oh coming down to what are the biggest forums what are the biggest challenges that we all face okay when we are applying specifically for Europe okay uh with various uh test and trials with a lot of mnts over 2000 plus mentees that we have catered to uh we have come across these specific uh problem areas so starting from resume and not getting shortlisted very common multiple application but no calls not getting callbacks after screening highly qualified sometimes they also you know tag you as highly qualified you know why the Tigers is highly qualified why they
tag as highly qualified is because we normally as Indians we have a tendency of putting everything in our resume we are a PMP certified we are Six Sigma Black Belt we are uh MBA I have done my languages I have done this this blah blah blah everything we put there just to and that's a common tendency being an Indian you have invested so much on this course so I need to put it there so anyways that kind of does not get digested by the European uh you know stakeholders so they either consider us as overqualified
which is here or they just do not believe it you know they just do not believe it no no one person cannot have so many skill sets but we Indians we do have that capability all right so anyways that's one of the criteria then creepy low salary offers you know and we just say yes to anything with so much desperation in the in the back of our as luggaging in our candidature any offer coming our way we say yes we will check it our whole aim is to just get into Europe no that should be
a big no we should never say yes to any kind of salary because next 15 years that is going to be a determining factor for us so it's better to you know uh go step by step say no saying no is not at all an issue and then also not presenting well in interviews we don't know exactly what the European is looking for you know what are the actual what is our body language should be whatever tone should be how our posture should be you know what are the repetitive what that you should be talking
about what are the soft skills that we should be highlighting we are not aware about that and then obviously rejected in interviews we don't know we are looking for the one percent of companies which we are always looking for those typical Microsoft Dell HP Accenture meta but that's only one person we're not even looking at the 99 percent of the companies which are smes smaller mediums and though we will come to that later so anyway all in all these all problems that you are seeing on the left hand side we are just boiling it down
to the main three problem three-stage problem which is not getting much interview calls number two getting calls but are not yielding to the offer letter stage number three reaching to the offer letter stage but either getting diluted due to CTC issues or notice period issue can I say this is something which is the predominant problem can you guys give me a chat yes or if you have any other issues which you want to highlight can you put it on the chat so that I can just take it forward from here do you guys think that
these are the yes yes anything else anything you guys might see maybe Visa I am just thinking aloud Visa could be an issue correct or what could it be family relocation could be an issue yeah yeah all right so this is Akash one of the issues that I have gone through or I've been facing while applying for the European jobs is the language barrier language barrier yes very good point very good point excellent then we'll touch upon that we'll touch upon that as well what else what else what other problem what are the problems run
run your mind think about it Go retrospect what are the rejection that you faced whether do you think everything fits in here or not your language problem could be your skill set issue correct it will come under this highly qualified or the skill set will come under this anything that you see out of this purview what I've just shown because we have assessed everything will fall under the three stages if we cater to this three let's make life simple let's not complicate things let's not try to open each and every door let's funnel it down
where the core of the problem we will resolve that everything else will get resolved automatically that's how we will approach okay so cool so this is the thing but I think you guys are all in accord that these are the three major predominant problems so let's try to see now in that now that we know the problem let's see what could be the root cause of this problem okay there are three things everybody has done Six Sigma or dmac or PMP or lean methodology you have a problem statement you have a root cause analysis and
then you have a result it's also called a car it's also called a star analysis you know fishbone analysis you name it you have it so let's do a proper you know scientific breakdown on this all right what we see obviously this is something which gives a historical way before we used to do this kind of visibility networking but 2023 this doesn't work this is gone 2022 2021 this methodology could work creating visibility doing the profile search sharing networking yes it could work that time but not anymore guys it doesn't work you know AI in
picture you guys need to understand that you guys are competing against the machine now everything is Bots driven everything is Bots driven especially in Germany Netherlands France everything is Bots driven okay so we'll just skip over this slide because this is something retro look at this uh graph okay look at this pyramid let's visualize this let's break it down let's look at the first the left pyramid which is on top okay this one which I'm encircling okay now if you see here it is saying there are four stages let's not look at the bigger parameter
we'll come back to that okay let's consider the smaller pyramid on top left there are four stages of rejection number one you get rejected during the resume screening time okay so let's say it could be due to eight years everybody knows what CTS is applicant tracking system you know it is the mechanism which basically determines your candidates are based on your style of the resume based on a keywords based on various parameters automated it could be the rejection there number two the rejection could be on the stage two that is it has surpassed the ATS
