We Are Hiring a Creative Writer!

Role: – Sr. Content Writer / Creative Writer Exp Level: – 1 to 3 Years Job Location: – Pune (Baner, Opposite to Veritas) Lead time to Join:- 30 Days Skills Required   Excellent overall writing skills in a number of different styles/tones   Impeccable spelling and grammar   High comprehension of software like Microsoft Word and Google Docs   Familiarity with keyword research tools and other SEO best practices   An understanding of formatting articles on the web   Some experience with online marketing, social media marketing and lead generation Qualification Graduation Mandatory preferably from Mass Comm/Literature/ Engineering background Years of Experience 1-2 years Primary Responsibility Create unique and interesting content for Monjin website and apps, blog postings, marketing collaterals, emails, Newsletters, client decks etc Secondary Responsibility Should be able to constantly build and creatively manage the content with the active presence on social...

We Are Hiring a Front-End UI Developer/ Javascript Developer

Role: – Front-End UI Developer / Javascript Developer Exp Level: – 2 to 4 Years Job Location: – Pune (Baner, Opposite to Veritas) Lead time to Join:- 30-60 Days JD:- Front End Developer / Full Stack Javascript Developer Ever wondered how big guys build big products? You can find the answer if you have hunger for learning. If you want to solve user’s problem by helping them build usable, efficient interfaces then this is an ideal role for you. We build products to simplify people’s life around the world. For last few years, if you were lost in understanding crazy world of UI that includes closures, events, asynchronous programming, http2, prototypes, functional programming, typescript, layout modules, CSS3, CSS4, LESS, SASS, then Monjin is the right place for you. What we seek is a distilled understanding of foundational user interface engineering concepts! Age or experience or background no bar!!! Come to our office; show us how software engineering is not just a theory but also a practice to build good user interfaces. Additionally, we would love to talk about these: HTML3 CSS3 and CSS preprocessors Basic JavaScript Object-oriented JavaScript JavaScript Closures JavaScript Events ES2015 Either of These Technologies as Hands-On Experience (Angular JS, Knockout JS, Backbone JS, Typescript, React.JS) Good to have Agile / Scrum Methodology, .Net, MVC / MVVM knowledge, SAAS & Less knowledge and Current / Past Product based company experience. And yes, software engineering We promise you a great workplace, long list of cutting edge libraries and framework to work on, lots of pizzas and all the other good perks that you cannot...

We Are Hiring a UI/ UX Designer!

Role: – UI / UX Designer Exp Level: – 2 to 4 Years Job Location: – Pune (Baner, Opposite to Veritas) Lead time to Join:- 30-60 Days UI Designer job description:- Monjin is a web platform for assessing skills. We here at Monjin are looking for a passionate UI designer to create amazing usable interfaces. What you will do –   Create wireframes, prototypes and visual mock ups for web, phones and tablets. Mostly in Sketch while Adobe Suite is Ok. Present and defend your design decisions. Work closely with UX designers and Developers for design hand offs. Get objective design feedback and iterate. Who you are: – You want to join a small team of weird hard-workers, to build an awesome product. You have a portfolio demonstrating strong web and mobile interface projects. You have 2 – 3 years of experience with responsive design. You have strong UI sensibilities and you love design blogs. You understand HTML/CSS/SASS You are 20% wrong and 80% fast You are bold and fearless You may or may not have a formal education in Design. If you do, flaunt it please. You have prior experience in working agile/scrum processes. You turn to coffee if there’s a...

Monjin’s Vision Aligned with Deloitte Global Human Capital Trends

Getting your name to appear in a widely respected internationally acclaimed research report- is one of the greatest feelings. It’s great for credibility and business both. But what happens, when there is a research which projects important global trends and you and your organization have already conceptualized powerful solutions around those trends and started to help other organizations? You tread heavily on your feet, scream, run, shout. Or you could celebrate. And that’s what we are doing right now. Let us explain why! Just recently, Deloitte released it fifth annual Global Human Capital Trends report and survey. The reason why we are excited and bringing this to your attention is that, of all the eight Global Human Capital Trends which Deloitte explores in the report, mostly revolves around new rule of HR in the digital age. And Monjin, vision is aligned to most of these trends. In fact, Monjin has already been working with several of its clients, changing the playing field of their interviewing sport. Helping organizations, candidates and interviewers to digitize the interviewing process The research says, “It is abundantly clear that technology is advancing at an unprecedented rate. Technologies such as artificial intelligence (AI), mobile platforms, sensors, and social collaboration systems have revolutionized the way we live, work, and communicate—and the pace is only accelerating.” It also says, given the pace of change and the constant pressure to adapt, it is not surprising that executives identified building the organization of the future as the most important challenge for 2017. Notably Monjin has been on the same mission to help organization to adapt digital HR technology, through...

