Swissmote News

 In a competitive job market where everyone seems to have similar credentials, one question keeps coming up: how to stand out in a job search ? While most employees polish their resumes with flashy buzzwords and the top resume skills in 2025 , hiring managers are quietly leaning into something else— professional soft skills and underrated skills that often go unnoticed. So what do employers look for on a resume beyond the basics? This guide dives into the traits employers look for , based on real-world feedback from recruiters and leaders who are hiring in 2025—and the answers might surprise you. 💡 1. Selective Agreeability: Confident, Not Compliant Why it matters: Hiring managers aren’t just looking for team players—they want thoughtful challengers. People who know when to disagree and how to do it respectfully are seen as high-potential employees. Candidate strength employers value: Assertiveness balanced with empathy. Job interview tip: Share a story where you c...

If you still think of HR systems as dull platforms where employees apply for jobs or submit leave requests, it’s time for a serious upgrade in perspective. The modern HR landscape is undergoing a silent but powerful transformation. What was once a back-office administrative function is now becoming a central player in business strategy. At the heart of this shift? The evolution of HR systems—from clunky form processors to intelligent, intuitive platforms powered by Agentic AI. The Legacy of Traditional HR Systems Human Resource Management Systems (HRMS) have long been a staple in organizations. Traditionally, these platforms were built to help HR teams handle core tasks like: Payroll processing Recruitment tracking Benefits administration Compliance documentation Performance reviews While functional, they often operated in silos, were slow to update, and provided minimal strategic insight. They were tools of necessity, not empowerment. The New Breed of HR Tech To...

So your new hire aced the resume screen, nailed the interviews, and matched your personality test perfectly—and yet, somehow, they're draining the energy from your Monday stand-ups. Sound familiar? You may have fallen into the personality test trap. Used correctly, personality assessments are a valuable tool. Misused, they become expensive regret machines dressed up in charts and buzzwords. Where It Goes Wrong: Over-Reliance on Personality Tests Personality data should inform decisions—not make them. Hiring someone based solely on a test result is like picking a CEO by their horoscope. Combine tests with skills assessments, real-world simulations, and solid interviews. Outdated or Unvalidated Tools Many companies still use assessments that haven’t been updated in years. These tools can introduce bias and fail to reflect today’s evolving workplace needs. If your test hasn’t been reviewed in the last 2–3 years, it’s probably not serving you—or your candidates. Ignoring DEI Impacts Tr...

Let’s get one thing out of the way: If you’re still DIY-ing your business finances with Google Sheets and crossed fingers, you’re not being scrappy — you’re playing with fire. We get it. When you’re growing, money’s tight, every rupee counts, and the idea of “outsourcing” anything feels like a luxury. But here's the hard truth: not hiring an accountant is costing you more than hiring one ever will — in time, in mistakes, and yes, in actual cash. Still think accountants are just number crunchers? Let’s flip that script. 1. Accountants Aren’t Just for Taxes Anymore A good accountant isn’t someone you call in panic once a year in March. They’re your year-round financial GPS. They help you: Plan cash flow (so your business doesn’t run out of oxygen) Set budgets and avoid overspending Interpret financial data to guide smart decisions Prepare for funding — investors love clean books! Stat to chew on: According to a Xero report, small businesses with an account...

 Let’s be honest—resumes can lie. Or at the very least, they can mislead. Just because someone has 10 years of experience doesn’t mean they’ve spent 10 years doing something well. And that glowing reference? Could be from their best friend in accounting. In a world where results matter more than job titles, companies are shifting focus from what you’ve done to what you can actually do . The real question now is: how do you identify candidates who’ll genuinely deliver—before they even start the job? Let’s break it down. 1. Toss the Resume. Track the Metrics. Resumes are only a piece of the puzzle. If you're relying solely on them, you're playing hiring roulette. What to look at instead: Time to Productivity: How fast do similar hires start contributing real value? Quality of Hire: Use pre-hire assessment data to predict post-hire performance. Source of Hire: Which platforms deliver candidates who actually perform well? 🧠 Pro Tip: Create benchmarks from y...