When it comes to which candidate goes the distance in a job search, there’s almost never a clear formula, and which one struggles to find the perfect connexion for weeks or months or even years.

Focus on jobs with online applications, network, sell your candidacy with emails or letters, build an online presence, and more, in order to find a job without a resume. Don’t worry if you’re looking for a job and haven’t yet made a resume; you can always find a job. Without investing in the time-consuming process of building a resume, many employees search for work. If you don’t have a computer or don’t have the time, here are four tips, even without a resume, for finding jobs.

Use online

In most public libraries, you can do this if you don’t have a machine at home. You may also make a request on your computer. These days, most employers permit you to apply online. You should upload it if you have a resume. You can type one indirectly online if you don’t. As part of the application process, you can also pitch your nomination in an email to the firm or in a cover letter.

Visit the website and apply

This is an excellent way to get an instant interview, so make sure you dress properly. Many businesses have applications open, but there is a manual method for letting them know you’re on the market if you’re applying. You will be surprised at how the prospects could be altered by the simple act of walking into a company and asking for an application. It takes a little bravery to step in, but you might also have an opportunity to talk directly to a hiring manager while you are there.

Consider using network techniques 

Employers are overwhelmed with resumes several times, and the submission gets lost in the pile. Try to meet your colleagues, community members, neighbors, people you know at church or school, or other individuals in your network instead. Let them know that there is a new role you are looking for. Ask if they should introduce you to their company’s hiring manager or if they know someone who is hiring you. Usually, you won’t need a resume for this process, and if you forward one to your contacts, it can even seem overly pushy. Start there by asking everyone you come in touch with if they know of any good open positions if you are already volunteering with an organization.

Use your online presence to find a job

LinkedIn is a professional networking site free of charge that shares with others your job history. Again, if you don’t have a computer, to set it up, go to the nearest library. If they have any free classes on how to set up your professional LinkedIn profile, you can even ask the librarian. Every day, LinkedIn links millions of job seekers to meaningful jobs, so it is worth taking the time to set up a professional profile and no resume is required.


Finally, working with a recruitment company like Emonics is one of the easiest ways to find a position. Our services are free for employees, and we will help you find profitable, steady work to keep you occupied and keep revenue flowing in. Get in contact with our team today about how we can help.


It’s a competition for candidates. By that, we mean that historically record low unemployment rates have given the job seeker a lot of power back because there are hundreds of positions open and no one to fill them in your sector. This implies that applicants who lack all the expertise employers are looking for can go ahead and apply several times and still have a decent opportunity to get the interview. Here’s how you can present what abilities you have to get the job for which you might not be entirely qualified.

Introducing yourself in the best way

If you asked a hiring manager, they would probably claim that if you don’t have them, the job description is probably a guideline about what abilities you need, but not a deal-breaker. So go ahead and apply, but take and put the abilities you have in a favorable light. To make use of keywords, consider revamping your resume. In the job description itself, you’ll find these. Highlight the talents that you believe the employer would like while downplaying something that you may be lacking. In your application cover letter, you can do the exact same thing. Let ‘s talk about the text for a moment.

The cover letter of your application should convey the expertise you have and express your enthusiasm for the position you are applying for. Draw attention to your skills from the hiring manager and highlight your qualities that will make you a strong candidate to consider. Make sure that your resume tells the tale of how your careers have made a difference. Often customize the cover letter, even though more time is needed.

Despite a resume missing experience and expertise, if you feel like you can do most of the work, do whatever you can to get in front of the boss. For an introduction to the business, try reaching out to your social network. It is in this field where a recruiter could be of great value; by pitching your candidacy and showcasing your work skills, they can help you get your foot in the door.

The Interview

Do not hesitate to demonstrate your excitement to the boss if you manage to land the interview. Candidates are hired on the basis of their personalities all the time, not just the work skills they carry to the table. It’s okay to say to the boss, I might not have the work experience, but I will work hard to learn what I need to get the job done if you pick me. Show your passion, trust, and energy and it will be more likely for the boss to sit up and take note.

Note, just because the boss has a list of criteria for washing, it doesn’t mean they expect anyone to have them all. That person doesn’t exist most of the time. Focus instead and highlight the transferable work skills that will assist the employer and you in the new position to thrive.


