Mintskill old - Mintskill Blog #Career adviceMintskill old - Mintskill Blog #Career advicehttps://mintskill.zohosites.in/blogs/tag/career-adviceSat, 23 May 2026 08:02:39 +0530http://zoho.com/sites/<![CDATA[A Wake-Up Call for Every HR Leader, Business Owner, and Employee in India]]>https://mintskill.zohosites.in/blogs/post/employees-trust-organisations-to-protect-themWhen the System That Should Protect You Becomes the System That Fails You A Wake-Up Call for Every HR Leader, Business Owner, and Employee in India]]>

When the System That Should Protect You Becomes the System That Fails You

Workplace Safety & HR Governance Article

When the System That Should Protect You Becomes the System That Fails You

A Wake-Up Call for Every HR Leader, Business Owner, and Employee in India

By Raj Kumar Joshi

Chief Advisor and Principal Consultant, Mintskill HR Solutions LLP | HR & Labour Law Strategist

April 2026 | Workplace Safety | POSH Compliance | HR Governance

"The most dangerous workplace is not the one where bad people exist. It is the one where good systems don't."

A case has emerged from a large Indian corporate workplace that has sent shockwaves through the HR community, the legal fraternity, and the nation.

I will not name the organisation. I will not name the individuals. The law is already dealing with both — arrests made, an SIT constituted, a high-level corporate investigation underway.

What I will do is look unflinchingly at what this case reveals about workplace governance in Indian organisations.

The facts, as reported in credible national media and corroborated by police FIRs, are deeply disturbing. Over four years, multiple junior employees — mostly young women in their first jobs — were subjected to sustained sexual harassment, psychological manipulation, religious coercion, and financial inducement. The perpetrators were senior employees in positions of supervisory authority.

What makes this case extraordinary is not only what the perpetrators did. It is what the HR system failed to do — despite being told. Repeatedly. For years.

Over 78 emails and multiple phone calls from victims to HR. No action. An HR officer allegedly telling a victim to "stay cool" — that such things are "common in MNCs." An HR manager arrested. Another untraceable.

This is not a story about bad people in a workplace. This is a story about a system that collapsed at every point it was designed to hold.

The HR Dimensions: What Broke, and Why

1. The POSH Act existed. The implementation did not. India has had the POSH Act since 2013. It mandates an Internal Complaints Committee (ICC), specifies timelines, and requires an independent external member precisely to prevent internal suppression. Over 78 complaints were filed and ignored. The ICC produced zero outcomes. The failure was not legislative. It was implementational — and that implementation is HR's responsibility.

2. The grievance mechanism was a facade. A grievance mechanism is only as good as the response it generates. When the response to documented complaints is silence or dismissal, it stops protecting employees — it starts protecting perpetrators. If your grievance register shows complaints and your culture shows no consequences, you don't have a grievance mechanism. You have a paper exercise.

3. Power was used as a weapon. Every accused held authority — team leader, senior engineer, assistant general manager. Every victim was junior. The power differential was not incidental to the misconduct. It was the mechanism of it. When anti-retaliation policies, skip-level reporting, and anonymous hotlines don't exist in practice, a position of authority becomes a position of impunity.

4. Young employees were left unprotected. Most victims were aged 18–25, likely in their first corporate role — unfamiliar with their rights, hesitant to challenge authority, and emotionally more susceptible to sustained pressure. HR has a specific duty of care toward this demographic that goes far beyond a standard onboarding checklist.

5. Workplace diversity was not actively managed. The allegations include a coordinated, structured attempt to use the workplace as a site of religious coercion — through organised communication groups, targeted identification of vulnerable individuals, and financial incentives sustained over years, undetected by HR. Diversity management that stops at festival celebrations and inclusion posters is not diversity management. It is optics.

6. HR itself was compromised. The most chilling dimension: an HR professional was arrested as an alleged abetter of the misconduct she was entrusted to prevent. When HR is complicit — whether through corruption, intimidation, or indifference — there is no backup system. The most vulnerable employees are fully exposed.

7. The employer brand was destroyed by preventable failures. A celebrated national employer. A 300-person BPO unit. A series of preventable failures spanning four years. A reputational cost no PR exercise can quickly repair. The employer brand is not built in recruitment campaigns. It is built — or destroyed — in how an organisation treats its most vulnerable employees when no one is watching.

The Remedial Framework: What Every Organisation Must Build Now

✅ 1. Make POSH Real, Not Ceremonial
Reconstitute your ICC with a genuinely independent external member. Conduct mandatory annual POSH training — not an e-learning checkbox, but real scenario-based sessions for all employees including senior leadership. Publish the complaint process visibly. Create interim protection for complainants from the moment a complaint is filed.

