What are the questions you may encounter when a HR is checking on your soft skills? In this blog I am going to tell you some very common questions asked in the interview to better judge a person’s soft skills.
Interview questions that are behavior-based can help organizations more easily identify the soft skills possessed by the candidate, especially for technical roles where questions are more hard skill-based. They can provide a look into how they respond in certain situations or to various challenges.
https://www.youtube.com/watch?v=3WTiiPF9Ka8
Questions to Check Soft Skills of Persons
Examples of behavior-based:
How you usually develop relationships with coworkers and supervisors
A problem you solved in a creative way or unique way
A time you had to deal with someone who was difficult
Describe your ideal work environment and method of communication
Share a time you needed help or guidance on a project and how you went about asking for it
Share a time you had communication problems with your manager or coworkers. How you handled the situation?
How you think your soft skills will help you in the role you have applied for
These are some general questions which you must prepare and have satisfying reply which can actually differentiate you amongst all the other candidates. Further you can connect with us at info@ameuromigration.com to get assistance in developing these soft skills.
Heading into 2022, talent scarcity is one of the key lenses through which we will see the entire world of work. This will lead to wage inflation, bottlenecks, remote work scaling, more distributed teams and even quicken automation in several industries. Visa services in Delhi
Mental Health Impact of the Pandemic will lead to Labor Shortages. With pandemic fatigue and coping with remote work, people are re-orientating their professional priorities at work as well. This includes a dissatisfaction with leadership, outdated in-office pressure and more power of choice for the job seeke. With digital transformation improving productivity, some smarter organizations can afford to prioritize the mental health nd life-work balance of their employees without a reduction in productivity. This is leading to more 4-day work week pilots.
With rising subscription type ecosystems around audio and writing, the Creator economy could accelerate and create more indie jobs for young digital natives.
Pandemic lockdowns and supply-chain issues has also lead to more automation in the workplace, a budding RPA industry and more robotics automation systems. In the office, that gradually leads to more AI-human hybrid work where A.I. is helping more with our repetitive tasks and making our jobs easier.
Hybrid and AI-Human Augmented Work will Create More Tiers and Verticals for the new jobseekers to fit in. The use of A.I. in the office and hybrid work that combines remote work with in-office work will create more tiers within organizations, between a spectrum of privilege and less flexibility. This will create many ethical, legal and functional issues for HR departments, management and leadership.
As the future of work evolves, there’s also an increasing credibility problem for C-level executives, management and leadership policies. You might say this is an leadership transparency and accountability crisis. Dozens of companies have PR issues due to poor behavior from male leaders often involving sexual misconduct, bullying or inappropriate behavior.
In an era of unprecedented inclusion, diversity and challenges for remote organizations, soft skills are seen as a deal breaker when workers have equal skills and resumes. You can argue that soft skills, once referred to as “power skills,” were important prior to the pandemic. But the need to build relationships virtually and work with reduced oversight has made soft skills in the workplace even more important.
In 2022 as inflation is more persistent and labor-shortages and talent wars intensifies organizations must rapidly adjust with workplace benefits, signing bonuses and wage increases that make sense to and with the new normal. The future of work is dynamic and includes the various changes in society simultaneously.
If you are planning to travel to Canada after January 15, you should prepare to guarantee you meet Canada’s meaning of fully vaccinated and have gotten the total portion of an endorsed antibody something like 14 days preceding travelling. COVID-19 will continue to loom large in 2022. As of Jan. 15, with some exceptions, only fully vaccinated people will be able to enter Canada.
If you are a confirmed permanent resident, with a legitimate COPR travel archive, you might be absolved from these limitations. With limitations continually transforming, it is vital to really take a look at the public authority’s online instrument to guarantee you can go to Canada before you leave. Here’s what we know about what to expect of Canada’s immigration policy in 2022 for international students, We AmEuro Migration a best Canada immigration Consultants in Delhi helps you all Levels Plan for Canada immigration in 2022.
Under the current plan, Canada is looking to welcome 411,000 new immigrants in 2022 and 421,000 in 2023, however these figures may be revised. Canada is hoping to welcome 411,000 new immigrants in 2022. While this would normally be no issue for Canada. This year, the nation has set a target to welcome new permanent residents as part of its Immigration Levels Plan. If Immigration, Refugees and Citizenship Canada (IRCC) can get its backlog under control, 2022 might be a record-breaking year for Canadian. Canadian Immigration is set to witness many changes in 2022, from revisions to the Immigration Levels Plan to several developments. In 2022, Ottawa is eyeing an even higher target: 411,000 new permanent residents to Canada. That influx of newcomers. Going forward, Canada’s plan is to admit even more permanent residents year over year.
