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Happy Diwali! Festival of Lights, Lessons for Life: Top 10 Takeaways

Vipul Mali — Sun, 19 Oct 2025 18:10:08 +0000

Diwali’s core message is the triumph of light over darkness, goodness over evil, and knowledge over ignorance and a gentle reminder to renew our lives with clarity, compassion and purpose. It invites families, communities and individuals to illuminate their inner world, reconcile differences and begin anew with gratitude and hope.

The heart of Diwali

Diwali, the Festival of Lights, symbolizes inner awakening by lighting diyas outside mirrors the light we nurture within, dispelling fear, confusion and negativity. Across traditions, it celebrates renewal, prosperity and ethical living: welcoming abundance with responsibility and joy with humility. Its five days from cleansing and prosperity rituals to gratitude and sibling bonds offer a complete arc of reflection, celebration and recommitment to values that uplift everyone.

10 learnings from Diwali

Choose light daily
Darkness thrives by default wherr light requires intention. Commit to small, consistent acts of clarity: a truthful conversation, a mindful decision, a kind gesture. These become beacons others can follow.
Let good prevail in conduct
Diwali’s stories remind that righteousness is not loud; it’s disciplined. Align choices with principles even when it’s inconvenient. Right paths may be longer, but they lead to lasting peace.
Cleanse to make space for growth
Decluttering homes mirrors inner cleansing. Release grudges, stale habits and limiting beliefs. Empty space is not loss, but it’s readiness for better things to enter.
Prosperity is stewardship
Welcoming abundance is also pledging responsibility. Let wealth, money, time, influence flow into fair work, community care and opportunities for those with less.
Begin again, wisely
New beginnings stick when rooted in reflection. Review what worked, what didn’t and restart with corrections, not just intentions. Progress is renewal plus learning.
Community strengthens resilience
Lighting one lamp is beautiful; lighting a street changes the night. Invest in community, celebrate together, volunteer together, grow together. Shared joy multiplies strength.
Knowledge dispels confusion
Confusion isn’t weakness; it’s a cue to seek understanding. Study, ask, listen. Light is another name for learning that reduces fear and expands possibility.
Protect the environment while celebrating
Joy does not require harm. Choose eco-friendly decor, minimal noise, responsible waste practices and mindful consumption. Let celebration honor both people and planet.
Gratitude before ambition
Offer thanks for health, family, mentors and lessons learned. Gratitude stabilizes ambition, ensuring growth that uplifts rather than consumes.
Bonds are built by presence
Diwali reminds us to show up fully. Share meals, stories, prayers and time. Relationships don’t thrive on intention alone; they flourish through consistent presence.

Practical ways to live the message

Light within: Start your day with five minutes of quiet reflection or prayer; end with a quick gratitude note.
Clean and renew: Declutter one shelf per week; let each item you keep earn its place.
Give back: Pick one cause and contribute monthly by money or time so generosity becomes a habit, not a season.
Learn weekly: Commit to one skill, one book, or one conversation that challenges and expands your perspective.
Celebrate mindfully: Use reusable diyas, low-waste decor, minimal noise and local sweets; support small artisans and local vendors.

May this Diwali bring clarity to your goals, warmth to your relationships and integrity to your choices.

Light your home and your path with purpose and carry that glow into every ordinary day that follows.

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Happy International Women’s Day!

Vipul Mali — Fri, 08 Mar 2024 10:29:53 +0000

Happy International Women’s Day!

Today, we celebrate the remarkable achievements and contributions of women worldwide.

Who is the woman in your life that inspires you the most, and how will you honor her today?

Embracing the Glory and Glamour of Womanhood

International Women’s Day is a global celebration of the social, economic, cultural, and political achievements of women.

It’s a day to recognize the remarkable contributions women make to society and to advocate for gender equality. This Women’s Day, let us honor and celebrate the strength, resilience, and beauty of women everywhere.

On this special day, let us take a moment to appreciate the women who have inspired us, supported us, and helped shape us into the people we are today.

