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Bridging Cultural Differences in Vietnam’s Workplace
Best Practices for Integrating Global Local TeamsTable of Contents:
Communication Styles in the Vietnamese WorkplaceCultural Norms That Influence Workplace Integration3 Practical Strategies for Effective Cross-cultural Collaboration3 Best Practices for Integrating Vietnamese and Foreign EmployeesWith a workforce of approximately 53 million people and one of the region’s fastest-growing pools of digital talent, Vietnam offers significant advantages for companies looking to build distributed, hybrid, or fully remote teams.
However, hiring in Vietnam is not simply a matter of recruitment—it requires understanding Vietnamese workplace communication, cultural expectations, and integration practices. For foreign employers, the difference between a productive team and a dysfunctional one often comes down to how well they adapt to Vietnam’s communication norms and workplace culture.
This guide explores the essential components of communication and integration in the Vietnamese workplace, offering foreign employers practical strategies to build strong, motivated, and culturally aligned teams.Communication Styles in the Vietnamese Workplace1. High-context and indirect communication
Vietnam is a high-context culture, which means communication relies heavily on non-verbal cues, tone, and situational context. Rather than expressing disagreement directly, Vietnamese employees often soften their responses to preserve harmony.
Common indirect signals include:
“I will try.” (Often indicates uncertainty)“It may be difficult.” (May mean the task is not feasible)“Let me check again.” (Possible hesitation or need for clarification)
Foreign managers accustomed to low-context, direct communication (such as in Singapore, the US, or Northern Europe) may misinterpret indirect responses as agreement. Understanding these nuances prevents misalignment.Practical recommendations for foreign leaders:Ask open-ended questions rather than yes/no questions.Encourage honest discussion by reinforcing psychological safety.Do not rely solely on verbal agreement—confirm expectations in writing.
2. Hierarchy, respect, and formality
Respect for hierarchy is a cornerstone of the Vietnamese workplace culture. Seniority, age, and job titles shape how employees interact with one another.
This means:
Employees may hesitate to challenge or question managers directly.Meetings may be quiet unless junior staff are invited explicitly to share opinions.Decisions may be deferred to senior leaders, even when junior staff have relevant expertise.Foreign managers can encourage participation by:Inviting specific individuals to share insights.Allowing private follow-ups for sensitive topics.Making it clear that constructive disagreement is welcome.
When implemented well, this reduces communication barriers while still honoring local cultural values around respect.
3. Relationship-based communication and trust building
Vietnamese professionals place significant value on relationship-building as a foundation for effective work collaboration. Trust is often established through personal interactions rather than formal processes.
This means:
Small talk is not “unproductive”—it strengthens rapport.Face-to-face meetings are preferred for important discussions.Collaborative efforts improve once relational trust is formed.
Foreign employers should view relationship-oriented communication as an investment. The stronger the trust, the smoother the workflows, negotiations, and long-term retention will be.
Cultural Norms That Influence Workplace Integration1. Collectivism and teamwork expectations
Vietnam is a collectivist society, where team harmony often takes precedence over individual expression. This influences behaviors such as:
Avoiding direct conflictMaking decisions collectivelySeeking group alignment before moving forward
This does not mean Vietnamese employees avoid responsibility; rather, they prioritize maintaining relationship stability within the team.
Foreign managers should incorporate collaboration-centered structures such as group problem-solving sessions, shared ownership of outcomes, and consensus-based decision-making when appropriate.
2. Feedback and performance conversations
Direct negative feedback, especially delivered publicly, may cause discomfort or loss of face. Vietnamese employees respond better to:
Private, constructive feedbackA “compliment → improvement → encouragement” structureClear, solution-oriented guidance
This aligns with maintaining respect while reinforcing accountability and growth.
3. Generational shifts in communication and mindset
Vietnam’s workforce is predominantly young, with 70% under the age of 35. Younger workers—especially Gen Z—tend to:
Prefer clear communication and frequent feedbackValue autonomy and flexibilityRely heavily on digital toolsExpect professional growth and global exposure
Meanwhile, older generations may lean more toward hierarchical norms and formal communication. Effective leaders adapt their approach based on team composition.
3 Practical Strategies for Effective Cross-cultural CollaborationEffective collaboration between foreign and Vietnamese teams requires intentional communication systems, adaptive leadership styles, and structured processes that reduce ambiguity.
While cultural understanding forms the foundation, practical execution determines day-to-day efficiency.
1. Improving clarity and minimizing miscommunication
Foreign employers can reduce misunderstandings by:
Using simple, clear English rather than idiomatic expressionsProviding recap notes after meetingsUsing diagrams, SOPs, and written processesEncouraging employees to ask clarifying questions
Because some Vietnamese employees may hesitate to ask clarifying questions, leaders should normalize follow-up conversations by saying:
“Feel free to check with me anytime—questions help us work better together.”
This reduces fear of judgment and builds trust.
2. Leadership styles that resonate with Vietnamese talent
Successful leadership in Vietnam often blends structure with approachability. Employees value managers who:
Provide clear guidance and expectationsRemain respectful and supportiveShow genuine interest in employee well-beingAre willing to mentor instead of simply instruct
Vietnamese teams respond well to leaders who combine professionalism with human connection. A manager who consistently checks in about workload, well-being, or family milestones would earn higher trust, which directly influences retention.
3. Creating inclusive, psychologically safe environments
In multicultural teams, psychological safety cannot be assumed—it must be deliberately cultivated. Foreign employers should expect differences in communication comfort levels, especially in group settings.Practical methods to foster inclusion include:Allowing employees to submit thoughts via chat, email, or anonymous formsBeginning meetings with round-robin sharing to ensure diverse voicesUsing breakout rooms where quieter employees feel more comfortablePublicly acknowledging contributions from individuals who typically stay silent
Inclusive practices reduce communication gaps, increase engagement, and empower teams to contribute ideas they might otherwise hold back.“During my first month in Vietnam, I realized that ‘I will try’ didn’t always mean a definite yes. After learning to ask gentle follow-up questions and recap next steps, our communication became much clearer. Vietnamese colleagues value harmony, and once trust is established, collaboration becomes incredibly smooth.”
In my experience, the language barrier isn’t the biggest challenge. It’s the cultural understanding and adaptation—if you don’t respect these nuances, even simple tasks can become complicated.”Yassine Soussane, Senior Business Development Representative at Cake Vietnam
3 Best Practices for Integrating Vietnamese and Foreign EmployeesSuccessful integration requires more than cultural awareness—it involves designing workplace experiences that help foreign and Vietnamese employees collaborate effectively, respect differences, and align around common goals.
1. Onboarding and cultural training
Effective cross-cultural onboarding reduces friction and accelerates team cohesion. This is particularly important in Vietnam, where workplace norms and communication expectations may differ significantly from Western or regional markets.A strong onboarding program should include:An overview of Vietnamese communication styles and workplace etiquetteTraining on how hierarchy influences decision-makingA glossary of common workplace phrases and what they really meanIntroduction to local holidays, customs, and business practicesA buddy or mentorship system pairing new hires with experienced staff
Foreign employees should also receive guidance on Vietnamese labor norms such as working hours, break expectations, and preferred communication channels (e.g., Zalo, email, company chat).
2. Building a unified workplace culture
Foreign companies often bring global values, processes, and expectations into their Vietnam operations. However, a unified culture emerges only when these global standards are adapted—not imposed.Effective practices include:Celebrating major local holidays (e.g., Tet, Mid-Autumn Festival)Hosting team lunches, workshops, or offsitesHighlighting shared values and company mission
A unified culture is not about making everyone the same; it’s about integrating the best aspects of both global and Vietnamese work styles to create a productive, respectful, and forward-looking environment.
3. Long-term engagement and retention strategies
Vietnam has become increasingly competitive, especially in tech and professional roles. Companies should focus on:Meaningful career pathwaysContinuous training and up-skillingOpportunities for cross-border collaborationRecognition and performance growth
A 2024 VietnamWorks survey found that 67% of Vietnamese employees consider career development the top factor in choosing a long-term employer, emphasizing the importance of internal mobility.
📍Conclusion:
Building effective teams in Vietnam requires more than hiring skilled talent—it requires understanding how communication in the Vietnamese workplace, cultural norms, and integration practices shape day-to-day collaboration. Foreign employers who invest in structured communication strategies, culturally aware leadership, and inclusive team environments create stronger alignment, higher productivity, and long-term retention.
As companies expand globally, managing compliance, payroll, contracts, and onboarding in Vietnam can be complex. This is why EOR is the key to global growth, enabling organizations to hire in Vietnam without navigating legal or administrative risks alone.To streamline hiring and scale teams confidently in Vietnam, foreign employers can rely on Cake’s EOR services, which handle payroll, contracts, compliance, and HR support—so you can focus on leading and integrating your teams effectively.CONTACT US
Tips Jitu Buat Job Advertisement Menarik dan 10 Contohnya
Iklan lowongan kerja atau job advertisement adalah alat bagi perusahaan untuk menarik kandidat berkualitas. Menulis job advertisement bukan sekedar mendeskripsikan posisi yang ditawarkan, tetapi juga merancang pesan yang menarik untuk meyakinkan calon pelamar.
Mengutip data Statista, jumlah total lowongan kerja (job vacancy) di Indonesia pada tahun 2023 mencapai 217.000. Angka ini menunjukkan ketatnya persaingan rekrutmen dalam mencari kandidat potensial, di mana perusahaan harus bersaing untuk mendapatkan talenta terbaik.
Oleh karena itu, strategi yang tepat dalam penyusunan job advertisement menjadi kunci untuk menarik kandidat potensial. Dalam artikel ini, Cake akan membahas tips membuat job advertisement menarik dan 10 contoh yang dapat dijadikan referensi.✨ Ringkasan:
Penyusunan job advertisement yang efektif mencakup penulisan deskripsi pekerjaan yang jelas, pemanfaatan teknologi, transparansi kompensasi, penggunaan bahasa profesional, dan optimalisasi kata kunci.
Dengan strategi yang tepat, perusahaan dapat meningkatkan visibilitas lowongan kerja serta menarik talenta terbaik sesuai dengan kebutuhan.
Tips Membuat Job Advertisement yang Menarik di 2025
Menyusun iklan lowongan kerja atau job vacancy advertisement membutuhkan pendekatan strategis berbasis data dan pemahaman mendalam tentang tren rekrutmen terbaru. Dengan memahami tren rekrutmen, perusahaan dapat menyesuaikan format iklan lowongan kerja, gaya komunikasi, dan platform distribusi yang lebih efektif dalam menjangkau pencari kerja.
Berikut merupakan 5 tips penyusunan job advertisement yang telah disesuaikan dengan tren rekrutmen terbaru 2025.
1. Deskripsikan Kualifikasi dan Detail Pekerjaan dengan Jelas
Job vacancy advertisement wajib mencantumkan deskripsi kualifikasi dan detail pekerjaan secara jelas untuk memastikan kandidat memahami persyaratan yang dibutuhkan dan tanggung jawab yang akan dijalankan. Dengan deskripsi yang jelas, perusahaan dapat menarik pelamar yang sesuai kebutuhan sekaligus mengurangi jumlah aplikasi dari kandidat yang tidak memenuhi kriteria.
Menurut riset The Ladder, pencari kerja rata-rata menghabiskan waktu 49,7 detik untuk membaca sekilas lamaran sebelum memutuskan apakah posisi tersebut cocok atau tidak bagi mereka. Oleh karena itu, penting bagi perusahaan untuk berfokus pada kompetensi yang benar-benar dibutuhkan untuk mengisi suatu posisi. Hindari penulisan persyaratan atau kualifikasi yang terlalu umum.
2. Manfaatkan Teknologi
Teknologi dapat membantu perusahaan menyusun lowongan kerja secara lebih efektif. Anda dapat memanfaatkan artificial intelligence (AI) untuk mengoptimalkan iklan lowongan kerja, mulai dari menyusun deskripsi menarik, memberi rekomendasi format iklan efektif, hingga mengidentifikasi elemen yang mampu meningkatkan tingkat respons kandidat.
Tren rekrutmen saat ini juga menunjukkan bahwa banyak perusahaan menggunakan teknologi AI generatif untuk meningkatkan efisiensi iklan lowongan kerja mereka. Menurut laporan SHRM pada 2022, 79% HRD telah menggunakan AI untuk mempercepat proses rekrutmen perusahaan, termasuk dalam penyusunan iklan lowongan kerja.
3. Tawarkan Kompensasi dan Benefit
Kompensasi dan benefit adalah aspek yang penting untuk dimasukkan dalam iklan lowongan kerja untuk meningkatkan minat kandidat dalam melamar sebuah posisi. Pastikan memberikan transparansi informasi seputar rentang gaji dan benefit agar kandidat memiliki gambaran jelas mengenai apa yang mereka dapatkan jika bergabung dengan perusahaan.
Survei LinkedIn menunjukkan bahwa kompensasi dan benefit adalah bagian yang paling penting dalam job vacancy. Menurut riset tersebut, 61% dari kandidat yang disurvei sepakat bahwa kompensasi menjadi aspek paling penting dalam sebuah lowongan kerja.
4. Gunakan Bahasa yang Sederhana dan Profesional
Penggunaan bahasa yang sederhana dan profesional membuat job advertisement tetap relevan untuk menjangkau audiens yang lebih luas. Hindari penulisan lowongan kerja dengan gaya bahasa terlalu kasual atau memasukkan jargon atau istilah teknis yang tidak relevan.
Faktanya, penggunaan bahasa yang terlalu kasual dalam job advertisement dapat meninggalkan kesan kurang profesional dan menurunkan minat kandidat untuk melamar.
5. Optimalkan Lowongan Kerja dengan Kata Kunci Relevan
Kata kunci atau keyword membantu job advertisement lebih mudah ditemukan oleh pencari kerja. Selain itu, menyematkan kata kunci yang tepat di lowongan kerja dapat meningkatkan visibilitas di mesin pencari dan platform lowongan kerja.
