of promoting them. Change the displays from time to time, preferably once a week or so. Prices should also be displayed clearly, because potential customers may often shy away from the fact that once they get inside the store to ask the price of a certain product, and it turns out to be expensive, it will leave them embarrassed.

Shuffle your stocks

This strategy serves well for regular customers who are already aware where your products are kept. Just changing the location of certain products will add an element of novelty to them and help to get them off their shelves.

Utilize the impulse factor

Customers often purchase products on their way out. Supermarkets utilize this impulse factor and stock up their tills. Some such products may include deodorants, handkerchiefs, chocolates and cookies. This may vary from store to store. It is your job to determine which products best fit the ‘impulse buy’ description.

What compliments a particular product

While selling a certain product, you need to find out what other product may go with it. This is called cross-selling. For example, fries go with burgers, a moisturizer may complement a face cream, and a shoe-polish works well with formal shoes.

Staff training and involvement

Last but not the least, staff training is a very important factor. Your staff may not know as much about the products or they may not be so passionate towards selling them, since, they get paid either way. Although, a sales course may be a relevant advice, you may also involve them in your strategies, and reward them when they perform well. This helps to keep them interested and passionate towards their work.

Now these were some key strategies. Apart from these, you may advertise on social media or send monthly updates to your customers via email. A proper advertisement of your store and products may work wonders. You may also arrange quarterly training sessions from your suppliers. These little things will enable you to get that edge over your competitor’s.  Happy retail selling!

How to become better at your Telemarketing job?

A Telemarketer manages orders for merchandise or services by identifying prospects; calling customers; persuading customers to buy services. The roles and responsibilities of a Telemarketer include:

  • Identifying prospects by reading telephone and zip code directories, other prepared listings.
  • Calling prospective customers by operating telephone, automatic dialing systems, and other telecommunications technologies
  • Influencing customers to buy services and merchandise with a prepared sales talk to give service/ product information as well as price quotations
  • Completing orders by recording names, addresses, and purchases; and referring orders for filling
  • Securing information by completing database backups
  • Maintaining operations by following policies and procedures; reporting needed changes.
  • Contributing to team effort by accomplishing related results as required

Here are few methodologies to help Telemarketers to enhance their productivity and overcome the challenges they face in their profession, with a view of being a sad and boring desk job. To understand more about the importance of telemarketing in the sales of a firm, visit Mintly. Its increasing capacity to help in sales and ultimately, generating revenue has started to grow.

Have a Plan

Preparation is everything, especially where data is concerned as bad data can derail telemarketing. Pre-call planning should encompass identifying and refining the target market. This refers to building a list of decision-maker job roles in the right locations, with the right size of business and sectors with which you can trade profitably and, ideally, where you can showcase instances of your previous success. Before you begin, identify your objective for the exercise, whether it’s collecting e-mail addresses, talking to a decision-maker, etc. either for smaller and medium-sized companies or large organizations.

Have a Script

Once you have your objective in mind, create a small script(s) that will help you achieve your goal. The script is your guide to conduct the first part of your call.  It is important to understand and memorize the key points of the script provided to you by your employer. Become familiar enough with it so you need to refer minimally. Modify the script by customizing portions to match your personality as well as your prospects. It doesn’t have to be followed perfectly, it’s just there to remind you what you want to say when you get stuck.

Know Your Customers

Before calling a prospective client, make sure you know how to pronounce the person’s name correctly. If you’re unsure, check with a peer or supervisor, or research the proper pronunciation online. It leaves a bad impression if you are not able to pronounce the name correctly. Send timely information when requested including appointment confirmations.

Provide a Training

There are so many components that go into making effective cold calls and, the right training can significantly enhance the likelihood of success. Begin each shift with a positive attitude and try your best to maintain that attitude throughout the day, even if you get discouraged by the repetitive, monotonous job. If prospects notice a negative tone in your voice, they will lose interest faster. Understand why you’re calling before you call: to the sales prospect it’s all about resolving their issues and gaining key benefits, NOT about your products and services. Work out what will provide value and offer them something useful by putting yourself in their shoes. Then put your message across enthusiastically.

Plan a Call

Plan a call structure that is like a good story, that has an attention-grabbing start, a compelling middle and a great ending. Plan your calls — Know your products, market, competitors, pitch and the issues your company resolves or the opportunities your company creates. Begin your calls strong and maintain that strength throughout the duration of your call. If you start with a lot of energy and enthusiasm, and the call lasts longer than you anticipated, the prospect will recognize that you have moved away from your script and are flying solo.

Get agreement from your prospect to call them back at a later date. Make your follow up calls on time and keep doing so until you know where you stand. Make enough calls to make the ratios work in your favor, but set realistic targets. A good rule of thumb for B2B telemarketing is 100 calls per 7-hour day. If it’s voicemail city, then you should be up in the 140 calls/day bracket. It also enables you to build your warm call-backs and this becomes your sales pipeline. A good percentage of your calls, every day, will be call-backs at times when the prospect is either expecting your call or when contracts are due for renewal. The momentum you build as you go along paves the way for future results.

Have a Conversation

The person on the other end may have questions for you. You should be prepared to talk through any issues or concerns they have. Effective telemarketers sound comfortable and relaxed. They use natural language rather than over-rehearsed lines because prospects don’t respond to scripted calls. Sound professional on the phone with a good speaking voice, pace, and tone. Soften your initial approach to sound more genuinely interested and to have a much better flow in conversation. It’s also important that you display confidence in your subject matter and interest in your interaction until the call ends. 

Expertise yourself with Practice

Practice reciting your script or making mock phone calls frequently, whether you’re just starting out or have been on the job recently. In fact, practice your phone calls with a family member/ friend. More than likely, that person will help you relax and speak with more confidence. During these exercises, take note of your tone and energy so you can carry both of those things into your calls with prospects.

Closely study all of the features and benefits of the product or service you’re offering. The prospect may ask questions, and your ability to articulate your answers to those questions can decide whether you are making or losing the sale. Make sure to have all the answers available at any given moment to avoid any risk of losing the prospect. Good systems combined with good data enhance call efficiency.