Whether it’s our mothers, grandmothers, sisters, daughters, friends, or colleagues, let us thank them for their love, kindness, and strength.

As we commemorate International Women’s Day, let’s recognize the strength, resilience, and brilliance of women everywhere.

How will you support gender equality and empower women in your community today?

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Hiring New! Do Join our Live Session Today at 5 pm

Vipul Mali — Fri, 25 Mar 2022 10:47:29 +0000

We are Live now on https://buff.ly/3IxvmqU. Do join our Live Session Now!

Expert Talk Series Live Session on this Friday, 25th March, 2022 at 5 PM. This week our guest is Ajit Vadher having experience of more than 20 years in the Social Sector. He will speak on “Future Of India – Rural or Urban?”. We will also attend a live Q&A. You can also submit your questions in the comments of this post as well. See you in Live Talk. Do join are Live session on https://buff.ly/3IxvmqU

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Jr. Engineer – Control & Automation for a leading Engineering Company at Ahmedabad

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Salary- 3.00 LPA

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Hiring Sales & Marketing Executive/ Manager for a Engineering Company

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Work status- Work from office job

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Sales & Marketing Executive/ Manager for Leading Engineering Company in Delhi

Education: Any Graduation

Experience: 2 To 5 years

Salary: 35K to 50K

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Work from Office Only

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Urgent Requirement of Business Development Executive

Location- Ahmedabad

Experience- 4+years

Reference Code: 38234

Skills:- Building business relationships, Lead Generations, executing sales plans, Developing and executing sales and marketing strategies

Work from Office as well as work from home & Working hours will be flexible

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Urgent Requirement of Full Stack Developer (MERN)

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Experience levelrequired: 3+ Years

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Urgent Requirement of Full Stack Developer

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Work from office & 5 days working

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Flipkart, ShareChat, to buy back ESOPs

Vipul Mali — Wed, 23 Jun 2021 16:09:51 +0000

Flipkart, the e-commerce company, is thinking of buying back employee stock options (ESOPs) worth almost $125 million, while it works on raising funds.
This isn’t the first time the Company will be repurchasing ESOPs. In 2019-20, Flipkart India had bought back over 48,000 employee stock options, while the year before that, it had bought back 1,87,974. It had granted 2,04,940 options during 2019-20, compared to 2,94,187 previously.

Meanwhile, Mohalla Tech, the parent company of social-media platform, ShareChat ,and short video app Moj, announced its intention to buy back employee stocks worth $19.1 million. Only a few months ago, the Company had managed to raised $502 million at a valuation of $2.1 billion, entering the country’s startup unicorn club. Almost 200 current and ex employees of the Bengaluru-based startup who hold vested options will be able to participate in this scheme.
As per reports in the media, Walmart-owned Flipkart is in talks with investors to raise funds to the tune of about $3 billion, valuing the Company at $35 billion.

About three years ago, when Walmart had acquired Flipkart, it had kept aside about $500 million to buy back ESOPs from the employees of Flipkart. As a result, some of the employees in its 15,000-strong workforce had come into a lot of money.

According to the Times of India, Canada Pension Plan Investment Board (CPPIB), Abu Dhabi Investment Authority (ADIA) and Japan’s S SoftBank are considering becoming investors, putting in about $2 billion in the Group. Softbank may actually invest around $500 million.

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Hiring CCTV Technician, Market Research Analyst, React Native Developer and Many more…. Check and Apply Now!