✅ 2. Build a Multi-Level Grievance Architecture
No organisation should have a single point of failure in its grievance system. Layer it: manager → HR head → anonymous digital channel → external ombudsperson or ethics hotline. No complaint at any level should be closeable without a documented outcome. Every complaint needs an acknowledgement, a timeline, a finding, and a recorded action.

✅ 3. Govern Power Imbalance Deliberately
Introduce 360-degree feedback for all supervisory roles. Make behavioural integrity part of every promotion decision — not an afterthought. Ensure anti-retaliation policy is enforced as a standalone violation, not folded into a broader misconduct category. HR and senior leadership must have regular skip-level conversations with junior staff.

✅ 4. Protect Young and New Employees Specifically
Rights induction on Day 1 — not the general policy briefing but a specific, interactive session on POSH, Labour Codes, and their personal rights. Assign peer mentors, not supervisors. Conduct welfare check-ins every 90 days in an employee's first year. Create a dedicated, confidential helpline for employees in their first 12 months.

✅ 5. Manage Diversity Actively — Including Religious Harmony
Adopt an explicit zero-tolerance policy on religious coercion in any form. Train HR specifically for high-diversity environments. Monitor inter-community dynamics. Ensure digital communication channels — including WhatsApp groups — fall within a clear organisational conduct policy.

✅ 6. Make HR Accountability to Outcomes, Not Inputs
Measure HR performance on complaint resolution rates, time-to-action, and psychological safety scores — not just policy document completion. Mandate an independent annual HR audit reporting directly to the board. Give the board quarterly visibility of people risk. Create escalation channels that bypass local HR entirely.

A Direct Message to Our HR Colleagues

We chose this profession because we believe in people. In the dignity of work. In organisations that are safe, fair, and humane.

Cases like this are a betrayal of everything our function stands for. And the temptation to say "that could never happen here" is the most dangerous response we can have.

Go back to your organisation tomorrow and ask yourself honestly: If an employee came to me today with a complaint like the ones in this case — would my system catch it? Would I act? Would the victim be protected?

If you cannot answer yes with certainty, the work begins now.

This case teaches us that organisations without consequences create environments of impunity. That HR without accountability creates governance voids. And that young employees without protection become victims of structures that were supposed to serve them.

The cost of fixing this is a fraction of the cost of failing to.

India's workforce — especially its youngest members — deserves better. It is our obligation to build the systems that deliver it.

🔴 Is Your Workplace Truly Safe — Or Does It Only Appear to Be?

Mintskill HR Solutions LLP helps organisations build HR compliance frameworks that are genuinely functional — not just documentarily compliant.

POSH Audit & ICC Reconstitution | Grievance Mechanism Design | Workplace Safety Frameworks | HR Governance Advisory | Diversity & Inclusion Policies | Annual Compliance Retainer

📞 7710021312📧 enquiry@mintskill.com🌐www.mintskill.com

Your employees trust your organisation to protect them. Make sure that trust is deserved.

This article does not name any organisation, accused, or victim. All references are drawn from publicly reported, credibly sourced information.
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]]>Thu, 16 Apr 2026 01:39:31 +0530<![CDATA[What Every Employee Must Know in 2026]]>https://mintskill.zohosites.in/blogs/post/Employee-Must-Know-in-2026Your Pay, Your Entitlements, Your Taxes — What Every Employee Must Know in 2026 Something historic is happening to the rules that govern your working life — and most employees don’t know the half of it. Two of the biggest regulatory overhauls in India’s history are converging at the same time.]]>

Your Pay, Your Entitlements, Your Taxes

Your Pay, Your Entitlements, Your Taxes — What Every Employee Must Know in 2026

Your Pay, Your Entitlements, Your Taxes — What Every Employee Must Know in 2026

April 2026 | Mintskill HR Solutions LLP, Raj Kumar Joshi & Lokesh Mittal
Something historic is happening to the rules that govern your working life — and most employees don’t know the half of it. Two of the biggest regulatory overhauls in India’s history are converging at the same time.

The Income Tax Act, 2025 (along with the Income Tax Rules, 2026) replaced the six-decade-old Income Tax Act, 1961 on 1st April 2026. Simultaneously, India’s Four Labour Codes are fully notified and ready to be implemented at any moment.

Together, these changes affect your take-home pay, your tax liability, your leave entitlements, your social security, and your fundamental rights as an employee. Some of these changes put more money in your pocket. Some take a bit out. This post walks you through what matters — plainly and practically.

Part I: The Four Labour Codes — Your Rights at Work Are Changing

India’s fragmented labour law landscape has been consolidated into four comprehensive Codes. Here’s what each one means for you.

1. The Code on Wages, 2019

This is the most directly impactful code for your monthly pay.

