Top reasons businesses choose EORTable of Content:Top 5 Reasons to Hire Teams in VietnamWhat to Know Before Hiring in VietnamWhy do many companies choose EOR services? VietnamFAQs on Hiring in Vietnam (2025)In 2025, Vietnam has emerged as one of the most attractive destinations for global businesses seeking to expand their teams. For foreign companies, knowing how to hire employees in Vietnam is no longer just an advantage; in fact, tapping into the country’s fast-growing economy and highly skilled talent pool is becoming essential. This guide covers everything you need to know about building a team here, from understanding the Vietnam Labor Law and tax requirements to exploring cost-effective hiring options like Employer of Record (EOR) services. With practical insights on employment contracts, compliance, and the local hiring landscape, you will be better equipped to recruit confidently and scale your business in one of Southeast Asia’s most promising markets.Top 5 Reasons to Hire Teams in VietnamVietnam's growing economy and strategic location have made it an ideal destination for foreign investment and talent acquisition. For companies considering global expansion or planning to open a company in Vietnam, the benefits of hiring teams here extend well beyond cost savings. Businesses gain access to a dynamic talent pool, a supportive business environment, and an economy that continues to show strong, sustainable growth. 1. Lower Labor Costs than Thailand and the Philippines One of the most significant advantages of hiring teams in Vietnam is the considerable cost efficiency compared to neighboring markets like Thailand and the Philippines.In 2025, the average monthly net salary in Ho Chi Minh City is about USD 502.90, lower than Bangkok’s USD 839.84 and Manila’s USD 531.63, according to Talentnet Group. 2. Abundant and Educated Workforce Vietnam is home to a large, young, and increasingly well-educated workforce. With a population of over 100 million and a median age of just 33.4, the country adds millions of graduates annually from universities and vocational schools. Moreover, a strong focus on STEM education has created a growing pool of skilled professionals in IT, engineering, and manufacturing. As a result, this demographic strength provides businesses with a steady stream of eager, adaptable talent, making the cost of hiring in Vietnam even more attractive when balanced against the quality of the workforce. 3. Strong Government Support and Favorable Business Environment Vietnam’s government actively attracts foreign investment through stable policies, streamlined business regulations, and tax incentives. The country has also signed numerous Free Trade Agreements (FTAs), strengthening its position as a regional manufacturing and trade hub. Furthermore, recent policy shifts focus on high-tech industries and sustainable development. 4. Rapidly Advancing Digital Infrastructure Vietnam is making substantial investments in its digital ecosystem. By 2025, it aims to achieve 99% high-speed internet coverage, a nationwide rollout of 5G, and the development of state-of-the-art data centers. This strong digital backbone fuels remote work, digital transformation, and the expansion of tech-driven sectors, creating an ideal environment for modern businesses. 5. Strategic Location and Economic Growth Centrally located within ASEAN, Vietnam offers excellent access to major global markets via well-connected shipping routes. Its economy continues to post impressive GDP growth, ranking among the fastest-growing worldwide. This stable and dynamic economic climate provides fertile ground for business expansion and long-term investment.🔎 Not planning to set up a local entity? Here are your 3 options for hiring in Vietnam. What to Know Before Hiring in VietnamFor foreign companies, understanding the Vietnam Labor Law is essential for hiring successfully and staying compliant. Before building a team or setting up a company in Vietnam, it’s necessary to be familiar with the rules around employment contracts, taxes, payroll, working hours, and social insurance to ensure a smooth and lawful hiring process. 1. Employment contracts There are only two types of labor contracts as per the new Labor Code, which took effect in January 2021. Indefinite-term contracts: These contracts do not specify an end date and are common for long-term employment.Definite-term contracts: These contracts have a precise expiration date, typically up to 36 months. After two consecutive definite-term agreements, if the employee continues to work, an indefinite-term contract must be signed. 2. Tax obligation In Vietnam, employers are responsible for reconciling and finalizing Personal Income Tax (PIT) for their employees annually. This annual tax finalization for income earned in the previous calendar year is typically due by March 31 of the following year (e.g., March 31, 2025, for 2024 income). Individuals who directly finalize their taxes generally have until April 30 of the following year. However, this deadline can be extended if it falls on a weekend or public holiday (e.g., to May 5, 2025, for 2024 income, due to upcoming holidays).Tax residents are subject to personal income tax (PIT) on their worldwide income at progressive rates from 5% to 35%, while non-residents are taxed at a flat 20% on Vietnam-sourced employment income. PIT can be settled via bank transfer, with monthly filings generally due by the 20th day of the following month, and quarterly filings by the last day of the first month following the reporting quarter. 3. Payroll cost The cost of hiring an employee in Vietnam goes far beyond base salary. Employers must also account for mandatory contributions and common benefits. Payroll requirements include payments toward social insurance, health insurance, unemployment insurance, and trade union fees, all of which must be calculated carefully to ensure compliance. 4. Overtime pay working hour limits The Vietnam Labor Law for foreign companies strictly regulates working hours and overtime. Regular Working Hours: Standard working hours are typically 8 hours a day or 48 hours a week. Some specific industries may have different regulations.Overtime Limits: Overtime hours are capped at 4 hours per day, 40 hours per month, and 200 hours per year. However, in certain specific cases (e.g., manufacturing, electricity production), the annual limit can be extended to 300 hours with prior approval from the Ministry of Labor, Invalids and Social Affairs.Overtime Pay Rates: Overtime compensation is mandated at higher rates:Weekday overtime: at least 150% of the normal hourly wage.Weekend overtime: at least 200% of the normal hourly wage.Holiday/public holiday overtime: at least 300% of the normal hourly wage (plus the normal daily wage). 5. Social insurance Mandatory social insurance in Vietnam is critical to employee compensation and employer obligations. Both employers and employees contribute to three main funds: Social Insurance (SI), Health Insurance (HI), and Unemployment Insurance (UI). Social Insurance (SI): Covers sickness, maternity, occupational diseases, accidents, retirement, and death benefits.Health Insurance (HI): Provides access to medical examination and treatment.Unemployment Insurance (UI): Offers unemployment benefits and vocational training support. 📗 For further details, download our Vietnam Market Entry Pack.Why do many companies choose EOR services?When foreign companies look to hire employees in Vietnam, they generally choose between two main approaches: setting up a local entity to hire directly or working through an Employer of Record (EOR) service. The right option depends on the company’s long-term goals, how much control they want over operations, and how much administrative complexity it is willing to manage. Many companies are increasingly turning to Employer of Record (EOR) services to navigate the complexities of hiring and setting up operations in Vietnam. This choice is driven by several clear advantages that align with the realities of the Vietnamese market. 1. Faster, more cost-effective entry into Vietnam Setting up a legal entity in Vietnam, whether a wholly foreign-owned enterprise or a joint venture, can take months and require significant time, money, and effort. The process often involves navigating legal registrations, obtaining licenses, opening bank accounts, and dealing with extensive paperwork. EORs already have established entities and deep local expertise, allowing foreign companies to hire employees in Vietnam within days or weeks. This speed is invaluable for businesses that want to test the market, secure top talent quickly, or launch projects without committing to heavy upfront investments. 2. Guaranteed compliance with the Vietnam Labor Law Vietnam’s labor regulations are detailed, frequently updated, and can be challenging for newcomers. Companies risk fines, legal disputes, or reputational issues without expert guidance if they fail to comply with wage standards, tax obligations (including personal income tax and mandatory social, health, and unemployment contributions), or termination rules. An EOR assumes full legal responsibility for employment, ensuring compliance with payroll, tax withholdings, statutory benefits, and even managing work permits and visas for foreign hires, removing major legal and HR headaches. 3. Streamlined hiring and workforce management EORs simplify the entire employment process in Vietnam. They draft compliant contracts, manage payroll in VND, oversee benefits, and handle leave management and employee concerns. Their scale and local know-how often allow them to offer better benefit packages than a foreign company could arrange alone. This support helps businesses focus on strategy and growth while creating a smooth, compliant experience for their Vietnamese employees, leading to higher retention in a competitive talent market. 4. Financial predictability and reduced risk EOR services typically bundle all employment costs into a transparent, all-in-one monthly fee per employee. This makes budgeting for Vietnam straightforward and avoids hidden costs or unexpected liabilities. More importantly, EORs help companies avoid costly mistakes like employee misclassification under Vietnamese law, protecting finances and reputation.Need fast, compliant, low-risk hiring in Vietnam?Partner with Cake to quickly build your team in Vietnam with full confidence! Request a consultation FAQs on Hiring in Vietnam (2025)1. What is the minimum wage in Vietnam? As of July 2025, the minimum wage in Vietnam varies by region. The country is divided into four areas, each with a different minimum wage rate to reflect the cost of living and economic conditions. Region I (e.g., Hanoi, Ho Chi Minh City): Expected to be around 4,960,000 VND monthly (approx. USD 195).Region II (e.g., Da Nang, Can Tho): Expected to be around 4,410,000 VND monthly (approx. USD 173).Region III (e.g., smaller cities): Expected to be around 3,860,000 VND monthly (approx. USD 152).Region IV (e.g., rural areas): Expected to be around 3,450,000 VND monthly (approx. USD 135). 2. Can a foreign company legally hire in Vietnam without a local entity? Yes, a foreign company can legally hire employees in Vietnam without establishing a local entity. However, it requires working with an Employer of Record (EOR) or engaging independent contractors. 3. How do you pay a Vietnamese remote employee? A straightforward way for foreign companies to handle payroll for remote employees in Vietnam is to work with an Employer of Record (EOR) service, such as Cake. These services manage everything from salary payments and tax filings to ensuring compliance with the Vietnam Labor Law, which removes a significant administrative burden for employers. Unlike some countries, Vietnam does not impose a rigid payroll schedule. Instead, employers and employees can agree on whether salaries will be paid monthly or twice a month, as long as the arrangement is clearly outlined. In rare situations involving force majeure events where immediate payment is impossible, salaries may be deferred for up to one month. However, if payment is delayed by over 15 days, the employer must pay interest on the overdue wages. That interest is calculated based on the amount owed, using the ceiling interest rate for one‑month deposits set by the State Bank of Vietnam (SBV) at the time the payment is eventually made. 4. What are the mandatory benefits employers must provide? 13th-month salary or Tet bonus: Although it isn’t legally required, giving a Tet bonus is a long-standing tradition in Vietnam, and most Vietnamese employees will expect it.Annual leave: After completing a full year of service, employees in Vietnam become eligible for paid annual leave in addition to public holidays. The number of days depends on their role and working conditions, and they receive one extra day for every five years of service. There are no strict rules on how unused leave should be handled. Some employers allow it to roll over into the following year, while others pay it in cash.Sick leave: Sick leave benefits come from the national social insurance fund rather than the employer. Employees usually submit a medical certificate to confirm their absence when taking time off. The length of paid sick leave depends on how long the employee has contributed to the system.Maternity leave: Female employees are entitled to six months of maternity leave, plus an extra month for each additional child in the case of twins or multiples. The social insurance fund covers maternity benefits, and women also receive five paid prenatal check-ups, which can be extended to 12 paid days if the fetus is unstable.Paternity leave: A male employee whose wife has given birth can take 5-14 days of paid leave, depending on certain factors.Other leaves: Vietnamese employees are also entitled to other leaves at the discretion of the employee and employer, including:3 days for marriage leave1 day leave for the child’s marriage3 days of personal leave (including leave for the death of family members)Insurance and social security contributions: Under the Vietnam Labor Law, employees and employers must contribute to the social, health, and unemployment insurance funds.The employer contributes 23.5% of the employee’s base salary.The employee contributes 10.5% of the employee’s base salary 5. How do you terminate an employee in Vietnam? Ending an employment contract in Vietnam is possible, but it follows strict regulations. Employers can terminate staff if the contract has expired, the employee retires, repeatedly fails to meet duties, suffers from long-term illness, or if the business downsizes or closes. Likewise, employees may also resign if the contract ends, they retire, the employer breaches agreed terms, or they face harassment or mistreatment. Notice periods depend on the contract type: 30 days for definite-term contracts;45 days for indefinite-term contracts. Closing: Hiring teams in Vietnam offers vast potential, but navigating the complex Vietnam Labor Law for foreign companies and payroll requirements can be challenging. An Employer of Record (EOR) service streamlines compliance with mandatory social insurance in Vietnam, Vietnam's personal income tax (PIT), and more, providing a fast, risk-mitigated solution. This lets your business focus on growth and confidently unlock Vietnam's full potential.Don't just fill a position - hire the talent that will define your success in Vietnam. Our experts are ready to build the team that will drive your growth.Contact Cake