Germany’s incoming government has presented its plans for the next four years. This includes many changes for migrants and refugees – including an easier path to citizenship and family reunification.
Lets have a look what the new government has to offer to its future Migrant workforce.
Easier family reunification, but more repatriations
The new German government are planning to enable more people who have been granted refugee status, subsidiary protection or any other comparable level of protection to bring their relatives to Germany as part of family reunifications.
The three parties also announced that they are planning to not build any new so-called Anchor-centers. Instead the Government wants to speed up asylum procedures and launch a “repatriation offensive” for individuals who don’t have legal grounds to remain in Germany.
Resettlement for people fleeing persecution
The new coalition government also promised to reduce the backlog of cases at the Federal Office for Migration and Refugees (BAMF) in order to speed up asylum procedures. As part of the shift in migration policy, the new government also hopes to create further opportunities for people fleeing persecution to come to Germany using legal means.
Providing Legal Status to Immigrants
The new Government has promised to create permanent right of residence for law-abiding foreigners who have been living in Germany for years without legal status. They want anyone who has been living in Germany for five years by January 1, 2022, who has not committed any criminal offenses and who is committed to abide by the free democratic order of the country to be able to obtain a one-year residence permit on a probationary basis.
New asylum system at EU level
The designated governing parties are also planning to seek a reform to the asylum system within the European Union. Their eventual goal is to establish a fair distribution of responsibility and jurisdiction for admission of migrants among the EU states.
With employment soaring beyond predictions and unemployment dropping to near pre-pandemic levels, new labour force data suggest that Canada is on its way to a full economic recovery.
This past November, Canadian employers added 154,000 jobs to the economy. Last month’s growth exceeded analysts’ predictions of 38,000, which was closer to October levels. The gains pushed employment a full percentage point higher than pre-pandemic levels. Also, unemployment dropped to 6%, which is within 0.3 percentage points of what it was in February 2020.
Data from Statistics Canada’s Labour Force Survey reflect labour market conditions during the week of November 7 to 13. Proof-of-vaccination policies and other public health measures were largely similar to those in October.
Hiring in November was driven by the private sector both in full-time and part-time positions. Even so, Canada is still experiencing labour shortages across sectors like hospitality, retail, and health care. This calls for a demand of skilled immigrants from across the globe. In September, there were roughly one million job vacancies across the country.
Most government COVID-19 financial assistance measures ended in late October. Some analysts say it may have pushed people to accept job offers.
RBC economist Nathan Janzen wrote that despite the surge in employment there were still “exceptionally low” levels of workers in the service sectors. This actually suggests the intent of the Canadian Government towards inviting more skilled workforce through its PR programs. India can actually become a frontrunner in such a scenario.
“Employment in accommodation & food services edged up 5k from October but is still more than 200k below pre-shock levels,” Janzen wrote. “Travel and hospitality spending has been rebounding, but with the unemployment rate now substantially lower, it is increasingly clear that there are not enough remaining unemployed workers out there to refill all of those jobs any time soon.
Canada’s immigration system is designed to fill labor shortages, and yet the current system is not keeping up with the demand for essential workers.
One of the reasons is that Canada has a number of immigration pathways for workers in “skilled occupations,” which do not always include jobs that are in-demand. Also, the process for regulated industries, such as nursing, result in fewer qualified workers being able to work in the field that they trained for.Overqualification is also a problem for both immigrants working in essential jobs, and employers.
Let us look at the summary of some recommendations on how to fix the gaps in essential sectors, and improve outcomes for immigrants.
To mitigate overqualification in essential occupations, the study suggests that there should be more pathways to permanent residence for essential workers. Canada should give out more points in the Express Entry system for essential work and secondis to launch an initiatives like the one-time Temporary Residence to Permanent Residence (TR to PR) pathway as previously launchedin the middle of the pandemic
https://youtu.be/vV2jjRaTx2Y
How Canadian Government can tackle Labor Market Outcomes
Essential workers often work in more labor-intensive jobs, but the high pay goes to people in high-skilled occupations. To address this, the government need to collaborate with employers and make essential work more attractive with better compensation and benefits.
Credential recognition is a long-standing challenge for newcomers, and it is one of the main drivers of overqualification. The credential recognition process is complex, lengthy, and costly. It prevents immigrants from working in jobs they might be otherwise qualified for, such as the qualified nurse who is working as a nurse’s aide.The government needs a coordinated response to this intricate web of challenges that requires close collaboration with employers, regulators, and other relevant bodies.