  • A new, unified definition of “Wages”: Wages must constitute at least 50% of total CTC. If your basic + DA is currently lower, expect a restructuring.
  • A wider bonus entitlement: Eligibility for statutory bonus may extend to more employees as wage ceilings are revised upward.
  • Equal wages across gender: This is now a statutory right, mandating equal remuneration for similar work.
  • Timely payment: Wage payment timelines are now codified with strict penalties for delays.
What this means for you: Your PF contribution may go up. Your take-home might dip slightly, but your long-term social security and gratuity will be meaningfully higher.

2. The Industrial Relations Code, 2020

  • Fixed-term employment recognition: Fixed-term employees are now entitled to all statutory benefits (gratuity, PF, ESI) on par with permanent employees.
  • Standing Orders: Establishments with 300+ workers must maintain certified standing orders.
  • Reskilling Fund: Introduces a National Reskilling Fund for retrenched workers.

3. The Code on Social Security, 2020

  • Gratuity for fixed-term workers: Entitled to gratuity on a pro-rata basis, even without completing five years.
  • Gig and platform workers: For the first time, delivery partners, cab aggregators, and freelancers are included in the social security framework.
  • Maternity benefit: The 26-week paid maternity leave is codified under the new framework.

4. Occupational Safety, Health and Working Conditions Code, 2020

  • Working hours & Overtime: Overtime wages beyond limits must be paid at twice the ordinary rate.
  • Women in the workforce: Women may now work night shifts with consent and requisite safety provisions.
  • Appointment letters: Legally mandatory for every single employee.
  • Free health check-ups: Employees above a specific age are entitled to free annual check-ups.

Part II: Income Tax Act, 2025 — What Changed in Your Tax Life

Opportunities to Gain

1. HRA Exemption — Four New Metro Cities
Bengaluru, Hyderabad, Pune, and Ahmedabad now qualify as Metro Cities. Residents are entitled to a 50% of salary HRA exemption cap (up from 40%). Available only under the Old Tax Regime.

2. Children’s Education Allowance — A 30x Leap

Allowance CategoryOld LimitNew Limit
Education Allowance₹100/month per child₹3,000/month per child
Hostel Allowance₹300/month per child₹9,000/month per child
Annual benefit (2 children, both)₹9,600₹2,88,000

3. Meal Allowance / Food Perquisite — 4x Increase

CategoryOld LimitNew Limit
Tax-free meal value₹50 per meal₹200 per meal
Est. annual benefit (260 days)~₹26,000~₹1,04,000

4. Gift and Voucher Exemption: Annual aggregate tax-free limit tripled from ₹5,000 to ₹15,000.

5. Accommodation Perquisite: Lower valuation rates for company housing (Metro rates dropped from 15% to 10%).

6. Medical Loan from Employer: Limit for interest-free medical loans jumped from ₹20,000 to ₹2,00,000.

7. Standard Deduction: Increased to ₹75,000 under the New Tax Regime (remains ₹50,000 in Old Regime).

Areas of Possible Loss

1. Car Perquisite — Higher Taxable Value
The monthly value added to your taxable income for company cars has increased significantly:

  • Up to 1,600 cc: ₹5,000/month (was ₹1,800)
  • Above 1,600 cc: ₹7,000/month (was ₹2,400)
  • Chauffeur: +₹3,000/month (was ₹900)

2. Regime Restriction: Expanded limits for HRA, Education, and Hostel allowances are NOT available under the New Tax Regime.

📋 New Forms — Old Forms Are Invalid

Old FormNew FormPurpose
Form 16Form 130TDS Certificate for Salary
Form 12BBForm 124Investment / HRA Declaration
Form 15G / 15HForm 121Low / Nil TDS Declaration
Important: Form 124 now requires you to disclose your relationship with the landlord when claiming HRA.

Part III: What Should You Do Right Now?

  • Review your investment declaration: Submit Form 124 (not 12BB) for Tax Year 2026–27.
  • Compare tax regimes: Run a comparison between both regimes before making your declaration.
  • Check your City Status: Bengaluru, Hyderabad, Pune, or Ahmedabad residents should update HRA claims to 50%.
  • Ask HR about Restructuring: Ensure your wages constitute at least 50% of your CTC as per the Code on Wages.
  • Track Form 130: Download your TDS certificate from the TRACES portal by 15th June 2027.

Need Expert Guidance?

The convergence of the Four Labour Codes and the Income Tax Act, 2025 is a fundamental recasting of the employment landscape. We are here to help you navigate it.

