Help Me With Sign PPT for HR

The hr ppt feature in airSlate SignNow allows HR professionals to create, send, and eSign essential documents efficiently. This functionality streamlines the onboarding process, ensuring all necessary paperwork is handled quickly and securely. With an intuitive interface, users can manage HR documents without any hassle.

airSlate SignNow simplifies HR document management by providing tools for easy eSigning and document tracking. The hr ppt functionality ensures that HR teams can handle multiple documents simultaneously, reducing the time spent on administrative tasks. This leads to improved efficiency and better employee experience.

airSlate SignNow offers flexible pricing plans that cater to different business needs, including options specifically designed for HR departments. Whether you're looking for basic eSigning capabilities or advanced features like hr ppt, there’s a plan that fits your budget. You can explore pricing tiers on our website to find the best fit for your organization.

Yes, airSlate SignNow can seamlessly integrate with various HR software solutions, enhancing your workflow. This integration allows you to utilize the hr ppt feature alongside your existing systems for a more streamlined process. Popular integrations include platforms like BambooHR and Workday, making it easier to manage your HR documents.

eSigning with airSlate SignNow offers numerous benefits for HR departments, including faster document turnaround and reduced paper usage. By utilizing the hr ppt feature, HR teams can ensure that contracts and agreements are signed promptly, enhancing overall productivity. Additionally, eSigning provides a secure and legally binding way to handle sensitive HR documents.

Absolutely! airSlate SignNow is designed with user-friendliness in mind, making it accessible for HR teams of all sizes. The hr ppt feature is easy to navigate, ensuring that even those with minimal technical skills can manage their HR documents efficiently. Comprehensive support and tutorials are also available to assist users.

With airSlate SignNow, HR departments can manage a wide variety of documents, including employment contracts, onboarding forms, and policy acknowledgments. The hr ppt feature enables you to customize these documents for your organization’s needs, ensuring that all necessary information is captured and processed. This versatility makes it an essential tool for any HR team.

It was the year 2015 and I just started with my 7th semester of Engineering.As you know that placement season starts around August-September, I was nervous and perplexed whether to sit for software companies or not (since I was from ECE and didn’t code in my life).Attempt 1 : TCSI was least excited for this since TCS was the first company that comes in the placement season, offering the lowest package and being a mass recruiter, I did not want to sit for it. However, thanks to the stringent placement cell rules, it was mandatory to sit for it otherwise we won’t be allowed to appear for other companies.Interviewer : So what is your interest area?Me : Definitely not IT!Result : RejectedLeft college that day with a smile on my face. Mission accomplished, now I can sit for other companies/profile.Appeared for a few software companies anyway and could not clear written tests of any!Attempt 2 : Ernst & Young (EY)I was super-confident for this since I was involved in college societies from the first year itself and had a good command over GDs, Behavioural Interviews etc. Even my batchmates were like “bhai tera to pkka h isme” (bro, you have a sure shot at this).It was also my dream company at time since EY is a big brand and EY brand can take you places!Day of GD: moderator announces the topic and no one took initiative to start the discussion. I started off and discussion went great.Result : RejectedBatchmates : *smirked*Me : depressed af!After the EY debacle, I stopped appearing for companies I didn’t want to work for.On the day of EY rejection, I came to know that I cleared the written test of ZS Associates (management consulting firm). I only heard about this firm from a few seniors and was skeptical about it.Attempt 3 : ZS AssociatesRound 1 : Aptitude test - clearedRound 2 : Business Case InterviewI was least aware of what a business case interview is (being an Engineer!) and didn’t know how to proceed with my preparation.Since I was unplaced and depressed, I thought that this is the last option for me on campus since placement season was about to get over.I gave my everything preparing for it, YouTube videos, Case interview books, case studies from HBS, cases from Mckinsey, you name it!The interview went for ~50 minutes and I felt that it went well!Round 3 : Puzzles & GuessestimatesRound 4 : Partner RoundThis was a 1–1 fit round with a Principal (top most designation) of Delhi office. I was scared as hell since even the HR wished me luck before pointing me out to his cabin.I could not judge how the interview went since the Partner didn’t show any emotions whatsoever on his face.We were asked to leave for the day without any result and were informed that results will be announced after 3–4 days.Then comes the interesting part -I went to college the next day and my friends (the wolfpack) called me in the ground to do some bakchodi as usual!We were around 10 people sitting in circle in the college ground and I receive a call from unknown number on my phone. I picked it up and the caller said “Hi Shivam, I’m calling from ZS Associates and want to inform you that you’ve been selected!”. I was on cloud 9 at that moment and went to my wolfpack and shaked everyone’s hand. As per the “tradition”, my friends lifted and dropped me on the ground celebrating this. I was elated and was about to call my mom to inform her.My friend came and snatched my phone. I saw smile on everyone’s face. I realised that my friends pulled a prank on me. They asked one of the junior to act as HR and call me to inform that I’ve been selected. They also made sure that I didn’t have that Junior’s number :-/I was shattered! It was a good prank I admit it but the pressure of placements takes a toll on you. I laughed and thought “what will I do if NOW I don’t get selected”!!!!!!!!!!Later that day, received a mail from placement cell.Result : SELECTED !!!!Finally informed my parents and that was probably the happiest moment for me, it was not because I got placed, but because of that look on my Parent’s face. That look said it all!!I still feel proud looking at the below picture from 2016.I know it is not Google or Facebook but your first placement is always special :)Edit 1 : Thanks a lot for the upvotes !!!!