Today, contact Emonics about a job that is perfect for your resume skills. With a business that would be able to take you on and teach you new skills, we will help you find the best job.


It is always difficult for recruiters to find ideal candidates, particularly when the sheer volume of candidates in the job market makes it hard to philter the quality candidates from the rest. The time, effort, and resources that go into hiring great candidates have been made more difficult by remote work to justify.

The most accurate, accessible, and underutilized source of candidates for recruiters is employee referrals. HR teams can leverage their relationships with current staff and get them to suggest valuable candidates. Within a fraction of the time and at a fraction of the cost of other candidate-sourcing channels, your staff can help you reach the most relevant candidates.

Referrals reduce hiring time

Employee referrals provide immediate access to talent because they are sourced through your employees’ personal connections. This cuts off a lot of time from the hiring process that would otherwise be spent on the cycles of sourcing and screening, coordination, negotiation, etc.

References enhance hire quality

Much of the world’s workforce consists of passive candidates. Despite the recent shift in the employment market, which has increased the number of job seekers, the highest talents in most industries often work in large and secure jobs. This means that they may not look for opportunities actively, but may be open to new roles. Such candidates can be reached with references. As you have already become fully aware of your vision, mission, culture, and atmosphere, your employees can tell you why people should think about your business.

Referrals boost retention rates

Referrals give your new hires the opportunity to understand your business from the point of view of an employee before they even begin to work for you. That implies that referrals understand what they are signing up for. They have company friends who can assist them to settle in quickly, reduce attrition, and boost retention. It is also true that workers who are prepared to refer to their relationships have faith in the business and are likely to stay longer. Your referral program can also be an employee satisfaction check in a sense.

Referrals get culture fits

Referrals also make it simple for people who fit in with the culture to be attracted. Referred applicants already know someone in the company and are familiar with what the culture is like, which implies that those references are more likely to be individuals who are first and foremost attracted to the culture.

Referrals help to attract potential clients

When your employees build brand awareness among their connections, they are not only tapping potential candidates, they are also creating prospective customers. The connections of your employees may vouch for your organization in the businesses for which they work, leading to positive word of mouth in larger circles for your brand.


Make sure you have your sourcing basics right before you hire through referrals. Watch out for common pitfalls that through referrals can come with sourcing candidates, and do not rely on referrals as the only source of talent. You should stick to the standard hiring process and provide timely updates to candidates if you don’t want diversity to take a hit, so you don’t leave them hanging, even if it means gracefully rejecting candidates.


We are in an age where Data is everything. Amount of data burst every single second is humongous. Data science along with its different aspects focus on getting valuable information out of the data, for improvement of every system. 

Everybody knows data science is a hot cake that sells fast and offers the most lucrative professional opportunities in technology. 

Data analysis was first used to analyze data and it has evolved in modern data science. 

So, what is Data Science? To simply put, Data science is the method of deriving valuable information out of large sets of data. 

Data engineering focuses on building the architecture and platform for the collection of data and gives the data output in a usable form. 

The three main careers with data science are Data analysts, Data engineers and Data scientists. 

At first Data scientists had the role of both data scientists and data engineers, which is a huge skill set to cover. With the advent of big data, more streamlining required, thus came a new job role, data engineers or big data engineers. 

The number of skilful people in data science is low, and hence there is a huge career opportunity with data science. 

Let’s see the difference between data engineer, data analyst and data scientist. 

Data Engineer

Who is a data engineer? 

 A data engineer is a person who uses computer science engineering to build data infrastructure and pipelines for gathering and maintaining data. The main work of data engineers is to design, build, integrate and manage data and give data in a usable form for the data analysts and data scientists to compute with. They closely monitor the quality of data pipelines and infrastructure and ensure that data is accurate and easily accessible. 

Some companies term data engineering as data infrastructure or data architecture & the associated job role is data architect.

Data engineers don’t involve in the analysis of data; hence they don’t involve in decision making based on data. 

In short, data engineers receive, store, clean and prepare the data for data analysts and data scientists.