📧 Write to us: enquiry@mintskill.com

Mintskill HR Solutions LLP

HR Advisory · Executive Search · Statutory Compliance

This document is for educational purposes and must not be treated as legal advice. Prepared with reference to the Income Tax Act, 2025, Income Tax Rules, 2026, and the Four Labour Codes of 2019/2020.
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]]>Mon, 13 Apr 2026 23:50:38 +0530<![CDATA[The Craze for Public Sector Banking Jobs in India]]>https://mintskill.zohosites.in/blogs/post/the-enduring-craze-for-public-sector-banking-jobs-in-india1
The Enduring Craze for Public Sector Banking Jobs in India

In India, public sector banking jobs, particularly at institutions like the State Bank of India (SBI), remain highly coveted despite the availability of opportunities in private and multinational banks. This persistent demand is driven by job security, competitive benefits, and social prestige. However, high attrition rates among probationary officers in the first three to five years reveal underlying challenges. This article, authored by experts from Mintskill HR Solutions LLP and specifically by Lokesh Mittal, Founder Director, explores the reasons behind the craze for public sector banking jobs, compares them with private sector opportunities, and delves into the factors contributing to attrition, including the competitive selection process, sales-driven culture, peer group influences, and work environment differences.

Why Public Sector Banking Jobs Remain Popular

Job Security and Stability

Public sector banks (PSBs), being majority-owned by the government, offer unparalleled job security. Unlike private banks, where performance-based evaluations can lead to job insecurity, PSBs are less likely to lay off employees, even during economic downturns. This stability is particularly appealing in India's competitive job market, where millions vie for limited opportunities. A 2023 report noted that PSBs like SBI maintain attrition rates below 5%, significantly lower than the 25% average in private banks, underscoring their stability LinkedIn, 2023.

Competitive Salaries and Benefits

PSBs offer competitive salaries and comprehensive benefits, including housing allowances, medical insurance, retirement benefits, and concessional loans. For instance, an SBI probationary officer earns approximately INR 52,000 to 55,000 per month, with gross annual compensation ranging from INR 8.20 lakhs to 13.08 lakhs. These benefits often surpass those of private banks at entry and mid-level positions, where salaries may be 30-40% lower Inventiva, 2023.

Accessibility to Diverse Graduates

Unlike private banks, which may prioritize candidates with finance or economics backgrounds, PSBs are open to graduates from any discipline. This inclusivity broadens the applicant pool, making roles like probationary officer accessible to a wide range of candidates. The rigorous selection process, conducted by the Institute of Banking Personnel Selection (IBPS), ensures only the most qualified are selected, adding to the prestige of these roles Central Bank of India.

Social Prestige and National Contribution

PSBs align with national development goals, such as financial inclusion through initiatives like Jan Dhan Yojana. Employees take pride in contributing to socio-economic progress, particularly in underserved rural areas. This sense of purpose, combined with the prestige of working for government-backed institutions like SBI, enhances their appeal Forbes India, 2025.

Less Performance-Driven Pressure

PSBs are perceived to have a more relaxed work environment compared to private banks, which often impose stringent performance targets. Fixed working hours and a less intense culture appeal to those prioritizing work-life balance. Promotions in PSBs are typically exam-based, offering a transparent and predictable career path, unlike the subjective evaluations in private banks The Hindu BusinessLine, 2025.

Comparison with Private and Multinational Banks

Private and multinational banks, such as HDFC Bank, ICICI Bank, Axis Bank, and international players like Standard Chartered, offer dynamic roles and faster career progression. These banks are known for their technological advancements, innovative financial products, and urban focus, which appeal to tech-savvy and ambitious candidates. However, their performance-driven culture and higher job insecurity contrast with the stability of PSBs. Below is a comparison of key aspects:

AspectPublic Sector BanksPrivate Sector Banks
OwnershipMajority-owned by the government, ensuring trust and stability.Owned by private entities or shareholders, driven by profit motives.
Job SecurityHigh, with low likelihood of layoffs even during economic downturns.Lower, with performance-based evaluations potentially leading to job insecurity.
Work EnvironmentFixed hours, less pressure, and a more relaxed culture.Longer hours, high targets, and a competitive, performance-driven culture.
Career ProgressionTransparent, exam-based promotions, offering structured growth.Performance-based promotions, which can be faster but less predictable.
Geographical ReachExtensive, including rural areas, providing diverse work experiences.Primarily urban and metropolitan focus, limiting rural exposure.
BenefitsComprehensive, including housing, medical, and retirement benefits.Competitive salaries, but benefits may vary; focus on performance bonuses.

Private banks offer roles like Relationship Manager, IT Officer, and Business Development Manager, which involve cutting-edge financial products and digital platforms Shiksha, 2024. However, their high attrition rates—averaging 25% and reaching 40% in small finance banks—reflect challenges in retaining talent due to intense pressure and lack of job security RBI Report, 2023-24.

Attrition in Public Sector Banks: The Case of SBI

Despite their appeal, PSBs, particularly SBI, face high attrition among probationary officers in their initial years. A 2019 study noted that nearly 20% of new hires leave within a few years, driven by various factors Academia.edu, 2019. Below are the key reasons:

Competitive Selection Process and Opportunity Cost

The selection process for PSBs, managed by IBPS, is highly competitive, with less than 1% of applicants securing positions. This ensures that only the brightest minds are hired, but it also sets high expectations for career growth and intellectual stimulation. After a few years, many officers realize that their peers who did not secure these roles have pursued higher education at institutions like IIMs, landing higher-paying and more prestigious positions in private sectors or other industries. This perception of a high opportunity cost drives some to leave, seeking roles that better align with their ambitions.