Survei Indeed menemukan bahwa 36% pencari kerja yang menggunakan kata kunci untuk mempermudah pencarian pekerjaan yang sesuai dengan kualifikasi mereka.💡 Fakta menarik:
Menurut Forbes, waktu terbaik merilis iklan lowongan kerja ada di bulan Januari, Februari, September, dan Oktober seiring dengan tingginya antusiasme pekerja dalam mencari kesempatan karier baru.
8 juta talenta berkualitas menunggu, pasang loker lebih efektif di Cake sekarang!🎉Pasang Loker
Hal yang Harus Dihindari Saat Membuat Job Advertisement
Dalam penyusunan iklan lowongan kerja, ada beberapa hal yang perlu dihindari untuk meningkatkan efektivitasnya menjaring kandidat berkualitas. Berikut Cake rangkum 5 hal yang harus dihindari saat membuat job advertisement.
1. Menulis Lowongan Kerja Terlalu Panjang
Menulis lowongan kerja terlalu panjang dapat menurunkan minat kandidat dalam melamar sebuah posisi. Menurut data LinkedIn Talent Solutions, iklan lowongan kerja yang menggunakan 150 kata atau kurang mendorong kandidat melamar 17,8% lebih sering dibandingkan iklan dengan 450-600 kata.
Sebaliknya, penulisan job vacancy yang singkat mempermudah pelamar kerja untuk memahami informasi utama tanpa harus membaca terlalu banyak detail yang berlebihan. Hal ini dikarenakan tren pencari kerja saat ini lebih banyak menggunakan smartphone dibandingkan dengan perangkat lainnya.
Selain itu, penting juga untuk menggunakan format yang mudah dipindai, seperti poin-poin atau sub-judul agar mempermudah kandidat menemukan informasi yang mereka butuhkan.
2. Kurang Memperhatikan Pemilihan Job Platform
Pemilihan job platform yang tepat sangat mempengaruhi tingkat efektivitas iklan lowongan kerja. Untuk itu, penting bagi rekruter untuk memilih platform yang tepat sesuai target audiens dan jenis posisi yang dibuka.
Konsultan rekrutmen Cake, Ray Tambunan menyarankan agar perusahaan tidak terpaku pada satu job platform saja tapi juga mempertimbangkan opsi lain untuk menjangkau kandidat yang relevan dengan kebutuhan perusahaan.
“Sering kali perusahaan terpaku pada satu job platform yang sudah menjadi go-to tools mereka karena success rate dari proses sebelumnya. Tapi, hal ini dapat menjadi jebakan untuk ke depannya, karena tidak menjamin bahwa talent pool untuk role lain ada di job platform tersebut. Jadi, akan lebih baik jika tim rekrutmen atau talent acquisition berkomunikasi dengan tim job platform untuk membahas tentang talent pool di masing-masing job platform mereka,” tutur Ray Tambunan.
3. Tidak Mencantumkan Petunjuk Melamar dengan Jelas
Petunjuk melamar dan tahapan rekrutmen penting untuk dicantumkan dalam iklan lowongan kerja. Petunjuk dan informasi rekrutmen yang lengkap membantu kandidat memahami proses seleksi sejak awal, sehingga mereka dapat mempersiapkan diri dengan lebih baik.
Selain itu, pastikan mencantumkan langkah-langkah yang harus diikuti kandidat, termasuk persyaratan dokumen yang diperlukan, format pengiriman, tenggat waktu melamar, dan alamat email tujuan pengiriman lamaran. Transparansi dalam proses ini tidak hanya memudahkan kandidat, tapi juga membantu perusahaan menerima lamaran yang lebih relevan dan terorganisir.
4. Mencantumkan Tugas yang Tidak Realistis
Beberapa lowongan kerja mencantumkan tugas dan tanggung jawab yang terlalu banyak, bahkan di luar kapasitas dari posisi yang dibuka. Hal ini dapat membuat kandidat enggan melamar karena merasa beban kerja terlalu berat atau tidak sesuai dengan standar suatu industri.
Penting bagi rekruter untuk memasang iklan lowongan kerja dengan deskripsi tugas yang realistis, jelas, dan berfokus pada tupoksi dari posisi lowongan kerja yang dibuka. Prioritaskan tanggung jawab utama yang benar-benar relevan dengan peran tersebut, sehingga kandidat dapat memahami dengan baik ruang lingkup pekerjaannya.
5. Tidak Menyertakan Employer Branding
Mayoritas pencari kerja saat ini melakukan riset sederhana untuk mengetahui lingkungan kerja dan nilai-nilai perusahaan yang akan mereka lamar. Menurut data LinkedIn, 75% pencari kerja mempertimbangkan employer branding sebelum memutuskan melamar kerja di suatu perusahaan.
Apabila job advertisement tidak mencantumkan budaya perusahaan atau keunggulan yang membedakannya dari kompetitor, kandidat mungkin akan kurang tertarik untuk melamar. Oleh karena itu, perusahaan perlu mencantumkan employer branding yang singkat tapi tetap jelas dan informatif. Expert Insight:"Seringkali perusahaan terpaku pada satu job platform yang sudah menjadigo-to tools-nya karena sukses di masa lalu. Tapi ini bisa menjebak, karena tidak menjamin bahwatalent pooluntukrole lainada di platform tersebut."
Ray Tambunan, Senior Recruitment Consultant
📚 Baca juga:Pentingnya Employer Branding dan Strategi Efektif Membangunnya
10 Contoh Job Advertisements untuk Berbagai PosisiSetelah mengetahui tips dan hal-hal yang harus dihindari dalam menyusun job advertisement, kini saatnya melihat contoh job advertisement yang menarik dan efektif. Berikut adalah 10 contoh job advertisement untuk berbagai posisi dalam bahasa Indonesia dan bahasa Inggris yang dapat dijadikan referensi dalam menarik kandidat berkualitas.
1. Contoh Job Advertisement Digital Marketing Specialist (Bahasa Inggris)Contoh Job Advertisement Digital Marketing Specialist (Bahasa Inggris)2. Contoh Job Advertisement Content WriterContoh Job Advertisement Content Writer3. Contoh Job Advertisement Admin Sosial MediaContoh Job Advertisement Admin Sosial Media4. Contoh Job Advertisement Designer Grafis (Bahasa Inggris)
Now Hiring: Graphic Designer
We are looking for a Graphic Designer with a keen eye for design, creativity, and a passion for visual storytelling. At our company, creativity is more than aesthetics, it’s a driving force for innovation. If you’re ready to create impactful designs that inspire, join our team!
Responsibilities:
Develop creative designs for digital and print media, including social media content, advertisements, and marketing materials.Collaborate with the creative team to ensure visual consistency across all platforms.Transform concepts and ideas into engaging visual content.Stay up to date with design trends and implement them into projects.Manage multiple design projects and meet deadlines efficiently.
Requirements:
Bachelor degree in Graphic Design, Visual Communication, or related field.Proficiency in Adobe Creative Suite (Photoshop, Illustrator, InDesign).Strong portfolio showcasing creative and high-quality designs.Attention to detail and ability to translate ideas to compelling visuals.Knowledge of branding, typography, and color theory.Ability to collaborate with cross-functional teams
What We Offer:
Monthly salary IDR 7-9 million per monthOpportunities for career growth and developmentBPJS InsurancePaid leave
Send your CV and portfolio to [email protected] with the subject Graphic Designer – [Your Name].5. Contoh Job Advertisement Sales Executive
PT Prima Solusi Nusantara adalah perusahaan teknologi yang menyediakan solusi bisnis inovatif berbasis teknologi untuk berbagai industri. Kami sedang mencari Sales Executive yang siap membantu memperluas jangkauan pasar dan membangun hubungan berkelanjutan.
Tugas dan Tanggung Jawab:
Mencari dan menjalin hubungan dengan calon klien untuk menciptakan peluang bisnis baru.Mempresentasikan dan menawarkan produk/layanan perusahaan sesuai kebutuhan klien.Melakukan negosiasi dengan klien untuk mencapai target penjualan yang ditetapkan.Menganalisis tren pasar dan kompetitor untuk menyusun strategi penjualan yang efektif.Melaporkan hasil penjualan secara berkala kepada manajemen.
Kualifikasi:
Gelar Sarjana atau Diploma di bidang Bisnis, Pemasaran, atau bidang terkaitPengalaman 1-2 tahun di bidang sales, business development, atau peran serupa lebih diutamakan.Memiliki kemampuan komunikasi, negosiasi, dan interpersonal yang baik.Berorientasi pada target dan mampu bekerja dalam tim.Bersedia ditempatkan di wilayah Jabodetabek
Gaji dan Benefit:
Gaji bulanan Rp 7-8 jutaBonus sesuai capaian targetBPJS Kesehatan dan KetenagakerjaanTunjangan makan dan transportasi
Kirimkan CV dan surat lamaran Anda ke [email protected] dengan subjek Sales Executive - Nama Anda.6. Contoh Job Advertisement Social Media Specialist (Bahasa Inggris)
About Us
PT Kreativa Digital is a leading digital marketing and branding agency. We believe that social media is more than just a platform, it’s a space to build meaningful connections with audiences. We are looking for a Social Media Specialist who is both creative and strategic to manage and grow our clients’ digital presence.
Key Responsibilities
Develop, create, and manage engaging content across multiple social media platforms (Instagram, TikTok, Facebook, LinkedIn, etc.).Analyze social media trends and craft strategies to increase engagement and brand awareness.Manage content calendars and ensure timely publication.Align content with the brand’s identity to maintain consistency across all platforms.Collaborate with creative and marketing teams to execute digital campaigns effectively.Monitor content performance using analytics and optimize strategies based on data insights.Engage with audiences and foster a positive brand community.
Requirements
Bachelor's degree in Communications, Marketing, or a related field.1-2 years of experience as a Social Media Specialist or similar role.Strong understanding of digital marketing strategies and social media trends.Creative mindset with excellent storytelling and content creation skills.Proficiency in social media tools and analytics (Meta Business Suite, TikTok Studio, etc.).Basic design skills (Adobe Photoshop is a plus).
What We Offer
Competitive salary and performance-based incentives.Opportunities for growth in a dynamic digital marketing industry.Collaborative and innovative work environment.Professional training and development programs.
Send your CV and portfolio to [email protected] with the subject Social Media Specialist - Your Name.7. Contoh Job Advertisement Social Media Specialist
PT Harmoni Digital adalah perusahaan yang bergerak di bidang IT dan berfokus pada solusi inovatif untuk membantu bisnis dan UMKM berkembang. Kami mencari Account Executive yang memiliki keterampilan komunikasi dan negosiasi yang kuat untuk membangun dan mempertahankan hubungan dengan klien.
Tugas dan Tanggung Jawab:
Menjalin hubungan dengan klien potensial untuk mengembangkan peluang bisnis.Memahami kebutuhan klien dan menawarkan solusi yang sesuai dengan produk/layanan perusahaan.Melakukan presentasi, negosiasi, serta menyusun proposal kerja sama.Menangani pelaporan dan tagihan yang akan diberikan ke klien.Menyusun laporan berkala kepada Account Manager.
Tugas dan Tanggung Jawab:
Pendidikan minimal Sarjana di bidang Bisnis, Pemasaran, Komunikasi, atau bidang terkait.Pengalaman 1-2 tahun di bidang sales, account management, atau bidang terkait.Memiliki kemampuan komunikasi dan negosiasi yang baik.Mampu menjalin hubungan profesional jangka panjang dengan klien.Berorientasi pada target dan memiliki kemampuan penyelesaian masalah yang baik.
Benefit:
Gaji Rp 6-7 juta per bulan.Komisi dan insentif berdasarkan pencapaian target.BPJS Kesehatan dan KetenagakerjaanKesempatan pengembangan karier dan pelatihan.
Kirimkan CV dan portofolio ke hr@harmonidigital dengan subjek "Account Executive - Nama Anda".8. Contoh Job Advertisement Talent Acquisition Staff (Bahasa Inggris)
Now Hiring: Talent Acquisition Staff
At Visionary Talents, we don’t just hire people, but we build dream teams. If you have a passion for connecting great talent with the right opportunities, this role is perfect for you!
Responsibilities
Source candidates from multiple channels and make recommendations for new channels.Review resumes, conduct initial interviews, and schedule meetings with hiring managers.Keep candidates informed and provide a positive experience throughout the hiring process.Monitor recruitment performances and suggest improvements to the process.Enhance employer branding through engaging recruitment and a strong digital presence.Help negotiate job offers and ensure a smooth onboarding process for new hires.
Qualifications
Bachelor’s degree in Psychology, Human Resources, or related field.Having 1 years of experience in Recruitment, Fresh Graduates are welcome to apply.Strong communication and interpersonal skills.Familiarity with recruitment tools, ATS software, and sourcing techniques.Ability to multitask and manage multiple hiring projects simultaneously.
What We Offer
Monthly salary range IDR 5-7 millionHealth insurancePaid leave
Send your CV and portfolio to [email protected] with the subject Talent Acquisition- Your Name.9. Contoh Job Advertisement Public Relations Officer
Posisi: Public Relations Officer
Informasi perusahaan:
PT Persada Otomotif adalah perusahaan terkemuka di industri otomotif yang berfokus pada inovasi, kualitas, dan kepuasan pelanggan. Kami berkomitmen untuk menghadirkan solusi transportasi yang modern serta membangun hubungan yang kuat dengan pelanggan, mitra bisnis, dan masyarakat.
Deskripsi Pekerjaan:
Mengembangkan strategi komunikasi dan hubungan masyarakat untuk meningkatkan citra perusahaan.Membangun hubungan yang kuat dan saling menguntungkan dengan media/jurnalis.Menyusun dan mendistribusikan siaran pers, artikel, serta materi komunikasi lainnya.Menangani komunikasi krisis dan memberikan respons yang efektif terhadap isu publik.Mengorganisir serta menghadiri acara perusahaan termasuk konferensi pers dan pameran industri.Membuat pemetaan dan pemantauan media serta melaporkannya secara berkala.