Created by CakeIn this article, we'll cover: Why Is a New Hire Checklist Important?What to Include in a New Hire ChecklistNew Hire Checklist for the Manager for the First YearNew Hire Checklist TemplateA successful onboarding process is a win-win for the company and the new employee. The onboarding process may bring a lot of challenges to both the new hire and the HR department. As a result, how to onboard new hires effectively becomes the question. Enters the new hire checklist. A new hire checklist, or also called new employee checklist and employee onboarding checklist, is a to-do list of essential tasks that can help a company welcome and manage new employees. It might include forms for the new hire to fill out, introductory details, and key materials to hand over to the new employee. With the help of a new hire checklist template, you won’t find yourself panic, worrying that you miss something important, when onboarding a new hire. Most importantly, getting your employee onboarding checklist done right saves you a lot of time, thus helping your company cut costs all in all. Better still, a new hire onboarding checklist doesn't just help you as an HR, but also improves the experience of the new employee. Let’s explore how to create your own new employee checklist and make the most of a new hire onboarding template! Why Is a New Hire Checklist Important?It is obvious that a new hire checklist is helpful when big corporations are onboarding new employees. But is new hire checklist necessary or small businesses or companies that hiring remote workers? The answer is absolutely YES! An employee onboarding checklist is beneficial since it can help save time, increase motivation, and establish effective communication for both big and small companies. Here are the benefits of using a comprehensive employee onboarding checklist: 💡 Helps a new hire become part of a team sooner ​​A fruitful new hire onboarding checklist will help your new employee understand what’s up next and what to expect, shortening their time to get used to the company. 💡 Motivates a new hire to be more committed to the job A welcoming new hire checklist can help the new employee be more engaged and committed to their new company. A smoother onboarding experience also increases their trust in your company. 💡 Establishes good communication between the manager and the employee An open new hire checklist helps convey expectations from the manager. The new hire onboarding checklist help organize the must-know information into a short package, ensuring good communication. 💡 Make sure legal bases are covered Organizing new employee starter forms altogether will help you clarify the legal documents that need to be covered or remind you about safety training. Potentially, the new hire checklist might help you avoid legal issues. What to Include in a New Hire ChecklistTo help your talented new employee unleash their potential sooner, make sure you complete the items on the new hire checklist. Tasks in a new employee checklist include:Confirm first day details with the new hire.Confirm with HR to make the hire official.Complete new hire paperwork.Send an informative welcome email to the new hire.Inform them of company policies and company culture.Set up work area for the new hire.Set up accounts and create logins.Organize an orientation and prepare team introductions.Assign a mentor for the new hire.Inform the new hire of job expectations.Schedule time for onboarding feedback.Plan regularly check-in. ✅ Confirm first-day details with the new hire. List thorough detail for the employee’s first day on your employee onboarding checklist. It’ll help you and the new hire greatly. Obtain a signed job acceptance letter from the new hire. Set up a meeting with key members of the department in advance. Send forms, questionnaires, and emergency contact forms in advance so they can complete them in advance. ✅ Confirm with HR to make the hire official. Submit a job requisition document to officially inform HR. After completing a background check and drug test, if needed, the HR team can close the open position or remove job posting information online. ✅ Complete new hire paperwork. New hires need to fill out tons of documents. If you include all the forms: W-4 documents, I-9 verification, State Tax Withholding forms, deposit payroll information, or non-disclosure agreements together in the new employee checklist, things will be easier. Also, there might be security and confidentiality, alcohol and/or drug contracts, emergency contact details, or medical history documentation. ✅ Send an informative welcome email to the new hire. An informative email should inform the new hire about their first-day date, start time, and workplace location. Attire-related information will also be helpful to decide what to wear. You should ask for required ID documents or banking information if you need the employees to carry it on their first day. ✅ Inform them of company policies and company culture. Add sending out a copy of the employee handbook to your new employee checklist. This is a great chance for the new hire to learn about the company culture and organizational structure. Review the company’s policies, professional ethics, and code of conduct. ✅ Set up work area for the new hire. First, setting up their designated workplace should also be included in your new hire checklist. Make sure they have clean desks, chairs, office supplies, and other essential items at hand. For instance, you should check IT equipment such as computers, phones, or other electronic devices. Also, it’s time to hand over their business card, name tags, uniforms, and other essential materials. You should contact the IT team or facility manager for key copies and valid access badges. If your new hire is working remotely, send them an office starter’s kit to increase engagement. ✅ Set up accounts and create logins. Next, you should add on your new hire checklist to set up an email for the new employee. Make sure that their system access is working, and all software is installed properly. If necessary, you should conduct a training program for learning work-related software. ✅ Organize an orientation and prepare team introductions. On their first day, conduct a job orientation for the new hire. Help them get familiar with the company with a simple tour. Introduce the team to the new employee and make sure it’s meaningful. For example, help their team set up new meetings and arrange casual lunches or coffee chats. ✅ Assign a mentor for the new hire. A friendly mentor can be extremely helpful to help the new employee perform well. A mentor will be available for questions and provide professional training during the first few weeks. Make sure that the mentor is friendly and willing to help. ✅ Inform the new hire of job expectations. Be sure to introduce expectations and objectives. During their first month of work, setting clear requirements are essential. Outlining expectations is especially important for remote workers and hybrid working environments. ✅ Schedule time for onboarding feedback. After a week or two, schedule a time to meet with new hires. Learn about how they’re doing with the environment. Ask them about the onboarding plan and whether there are items particularly useful. Communicate about whether the new hire onboarding checklist is helpful, or if there are other items to add. ✅ Plan regularly check-in. Regular check-ins will help you learn about how the new employees are adapting to the new job role. You can schedule a short coffee chat at the end of their first, second month, and first quarter. Allow them to voice and share concerns regarding the training program and onboarding progress. New Hire Checklist for the Manager for the First YearNot just the HR, a manager can benefit from having a new hire checklist that help the manager and the new employee to understand each other’s expectations and performance better. A new hire checklist for the manager can create an open environment for conversation and improve the work efficiency on both sides. The following is examples of different types of new hire checklists a manager can try out:Day OneWeek OneMonth One3-Month Check-in6-Month Check-in9-Month Check-nAnnual Review 📍 Day One The first day of work is about introduction, not only to the job role but also to the workplace environment. Make sure your employee onboarding checklist can help create a sense of community for the new employee. Arrange office tour - restrooms, offices, recreation areas, storage rooms, and any other place they should know.)Review work hours and first-week schedule (What to work on today or over the week).Review all policies, the company’s code of conduct, and ethics.Schedule team meetup and introduce the mentor.Ensure workplace setup is completed. Make sure all pieces of equipment or gadgets are functioning.Allow QA and answer questions thoroughly. 📍 Week One A week goes by, and they are more used to the workplace. However, your new hire checklist is far from over. As questions start to accumulate, you can help them ease their mind. Ask their team members or mentor to check-in and provide essential support.Set short-term goals and performance evaluations.Ensure documents are completed and signed.Schedule weekly one-on-one to answer questions and receive onboarding status update. 📍 Month One They finally made it to the first month. Here are the things you should do and include on your employee onboarding checklist. Complete policies and procedure training.Provide actionable feedback or coaching.Ask for feedback.Review assignments and assess the first-month performance.Set clear goals to help them stay in progress.Make sure payroll is working smoothly. 📍 3-Month Check-in The training period is over, and it’s time to assess what’s working well. Add these items to your employee onboarding checklist: Review key metrics, tasks, and goal progress.Check training program milestones.Set new goals for the upcoming quarter.Discuss the end of the probationary period.Switch to quarterly check-in. 📍 6-Month Check-in On your new hire checklist, check if these “new” hires need essential resources to work better. Review quarterly performance and provide coaching sessions.Assign or adjust responsibilities if necessary.Set new goals for the next quarter. 📍 9-Month Check-in Similar to the 6-month check-in, the 9-month to-do items include preparation for the annual review on the new employee onboarding checklist. Review quarterly performance and provide coaching sessions.Set annual review goals and success criteria. 📍 Annual Review Congratulate your employees on their anniversary. Looking back at the previous year and helping them identify their accomplishments. In addition, help them get ready for the upcoming year. Retrospect on lessons learned and key achievements.Discuss strengths, skills, and future career plans.Assess if additional compensation is possible or if potential promotion opportunities.New Hire Checklist TemplateWe’ve provided a new hire onboarding documentation template. Feel free to adjust according to your needs!Created by Cake🔑 Key Takeaways:Remote workforce is increasingly popular, so the onboarding experience may differ. However, a new hire onboarding template will help you stay on top of the HR management. A well-crafted new employee onboarding checklist will be the best tool to keep track of talented employees and ensure the company runs smoothly. With Cake, you can easily create a resume online, free download your resume’s PDF formats, and utilize ATS-compliant templates to create a resume. Land your dream job, create your resume online (free download) now!Create resume--- Originally written by Wu Chao Min ---

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---

How to Hire for Cultural FitIn this article, you'll read about:What Is Cultural Fit?Benefits of Hiring for Cultural FitHow to Hire for Cultural FitCultural Fit Interview QuestionsCultural Fit vs Cultural AddHow to Hire for Cultural AddCompany culture can make or break organizational productivity. Whether it’s a quiet and professional office or a lively and interactive space, you’ve probably experienced how company culture can govern the way you present yourself, what you feel are appropriate ways of conduct or how openly you can communicate with others. Companies can suffer from disparate views that block collective progress without an established workplace culture. Even the influence of a disengaged employee can snowball into hefty hiring and productivity costs in the form of individual quitting, associated burnouts, and wide-scale quitting. This domino effect works both ways, meaning hiring culturally fit candidates to build a strong company culture can inspire organizational growth, workplace motivation, and employee commitment. In the following sections, we will define what cultural fit is, what actionable steps to take for cultural fit testing in the hiring process, and what to be aware of. Let’s delve into it!What Is Cultural Fit? Before we define cultural fit, we need to first understand what company culture means. Company culture refers to the organizational and behavioral characteristics of a business. Think of it as a company’s persona or identity, which can be reflected in how customers are served, how office space is structured, how tasks are completed or how coworkers communicate. Cultural fit, or culture fit, is used at the interviewing stage of the hiring process to determine how well a candidate can blend in with an organization’s company culture. Employers may use cultural fit to gauge how a candidate’s work ethics and values, and not necessarily how their skills, line up with the organization’s operation and mission. The main purpose of assessing is to find out how compatible a candidate is with the company and its employees. An example of company culture could be a nine-to-five office job, wherein a suitable cultural fit could be a candidate who prefers an even work-life balance. Another example of a culturally fit candidate could be an individual who has interpersonal skills, is a frequent driver and can work on-call hours for a food delivery company. How a company structures its workspace can also