What is the interview procedure at Works Application for an R&D Engineer like? How does one prepare for it? To get your interviews with Work Applications, you need to solve a set of questions within a stipulated amount of time. One thing to remember is that you are competiting again the whole of India, and hence your programs should run as fast as possible, even in the worst case. As far as I'm concerned, this is the hardest stage to clear. Once you have cleared that, you shall be called for interviews. You shall have the option to pick your location and date of interviews.You shall have two 45 minutes technical interviews, one 50 minutes written aptitude round and one HR round. The process sha...

XLD is just an outsourcing company for SUN WEST (a mortgage company in USA) and provides loan estimates to its clients. Also it has different departments which handle all the processes in a loan estimates and loan approvals like Underwriting, loan boarding, quality compliance, funding, post funding, releasing etc.I have worked here for almost 2 years, as it was my first job I worked so hard and honestly. I have done 20 hrs of shifts many a times. This was because of high insentives which were provided for extra time shifts. It was the high time for all the employees to earn as much as they can and till dec 2016 every one made a pile of money af. And right from Jan 2017 the business went down and so the insentives and salaries of ours.Working environment here sucks, you cannot talk to your colleagues, late marks and unplanned leaves, talking to anybody will certainly help you getting warning letters. No fun while work even you cannot take you cellphones inside office. Majorly mass firing are very offen in this company so there is no job security and YOU WILL NOT LEARN ANY THING FROM YOUR WORK. If some one has worked here he/she can work any where with worst work culture. If you get night shift then things will go worst for you because only men are allowed to do night shifts so there will be zero girls while working resulting in very bad working culture. I left this job 5 months back and I am happy ☺.So still if any one wants to join this company dont take it as a long term job option. You can do much better than this job. And cracking its stupid test is as easy as you brush your teeth.Love Life Peace