Kualifikasi:
Pendidikan minimal Sarjana di bidang Komunikasi, Hubungan Masyarakat, Jurnalistik, atau bidang terkait.Pengalaman minimal 2 tahun sebagai Public Relations atau humas perusahaan.Kemampuan menulis dan komunikasi yang baik dalam bahasa Indonesia dan Inggris.Memiliki jaringan luas dengan media dan industri otomotif menjadi nilai tambah.Kreatif, inisiatif, serta mampu bekerja dalam tekanan dan tenggat waktu yang ketat.
Benefit:
Gaji Rp 7 - 8 juta per bulan.Asuransi BPJSCuti tahunanLingkungan kerja yang kolaboratif dan inovatif.
Silahkan mengirim lamaran Anda melalui email [email protected] dengan subjek “Public Relations - Nama Anda”.
10 Contoh Job Advertisement Software Engineer
Posisi: Software Engineer
PT TechIndo adalah perusahaan teknologi yang menghadirkan produk digital berkualitas tinggi yang efisien dan scalable guna mendukung operasional bisnis serta meningkatkan pengalaman pelanggan. Kami sedang mencari Software Engineer berpengalaman yang siap berkontribusi dalam pengembangan aplikasi.
Deskripsi Pekerjaan:
Mengembangkan, menguji, dan memelihara aplikasi perangkat lunak berkinerja tinggi.Berkolaborasi dengan tim lintas fungsi untuk merancang solusi yang scalable.Menganalisis, mengidentifikasi, serta memperbaiki bug dan mengoptimalkan kinerja perangkat lunak.Menulis kode yang bersih, efisien, dan terdokumentasi dengan baik.
Kualifikasi:
Gelar Sarjana di bidang Ilmu Komputer, Software Engineering, atau bidang terkait.Pengalaman 1-2 tahun sebagai Software Developer, Back-end Engineer, dan profesi sejenis.Menguasai bahasa pemrograman JavaScript.Berpengalaman dengan framework web, database, dan cloud computing.Memiliki kemampuan penyelesaian masalah dan komunikasi yang baik.Manajemen waktu yang baik dan mampu menetapkan prioritas serta menangani beberapa tugas sekaligus.
Gaji dan Benefit:
Gaji Rp 8 - 10 juta per bulanPelatihan skill berkalaBPJS Kesehatan dan KetenagakerjaanBonus berdasarkan capaian target
Silahkan mengirim lamaran Anda melalui email [email protected] dengan subjek “Software Engineer - Nama Anda”.
Terhubung dengan +7 juta kandidat berkualitas di talent pool Cake dan temukan kandidat ideal Anda!
Cari Kandidat Ideal
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5 Business Analyst Certifications to Level Up Your Business Analyst Resume
In an age where data rules the world, companies value business analysts more than ever. Business analysts acquire information, identify trends and meaning within the data, and then work with stakeholders and other professionals to implement it to improve the company.
It can be difficult to showcase your abilities as a business analyst. Unlike professions like software engineers or graphic developers, where you may have a portfolio or a stack of hard skills to give a baseline of your abilities, business analysts may need to opt for certification for proof of their abilities on their business analyst resume.
Many large companies, especially in the tech industry, often require certification to become a business analyst or jobs adjacent to it. An investment in a business analyst certification is easily worth it, especially if you are not highly experienced.
We'll also discuss the importance of business analyst certifications, which ones are currently popular, and which ones are right for you.Table of Contents
Why Business Analyst Certification Matters
5 Popular Business Analyst Certifications to Earn
Which Business Analysis Certification is Right for You?
How to Study for Your Certification Exam
Conclusion
Why Business Analyst Certification Matters
In many larger companies, certification is a direct way of opening up promotions. There are often many positions in your company that explicitly require a business analyst certification. This is rather obvious, as large companies need objective justifications for giving more prominent positions.
Not only this but if you are looking to change careers within your industry or company, a certification can help make up for the lack of formal experience. If you have experience as a programmer but want to go into more of a project management role, getting an analysis certification is going to help you crossover into that role.
If you lack hands-on experience with a career in business analysis, a certification shows initiative and willingness to learn. Instead of applying for a job and trying to convince potential employers that you will get the information, you would have already shown that you are invested in becoming a business analyst.
However, there is a sea of business certifications, and not all of them are equal. The ECBA (Entry Certificate in Business Analysis) is a globally recognized business certificate. Therefore, it is more likely your employer will be familiar with it and the knowledge that you have gained from it. An entry-level certificate like the ECBA can justify a 5-10% increase in pay.
Globally recognized certifications for mid-level positions can help raise salaries by 10-20%, making them an easy investment even if some of these certificates are pricey.
Not only are useful tools to climb the ranks of a company and command higher salaries, you can legitimately learn skills and strategies from certification courses.
For instance, if you want to become a Project Manager, then changing your business philosophy into an agile mindset will be invaluable. Those with work experience in slower, more traditional companies may need business certifications to know how more modern, flexible, and faster companies work. This will not only make you more efficient, but it will also make it easier to relate with your colleagues.
In general, obtaining a certification is another means of keeping up to date with the professional world. Trends in business are always changing, and gaining knowledge is the key to never becoming outdated.
5 Popular Business Analyst Certifications to Earn
There are hundreds, if not thousands, of certifications out there. To ensure you get the most bang for your buck, stick with the ones that are recognized worldwide. This not only ensures that potential employers will consider it for your application and salary, but you're more guaranteed to actually learn key skills related to your job.
Certified Business Analysis Professional (CBAP)
Course details: Strategy analysis, elicitation, life cycle management, business analysis planning.Duration: 6 months, 3 if intensive. Price: $2,000-$5,000.Who is it for: Business analyst with several thousands of hours of experience looking to advance their careers to a senior position.Website: IIBA CBAP Certification.
Certification of Competency in Business Analysis (CCBA)
Course details: Design definition, strategy analysis, elicitation and collaboration.Duration: 2-4 months.Price: $2,000-$3,000.Who is it for: Those with 2-3 years of experience in consulting, product management who want to transition to a more dedicated business analysist role. Website: IIBA CCBA Certification.
Entry Certificate in Business Analysis (ECBA)
Course details: Business analysis planning and monitoring, requirements analysis and design, underlying competencies.Duration: 1-3 months.Price: $500-$1,500.Who is it for: Those who haven't used any business analyst and want to break into the field. Recent graduates and people who want to change careers.Website: IIBA ECBA Certification.
Certified Analytics Professional (CAP)
Course details: Model deployment, data and methodology selection, business problem framing, and communicating with stakeholders.Duration: 6 months, 3 if intensive. Price: $2,000-$4,000.Who is it for: Data scientist, business analyst and those with analytical degrees or experience looking to cement their credentials.Website: CAP Certification.
PMI Professional in Business Analysis (PMI-PBA)
Course details: Needs assessment, solution evaluation, traceability and monitoring, business analysis planningDuration: 6 months, 3 if intensive. Price: $2,000-$4,000. Who is it for: System analysts, product managers, project managers and other jobs that involve business analysis as a supplementary part of their job. Website: PMI-PBA Certification.
Which Business Analysis Certification is Right for You?
To decide which certificate to pursue, you need to analyze your own professional development. Different business analysis certifications are useful for career growth at different points in your career, and others supplement your hard skills.
Typically speaking, the more advanced the certificate, the more dedication it will require. A certificate for a business analyst with a lot of experience will require more investment in exam fees, course fees, professional references, and duration than more entry-level certificates.
If you're fresh out of college or you have a career not related to business analysis, then you should certainly pursue an IIBA entry certificate like the Entry Certificate in Business Analysis (ECBA). This is a relatively low investment certificate.
Some certifications will not even be open to you unless you've put in some serious hours. Certificates like CCBA require at least a couple of years of relevant experience and certificates for more senior positions will require more than that.
Keep a good relationship with your employers as well, as many of these certificates require references. These institutes care a lot about their reputation and thus only want serious professionals to take their courses.
For the most part, the type of bachelor's degree you have will not matter, and you usually do not require a master's degree to get something like IIBA certification. However, if you lack experience and want to get a certificate related to analysis, a bachelor's degree in statistics, data science, or something analytical can satisfy your experience requirement.
Knowing Your Opportunity Cost
Some of the investment required for a business analysis certification may seem intimidating. However, in order to make money, you often have to spend money (or at least time).
Many mid-career business analysis certifications require a couple of thousand dollars and 3-6 months of work. While not cheap, this is nowhere near the same commitment it would take to acquire a college degree.
When you consider that certifications often lead to 10% increases in pay as well as the ability to jump to a higher level position, it should be easy to calculate if it is worth it for you to take this job.
To make the math simple, let's pretend that a business analyst makes $100,000 dollars. It will cost them roughly $2,500 for their certificate. A ten per cent increase of $100,000 is $10,000 dollars more. So you can already see that in year one, your certificate will pay for itself, and you will make several thousands of dollars in profit.
You will have to dedicate time to gain the certificate, but if you aspire to have more job opportunities or better job security, you will need to dedicate time to learning new skills regardless.
Check the Demand for your Business Analysis Certification
While certified professionals usually have an advantage, it would still benefit you to research how a certificate can progress your career in business analysis.
To get an understanding of the market, you can simply look at job listings for business analysts on sites like LinkedIn, Cake, or Indeed. Keep note of what credentials are often listed in the job openings. You'll likely get a feel for which certificates are appropriate with what level of experience or responsibility.
IIBA and PMI regularly have statistics related to certifications relevant to the business world.
You should also explore your network or venture to expand your network to learn more about your industry and the value of a business analysis certificate.
Platforms like Slack, Discord, Reddit, and message boards can be gold mines of information for the business. Business analysis professionals and business leaders frequently visit these places, and you can gain insight on what it takes to be competitive for the position you want.
Having a relevant network will also let you know which certificates are still trending and which ones may be going out of vogue. Today, an agile analysis certification is quite valuable, but maybe 10 years from now, a new philosophy will come in and devalue it. Keeping up with the latest industry practices will ensure that you know which certificates are useful for your career in business analysis.
How to Study for Your Certification Exam
The exam fees for certification exams are not cheap, so you'll want to take your test prep seriously. Luckily, there are a lot of resources you can dive into to prepare yourself for your certification exam.
Vising communities where business analysts can frequently supply you with long references for relevant certificate exam resources. StackExchange, Discord, Slack, and even following business leaders on Twitter can lead to more certificate exam resources than you need.
You can learn key concepts from most major online platforms. Coursera and Udemy have business courses for the certification exam. These courses are often discounted, so you can get them for cheap if you keep an eye out.
The IIBA also sells books that prepare you for their certification exams. They're rather straightforward, so if you read them and use flashcard apps like Anki, you can get well acquainted with the certification's philosophy and definitions.
Consistency is the key to studying any topic. You'll want to create a consistent schedule. Becoming a certified business analyst will require an understanding of business analysis planning, so organizing a schedule for improvement is something you'll need to do anyway.
Ideally, you should study about every day. You will usually want to review what you have gone over in the past, learn a new topic, apply the new knowledge, and occasionally plan mock tests.
The amount of time you put into your study sessions is obviously up to you. You should identify the weaknesses in your study material and dedicate more time to fixing them. Even asking an AI program to create a study schedule for you can be a good starting point, and you simply modify the times based on your experience.
For those who haven't taken a test in a long time, here are some simple ways to tackle different types of questions.
Essay Questions
Write a short outline. You'll have a better idea of how to attack the essay when your thoughts are written in front of you.If possible, you'll want to cite real-life examples to support your answers to essay questions. This shows a clear understanding that not only have you learned the material, but you also have the potential to apply business analysis in real life.
Multiple Choice
Normally, there will be answers that are easily eliminated. Mark the answers that you know are incorrect so your eyes know to look over them and concentrate more on the more practical choices. Don't spend too much time on multiple-choice questions. You can always go back when your brain has cleared up and answer the ones you were stuck on. If you have no idea what the answer is, then it's better to mark your best guess than to leave it blank.
Case Study
Mark key information in the case study so you can quickly reference it for future questions.Use frameworks to organize the information and break down the case study for well-thought-out answers.
Short Answers
The safest way to make a good short answer is to keep the answer brief simply. By definition, short answers are not looking for a lot of detail. Simplicity and conciseness are key.Most business analyst certifications are not attached heavily to particular industries. This means that if you're citing from a real-life business case, you should avoid using jargon and use more universal terms that people can understand.
There is no better way to see where you stand than to take mock tests. Both IIBA and PMI have exam prep books that will give you plenty of business problems to work with.
Alternatively, you can look at learning platforms like Udemy for practice exams.
Lastly, IIBA offers a subscription that includes mock tests, quizzes, and access to study groups, where you can meet like-minded professionals.Final Tip: Set Up a Good EnvironmentTreat a practice test as seriously as possible. Occasionally, you might find yourself studying in a louder area, like a cafe or on a subway. With a mock test, find a quiet, controlled place, like your bedroom or an isolated area in a library. Make sure your electronic devices and notifications are shut off on both your laptop and mobile device. Time each section of your exam. The parts you struggled with will let you know what to work on more during your study time.Anxiety comes from the unknown. Mock tests will give you more confidence, as you will have a more realistic expectation of what you can do on test day.
Conclusion
Business analysis is a growing position, and if you're interested in it, you should certainly pursue it. Obtaining a globally recognized analysis certification is a powerful way to climb up the ranks in your company, switch careers, or land an entry-level position. We also recommend you to prepare for some common interview questions for the business analyst role.