affect company culture and cultural fit. For instance, an open-space environment at a tech startup might prioritize collaborative innovation while a more departmentalized accounting office may view organized, analytical individuals as a cultural fit.Benefits of Hiring for Cultural Fit✅ Helps to attract candidates. Company culture can be the deciding factor in whether or not a candidate applies for a job. Subsequently, this can affect the number of qualified candidates that apply and the length of time job openings are left vacant. Around three-quarters of participants would either consider or neglect to apply to a company altogether based on cultural factors. Thus, promoting a transparent company culture can alleviate recruitment efforts and help attract suitable candidates who might have otherwise applied elsewhere. ✅ Helps with employee retention. Employees feel a greater sense of connection and commitment to the company when they enjoy the environment they’re working in. For instance, putting in place employee support programs can positively create a more open, transparent, and fulfilling company culture. Cultural fit can enhance a sense of belonging which lowers the chances of employees leaving. This can positively encourage other colleagues to feel motivated, improve the overall employee retention rate, and even increase the rate of quality work. ✅ Improves employee engagement. If a candidate shares the same values as a company, they are also less likely to find themselves excluded, stressed out or unmotivated at work in the long run. More satisfied employees are also likely to be engaged for a longer time and deeper level, effectively boosting a company’s productivity. Workplace culture is one of the strongest predictors, if not the strongest, for employee satisfaction in different countries and also among various industries in the US.How to Hire for Cultural Fit💡 Have clearly-defined company culture. While it may be hard to brainstorm what defines your company culture, you can start by thinking about the tasks, operations, and responsibilities involved to get work done. Then, consider the most essential behaviors and expectations required. For instance, if a job requires spending a large majority of time alone, such as for a night security guard, a company might need a candidate who is independent and prioritizes safety. 💡 Write a job post that communicates your company culture. After you have defined what characterizes your company culture, make it known to outsiders and interested job applicants. To attract culturally fit candidates, your job postings should give a snapshot of your company, what you look for in a candidate, or what your core values are. Instead of defining your company culture in terms of hard skills or technical requirements, use adjectives that show your workplace attitude (e.g. dynamic, fast-paced, tech-driven, resourceful, etc.). 💡 Make sure your hiring manager discusses company culture with the candidate genuinely. Develop training courses to ensure your hiring team is aware of inaccurate self-representations when it comes to assessing cultural fit for candidates. In some cases, candidates may unconsciously disguise their real thoughts and answers to favor their perception of the company’s values. To avoid biases, both on the part of the hiring team and the applicant, it may be helpful to employ open-ended questions instead of closed-ended ones in the interviewing process. For instance, instead of asking if a candidate likes the company culture, ask them what part of it they value. 💡Let the candidate experience your company culture. To get a less-rehearsed and more accurate answer, you can introduce the candidate to employees within the company and give a tour of the workplace. Follow up with open-ended observational questions about the candidate's opinions and thoughts on the work environment. Based on the specificity of the candidate's response and what they pay attention to, you can infer if a cultural fit is in place. For instance, if a candidate gives vague answers without providing reasons or notices details unrelated to the workflow or company culture, there is likely a lack of cultural fit. 💡 Implement DEI hiring practices. Learning to incorporate Diversity, Equity, and Inclusion (DEI) practices in the hiring process offers legal and practical advantages for finding culturally fit candidates. By integrating inclusive practices, employers are selecting candidates based on commonality in goals, rather than in physical or socioeconomic aspects. By eliminating potentially discriminatory or unfounded hiring practices, DEI practices can improve a company’s market standing, reputation, and potential for innovation.📚 Further reading: 20 Culture Fit Interview Questions to Ask Candidates Cultural Fit Interview QuestionsFor job applicants, it’s important to consider cultural fit questions ahead of time to assess if a company is a good match for you, get a sense of workplace expectations, and show in an interview why you can contribute. For employers, asking open-ended cultural fit questions in an interview—such as questions about values, organizational styles, or communication methods—can reveal a more candid perspective on an applicant’s approach to work. Here are some questions to consider when exploring a candidate’s cultural fit in the workplace: What motivates you at work?How do you interact with coworkers?Where do you see yourself in 5 years?What resources do you use to stay productive?What risks have you taken and how did you handle them?What kind of work schedule do you prefer?What fuels your passion?Are you an independent worker or a team player?What would great management look like for you?How do you make decisions?Cultural Fit vs Cultural AddCultural add, or culture add, is about recruiting candidates with diverse backgrounds, skill sets, and qualifications. It can be thought of as bringing in different solutions to approach the same problem. Cultural add examples could include hiring risk-takers for companies that need speed or hiring challenge-loving individuals for businesses that want to adapt. Unlike cultural fit, which focuses on blending in with a company’s set of employees and work environment, cultural add prioritizes new ideas and ways of contribution. While cultural fit is about how similar candidates are, cultural add is about how they’re different. Although cultural fit can be great for productivity, it also has limitations in its execution. Hiring interviewers may end up selecting candidates based on personal preferences rather than on how they align with the company’s values, and miss out on what other candidates can offer. Using personal preferences as a standard for cultural fit not only holds discriminatory implications but can show a lack of effort to incorporate diverse mindsets. Another consideration is that hiring similar candidates who think and look alike may not necessarily be more productive than hiring diverse individuals. In some cases, diversity is good for coming up with alternate solutions to a repeating or ongoing problem that a similar group of people has been unable to solve. Thus, hiring for cultural add can strengthen or even positively transform company culture in some instances. How to Hire for CulturalAdd💡 Examine your company culture. When determining how to hire for cultural add, examine your company culture in terms of needs rather than instinctual feelings, personal preferences or status quo norms. This will help give you clarity on the goals of the company and limit the room for bias. Think about what is or is not acceptable in the company, what the priorities of decision-makers are, and what the company’s core values are. Perform a company cultural gap analysis. A company cultural gap analysis is a review of what a company is lacking in terms of skills and mindsets. For instance, check if your company has an overabundance of conformists. If so, determine if there is a healthy number of employees with strengths in opposing or complementary areas. Assess if there are employees who work outside of their comfort zone and push for new ideas. Conclusion Cultural fit plays a key role in the screening process. Candidates who align with companies’ values can bring major benefits to the table, some of which are lowering recruitment expenses, improving retention rates, and encouraging deeper engagement. To assess a candidate for cultural fit in the hiring process, ask open-ended questions for more genuine insight. Avoid asking yes-or-no questions or unrelated personal questions that might introduce interviewee or interviewer bias. While cultural fit looks toward similar approaches to work, cultural add focuses on how candidates can offer different perspectives that target a company’s gaps in skills or qualities. As a result, cultural add can help companies form new solutions and reduce biased or discriminatory practices. Cultural fit plays a key role in the screening process. Candidates who align with companies’ values can bring major benefits to the table, some of which are lowering recruitment expenses, improving retention rates, and encouraging deeper engagement. We encourage all HR executives to ask open-ended questions for more genuine insight when assessing a candidate for cultural fit in the hiring process. Yes-no questions or irrelevant personal questions are to be avoided at all costs since these questions can trigger interviewer and interviewee bias. Besides cultural fit candidates, organizations can also look for cultural add candidates who can offer different perspectives to fill in the gaps in skills or qualities. This ultimately can lead to a successful operation, biases lessening, and discriminatory practices decreased.Want to recruit gems for your talent pool? Follow our blog to read more about hiring tips, resources, and tutorials, or simply use our Recruitment Service to acquire talents from all industries. — Originally written by Flora Lai —

Showcasing good teamwork skills on your resume has become essential in today's competitive job market. Modern hiring managers actively seek candidates who can collaborate across diverse teams and contribute to positive work environments. The challenge? Standing out from other applicants who simply claim to be a "great team player." This guide shows you exactly how to add teamwork skills to your resume with concrete examples that capture recruiters' attention. You'll learn proven strategies to highlight your collaboration skills and position yourself as the ideal team member for your next job. Table of Contents Why Teamwork Skills Matter on Your Resume Essential Teamwork Skills to Include How to Identify Your Teamwork Strengths Where to Add Teamwork Skills on Your Resume Tips to Showcasing Teamwork Skills Teamwork Skills Examples for Your Resume Common Mistakes to Avoid Tips to Improve Teamwork Skills Why Teamwork Skills Matter on Your ResumeTeamwork skills on your resume demonstrate how effectively you work with other team members to achieve shared team goals. These collaboration skills have become increasingly important as companies rely on cross-functional teams to drive results and improve departmental efficiency.Hiring managers understand that strong team players contribute more than individual talent alone. They create team harmony, maintain open communication, and help build positive work environments where everyone stays on the same page.When you showcase compelling teamwork skills on your resume, you signal to employers that you can: Collaborate with diverse teams across different departmentsContribute to team cohesion and maintain team harmonyCommunicate effectively with business partners and project managersAdapt to various team environments and work stylesSupport team goals while managing your individual responsibilities Essential Teamwork Skills to Include The most effective resume highlights both hard and soft skills that demonstrate your ability to work effectively with others. Here are the key skills that consistently catch hiring managers' attention: Communication Skills: Excellent communication forms the foundation of effective teamwork. This includes active listening, constructive feedback, and strong communication across all interactions. Your body language and verbal skills both contribute to team success.Problem-Solving Skills: Teams face challenges that require collaborative solutions. Highlighting your problem-solving skills shows you can work with other teams to overcome obstacles and find innovative approaches to complex issues.Conflict Resolution: Every team environment experiences disagreements. Demonstrating conflict resolution abilities proves you can maintain team cohesion even during difficult situations.Leadership Skills: Even if you're not applying for management positions, leadership skills show you can guide group projects, mentor other team members, and take initiative when needed.Project Management: Understanding how to coordinate team efforts, manage timelines, and ensure everyone contributes effectively makes you valuable to any cross functional team. How to Identify Your Teamwork Strengths Before adding teamwork skills to your resume, take time to understand your specific contributions to team success. This self-reflection helps you choose the most relevant skills and craft authentic examples. Reflect on Team Experiences Think about your work history, group projects, and even experiences from your personal life where you collaborated with others. Consider various settings like: Workplace team projects and product launchesVolunteer activities that required coordinationEducational group assignments and presentationsSports teams or community organizationsCross-departmental initiatives and process improvements Gather Feedback Reach out to former colleagues, project managers, or team leaders for their perspective. Positive feedback from others provides valuable insights into your teamwork strengths and gives you specific examples to include on your resume. Identify Your Team Role Every strong team player has particular strengths that benefit the group. You might be the person who: Ensures clear communication between departmentsKeeps projects organized and on scheduleGenerates creative solutions during brainstormingHelps new team members through the onboarding processMaintains morale during high-pressure situations Understanding your unique contribution helps you craft targeted examples that show hiring managers exactly what you bring to their team environment. Where to Add Teamwork Skills on Your Resume With 84 percent of U.S. employees working across multiple teams or reporting to different managers, the ability to collaborate effectively has become a key skill that employers highly value. To demonstrate your ability to thrive in diverse team environments, integrate collaboration examples throughout multiple sections of your resume