Sales-Driven Culture and Additional Duties

While PSBs are not as sales-driven as private banks, officers face pressure to meet targets, such as opening accounts or disbursing loans. Additionally, they may be assigned non-banking duties, such as election work or rural postings, which can be challenging, especially for those unprepared for remote assignments. These responsibilities can lead to dissatisfaction, particularly among younger employees who prefer focused banking roles Quora, 2016.

Peer Group Influence and Generational Aspirations

The peer group within PSBs can influence attrition. If colleagues leave for better opportunities, it can create a domino effect, encouraging others to follow. Generation Z employees, who value work-life balance, flexibility, and innovation, may find the traditional structure of PSBs misaligned with their aspirations. This generational shift contributes to higher turnover among younger officers, who seek more dynamic roles in private banks or other sectors Business Standard, 2024.

Work Environment and Role Diversity

Private banks offer more dynamic and challenging roles, leveraging advanced technologies and diverse financial products. In contrast, PSBs often have a bureaucratic and traditional work environment, with limited opportunities for innovation. Employees seeking rapid career progression or intellectual stimulation may find private banks more appealing, contributing to attrition in PSBs ResearchGate, 2022.

Monotonous Work and Bureaucratic Culture

The work in PSBs can become monotonous, with routine tasks and limited scope for creative problem-solving. The bureaucratic culture, characterized by hierarchical decision-making, can frustrate employees, particularly those who joined with high expectations. A 2019 study highlighted that low salaries and lack of work-related incentives exacerbate this issue, driving employees to seek better opportunities Academia.edu, 2019.

Comparison with Private Sector Opportunities

Private banks often offer higher initial salaries and faster career progression for high performers. While PSB officers may earn 30-40% more than their private sector counterparts at entry levels, this gap narrows at higher levels, where private sector earnings can significantly outpace PSB salaries. Additionally, private banks provide exposure to innovative financial products and technologies, attracting ambitious employees Inventiva, 2023.

Why Employees Stay in Public Sector Banks

Despite attrition, many employees remain with PSBs due to several factors:

  • Job Security: Government ownership ensures low layoff risks, with SBI maintaining an attrition rate below 2% as of March 2025 Times of India, 2025.
  • Comprehensive Benefits: PSBs offer housing, medical, and retirement benefits, which are particularly attractive at entry and mid-level positions.
  • Structured Career Growth: Exam-based promotions provide transparency and predictability, with opportunities for postings abroad and training at premier institutions like IIMs.
  • Work-Life Balance: Fixed hours and a less intense culture appeal to those prioritizing balance over high-pressure environments.
  • Social Impact: Employees value contributing to financial inclusion and national development, enhancing job satisfaction.
  • Diverse Exposure: Extensive branch networks, including rural areas, provide varied work experiences.

Recent Studies on Attrition

Recent studies provide further context:

  • Academia.edu (2019): Noted that 20% of new hires leave PSBs within a few years due to low salaries and lack of incentives, emphasizing the need for improved human resource management.
  • RBI Report (2023-24): Highlighted that PSBs have lower attrition rates than private banks (25% average), attributing this to job security and benefits RBI Report, 2023-24.
  • Business Standard (2023): Reported that PSBs like SBI, Bank of Baroda, and Punjab National Bank maintain attrition rates below 5%, driven by robust employee engagement practices.
  • The Hindu BusinessLine (2025): Suggested that dissatisfaction with job content and lack of skill-building opportunities contribute to attrition across the banking sector, including PSBs.

Conclusion

The craze for public sector banking jobs in India reflects their stability, benefits, and prestige, but high attrition among probationary officers highlights challenges like unmet expectations, sales-driven pressures, and bureaucratic culture. Private banks, while offering dynamic roles, struggle to match the security of PSBs. Addressing attrition requires PSBs to adapt to modern workforce aspirations, such as offering more innovative roles and flexibility, while leveraging their strengths in job security and societal impact. By balancing these factors, PSBs can retain talent and maintain their position as a cornerstone of India's banking sector.

About the Author

This article is written by experts from Mintskill HR Solutions LLP, a premier executive search and HR consulting firm headquartered in Mumbai, India, with a presence in Ahmedabad, Pune, and New Delhi. Mintskill HR Solutions LLP specializes in providing comprehensive HR outsourcing services, including talent acquisition, talent development, and talent management. With a client-centric approach and a commitment to quality, the company has built a strong reputation among multinational corporations and small to medium enterprises alike, helping businesses source and retain highly skilled talent in a competitive market.