Education & Skill Set

A data engineer should mainly have a computer science engineering or software engineering background. They should possess strong programming skills such as Java, C#, Scala or Python. Sound knowledge in SQL and NoSQL databases (MongoDB, Cassandra DB) and frameworks like Apache Hadoop, Hive. Along with programming and database skills, data engineers should have strong mathematical(statistics) and big data skills. 

Salary Insights 

According to Glassdoor, the number of job openings for data engineers is almost five times higher than that of data scientists. Even in this pandemic, there is a drop-in data scientist job vacancy, but the openings of the data engineers are on the rise. 

As per PayScale, data engineers get around $63k to $131k yearly salary. The average salary of data engineers according to Glassdoor is $172k. DataCamp mentions salary of data engineers are minimum of $43K to $364k, based on years of experience and expertise. 

Data Analyst

Who is a data analyst? 

Data analysts cleanse and analyze data with the help of statistical tools to derive business decisions from historical data. They focus on finding insights for specific business goals. Data analyst job will typically analyze data for a specific query and present them in visual form. Data analyst to some extent helps the organization to make data-driven decisions based on historical data. 

Education & Skill Set 

A data analyst can be considered an entry-level job role. They don’t have to possess strong programming skills or algorithm skills. Graduates with mathematics, statistics or any math-related fields with a bachelor’s degree can pursue data analyst jobs. The essential skills of a data analyst include statistics, communication, business knowledge and fair knowledge in excel or any computing software, tableau and SQL. 

Salary Insights

According to Robert Half Technology’s 2020 Salary guide, Data analysts earn an average of $83k per year. 

Data Scientist

Who is a data scientist? 

Data scientists are actually predicting the future by manipulating data to solve critical business problems and provide predictive algorithms based on the model they used. 

The job role of data scientist and data analyst may look the same on a wider level, but data scientists work with a large volume of big data and use predictive analysis, machine learning and programming skills to automate the process.

A data scientist is responsible for cleaning, processing and verifying the data from data engineers and performing analysis on the data using advanced automation and present the business with useful insights and solutions. 

Education & Skill Set

Data scientists should typically possess a master’s degree in the field of Data Science. They should have extensive programming skills to create various algorithms for data automation. They should have command over mathematical and statistical skills. A data scientist should have hands-on knowledge in machine learning, coding, software development, data mining and data analysis, python, SQL and NoSQL database, python, Scala, Java, etc. 

Salary Insights 

According to PayScale and Glassdoor, the average salary of data scientists ranges from $80k – $130k. As per DataCamp, a data scientist earns $34k – $341k based on their experience and expertise. 

So, which one is for you? Data Analyst or Data Scientist or Data Engineer?

The job role mainly depends on your educational background and skill interest. If you are more inclined towards programming and love building things, data engineering is the way to go. 

You don’t like programming but would love to compute and work with data in an analytical & statistical manner – data analyst should be your job role. 

On the other hand, if you love the manipulation of data, along with programming skills and highly analytical – data scientist will be your ideal job. 


In the end, it is personal interests that matter. You can develop the right skills for any of the above job roles in data science if you invest time, money and determination to learn them! 


It was difficult to learn whether to follow up on the days of the online resume application. You can apply the

curriculum vitae on a working board and can never contact a real person without working with a recruiter.

You will never even learn about your submission, which makes it particularly difficult to know how to track

and how to do so. But never fear, after submitting a curriculum vitae, we gathered some sound tips for

suitable monitoring solutions.Searching and interviewing will take too long these days.

This is particularly true for large organizations that still possess some obsolete, time-consuming

online application processes.Ask your client whether it was only pressing a button or if your knowledge

needs to be entered manually. When in a week or two you don’t hear from anyone in the business,

do you think that the job is a no-go job? If you don’t even know who you applied to, how can you follow up?

  1. Use email at the two-week

Use email to meet the position you applied for at the two-week mark. Many companies prefer email to have

a contact record. You will find a general company or an HR mailbox for sending an email if you have

submitted through a web portal where there is no email to monitor it. Please type the name of your work in

the subject line when you send the email. Write a competent follow-up document in succinct form. If you

don’t know the hiring manager’s name, simply use the salutation, Dear Hiring Team Write that you are

following up on the specific job application and that you are extremely interested in the position.