rather than isolating them in one area. Resume Summary: Your resume summary offers prime real estate to immediately establish your collaborative strengths. Instead of generic phrases, mention specific team accomplishments or your role in successful group initiatives.Work Experience Section: This section provides the most opportunity to demonstrate teamwork skills through concrete examples. Focus on achievements that required collaboration and show measurable impact on team performance.Key Skills Section: Include both technical and soft skills related to teamwork, such as project management tools, communication platforms, or interpersonal abilities that support effective collaboration.Education and Activities: If you're early in your career or are changing industries, educational group projects and extracurricular activities can effectively demonstrate your team player skills. Tips to Showcasing Teamwork Skills The difference between a good teamwork example and a great one lies in specificity and results. Generic statements like "worked well with team members" fail to impress recruiters who review hundreds of similar claims. Use Strong Action Verbs Begin your bullet points with dynamic verbs that convey collaboration. Examples Collaborated with marketing team to redesign websiteCoordinated cross-departmental training initiativeFacilitated weekly meetings between sales and operationsPartnered with IT department to streamline processesMentored new team members during transition periodLiaised between client services and technical teams Quantify Your Impact Numbers provide concrete proof of your contributions to team success. Whenever possible, include: Percentage improvements in team's performanceNumber of team members you worked with or managedTimeline reductions achieved through collaborationCost savings generated by team effortsVolume of work completed collaborativelyCustomer satisfaction improvements from team initiatives Match Job Requirements Review the job description carefully and identify teamwork-related requirements. Then craft examples that directly address these needs using relevant keywords from the job ad. Teamwork Skills Examples for Your Resume Here are proven examples that demonstrate various aspects of effective teamwork: Leading Team Initiatives Directed 12-person cross functional team to implement new customer service platform, reducing response time by 35% and increasing customer satisfaction scores by 28%. This example shows leadership skills while emphasizing collaboration across departments and measurable business impact. Resolving Team Conflicts Mediated ongoing tension between design and development teams by establishing clear project handoff protocols, improving team cohesion and accelerating product launch timeline by 3 weeks. This demonstrates conflict resolution abilities and shows how effective teamwork directly contributed to important business objectives. Supporting Team Members Developed peer mentoring program for new hires, providing structured support during onboarding process and reducing initial training time by 40% while maintaining team morale. This example highlights your ability to strengthen team harmony while achieving practical improvements in departmental efficiency. Cross-Departmental Collaboration Collaborated with sales, marketing, and product teams to align feature development with customer needs, resulting in 25% increase in user adoption and 15% reduction in support tickets. This shows your ability to work effectively across diverse teams while contributing to multiple business objectives. Collaborative Problem-Solving Partnered with operations team to identify workflow bottlenecks during peak season, implementing solutions that increased productivity by 22% without additional staffing costs. This demonstrates problem solving skills in a team context with clear, measurable results. Common Mistakes to Avoid Even well-intentioned candidates can undermine their teamwork skills resume with these frequent errors that reduce their chances of impressing recruiters. Generic Team Player Claims: Avoid overused phrases like "excellent team player" or "works well with others" without supporting evidence. These statements appear on countless resumes and fail to differentiate you from other candidates.Keyword Stuffing: While it's important to include relevant keywords from job descriptions, forcing them unnaturally into your resume makes it difficult to read and can backfire with both hiring managers and applicant tracking systems.Focusing Only on Individual Achievements: Balance is key. While you want to highlight your contributions, make sure your examples clearly show how you worked with other team members to achieve shared success. Tips to Improve Teamwork Skills Even as you craft your teamwork skills resume, continue developing these essential skills for future opportunities: Practice Active Listening: Focus completely on understanding your colleagues' perspectives before responding. This builds trust and leads to better collaborative solutions.Seek Constructive Feedback: Regularly ask team members and supervisors how you can better support team goals. This shows commitment to continuous improvement and team success.Volunteer for Cross-Functional Projects: Look for opportunities to work with different departments or teams. This exposure helps you understand various work styles and builds your network within the organization.Develop Communication Skills: Strong communication prevents misunderstandings and keeps everyone aligned on objectives. Practice both written and verbal communication in team settings.Be More Than Just a Team PlayerCreating an effective teamwork skills resume requires more than listing collaboration as a strength. You need specific examples that demonstrate your impact on team's performance and contribution to positive work environments. Your ability to work effectively with diverse teams, maintain open communication, and contribute to team harmony makes you valuable to employers across industries. By showcasing these collaboration skills strategically throughout your resume, you'll capture hiring manager's attention and position yourself as the ideal candidate for team-oriented roles. Take time to identify your strongest teamwork examples, craft compelling bullet points that demonstrate impact, and ensure your resume reflects the collaborative professional that employers want to hire for their next important project.Ready to showcase your teamwork skills with impact? Our AI resume builder analyzes job descriptions and suggests powerful collaboration examples tailored to your experience. Transform generic "team player" claims into compelling achievements that hiring managers can't ignore.Transform Now

Created by CakeIn this article, we'll cover: How to become a data analyst with or without a degreeHow to become a data analyst with no experienceData analyst FAQData analysts play a vital role in the business world. A data analyst is responsible for collecting, organizing, and analyzing data to help a business make informed decisions. They use their skills in mathematics and statistics to interpret data sets and communicate their findings to others. A data analyst may also be responsible for developing new ways to collect and organize data. In the business world, data analysts play an essential role in helping companies make decisions about everything from product development to marketing strategy. By understanding trends and patterns in data, analysts can help businesses optimize their operations and stay ahead of the competition. If you're interested in pursuing a career in data analytics, you may be wondering how to get your foot in the door. With data analyst jobs on the rise, it's more important than ever to have the right skills and qualifications. Fortunately, there are many ways to break into this field. In this blog post, we will discuss the different paths you can take to become a data analyst. We will also provide tips for getting hired in this growing industry. How to become a data analyst with or without a degreeThere are many ways to become a data analyst. You can pursue a data analytics degree or get hired without one. If you have a degree in data analytics, you'll likely have an advantage over candidates without a data analytics degree thanks to the specialized skills and knowledge you'll have acquired. However, data analytics degrees are not always required for data analyst jobs. In many cases, employers are more interested in your ability to analyze data than your educational background. With or without a data analytics degree, you can get a data analyst job by following the steps below.Learn fundamental knowledge about data analysis.Work on technical skills.Learn to create visualizations.Build a strong portfolio with data analysis projects.Write a perfect resume.Apply for data analysis jobs. 🎯 Learn fundamental knowledge about data analysis. There are many degrees that can help you pursue a career in data analytics. A few of the most common degrees include statistics, mathematics, and computer science. These degrees will give you the fundamental knowledge you need to understand and analyze data sets. However, you don't necessarily need a data analytics degree to become a data analyst. There are many ways to get into data analytics other than formal education. If you don't have a data analytics degree, consider taking online courses or attending workshops to learn the basics of data analysis. You could build your data analytics skills by working on personal projects or contributing to open-source data sets. Any experience you have working with data will be helpful in landing a job as a data analyst. If you have transferable skills from another field, such as marketing or accounting, you may be able to transition into data analytics without starting from scratch. 🎯 Work on your technical skills. Technical skills are essential for data analysts throughout their career path. Data analysts need to be able to manipulate, transform, and analyze data sets. Some of the most important technical skills for data analysts include: Coding skills In the corporate world, data sets are usually huge, so it's important to be able to work with large data sets efficiently. Coding skills will help you automate repetitive tasks and speed up your workflow as a professional data analyst. Data visualization skills Data visualization skills will come in handy when you need to communicate your findings to others. Data mining, cleansing and wrangling skills Data mining, data cleansing, and data wrangling skills are essential for finding the signal in the noise and extracting valuable insights from data sets. Statistical analysis skills Statistical analysis skills will help you understand data sets and find trends and patterns. Machine learning skills Machine learning is a growing field within data analytics. It is popular because it allows data analysts to automate repetitive tasks and make predictions about the future. These are just some examples of some essential technical skills that you may need to work on. If you do not have a degree in data analytics, you may want to consider taking some online courses or workshops to learn these skills. 🎯 Learn to create visualizations. Creating visualizations is a key part of data analysis. Data analysts use visualization to communicate their findings to others. This is a key skill to have in the business world, so many data analyst job descriptions will list data visualization skills as a requirement. There are many different software programs that you can use to create visualizations. Some popular data visualization software programs include Tableau, Google Data Studio, Google Sheets, and Microsoft Power BI. To become a data analyst, you should be familiar with at least one of these software programs. 🎯 Build a strong portfolio with data analysis projects. When you're applying for data analyst jobs, the employer would no doubt carefully review your portfolio. Your portfolio should showcase your technical skills and highlight any projects you've worked on that are relevant to the job you're applying for. If you don't have any previous work experience, having a strong portfolio is your chance to show employers what you're capable of. With or without a degree in data analytics, having a strong portfolio is essential for getting your foot in the door as a data analyst. 🎯 Write a perfect resume. Your resume is your first opportunity to make a good impression on potential employers. To get a job as a data analyst, you first need to have a strong resume that highlights your technical skills and work experience. A good resume for data analysts jobs should include: Any relevant work experience, even if it's not in the data analytics field: Employers will be looking for transferable skills that show you have the ability to work with data. And relevant work experience can show that.Any technical skills that you have, such as coding languages or statistical analysis software: If you don't have much work experience, including a section on your skills dedicated to relevant technical skills is a great way to show employers what you're capable of.Relevant education or certifications that you have: Even if you don't have a degree in data analytics, having a certification from an online course will show employers that you're serious about working in the field. If you follow these tips, you'll be sure to write a strong data analyst resume that will help you get your foot in the door.