A business analysis certification can give you foundational skills to open up more job opportunities, but you can also learn how to further your career by simply reading more on Cake. Follow us to know more!With Cake, you can easily create a CV online, download your CV in PDF format for free, and utilize ATS-compliant templates to create a CV. Land your dream job, and create your CV online (free download) with the best resume builder now!Create a resume
A Complete Guide to Hiring Offshore Software Development Teams
Created by CakeIn this article, we'll cover:What Is Offshore Software Development?When to Hire Offshore IT ServicesHow to Hire Offshore Software Development TeamsWhat to Consider When OffshoringIt can sometimes be hard for companies to keep up with the speed they grow. Projects can be too demanding sometimes; therefore, outsourcing some tasks becomes a helpful alternative. Thanks to globalization, even offshore outsourcing has become a lot easier nowadays.
There are three common types of outsourcing and offshoring: Onshore, nearshore, and offshore outsourcing.
Onshore outsourcing: hiring people in your home country for specific projects or tasks.
It has an ethnocentric approach, eases communication, and diminishes cultural shock; Nonetheless, it is the most costly of the three.
The contractor operates in the same region as the company; Therefore, you need to consider taxes and labor remunerations when you pay the expenses.
Nearshore outsourcing: hiring contractors or teams in a neighboring country.
While it provides advantages in communication (similar cultures), it tends to be costlier than the offshoring of services.
Offshore outsourcing: hiring partner operates in a more remote region, like Asia or Europe.
Although hiring offshore software development usually brings communication issues due to time zone differences and cultural and language barriers, it is the most flexible option. It also tends to be the most cost-effective and has a vast pool of talented resources.
Deciding which one to use is never an easy task. However, given their many benefits, offshoring IT services are becoming a popular alternative.
Software development requires time and resources. Technology changes fastly, making it costly to catch up with an in-house team, especially for smaller companies. Therefore, offshore software development has become one of the most sought-after alternatives.
Aside from the talent and cost-related benefits, other advantages of offshoring are a reduced load of work for the company, a faster delivery of projects, and flexibility. Such advantages result in increased efficiency and leverage a company’s growth. Henceforth, more companies are noticing the potential of offshore software outsourcing.What Is Offshore Software Development?Offshoring of services is when a company hands a project to a third-party developer; It can either be the whole project or just some tasks that the company cannot handle on its own. The offshore development team works in a remote location, usually another country.
Big companies sometimes create an offshore software development center and hire dedicated developers.
Among the tasks offshore software developers can do for you, you can find the following:
✅ Mobile app development:
Offshore app development frees you from having an in-house team. Hiring an offshore software development team gives you access to top-notch talent that will help both your app projects and your pocket.
✅ Web development:
Offshore web development can help you boost your company’s online image. The flexibility that an offshore software development team offers can help you create an innovative page in much less time than it would take to do it at home.
✅ UI/UX design:
Another common offshoring IT service is to have developers help you come up with a suitable interface to create a great user experience. By cooperating with offshore developers, you take a complicated task off of your shoulders. You can focus on core related issues while they create an intuitive, modern, and easy-to-use experience.
✅ QA services:
Offshore developers are still humans and can make mistakes. However, making sure software runs smoothly without bugs that could affect the user’s experience is time-consuming. A great way to get a fresh set of hands and eyes is to hire an offshoring development team for quality assurance.
When to Hire Offshore IT ServicesDeciding to use offshore development services is not a decision that companies can make on a whim. They have to consider many factors such as budget, cultural barriers, and how urgent the project is before deciding whether they will hire offshore software development services or not.
💡 When you are on a tight budget
Offshore software development cost is much lower than keeping a specialized time in the company. You don’t need to allocate as many resources since you won’t train anyone nor pay taxes or other administrative expenses.
Additionally, you won’t spend on equipment and software. Thus, making offshore software development a more cost-effective solution.
💡 When you want to improve your services/products quality
Hiring offshore development teams allows you to reach highly talented individuals around the world. You can hire excellent talent to help your project advance and yield positive results.
If your products or services are diminishing in quality, it might be a red flag that indicates that you cannot keep up with the market requirements. It is an indicator that you should consider hiring offshore developers or even an offshore software outsourcing company.
💡 When you need more flexibility
Another advantage of offshoring is that you may hire an offshore development team for one or a couple of projects rather than a full-time contract. Therefore, you can easily explore other options to find the best match for your needs.
💡 When you need to speed up development time
The flexibility of offshore software development also brings another advantage; it usually takes less time for developers to finish your project. First, the recruitment and selection process is simple. Second, you can hire as many experts as you need.
Therefore, the time offshore software companies and individuals need to finish tasks can diminish as long as you allocate tasks efficiently.
💡 When you want to focus on your core business strategies
Offshore outsourcing software development companies allow you to fully dedicate your time to the core tasks for your company. You will be able to focus on the core activities rather than micromanaging the time-consuming obligations of a software development department.
How to Hire Offshore Software Development TeamsYou are probably wondering how to hire offshore software developers after learning all the benefits offshore outsourcing brings to the table.
You will have to do some extra work on your side before you start offshoring IT services. Here are some of the best practices that will help you make the best decision:
🎯 Research your target audience.
Spend time to know what your clients need before hiring a company or team for offshore outsourcing software development. You will make a more fitting choice if you find out the technologies they work with, which platforms they use, and where their traffic comes to their websites and apps.
You can benchmark with what competitors are offering to gather a general idea of additional services or features you will need to get from offshore sourcing to gain the upper hand in the competition.
🎯 Identify your needs.
Dedicate a few hours to analyzing your needs before hiring any offshore developers. Find out what technologies you will need for different objectives. For example, you might need offshore programming to develop an app.
However, hiring an offshore web development company is better if the project involves creating a website. Many offshore companies even offer consultations to help you determine your needs.
🎯 Define your goals.
The lack of a proper strategy hurts any project. A company with clear goals knows the steps they need to take to reach them. Setting SMART goals you expect the offshore development team to obtain is the best way to assure high quality and efficiency.
SMART goals are specific, and they clearly define what you want to reach. They are measurable so that you can check your progress. Make them achievable and relevant to keep the offshore developers interested. Finally, timely goals include a limit that creates a sense of urgency and encourages better management.
🎯 Choose the right offshore IT companies.
As we mentioned, we can find many companies that offer offshore web development and other IT services out there. How to choose the best one? Consider the following tips.
Check references, reviews, and rankings:
Put on your detective hat to find the most trustworthy offshore software outsourcing company. Look at their website for references from previous projects and partners. You can also find websites where customers evaluate firms and read their reviews before selecting a company.
Privacy is important:
There are many risks involved when offshore outsourcing. Assure the company you work for will respect your intellectual property and your customer’s data. A great way to secure your idea is by making the offshore software company sign a non-disclosure agreement (NDA).
What to Consider When OffshoringHere are some of the most important aspects to consider when offshoring IT services.
💭 Location
During the past few years, India has positioned itself as one of the best offshore sourcing countries. It offers the best price-quality relationship. Eastern Europe and Latin America are also popular options depending on your needs (Time difference, language, culture).📚 Further reading:10 Best Software Outsourcing Destinations
💭 Agility and Cost-Effectiveness
Companies need flexibility when outsourcing and offshoring. You will have to ponder what type of contract you need depending on the nature of your product. Fixed contracts may be cheaper and more fitting for smaller projects. On the other hand, the flexibility required for big tasks might be costlier.
💭 Skills and Expertise
Offshore custom software development and other IT activities require highly technical knowledge. You need to research the company you are interested in collaborating with to assure that they will deliver and meet your requirements. Read their information online like websites and reviews to check if they can provide what you need.
💭 Security Issues
Data breaches and cyber-attacks are a constant threat to IT companies. Therefore, you need to investigate the company’s internal framework for data protection when deciding to go for offshore development. Make sure that they comply with international security standards.
💭 Communication Issues
Finally, most of the time, you will be working with people located far from you when offshoring IT services. Communication is key to success. Assure you understand each other’s language and culture as they can become obstacles otherwise. Moreover, make sure you will be able to overcome time-zone differences.
🔑 Key takeaways:Offshore software development is a good alternative for companies to be time and money efficient. Companies can deliver high-quality results and focus on their core business activities by outsourcing IT services.To decide when to offshore IT services, you need to consider your budget, time, and flexibility needs. Also, you have to consider whether you are willing to delegate some control to a partner you consider trustworthy.Invest time and effort into effective hiring of offshore software development services. Analyze what your customer needs and your requirements. Moreover, define SMART goals and analyze your potential partners before deciding who to hire.Consider the potential partner location and skills before hiring offshore software developers. Additionally, pay attention to any potential cultural or communication barrier that can hinder the communication. Finally, do not forget to verify that the company can provide the security you and your clients need.Cake has developed a large tech talent pool and been trusted by more than 5,000 corporations. We can help you hire the right offshore or remote development team, offering you better flexibility and efficiency in recruitment.Build a dev team--- Originally written by Roger Rene Ortega Figueroa---
10 Networking Events for Professional Development: How-To Guide with Tips
10 Networking Events for Professional DevelopmentMaking meaningful connections with people in your industry, whether it be colleagues, managers, or like-minded individuals, can allow you to smoothly level up in your career. This can be done via networking events, a skill which is needed in order to develop as a professional. Networking can assist you in establishing and maintaining valuable connections, seek opportunities, and gain insights into your industry. With 85% of jobs being filled via networking, knowing how and where you can network will be useful in your job search.
There are plenty of ways to network online, but did you know there are career networking events as well? Today, we’re going to help you learn how and why you should network, as well as provide some tips on where you can get started with meeting people.Table of ContentsWhat Are Networking Events?Types of Networking EventsHow to Find a Networking Event?How to Prepare for Networking Events?Conclusion
What Are Networking Events?
Networking events are events held with the purpose of connecting with other professionals in your industry. At networking events, people will interact and socialize with each other, sharing ideas, stories, and career advice. By becoming closer with certain connections, you can learn valuable insights about a career or industry you are interested in, and leverage their knowledge to help you in your career. Attending networking events is either in-person, online, or hybrid, depending on their theme or purpose. To improve your networking experience, it is essential to find networking events that align with your career goals and interests.10 Types of Networking Events
10 Types of Networking Events
There are plenty of different types of networking events for you to build connections at, and they also differ depending on your career or industry. If you’re looking to attend a networking event, consider one of these:
Industry Specific Gatherings
These are networking events that are related to a specific industry – for instance, IT, banking, or software engineering. These event attendees usually have a guest speaker, sponsor, or activity for the attendees to experience, such as a masterclass or QA session.
Aside from networking, attending in-person events can provide you with unique insights and expose you to a variety of industry leaders and career opportunities which you might not be familiar with. Engaging in these events fosters meaningful conversations with professionals in your field.
Conferences and Seminars
Conferences and seminars are usually held to foster information sharing or project/product unveiling for attendees. Although these are not held exclusively for networking, you can also build professional connections by attending these. These events are often open to the public, and by attending you can also learn about industry and product trends, which can help you in your job, especially if you work in a technology-based field.
Professional conferences and industry conferences are excellent opportunities to meet new contacts and stay updated on the latest developments in your field.
Speed Networking Events
Similar to speed dating, speed networking events are held to encourage more connections between industry leaders, recruiters, and job seekers. Speed networking is designed for brief exchanges with others, so preparing your pitch, self-introduction, and some business cards is required.
Aside from gaining new connections, speed networking events are ideal if you want to get your business or product out to new people, build relationships, work on your social skills, or learn more about a specific industry. Participating in this type of event can be a great way to gain a new skill in networking.
Alumni Networking Events
Alumni events are held for those who have graduated from a specific college or university’s department or program. This type of networking event often involves guest speakers, keynote speakers, or activities and is a way for alumni to reconnect with each other.
Networking here can be slightly easier, as you will already have something in common with the other attendees! These events might be sponsored as well, so you can gain some insight into industry leaders. Aside from networking, you can expect a guest lecture or QA session during the event, helping you to build professional relationships.
Roundtable Discussions
Roundtable discussions are usually academic events, where members of a research project gather and discuss important insights they gained through their projects. However, these don’t always have to be academic in nature – some roundtable discussions are general career-themed discussions led by a company or industry board. In some ways, a roundtable discussion is like a live podcast. After these discussions, there is usually a lunch or coffee hour for attendees to mingle with each other – this is where you can network.
Aside from networking, the roundtable discussion is a great opportunity to hear insights and reflect on big topics in your industry. If you are a leader or manager, these are especially valuable, as many also include a QA session at the end.
Workshops
Workshops are often held to upskill or update information related to your career. By attending a workshop, you will gain valuable tangible skills to take back and implement into your work. However, these events can be all day and often include lunch and coffee breaks, where you can networking opportunities with others.
A workshop often involves discussion and teamwork activities, where you can share ideas. Participating in small group activities or discussions within smaller groups can be particularly beneficial for those who are new to networking, as it provides an easy way to build your skills.
Career Fairs
Career fairs are a great networking event with a variety of people. The main focus of a career fair is to be exposed to a range of potential job openings, companies, and recruiters, so you can very easily and naturally practice networking. Universities often hold career fairs, so make sure you regularly check to see if there is one held near you.
Aside from networking, you can expect to learn valuable information regarding your ideal career and potentially talk to some hiring managers or recruiters to receive feedback on your CV or resume, potentially leading to a new job.
Virtual Events/ Webinars
Some companies, businesses, or industry boards will hold webinars as a way to connect with those interested in joining their company. Sometimes these webinars are focused on a specific topic or skill, and other times they are general informational talks. Usually hosted by a recruiter or leadership team member, these webinars include audience participation or discussion.
You can turn these webinars into virtual networking events by inviting other attendees to add you on LinkedIn or Cake Meet. Additionally, you can share a reflection on your LinkedIn profile about what you have learned during the webinar, and thank the hosts by tagging them. A post like this will boost engagement on your profile, and allow you to network by putting yourself out there!
Participating in online forums related to your industry is another excellent way to expand your network. Furthermore, attending an online event can help you stay updated with industry trends and connect with professionals worldwide.