End the email with a professional salutation and always reiterate your contact information to make it easier

for the hiring manager to follow up.

  1. Try calling the company

Try to call the company. This may sound a bit like stalking today, but it’s all right to reach out over the

phone, particularly when you know the hiring manager’s name. Tend to call early or late in the day a

few times and try to reach someone before they end the post. Your name and telephone number and the role

you applied for should be concise. Thank you to the employer for considering your candidacy and for

reiterating your interest in the job. Take the same straightforward method if you have anyone on the phone.

Ask whether they need anything else to help them understand your qualifications. It’s also all right to ask

how long it takes for the applicants to study the process and take the next steps.

Thank you for reviewing your application in both cases. In both cases. Let the employer know that if you

move into the role and get to the city. Ask if you want to meet you for coffee or whether the staff should

talk about your day in the area. You should do all this carefully, politely worded and not too pushy.

It even helps to write a script before you even take your cell. Sometimes.

  1. Partner with a recruiter

Recruiter associate. Associate. PRO IT KEYS can help you find the perfect job with you.

We keep our applicants updated and help them develop their curriculum vitae and interview skills.


If your resume is right, you should follow up after sending your resume. Let’s then go over some resume

follow-up tips to get this line successfully. Using our follow-up email sample curriculum vitae to see a

follow-up call script and luckily you have validated ways to track a work application.




We also had an experience with video-interviews that went less than anticipated. Poor link, last-minute download of the appropriate software, time zone mix-ups, poor sound trust us, the list goes on! Here are five tips and tricks for more people having to work from home than ever before to interview candidates from home via video.

1. Prepare candidate

The nearest alternative to an in-person interview would be a video interview if it goes well. However, loads of things can go wrong with a little preparation on both sides, which is fairly easily controlled. Set aside some time to train your nominee, who may not be as comfortable as you are with the process.

Let them know that it is a video interview and they should use their camera. Mutual webcams are important because they mean that you can see non-verbal indications, not talk about each other, and have a much better experience in general.

Tell them what app you are going to use, so they can update it beforehand. Skype or Zoom is a great device for this because it is freemium-based available.

Provide them with instructions and standards concerning setting up a good camera. Effective lighting, clear backdrop, and angles are also of great importance.

Double-check time and date, particularly when you’re talking to someone in another time zone.

2. Try a test call

You’ll get the software downloaded in advance as the nominee, and know how to use it. Call a buddy for a check to make sure your camera and microphone are functioning properly, and you’re having fun sharing links, etc. And practice what you’re teaching to ensure your camera’s eye line, lighting, and the backdrop is all right!

3. A good microphone is important

It ‘s important to have a working microphone but be aware of the sound environment you ‘re in when taking the call. What other sounds might it catch up with? Calling from a coffee shop may look chic and trendy, but it will add to the call a lot of needless noise. Likewise, additional noise distortion produces a negative image with leaky headphones and defective devices, which wasted time. When you call from home, know who else is there and let them know that you’re getting a call and you need some quietness.

4. Still calls for first impressions

A video interview is often superior to a phone call. This will be as similar as possible to an in-person and it can have an effect on how you behave, talk, and look. Note that although you might be at home, you are also suitably representing yourself and your business with an external customer. And dare we suggest the whole way we dress properly. Too often a qualified top half and bottom half pajama-ed make appearances on video calls.


Look at the video camera so the interviewer can have eye contact with you and ask questions for better discussion back and forth. Make sure both you and the context look professional when the webcam is switched on. More importantly, before your interview, practice using your camera and the Skype, Zoom, or Interview app.




Nobody wants to sound overly rehearsed during an interview. At least, you are trying to represent who you are authentically as best as you can when being judged on call, and getting each of your last lines written in advance is likely to leave things feeling stilted.

But while it might be prudent not to chart all of the stuff you ‘re going to say during the interview, experts say there are certain lines you should go ahead and intend not to tell. Beginning with 5 phrases below.