📚 Further reading: Data Analyst Resume Guide w/ Examples Templates 🎯 Apply for data analysis jobs. The next and final step is to start applying for data analyst jobs. Make sure to tailor your resume and cover letter to each job you apply for, and highlight any skills or experience that are relevant to the position. It's also important to know that aside from a data analyst position, there are many other jobs in the data analytics field. Some examples include: data engineerbusiness intelligence analystdata scientistmarket research analyststatistician Don't limit yourself to applying for data analyst jobs, explore other positions in the field that you may be interested in. How to become a data analyst with no experienceIt can be difficult to get a job as a data analyst if you don't have any previous experience. However, there are some things you can do to increase your chances of getting hired. Here are 3 best tips for you if you don't know how to get a data analyst job as a fresher with little to no experience in the data analytics field: ✅ Enroll in data analytics courses. There are many online courses that you can take to learn about data analytics. These courses will teach you the basics of working with data, and some even offer certification. Some of the most recognized data analytics courses include Coursera, Udacity, and edX. While taking data analytics courses is a great way to learn about the field, they won't guarantee you a job after you finish the course. However, they will give you the skills and knowledge you need to be successful in the role. Many employers also prefer to hire candidates who have completed data analytics courses and earned certifications. ✅ Participate in data science bootcamps. Bootcamps are short, intensive programs that will teach you the skills you need to get a job as a data analyst. Bootcamps typically last for a few weeks or months, and they often have an emphasis on hands-on learning. There are many bootcamps to choose from, so make sure to do your research before enrolling. Bootcamps can be expensive, so make sure you're enrolling in one that has a good reputation and will give you the skills (and sometimes even teaches you how to get a job in data science) you need to get hired. ✅ Get internship experience. If you don't have any work experience, an internship is a great way to get your foot in the door. Many employers are open to hiring interns and giving them the opportunity to learn on the job. It's especially important to have an internship if you want to work in a specific data analytics field, such as healthcare or finance. An internship will give you the opportunity to learn about the day-to-day tasks of a data analyst and get hands-on experience working with data. It's also a great way to network and make connections in the industry. Data analyst FAQStill not sure how or if you want to get into data analytics? Here are some of the most searched questions about careers in data analytics. We've curated the most popular questions and provided answers to help you learn more about data analyst careers. ❓ How long does it take to become a data analyst? It could take anywhere from a few weeks to a few years to become a data analyst depending on your prior experience and education. The amount of time it takes to become a data analyst depends on your previous experience and education. If you have a degree in a related field, such as computer science or business, you may be able to get hired without any prior experience. If you don't have a related degree, you may need to gain some work experience or take data analytics courses before you can be hired for a data analyst role. The best way to become a data analyst is to get experience working with data, so the time it takes to become a data analyst may vary depending on your experience and your ability to learn. ❓ Is coding required to be a data analyst? The answer is a simple yes. In the past, coding wasn't a necessary skill for data analysts. However, as data analytics has become more complex, employers are now looking for candidates who have at least basic coding skills. Coding along with data analysis skills will allow you to automate tasks, build data visualizations, and create custom reports at a scale that is otherwise not possible. To stay competitive as a data analyst throughout your career, keep your coding skills up-to-date. Even if you're not required to code in your current role, it's a valuable skill to have and will make you more marketable to employers. ❓ Are data analysts in demand? Yes, data analysts are in high demand. The demand for data analytics professionals is expected to grow by 25% from 2020 to 2030, which is much faster than the average for all occupations. With the digitization of everything from shopping to healthcare, businesses increasingly rely on data to make decisions, and need data analysts to help them make sense of all the data they're collecting. 🔑 Key Takeaways:Becoming a data analyst is not an easy task, but it is definitely worth it to invest in some of the most in-demand skills of the future. With the right skills and experience, you can be on your way to an exciting and rewarding career in data analytics.We've provided some tips and advice on how you can get started in your data analyst career path with or without a degree in data analytics:Acquiring technical skillsBuilding a strong data analysis portfolioWriting a great resumeThese are all important steps to take on your journey to becoming a data analyst.We hope this article has helped you get started on your journey to becoming a data analyst even if you're just starting out in the corporate world. And if you're already working as a data analyst, perhaps this has inspired you to share your own tips and advice on how to get started in data analytics! With Cake, you can easily create a resume online, free download your resume in PDF, and utilize ATS-compliant templates to create a resume. Land your dream job, create your resume online (free download) now!Create resume--- Originally written by Candy Ho ---

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---

Created by CakeIn this article, you will learn:How to Answer “Why Should We Hire You”Tips on How to Answer “Why Should We Hire You”20+ “Why Should We Hire You” Best Answer ExamplesDuring a job interview, hiring managers may ask you a lot of tough questions. In general, these interview questions vary between industries, but there are some similar things that will be designed in order to learn more about you as a potential candidate. “Why should we hire you?” is one of the most frequently asked questions in a job interview. There’s no right or wrong answer for this, but more like a personal statement to explain why you think you are a good fit for this position.You may find different variations of this question below:“Why should you be hired for this role?”“Why should we choose/work with/select/employ you?”“Why do you believe you are suitable for this role?”“Why should we hire you over other candidates?” Read on to find out more about the best way to answer this question so that you can ace your job interview and land your dream job.How to Answer “Why Should We Hire You”Follow these steps to nail the question “Why should we hire you?”:Research the company and position.Make a list of your strengths.Talk about your experience in the industry.Highlight your skills (both hard and soft skills).Mention key professional achievements or awards.Mention your educational background and/or training.Practice your answer until you are confident. 1. Research the company and position. By understanding more about the company and position that you are applying for, you will have an edge in answering the interview questions as you will know how to give them an answer that they want to hear. The following list outlines 7 things you should learn about an employer when preparing for the upcoming interview: The company’s products and servicesThe company’s mission and valuesThe company’s clients and partnersThe latest news and recent events about the companyThe job responsibilitiesRequired skills and professional experience 2. Make a list of your strengths. During a job interview, you are often asked to describe your strengths. Hence, by preparing ahead of time for this question, you can save a lot of time for thinking and give hiring managers a proper answer that highlights your self-awareness and professionalism. 3. Talk about your experience in the industry. Recruiters and employers may have read your CV/resume already but they will still ask you some more about your background and experience in the industry. If you have held similar positions in the past, sharing relevant experience will be the best answer for “Why should we hire you?”. If you’re a fresher with limited experience, check out other tips below. 4. Highlight your skills (both hard and soft skills). When hiring managers ask you why you’re the best fit for the role, they expect to see you demonstrate hard skills that allow you to fulfill the tasks that the job requires. Soft skills, meanwhile, help prove that you can fit into a new workplace. 5. Mention key professional achievements or awards. Most employers love to hear about your performance in the former roles. Hence, showing your greatest accomplishment is the best way to answer “Why should we hire you?” in an interview. 6. Mention your educational background and/or training. If you’re a recent graduate, it’s not easy to share a lot of experience in the field. Instead, try to focus on your educational qualification and/or any other course you take related to the position. This is the best way to answer “Why should we hire you?” as a fresher. 7. Practice your answer until you are confident. Even though you’re confident and have strong communication skills, you might still be stumbled by challenging questions like “Why should we hire you?” at some point. It's important to practice for the interview to make sure you are as prepared as possible. Tips on How to Answer “Why Should We Hire You”💡 Provide concrete examples or details. These pieces of information, given in a specific context, will support your claims better. Moreover, hiring managers find it more persuasive when asking you “Why should we hire you for this position?”. 💡 Use quantifiable results to show accomplishments. This is a great way to demonstrate your competencies and value which could give you a huge advantage over other applicants. An answer with quantifiable achievements leaves a stronger impression on the hiring professional who is asking you “Why should we work with you”. 💡 Be concise and avoid generic answers. You should mention all the necessary details in your answer while keeping it concise and not being too generic. Showing employers what makes you stand out from the competition is the way to answer why you are suitable for this role. 20+ “Why Should We Hire You” Best Answer ExamplesOutlineFresherReceptionistCall centerCustomer serviceBusiness Process Outsourcing (BPO)NursingAccountantCashierSoftware developerPolice officerData entryDigital marketing/Social media marketingAdministrative assistant/Executive assistantTeam leaderGraphic designerCaregiverSecurity guardSalesHRTeacher ✅ Fresher Q: Why should we hire you for this position? A: Over the past 4 years at college, I have acquired essential skills and knowledge in marketing, especially content marketing. Also, I have been working as a freelance content writer for a while, which makes me suitable for this position. I’m very eager to bring many values to your organization. ✅ Receptionist Q: Why should we hire you as a receptionist? A: Without a doubt, I have the complete package required for a receptionist job. I am skilled at communicating with people and handling tough situations with tact and courtesy. I can also speak four languages fluently, English, French, Spanish, and Portuguese. I am sure I can make a significant contribution to the growth of the Hilton Hotel. So, why shouldn’t you hire me? ✅ Call center Q: Why should we hire you for this call center position? A: Based on what you have said and my own research, Medium Corp. is looking for someone with channel experience, an aptitude with data, and excellent communication skills. My experience aligns well with that and ensures I am the ideal fit. Being able to remain calm and professional in any situation has given me the confidence that I can meet the challenges of this role. ✅ Customer service Q: Why should we hire you as a customer service representative? A: I believe that I'm the right fit for this customer service representative position at IVY Moda. I possess strong communication skills and the ability to develop interpersonal relationships with several clients which have been acquired from relevant roles in the past. I am also passionate about listening and assisting them with their solutions. ✅ Business Process Outsourcing (BPO) Q: Why should we hire you in BPO? A: I certainly can do this job well. From what I’ve read on your company’s job posting on LinkedIn, I noticed that PledgeCamp is seeking a professional at a senior level who can lead and deliver complex client engagements. As you have seen from my CV, not only do my educational qualification and professional experience in the field overlap with what you're looking for, but my additional skills as a BPO manager for 10 years could be well-suited to help PledgeCamp expand their business to the USA. ✅ Nursing Q: Why should we hire you for the nursing position? A: The very first reason is that I am willing to accept a lower wage compared to other applicants’ expectations. I see taking care of people as my personal mission - something that I want to do for the rest of my life. I also believe that my training and skills match those you specified in the job ad, specifically my competencies in inpatient intake. In my last position, I was responsible for observing and monitoring the patients’ condition, and collaborating with physicians and other nurses to devise individualized care plans. ✅ Accountant Q: Why should we hire you as an accountant? A: I like working with numbers because my mom is an accountant as well. In previous roles, I have been told that I have exceptional problem-solving skills, critical thinking, and management traits. With 7 years working as a chartered accountant, I've gained extensive experience in preparing management accounts, managing payroll and VAT returns, as well as using multiple software packages. I have an in-depth understanding of accounting business processes and I always strive to continually improve them. ✅ Cashier Q: Why should we hire you as a cashier? A: I would say you should hire me because I am willing to work on weekends and holidays. I love to communicate and work with people so I always show a joyful, friendly attitude. Besides work attitude, I can also speak good Chinese, which is very important because this Walmart store is located in China Town. ✅ Software developer Q: Why should we hire you as a software developer? A: As written in the CV and cover letter, I have held similar positions at both tech startups and multinational companies. Over the years, I have mastered relevant skills and professional experience as a Software Developer, which I can’t wait to put to use in my future career. ✅ Police officer Q: Why should we hire you as a police officer? A: I have always dreamt of becoming a police officer since I was little. I yearn for a world where people of all backgrounds are treated fairly and feel safe and secure. When I was in college, I not only accomplished all relevant coursework with high grades but also participated in some civil society groups. ✅ Data entry Q: Why should we hire you for the data entry role? A: To be honest, I possess all the essential skills and experience that NextTech Academy has been looking for. It's not just required technical skills and relevant responsibilities in the past roles, but also plenty of soft skills which will be applicable in this position. I am able to work under pressure and pay attention to detail and accuracy. ✅ Digital marketing/Social media marketing Q: Why should we hire you for digital marketing?