Overcome the Objections

You need to build some resilience to rejection as it will be a task that becomes increasingly daunting. One must learn to deal with rude responses and move on to the next potential opportunity. Bring some empathy. Let it go, thank the person for taking the time and try again another day. The next prospect has no idea what happened on your last call. So, brush yourself down and start afresh. The best telemarketers probably received the most No’s and they certainly learn to embrace objections. Thus, telemarketing requires a lot of persistence and patience to produce good results.

Handle the Gatekeeper

Company receptionists are often taught to avoid putting calls through to managers or directors and to refuse to give out information over the phone. Here are two strategies for handling the gatekeeper:

  • Call before the company is officially open or half an hour after it officially closes as many receptionists only keep the official working hours of the company, but many managers and staff work earlier and later than these hours.
  • Call a company and ask to speak to somebody on their helpdesk. Helpdesk staff isn’t trained to keep gates closed, and they’re often only too happy to be helpful.

Tie Everything to Incentive

Some great incentives for telesales people are shift preferences, vacation approvals or parties. Having an incentive scheme is a great way to consistently recognize hard work, and spreading that feeling of appreciation would improve morale and productivity. Encourage them to be proud of their stats and engage the other teams in a playful manner. The productivity boost you get from the teams striving to attain their goals works particularly well in outbound telesales. Rewarding surprise short-term incentives daily/ weekly make an immediate positive impact on morale, as experiences help to create positive memories that are associated with the workplace.

Measure the Right Feedback

Giving your sales team appropriate, motivational targets is an obvious way to boost productivity. The correct metric-based targets are not the easiest to measure and you should only measure the thing that will be reviewed, analyzed and acted on. Finally, it can be valuable to look for and then act on trends rather than one-offs. Encouraging advisors to establish their preferred work schedule has been shown to improve employee morale, increase employee and customer satisfaction, and improve key operational metrics in the call center. Therefore, telesales people should have a way to communicate their preferred work times without prior consent, available times with prior consent, and unavailable times.

If you begin to notice a pattern in the types of questions prospects ask or in their concerns/ objections expressed, note those observations. Later, share them with your telemarketing peers or supervisor so you can work together to find an effective solution for future calls. Asking good questions is such an underrated skill in sales but so vital. The top salespeople diagnose rather than a pitch by utilizing a blend of open and closed questions to demonstrate interest, to yield the information needed, to ensure that the prospect speaks more than them in order to lead them towards further discussion that might convert into a sales opportunity.

Increase Team Contact

To improve the productivity of the workforce, implement a positive strategy of staff engagement. It is developed to optimize the amount of time invested in the employees and the use of leading-edge workforce management technology to increase significantly the team contact with the staff. As a result, one would benefit from enhanced productivity in terms of schedule adherence, conformance, and improvements in employee engagement and customer satisfaction. Internal communication is key in a productive telesales or telemarketing environment. So, make sure teams and individuals have the latest updates on targets and deadlines, and information about deals, so everyone is focused on the same results.

Involving the telesales team in improving productivity can be highly beneficial, as they know better than anybody else is on that job on a day-to-day basis. Salespeople are more aware of the problems, about the system’s performance, and the disjointed processes. Thus, the involvement of the telesales team in realigning processes or mapping out new procedures to improve productivity is essential.

Why grooming is important for sales professionals and how to improve it

Why grooming is important for sales professionals and how to improve it

Although it’s very common to say that looks don’t matter in a sales job and you shouldn’t judge anyone with their looks, the reality is that looks does matter. Now we are not talking about physical beauty or the very concept of being beautiful or handsome but we are talking here about a general appearance of people. Whether we like it or not, the human mind makes decisions whether they can trust someone in a split of a second and generally they make this decision by judging the appearance of a person. On your first encounter with another person, you must come across someone who can be trust worthy, dependable and has the best interest of the other person.

There are some reasons why you should care about your looks. The following points will reinforce the point put forward:

If you’re attractive, people assume you have other positive traits as well.

Due to an effect called the Halo effect, people tend to make positive assumptions about someone based on some other positive points. In this case, a good appearance can make people automatically assume that the person will have some other positive traits. We all can agree how useful it will be in an interview.

Based on your facial features, people make an assumption about your leadership skills

Masculine faces, characterized by features such as a squared face, strong jawline, pronounced eyebrows, and thin eyes and lips—are typically judged as more dominant. Dominant-looking individuals are more likely to be judged as leaders, but they’re also rated as appearing less trustworthy. n the other hand, stereotypical “feminine” features such as a round face, big eyes, small eyebrows, and full lips—tend to cue associations of trustworthiness.

The Right Clothes Can Increase Your Chances of Being Promoted

According to a survey by OfficeTeam, 80% of executives say an employee’s clothing choices will affect his or her chances of earning a promotion. Dressing right for the type of organisation you work for can increase your chances of getting promoted. Different organisation have different dressing standards. Wearing jeans and t-shirt with a quirky quote may work in a start up with a hippy culture but is a strict no no in a management consulting company or a bank for that matter.

Now coming to the topic of why grooming is important for salespersons. Let us understand the anatomy of a salespersons job. A salesperson is trying to sell products or services that his or her company makes to another company, group or individual. They are asking someone to willingly part with their money and buy the product/ service. One would only buy from a salesperson if he or she appears trustworthy, reliable, and can cultivate a relationship with the buyer. The product performance or service guarantee comes later. The initial thought that goes through a buyer is that whether or not the buyer’s best interest is with the sales person. We have just now established that people make split second judgement about whether they can trust you or not based on your appearance. Truth be told, you cannot do much about your face or your height etc. But you can certainly do something about the way you dress, the way you style your hair, the accessories you wear etc. The goal is to look trustworthy to the buyer. But don’t just fool them with your appearance. You should actually have the best interest of the buyer if you want to do repeat business with them.

A sales executive is often the first point of contact between an organization and a prospective customer

The good impression that the sales staff creates in the mind of the prospective customer in his first meeting often paves the way for subsequent meetings and future sales. The first impression, therefore, is very crucial. One needs to ensure that the sales person is well groomed to leave a positive impression in the prospects’ mind. Grooming involves not just the physical appearance but also the other finer personality traits like body language, mannerisms and etiquette. In today’s competitive business scenario, managers and business owners cannot afford to overlook the grooming of their sales personnel. Here, are a few compelling reasons why a business owner or entrepreneur should pay attention to see if his sales force is well groomed or not.