Breakfast/ Luncheon Events
Some industry boards, organizations, or chambers of commerce will hold breakfast or luncheon networking events, as a way of encouraging collaboration or gaining new clients. Attendance can require joining their organization or becoming a member of their mailing list; however, this is usually free.
This is a great way to meet a few people who are like-minded or are in a similar industry to you and are often short 2-3 hour events that don’t require attending a talk or lecture. You can gain valuable insight into the industry or career you are in by attending these meetings.
Happy Hour Networking Events
Happy hour networking events are usually held after the workday is over, so you can attend without being absent from work. These events encourage networking with others, as they have a relaxed atmosphere and are not entirely dedicated to upskilling or information sharing. They are slightly more informal events, but you can expect to meet many diverse people there. This is a great way to build social skills if you are shy or new to networking.How to Find a Networking Event?
If you are interested in attending a networking event, you will need to check your area for opportunities. There are plenty of networking events, but knowing where to seek them out can be a challenge. Some ways you can find a networking event near you include:
Social Media
Companies will often post about their networking events on both professional and personal social media platforms. You can search “networking” and your city to narrow down events near you. Some social media platforms you can utilize include:
LinkedIn: following leading recruiters, recruiting agencies, industry boards, organizations and chambers of commerce will allow you to keep up-to-date with networking events. You can also join alumni groups on LinkedIn to make sure you are notified when alumni events are held.📚Further reading: How to Find Recruiters on LinkedIn - Unlocking Your Career Connections [+ Tips]
Facebook: Many companies will post their webinars, conferences, or career fairs on Facebook, so you can stay up-to-date with them as they are posted. Many local areas have their own dedicated Facebook group for specific industries or even just networking-focused groups. Consider joining them and discussing with other members to see if you can gain new connections.
Twitter: Conferences, events, and online webinars are often advertised on Twitter, especially for academics. If you are an academic, or you are self-employed, a presence on Twitter is especially useful for virtual networking.📚Further reading: 10 Best Professional Networking Sites To Expand Your Professional Network
Community Bulletins/ Local Events
Your community bulletin board, local newspaper or events calendar will likely have some events for you to utilize in your networking. Check local community boards for events for you to mingle with others and establish connections.
Industry-Specific Websites
Some industries have dedicated boards or organizations for professionals to keep updated on the latest industry trends. Check these or sign up to their mailing list so you can be notified of upcoming networking events. Some industry-specific websites could be related to:
An accredited profession e.g. accountingWomen in STEMOrganizations for specific regions
Ask Around
Ask colleagues, friends, family, or people you have previously networked with if they know of any networking events. The people closest to you know you well, and will likely be able to recommend some events that would suit you the best. You never know unless you try!How to Prepare for Networking Events?
Being prepared at a networking event can help you ease nerves and ensure smooth interactions. By being prepared, you will come across as more confident with others, and allow for a good first impression. Here is our guide for preparing for a networking event:
Research
Research the event and its attendees, such as speakers, sponsors, leaders, or company representatives. Make sure you also are familiar with the hosting organization, its background, and how it relates to you. All of this can be found on the event website, as well as the websites of the related companies.
Prepare an Elevator Pitch
An elevator pitch is a short overview of your background, experience, and career, as well as what you are looking to achieve in the future. If you have a specific product or project you are working on, introduce it during your pitch.
An elevator pitch should be less than one minute long and should be practiced in a way that sounds natural, compelling, and concise. An elevator pitch is not a monologue to recite to others, but should instead be a way for you to naturally and professionally introduce yourself.
Update Your Business Cards
Make sure your business cards are up-to-date and professional. Check your email, name and number are all correct, and that the card represents you in a professional manner. Ensure you keep your business cards somewhere where they are kept pristine, such as in a wallet or card case, and keep enough on you so that you can provide one when needed.
Plan Your Attire
Choose an outfit that is professional yet suitable for the event. Make sure your clothes are cleaned, ironed, fit well, and look professional ahead of time, and schedule any dry cleaning or other tailoring services if needed. In general, business casual is appropriate for a networking event. Make sure your hair and makeup are in good condition as well.
Prepare Questions
Make sure you have some open-ended questions you can bring with you to foster natural conversations with people at networking events to network effectively. Open-ended questions are ones that cannot be answered with a simple ‘yes’ or ‘no’ – and instead open up discussion with others. Choose a selection of questions for a variety of people and scenarios, as well as what your answer would be should they choose to ask you. Some open-ended questions include:
Nice to meet you, how did you find out about this event?What did you think of the speaker we listened to earlier?What was the most valuable skill you have learned recently?
Conclusion
Networking events are opportunities for you to meet others in a similar career or industry and develop meaningful relationships with them. By making strong relationships, you can then assist each other in your professional development. You can also use networking as a way to gain insights, seek opportunities, or pitch yourself to people, ultimately leveling up your career. There are plenty of events you can network at, in-person and online, and you can find out about these events by looking at local job boards, social media and asking others. Coming prepared to a networking event will allow you to ease nerves and make a confident first impression, and you can do so by being organized, making an elevator pitch, and thinking of some open-ended questions.
To learn more networking tips, head over to Cake and read up on ways you can develop in your career!Cake is a free resume maker and portfolio builder that provides hundreds of resume templates (free download) and various job resume examples to help showcase the best you. Landing your dream job will be a piece of cake!Create Resume
--- Originally Written by Bronte McNamara ---
Hire Offshore Software Development Companies Successfully: 10 Mistakes to Avoid
Created by CakeIn this article, we'll cover top 10 offshore development hiring mistakes:#1. Not having done proper research#2. Focusing too heavily on cost#3. Not being clear with your requirements#4. Not having established long-term goals#5. Not considering privacy and security issues#6. Not being prepared for cultural differences#7. Not consulting a tech expert before hiring offshore software companies#8. Not trusting the vendor and micromanaging#9. Having a rigid budget and strict deadline#10. Choosing the wrong toolsOffshore software development is an efficient and economical solution for a company.
Offshoring development services can help a company provide their clients with high-quality results in less time than developing in-house. Moreover, the company can focus on its main business activities.
Becoming business partners with offshore programmers seems like a no-brainer, right?
However, many things can go wrong. You can hire the wrong offshore software outsourcing company and lose lots of money.
For example, you might find a very cost-effective offshore software company on the other side of the world. The language barrier and time difference end up being too big. Therefore, your project is delayed and costs you more than you expected.
Conversely, you might lose the chance of finding great talent if you are so afraid of hiring offshore programmers that you outsource to a local development team. After all, accessing a bigger pool of talented individuals is one of the advantages of hiring an offshore web development company.
Therefore, we recommend you to read the following common mistakes when outsourcing offshore software development and other IT projects.#1. Not having done proper researchAlways take the time to read and investigate any time you venture into something new. You might be excited about looking for a partner who can offer the offshore software development services you need and help you expand your business. But it will not work out if your partner does not understand your needs or has different objectives.
Ensure to interview as many offshore development companies or programmers as possible to avoid throwing your effort away. By doing so, you can find those that meet your requirements.
After you have a list of suitable candidates, go for the most impactful questions. Ask the offshore software company about its working time and how much of it can they allocate for your project.
You can then ask them about their background and experience with similar projects if their time availability meets your requirements. Ask them to provide you with developer portfolios. You will find the right offshore outsourcing software development company if you ensure their time, experience, and work style satisfies your requirements.
#2. Focusing too heavily on costIt is normal to be worried about staying within a budget. However, the worst mistakes can happen when companies worry too much about reducing costs. It is true that one of the reasons why companies offshore software creation is to save some cash. Nonetheless, avoid putting money ahead of the project’s needs.
Yes, you have to consider the service fee of the offshore development companies. However, make sure you investigate and ensure they have the right technology and enough experience. Remember to prioritize the cost-effectiveness of the offshore development services rather than focusing only on the price tag.
Additionally, remember to check if the time difference between offshore development teams and you works out. Otherwise, you will not be able to communicate efficiently, no matter how cheap their fee might be.#3. Not being clear with your requirements
Start-ups and companies without much experience tend to be too excited about their projects. Sometimes, they jump the gun and hire an offshore web development team without setting their objectives at first.
It will not matter what kind of offshore development services you hire if you do not have a clear goal. A clear objective allows you to set deadlines and project goals. That way, you can thoroughly explain them to the offshore programmers and be certain they have the right competencies.
Try to understand your needs the best and set your goals clearly to avoid making this mistake when hiring an offshore software development company. They need to understand your requirements and be able to meet them comfortably. Otherwise, you will face many troubles. ✅ Example requirements for hiring offshore development servicesOur users are tech-savvy people. They like to experience the best available technologies. Therefore, our app needs state-of-the-art UI and UX.We need our app to run on most Android versions. We need you to be able to deliver a stable and equal experience on all the versions our app will have.Our client’s website needs to provide the utmost luxurious experience. We need it to be interactive and have an eye-catching look.
#4. Not having established long-term goalsA business relationship will not last if you only ensure that the offshore custom software development team can meet your most urgent needs. After all, most projects will not be a “quick fix.” The lack of long-term goals usually causes many projects to fail before finishing.
Offshore software outsourcing works best when you manage to integrate the developers in a long-term relationship with objectives in common. Unlike traditional outsourcing, offshoring tends to last longer than one project.
You will most likely need the offshore software development company to help you with updates, bug fixing, and adapting to the market needs. Make sure to have a strategic plan of action.
If you do not make long-lasting relationships with your offshore programmers, you’ll face a horrible turnover that will surely hurt your project.
✅ Examples goals for hiring offshore development servicesWe plan to support this app for the following five years. We need a team that can keep anticipating the market needs and updating our application so it can fully satisfy our user base.We have worked with this client for the past four years. We need our developers to stick with us for as long as possible to avoid going through the learning curve again and keep our customers happy.As a successful start-up, our client base is growing exponentially. We expect it to double in two years. We require a team that can grow with us.
#5. Not considering privacy and security issuesIt is a good idea to lean on non-disclosure agreements, even if companies are supposed to work together and help each other. Remember, it is vital to protect the data of your clients when you work with offshore development companies.
In this technology-driven era, data is more valuable than ever before. It does not matter what kind of project you hire an offshore software development company to do. Always protect yourself and your clients.
💡 Tips for how to be safe when offshoring development servicesEnsure the offshore software company or team you hire has an appropriate software framework to protect the data they are working with from cyber attacks.Have your legal team thoroughly write a non-disclosure agreement that protects you from any trade secret leaks.Read reviews of the offshore development company you intend to hire beforehand. There are several websites where their clients can provide you with vital information. You can also ask for references If you fail to find any reviews online.
#6. Not being prepared for cultural differencesSometimes, companies that decide to hire an offshore custom software development team fail to consider the weight of cultural discrepancies. Language or cultural barriers can get in the way of your project. Moreover, different cultures have different behavior norms, customs, and traditions that you have to consider.
For example, you would have to consider the holy week holidays if you hire an offshore software development team from a catholic country. In some Latin American countries, people take two days to an entire week off.
A great way to prepare for these differences is using a framework to understand cultures and how they interact. For example, using Hofstede’s cultural dimensions theory, a company can learn the main differences between their culture and the culture of the offshore programmer country.#7. Not consulting a tech expert before hiring offshore software companiesAnother tip to consider if you want to know how to hire offshore software development companies is to look for expert help. Aside from cost issues, a common reason why companies look for help offshore is the lack of knowledge and resources.
Consulting a technical expert will help you clarify your needs before hiring offshore development companies. Experts understand different technologies and processes; they can guide you to find the best offshore programmers for your needs.
For example, you could first hire a local expert temporarily so that they can help you go through the selection and hiring process. That can help ensure you do business with the best offshore web development company.
#8. Not trusting the vendor and micromanagingWhereas one of the main reasons companies look for offshore web development companies is to have more time to focus on their core activities, some companies have difficulties delegating tasks.
By trying to control everything the offshore programmers do, you limit their creativity. Moreover, you diminish their contribution to the project and affect their morale. It might cost you great ideas that could benefit your project.
Ensure you thoroughly select the team to find a trustworthy offshore software outsourcing company. Additionally, do your best to foster a trusting atmosphere that makes developers feel comfortable with making decisions and proposing suggestions in their field of expertise.
Micromanaging every little detail of a task that you decide to outsource destroys any benefit of hiring offshore software development services for your company.
❌ micromanaging behavior to avoid when hiring offshore software development servicesYou find yourself calling and emailing them every day, worried about the project’s state. Ensure you work with people you trust before hiring any offshore software team.You failed to set a schedule, so you reach out to the developers every day. Instead, try to create a healthy relationship and wait until the scheduled meeting times. Respect the offshore programmers’ time and work.Whenever you have a meeting, you dismiss any idea the offshore programmers propose and try to impose yours.
#9. Having a rigid budget and strict deadlineHaving a budget and a clear deadline is good, but not being flexible with them can backfire. Sometimes you might have to compromise when you face unexpected obstacles.
The offshore programmers might present a costlier proposal, which might increase your project’s value; consider it before turning it away based solely on the cost - professionalism and expertise are expensive.
Similarly, time constraints are necessary for projects; you usually require offshore development companies to stick to a schedule. Nonetheless, keep in mind that offshore programmers are still human beings rather than machines.
Offshore programmers might make the wrong calls if you rush the development process too much; as Shigeru Miyamoto, Nintendo’s famous developer, once said, “A delayed game is eventually good, but a rushed game is forever bad.”
Avoid strict deadlines that force offshore programmers to work overtime and deliver mediocre results; instead, try to sit with them and come up with sensible time limits that work best for both.
For example, your budget and deadline might be too rigid if you tell the offshore programmers that you can only hire them for a big project. You want them to finish the project in less than a month. It would put too much pressure; a good result is virtually impossible under such conditions.
Conversely, a suitable deadline is flexible; for example, you could divide the project into smaller tasks. It would be easier for the offshore web development company to meet your requirements.
Additionally, if they manage to finish earlier, it would give them some time to polish their works.
