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Busy or Fauxductivity?? All you need to know about this new work trend

  • The term "Fauxductivity" describes the illusion of being productive without achieving real results. It highlights how employees often appear busy, particularly in remote or hybrid work environments, where digital monitoring and surface-level metrics like logged hours take precedence over tangible outcomes.
  • Driven by fear of judgment, job insecurity, and a need for validation, employees may focus on looking productive rather than delivering meaningful work.
  • This cultural shift can lead to burnout, job dissatisfaction, wasted time, and poor company performance, ultimately affecting career growth, motivation, and organizational success. Fauxductivity reflects a broader issue of prioritizing perception over real impact.

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4 questions to avoid asking in a first-round interview

  • Can I work remotely or hybrid? – While common post-pandemic, asking this upfront may signal a lack of flexibility, especially with return-to-office mandates.
  • What’s the salary for this role? – Compensation discussions are better suited for later stages to avoid appearing money-focused too soon.
  • What’s the promotion timeline? – This can make you seem more interested in career progression than the current role.
  • What does the company do? – Asking this shows a lack of research, making you seem unprepared.

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4 reasons to leverage off-peak hiring seasons for career success

  • Less Competition: Off-peak seasons, such as holidays, see fewer job applicants, offering less competition and greater chances to secure roles, especially through referrals.
  • Networking Opportunities: Quiet periods are ideal for networking—attend informal events or reconnect with contacts to uncover hidden job openings.
  • Skill Enhancement: Use this time to upskill through online courses or short-term projects, boosting your qualifications and making you a stronger candidate.
  • Post-Rush Advantage: Applying after the hiring rush can give you an edge, as companies reassess their hiring needs and may give more attention to your application.

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Top 5 resume lies hiring managers always catch

  • Fake Job Titles: Tweaking your title to sound more impressive? Employers verify roles through references, and mismatched skills give it away.
  • Inflated Skills: Listing advanced skills but struggling with basic questions? Employers will test your abilities, and you’ll be exposed.
  • Fudged Employment Dates: Altering employment dates to cover gaps is exposed during background checks.
  • Exaggerated Achievements: Claims like “increased sales by 300%” need real data to back them up; otherwise, they’ll be caught.
  • Fake Degrees: Listing degrees you never earned is easily caught during education verification. Honest resumes are key to gaining trust.

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The 5 secrets to getting promoted even in a tough job market

  • Deliver Results: Consistently exceed expectations and show your contributions directly impact company success.
  • Take on Challenges: Volunteer for high-visibility projects to demonstrate leadership potential.
  • Network Effectively: Build relationships with senior leaders to increase your visibility.
  • Adapt Quickly: Be known for thriving under pressure and embracing change.
  • Communicate Ambitions: Clearly express your career goals and seek feedback on the promotion path.

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What is 'revenge quitting' & why is it becoming a workplace trend in 2025

  • Revenge quitting, a rising workplace trend in 2025, involves employees resigning out of frustration to send a clear message to employers.
  • Driven by factors like low pay, lack of recognition, stagnant careers, and poor work-life balance, this trend is particularly popular among Gen Z and mid-level professionals. Many are sharing their reasons publicly, highlighting toxic work environments and burnout.
  • With improved job opportunities, workers feel empowered to leave unsatisfying roles. This phenomenon serves as a wake-up call for companies to prioritize employee well-being and recognition or risk losing talent in an increasingly competitive market.

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How to nail your job interview, according to an ex-Microsoft HR executive

  • Former Microsoft HR executive Sabina Nawaz, now an executive coach, shares key tips for acing job interviews. Avoid basic mistakes like poor punctuality, improper virtual setups, or skipping a follow-up “thank you.”
  • When asked about strengths, avoid generic answers like “I’m smart.” Instead, identify unique traits through 20-30 examples of achievements, then frame them as stories. Focus equally on the problem and your solution, highlighting results.
  • For example, showcase how your actions led to tangible outcomes, like securing a million-dollar client. Curate a “story library” to answer various interview questions effectively, reflecting your strengths and value.

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5 tips that make top candidates stand out from other applicants in a tough job market

  • Tailor Your Résumé: Align your résumé closely with the job description, emphasizing relevant experience and measurable impact.
  • Apply Quickly: Submit applications within the first 24 hours to maximize visibility, and use referrals if possible.
  • Reach Out: Message recruiters or hiring managers to express enthusiasm and highlight your fit for the role.
  • Showcase Your Work: Create a portfolio, short video, or deck to bring your skills to life, especially for career changers.
  • Project Confidence: Speak assertively in interviews and follow up with thank-you notes or additional ideas to leave a lasting impression.