Helps in creating a good first impression

A sales person has to look presentable. If a customer is not pleased with the way a sales person looks, he may not connect with the person. In the case of a retail store, the customer entering the store may not walk up to the sales person. In other cases, the customer may not like to continue his interaction with the staff and may cut the meeting short. Personal appearance is the first puller. People judge others by their external appearance. A person?s clothes, at least to a certain extent, reveal his personality and character.

Increases the likeability factor of the staff

No customer would like to deal with a staff member who does not have a professional body language and lacks polite manners and good etiquette. A well-mannered and well-behaved sales person always leaves a positive impression of himself and is often sought after by customers. He can better handle tricky situations and difficult customers. Body language, which includes facial expressions, gestures and postures, conveys a lot about the staff and his credibility. He, should, therefore, be careful not to convey anything undesirable to the prospect unknowingly. A proper grooming session for the sales people can ensure that they are properly trained and made aware of all these essential points.

Builds brand Image

How the staff presents himself on the job not only impacts his own success but also reflects on the whole organization and affects its good reputation. A shabbily dressed or untidy staff can ruin the reputation of the whole organization. On the contrary, a well-dressed and well-groomed salesman executes confidence and reflects a professional attitude, not only of himself but also the company he represents. It contributes to building trustworthiness and respect for the company and the brand.

Makes the sales people more confident

Good grooming habits are also essential for the confidence level of the staff personnel. Good grooming makes the staff more attractive thereby boosting their own confidence. Needless to say, a sales person with high confidence can contribute better to increasing the sales of the company.

Now we will discuss about how a company can improve the overall grooming of their sales staff or how you as a salesperson can groom yourself better.

Make personal grooming a part of their training program

All companies provide some sort of training to their sales force and this mostly includes technical training to help the sales force to know about the company, the product or  services they sell, about their customers etc. But it is important for companies to also include personal grooming sessions for their sales force. I am not talking about just a soft skills session which covers topics like communication, body language etc. Here I am suggesting broader soft skills by including how to dress appropriately, how to keep your hairs and beard, how to groom your overall personality, how to approach and talk with the customers, how to eat when dining out with your clients etc. These training will provide an overall grooming mind-set to the salesforce.

Make such trainings periodic

A one off training will not be sufficient for your sales force to improve their overall grooming standards. It is important to have such periodic trainings and also take feedback from the sales force about these trainings. Grooming standards change and so should the trainings for these. The trainings must be industry relevant.

Make grooming accountable

Shabby, ill dressed, bad mannered sales force should be checked. A sales force is the fist point of contact for a company to its customer. One cannot afford to leave a shabby experience for the customer in today’s competitive business world. They need to find out the best groomed sales persons among their sales force and reward them appropriately. It is important here to use positive reinforcement to develop the habit of self-grooming rather than negative reinforcement. Sales personnel should not be punished for not maintaining grooming standards but rather those who maintain and excel in grooming should be rewarded appropriately. Your sales force should see grooming as a way to advance in their career and not as a deterrent to keep their jobs in place. Having a growth mind-set towards grooming will benefit both the sales force and the company.

Now that we have established that grooming is important and companies should pay attention to grooming their salesforce and making them accountable for their grooming standards, let us now understand how you as an individual can groom yourself better and appear more professional

Dress appropriately

You need to dress according to the people you are going to meet. If you are meeting top executives, a suit with a tie is a must. Make sure you have a professional haircut and no visible tattoos on your body. Tattoos on your wrist will not be a big problem. If you are pitching to a new age startup, you can dress up in smart casuals or business casuals and appear more hip. Its more about grooming according to the clients you are likely to encounter.

Here is an interesting video of dressing like Harvey Spectre, who is a character in a TV series called Suits and is widely admired for his impeccable dressing sense: Harvey Specter Style

For women, here is a video that will give you the basics of dressing up for work: 10 WORKWEAR ESSENTIALS Every Woman Needs to Own

Watch how you eat

You eating tells a lot about you. Meeting top executives usually involves dinner or a lunch. It is important to remember all those fine dining etiquettes about how to eat with a spoon, how to chew and how to tip the waiter. In a sales meeting, you are representing your company and you will be judged continuously especially if it is a new client. Here is a link to a video that I found interesting: Basic Dining Etiquette. You can find similar videos and learn about the same sitting at your home. Practise it at your home to perfect it!

Improve your communication skills

Your communication is as much about grooming as your physical appearance is. A well-groomed person with poor communication skills is as good as a pizza without cheese. No one likes it. In your training sessions, you will be given communication lessons and theories and we all know how boring it gets. It is on the individual level how they take forward what they learnt in those trainings. Communicate with your fellow sales colleagues or with yourself. Watch videos of famous orators on YouTube.  Here is a one which I find will help those who want to improve their communication skills: How to speak so that people want to listen.

Looking good isn’t self important, its self-respect.

Studies have found that a person’s credibility, professionalism, intelligence and sophistication levels are judged solely from his or her personal appearance. However much one may ignore the fact still remains that a person’s appearance does influence the opinions of people around him. Of course, looks and personality are not the only factors which contribute to a sales person’s success. Knowledge is crucial for a sales job but more only knowledge is not sufficient. You need to match it up with your grooming skills too. Nevertheless, they play a crucial role in pushing up sales.

Owners and managers need to educate their sales people about the importance of grooming and how it can impact not only their own careers but also the growth of the company. A company’s responsibility does not end with providing uniforms for their sales people. Companies should lay down grooming policies so that the staff members know what is expected from them. Companies and organizations must also make sure that the staff, especially those in the sales department, knows how a professional body language, polite manners and good etiquette can be used to win over customers.

If you are interested in learning more sales job openings, check here at Mintly

How to Write a Resignation Letter?

Resignation, the term is quite stressful for both the employer and employees, along with the organization. There are a lot of questions in the mind of all, which aren’t addressed clearly face to face. A resignation letter is a form of courtesy an employee shows to their hirers in a firm before bidding goodbye to the work. Follow these steps so that you leave your job on the best note possible.

What is Resignation?
Resignation is an act of leaving your job. It expresses your intention to leave the company you currently work for. It is a whole process where-in one must follow these steps to leave the firm leaving behind a positive footprint of one’s identity and save the relationships for the long tenure. A Resignation Letter is a formal statement of your intention to leave a job or position.