/Why should we hire you for social media marketing? A: I'm pretty confident that I am the right candidate for this role at Santu Travel. Not only do I like to work in the tourism and hospitality industry, but I also want to be a digital marketer. As written in my resume, I have over 5 years of experience in promoting tour packages and services on relevant platforms, including social media, and am familiar with search engine optimization. ✅ Administrative assistant/Executive assistant Q: Why should we hire you as an administrative assistant? A: I think you should hire me because I am a multi-tasker with high responsibility and the attention to detail. I have held similar positions in multinational corporations so I know clearly what is required to be a professional admin assistant. Above all, I have been a big fan of Shine Clinic for years, and the working hours fit me well, so I just see this as a precious opportunity. ✅ Team leader Q: Why should we hire you for the team leader role? A: I’m confident that my extensive experience as a lead engineer and strong leadership skills provide me with the capability to successfully perform this job.In former roles, I trained over 40 interns and new hires to be official full-time staff who later gained outstanding achievements. As a team leader, I don't want to manipulate people but motivate and guide them towards mutual goals. ✅ Graphic designer Q: Why should we hire you as a graphic designer? A: With 5+ years of experience creating visually-stunning designs that help brands grow, I think I would be a great match for this role. I have experience as an in-house and freelance graphic designer who is skilled at designing all communication materials and advertising. I’m passionate about delivering engaging works that tell some story about the clients or brands. ✅ Caregiver Q: Why should we hire you as a caregiver? A: As a meticulous individual who provides thorough care for seniors, I hope that I am a great addition to the caregiver team at God's Grace Center. With 10 years of experience, I’m proficient in assisting elder people with daily routines and other activities when needed. My exceptional interpersonal and organizational skills allow me to complete all tasks in a timely manner. I pride myself on a positive work attitude and a passion for helping people. ✅ Security guard Q: Why should we hire you for the security guard job? A: As you are seeking an individual who is trustworthy and attentive to security procedures, I would say I am the best fit. On my last day of the previous security job, my manager said how much they appreciated me following procedures under any circumstances and putting extra effort during busy times. I’m not only diligent about learning each company's policies but also took a criminal justice course to learn about my rights as a security officer. ✅ Sales Q: Why should we hire you in sales? A: I am confident that I can succeed as a Sales Representative at SamaAuto and help increase the company's profitability. In my 5 years of experience as a Sales Support, I have effectively assisted my customers through each step of the sales process and helped them resolve any concerns or questions as needed. I am also adept at processing, tracking, and shipping large orders efficiently. ✅ HR Q: Why should we hire you for the HR position? A: As HR plays a key role in any organization, I would like to be at the heart of the enterprise in this way. With over 3 years of experience as an HR generalist, I fully understand the biggest challenges as well as what skills are important in this role. However, I haven’t had the opportunity to further specialize in recruitment, so this would be greatly appreciated. ✅ Teacher Q: Why should we hire you as a teacher at Cambridge Taipei? A: First, I obtained a Master's in ESL and a TESOL certification. Additionally, I have taught English in Thailand and Vietnam for 5 years, meaning that I'm very familiar with Asian culture. I also included a great reference from my previous employer which can give you a clear idea of what I am capable of and how professional I am at work.With Cake, you can easily create a CV online and download your CV’s PDF format for free. Land your dream job and create your CV online (free download) now!Create CV--- Originally written by May Luong ---

Created by CakeResumeIn this article, we'll cover:What Is Googleyness?How to Display Googleyness in InterviewsGoogleyness Interview QuestionsWorking for Google is the dream of many as the tech-giant company is famous for being a great place to develop one’s career. But to get in, you first need to learn about “Googleyness” (also spelled Googlyness or Googliness). If you want to work at Google, you've probably already heard of this word. You also need to show that you align with the Googleyness principles on your resume and during interviews. But what does Googleyness mean? And, most importantly, how do you demonstrate Googliness?In this article, we are going to answer those questions and help you stand out in Google interviews and land your dream job. What Is Googleyness?Googleyness, in shiort, is a set of qualities that the company requires that can both help employees and the company grow.Your application will stand a better chance when you show Googleyness while answering interview questions.The above definition doesn't do much to elaborate Googleyness, but thankfully, Google is very clear about the Googleyness personal traits they look for in a candidate.Laszlo Bock, the former Senior Vice President of People Operations at Google, defines Googleyness in his 2015 book as:“Attributes like enjoying fun (who doesn’t), a certain dose of intellectual humility (it’s hard to learn if you can’t admit that you might be wrong), a strong measure of conscientiousness (we want owners, not employees), comfort with ambiguity (we don’t know how our business will evolve, and navigating Google internally requires dealing with a lot of ambiguity), and evidence that you’ve taken some courageous or interesting paths in your life.” We are now going to examine those Googliness qualities one by one in detail.💡 Fun-loving Some interview questions might even focus on this topic. It might sound weird to talk about having fun at a job interview; nonetheless, it is part of Google’s culture. They want people who find enjoyment in life. During the interview, give some examples of your fun side to show Googleyness, tell stories and anecdotes about things you are passionate about outside work; you can even crack a light-hearted joke to make the conversation flow. By doing so, you will let them see your fun-loving personality and Googleyness. 💡 Intellectual humility Some questions that are designed to assess your Googleyness focus on is your willingness to learn. Intellectual humility means acknowledging that you have weaknesses, areas of growth, and the intention to learn. To be humble and aware of your shortcomings is another part of having Googleyness. To showcase this during the Google interview, remember to mention your intention to learn and grow in the position, tell stories about you overcoming your shortcoming and how you continue to improve yourself. Your chances of getting the job will increase if you talk about them. 💡 Conscientiousness To show your Googleyness, you also need to show conscientiousness; it is all about showing that you are serious about the job. Show them that you are responsible and hold yourself to high standards. Most importantly, do not make an excuse or blame others for mistakes during the interview. For example, you can talk about a time you made a mistake and how you improved yourself by learning from it. Your application will look better. 💡 Comfort with ambiguity The world is uncertain, and Google knows it; they want people who embrace change, evolution, and the unknown. Therefore, Googleyness-related interview questions check how comfortable you are when dealing with problems that are difficult to define and how good you are at solving them. Show your Googleyness by giving them an example of when you did not let unexpected changes ruin your job. Also, if anything unforeseen happens in the interview, do not let it throw you off your game; Use it as your opportunity to shine instead. 💡 Courageous or interesting life decisions Finally, during Google interviews, feel free to share stories of times when you were brave and changed paths in life to show your Googleyness. They will value that you were courageous enough to start a new adventure. Google recognizes the importance of people with different experiences. Therefore showcase your Googleyness by highlighting your unique background. It will be great for your application if you show them you are okay stepping outside of your comfort zone and taking on new challenges. ❗️ Googleyness VS Culture fitAs many assume Googleyness is just a term for culture fit, Google goes the extra mile to explain that Googleyness is, in fact, quite different from culture fit.Culture-fit aims to hire people that companies feel comfortable working alongside. Most of the time, recruiters hire people they “click with.”Googleyness principles, on the other hand, encourage people to be their authentic self and innovative. They are not looking for people that fit in a certain business culture. By focusing on Googleyness, Google fights hiring bias and diversify the workplace. The qualities they look for with the Googleyness interview questions do not focus on whether you can adapt to the company culture or not. They focus on your traits and your soft skills instead. How to Display Googleyness in InterviewsPositivityCuriosityOut-of-the-box thinkingEthics, transparency, and integrityEnthusiasmHumilityCourteousness and respectCommunication and active listeningIndividualityPlayfulnessGender-neutralityPolitically-neutralityAnswering Google interview questions and showing Googliness in the right way is the key. However, also consider how you interact with every employee. Soft skills are relevant to displaying Googleyness. It is easy for recruiters to evaluate such skills by observing how you interact with everyone you meet in the company. Be friendly and polite! There are several soft skills related to Googleyness that you can and should show during your Google interviews. Here we list some of them to give you an idea of what you can highlight. ✅ Positivity Having a positive attitude is always a helpful way to display your Googleyness. Be mindful of the words you use. Avoid negative thinking and negative vocabulary. For example, we recommend focusing on what you learned from a mistake rather than on the error itself. Give a positive twist to everything. ✅ Curiosity The hunger for knowledge is yet another way to show your Googleyness principles. Curiosity leads to discovery; Google loves seeing curious applicants. It is another trait of the sought-after Googleyness. Do not be afraid of asking questions and showing your interest in gathering information. ✅ Out-of-the-box thinking Applicants with Googleyness show creativity. Google is not a run-of-the-mill company, so you can not expect to want average thinkers. Always go the extra mile with creative answers. If they present you with a situational interview question ✅ Ethics, transparency, and integrity Your moral values also add to you and show your Googleyness. Do not lie to the recruiters! Let them meet the real you. You can share stories that highlight your positive traits. Owning your failures and weaknesses lets them know that you trust them (remember to always answer with a positive twist, it is all about learning opportunities). ✅ Enthusiasm Besides being optimistic and passionate when you deliver your answers at Google interviews to show you have Googleyness qualities. Be energetic and reassure them that you are interested in the position and the company. ✅ Humility Bragging is not a part of Googleyness. Aside from intellectual humility, applicants need to be able to present their strengths without being overbearing. Keep your temper and avoid boasting too much about how great you are. ✅ Courteousness and respect Manners are the ornaments of a person. Another part of googleyness is how respectfully you interact with others. Such politeness should not be for just the interviewer. Make sure you treat everyone in the company with respect and dignity. ✅ Communication and active listening It will not matter how smart you are if you cannot communicate your message or maintain a conversation with your workmates. Googleyness also concerns your people skills, especially communicative skills. Make sure to show that you can be a great listener; After all, communication is a two-way street. ✅ Individuality Googleyness requires uniqueness, as we mentioned before. Google likes individuals who stand out and want to create a diverse workforce. Let them see your unique personality traits rather than trying to fit in a mold. You can give examples of remarkable life experiences that resulted in you learning skills or new perspectives. ✅ Playfulness Enjoying fun is one of the main aspects of Googleyness. Having a great, fun personality will make you look better. Google likes applicants who can enjoy life. So do not feel scared or discouraged to share a fun (and appropriate) anecdote that might light up the mood. ✅ Gender-neutrality Remember to use gender-neutral vocabulary while answering any Googleyness interview questions. Google cares much about being inclusive and creating a comfortable workplace for its employees. Avoid using male-only or female-only terms. If you do not know, do not assume. The safest would be to use they/them. ✅ Politically-neutrality Finally, during Google interviews, you have to leave any extreme political opinion out to show Googleyness. Extreme political views might cause a negative impression. If you get hired, you will work in a varied environment, so the recruiter needs to see that you can get along with people who hold different points of view. Googleyness Interview Questions The interview questions will put your general cognitive ability, or GCA, and leadership skills to test aside from evaluating your Googleyness.GCA interview questions from Google check your problem-solving skills with behavioral or hypothetical questions. The following examples of interview questions cover different areas and the sample answers demonstrate Googleyness qualities. You can usually show that you have Googleyness when answering behavior questions. For instance, you can show your leadership skills by describing how you led a team and solved a problem. You can also show humility by telling the interview about the time you learned a valuable lesson from one of your team members. Answering interview questions about your experiences are a great opportunity to showcase your leadership and other soft skills, which Googlyness encompasses. Now that you know what the concept is and how to show Googleyness in the interview, let us help you