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Salary expectations in 2025: 5 Things recruiters want to hear

  • Market Awareness: Demonstrate your knowledge of industry standards and current trends in salary expectations.
  • Flexibility: Show openness to negotiate based on benefits, growth opportunities, and company budget.
  • Value Alignment: Highlight how your skills and experience align with the role’s value to the organization.
  • Confidence with Realism: Present a confident figure, backed by research, without overshooting market rates.
  • Focus on Growth: Express interest in long-term potential over immediate pay, showing commitment to mutual success.

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If you've been laid off or fired, here's what you should tell employers in your next job interview

  • Losing a job is tough, but how you explain it in interviews matters. If laid off, focus on broader company issues like mass layoffs or resource cuts. Highlight surviving earlier rounds or a good rapport with your boss to show your value.
  • If fired, negotiate how your departure is portrayed. Use terms like "mutual decision" or "not a good fit" while keeping explanations brief. Shift the focus to your strengths and future goals.
  • Career coaches emphasize moving forward confidently, framing the experience as a learning opportunity, and targeting roles that align with your skills and aspirations.

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How to ask for a salary increase and when to do it

  • Negotiating a salary increase is crucial for professional growth and financial stability. Timing matters—initiate discussions after a stellar performance review, work anniversary, or during the company's review period.
  • Research industry salary standards using surveys and reports to ensure your request is reasonable. Highlight achievements, quantify contributions, and align them with company goals to strengthen your case. Handle responses with professionalism; express gratitude if approved or seek feedback if denied.
  • If a raise isn’t feasible, negotiate for benefits like extra vacation, flexible work, or professional development. Preparation, confidence, and professionalism are key to achieving a fair and mutually beneficial outcome.

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Google exec's clever hack to discover your productivity 'power hours'

  • Google's productivity advisor, Laura Mae Martin, explains how to identify your most productive "power hours" in her book Uptime: A Practical Guide to Personal Productivity and Wellbeing.
  • She suggests everyone has 2-3 hours daily when they’re most productive, which vary by individual. To find yours, track energy levels for two weeks using a notepad. Once identified, reserve these hours for top priorities.
  • Even small adjustments, like avoiding meetings during these hours, can significantly boost productivity. Martin highlights that this method has helped numerous clients, with some describing it as the most impactful change to their work schedules.

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Career coach behind salary hikes at Google and Amazon shares expert tips

  • Career coach Melody Wilding, who has worked with professionals at Google, Amazon, and Microsoft, stresses that promotion and raise decisions are typically finalized long before performance reviews—a concept she calls the "performance review paradox."
  • Instead of waiting for appraisal season, she advises taking consistent, proactive steps throughout the year.
  • Wilding suggests three key strategies: practice pre-suasion by subtly shaping how colleagues and superiors perceive your contributions; secure clear expectations by discussing added responsibilities and involving managers in your progress; and request a justifiable raise by aligning compensation with your increased role.

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3 pieces of information you should never share in a Job interview

  • Past Challenges or Job Search Struggles: Avoid discussing negative experiences or difficulties in previous jobs. Instead, highlight your enthusiasm for the role and how it aligns with your strengths and goals.
  • Upcoming Leaves or Medical Needs: Don’t disclose planned leaves or accommodations early in the process. Wait until later stages when the employer is more invested in your candidacy to discuss potential adjustments.
  • Focus on Benefits Over Role: Express passion for the work itself, not just perks or compensation. Show how your skills will contribute to the company’s success to leave a lasting positive impression.

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Here's the one question that Accenture's CEO asks potential staff to see if they make the cut

  • Accenture CEO Julie Sweet shared in a podcast interview that she prioritizes candidates who are eager to learn.
  • She asks every potential hire, "What have you learned in the last six months?" The question, according to Sweet, helps her assess whether candidates have a growth mindset. She explained that it doesn’t matter if the answer is something simple, like learning to bake a cake—what matters is the willingness to acquire new knowledge.
  • If a candidate cannot provide an answer, it signals they may not be committed to learning, a quality Sweet values in her hires.

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