  • Submit Your Resignation on the website/ online portal of the firm
  • Inform Your Boss/ Manager/ HR
  • Work effectively during the Notice period, usually for 1-3 months in many of the firms
  • Check on Eligibility for Employee Benefits and Health Insurance
  • Check on Unused Vacation and Sick Pay
  • Check on your Payslips and pending Payments
  • During the Notice period, finish off the assigned task. Try not to leave behind any incomplete task
  • Complete all the formalities before the last day, to preserve the last day for your friends, colleagues to bid off goodbye
  • Schedule Your Last Working Day effectively
  • Write a formal Resignation Letter and mail to the designated people
  • Get References for future
  • Collect Leaving/ Relieving Certificate and Work-Experience Certificate, required for future jobs

It’s usually better to resign in person, and then follow up with a formal resignation letter. A resignation letter officially gives notice to your boss that you’re leaving the job and someone else will need to be hired to replace you and take on your responsibilities beforehand. Writing a resignation letter looks professional. It will ease the transition over the notice period at the job and will also help you maintain a positive relationship with your employer even after you are no longer with the company. Being proactive, having a resignation letter drafted and ready to go will also be an added advantage. It would make you feel a little more organized and confident about the process, for going ahead in the career.

Let us look at how to write a professional Resignation Letter.

  • Your resignation letter should be brief, including only relevant and helpful information. It should be straightforward, precise and concise up to the mark. There is no need for an epic prologue or lengthy explanations.
  • Your message should include information on when you are leaving. Your resignation letter will be included in your employment file and could be shared with potential future employers; therefore, it should be professional and polite.
  • If you’ve decided to move on, there’s no point in criticizing your employer or your job at this point in leaving. Therefore, avoid including anything negative or disparaging about the company, your supervisor, your co-workers, or your subordinates.
  • Avoid any sort of apologetic language and starting sentences with “Unfortunately…” or “I’m so sorry, but…”, etc. You aren’t the first person to leave a job, and you certainly won’t be the last. And, ultimately, business is business—you have nothing to be sorry for.

Here are some things to consider when formatting your letter:

  • A statement of intent that you will be leaving your job
  • Name of your office staff position
  • Date of your last day on the job
  • Gratitude to your employer for hiring you
  • A highlight of your time there (optional)
  • An offer to train your replacement
  • Well wishes for the future of the company
  • Your contact info
  • Best resignation letter sample

Length: Most resignation letters are no more than one typed page, short and crisp.
Font and Size: Use a traditional font type such as Times New Roman, Arial, or Calibri. The ideal font size should be between 10 and 12 points.
Format: A resignation letter should be single-spaced with a space between each paragraph. Use 1″ margins and align your text to the left.
Accuracy: Edit your resignation letter before mailing it. Also, check for grammatical mistakes. Also, You can seek advice from a career counselor or a colleague/ friend to proofread.

Below is a professional Resignation Letter Template:-

Your Name
Current Job Title
Current Organization
City, State, Zip Code
Your Email
Date of Resignation

Header: A resignation letter should begin with both you and the employer’s contact information: name, title, company name, address, phone number, email, followed by the date. If this is an email rather than an actual letter, include your contact information at the end of the letter, after your signature.

Salutation: Address the resignation letter to your manager. Use the formal title “Dear Mr./Mrs./Dr.”.

Paragraph 1: Express your Identity
Begin your letter by stating your position, and the company. It is important to include the identity as it is an official termination. Immediately, follow this information with a simple statement of your resignation. Mention in brief the reason for your resignation, be it higher studies, a new job, or a better opportunity in terms of the career like better payscale, promoted designation, etc. This is optional to mention as one can have their personal reasons also for quitting the job, but the more transparent you are, the higher is the trust that develops between you and your employer. He/ She would be glad to know that you have expressed the truth and would support heartedly for your decision. Also, provide an end date in the first body paragraph since that’s one of the first questions your employer might want to know.

Paragraph 2: Reflect on your Journey with this organization
Take the time to consider how you’ve developed or grown during your tenure within the firm. Express your most appreciated time at the company. If you had a particularly good experience, you add a bit more detail about what you appreciated about the job (the people you worked with, the projects you worked on). Be as specific as possible while writing about the company providing professional development opportunities and a fostered and supportive atmosphere for one to learn. It’s a decent way to thank your employer for the time and resources you have been using to support your career growth.

Paragraph 3: Outline your Workload
As an optional follow-up paragraph, briefly review the work you’ll be surrendering when you officially leave the company. Include the details of your roles and responsibilities in the firm, specific to your team and project. Although it is technically your manager’s responsibility to pick this work up and determine how it will continue, it’s helpful to list all the projects and tasks you’ve been in charge of to make the transition even easier on the company in the interim. This is essential if you managed any direct reports or collaborated with other departments.

Paragraph 4: Offer to assist in the Transition
Mention your willingness to make the transition easier. You should mention your earnest will to help train your replacement, and ensure all the reports are updated. It’s impressive if you include specific details regarding how you can help. No matter how seamless you attempt to make things, the transition that comes after losing an employee is never easy for a company. So, if you want to leave on really great terms, discuss what you’ll do to ease the transition toward the end of your letter.
Whether you’re willing to come back to help train your replacement or plan to create processes and procedures for the tasks your position is responsible for, detail what you’ll do to help in your absence. It is optional but it helps in building a good relationship with your employers and colleagues for the long-term, leaving behind a positive impression.

Paragraph 5: Show Gratitude for the firm and colleagues
Thank your manager for the opportunity to work for the company. Regardless of whether you loved your job or hated it, there’s no denying that it played a role in your professional development in your career ladder. Thus, you can express your gratitude for the opportunity, the help and the support of all colleagues, leads, managers, and HR. This is also a great way to not only share your appreciation for the time you stayed with the firm during your employment but also to leave behind a good reputation of yourself. So, be polite and gracious in your tone.