Vipul Mali — Thu, 24 Dec 2020 06:08:24 +0000

Ref Code: 23543
Hiring Process Mechanical Assembly Engineer in Kadi GIDC Location
Education: Technical Qualification: B.E/ Diploma mechanical
Experience: 6 month To 2 years (Read, interpret and follow work instructions, engineering drawings, specifications, bills of materials, and other written instructions or procedures to accurately assemble equipment and products.)
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Hiring Telecaller (Female) in Ahmedabad Location
Qualification: Any graduate
Experience: 1 to 2years’ experience telemarketing
Location: Ahmedabad
Language: English, Gujarati, Hindi
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Hiring Account Manager for a leading Auto-Ancillary Industry in Ahmedabad Location
Education: B.com / M.com
Experience: 4 To 5 years (GST experience must, Must have team handling experience)
Location: Ahmedabad
Salary: 25 to 35 kpm
Call: 9714274730
Email: tanuja@postaresume.co.in

Ref Code: 23544
Hiring Process testing and installation Engineer in Kadi GIDC Location
Education: Technical Qualification: Diploma/CIPET / B.Tech /B.E. – Mechanical
Experience: 6 month To 2 years (Machine operating and process knowledge of plastic blow molding and plastic injection molding.)
Salary: 12,000 To 18,000 Rs /per month
Location: Kadi GIDC
Call: 9714274730
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Hiring React Native Developer for a Leading IT Company
Location- Ahmedaabd
Experience – 1.5-4 years
Required Skills : React JS, React Native, Mongo DB, Redux, Hooks
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Hiring Market Research Analyst
Location- Ahmedabad
Experience – 1-3 years
Candidate Should be flexible with night shift
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Hiring CCTV Technician at leading IT Company.
Location- Krishnapatanam (Andra Pradesh)
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POST A RESUME HR Consultancy has emerged as the well-known name in Recruitment Industry since 2007. Based at Ahmedabad (Gujarat, India), We are providing Recruitment and Complete HR Consulting Services across India, Africa and Gulf. We are Emerging, Vibrant and Professionally managed Recruitment Consultancy, which aims to provide our Clients with value added Human Resources Solutions based on Honesty, Integrity, Desired results and a Passion of Excellence. We recognize that our success depends entirely on how well we serve our clients and nothing else takes supremacy over our promise to provide Proactive, Appropriate and Receptive Professional Services.

POST A RESUME HR Consultancy serves the needs of the human resource management professional by providing the most essential and comprehensive set of resources available. In addition, we are committed to advancing the human resource profession and the capabilities of all human resource professionals to ensure that HR is an essential and effective partner in developing and executing organizational strategy. We believe that our success is defined by the quality of executives we recommend, and by the contributions these executives make to the clients we serve. One of our core strengths is building long term relationships with our clients.

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10 Interview Questions You MUST Ask Before Accepting an Offer