How Swiping Ideas Can Turn Your Simple Hiring Process into a Crucial Valuable Asset!

It was from the banks the Fast food industry got the idea of take-away counter. There tons of examples where organization have swiped ideas, working in a completely different industry, and profitably used for their own advantage and moved much beyond competition. McDonald would have swiped idea of standardization and utilized it in making burgers, demonstrating the art of handling kitchen the world has never seen before. In a way creating a process which feeds over 68 million people per day with similar taste and quality, across the world. One most prominent thing is having a standardized process in place so you can save tremendous time that delivers predictable and proven results and prevents you from having to continually reinvent the wheel. But it’s not just your production or sales process that need standardization. The way you and your team assess candidates during the recruitment needs to be standardized too. If you closely study assessment process of some of world’s top companies to work for, they have a documented, step-by-step process, exactly followed across all locations. Their team is trained to use those processes, simply because it has helped them consistently produce great results. So, what should be there in a standard assessment process? Over the years we have closely worked with seasoned HR leaders in setting up a standard assessment process. Does it attract the right candidates– Job analysis is the first step. A thorough technical and behavioural analysis of what job demands (considering work environment, company phase, growth objective) will help in understanding parameters most critical for a successful job role. The applicant and interviewer must know...

5 Lesser Known Tips That’ll Help Candidates Nail That Interview!

It’s common for candidates to scour the web for tips and tricks before that big interview. Most individuals go by the basic rules such as dressing for the job and offering a firm handshake, and that’s perfectly alright. But that’s also something that every other candidate is doing. If you want to stand out from the crowd, you will have to go the extra mile. Thankfully, doing that is not very difficult. Here are our top five methods to nail that interview. Think Like An Equal Here’s what many people fail to understand – when you walk in for an interview, you’re there to see if a transaction can be made. They need your time, skills, and experience. And in return, you deserve to be compensated with a monthly paycheck. An interview is an interaction between two parties who are assessing if they are a good fit for each other. Thinking of it as a relationship of equals can drastically change your approach and help you exude confidence. Platforms like Monjin, allow you to submit a one-minute self-intro video, that will enable you to narrate your accomplishments and your overall story in a crisp and clear manner to get the right attention. So, walk tall and think like an equal. You’ll be surprised how things pan out. You can submit your one-min intro video here. Watch Your Non-verbal Language We’ll admit that monitoring your non-verbal language a.k.a body language is not unheard of but very few realize the impact it could have on interviewers. Amy Cuddy, a professor & researcher at Harvard University explains how nervous poses such as...

5 simple & highly effective steps towards excellent candidate experiences!

While the corporate world fully understands the importance of hiring the right candidate, many fall short when it comes to implementing a sound system in place. For starters, the concept of offering exceptional candidate experiences eludes most of us. And that’s something brands need work on, especially if they want to rope in good talent. Now, ensuring an enjoyable recruitment process is fairly easy. Besides, it also improves the overall brand image and positions your organization as a preferable place to work in, thereby attracting top talent. So, without much ado, here are our top five methods to craft a great candidate experience. KISS (No explanation required) Most organizations’ have an online application process for candidates. And most often, it’s designed to repel rather than impress them. Imagine having to start an application process only to realize that lunch hour is over. Sometimes, candidates find that they need to upload soft copies of work experience certificates, portfolios or other details only when they reach the final leg; something they aren’t prepared for. And that’s where a lot of potential candidates drop out. On the other hand, it isn’t really that hard to create a good candidate experience. You can start by making the application process concise. Also, provide the estimated duration of the process or any details that need to be uploaded. Crystal clear, the JDs It’s true that most job vacancies are posted along with the JDs but just how accurate are they? It’s commonplace to find long-winded job descriptions that are heavy laden with jargons. And usually, candidates end up getting a clear picture of their responsibilities...

