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Yes we can change if we get approval from ABH. If the salary is more than 57400, legaly we are eligible to change job. After getting offer letter ask employer to fill Ezb (https://helsinki.diplo.de/blob/2452350/f4bc96ec3d59c744782bc9123f556d97/erklaerung-zum-beschaeftigungsverhaeltnis-data.pdf). Mail both offer letter and ezb to Abh. It is always advisable to resign from your current job only after getting aproval from Abh. You should always contact Abh in the city where you are living first. Incase if you have worked more than 24 months in current company, you can change job without any approval.
Nothing! India Initiative’s mission is beyond financial aspirations and revolves around contributing to laying down the foundation of our community’s integration in Germany. Our well-established partner collaborations make it possible for us to bring you the best at no cost! For more information get in touch with us using the below link : https://go.indiainitiative.de/meeting-ig/
India Initiative’s collaborations extend beyond Germany and Europe all the way to our homeland! We maintain partnerships with financial advisory companies in India that frequently assist our clients in dual–nation tax consultation and property leveraging amongst other NRI financial services. For more information get in touch with us using the below link : https://go.indiainitiative.de/meeting-ig/
The mortgage journeys we embark on with our clients can vary depending on the complexity of the cases as well as how long the negotiations based on the customers’ preferences last. Not to toot our own horn, but the fastest mortgage approved at India Initiative is within 56 hours! For more information get in touch with us using the below link : https://go.indiainitiative.de/meeting-ig/
German law dictates that the right to buy a property is reserved by all its residents, foreigner or national! However, different policies and terms apply to different visa types and this may or may not impact the intricacies of your mortgage process. India Initiative has worked with customers under all different visa classes and has firm strategic tools/partnerships in place to make your mortgage a reality. For more information get in touch with us using the below link : https://go.indiainitiative.de/meeting-ig/
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In today's competitive market, a company needs a lot of help from people who have mastered website and software development and can help you scale up your business ecosystem with cutting-edge solutions. Indians In Germany is an unstoppable source of digital transformation technologies and processes. We make every effort to disrupt the current trend by providing a comprehensive solution for both businesses and users.
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We at Indians In Germany provide world-class web solutions for your organization. We take delight in bringing together your ideas and ours to produce a website that is a true extension of your business image.
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To start off with I’m going to put my view from my own experience so far and whole lots of reading which I did through various means on one of most ignored recruitment practice called “Not giving Feedbacks to the candidates” which has a domino effect which leads to long term damage in terms of financial losses and poor market image. So what exactly is this most critical word “Feedback “which is creating an impression in candidates' minds about the recruiters as “we don’t value their time” -If we go by the dictionary meaning of it in an organizational context, Feedback is the information sent to an entity (individual or a group) about its prior behavior so that the entity may adjust its current and future behavior to achieve the desired result….In general, we can say “it is the return of information to the concerned person about the result of an interview process or activity “. What’s the main reason of not giving Feedback to the candidate by Consultants-? 1) Poor Analysis of job function and necessary personality skills associated with it- Sometimes organizations draft a job description outlining major and minor responsibilities and skills, qualifications, and experience which leads to job misfits. I have witnessed tech panels wanting candidates with experience of more than 5 years even when technology is just a year old. So even though an applicant actually meets the written qualifications, they may be later rejected on grounds of experience and then the hiring manager finally decides to rewrite the JD 2) Importance of Employer’s Brand- Some companies have not developed a reputation as “Employer of Choice”, and so they are assumed as of company/firm with the compromised capability to attain and retain talent pool. So getting feedback from Consultants from the client of such a company is a little challenging. I am saying challenging not difficult, many times this truth is being ignored in the industry that candidates from even such firms/organizations might turn out to be the biggest client a few years down the line. 3) Resume ranking by ATS-Sometimes candidates apply for a job that is not currently open or late application against open jobs, during times of lean recruiting budgets, overburdened consultants we simply don’t have the time to visit all of the corporate resume databases. We only have time to look at applicants who apply for a specific open job quickly and who are ranked highly by the ATS system and we proceed. 4) Resume from Employee reference-I have witnessed a candidate saying that my friend who has applied with me got feedback but I did not just because he has his relatives working or something in a similar fashion. This happens sometimes situation on situation basis. Just for an instance, One of the company employees recommended somebody from his known circle, based on his/her credibility we assume “Good people know good people “and so we give them preference to respond. 5) Reference Check Negative and Candidate denial-There have been various instances wherein candidates get rejected on grounds of reference check which gives a picture of the candidate’s background, providing more authenticity to the process. And when we give this as feedback to the candidate explaining facts which are totally denied by them and I could see it ending not very pleasant and bad words go around, sometimes in exaggeration which discourages consultants especially when we are in our beginning phase of the recruitment life cycle. 6) Organizational Confidentiality Issues –Sometimes Clients give you a response that we can't afford to express eg some demographic group they are hoping to build their business around and they expect consultants to respect their confidentiality on these etc. 7) Candidates from not Preferred Organizations-There are various parameters based on which company declares and decides not to be in alliance with a certain company and so they are skeptical to take candidature of the candidate of such company ahead. 