Paragraph 6: Build long-term Relationship
If you truly want to keep in touch with your old employer or use him/ her as a resource, leaving a contact number and personal mail-id is a smart addition. Networking has become a critical aspect of the development and career growth of an individual. Thus, leaving on a good note and maintaining good ties with the employers of the current firm would be an added advantage in the future, as it is rightly said: “The world is small”. You can also request a letter of reference from your manager for the future, be it higher studies or change of the job.

Close: Use a kind but formal signoff, such as “Sincerely” or “Yours Sincerely.”
Signature: End with your handwritten signature followed by your typed name. If this is an email, simply include your typed name, followed by your contact information (phone number or email id).

One can also befriend their colleagues and managers on LinkedIn and other professional social media, as everyone is quite tech-savvy and has a profile on these media. There are many ways of staying in contact, either via a Whatsapp Group of your team or project members or through E-email.

Sample Format

Dear [Your Boss’ Name],

Please accept this letter as formal notification that I am resigning from my position as [position title] with [Company Name]. My last day will be [your last day—usually two weeks from the date you give notice].
Thank you so much for the opportunity to work in this position for the past [amount of time you’ve been in the role]. I’ve greatly enjoyed and appreciated the opportunities I’ve had to [a few of your favorite job responsibilities], and I’ve learned [a few specific things you’ve learned on the job], all of which I will take with me throughout my career.
During my last two weeks, I’ll do everything possible to wrap up my duties and train other team members. Please let me know if there’s anything else I can do to aid during the transition.
I wish the company continued success, and I hope to stay in touch in the future.

[Your Name]

There are various websites that help employees in writing professional resignation letters like,, etc. Quitting your job is always a tough decision. But, now you can take the worry of drafting a resignation letter off your plate. With the available formats of writing a Resignation Letter on various sites and also the guidelines for Dos and Dont’s, stress a little less about writing one!

Sales Lessons from Jordan Belfort

5 Sales Lessons from Jordan Belfort



After I was done watching the Wolf of Wall Street, I was a little perplexed. How did Jordan Belfort manage to convince so many of his credulous clients into taking his offers? How he could manage to fool so many people for such a long time. He must be a hell of a salesman to pull something like this off!

Jordan Belfort?s life of avarice has plenty of takeaways. He was a pertinacious salesman who would not take ?no? for an answer and always managed to successfully convince his credulous clients or potential clients with his usual blarney to invest their money in doomed stocks. Belfort walked away with huge commissions whereas his clients lost millions of dollars.  In a 1991 issue of Forbes magazine, staff writer Roula Khalaf called him a ?twisted Robin Hood who takes from the rich and gives to himself and his merry band of brokers.? He was later indicted for securities fraud and money laundering and sentenced to 22 months in prison. He came out a reformed man, working as a self-proclaimed business consultant. Belfort actually has lots of valuable experience to impart on sales and marketing.


Sales Lessons from Belfort

Right from the beginning of his career as a stockbroker to the recent one as a motivator and business consultant, there is one thing Belfort displayed profoundly- his innate ability to sell. Be it an idea, a stock or himself, he could sell them all. Despite his rapacious nature, there are some lessons I learned from him, some very useful ones in sales!


Lesson number one: Identify Needs

In the movie, there is a scene where Jordan asks this question to his friends whom he was trying to recruit into his company. After some failed attempts, one friend took the pen from Jordan and then asked him to write his name on a napkin. He didn?t have any pen and that?s how that friend made the sale. This is the takeaway from the scene. As a salesperson, we need to first identify the needs and create a sense of urgency in order to make a sale.  One a need is established, selling becomes very easy.


Lesson number two: Never stop trying

Whenever Belfort could sense a need, he would jump to make a sale. He would try and try and try harder till the person on the phone was convinced.  Although pushing too much is not always a good idea, nonetheless, it is essential to do so in sales. It is important to convince people and continue selling.


Lesson number three: Motivating your sales team

Anyone would be amazed by the manner in which Belfort motivated his team. Yes, it was beyond ridiculous and you must not take that approach! We need to create a competitive and highly energized atmosphere and offer incentives to the top salesman. Offering incentives to the one who tried the hardest is the best approach, as the number of no?s increase the chances of a yes. Belfort used to set high standards of expectations and created an atmosphere that motivated his sales team to give their best.


Lesson number four: Training is important

Sales training is very important. Belfort managed to turn his good for nothing friends into suave salesmen. He used a smart technique in order to do so. He hired the right people- who had the desire and the hunger to become the best salesman or saleswoman and then nurtured them to ensure they became the same.


Lesson number five: Overcome adversity

Belfort had a knack for overcoming adversity. Belfort came from nothing and overcame whatever difficulties he faced. His initial meat selling company failed, he lost his first job as a stock broker but nonetheless continued his relentless pursuit of hitting it big. He didn?t get discouraged easily. After coming out of prison, he was always and will always be looked at with disdain and hate. He didn?t let that get to him and now works as a motivational speaker and teaches people his persuasion techniques to help other salesman and business owners.


One can always take some positives out of a negative situation. From the life of Belfort, I took out these five valuable sales lessons which will be beneficial to us all.

Best jobs in India 20202

What are the best Jobs in India in 2020

Coming to 2020, the year has brought a tremendous change in the Job descriptions or roles offered in various sectors. Also, some of the emerging sectors are IT (Technology), Retail, FinTechs, Digital Marketing with an enormous opportunity opening for employees. Mintly helps in recruitment and related queries in these rising job profiles as listed below:


For MBA graduates, a variety of firms specifically in the FMCG sector recruit in the Retail industry for varying job profiles, as:

  • Sales Associate: The job description of a sales associate is to sell the store’s products or services by going the extra mile to maintain excellent customer service and relationship between the store and the customers.
  • Store Manager: This responsibility involves handling everything at once, running the entire store and manage everything.
  • Advertising & Marketing Manager: It involves preparing a creative marketing plan for the promotions of the store’s products or firm’s services, essential for bringing traffic into the stores. One needs to assist with advertising strategies to drive potential customers to the store’s physical location as well as the website.
  • Inventory Manager and Retail Warehouse Worker: If you’re highly detail-oriented, whip out those organizational skills and keep track of the items sold and unsold; managing the inventory including raw materials, work-in-progress and finished products along with the allocated budget for each of them. Similar to a stocker position, a retail warehouse worker is responsible for packing and shipping stock that is to be sold in stores. One must do quick checks on merchandise for defects that may have been previously overlooked.
  • Social Media Manager: Show off your marketing skills through effective branding and advertising on the latest social media in trends and help spread the word about the firm, its products or services through the latest social media sites.
  • Customer Service Representative: This job will help you develop a talent for dealing with even the most difficult customers, networking with the leads and converting them into potential customers, retargeting them once they become an existing customer. This would involve long-term strong customer relationship development.
  • Social Media Manager: Show off your marketing skills through effective branding and advertising on the latest social media in trends and help spread the word about the firm, its products or services through the latest social media sites.