prepare for your Google interview with examples of Googleyness interview questions listed below. Q: Why do you want to work for Google? This question not only aims to analyze your Googleyness but also sets the atmosphere for the rest of the interview. Your answer should help you stand out and give the interviewer a clear picture of why you are interested in their company. Showcase your passion for the work you will be doing if hired and your knowledge about Google and its products. Additionally, focus on the values you share with them, such as being driven by excellence and a passion for innovation. A positive and energetic attitude will help you show your Googleyness. Q: Can you share an experience when you could not achieve your goals on a project? Google asks Googleyness interview questions like this one to check if you are humble enough to own your mistakes. It is a great chance for you to let them see that you are not afraid of taking risks and assuming responsibility when you fail. To let your Googleyness shine through your answer, you should always give the story of your failures a positive twist. Talk about them as learning opportunities that helped you grow. It would be even better if you could explain how that failure led you to further success in your career. Q: Have you ever led a team through a complicated situation? You will often face questions about Googleyness and leadership. Google likes individuals who stand out. They look for emergent leaders who can take control of their group when necessary. This is the time to let your emotional intelligence and people skills take the spotlight. Share with them an instance when you managed a team of diverse individuals and focus on how you interacted with them. Talk about things positively, like mentioning how much you enjoyed the project and learned from this experience. These small tips will help them see your Googleyness. Q: What would your first three months in the position look like if we hire you? With this interview question, Google wants to know your understanding of the role and both your hard and soft skills. Additionally, it is a good question to show them your intellectual humility, which is an important aspect of Googleyness. Make sure your answer doesn’t sound too arrogant as that goes against everything Googleyness stands for. You should be humble and focus on phrases like: “I would do my best to put my training into work, learning from everyone around me, and stepping up when needed.” Q: What project have you successfully executed and are proudest about finishing? This Googleyness question gives you the chance to show your passion for technology or your expertise. It is also an opportunity to talk about your teamwork skills. To show your Googleyness when answering, you should let them see how passionate you are about your interest. Share an example where you worked in a cross-functional team. Moreover, focus on sharing your strategy to tackle unexpected problems and turn them into opportunities. Finally, let them know how enjoyable it was for you. Q: Tell us about a time when you failed to achieve a goal or desired result.While we would normally avoid talking about our failure during interviews, failures are not inherently bad, especially if you turn them into something positive. Talking about failure during a Google interview, you can actually show:positivityintellectual humilityThat you are able to admit you did wrong and learnt from the experience is integral to the ideal of Googlyness. Q: Tell me about a time you created something from nothing.Questions like this, on the other hand, are a great chance for you to demonstrate that you are comfortable with ambiguity, creative, curious, and enthusiastic about something. You need these qualities to create something and they are part of Googleyness that you can demonstrate when answering this interview question. 🔑 Key Takeaways:Googleyness is all about you as a person. Rather than your hard skills, it focuses more on your soft skills. Rather than talking about them, such skills will show by how you interact with others as soon as you step into Google’s office.To show your Googleyness in the interview, make sure you keep a positive attitude. Let recruiters know you are serious about the job, but you can also have a great time doing it.Additionally, remember to be humble, own your mistakes and turn them into learning opportunities when you answer Googleyness questions.Curiosity, creativity, uniqueness, and great energy will help the recruiters see how much Googleyness you have.Remember to be careful with the words you use while answering Google’s Googliness interview questions. Avoid extreme political comments and gender-biased opinions.Googleyness questions will not ask about the skills directly. Instead, they will give you a chance to let them shine when you answer. Additionally, they will test your leadership and General Cognitive abilities.Don't let resume mistakes hold you back. Scan your resume with our AI checker and get personalized recommendations to land more interviews.Scan Resume Now--- Originally written by Roger Rene Ortega Figueroa---

Situated inthe West Pacific between Japan and the Philippines, Taiwan is known for its beautiful scenery, traditional food, and friendly locals. It has a population of over23 millionand a steadilygrowing economy. Although Taiwan's landmass is tiny, its GDP has grown yearly since the global recessionin2008, attracting many expats to Taiwan to work. If you're a foreigner planning to come and start your career here, this article is for you. Continue to read to learn everything about working in Taiwan.Table of Contents Why Taiwan—Top 5 Reasons to Work in Taiwan Jobs in Taiwan for Foreigners: Types of Jobs, Average Salaries, and Common Requirements What You Need to Start Working in Taiwan How and Where to Find Jobs in Taiwan as Foreigners 3 Extra Tips to Work in Taiwan for Foreigners Why Taiwan—Top 5 Reasons to Work in Taiwan1) Taiwan's Economy and High-Tech Sector Many foreigners choose Taiwan due to its economic stability and vibrant job market. The island is well-known for its high-tech sector, which plays a significant role in the global technology landscape. Not to mention, Taiwan is a leading player in the semiconductor industry, with companies like Taiwan Semiconductor Manufacturing Company (TSMC) or ASML producing most of the world’s computer chips; in fact, Taiwan manufactured 63.8% of the world's semiconductors in 2022, to be precise. This dominance in semiconductor manufacturing attracts professionals in science, technology, engineering, and mathematics (STEM) fields. Taiwan’s innovation in electronics, information technology, and biotechnology also creates many job opportunities for skilled expatriates. 🚀 Pro Tip: CakeResume is a job posting site with numerous vacancies for foreign professionals in the semiconductor manufacturing industryMoreover, the Taiwanese government is actively striving to recruit foreign talents in the digital field for the upcoming decades. Whether you are an engineer, a researcher, or a tech entrepreneur, Taiwan offers a dynamic environment to advance your career.2) No.1 on the Healthcare Index Did you know Taiwan is among the top 10 best places for foreigners to live in 2023? According to Numbeo, Taiwan is currently ranked first in the Health Care Index 2024 due to its well-developed, accessible, and affordable healthcare system. Both residents and foreigners can access high-quality medical care. You can easily access this system when needed since there is a large and comprehensive network of modern hospitals and public and private clinics. For more details on Taiwan's Healthcare System, read more here. 3) A Highly Safe Place to Stay Taiwan has a very low crime rate, with exceptionally rare violent crime. Petty crime is also uncommon, and it's normal for people to leave bags or phones unattended in public without fear of theft. Expats and foreigners with children are especially drawn to Taiwan due to these reasons. 4) Convenient Transportation Another reason to consider working in Taiwan is its accessible and comprehensive transportation system. Taiwan has many major airports and a massive public rail system. For instance, you can easily travel from the Taoyuan airport to the Taipei Main Station via its metro system. Using the Metro or bus system, you can also get around pretty conveniently within Taipei. Check out the map to get around Taipei City here. If you're staying in Taipei for more than 1 month, you can consider TPASS, a monthly pass that costs 1,200TWD to travel using metro and bus in Taipei, New Taipei, Keelung City, and Taoyuan City. If you're traveling or living in other major cities like Tainan or Taichung, they also have their own metro system; look up their own monthly pass here. The ease of getting around is another reason expats seek job opportunities in Taiwan. 5) Common English Usage One major appeal for working in Taiwan is the widespread use of English. In fact, the government aims to make Taiwanese bilingual by 2030 to aid the economy. Although it might be a challenge to communicate with the older generation in English (especially if you rent a house, note that most landlords cannot speak in English. Hence, we recommend you learn some basic vocabulary or sentences to communicate with your landlords or renters, aka "房東" /fángdōng/); you can definitely talk with (most) Taiwanese young people. Also, most signs and announcements in Taiwan are bilingual, so don't worry about getting lost in the city as foreigners. Because English is becoming mainstream now, there is a high demand for English teaching jobs in Taiwan for foreigners, both in public schools and cram schools. You can also explore a bunch of jobs for foreigners in Taiwan with CakeResume.Jobs in Taiwan for Foreigners: Types of Jobs, Average Salaries, and Common Requirements 1) Teaching Jobs Teaching is one of the most common fields for expats looking for work in Taiwan. Teaching salaries for foreigners are relatively high, with average monthly salaries ranging from NT$60,000 to NT$70,000 (approximately USD 2,000 to USD 2,300). Many schools, both public and private, offer positions for foreign teachers.Outside of teaching English, foreigners with degrees in education can find positions at international schools and universities in Taiwan. Most teaching jobs are in Taipei, with prominent international schools like Morrison Academy and Taipei American School.2) English Teaching English is particularly popular for English-speaking expats in Taiwan. Native speakers are in high demand, and jobs are available in major cities like Taipei, Kaohsiung, and Taichung, as well as in smaller towns. The high salaries and abundance of opportunities attract many to this profession. English as a second language is taught in both public and private schools, although their requirements for teachers can vary. Some schools require a TESL (Teaching English as a Second Language) certificate, while others acceptanynative English speakers. Popular schools for expats include HESS, Shane English School, and American Eagle Institute.The salary ranges can vary. For example, if you're teaching at private schools, the salary can be around NT$50,000 to NT$60,000, while teaching at international schools will be around NT$80,000 to NT$200,000 per month, according to Teast.3) IT The IT sector offers numerous jobs to foreigners, including system analysts, managers, system support engineers, and quality assurance specialists. Average salaries for IT professionals range from NT$70,000 to NT$150,000 (USD 2,300 to USD 5,000) per month, depending on the position and level of experience.4) Semiconductor Taiwan plays a major role in global telecommunications, and they are a leader in the semiconductor industry. Taiwan Semiconductor Manufacturing Company (TSMC) takes the lion’s share of the market, and they are always looking for experienced engineers in roles like design, research and development, and manufacturing. The salary range in semiconductor manufacturing is relatively high, but it varies based on the job title. For example, IC design engineers can earn an average of nearly NT$100,000 monthly.5) Electronics and microelectronics Prominent Taiwanese electronics companies like ACER, HTC, and Asus hire foreigners for various departments. Salaries in this sector can range from NT$60,000 to NT$120,000 (USD 2,000 to USD 4,000) monthly.6) Biotech and pharmaceuticals Because of Taiwan’s robust healthcare system, there is a high demand for jobs in life sciences. Job roles include research, clinical trials, development, and quality assurance. Companies such as PRA Health Sciences and Amgen offer opportunities with salaries ranging from NT$29,366 to NT$84,127 per month.7) Finance With a stable and growing economy, Taiwan offers many finance jobs for foreigners. Roles such as financial analysts, finance managers, and accountants are common, with average monthly salaries ranging from NT$53,000 to NT$267,000.8) Real Estate Taiwan’s housing market has been growing steadily, with increases in both office lease space and residential properties. Many investors are foreign, so this industry presents a unique opportunity for an expat looking for work in Taiwan.9) Chemistry A substantial portion of Taiwan’s exports is in chemical products like petrochemicals, resin, and plastic. There are many jobs in Taiwan for foreigners with the right experience in chemical manufacturing.10) Renewable energy Taiwan’s energy needs have expanded in the last decade and the government is looking to move away from nuclear energy. Taiwan plans to produce 20% of its energy needs with renewable energy, especially offshore wind. A skilled foreign worker could find work in Taiwan as an engineer, technician, supervisor, or manager.11) Artificial Intelligence Taiwan is looking to further develop its AI industry, and several government-backed initiatives are guiding companies. For example, Google is expanding its research and development branch on the island, so you may find important Taiwan jobs at Google in AI.12) Agriculture and forestry Taiwan’s agriculture industry is experiencing growth, and many companies are utilizing both Smart and Precision Agriculture. There are also jobs in Taiwan for expats with forestry research experience. Several sectors in Taiwan face a shortage of skilled labor, with the country experiencing thethird highestlabor shortage in the world. Here are a couple of industries actively seeking foreign talent.13) Sales representatives Sales representatives are in short supply across many different industries in Taiwan, such as medical sales and IT. Salaries for sales representatives typically range from NT$40,000 to NT$80,000 per month (approximately USD 1,300 to USD 2,600), depending on the industry and level of experience. To qualify for a sales position, you generally need a