College - BMSCE, BangaloreBranch - Information ScienceTier 1 - Compensation <= 5LPATier 2 - Compensation > 5LPAIt was my 3rd semester (yeah ;) too early) when I was moving across this thread to figure out the companies and gain few insights from our seniors. At that time I never thought off that I will contribute here as well.I think I am eligible to answer this as it took me 47 odd companies to get placed. Yes you read it right 47. I am mentioning my experience for few of those companies here.CGPA - 8.5 (Doesn't matters unless it's less than 7. But to be on a safer side, keep it above 8)Strengths - Aptitude, Programming, DBMS, NetworksWeaknesses - OS and Other theoretical subjectsHere are the experiences of the few companies:NutanixFirst round was the coding round and I didn't clear it. There were 2 coding questions on hackerrank.Hired 3 FTs and 1 InternSabreCleared the first round(at 11 AM). There were 2 coding questions with 14 MCQs (Tech+Aptitude)Got rejected in the technical round(at 9 PM).Hired 7 FTsAkamai SDECleared the coding round. Got rejected in the technical round.Hired 7 FTsAkamai SOCCleared the aptitude test. Got rejected in the technical round.Hired 1 FTAmadeus LabsDidn't clear the first round itself.Hired 2 FTsTCS/Accenture/WiproThen came the mass recruiters. I was so firm that I won't compromise on my career by taking up such jobs even if I am at the rock bottom or remain unplaced till the end. But the placement department made it compulsory for all of us to apply. I decided to underperform in the online test and get out from the danger zone ASAP.McKinseyThe online test was tough and the cutoffs were higher than the other companies. Only 3 people cleared the test.Hired 1 InternJuniper NetworksThe online test was a way tougher than expected. Didn't clear.Hired 6 InternsInfoworks DataThe test was easy but I messed it up.Hired 2 FTsAtlassianCleared the online test. Around 17 people were interviewed. Got rejected in technical round as usual.Hired 2 FTsMoneyviewOnline test was easier than the other companies. Didn't clear it.Hired 6 FTsOracle MySQLIt was a pool campus at our college.Cleared the online test. After the talk, we had a written round. Cleared that as well. After the first technical round of interview, I was asked to wait for the next round. I sat there for 3 hours waiting for the second technical round. Suddenly the HR came and told that I wasn't going to the next round.......... I was asked to leave after waiting for so long.Hired 1 FT.The struggle was real !!!WhatfixThe online test was easy. They have called us at their office for the face to face Interviews. Got rejected in the technical.Hired 1 Intern.SonyFor the online test, they had given us options to choose among various domains. I chose Java. Cleared it and went to the technical round. Had an in-depth discussion on coding and DBMS. Cleared the technical. HR was just a formal discussion.Hired 6 FTsSELECTED !!!As it was a tier-1 company, I had kept the offer letter just for a psychological support and continued preparing for tier-2 companies as if I had nothing in my hand at all.HPEIt's a funny thing that even though I didn't clear the online test, I had got interviewed twice by them in a year.Hired around 15 in total (FTs and Interns)End of the 7th semester: By this time the criticisms, the comparisons and the questioning (For which I had no answer) had been started. It was a tough time.Lending KartCleared the online test (Easy coding and Easy Aptitude). After realizing that it's providing only an internship, I decided to spoil the technical interview.Hired 2 Interns.Pulse SecureOnline test was tough but their bars were low. Managed to clear it. 10 people made it to the next round. Had a decent technical round. However, they had wait-listed 3 of us and told us that they will get back to us a week before joining. But no one got any response from them.Magnitude SoftwareIt was the toughest online test ever in the placement season 2019. It didn't come after taking the test and probably recruited no one.AppDynamicsThere were 5 rounds in total: Online test, 3 Technical, HR. Around 122 people had applied.Decent online test (Aptitude+Coding+Query). After 2 rounds of technical interviews, 5 of us had made it to the managerial round.Finally, 3 of them were asked to leave after the round 4.I was called for the HR round. Had in-depth discussion about resume and the event that I had organized.I was asked to wait.After waiting for half an hour, HR and Manager came and said " Congratulations! Welcome to the team of AppD!!! "At that time I didn't realize that I had really made it and all those struggles are going to end.Finallllly Recruited!!!!!!!!!!!!!!!!!!!!!!!!!***Pro Tips***1) If you are from CS/IS, don't give up. Wait for the developer role with a decent package.2) If you know coding, you are almost done with your preparation.3) Take risks if you believe that you deserve something better.4) If your friends and classmates are getting placed early, that doesn't means that you take up any random company which is offering a role that you don't like. Wait for the better opportunities.5) Sometimes you might feel like a loser, a crap, a failure, shattered, bad, broken,…. But remember that it's temporary.6) Approach seniors. They are the only ones who can guide you for each particular company and the whole process.Note: My respect to all those friends and seniors who did not settle for the jobs and packages which they didn't want and struggled till they have got what they deserved.Special Thanks to: Tarun Verma Mithun Tiruvedala Shyam Dattani Shobhit Agarwal Utkarsha Goswami Preyaansh Patel Sameer KattiAll The Best !!!