Here are some of the exciting careers that are available in this sector:

  • Blockchain Developer: With the soaring demand for blockchain talent, and good salaries to back it; the ratio of demand for job openings is 10:1, with 10 representing the positions that need to be filled and one representing the blockchain developer that is applying for the position. Nick Szabo, the developer who coined “smart contracts”, finds that there is a very high “dollar-to-knowledge” ratio in the blockchain space with capital greatly exceeding talent. The freelance talent marketplace saw the demand for blockchain experts climbing to the fastest-growing skill out of more than 5,000 skills in terms of freelancer billings. These skills include Hyperledger Fabric, which is modularity and scalability to support changing business rules; Ripple, a payment protocol for distributed payments, exchanges and remittances; and Solidity, a blockchain platform allowing smart contract development on the Ethereum network.
  • App Developers: Mobile application developers continue to be in high demand, the ones who are fluent in more than one programming language, such as Java, HTML5, Objective-C, C++, C#, Python and Swift, along with UX and UI design skills, and enjoying great success in financial sectors.
  • Financial or Business Analysts: Financial analysts study financial data to spot trends and make forecasts in order to assist with investment decisions. Similarly, business analysts study business strategy, models, processes and workflows, and IT systems to identify inefficiencies and unearth areas that can be improved in a company’s operations.
  • Product Manager: They also need to develop products by combining out-of-the-box thinking with customer empathy and unconventional techniques in order to drive business growth. Innovative growth should also be accessed through product development launches that other firms have adopted, integrating new technology with best practices in FinTech products.
  • Cybersecurity Analyst: Cybercrime costs financial service organizations an average of $17 million per year, including the cost of prevention, which makes the appearance of cybersecurity analysts near the top of the high-demand list understandable. As cyberattacks become more sophisticated, so too the detection, prevention, and elimination of these through effective cybersecurity will become invaluable.
  • Data Scientists: these take raw data, clean it, and then analyze it in order to harvest useful information from it for financial service firms to predict an outcome. Data scientists often come with a talent mix of computer science, maths and statistics skills along with other science qualifications.
  • Quantitative Analysts: Quantitative analysts are maths, computing, and finance experts whose quantum computing skills are used to develop the algorithms needed by large investment banks and hedge funds to manage the data-driving trading technology used to trade securities and analyze risk. with the growing concept of Big data, the demand for quantitative analysts, especially in FinTech, to come up with business models also grows, allowing trading to be an automated process.

IT (Information Technology)

  • AI architect: Artificial intelligence (AI) is becoming increasingly a trend in IT and in businesses. Most companies look for an AI architect who has at least a master’s degree in computer science, data science or AI and past working experience in data or analytics. Candidates with knowledge of machine learning (ML), natural language processing, AI integration and application programming, change management, etc. are in high demand. Apart from technical skills, one must possess Strategic thinking, time management, and organizational skills.
  • Business Intelligence Analyst: BI analysts need experience in database technology, analytics, and reporting tools. Businesses typically look for candidates with a bachelor’s degree in computer science, information systems or B.Tech. It’s a role with growing importance as businesses pivot from harvesting to making sense of data, with knowledge of platforms like Tableau, Spotfire, etc.
  • Cloud Architects: They oversee the company’s cloud computing strategy and are responsible for deploying, managing and supporting cloud applications, with a strong understanding of multiple operating systems in addition to networking, programming and security skills. Individuals with a strong knowledge of cloud services such as Amazon Web Services, or experience with ITSM, I&O, governance, automation, and vendor management are in demand.
  • Developer (web, software, mobile): These are responsible for designing, developing, installing, testing and maintaining software systems. The job requires coding, designing, and building applications, websites or mobile apps, working with multiple programming languages such as C#, C++, HTML, Java, Microsoft .NET and SQL Server, with an understanding of client requirements, Analytical and technical skills.
  • DevOps Engineer: DevOps practices, a new trend that encourages faster code deployment with fewer deployment failures, so more companies are hiring engineers with DevOps experience to oversee coding, scripting and processes development. DevOps engineers often manage IT infrastructure, provision resources, oversee software testing and monitor performance after release. These workers help simplify code updates, enabling companies to continuously tweak and improve processes in the organization for maximum efficiency, by using JIT techniques and Quality management tools like Six Sigma, TQM, etc. to reduce the gap between development and operations.


  • PPC Manager: With paid search continuing to drive significant acquisition in the e-commerce sector, the number of businesses investing in PPC Managers (and Paid Media Managers) continues to grow. With multi-tasking skills and a neck for numbers, one can bring on board the hirers who know the industry inside out.
  • CRO Manager: Jobs specializing in conversion rate optimization has grown significantly over the years and essentially focuses on optimizing the flow of traffic and conversions through the website. Businesses have become increasingly more focused on narrowing the gaps as pouring new customers into the top gets more expensive. The CRO manager requires strong analytical ability, forward-thinking, and great communication skills.
  • Analytics Manager: It requires one to work closely with other sales and marketing teams, including digital engagement, product marketing, communications, web, and events to understand the systems and data points applicable to each group, and to advise on areas for opportunity and collaboration in ingesting and tracking data. Also, one must understand how customer data is structured in the systems, and segments the database based on varying criteria (region, life cycle stage, persona) to best target a specific market or user type, manage and report on marketing campaign tracking, including sources across multiple channels like web, social, email, live events, webinars, and online communities.
  • Content Manager/Content Marketing Manager: The ability to produce engaging, informative content is a desirable requirement for any business, but an essential one for online brands. Content Managers have therefore steadily become one of the most popular digital marketing roles in recent years, with creativity, good vocabulary and a neck for writing to advertise the product/service and engage effectively the customers/ readers.
  • SEO Manager: Search engine optimization evolves with every Google algorithm change, making SEO Manager jobs highly essential. Whether it’s in-house or agency side, everyone wants to appear on top of page one for their chosen keywords and as a result, many businesses invest highly in Google Search. One must have an understanding of the technical aspects of SEO, should be an experienced writer and multilingual skill is an additional advantage.
  • Digital Product Owner: Experienced Product Owners are in real demand within the digital space right now. Finding those who can turn a business’s vision and creative ideas into a comprehensive roadmap is a challenge and thus, skilled Digital Product Owners with effective communication, result-oriented focus, and a neck of problem-solving are in a fortunate situation.
  • Social Media Manager including Community Manager: In recent years the focus on privacy and “fake news” has resulted in Social Media Managers being responsible for more than just the creation of engaging content and posting it on various social media. This digital role has continued to evolve over the last few years but its importance within the marketing mix remains as crucial as ever. One must be able to effectively utilize the potential of all the media and keep themselves updated.
  • Web Developer / UX Designer: User experience optimization has been the hot skill set in design for the last few years, with rising demand for designers who can create user-centric web designs that streamline the customer journey. As a result, there are many opportunities at the moment for people with these skills, required for the website developments. One must also be technically adept with various software and tools.