uh you know mechanism but now that it has come to the human eye and HR is looking at it but he says no no no this is a very creepy who is very poorly written resume I will not spend my time because I have thousand two thousand resumes to go through and literally an an interview expense only 7.4 or 6.8 seconds on a given resume number three assessment interviews for whatever reason Maybe by hook or by crook may be by experience Maybe by expertise Maybe by ijp's referral whatever the reason if you have cleared number
one number two and you come to number three all right assessment interviews and there you do not know what you need to actually assess how many rounds of interviews you'll be facing you are not aware how many panels will be sitting there in interviewing you what is going to be asked by the HR in the first round what is going to be the second Rod what is going to be the third round what is going to be the fourth round what is going to be the case study all about okay especially the IIT folks there
is a myth and I always hear this amongst my mentors hey you know these because I work in a small group so in the group you'll have it non-it folks and I do have a premium where I work with individually as well but I'm talking about the group sessions uh you know an operations manager or a non-80 person will say Hey you know this it guy is very lucky because their abundance of opportunity in Europe for it folks and they don't even need to learn language German language all right and I think I will say
that you know it's very easy for an operations or a product manager or a non-80 person to get in because they don't need to go through all these assessments of interviews which is happening round one round two round three so everybody is having this pros and cons do not think that everyone is sitting on the line of fire and the other is actually you know enjoying his journey no everybody is going to be grilled drilled to there it's the OS is basic the paradise okay it's a blue ocean and obviously number four the selling negotiation
now let's come back to the root cause this is a problem let's come back to the bigger uh pyramid the root cause that we analyze that people do is that we when I talk we miss you and I as an employee who are looking okay how we start looking is that we start looking for jobs from top to bottom we go first on one fine day will be sitting on your desk somebody beside us says hey you know I go to often in Paris I would offer in Germany great I'm going next week and then
while we get stagnated we said no I also need to go what to do what to do and the first thing we go is that we go to the job boards or the advertisement portals all right we start hunting there no luck comes there then we go to the recruitment agencies and then we burn our fingers with those Hefty money with the charges and result you know how it is otherwise you won't be here and you actually you know not got your fingers burnt with them and then we go to the Professional Organization when nothing
happens there now professional organizations are little bit more professional a little bit more aligned working with the companies okay they are not a third party and then we go to the networking or the LinkedIn networking zinc networking Word of Mouth we could start asking them okay you know nothing is working for me could you help me that doesn't work then you start contacting the existing staff who's working there that's called the networking methodology and then we start looking at the ijps this is the way that we a normal employee would follow the trajectory and coming
from here to here anything about four to five to six months go by okay now how the employers look at it they always they have an open position today and um hiring manager is having an open position he raises a ticket to the HR he says HR hey you know I'm having this open position what can we do the great they start looking for the ijps internal job posting lateral movement temporary people who are on the bench consultant they start looking first at them okay people who are already in their company if nothing works out
then they start contacting their existing stuff hey you know you have somebody who you can refer to who you have somebody you know somebody like you a replica of yours who could come you know we'll give you a joining bonus etc etc then they start going to the networking and then they start doing the Professional Organization recruitment agency and last they go to the job portals last guys last now again coming from here to here they take somewhere about two months now you see you are coming from here to here they're taking five to six
months so coming both of you are meeting at this common place okay employer and employee and this is anywhere after one month of the open position do you think any open Position will stay open for a month it get close by then so number one thing that you got to do is you're going to change your approach for searching the job you're not gonna use this old methodology which I just showed in the previous section here this is outdated over fatigue washed hands well done here this is what we're gonna look at okay we are
gonna step into the shoes of a recruiter and then we're gonna proceed here yes this is just a outlay this is just uh you know blueprint but how we're gonna do we can work on it more in more depth all right so obviously let's use the funnel system I told you right you should not apply anything randomly you should have a funnel system so if you see here you have a prospects okay and then some boil down among the contracts some boiled down among the leaves some have the decision makers opportunities and then eventually one
is given the job offer so all these stages are people are getting deselected are getting rejected okay so this is how may mostly normal job Seeker looks at predominantly they boil down upon the job portals then they look at recruiters then they work on their resume on the LinkedIn profile on the job interviews and then you see personal branding very few very very few and this is how they look at you know this green symbol that you see this is how the employers look at they give least importance to the job voters for which you
have given the maximum importance they give maximum importance to the personal branding for which you give least importance professional networking maximum and you are giving least so you know this is exactly what I was talking about you know up making your approach upside down fitting into the shoes of the again another synopsis of the same view how the internal staff movements happen basically you know how much they are giving importance to staff referral HR agencies job voters these are again you know theoretical way of saying that you are actually heading towards the bottleneck