Diversity & Inclusivity At Work And Why It Matters!

The term ‘diversity’ is frequently used. It’s used in social campaigns, amongst anthropologists, in fund-raising events, and even in your child’s social science textbook. But how often have you heard it in your workplace, much less employed it? According to the Society for Human Resource Management (SHRM), ‘diversity’ is defined as “the collective mixture of differences and similarities that include, for example, individual and organizational characteristics, values, beliefs, experiences, backgrounds, preferences, and behaviours.” The lines between social, cultural, and more importantly geographical borders, are constantly blurring. This could be for a number of reasons such as migration, inter-racial families, political opinions, cultural amalgamation, and the like. And as this phenomenon continues to evolve, it is important that organizations not just acknowledge it but also proactively accommodate a diverse and inclusive workforce.  In fact, for over a decade, that’s exactly what Fortune 500 companies have been doing. Johnson & Johnson, Deloitte, Procter & Gamble, Mastercard, and Sodexo are a few names that have made it to the 2017 DiversityInc’s Top 50 list. (DiversityInc is a publication that uses sophisticated SAS software to analyze various factors such as workforce breakdown, employee resource groups, philanthropy and supplier diversity among others.) So, why bother about Diversity & Inclusivity Well, the first and most important aspect is that having a diverse and inclusive work culture improves a company’s bottom line. That’s right. A diverse set of employees bring an equally varied skill-set. It represents an opportunity for individuals to complement each other and pickup in areas where others are not as adept. Likewise, the cultural or personal expertise that each person brings to the...

There’s A Dent in The Recruiting Process. And It’s Time To Pay Attention!

The American economy continues to battle a long-standing challenge. And it’s not one you’d quickly guess. In an article published by Bloomberg, the National Federation of Independent Business reported that in the first quarter of 2017, 45% of small businesses were unable to find enough qualified employees. The US has been battling with conventional and ineffective recruitment processes for quite a while now. However, the irony remains that even though more applicants now possess the requisite college degree(s), only a few of them are found to be competent enough.  According to another White Paper by iCIMS, a talent acquisition platform, the Labour Department has reported about 7 million Americans to be unemployed despite 5.8 million job vacancies. This inevitably demands a closer study of the American workforce and an explanation. Here are few reasons that are responsible for the employment gap. Most of the candidates don’t possess the right skill Many may consider more job vacancies to be a sign of a prosperous economy. But what happens when those vacancies can’t be filled despite having a large number of unemployed individuals? This accounts for a serious problem to the US economy. In fact, the cost of unfilled jobs is estimated at a staggering $160 billion annually. It also emphasizes the need for organizations to improve their hiring process and find capable employees more quickly. High costs-per-hire Imagine this. It costs an organization an average of $3,497 to hire a new employee. Now that’s no small number. But often, searching for the right candidate ensues a number of steps that conventional hiring process can’t do without. The solution? High cost-per-hires...

A New Way To Hire New Talent!

Campus recruitment means hiring an individual from a pool of talent, and it is equivalent to finding a needle in a haystack. But as important as campus recruitment is for a company, it is highly expensive, time-consuming, and tedious. Travelling to different universities and colleges leads to exorbitant overhead expenses. Excessive time and effort go in vain in the process as recruiters must spend time with each candidate before shortlisting the right ones. Monjin, a next-generation, disruptive and an unconventional platform for employers and job-seekers is the solution. Recruiting process has come a long way – from a pen and paper format to online job forums, social media, and now virtual interviews. Virtual interviews are the need of the hour as they help organisations to save time, money, and effort and hire the best talent at the click of a button. Monjin lets the organisations automate their campus recruitment process by using Monjin Spotlight. Monjin Spotlight lets the students create digital profiles and upload their video interviews on the web. Monjin Spotlight is a great way to conduct one-way video interviews, wherein the employers set up a questionnaire on the website and the candidates can record their answers over a video interview of sorts. The hiring team of the company then shortlists the desired candidates online and proceeds with the recruitment process. The organisation can select the appropriate candidate from the vast, pre-assessed, and verified database of broadcasted video profiles. Monjin is a great way to cost-effectively streamline the recruitment process and find the right fit for your organisation. So, it is time to say goodbye to vacant workstations...