Policymakers need to expand career advancement and mobility pathways in essential jobs. As it is, many essential jobs offer no possibility of career advancement, and it is difficult to switch to other sectors to pursue better employment opportunities, especially for those with visa restrictions, or who work in regulated occupations. This fact also discourages domestic workers from pursuing these careers.
In this blog we would like you get a glimpse about the existing Work Permits operating in Canada for workers.
There are two broad categories that Canadian work permits fall under: the Temporary Foreign Worker Program (TFWP) and the International Mobility Program (IMP). Lets us understand them one by one.
Temporary Foreign Worker Program
The main difference between the TFWP and IMP is that the TFWP requires the Canadian employer to get what is called a Labour Market Impact Assessment (LMIA). In simple terms, the LMIA process is a way to prove that hiring a foreign worker will have a neutral or positive impact on the Canadian labour market. Visa services in Delhi
That being said, the Global Talent Stream, which operates under the TFWP, is a work permit program that allows tech workers in certain occupations or who are hired at participating companies to get an expedited work permit. The employer does not have to do the advertising requirement of the LMIA, and so it gets processed much faster.
International Mobility Program
LMIAs are not needed for the IMP, because the program exists to promote Canada’s broad economic, social, and cultural policy objectives. This program is broken down further into categories such as Significant Benefit, and Charitable and Religious workers.
An example of an IMP program is the Intra-Company Transfer. This program is for key personnel in certain positions, who wish to transfer from their branch in India to a location in Canada.
Almost every single respondent (96%) said their business was impacted by COVID-19. 44% said the changes they made as a result of the pandemic (things like embracing e-commerce, working remotely, or rearranging floor space) are permanent. The majority of respondents believe these changes had a positive impact on their business.
61% of businesses across all three industries agree that the shifts and changes brought about by the pandemic have been mostly positive. They expect new technologies, consumer demand, and product or service innovations to continue to drive change within their industries over the next decade.
COVID-19 accelerated the shift to e-commerce
Many retail trade businesses were already on the path to embracing e-commerce. The pandemic simply got them there faster. Retail e-commerce sales reached a record $3.9 billion in May 2020, a 99% increase over February of the same year. Year over year, e-commerce sales more than doubled in Canada in 2020, and there seems to be no end in sight. Consumers have adapted to the convenience of e-commerce, and experts expect an additional 5.21 million users to shop online in Canada in 2021.
For retail trade industry workers, these shifts in consumer demand and the lasting impacts of the pandemic were the top drivers of change in 2020. Offline businesses struggled to meet changing consumer demands, while online businesses scrambled to adapt to demographic changes, technological advancements, and product innovations.
By the end of 2020, 64% of retail respondents said they invested in omnichannel or multichannel sales strategies, which combine online and offline sales. Another 12% said they operate entirely online. Only 24% said they still do not sell products or services online.
Evolving technology made adapting to a digital environment easier
New technology became increasingly important for online and omnichannel retail businesses. More than 23% of survey respondents said new technology drove real change within their industry — and will continue to do so over the next decade.
Retail businesses that previously operated primarily offline turned to new technologies to help them build a digital platform in a pinch. For many, that included adopting digital payment options. After all, 59% of Canadian shoppers prefer using a credit card when shopping online, and another 20% prefer electronic platforms like PayPal or Apple Pay. As COVID-19 restrictions begin to loosen, consumers will continue to rely on these contactless payment methods both online and in person.
New Businesses are on the Rise
Despite the challenges of 2020, rising entrepreneurs still want to start a new business in 2021 and beyond. 68% of respondents say they have plans to start their own business one day, and another 13% are considering it. Of those who have already owned a business, 83% say they plan to open another.
But entrepreneurs are more optimistic about some industries than others. 82% of respondents in the technology industry say they want to start their own business. By contrast, only 51% of those in the retail trade and 69% of those in health care plan to start a new business.
Why are tech workers feeling so optimistic? Workers in the technology industry are more likely to have seen success before. 63% of these workers say they have owned a successful business before—and 78% plan to start another business. The majority of healthcare workers (62%) have not owned a business before, but they’re interested in giving it a try. Meanwhile, 58% of retail workers say they have owned a business before, but only 33% say they would do it again.
Despite a tumultuous year, 76% of Canadian employees and business owners say their company is growing, according to a QuickBooks survey conducted in December 2020. In fact, 20% say their business is growing more than expected. The industries expected to see the most growth in 2021 and beyond are those that connect us and care for us. We’re talking about technology, health care, and retail trade.
2020 was a surprisingly good year for retail trade
The lasting effects of the COVID-19 pandemic are partly responsible. While consumers sheltered in place, many of them turned to e-commerce and retail trade for solace and entertainment. Furniture sales skyrocketed in 2020, along with building material and gardening equipment, according to year-end data released by Statistics Canada.