RESKILLING: There is a shift in the skills for the employees to get hired in a reputed firm with the growing competition in the market. Here are a few of the skills that need to be adopted by the employees to stay ahead in this competitive world and need to continuously upgrade their skills, be dynamic in their approaches towards the functioning of the firms.

  • Technology and Computational Thinking: It’s no surprise that the advent of technology and concepts as AI, ML, AR-VR, Cloud, etc. a shift in skills is mandatory. The reskilling of employees is a must. The “computational thinking”–the ability to manage the massive amounts of data we process individually each day, spot patterns, and make sense out of all of it–will be valued.
  • Social Intelligence and New Media Literacy: It’s going to take a long time for robots to be good at soft skills, like social and emotional intelligence and cross-cultural competency, “which are hugely valuable in a world where all people work together. Virtual collaboration itself is really useful in that environment. In addition, new media literacy, understanding various media platforms and how to best communicate effectively in them, are all valuable skills that robots won’t be likely to match any time soon.
  • Adaptability and Business Acumen: With opportunities in innovation and entrepreneurship and the rise of the “gig economy, you have to have a better understanding than ever of how the business operates. “It’s how the millennial generation has been raised. They are more adept with collaboration and they know how to do project-based work rapidly with lean management.
  • Design Thinking: It is a problem-solving approach in which one seeks to understand the user, challenge assumptions, and redefine problems in an attempt to identify alternative strategies and solutions that might not be instantly apparent with our initial level of understanding. Design Thinking revolves around a deep interest in developing an understanding of the people (Empathy) for whom we’re designing the products or services. It involves the process of questioning the problem, assumptions, and implications. It includes ongoing experimentation: designing, prototyping, testing, and trying out concepts and ideas.

Background verification

How an Employee Background Verification works:The Process

An Employee Background verification process is a thorough screening of a candidate’s work history, education background and degrees, academic certificates, legal records, and sometimes credit scores. The process usually takes between 3-10 days and charge between Rs 2000 and Rs 3000 per candidate. The fee goes up in case of extensive checks and for senior-level hires. The company runs a background check on one’s resume/CV, once all the interview rounds are qualified by the employee. An employee background check is a review of a person’s commercial, criminal, employment, and/or financial records. Many employers conduct background checks on job candidates. Some employers conduct checks after they have hired an employee. This is an investment as background checks help in safeguarding organizational assets, promoting safety at the workplace, reducing turnover owing to right hiring, safeguarding company reputation, avoiding legal action and inspiring confidence in customers and shareholders.

As per the survey of the Executives involved in background verification, IT and ITES, banking and financial services and FMCG sectors are way ahead of their peers in other sectors such as telecommunications, manufacturing, retail, hospitality, healthcare, travel, education and entertainment. IT firms such as Tata Consultancy Services (TCS), Infosys Technologies, and Wipro are known to show zero-tolerance towards corporate fraud as well as fraudulent employees. Stringent actions including termination of services and blacklisting such candidates and recruiters are taken by them. The industry body for technology companies, the National Association of Software and Services Companies, maintains a centralized database of IT and ITES employees as well as third-party verified information on education, experience history and personal details of all these professionals.

Job portals such as Naukri, Monster, etc. and communities such as the CiteHR forum also alert users of the blacklisted candidates. But there is no single platform for non-IT/ITES companies, where details of fraudulent candidates and recruiters can be found. The lack of a centralized repository of information, defined processes and procedures to conduct checks at educational institutes, police stations or courts makes the process of background verification difficult and cumbersome. But with advanced forms of white-collar crimes emerging, it is time that companies go the extra mile and conduct thorough background checks on prospective employees.

Why do we need to verify the employee details before recruitment?

The probability of hiring a wrong applicant is one out of every six (1:6) candidates who hold misrepresented records to induce you into offering them the job.  There are many applicants who try to get hired by means of fake degrees and false employment records. Simple background verification would uncover these frauds and cease you from hiring the wrong applicant. The current scenario of Resume Fraud states 53% of all the job applications contain false detail according to the Society of Human Resources Management, while 9% of the applicants falsely affirmed that they had a college degree, listing false employers that didn’t even exist as per the survey conducted by Hubspot.

Below are some of the details that background verification agencies find in order to search for the employee who is the right fit for the company:

  • Experience gaps
  • Mismatch in the education received
  • Discrepancies in the compensation
  • Working in various unrelated industries
  • Skill sets varying hugely
  • Improve the quality of hires
  • Fake degrees from unrecognized universities
  • Certificate courses being passed off as degrees
  • Protect the reputation of the company
  • Prevent or reduce theft, fraud or any other criminal activity

Safety is a major reason to conduct background and reference checks is to avoid harm or legal liability of any type to the employer or to others. This includes harm to:

  • Other employees via sexual harassment or workplace violence.
  • The organization’s customers by sexual assault on business premises.
  • The public due to negligent driving
  • The employer’s business through financial loss or image/reputational issues.
  • Defense of legal claims, such as negligent hiring
  • A multilevel jurisdictional criminal records search can be strong evidence that the employer exercised due care in hiring.