1. Negative about a previous employer or boss

I make it a point never to say something derogatory about a former employer or manager, Even though the applicant thinks the information is real, it doesn’t reflect well on the applicant or the person or business they ‘re talking about, and it doesn’t give a major impression of the candidate to the individual conducting the interview. In my mind, it is a lose-lose-lose!

2. Red flag during an interview is a candidate

One thing that often appears to me as a red flag during an interview is an applicant who is unable to provide any examples of what they have learned from a difficult work project or a demanding supervisor. If I ask a job candidate what she or he has learned from experience, I want to hear a clear narrative about the experience that explains what they have learned. Learning from mistakes indicates a desire for growth and development. An inability to learn from challenging circumstances can signal a lack of interest, or worse, it can show the applicant a degree of arrogance.

3. I need this job

Hiring managers want to see candidates interested in working for their business, but with the enthusiasm, it’s easy to go overboard, if you seem too eager or worse, desperate to get the job they ‘re going to start wondering why. Applicants of the highest quality appear to have other choices available that allow them to come off as interested but still professional. Desperate candidates tend to be passed over or offered the position with reduced compensation.

4. I don’t know 

To me, the one thing I don’t know is to avoid saying in an interview. Of course, no matter how much we plan, occasionally there will be questions we don’t have the answer to immediately, but there’s always a better way to answer it than with ‘I don’t know, you can never do something to answer a question you don’t know the answer to, but consider using your communication skills to turn the question around. Take the time to think about it, maybe answer the question as if you’re talking about it, and come up with something that turns the discussion back to what you know.

5. How long before I can be taken for a promotion

This question reveals a brief interest in the position at hand today. Let’s face it, many of us have taken up a job that we see as a stepping stone toward the role that we really want, or as an entrance into our dream business. But, when you’re on the recruiting side, this issue is a red flag that the candidate focuses more on their career development than on doing the job at hand.


Finally, don’t pepper the interviewer with questions on a laundry list. If she seems interested in the discussion and encourages you to keep talking, fine, but if you see her listening, time to wrap it up! It’s best to choose a few of the most critical questions and leave on a positive note.


You landed an interview, dressed up to impress and had a nice chat so you thought you might potentially get a work offer. Yet is there any way of really knowing if the interview was going well? Often in an interview job seekers are so focused on what they did wrong that they don’t care about the other things they did well. Although no signs are 100% foolproof, there are certainly some indications you’ve won over your interviewer.

These are the signs the interview has been rocking:

1. Second interview

The receipt of a second interview invitation is a sure-fire predictor of progress. If not interested in the recruiting manager, she ‘d be evasive about when and whether you’d like to hear back.

2. Asked for references

Bad hires have cost employers an average of nearly $17,000. When the hiring manager asks for a list of references, this means they take you seriously and want to make sure that you are a good candidate. When they are not interested in recruiting you, an organization won’t extend the time and resources to complete the process.

3. Being introduced to people

It’s a great sign to be exposed to people who weren’t on your interview schedule particularly when they’re higher up in the business. Reward points whether they are a senior executive or president. Drop-ins like that show the word about you and your skills are already getting around the office and interested in your future colleagues.

4. You spoke about the details of quitting your current job

When a hiring manager questions about how much time a transfer takes or what non-competitive arrangements may be in place, you should be confident that you are on their short list. This suggests that the recruiting manager is interested in going forward with an offer and wants to get ahead of any possible roadblocks that might slow down your exit from your current organization.

5. Salary discussion

It depends more on the stage of the interview process that you are in, but sometimes asking about wage goals is a positive sign. This means the company is considering investing in you. So come on set.

Usually, the pay problem is answered in two ways: What are your salary expectations? So what is your current remuneration? Write down your present salary to prevent misspelling. Study also the average salary of the industry for the role you are looking for. You don’t want to sell yourself short, or count yourself out by asking for too much if you are asked to offer a salary range.

6. The interview ran long

Out between their other duties, recruiting managers schedule interviews. Find it a good sign if they don’t hurry you out of the door to get to their next candidate or meeting.


Again, none of those are sure-fire signs you got the job. However, if you’ve done all right, there’s always the possibility that someone else has done that too. But if you see a few of the above signals continuously you will know you have at least one shot.