I’ll take a bit of a different angle here, from the side of someone who has selected a recruitment agency to use in a business as well as someone who has had a recruiter stumble upon my resume and successfully recruited and placed me with a tech company.In addition to the basics that T. Brad recommended, I would say that you also need to focus on the followingCreate a sales deck (PPT slide or other format) that shows how recruiters are beneficial to their company and displays your vigilance for selecting candidates. For example, do some research and pull up stats on how hiring the right candidate can reduce turnover, how it can prolong the retention of a superstar employee, how it can reduce costs of a bad hire, etc. Companies pay a pretty penny when they use recruiters and they need to be able to really see the value via facts and figures. Since you’re new, you won’t yet have stats on your own candidates, but as you grow, make sure to keep track of how well your candidates are doing in the companies that they’ve been placed in.When choosing your niche, make sure you know it well. Nothing is worse than, for example, a technical recruitment company whose recruiters don’t know much about technology and don’t understand exactly what you’re looking for and who is successful in those types of roles. Choose a niche that you know well and that you’ve worked in so that you can choose the right candidates and have the knowledge and ability to train others who join your recruitment team.Be vigilant about who you select as candidates by setting up a multi-level screening interview program. Since word of mouth is a HUGE part of the success of a recruitment company, you want to make sure that you only have the best of the best candidates available. Do a quick screening to make sure they have the skills/knowledge available, do a longer behavioral interview via Skype or in-person to ensure that they will fit into the culture and vision of the company, and THEN you can allow the company who has hired you do their round of recruiting. If the candidate doesn’t pass your internal screening, they aren’t the best to serve up to a potential client.Match listed positions on company sites with your candidates and bring their resumes with you when you get a meeting with a prospective client (minus the candidate’s full contact information) that they can review. This will show the level of candidates that you have and allow the prospective client to see, in their hand, the candidates that are willing and able to fill that position right now that have many of the requirements that they are already looking for. It’s hard to say no.Be transparent as possible with your pricing and your contract. The more honest you are about your pricing and the more confident you are when you deliver that pricing, the less resistance you’ll face. Be flexible if it’s a new client, make it easy for them to say YES, let’s put together a contract today.Marketing starts with social sites. Market yourself to your existing connections ask much as you can on LinkedIn and Twitter. Post helpful articles that can help those trying to find candidates what to look for and how recruiters can help. Post often and make sure that each post adds value and isn’t just salesy fluff.Don’t forget to focus on your candidates’ experience. Word of mouth is powerful when it comes from the candidates you’ve successfully placed. When your candidates are happy with how you recruited them, how you screened them and who you placed them with, they will refer you to friends and other companies that they work for. Make sure you focus on your candidate’s experience through your process and make sure that your communication with them is constant and of great quality. Meet them at the office where they are supposed to have their first interview. Give them a call shortly after the interview is supposed to be over. Tell them when you’ll call the company and get feedback to pass along to them. Be there for them.Check in on your candidates a few months after placement and get some feedback on what they like and dislike about the company that they work for and their managers. It could very well be that you were so focused on getting a new contract signed that you didn’t realize that the company that you are sending great candidates to doesn’t have their crap together. This extra step shows the candidate that you care and they will be willing to stick around with you. It also helps keep bad clients from affecting your collection of candidates and harming your word of mouth.Recruiting companies can be either very exciting to work with or give you a bad taste in your mouth. Make sure that you focus on making the experience for your candidates and your prospective and current clients as excellent and professional as you can and always signNow out for help if you’re struggling or if things aren’t going quite as planned.Syndi Braun is the founder of BraunCX, a reputation management and customer service excellence company. With 15 years of broad business experience in Accounting, Sales, HR and Process Improvement, she writes about topics that relate to what impacts the performance of small businesses. Find her on Twitter, Medium and LinkedIn.