Criminal Check: It is important to check criminal records of individuals who own or who work with a third-party vendor. Discovering beforehand about the owner being involved in theft will save the hassle and worry about the same thing happening again.

License Requirements: It is important to verify that all licenses are current and there has been no refusal of license or probationary periods due to any wrongdoings.

Other Business Names: It is also a must to identify whether the third-party vendor is using alias names or the firm with a history of names has something to hide.

Lawsuit or legal issues: It is required to check whether the employee is involved in any criminal cases.

Motor vehicle records: Employers should always check the driving record of any individual operating an organization vehicle at any time or who will drive personal/ rental vehicles on company business. A motor vehicle record typically includes license status, license class, expiration date, traffic violations, arrests and convictions for driving under the influence, and license suspensions or cancellations.

A thorough search reduces a company’s risks by confirming that the vendor is not open to risk factors that might create lawsuits or other issues, the employee is insured and is a legal resident, eligible to work in the country. Checking important information priorly can also prevent financial concerns.

Maximize productivity: Hire the best and reject the rest. Typically, past performance is a strong indicator of future performance and can reveal an individual’s professionalism, productivity, job skills, and interpersonal communication abilities.

Employee Background Verification includes:

  1. Public records: These can easily be accessed from the court records and criminal history by any law enforcement agency.
  2. Work history: It can be obtained from one’s past employers, Duration of being hired with them, Job role in each company, Pay, Performance history, Conduct in the company, Medical history.
  3. Education records: Companies will reach out to your universities to match your credentials to avoid forging degrees, fake certificates, bogus grades- the most common types of corporate frauds.
  4. Address verification: It is done by sending people to physical locations to check out a candidate’s address.

Big private companies hire third-party agencies to do everything mentioned above. While smaller firms usually depend on their internal team of HRs for background verification of employees recruited. The HR team which takes care of the background verification process has a powerful tool that they can use to learn a lot about a job applicant- social media handles. Content that borders on racism, a homophobic slur, inappropriate pictures, etc, is and should be, used against the applicant. There are no laws that require companies from scanning social media handles of candidates.

A background check can range from a simple verification of your social security number to a much more thorough check into your history. Information that an employer might check can include your work history, credit, driving records, criminal records, vehicle registration, court records, compensation, bankruptcy, medical records, references, property ownership, drug test results, military records, and sex offender information. Employers can also conduct a character check, which might involve speaking with your personal acquaintances, including friends and neighbors.

There are various kinds of background checks, including business to business check (B2B) and business to a consumer background check. (B2C). Third-party vendors fall into the category of a B2B check with these background checks including information on the creditworthiness of the company, work history, and verification of state certificates. A few agencies in India like First India Advantage, Mintly, Jantakhoj, AuthBridge, HireRight, and IDfy are specialized in background verification, known as third-party service providers.

When employers use a third party to check someone’s background, the Fair Credit Reporting Act (FCRA) restricts what they are allowed to check, and how. The FCRA is federal legislation that sets the standards for screening for employment. The FCRA defines a background check as a consumer report. Government firms or PSUs run an extensive verification before offering the job. They ask for Residential proof of where you lived more than six months, Proof of current local address and permanent address, Record from District Magistrates/ Police Commissioners of areas where you lived. Further, either of those authorities asks police stations to run the check and finally, the record that police find is passed on the chain.

With the advent of technologies, various tools have been used as:

  • Aadhaar verification
  • National Academics Depository (NAD) – The government launched the NAD tool that digitally stores your education records and can issue reliable certificates to verified users as they plan to have every education board and institution in India on-board.
  • National Skills Registry (NSR) – NSR is the largest database of working professionals that helps the company’s fact-check employees’ information.

Trends associated with background screening and reference checks:

  • Automation: Apart from phone-based reference interviews, screening firms and employers are using advanced technology to improve the results of reference checks. Some screening firms offer online solutions that enable a broad set of reference sources to respond quickly and confidentially. While few believe that the online reference checking does not enable a hiring manager or screening professional to ask probing questions in an interactive fashion. Though this is true, requesters always have the option to call and ask follow-up questions about candidates after reading the initial report.
  • Screening of contingent workforce: According to the Bureau of Labor Statistics, nearly 4 out of 5 employers use some form of nontraditional staffing such as hiring freelancers, temporary workers or independent contractors on an as-needed basis. Employers largely have the same liability issues as these workers as with regular employees, and more employers are choosing to screen these workers to protect themselves.
  • Globalization: Pre-employment screening is becoming more complex as organizations increasingly look to overseas job markets with advent of globalization. It is now common for a job applicant to have been raised and educated in as well as to have worked in several different countries. Employers recognize that candidate screening at all levels is more complex and vital to organizational well-being. Multinational employers thus must be careful to obey local laws concerning background checks.
  • Social Media: Today, every company you interview with looks into your social feeds. Social media has made it easier for employers to map one’s interests, activities, and tastes, enabling them to picture their personalities. Beware of an objectionable pic on Facebook or a raging political comment on Twitter. The legal rights around background checks are vague, due to privacy concerns raised by many.

There are some rules and regulations need to be followed by the recruiters as per the guidelines of the government. It’s mandatory for Indian companies having ISO 27001 certification to conduct background screening for employment. Your medical information, financial background, and biometric data are private. An employer can’t access it without your permission, but there are no laws to stop companies from scanning your social media. In a few cases, for the hiring of top positions, companies are more concerned about their background and do go beyond the extent of verifying its approval, irrespective of the law. There is some information that cannot be disclosed under any circumstances, including bankruptcies after 10 years, civil suits and civil judgments and records of arrest after 7 years, paid tax liens after 7 years and accounts placed for collection after 7 years. However, these restrictions don’t apply if the salary is $75,000 or more, for a senior position applicant.

To sum it up, candidate verification is one of the most effective tools that you should use to build the right ‘infrastructure’ of employees. India is seeing a huge spurt in growth with many a start-up spawning from even tier-2 and tier-3 cities. Make sure candidate verification is a policy that is part of your growing culture and is never side-lined. You might not see tangible benefits to it, but you would’ve averted many an issue just by making sure you only allow candidates who are vetted.