bachelor's degree in business, marketing, or a related field. Experience in sales, customer service, or specific industry knowledge can also be advantageous. Strong communication skills, proficiency in Mandarin and English, and familiarity with the local market are often required. You can also consider a job in sales for international companies that are looking to expand in your home country. This way, you can have more of an advantage, leveraging your understanding of both markets to drive business growth14) Skilled trade workers Taiwan is in need of a variety of skilled trade workers, ranging from electricians and plumbers to welders and technicians. Salaries for skilled trade workers can vary depending on the specific occupation and level of expertise. On average, skilled trade workers in Taiwan can expect to earn between NT$40,000 to NT$80,000 per month (approximately USD 1,300 to USD 2,600).To qualify for skilled trade positions in Taiwan, individuals typically need to have completed vocational training or obtained relevant certifications in their respective fields. Some employers may also require prior work experience or apprenticeship training. Proficiency in Mandarin may be beneficial, especially for communication on job sites and with local contractors.In response to the demand for skilled trade workers, Taiwan has relaxed its immigration policies to allow for foreign talent to work in the country more easily. This presents an excellent opportunity for skilled workers from abroad to contribute to Taiwan's workforce and take advantage of the growing job market in various trade sectors. What You Need to Start Working in Taiwan1) Work PermitGenerally speaking, for foreign professionals, you will need an offer of employment, meaning that you need to secure a job offer from a company in Taiwan, and the employer must be willing to sponsor your work permits. Once you've accepted the offer, your employer will apply for your work permit on your behalf. They will submit the necessary documents and information to the Taiwan Ministry of Labor. The Ministry of Labor will review the application to ensure that the employer and the position meet the requirements for hiring foreign workers. This includes verifying that the position cannot be filled by a local candidate. If your application is approved, the Ministry of Labor will issue the work permit. This permit will specify details such as your job title, employer, and duration of employment.2) Work VisaAfter receiving a work permit, you can apply for a visa. You'll need to provide additional documents, such as your passport, two passport photos, and a health certificate. A work visa will allow you to enter and stay in Taiwan for employment.3) Residence PermitA residence permit, often known as an Alien Residence Permit (ARC), allows you to reside in Taiwan for a certain period, typically longer than what is allowed under a tourist visa (longer than 90 days), so yes, if you are a student in Taiwan, you will also need to obtain an ARC. A residence permit can be issued for 1-3 years, so it may need to be renewed periodically. Summary of the Process Obtain a Work Permit Apply for a Work Visa Get a Residence Permit (ARC) Note that the requirements above might not apply to you if you are an overseas Taiwanese and possess a Taiwanese passport.How to Find Jobs in TaiwanStep 1: Check Your EligibilityPlease note that the Taiwanese government only grants work permits to individuals in certain professions. Below, you'll find a list of sectors for which individuals can apply to work in Taiwan:Civil Engineering or Practice of ArchitectureCommunications and TransportationTax and Financial ServicesPractice of Real Estate AgencyImmigration ServicesPractice of Attorneys or of Patent AttorneysPractice of TechniciansHealth CareEnvironmental ProtectionCulture, Sports, and Recreation ServicesAcademic ResearchPractice of VeterinariansManufacturingWholesalesOther Work Designated As Per the Joint Consultation of the Central Governing Authority and the Central Competent AuthoritiesSpouses of Foreign Professionals Taking partly-hours Specialized or Technical WorksThe Director or Manager of an Approved Business Invested or Established by Overseas Chinese or Foreigner(s)School TeacherFull-time Foreign Teacher in Cram SchoolSports Coaching or AthleteArts and Performing ArtsContracting ForeignersSource: Workforce Development Agency🚀 Pro Tip: You can also apply for a Taiwan Employment Gold Card, a 4-in-1 card including a resident visa, work permit, Alien Resident Certificate (ARC), and a re-entry permit for Taiwan. This option is available to foreigners working in specific fields.Step 2: Find Jobs and Companies You Are Interested InYou can find many jobs through LinkedIn, as most companies in Taiwan have a LinkedIn profile. However, to really tap into the job vacancies in Taiwan, you can consider more localized job sites. Here are some examples:CakeResumeStarted out as a free resume builder, CakeResume has slowly grown and become a talent platform that offers all-encompassing solutions to job seekers like job search, career workshops, skill webinars, portfolio maker, networking platform, etc., We also offer a bunch of solutions tailored to different employers such as talent search, job posting, EoR service, employer branding, recruiting services and so on.Here are some benefits of using CakeResume: Provides transparent salary information: While jobs posted on other job banks might not include pay, all companies post on CakeResume must (in most cases) include salary ranges, making it easier to see which jobs actually meet your income needs. AI-powered platform: When it comes to job searching, CakeResume uses AI to bring you accurate results, more closely related to your job search keywords. Not to mention the newly released AI cover letter generator, you can now easily create a customized cover letter that can increase your chance of getting your resume opened by hiring managers. Easy to apply with a CakeResume's resume:Apart from a job bank with thousands of jobs in Taiwan, like mentioned, CakeResume is also a resume builder that allows you to customize your information and chose from a variety of templates with ease. It helps streamline your job application process by using your CakeResume resume when you apply directly to jobs on the site. Best jobs from international and local leading companies: CakeResume’s job bank is popular with local Taiwanese companies, and you’ll find postings for everything from teaching to engineering. Major international corporations also use CakeResume to post their jobs in Taiwan, and you’ll find posts from companies like Google, Microsoft, IBM, Shopee, and TSMC. Multi-language interface:CakeResume provides an intuitive interface accessible in multiple languages, including English, Bahasa, Chinese (simplified and traditional), Vietnamese, Japanese, Korean, French, and Spanish.🚀 Pro Tip: Check out500+ latest jobs opening for foreigners in Taiwan right on CakeResume104Many people use 104 for jobs in Taiwan. This job bank site allows users to search job listings and upload their CVs for employers to find. They have more than 5 million monthly visitors to the site and offer thousands of job postings. This site is available in both Mandarin and English (please click the Foreigners button to access the English version). It also provides many career-related blog posts to equip you with the most practical knowledge. However, the current blog is only available in Chinese. With that being said, to have the best experience and find your dream job, we strongly recommend you equip yourself with a solid Mandarin language.🚀 Pro Tip: Obtaining strong Chinese language skills can benefit you greatly when finding jobs in Taiwan1111Another common site is 1111 for jobs in Taiwan, which is also now available in English. Although the job vacancies are slightly less than that of 104, it's still a good resource to use when finding jobs. Plus, 1111 also offers rich career resources for you to refer to (also only available in Chinese). Social media If a job bank is not for you, you can find posting for work in Taiwan on different social media platforms. Facebook is a common platform for sectors like Teaching English, and there are multiple different groups with many postings every day. LinkedIn is another popular social media site for jobs in Taiwan.Networking If a cold application seems daunting to you, there is another way to look for work in Taiwan. Building your network is a great way to find work in Taiwan without first sending a resume. Go to networking events for international companies and join groups online for expats. People in your existing job network may know someone who has worked in Taiwan and could connect you with a hiring manager. Don’t be afraid to ask friends or coworkers about their international connections.Step 3: Create a Good ResumeA well-built resume is the best way to catch the employer’s attention and land a good job in Taiwan. If you have experience working with international companies or have lived or worked abroad in the past, it would be good to highlight these experiences on your resume. It’s also good to emphasize your language skills if you can communicate in Chinese.🚀 Pro Tip: Try a resume builder like CakeResume to craft a job-wining resumeStep 4: Prepare for InterviewsIf you are not in Taiwan, your interview will likely be hosted online. Like most interviews, you will have to be well-prepared. Here are some tips to nail the interview: Research the company: Do your research on the company before your interview. This might sound obvious, but you will not believe how many candidates we've interviewed who show up without any prep work. So, dive into the company you're applying to – learn about their values, goals, and work culture. This will help you nail those interview questions and show that your career goals align with theirs. Plus, you can use what you find to come up with some questions of your own about the company. Take cultural differences into consideration: Like any country, Taiwan has a unique culture, and it’s important to take those into consideration when applying to work in Taiwan. Taiwanese people are known for working hard; the work culture values diligence and dedication. Additionally, Taiwanese people often communicate more indirectly, so be aware that directness could be off-putting when interviewing for a job in Taiwan. Prepare for commoninterview questions: You should expect some common questions during the interview, such as, "Tell us about yourself" or "Why should we hire you?" Again, research and prepare standard answers to those questions. Your interviewer might also ask how long you plan to stay in Taiwan or whether you have a long-term goal with this company, so make sure you prepare the answers for those as well. Step 5: Negotiate Your SalaryNegotiating your salary is critical in securing the best compensation for your skills and experience in Taiwan. To establish a baseline, start by researching average salary ranges for your position and industry in Taiwan. Then, highlight your qualifications, achievements, and unique value proposition during discussions with your prospective employer.Remember to approach negotiations respectfully and professionally, keeping in mind cultural norms and etiquette in Taiwan. With preparation, confidence, and a strategic mindset, you can navigate the salary negotiation process effectively and secure a mutually beneficial agreement.Step 6: Research Labor Law, Tax, and Other Legal IssuesUpon your job offer, familiarize yourself with the country's labor laws, tax regulations, and other legal considerations. Conduct thorough research to understand your rights and obligations as an employee and the responsibilities of employers, for example, minimum wage requirements, working hours, employee benefits, and termination procedures, to ensure you're well-informed and protected. Additionally, gain insights into the tax system to understand your tax obligations and potential deductions.By arming yourself with knowledge about Taiwan's legal framework, you'll be better equipped to navigate the complexities of employment and ensure compliance with regulations. This proactive approach will contribute to a smoother transition and a successful experience working in Taiwan.Step 7: Bring Your Backpack and Get Ready for a New LifeNow that you've secured your job, it's time to pack your backpack and get ready for the journey ahead. Make sure to be mentally and physically well-prepared for a new chapter of your life. Read more about life in Taiwan, the cost of living, the Taiwanese culture, and even the language used in Taiwan.3 Extra Tips to Work in Taiwan Be Aware of Cultural Differences Working in Taiwan presents unique challenges, and the Taiwanese work culture may be different from what you are used to. Taiwanese people are known for their hard work and tireless dedication to their jobs. A polite, professional attitude will go a long way when looking for jobs in Taiwan. Taiwanese people can also be somewhat indirect when they communicate, so if you are very blunt or aggressive when you interact with hiring managers, you might struggle to find work in Taiwan.Learn Basic Mandarin While many people in Taiwan speak English, especially in professional settings, knowing some basic Mandarin can significantly enhance your experience. It will help you communicate more effectively with colleagues, understand cultural nuances, and navigate daily life. Consider taking a Chinese language course in Taiwan or using language-learning apps to get started.Stay Informed About Local Laws and RegulationsMake sure you are aware and stay updated of the local laws and regulations that might affect you, both professionally and personally. This includes visa requirements, work permits, tax obligations, and any specific regulations related to your industry. Staying informed will help you avoid legal issues and ensure a smooth stay in Taiwan.Key TakeawaysWorking in Taiwan is a unique experience for foreigners. As you take each step towards your goal of working in Taiwan, remember to embrace the journey with enthusiasm, adaptability, and a spirit of exploration. By leveraging your skills, seizing opportunities, and staying open to new experiences, you'll thrive professionally and create lasting memories on the way.Hundreds of thousands of expats have found meaningful work in Taiwan and call the island their home; so whether you are drawn to Taiwan for its bustling cities, innovative industries, or warm hospitality, we hope that you will also feel the same. We hope that you find this article helpful. Follow us for more insightful advice! Tired of sending resumes into the void? Our AI resume checker ensures your resume is optimized for both ATS systems and human reviewers.Optimize My Resume--- Originally written by Tiffany Quinn---