8) Sometimes job exists only on the paper-Sometimes roles are being placed for market intelligence and scoping and they do trial and error on this to check the availability of such candidate of a particular skill combination, based on this many a times they restructure and modify their JD. 9) Consultants’ dependence on the Client-Sometimes organizations avoid the planning phase of recruitment either they want to go for capability building eg training existing resources or looking for a new hire, either they want to go to promote/fill somebody internally or they want fresh blood and in this way forecasted positions either goes on for the hold, some times aged a lot and sometimes it gets even canceled. 10) Inadequate knowledge of Consultants-Its very imp for a consultant to be well qualified, knowledgeable, resourceful, passionate with a high energy level, rich in market intelligence, and possess the ability to prioritize things in the given platter. One needs to analyze the job specification for the requisite position and understand the skills, qualifications, experience required, be well versed with interviewing and questioning techniques, good leadership with sound interpersonal skills, and yes share information accordingly respecting organization decorum. Mistakes at any point in the recruitment cycle would not only add to the recruitment cost in terms of time, effort, and cost but also can lead to incomplete and inappropriate informational flow which can be proved harmful to the company’s health and goodwill. 11) Last but not least “fear of litigation” -consultants do not like to be disputed or sued. In recruiting, we have what is known as a “hiring funnel” or yield model for every job which helps to recruit practitioners to understand what set practices, channels, timelines,s and numbers of applications we need to generate in order to get a single hire. And in the entire staged process there are various policies, people, processes associated with it which cannot be ideal and standard all the time so in that case, anything a recruiter does, frame feedback in best of his/her words to explain the ground reality, could be easily questioned by anyone at any point of time. And trust us we all do not come from legal backgrounds and like other human beings we can also do mistakes.
In our interconnected world today, Immigration and demographic changes have made the world more diverse. The modern world has realized the importance of Intercultural collaboration and considered Diversity as a necessity for humankind as biodiversity is for nature. And so, developing & demonstrating Intercultural competence is considered a crucial skill and new normal of the Modern era.It acts as an essential endorphin of a democratic world today What is Cultural competence? Generally, It is the sum of a way of life, including expected behavior, beliefs, values, language, and living practices shared by members of society which includes showing respect for every Individual or employee, regardless of age, gender or religion. In the International context,Intercultural competence is a range of skills but two important components of this skill are (Inclusiveness and tolerance). Why is Intercultural competence important? As we all know Globalization encompasses more than just increased competition between countries, regions, and certainly companies and it allows us to live in a world in which cultural and regional borders are dissolving more and more. Previously, the workforce remained relatively homogeneous but now the workplace and the interactions between companies are marked by cultural diversity. So this powerful skill has strong potential to strengthen social cohesion, promote greater solidarity in the international community and It has certainly the power to turn differences into shared success. Those who are able to develop & demonstrate cultural sensitivity & tolerance by practicing these crucial skills, will minimize potential difficulties during a foreign assignment or in connection with cooperation in international teams. What all skills are considered as a constituent of Intercultural Competence? Intercultural Competence includes Skills (Listening, Observing, Analysing, Observing), appropriate communication (Behaviour, Dialogue, Literacy, Language), Attitudes (Openness, Curiosity, Discovery, Respect), and behaviors in accordance with the expectations of a specific culture (Identity, Beliefs, Self-Awareness, Values), the characteristics of the situation, and the level of the relationship between the parties involved in the situation. What are the ways to develop Intercultural competence? Our current life situation is shaped by our awareness and ignorance. To develop effective intercultural competence, the first step is self-awareness. It is important to realize how you have been programmed by the culture that defines you. Once we know about it, we figure out the way to deal with it, which greatly impact us and allow us to see things more objectively, And so we start promoting Cultural pluralism, mutual cooperation, and mutual respect among people of different countries. However, Education and Experiences have great power to develop intercultural competence. They help us to make us more mindful and aware of the importance of communication, flexibility, tolerance for ambiguity, and cross-cultural empathy. Are there any examples of Intercultural competence? India is certainly a brilliant example of demonstrating cultural competence. This is because of its 5000 years old civilization and has people of diverse religions, cultures, castes, etc living together peacefully for many centuries. Europe’s tremendous diversity & cross-cultural interaction is a great example. Many Countries of Europe like Germany acts, programs and projects deal in many ways, with improving mutual understanding. Canada certainly is an excellent example of Unity in Diversity and people demonstrating their cross-cultural competence. There is very low racism in Canada and people are warm and friendly. Summary Cultures can be very different, not only between nations and continents but also within the same country, city, company, and Familie. And so it is required to learn to have more empathy and approach to communicate & deal with people effectively. However, It is necessary to highlight that the ability to interact with different cultures cannot avoid conflicts between groups and individuals, but, when they are inevitable, these social skills & ability allows individuals to deal better with conflicts. Individuals who have acquired this skill are more motivated to engage with other cultures and are open to new or different ideas are going to be more likely to be valued and make use of information that helps them adapt to new environments. And that’s why it has become our responsibility to raise awareness about the importance of this skill for people and businesses alike.
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