NxtJob.ai

HR: What is your notice period? Candidate: 30 days. HR: Is it negotiable? Candidate: No. HR: Sorry, we’re looking for someone who can join within 15 days. Candidate: May I ask a question? HR: Sure. Candidate: What’s the notice period in your company? HR: 60 days. Candidate: If one of your employees resigns and requests to leave within 15 days, would you allow? HR: No, we need sufficient time to find a replacement and ensure proper KT. Candidate: Then why is it reasonable to expect new hires to join early when your current employees can’t leave early?

Dear Companies, Hire people, Not Resumes. Resumes does not perform the job, people do. Evaluate candidates based on their performance not on what they have written on resume. Some would be just waiting for a chance, opportunity to show their ability. Do not reject someone based on: Career gap Age factor Over qualified Frequent job switch Experience with smaller firms Past Salary Give them a fair chance before ignoring or rejecting.

HR: What is your notice period? Candidate: 30 days. HR: Is it negotiable? Candidate: No. HR: Sorry, we’re looking for someone who can join within 15 days. Candidate: May I ask a question? HR: Sure. Candidate: What’s the notice period in your company? HR: 60 days. Candidate: If someone resigns and requests to leave within 15 days, would you allow it? HR: No, we require time to find a replacement and ensure proper knowledge transfer. Candidate: Then why is it fair to expect new hires to join early when your existing employees can’t leave early? Silence. This double standard is all too common in hiring. Companies expect candidates to join early, but they enforce rigid notice periods for their own employees. It’s time for fair and consistent practices across the board. Let’s value time—everyone’s time—equally.

Remote workers are lazy. You’ve probably heard this before. They think we sleep in, take long naps, and start partying by 5 p.m. But if you’ve actually worked remotely, you know this isn’t true. Here’s what recent studies show: → Remote workdays are, on average, 48.5 minutes longer. → 40% of remote workers struggle to unplug after work. → Time saved by not commuting? Often replaced with extra work. → Remote workers are less likely to take breaks or paid time off. → Productivity increases by 35-40% for remote workers. For many, a remote job isn’t just a perk—it’s a lifeline. They can work while caring for a sick parent or child. They don’t lose hours commuting, especially in rural areas where jobs can mean a 2+ hour drive. Remote work isn’t for everyone. But for some, it’s a necessity. And that doesn’t make them lazy.

Can I get interviews without the effort of endlessly applying to jobs? This was the most wanted desire that every professional had- Just get me interviews lined up every week and then I can easily crack them. So we came up with a unique movement where - 1. We are engaging the brightest college brains in the country. 2. Training them in the art of job search and 3. Letting them flaunt their skills by helping senior professionals in their job search! So, you basically get a highly trained AND real human assistant who's applying to jobs on your behalf and lining up interviews for you. Reach out to us if you want to hire one for your job search!

Recruiter: How did the interview go? Manager: She’s a great candidate! What’s her salary expectations? Recruiter: She said she needs at least 32LPA to consider the job. Manager: Let’s offer her 26LPA and see if she accepts. Recruiter: But she wants 32LPA, which we can afford. Manager: We’ll start with the lower offer. If she pushes back, we can increase it. A few days later - Recruiter: She turned down the offer. Manager: What? Why? Recruiter: She said the salary was too low. Manager: Fine, offer her 30LPA, but we need a quick answer. Recruiter: She’s not interested anymore. She feels like we wasted her time. 
———————————————— This is a common mistake when offering a low salary to a candidate. The first offer is the most important part of the negotiation. Stop playing games like, “Let’s see if they come back with a counter.” Just give your best offer from the start. All you’re doing is making things harder for your team for no reason.

Was Rejected after 8th round of interview! Its heartbreaking. but what went wrong? He clearly had all the skills. Else How he could have gone so far? whose fault then? In many cases Recruiters keep extra seats to play safe. But at what cost? This is shameful. Stop manipulating people for your benefit. Candidate deserves better treatment and respect!

Shall I shift my base to Tier 2 city? After 3 years in metro (Blr, Delhi, Mumbai), I feel it's not adding much value. These cities are either polluted, overcrowded, or incredibly expensive. And anyways we are operating fully remote. Smaller cities often offer lower costs, a better quality of life, and access to untapped talent pools. Are Tier 2 cities the next big thing for startups? Share your thoughts below.

We have unlimited leave policy! We are proud of it. Many companies have very strict leave policies. People feel overwhelmed but they can’t take break. We don't hire desperate people. We create impact with ownership. We thrive together and we have amazing life outside. We are not machines! Impact can be created without burning out. What's the leave policy of your firm? Do they care about your life?

We rejected 3 candidates! Our fault? All I looked at was their resume. But they persisted: Emails, direct messages on LinkedIn, and contacting several team members We finally had a call. You know what? They were hired. They began, and they continue to grow stronger. Individuals are more than a two-page document.PDF. Put the resume down. Take a call. Get to know the individual. Then make a choice.