Consumers stuck at home simply spent more time and money “spiffing up.” Electronics, sporting goods, book, and music sales were also up as consumers sought home-based forms of entertainment.
This growth is reflected in the data: 72% of managers and workers in retail trade say their business is growing. Less than 10% say their company is moving in the wrong direction in terms of growth.
COVID-19 paired with changing demographics caused the healthcare industry to soar
Experts believe that the growing popularity of the healthcare industry can be attributed in part to changing demographics and the aging population of Canada. Years of medical advancements have boosted our life expectancy, increasing the senior population. And 1 in 4 health care workers say demographic shifts drove the most change within their industry, according to survey data.
Of course, the COVID-19 pandemic played a role as well. More people were more likely to reach out to their primary care doctors in 2020 than in previous years. And that isn’t changing anytime soon. More than 72% of health care workers say their industry is growing, and only 6% say their business is shrinking.
Technological advancements drove growth for software developers
The growth of the technology industry isn’t a surprise, given Canada’s history of technological investments. Canada boasts the world’s highest-educated workforce and is home to more than 2.8 million STEM graduates. With more than 41,000 tech companies across the country, Canada is the sixth most represented country in terms of developer talent.
39% of survey respondents in the software development field said that new technology is driving change and growth for their industry. And what’s more, they believe it will continue to do so over the next decade. 82% of workers in this industry say their company is growing.
This optimism is reflected in Canada’s overall projections for job and sector growth. The Canadian healthcare industry is working to double the number of health and bioscience firms by 2025. Likewise, technology-related jobs are expected to grow between 15% and 22% by 2027, while retail is predicted to increase jobs by about 20% by 2028.
From fingerprints on identity cards to sat-navs in taxi cabs, there’s a lot of change up in the air as we enter the second half of 2021. Here’s an overview of everything that’s changing in Germany in August.
It might feel like it’s the height of summer, but some primary and secondary schools in Germany actually return to lessons in August. This year, according to the federal republic’s staggered rotational system, the school holidays end early in Mecklenburg-Vorpommern and Schleswig-Holstein, on August 2. Hamburg, Berlin and Brandenburg aren’t far behind.
2. Children’s leisure bonus (Kinderfreizeitbonus) paid out
August will also see the federal government pay out its children’s leisure bonus (Kinderfreizeitbonus). The one-off bonus of 100 euros per child will go out to low-income families who are dependent on Hartz IV, housing benefit, or other state benefits, and can be used for holidays, sports or leisure activities.
It is part of the so-called “corona catch-up programme,” with which the federal government wants to mitigate the long-term consequences of the coronavirus pandemic on children who have faced restrictions on their education and leisure time.
3. Tax return deadline extended
The government is giving people more time to complete their annual tax returns in 2021. If you need to submit a return for 2020, the deadline has been extended by an extra three months until the autumn, according to the Federal Ministry of Finance. Your 2020 return needs to be with the competent tax office by October 31, 2021, or by May 31, 2022, if you employ a tax advisor.
4. Fingerprints on identity cards
A law change aims to make ID cards in the EU more secure as of August 2, 2021. In future, anyone applying for a new ID card will have to provide two fingerprints from each hand, which will be electronically scanned and stored in a chip in the card. This implements an EU regulation that has been in force since the end of 2007 for passports. The change has met with some resistance from privacy advocates, who describe it as an encroachment on civil liberties.
5. More students eligible for student loans
In future, more people studying in Germany should be eligible for the BAföG education grant, as the basis for calculating the loan is shifted. As of August 1, the parent income threshold – which determines who is eligible for the grant and how much they will receive – will be increased to 2.000 euros per month for parents who are married, and to 1.330 euros for single parents. The maximum amount of funding available will remain at 861 euros per month.
https://www.youtube.com/watch?v=TTYtw6ow8G8
Changes which will affect expats in Germany
6. Taxi drivers issued with sat-navs
A change will also be made to taxis in Germany in August, after an update to the Passenger Transport Act scrapped the requirement for taxi drivers to take a local knowledge test. Instead, every driver will have to carry a “state-of-the-art navigation device” in their car. Welcome to 2021, Germany.
7. Absentee ballots issued
The federal election is nearly here! On September 26, eligible voters in Germany will take to the polls to choose their next chancellor. However, those who do not want to vote in person can apply for a postal vote (absentee ballot) and vote from home in advance of the election. If you are eligible to vote, you can already submit an application to your responsible authority, who will begin to issue the ballots in early August.
For a better picture and to get insight about immigrating to the most advanced economy in Germany, we have the best possible solution curated for your profile. Do get in touch with our experts.