The article is specifically authored by Lokesh Mittal, the Founder Director of Mintskill HR Solutions LLP. With his extensive experience and leadership in the HR domain, Lokesh Mittal brings valuable insights into the dynamics of public sector banking jobs and the evolving landscape of human resources in India.

]]>Fri, 25 Jul 2025 20:49:23 +0530<![CDATA[Elevating Your Resume as a Relationship Manager in Banking]]>https://mintskill.zohosites.in/blogs/post/Resume-for-Banking-JobIt's essential to craft a resume that effectively highlights your achievements, awards, key skills, and relevant certifications to stand out in a competitive market.]]>

In the dynamic world of banking, Relationship Managers play a pivotal role in nurturing client relationships, driving revenue growth, and ensuring customer satisfaction. As a Relationship Manager job seeker, it's essential to craft a resume that effectively highlights your achievements, awards, key skills, and relevant certifications to stand out in a competitive market. Moreover, incorporating numerical data can provide tangible evidence of your impact in the current business landscape.

Importance of Achievements and Awards


Achievements and awards serve as compelling indicators of your performance and dedication in the banking industry. As a Relationship Manager, quantifiable accomplishments can include:

  • Exceeding sales targets consistently
  • Achieving high client satisfaction ratings
  • Winning prestigious awards such as Million Dollar Round Table (MDRT) for excellence in financial services
By showcasing your achievements and awards, you demonstrate your ability to deliver results and distinguish yourself as a top performer in the field.

Highlighting Key Skills:

As a Relationship Manager, possessing a diverse skill set is essential for success. Some key skills to highlight in your resume include:

  • Strong communication and interpersonal skills
  • Financial analysis and advisory expertise
  • Relationship building and client retention
  • Problem-solving and negotiation abilities
  • Cross-selling and upselling proficiency

Tailor your resume to emphasize these skills, providing concrete examples or experiences that illustrate your competency in each area.

Importance of Certifications:

Certifications play a crucial role in validating your expertise and commitment to professional development as a Relationship Manager. Relevant certifications for banking professionals may include:

  • Investment Advisor Certification (IDRA)
  • National Institute of Securities Markets (NISM) certifications
  • Other industry-specific accreditations such as Certified Financial Planner (CFP)

Incorporating Numbers in Your Resume:

In the banking sector, numbers carry significant weight and can provide quantifiable evidence of your achievements and impact. When detailing your experience, consider including numerical data such as:

  • Portfolio size: Highlight the total assets under management (AUM) or portfolio size you've managed, demonstrating the scale of your responsibilities.
  • Value: Specify the total value of the assets or investments you've overseen, showcasing the magnitude of your contributions.
  • Percentage increase: Quantify any growth or improvement metrics, such as percentage increases in portfolio value or client base.
  • Fee income: Outline the revenue generated through fee-based services or financial products, illustrating your contribution to the bank's profitability.
  • Loan metrics: Provide details on term loans, working capital, or other lending activities, including the volume, terms, and outcomes of loans managed.

By incorporating numerical data into your resume, you provide concrete evidence of your performance and capabilities as a Relationship Manager.


In conclusion, crafting a compelling resume as a Relationship Manager requires a strategic approach that emphasizes achievements, awards, key skills, relevant certifications, and numerical data. By showcasing your track record of success, highlighting essential skills, and demonstrating your industry expertise, you can position yourself as a standout candidate in the competitive banking landscape. Remember, your resume is your opportunity to make a strong first impression—make it count.


]]>Sun, 18 Feb 2024 22:10:28 +0530<![CDATA[Personal Interview Etiquette]]>https://mintskill.zohosites.in/blogs/post/InterviewetiquetteInterview etiquette refers to codes of conduct an individual must follow while appearing for interviews.]]>

Interview etiquette refers to codes of conduct an individual must follow while appearing for interviews. Let us go through some interview etiquette:

    • Research about the company, Job roles, Job description multiple times, till you get the confidence of that. Ask yourself what is the skills, knowledge and competencies required, what exactly the interviewer is looking for in the candidate and then prepare well. 
    • Carry 2-3 copies of your updated resume, Resume must be a printout ( no xerox) on a white BOND paper and to be kept in an A4 size envelope without folding the same. Resume should be no more than 2 pages stapled together.
    • Prepare a dress and get yourself well groomed, in business formal if required as per Job role. 
    • An individual must be present at the interview venue before time. Start from your home a little early and allow a margin for traffic congestion, car problems, route diversions and other unavoidable circumstances. Check the route well in advance to avoid last minute confusions.
    • If you do not have your own conveyance, book a cab or ask your friend or family member to drop you right outside the venue. Avoid getting delayed, to reach on that day.
    • Be very particular about your appearance. Follow the professional dress code for an everlasting first impression. Wear something which looks good on you. Coordinate a light colour shirt with a dark colour well fitted trouser. Make sure your shoes are polished and do not make noise. Hair should be neatly combed and apply a mild perfume. It is essential to smell good.
    • Keep a notepad / diary and pen handy you may require to make notes if required.
    • Enter the interviewer’s cabin with confidence. Greet him/her with a warm smile. A firm handshake says that an individual is confident, aggressive and willing to take challenges. Check cultural context before you offer to shake hands if the interviewer is a female. Do not sit unless you have been told to.
    • Make eye contact with the interviewer. Avoid looking here and there.
    • Be honest with the interviewer. Remember a single lie leads to several other lies. Avoid fake stories. It might land you in trouble later.
    • Take care of your pitch and tone. Be polite but firm.
    • Stay calm. Avoid being nervous during interviews. Remember no one will hang you till death if you do not clear the interview. There is always a second chance.
    • One must sit straight for the desired impact. Avoid fiddling with pen and paper. It is important to have the right attitude as it helps you stand apart from the crowd.
    • Keep your cell phone in the silent mode while attending interviews. Cell phone ringing during interviews is an offense.
    • Chewing gum during an interview is childish.
    • Do not fold your resume; instead keep it in a proper folder. Carry all other relevant documents which you might need during the interview. Keep a passport size photograph handy.
    • Slangs and one-liners must not be used in interviews.
    • Avoid cracking jokes with the interviewer.
    • Once you are done with the interview, do not forget to thank the interviewer.
    • Don’t forget to ask the name of the Interviewer, It's good to follow up with the person scheduling the interview with names so it becomes easy/fast to get feedback. 

Have a Happy Interviews - Wonderful Career Head 
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]]>Tue, 01 Mar 2022 19:06:18 +0530<![CDATA[Tips to help you write a Great Resume]]>https://mintskill.zohosites.in/blogs/post/resumetipsWhile there are a few commonly used resume styles, your resume should reflect your unique education, experience and relevant skills . You might conside ]]>

Employers use resumes throughout the hiring process to learn more about applicants and whether they might be a good fit. Your resume should be easy to read—summarize your accomplishments and skills and highlight relevant experience.

While there are a few commonly used resume styles, your resume should reflect your unique education, experience and relevant skills. You might consider having multiple versions of your resume tailored to the jobs you’re applying for. Here are a few key resume writing tips that will help you organize and design your resume. Below are tips to help you write and present a great resume


  • It makes a perfect impression on the interviewer if you have printed the resume on a bond paper. Resume must be a printout (no xerox) on a white BOND paper and to be kept in an A4 size envelope without folding the same. Resume should be no more than 2 pages stapled together
  • Your CV must contain your date of birth and your present address with PIN Code. Please check your email address, it must be correct. Most people pay attention to email addresses, and if you have an unprofessional one, please change it. coolboyxxx@gmail.com is not a professional email ID
  • Please, Look for keywordsin the job postings 
    • For example, if you’re applying for a job as a Banking Sales Manager, an employer might list keywords such as “current account,” “portfolio management,” “Client acquisition” or “Liabilities product sales” in the job description. Pay particular attention to anything listed in the sections labelled “Requirements” or “Qualifications”. If you have the skills that employers are looking for, you can add these same terms to your resume in the experience or skills sections.
  • Make it simple and easy to read - Employers have a minimal amount of time to review your resume, so readability is key. This also means selecting a professional, clean font.
  • Make it brief - Including only the most key and relevant information means employers are able to consume more information about you and quickly understand your fitness for the role.
  • Include numbers - Employers are highly responsive to measurable proven value. Numbers allow them to better understand the value you may bring to the position. For example, one bullet point under the experience description for an administrative assistant reads, “Executed processing of vendor contracts and implemented a standardized process, reducing contract discrepancies by 90%.
  • Use a professional font - Because employers have only a short time to review your resume, it should be as clear and as easy to read as possible. You should use a basic, clean font like Arial or Times New Roman. Keep your font size between 10 and 12 points. Selecting a clear, readable font will help make your resume appear more professional. Difficult to read font is difficult to process the resume. 
  • Include only the most relevant information and put the most important information first -  Hiring managers don’t spend a lot of time reading each resume. Research has shown that hiring managers tend to spend only 6 seconds per resume. Try to include only work experience, achievements, education and skills most relevant to the employer. You can find the most relevant attributes by closely reading the job posting. You should prioritize important information higher on your resume to draw attention to key skills and achievements.
  • Use active language - Your resume should be written using active language without irrelevant words. This means using power words such as “achieved,” “earned,” “completed” or “accomplished”. If your resume is too long or seems hard to read, you should consider making sentences shorter or ideas, more concise.
  • Call attention to important achievements
    • Instead of listing your job duties under the experience section, select your top three or four most important achievements in each role you’ve held. Where possible, include numbers that measure your success for that particular goal or achievement. You might also consider including a separate “Achievements” or “Skills” section to highlight relevant achievements in your education specifically, career, volunteer work or other experiences.
  • Proofread and edit - Before sending your resume, you should undergo several rounds of proofreading to ensure there are no spelling or grammar errors. While there are several proofreading programs and tools you can use, it is also helpful to ask trusted friends or colleagues to review your resume. It is helpful for an objective third party to look at your resume as an employer might to find ways you can correct or improve it.