Similarly, you could offer flexibility to provide a suitable budget. For example, you could tell the offshore programmers that the budget can vary depending on the number of activities they have to perform. You can even offer timely delivery and high-quality performance bonifications to encourage the offshore software team.
#10. Choosing the wrong toolsFailing to choose the proper tools to work with the offshore software company you choose can cause challenges for the development of your projects. For example, not having a communication platform to work with remote offshore programmers.
Now that you know how to find the perfect offshore software outsourcing company, you should learn about the tools you might want to use to work together. You should at least look for project management and communication tools.
💡 Tools to use when working with offshore development companies:You might want to use communication apps like Slack or even skype when you work with an offshore software outsourcing company. These apps offer instant messaging functions, which work well with remote teams. So the offshore programmers can reply at any time.Google and its different platforms like drive, docs, sheets, and slides will be useful if your project requires working together, be it on documents, worksheets, or even co-creating slides.Task-tracking systems are beneficial when working with big projects with several offshore programmers working on multiple tasks. Desktime, Proofhub, Hours, and many more are apps that can help you delegate tasks and monitor progress to keep everything under control.
🔑 Key takeaways:Hiring offshore software development services helps companies. It lifts some weight from their shoulders and allows companies to focus on core business activities.However, a lot has to be taken into consideration to do it right. You can make many common mistakes when hiring an offshore web development company.To avoid them, you will have to do your research to understand your needs. Be clear about your requirements and come up with a long-term plan. Keep cultural differences and safety issues in mind. Look for expert help to hire a team you can trust. Finally, avoid focusing too much on deadlines and costs. Otherwise, it could harm your project.Cake has developed a large tech talent pool and been trusted by more than 5,000 corporations. We can help you hire the right offshore or remote development team, offering you better flexibility and efficiency in recruitment.Build a dev team--- Originally written by Roger Rene Ortega Figueroa---
Thriving as a Foreign Professional in Taiwan: Insights from Cake’s International Talent Connect 2025
Each year, many international professionals face challenges navigating Taiwan’s job market. To support this community, Cake hosted International Talent Connect as part of Cake’s annual Career Fair.
The event brought together foreign professionals and HR leaders to discuss the current hiring landscape and share practical guidance for building a career in Taiwan. 152 foreign professionals from 32 different countries joined to learn from both industry experts and experienced international workers.Stories Strategies from International ProfessionalsThe event opened with two sharing sessions. Evelyn Peng, Account Executive at Cake, offered essential tips on crafting an effective resume, tailored for foreign job seekers in Taiwan. Bradley Orr, Representative from Talent Taiwan, provided insights on Taiwan’s work visa regulations and what foreign talents should prepare when pursuing opportunities in Taiwan.Evelyn Peng from Cake sharing about resume tips
Bradley Orr, representative fromTalent Taiwan sharing about visa regulationsA panel discussion followed, featuring John Murn, Executive Director at All-Hands Taiwan,Alice Ha, Strategic Planning at a leading Taiwanese firm, andJocelyn Stephanie, Financial Planning and Analyst at Shopee.They reflected on their career journeys, from securing their first job in Taiwan to navigating workplace challenges and building long-term success.Panel discussion with John Murn, ALice Ha, and Jocelyn Stephanie
The speakers emphasized the unique strengths international professionals can bring. They all shared how important it is to know and emphasize this value to succeed in Taiwan’s professional landscape. As Alice noted: “They hire you because they expect a certain value from you. Maybe it’s the language, maybe it’s the culture, or your market knowledge. Know what is your difference from others.”
Throughout the discussion, they also shared advice for foreign professionals striving to grow their careers. John highlighted the importance of networking as a way to uncover new opportunities, while Jocelyn emphasized that connecting with colleagues through company clubs or internal events as a practical way to level up in the workplace. Alice added that self-awareness is key, knowing what sets you apart and understanding your career goals can
Recruiter Perspectives on Succeeding in Taiwan
To broaden the perspective, Cake also invited two HR professionals: Mira Pang, APAC Talent Acquisition Partner at Worldline; and Steve Chen, Senior Recruiter at Supermicro.They offered their views on what employers value foreign candidates. Mira highlighted accountability as a core quality, but she added that Mandarin proficiency remains essential for long-term career development in Taiwan. Steve, meanwhile, focused more on soft skills, emphasizing confidence, curiosity, and strong communication as qualities that help foreign talents stand out in the recruitment process.
Insights from recruiters, shared by Steve Chen and Mira Pang
In closing, both HR speakers emphasized the importance of communication as a critical skill for foreign professionals. Mira said, “Be confident when presenting yourself, and be a team player. Global companies value collaboration across regions, and teamwork is essential.”
Steve added, “Communication is key. Try to identify the ‘pain points’ of the role you’re applying for. And don’t underestimate the cover letter, it’s your chance to tell the full story on why you’re the right fit.”Resources for Foreign Professionals in Taiwan
In addition to the sharing sessions, five partners and sponsors participated in International Talent Connect to provide guidance on visa, taxation, legal matters, Mandarin learning, and entrepreneurship.
For fellow foreign professionals seeking career resources in Taiwan, here are some key organizations to explore:
International Talent Taiwan Office: Support global professionals in working, living, and growing their careers in Taiwan.JusRegal CPA Firm Immigration Consultant:Integrated tax, accounting, and immigration services tailored to foreign individuals and companies.Learning Mandarin in Taiwan: Offers access to Mandarin language programs and learning resources across Taiwan.Study in Taiwan: Connects international students with universities and scholarship opportunities.Taipei Impact Entrepreneurs (by 11th Fleet): Brings together founders and changemakers to build social impact startups through community and collaboration.
We also extend our special thanks to our marketing partners, including Study in Taiwan, All Hands Taiwan, Gen-Global-Z, Youth Rocks, UGCommunity, 11th Fleet, Taiwan Impact Entrepreneurs, NTHU IMBASC, NTHU IBBASA, NTHU EECS-GSA, NTU PASSOC, NTU TSA, VSA-NYCU, PPI Taiwan, NTU-ASA, WARESA Taiwan, NTU ESA, NTUISA, NTU GOAT, and Perpita.Closing What's Next
Cake International Talent Connect 2025Cake's International Talent Connect event concluded with practical insights, experiences, and guidance to empower foreign professionals to survive in Taiwan’s job market.
We look forward to hosting more events that connect international talent with meaningful career opportunities in Taiwan.Want to join our future event? Follow us on Instagram, Facebook, and LinkedIn for the latest updates!
For business opportunities, please contact:- Coco Yap, Business Development Representative - [email protected]
For student organization university office partnerships, please contact:
- Evelyn Peng, Account Executive - [email protected]
For media request and event sponsorship, please contact:- Helen Chung, Associate Manager of Brand Marketing - [email protected]
Cake is your all-in-one career solution. Use our online resume builder for an ATS-friendly resume, complete with hundreds of free, professional resume templates and examples. Optimize your application instantly with Cake AI Resume Checker and generate a compelling cover letter with Cake Cover letter AI.
Beyond documents, Cake helps you grow: build an online portfolio, find opportunities on our job portal, and establish your personal brand.
Ready to simplify your job search and make success a piece of cake? Start using Cake now!
What Does a People Operations Team Actually Do?
Many lay people ask, "What does People Operations do?" thinking that the profession is not much different from Human Resources. However, large companies, such as Google, have adopted the concept of People Ops, understanding that being employee-centric is the key to sustaining business in the modern era when the economic situation can be very dynamic.
In an article published in 2019, Forbes even mentioned the People Operations Revolution, a practice where employees' needs become the employer's primary concern. Yes, if you don't understand the employees, the company will only lose their best talents. In addition, the digital age opens up job opportunities, giving employees many opportunities to change companies.
This Cake article will examine a career in People Operations in-depth, covering key responsibilities and a salary guide. We hope readers will see that the role of People Operations in optimizing employee experience and organizational success is critical to business defense.
What is People Operations?
People Operations is part of Human Resources. This department improves a company's employee management system. According to HROne, People Operations is responsible for creating a fun, inclusive, safe workplace that provides space for employees to grow.Google pioneered the idea of creating People Operations in the 2000s. In the Trinet report, Google engineers felt that the term HR was bureaucratic and not proactive. People Operations are involved in employee well-being discussions rather than just taking orders.In his Forbes article, Bart MacDonald points out that before the concept of People Operations was introduced, HR job descriptions were rigid and uninteresting. They only used data to see whether employee performance aligned with company goals.Right now, human resources' purely administrative focus is considered inadequate. Bart believes it is more appropriate to use exit survey data, satisfaction surveys, and turnover rates to determine whether or not the company’s facilities are sufficient to meet employee needs.Another interesting fact is that most companies agree that retaining and developing employees is much cheaper than recruiting new candidates. In the last few years, start-up companies have emerged using People Operations.Key Responsibilities of People Operations
1) Talent Acquisition and Onboarding
People Operations is responsible for developing job postings and recruiting strategies to attract top talent.Develop a systematic onboarding process and ensure that all departments are actively involved throughout the process.People Operations is responsible for interviewing and evaluating candidates.Provide tools, resources, and support for the new hire mentorship program.
Example:During the candidate sourcing process, People Operations ensures that job descriptions are inclusive and valuable to broaden the pool of candidates. Then, during the onboarding period, People Operations organizes training sessions focusing on hard skills and the company's norms, work culture, communication style, and introduction to working together across teams.
2) Employee Engagement and Retention
As mentioned in the previous paragraph, hiring costs drain a company's budget. However, the company has no right (it may even be against the law) not to allow employees to resign. A U.S. Bureau of Labor Statistics report found that in the first half of 2022, 4.4 million workers voluntarily left their jobs.
Yes, high turnover is a red flag because it means something is wrong with human resource management. The company will lose the most if this problem is not taken seriously. Therefore, the role of People Operations is to:
Develop strategies to increase both productivity and employee satisfaction.Provide training programs to improve employees' hard and soft skills.Monitor and improve employee retention.
Example:In addition to training programs for new employees, People Operations offers unique programs for existing employees to meet their development needs. Each program is evaluated through regular surveys distributed to employees.3) Performance Management:
People Operations is responsible for monitoring and managing employee performance. Performance management is a tool to track employee performance for further evaluation or follow-up.
Through performance management, People Ops sets goals to be achieved, implements systems to track and improve employee performance, provides constructive feedback, conducts thorough evaluations, and provides necessary training.
The result of this management process is an increase in productivity figures, a reduction in the potential for employee turnover, and improved communication between teams.
Examples:The People Ops team implemented a supportive, inclusive, equitable self-assessment and peer feedback process. The space to give each other performance reviews must be safe and not cause future conflict. Depending on this need, this performance review period can be once a month or every two months.
People Ops can also schedule one-on-one meetings for each member to avoid personal or non-personal issues that hinder employee performance.
4) Compensation and Benefits:
Salary and benefits are the two main elements that employees often consider when deciding whether or not to stay with a company. In a study published in September 2024, toxic company culture and low salaries are cited as two reasons that lead employees to resign.Believe me, companies that tolerate toxic culture are often closely related to inadequate wages and a lack of benefits.When a company decides to form a People Operations team, it recognizes that an unhealthy work ecosystem should not be created. The first step the People Operations team can take is to create a salary structure outline.
The salary structure should be based on consistency, fairness, and competitive standards in the industry. Now, what People Ops needs to do is understand the salary scheme, including the system of increases and compensation. Some common options are:
Salary structure based on hierarchy: Increases are based on performance, promotions, and level increases.Tiered structure system: Salary increases are given when employees meet monthly (or annual) targets.Step structure system: The system focuses more on how long the employee has worked for the company, meaning that evaluation is based on loyalty and dedication.Broad-based structure: Used when the company wants to pay employees based on background or other considerations. However, this can create pay disparities among employees that may lead to conflict.Market-based structure: Uses the salary rates of other companies as a consideration. This system has the potential to create salary differences for employees working in certain regions.Skill-based structure: Used when the company considers the skills and abilities of employees. The more advanced the skills possessed, the greater the bargaining power to obtain higher wages.Flat salary structure: Provision of equal pay for all employees, regardless of position, length of service, or experience.
5) Workplace Culture and DEI (Diversity, Equity, and Inclusion):
Implementing DEI in the workplace is an effort to provide equal opportunity for everyone, regardless of gender, race, ethnicity, religion, age, sexual orientation, disability, and social class. However, implementing DEI is not enough to simply open the door to diverse hiring. Yes, the workplace must be able to become a safe space for everyone.
For those of you who are interested in being a part of People Operations, believe me, DEI has many benefits for all parties. Employees gain transparency and fairness in the hiring process, salary determination, promotions, and access to company resources.
From the economic perspective, companies will gain creative and innovative employees, expand opportunities to attract top talent and customers, and promote good employee retention for business continuity.
The responsibilities of People Operations include:
Creating a positive and inclusive workplace culture.Ensuring that DEI initiatives are integrated into business operations.
The implementation of DEI is not a one-time effort; People Ops must conduct an ongoing campaign with new and existing employees. To ensure that the DEI program has been effectively implemented, People Ops must diligently collect data from employees, customers, and other sources on the level of implementation. This can be done in a variety of ways, such as conducting surveys, interviews, focus group discussions, exit interviews, and ensuring coverage of diverse groups.
6) Compliance and Risk Management
While not bureaucratic in nature, People Operations is still responsible for ensuring that all of the company's business units comply with labor laws. In addition, People Ops must take steps to minimize risk through proactive planning and training.
The stages that are usually carried out in an effort to prevent undesirable outcomes in the future are:
Perform risk identification.Perform risk assessment.Create a prioritized list of risks that have the greatest potential to impact the organization.Perform risk mitigation.
Example:Technology Company A is experiencing rapid growth, resulting in an increased need for employees. Hiring new employees complicates the organizational structure as the number of departments increases. The company needs to identify risks associated with business development, such as increasing employee data security, implementing labor compliance, and preventing unpleasant workplace behavior.
7) HR Technology and Data Analytics:
People Operations works across large teams, so HR tools are needed to streamline processes and gain actionable insights. You also need the right tools to make data-driven decisions about workforce planning.
As a People Operations candidate, you should be proficient in at least a few of these tools:
Operational HRISApplicant Tracking System (ATS)Learning Management System (LMS)Performance Review PlatformEmployee Engagement ApplicationsPayroll and Tax SoftwareAttendance Management SystemEmployee Survey SystemSalary Guide for People Operations RolesEntry-Level Roles (e.g., People Operations Coordinator):Job Description:Assist Hiring Resources with administrative tasks and data cleansing.Oversee and facilitate interview scheduling and ensure employee needs are met.Plan and execute the new hire onboarding process.Prepare contract letters, new hire forms, and oversee the new hire welcome process.Handle sensitive data and information with care and professionalism.Coordinate the negotiation and facilitation of compensation for employees who meet goals.Utilize HR software and tools to ensure efficient and effective work.The average salary: $48,750 per year (US standard)Mid-Level Roles (e.g., People Operations Manager):Required experience and skills you need to become a People Operations Manager:At least 3 years of HR or linear experience with proven success in managing employee lifecycle processes, implementing scalable workflows, and maintaining data integrity across HR systems.Proficient in Microsoft Office Suite and G-Suite.Adaptive and proactive to changes that occur in the company.Excellent communication and interpersonal skills, written and verbal.Able to build and foster collaborative relationships between teams to achieve the same business goals,Detailed, analytical, problem solving, and decision making skills.Have high work ethics and integrity.The average salary for People Operations Manager ranges from $41,000 to $77,500, with the top 10% earning $108,500 or more (US Standard).Senior Roles (e.g., Director or VP of People Operations):Job responsibilities:Experience and employee lifecycle from talent acquisition, employee engagement culture, diversity, equity inclusion, learning development, total rewards and organizational design.Lead employee due diligence during acquisition activities through integration, change management strategy and implementation.Foster leadership and employee commitment to diversity, equity and inclusion and build programs that attract diverse talent.Develop strong feedback, training and development programs to support employees and growth.Possess business acumen and a desire to understand our business, market, competition and competitive differentiation.The average salary for this position is $160,009 per year, with an estimated total compensation of $258,379.
To determine how much People Operations salaries are, you need to do in-depth research with the right keywords tailored to your location, company size, experience, skills, and the type of company you are applying to. That's why it's important to ask for salary and benefits transparency during the interview process.
Why People Operations is Crucial for 2B Companies
Each department is designed to connect with one another. The work of People Operations allows this team to be involved in decision-making at the managerial level.The data presented by the People Operations team, in collaboration with other departments, includes strategies to attract top talent, satisfaction levels, retention and turnover rates, and employee development needs.
The analysis, written by former People Ops lead Narin Atamian, predicts and plans the company's future. So, having People Operations is a long-term investment.
Take, for example, Google, which is increasingly successful in prioritizing the use of data to make employee-related decisions instead of just basing them on subjective judgment.
Indirectly, Google is making a big impact, especially in the tech industry. There is a significant and positive change in the way companies treat employees. This standard is being applied in other companies.
Some other successful companies that also use People Operations include IBM, Propel, Relativity Space, Atomic, Yelp, Credible, Noom, Route, Cloudflare, and Zoox.
Conclusion
People Operations is part of the Human Resources department. The primary focus of People Operations is to ensure that employees feel comfortable and secure in the company, so its work program is employee-centric.The work of People Operations revolves around: Talent acquisition and onboardingEmployee engagement and retention, performance management, compensation and benefits, a workplace culture that embraces diversity, equity, and inclusion, compliance and risk management, HR technology and data analytics.Salaries in People Operations vary by location, company size, industry, experience, and expertise. The average salary for entry-level is around $48,750, mid-level is $41,000 to $77,500, and senior level is up to $160,009 per year.The existence of People Operations has a greater impact on the company's business. The better the workplace ecosystem created by People Operations, the easier it is for companies to innovate for business continuity.
Need more information about career insights and professional development tools? You've come to the right place because Cake has it all! All of our features are free. There are also various templates for resumes, CVs, cover letters, and motivation letters. Join us now!
Ways to Boost Employee Loyalty and Drive Business Success
Ways to Boost Employee Loyalty and Drive Business SuccessA productive and positive company culture relies on commitment from both the employer and employees. This commitment is also known as employee loyalty, where employees feel a sense of belonging and want to express that through being dedicated to their company. Fostering loyal employees can allow you to have more dedicated teams who do great work; and can also help with overall workplace culture. With almost 80% of employees saying that a positive work culture lets them do their best work, cultivating a loyal, committed, and positive working environment is key to business success. We will go over fostering employee loyalty and what can help improve employee loyalty in your company – if you’re an HR professional, small business owner, or manager, this article is for you!Table of ContentsWhy Loyal Employees Matter to Companies?What Builds Company Loyalty Among Employees?Possible Challenges in Maintaining Employee LoyaltyPractical Tips to Foster Employee LoyaltyConclusion
Why Loyal Employees Matter to Companies?
Keeping your employees loyal and committed to their role and your business is incredibly important to business success. By maintaining dedicated employees, you will have a competitive advantage in your industry or sector. Employee loyalty important intersects with many other factors, contributing significantly to your organization's success.
Reduced Turnover Costs
When your employees are dedicated, committed, and flourishing in their roles, their overall employee satisfaction will improve. When employees feel satisfied and supported in their roles, retention rates will improve, and turnover rates will reduce. Reduced employee turnover not only keeps your teams working at full strength but will reduce the associated costs of training new hires. This means you can allocate more of your budget to upskilling and innovating.
Boost Productivity
As employee loyalty means that your employees are dedicated to their work, naturally, productivity will improve. Loyal employees contribute more and are more likely to go the extra mile in their role and find innovative ways to achieve their goals. Company loyalty will allow your employees to strive towards success daily, and as a result, overall productivity will improve, as employees value their role in the business and want to produce results.
Improved Company Reputation
A company with high retention rates, improved productivity and employees who are dedicated will be thought of very highly in the industry. If employees express their loyalty or appreciation towards their company online or during networking, others will be curious to know more. This can build hype around your business and also improve your reputation in the industry. An improved reputation has positive effects, such as attracting top talent, better exposure in the industry, and having a strong competitive advantage.
Better Customer Relationships
Having teams of loyal employees, won’t just benefit your business; you can be assured that your customers will benefit also. Employees who are dedicated to their roles and want to strive toward success will also put the same effort into their customer or client relationships. This will improve overall customer experience but also mean that you will have improved client retention, and your clients are likely to recommend your company to others. This will improve your customer loyalty, company’s success, outcomes, and profits as well.
Workplace Stability and Morale
If your company is a stable, productive, and positive environment, full of dedicated employees, it will improve overall company morale. Morale is incredibly important to an employee's well-being and job satisfaction, as it can greatly influence the mood of your workplace. Dedicated and motivated employees can keep morale to a high level, and make sure that your company is a stable and comfortable place to work. Likewise, job security is very important to employees, so making sure your company provides it can allow employees to be more dedicated.
Achieving Long-Term Goals
If your employees are committed to their role and your company, you can be certain that long-term organizational goals are within reach. Employees who go the extra mile every day will be more productive and reach short-term goals much sooner. This means you can work towards larger company goals with confidence. Likewise, committed employees who are dedicated to the mission of your company are less likely to leave, meaning you will be able to continuously work towards big goals with the same team in the long term.What Builds Company Loyalty Among Employees?
Now that we know why employees who are loyal are so important to the overall success of your business, let's discuss the multiple reasons why an employee would dedicate their career to a single company.
Competitive Compensation and Benefits
Of course, compensation and benefits are one reason that contribute towards employee loyalty and overall satisfaction. Attractive compensation packages not only attract top talent but can also retain it. Aside from salary, employee health programs, opportunities for professional development, upskilling, or a clear job trajectory are ways you can keep your employees loyal.
Job Satisfaction
Job satisfaction in general can keep your employees loyal and dedicated to their role for the long term. The great resignation was largely due to a low sense of job satisfaction in employees, so improving it is essential. Job satisfaction encompasses many factors, including compensation, work-life balance, job security, employee engagement, genuine interest in their work, and strong leadership; so making sure your organization is well supported is a key driver of job satisfaction.📚Further reading: 12 Tips to Motivate Your Employees and Be the Best Manager
Positive Working Environment
An environment that is overall supportive, comfortable, and friendly is likely to be considered overall positive. Likewise, positive work environments are not toxic, do not have any workplace drama, and allow employees to express themselves and their opinions freely. If your company is an overall comfortable place to work, and it is easy to build rapport with others, then your employees are more likely to stay loyal and committed to their jobs.📚Further reading: Advice for Employers – Ways to Prevent Discrimination in the Workplace
Opportunities for Growth
As mentioned above, job satisfaction includes opportunities for personal and professional employee development. By providing opportunities for professional growth, such as upskilling, workshops, career guidance, and promotions, your employees are likely to stick around for the long run. Providing opportunities for growth also benefits the business, too, as you are now retaining and upskilling committed talent, who feel valued and can now go the extra mile in their roles.
Work-Life Balance
Although loyal employees are likely to go the extra mile, making sure your hardworking employees also take time for themselves is key. Having a strong work-life balance means your employees are more inclined to give their all during working hours. A strong work-life balance can have a positive impact on your staff’s wellbeing, as adequate rest means your employees come back to work energized. Ways to implement work-life balance include remote work and hybrid agreements.📚Further reading: 15 Best Remote Work Tools Software for Maximum Productivity 2024
Possible Challenges in Maintaining Employee Loyalty
Whilst employee loyalty is incredibly valuable to your organization's success, maintaining a deep sense of loyalty comes with challenges. If you are thinking of improving your employee loyalty, make sure you take these important factors into consideration:
Generational Differences
Every workplace has a unique mix of employees. As younger generations like Gen Z are now at the age of starting their careers; you might come across some generational differences when trying to build employee loyalty. Younger generations might be less interested in employee loyalty programs or incentives, so finding unique incentive programs they would be attracted to could help.
Competitive Job Markets
If your organization is in a highly competitive industry, a comprehensive employee loyalty program might not be enough. Many employees will be attracted by competitive compensation, and if raises and promotions are out of your company budget, your competitive advantage in the job market might be weakened. Finding innovative ways to make your compensation and benefits competitive to your employees can improve employee loyalty.
Management Issues
Even if your organization provides competitive compensation, has a strong positive culture and dedicated employees, issues in management can prove too much for some employees. Managers and leaders play an important role in an employee's daily work, and if your management team is disorganized, toxic, or unappreciative of their staff, then employees will leave. With the majority of employees agreeing that supportive senior staff is important to their job, addressing and auditing management for issues can allow you to work towards building employee loyalty in your company.
Globalization and Remote Work
If you work in a global company with remote workers across different areas, you might find it challenging to try and foster a sense of loyalty. Not having all workers together at the same time can make it challenging to connect with your employees, and might mean some employees feel isolated. To remedy this, you can try and set up region-based company events or appreciation programs, to foster strong connections with their co-workers on a personal level.
Cultural Misalignment
If your company is one that values employee loyalty, but it is not implemented in a way that employees can resonate with, you might be experiencing cultural misalignment. If you feel that your company has this issue, you can start by re-evaluating your loyalty principles or programs, and try to connect with individual employees to gather their opinions on employee loyalty. You can use employee feedback to come up with ways to close the gap between company and employee expectations and build employee loyalty.📚Further reading: Creating an Inclusive Workplace: a How-to Guide for Staff and Employers
Practical Tips to Foster Employee Loyalty
Employee loyalty involves a variety of strategies that go beyond mere job satisfaction and employee engagement. If you are aiming to enhance loyalty in your workplace, consider implementing one of our suggestions:
Tip 1: Promote Ownership
If an employee feels they play an important role in their team, you can improve job satisfaction and provide an incentive for an employee to commit to their job. Providing opportunities for employees to have a say in decision-making processes, share their ideas and opinions, and have a sense of ownership in their projects can greatly improve their employee experience and loyalty.
For instance, you can include employees in decision-making meetings, allowing them to give their valuable insights and perspectives. An experienced employee could train people to upskill or run a workshop for new employees. If an employee feels valued, they will be more dedicated to their job.
Tip 2: Cultivate a Community, Not Just a Workplace
If you want more employees to become dedicated and loyal, try building a stronger sense of support and community in your workplace. If employees feel as though they are supported in their work, it will have a positive effect on their overall job satisfaction. One way to start with this is to measure employee loyalty by a survey or metric such as the employee net promoter score. That way, you can investigate areas that need improvement and try to incorporate them in team-building activities. Many organizations implement team building as it is a great way to build community, mutual respect, and a strong connection between staff. Identifying the key drivers behind employee loyalty can further enhance these efforts.
Tip 3: Enhance Wellbeing
Employees are not only incentivized by compensation and benefits but policies and programs that focus on physical and mental well-being. Wellbeing is key to employee output, and by providing incentives such as gym memberships, discounted services, or access to mental and physical health programs, you can ensure your employees feel incentivized to stay loyal.📚Further reading: How Promoting Mental Health in the Workplace Benefits Both Employees Businesses
Tip 4: Offer Role Flexibility
As remote work is becoming more popular, it can be enticing for employees to start looking for flexible roles if their current role is still in the office. By offering flexible working hours, remote or hybrid arrangements for your employees, you can ensure that their daily commute, office environment, or lifestyle is not a reason for them to leave. Flexibility also means that employees can work on a schedule that works for them, making them more productive.Conclusion
Employee loyalty is a key part of job satisfaction and company output. If you can improve your employees' sense of ownership, help them find success by providing development opportunities, and provide guidance in their careers, you can ensure they are satisfied at work and dedicated to your business for the long run.