Before submitting any application, you should ask yourself, “ Have I made it as easy as possible for this employer to see that I’m qualified for the role I am applying ? ” If the answer is unconditional YES, go ahead, if it is MAY BE, Please rework. 

Your resume is often the first step to getting an interview with an employer. Make sure you include the most relevant information on your resume, organize it to highlight the most important information and carefully review for errors. Once your resume is polished and finalized, it should help you get more call backs, interviews and job offers. 

Happy Resuming Writing. 
]]>Fri, 25 Feb 2022 19:06:44 +0530<![CDATA[How to ace your First Month at New Job]]>https://mintskill.zohosites.in/blogs/post/newjobYou will not know it all no matter, how experienced you are. Be ready and willing to shed the old skin. It will be overwhelming. If it isn't, then chan ]]>

10 things to keep in mind during your first month at a New Job


  • You will not know it all no matter, how experienced you are. Be ready and willing to shed the old skin.
  • It will be overwhelming. If it isn't, then chances are that you are not stepping out of your comfort zone and there's no growth there. Is it?
  • Quit rushing yourself. You ain't climbing the Everest in a day.
  • Pen down all the small and big tasks you have finished on a daily basis. Looking at it a month later could make you feel good about yourself.
  • Allow yourself to look clueless in meetings. There is no need to mask it.
  • Ask, ask, and, ask again. Keep throwing those questions till you get the answers that can help you. No shame there.
  • Expect your personal schedule to go for a toss. It is ok if you couldn't make it to that yoga class, or could not pick up the groceries. Allow yourself to learn your work schedule first and then squeeze in time for your well-being.
  • There is no point in thinking and planning for the big tasks. Just keep one foot in front of the other and keep walking.
  • It is not going to be a bed of roses. Don't think of this new job as a place where you will find the long-lost happiness and peace that you seek. Happiness is a power that rests within you. Why give that away to any job?
  • In case you have forgotten you were selected for this job. You are good enough. Relax, you've got this.

Have a fantistic First month on the Job. 
Source : Linkedin


]]>Sun, 11 Jul 2021 18:59:00 +0530<![CDATA[Managing Remote Workers]]>https://mintskill.zohosites.in/blogs/post/newjob1Since we are all going through the corona virus outbreak, and most people are working from home. So the organization needs to effectively manage peopl ]]>

Empower and Engage your Remote Workforce 

Since we are all going through the corona virus outbreak, and most people are working from home. So the organization needs to effectively manage people's performance, but the principles are really quite the same as if you had people next to you or in your office to manage. Because in todays’ world you do not want to be a micromanager, people don’t want that. They are looking for a coach, they are looking for direction and they want to allow them to work in their own way. Obviously, people will need to meet deadlines, need to contribute, need to be productive and that’s where the challenges are for the people who are working remotely as compared to in the office.


Here are few tips for HR managers, how to oversee and empower your workforce remotely:

  1. Plan First, Action next :  Before your team starts working remotely, you must plan what could be done to replicate the office experience and stay productive. You can create a document that is expected from each team member while working from home. Create a meme to track work progress and have a strategy for remote problem solving, but ensure that the policies don’t make your employees feel too restricted. Give them a few things to discover on their own.
  2. Keep your workforce informed : Working from home can make employees lose touch because they are no longer aware of what’s happening in their company. It might be a good idea to maintain a common announcement channel where you can regularly post updates on your business growth, hiring updates, updates on travel and leave policies, insurance policies and many more. This will ensure employees never feel left out and are constantly up to date what’s happening in your organization. 
  3. Give your employees the right tools: Writers, designers, editors and developers can work from home without much adjustments. All they need is a computer and a good internet, and respective applications. The team that faces customers might need a few extra tools to make work from home successful. They might have to call or schedule online meetings for their clients, help them set up an ecosystem at their home with all the tools they need.
  4. Compensate in-person interactions: Remote work can be made more social by facilitating conversation. Being able to video or audio calls someone anytime during work hours is as good as popping into a peer's cubicle to get some help. This ensures employees to feel guidance from their peers and makes them feel as they are surrounded by people while they work.
  5. Encourage employees to switch off their work: While employees work from home, there is a possibility that they lose track of time. Since home is now both home and an office for your employees they might feel to continue working until late night. It is essential to maintain a fixed number of hours to work, so work life balance does not get disturbed. Encourage your employee to switch off their work email and chat after work hours. This way they will never feel exhausted when they start working the next day.
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