Employee loyalty can also be an important factor for the employee, as schemes for well-being, flexible working arrangements, and a positive working environment will incentivize them to stay and prevent behaviors like quitting. If you are looking for ways to implement team building, employee incentives, or loyalty programs, check out Cake’s articles for more!Want to read more HR blogs and recruitment news? Follow our blog for more! Cake is one of the best professional resume-builders in the market. We also offer other HR-related services like Job Search, Job Posting, Talent Search, Recruitment Services, and Employer Branding. Talk to our consultants for more!Create Resume
--- Originally Written byBronte McNamara---
How to Become a Business Analyst in 2024 (Career Guide + Resume Example)
Business analysts are important in organizations because they help solve problems and improve processes. The demand for business analysts is growing fast. For example, jobs for business analysts are expected to grow 11% from 2019 to 2029.
In this article, you'll learn how to become a business analyst, what skills you need, and what career options are available. This information is helpful for anyone thinking about a new business analyst career, recent graduates, an entry-level business analyst or any professional who wants to improve their business analyst skills.Table of Contents
What do Business Analysts Do?
Essential Skills for Business Analysis
How to Become a Business Analyst?
How to Start Your Career in Business Analysis?
How to Find Business Analyst Jobs
What do Business Analysts Do?
A business analyst helps organizations improve their processes, products, and services by analyzing data and making recommendations. They work closely with stakeholders to understand their needs and develop solutions. Business analysts often create reports, analyze data, and work with IT teams to implement changes.
The salary for business analysts can vary based on experience and job level:
Fresh Graduate: Entry-level business analysts typically earn between $50,000 and $65,000 per year.Junior/Entry-Level Business Analyst position: With 1-2 years of experience, salaries range from $60,000 to $75,000 per year.Mid-Level Business Analyst: With 3-5 years of experience, salaries range from $70,000 to $90,000 per year.Senior Business Analyst: With 5-10 years of experience, salaries for business analysts tend range from $85,000 to $110,000 per year.Manager: Business analyst managers earn average annual salary of between $100,000 and $130,000 per year.C-Level Executive: Chief-level business analysts, such as business analysts work as Chief Analytics Officers, can earn upwards of $150,000 to $200,000 or more per year.
These figures can vary depending on the industry, location, and size of the organization.
Essential Skills for Business Analysis
Becoming a business analyst responsibilities of a successful business analyst requires a blend of hard and soft skills. Here are the key skills needed for this business analyst role are:Hard SkillsAnalytical Thinking and Problem-Solving: Business analysts must be able to break down complex problems into smaller, manageable parts and find effective solutions. This involves critical thinking and a keen eye for detail.Knowledge of Business Processes and Data Analysis: Understanding how businesses operate and how to analyze data is crucial. Business analysts need to interpret data to make informed recommendations that improve efficiency and effectiveness in improving business processes.Technical Proficiency: Proficiency with tools like SQL, Excel, and Business Intelligence (BI) software is essential. These tools help manage and analyze data, create reports, and visualize findings.Soft SkillsStrong Communication and Interpersonal Skills: Business analysts often serve as a bridge between different departments. They need to communicate clearly and effectively with stakeholders, including executives, managers, and IT teams.Teamwork: Collaborating with various teams and working well with others is essential. Business analysts often work in cross-functional teams to implement changes and achieve organizational goals.Adaptability: The business environment is constantly changing, and business analysts need to be flexible and adaptable. This means being open to new ideas, adjusting to new challenges, and continuously learning.
How to Become a Business Analyst?
Undergraduate Degrees
To become a business and management analyst, starting with a suitable undergraduate degree is essential. Here are some programs to become business and management analysts to consider:
Business Administration: Provides a broad understanding of business operations, management principles, and financial analysis.Information Technology: Focuses on IT systems, programming, and database management, which are crucial for technical aspects of business analysis.Data Science or Analytics: Emphasizes data collection, analysis, and interpretation, which are key skills for many business analysts too.Economics: Offers insights into economic principles, statistical and business analysis techniques, business analytics, and market trends, all valuable for business decision-making.
Postgraduate Degrees
While an undergraduate degree is often sufficient, pursuing a postgraduate degree can enhance a business analyst’s career:
MBA (Master of Business Administration): Provides advanced knowledge in business strategy, leadership, and management, making it a valuable asset for career progression.Master: bachelor's degree in Information Systems: Focuses on advanced IT and data management skills, which are business analytics skills that are increasingly important in the field of business analysis.Master's in Data Analytics: Offers in-depth training in computer science, data analysis, predictive modeling, and big data, which can set you apart in a competitive job market.
Why you should take a postgraduate degrees
Career Advancement: Higher qualifications can lead to senior positions and higher salaries.Specialized Knowledge: Gain expertise in specific areas of interest.Networking Opportunities: Connect with professionals and experts in the field.
Certification Programs for Analytical Skills and in Business Analytics
Certifications are valuable for both entering the field and advancing a master's degree within it. Here are some key certifications:
Certified Business Analysis Professional (CBAP): Offered by the International Institute of Business Analysis (IIBA), this professional certification that is ideal for experienced and aspiring business analysts looking to validate their skills.Entry Certificate in Business Analysis (ECBA): Also from IIBA, this certification is perfect for those just starting their career in the business analysis field.Project Management Professional (PMP): While not specific to most business analyst salary or analysis jobs, PMP certification demonstrates strong project management skills, which are often essential for business analysts.Certified Analytics Professional (CAP): This certification focuses on data analytics and and management that business analysts hold and can be beneficial for business analysts who work heavily with data.
Benefits of Certifications for Business Analysis:
Credibility: Certifications from recognized institutions can boost your credibility and trustworthiness in the field.Knowledge Enhancement: They provide structured learning and up-to-date industry knowledge.Career Opportunities: Certified professionals are often preferred by employers, leading to better job opportunities and career growth.
How to Start Your Career in Business Analysis?
Internships
Internships are crucial for gaining practical experience in the field of business analysis. They provide a hands-on understanding of how businesses operate, the tools they use, and the challenges they face. Internships also offer opportunities to apply theoretical domain knowledge in real-world scenarios, helping you build essential skills and confidence.
How to Find and Apply for Internships:
Career Services: Utilize your university’s career services to find internship listings and opportunities.Online Job Boards: Websites like Indeed, LinkedIn, and Glassdoor often have listings for business analyst internships.Networking: Attend industry events, join professional associations, and connect with professionals on LinkedIn to uncover internship opportunities.Company Websites: Check the career pages of companies you’re interested in to see if they offer internship training programs here.Application Tips: Tailor your resume and cover letter to highlight relevant coursework, projects, and skills. Prepare for interviews by practising common questions and researching the company.
Entry-Level Positions
Starting Roles:
Junior Business Analyst: An entry-level position where you assist senior analysts and gain exposure to business processes and data analysis.Business Analyst Intern: This role is similar to a junior one but is typically part of an internship program, providing a more structured learning environment.Analyst: A broader role that may involve data analysis, reporting, and supporting various business functions.
Gaining Hands-On Experience:
Job Shadowing: Spend time observing and learning from experienced business analysts to understand their daily responsibilities and workflows.On-the-Job Learning: Actively participate in projects, attend meetings, and take on tasks that allow you to apply and expand your skills.
Volunteer Opportunities
Volunteering for Experience: Volunteering is an excellent way to gain experience and build a portfolio, especially if you’re having trouble finding paid positions. Non-profits, small businesses, and community organizations often need help with their business data analysis tasks but may not have the budget to hire a full-time data analyst yet.
Examples of Volunteer Projects:
Process Improvement: Help a non-profit organization streamline their processes to save time and resources.Data Analysis: Assist a community group in analyzing survey data to better understand the needs of their members.Systems Implementation: Work with a small business to implement a new software system and train staff on its use.
By starting with internships, entry-level positions, and volunteer opportunities, you can build a strong foundation for a successful career in business analysis. These experiences not only enhance your skills and knowledge in the business analyst profession but also expand your professional network and improve your employability and job growth in the field.
Applying for Business Analyst Jobs
Creating a Portfolio
A professional portfolio is essential for showcasing your projects, achievements, and skills. It provides concrete evidence of your capabilities and helps potential employers understand the value you can bring to their organization. Here are some tips for you:
Select Relevant Projects: Include projects that highlight your business analysis skills, such as process improvements, data analysis, and systems implementation.Detail Your Role: Clearly describe your role in each project, the challenges you faced, and the solutions you implemented.Use Visuals: Incorporate charts, graphs, and screenshots to make your portfolio visually appealing and easy to understand.Organize Logically: Arrange your projects in a logical order, starting with the most recent or most impressive.Create an Online Portfolio: Consider using platforms like LinkedIn, Behance, or a personal website to showcase your portfolio online.
Create a Resume
Highlight Relevant Skills: Emphasize skills like analytical thinking, problem solving, good communication skills, and other technical skills and proficiency.Include Experience: Detail your work experience, focusing on roles and responsibilities related to your business analysis role.Certifications and Education: List relevant certifications and educational qualifications prominently.Use Keywords: Incorporate industry-specific keywords to pass through Applicant Tracking Systems (ATS).Keep It Concise: Aim for a one-page resume, or two pages at most, if you have extensive experience.Here's a business analyst resume example for you to refer to:
John Doe's ResumePhone Number: (123) 456-7890Email Address: [email protected]
LinkedIn Profile: linkedin.com/in/johndoe
RESUME SUMMARYDetail-oriented Business Analyst with over 5 years of experience in identifying business needs and delivering solutions that improve processes and drive growth. Proficient in data analysis, project management, and stakeholder communication. Known for exceptional problem-solving skills, business acumen and a strong ability to work collaboratively in fast-paced environments.SKILLSAnalytical Thinking: Skilled in breaking down complex problems and identifying effective solutions.Data Analysis: Proficient in SQL, Excel, and Business Intelligence (BI) tools.Project Management: Experience managing projects from inception to completion, ensuring timely delivery and quality.Communication: Strong verbal and written communication skills, with the ability to present findings clearly to stakeholders.Technical Proficiency: Knowledgeable in various software tools including SQL, Excel, Tableau, and Power BI.Interpersonal Skills: Excellent team player with the ability to work well with diverse teams.Adaptability: Flexible and open to new challenges and learning opportunities.WORK EXPERIENCEBusiness Analyst | XYZ Corporation | June 2020 – PresentAnalyzed business processes and identified areas for improvement, resulting in a 15% increase in efficiency.Collaborated with cross-functional teams to implement new systems, reducing operational costs by 10%.Developed detailed business requirement documents (BRDs) and functional specification documents (FSDs).Conducted data analysis using SQL and Excel to support decision-making processes.Facilitated workshops and meetings with stakeholders to gather requirements and present solutions.Junior Business Analyst | ABC Solutions | January 2017 – May 2020Assisted in the development and implementation of business solutions that improved workflow efficiency by 20%.Conducted market research and data analysis to support strategic planning initiatives.Created reports and dashboards using Tableau to visualize key performance indicators (KPIs).Supported senior analysts in project management tasks, including scheduling and resource allocation.Participated in job shadowing and on-the-job training to gain hands-on experience in business analysis.EDUCATIONBachelor of Business Administration (BBA) | University of Business | 2016Coursework: Business Management, Data Analysis, Information Systems, EconomicsCertified Business Analysis Professional (CBAP) | International Institute of Business Analysis (IIBA) | 2020PROJECTSProcess Improvement Project | Cake CorporationObjective: Improve the efficiency of the order fulfillment process.Role: Lead Business AnalystActions: Analyzed current processes, identified bottlenecks, and proposed a streamlined workflow.Results: Reduced order processing time by 25% and increased customer satisfaction by 15%.Data Analysis Project | Cake SolutionsObjective: Support marketing strategy with data-driven insights.Role: Junior Business AnalystActions: Collected and analyzed data from various sources, created reports and dashboards to present findings.Results: Provided actionable insights that led to a 10% increase in market share.System Implementation Project | CorporationObjective: Implement a new CRM system to enhance customer relationship management.Role: Business AnalystActions: Gathered requirements from stakeholders, collaborated with IT teams to customize the system, and provided training to end-users.Results: Improved customer tracking and engagement, leading to a 20% increase in sales.
Search Your Jobs Online
Effective Strategies for Finding Job Openings:
Use Job Portals: Use job portals like Cake, LinkedIn, Indeed, and Glassdoor to find job openings.Company Websites: Regularly check the career pages of companies you are interested in.Networking: You can also join industry events or associations, and connect with professionals on LinkedIn.
Networking Is Your Best Friend
Joining Professional Associations:
International Institute of Business Analysis (IIBA)Project Management Institute (PMI)Association for Computing Machinery (ACM)
Attending Industry Conferences and Online Forums:
Conferences: Business Analysis Conference Europe, Global Scrum Gathering.Online Forums: Reddit's r/businessanalysis, LinkedIn Groups for Business Analysts.
Prepare for an InterviewHere are some common business analyst interview questions:
Can you describe a time when you identified a problem and proposed a solution?How do you prioritize tasks when working on multiple projects?What tools do you use for data analysis and why?Can you explain a complex process to someone who is not familiar with it?Be well-prepared for these questions, at the same time, be sure to:
Research the Company: Understand the company's products, services, and industry.
Review Common Questions: Practice answering common interview questions.
Showcase Your Portfolio: Be prepared to discuss your projects and achievements in detail.
Ask Questions: Prepare thoughtful questions to ask the interviewer about the role and company.
Dress Professionally: Make a good first impression with appropriate attire.
Conclusion
To become a business analyst, start by understanding the role and building the right skills. Get a degree in a business analyst certification related field, and consider advanced degrees and certifications to improve your chances. Gain experience through internships, entry-level jobs, and volunteering. Create a strong portfolio, write a clear resume, and use job portals and networking to find job openings. Take action now to start your BA career. For more tips on business analytics careers, interviews, and resumes, check out Cake.—Originally written byDonaven Leong —