Vipul Mali — Tue, 12 Aug 2014 08:37:43 +0000

A job interview should be viewed as a two sided street. As a candidate, you should be interviewing the company just as much as they are interviewing you. I’ve had friends, family and colleagues all end up in the wrong job because they didn’t ask the right questions before they started. Be the candidate posing original questions of the hiring manager instead of merely answering all the questions you’re asked. It may seem a bit intimidating, but this out-of-the-box strategy not only benefits the candidate, who can show that he or she has done their research and knows what they’re doing. It could very well impress a potential employer who will see initiative and promise. Avoid surprises and check out these interview tips so you’ll not only get a job offer, you’ll also know whether or not to accept.
Interview Tip #1:
Ask: Where do you see the company going in the next one/five/ten years?
First consider: Rather than simply answering the age-old question of where you see yourself in x amount of time, try asking the hiring manager the same question. Where does he/she believe the company will be years down the line? Will the firm have expanded, in terms of capital or geography? Will it have branched out into other industries? What about financial growth?
Interview Tip #2:
Ask: What impact would I have on the team/in the company if hired?
First consider: Foremost, this question shows that you are confident; you are essentially asking the hiring manager how/if he thinks you and your skills will come into play once you land the job. The answer to this question should also give you a more personalized response than a general job description and help you to better gauge the ramifications of the position.
Interview Tip #3:
Ask: What qualities does the ideal candidate for this role possess?
First consider: Another question that could get you a more personalized response and a better feel for the job requirements, this inquiry shows that you are not just looking for any job, but a job where you actually have the skills/qualities needed to perform well. You could even reply to whatever answer you are given in an email following the interview, mentioning which desired qualities you possess, which you are working towards (such as mastering new software, learning a new language, etc.), and which you are willing to improve or master.
Interview Tip #4:
Ask: How long have you been with the company? For what reasons have you stayed?
First consider: This question might surprise your interviewer because you are asking something that she must answer personally, something that cannot be answered with a “we” or “the company”. The question shows confidence, and, if answered truthfully, can give you a better idea of how the company treats its employees, as well as the values of the company.
Interview Tip #5:
Ask: What kinds of opportunities may open up down the road for someone who lands this type of position?
First consider: Showing initiative and motivation is critical to a successful interview, especially if you’re just starting out. This question would be ideal to ask if you are a candidate new to the working world and concerned/curious about how a job could benefit you in the future, whether at the same company or elsewhere.
Interview Tip #6:
Ask: How would performance be measured for this job?
First consider: Alternatively, What goals would someone in this position be expected to meet? or What checkpoints should I be expected to pass within the first 90 days or so of employment? This can further help you determine whether the role is really suited to you based on whether you can keep up with the demands of the work environment.
Interview Tip #7:
Ask: Is this position a new position or a replacement job?
First consider: If the answer to this question is affirmative to the latter, ask why the previous employee is no longer working the role. Knowing whether someone you are stepping in for was fired or quit, and for what reason(s), is useful information.
Interview Tip #8:
Ask: May I speak with a member(s) of the team I will be working on?
First consider: This question goes along with interview tip seven. If you find yourself to be under consideration for a replacement job, there is really no way of knowing whether you are truly getting the facts from the person interviewing you because he/she has the company’s best interest in mind. Potential co-workers would probably be more likely to give you the truth about the working environment (i.e. how workers are treated, work relationships, and reasonableness of tasks and deadlines).
Interview Tip #9:
Ask: What do you see as the biggest obstacle to company growth?
First consider: If a hiring manager seems to have trouble giving an answer, or responds by replying that there are no obstacles, take it as a bad omen. No company is perfect, and you do not want to end up working somewhere where things are not the same as the way they are portrayed.
Interview Tip #10:
Ask: What is your company’s image in the industry?
First consider: How other brands in the industry view a company is a major reflection on the company’s reputation. Do your research beforehand and see if your interviewer’s answers match up with what you find.
Along with this list, remember to research the company before going in to ask company specific questions. You can see how excited (or not) someone is about the company and their products by asking the right questions. You’ll set yourself apart by knowing about the company as well.

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Bring Back the Organization Man

Vipul Mali — Fri, 16 Mar 2012 06:34:24 +0000

How to find good quality employees, how to hang onto them, and how to develop them into better employees — these are the questions managers across the world constantly wrestle with. I’ve heard them in Europe at Davos this year, and from multinationals across the globe. I’ve seen them ripple across the booming economies in Brazil and Asia, where my colleagues and I have studied the operation of Indian companies, which make huge investments in developing talent. We’re now in the process of studying Chinese companies, where it appears at a minimum they are beginning to do the same.
The one place the picture looks different is the United States. There certainly are complaints here as well about the difficulty finding the right candidates, but the narrative is quite different. Here the story is about getting a “just-in-time” workforce, finding the precise workers we need just at the time we need them but letting them go when our needs change and then replacing them with new ones. It’s a “plug ‘n play” approach to the workforce, and it’s not working that well. (In full disclosure, I wrote about this phenomenon in a book called Talent on Demand, describing how companies in the US have adopted this approach to talent management in order to deal with highly uncertain and volatile environments).
The weak link in that approach is that with the focus on outside hiring to get skills, few employers are providing development opportunities. Why bother developing when we can get the skills on the outside? US large companies have been filling 66 percent of their vacancies from the outside, in contrast to a generation ago where 90 percent were filled from within. Because one company’s outside hire of an experienced candidate is another company’s retention problem, employers rightly look around and wonder whether investments in their employees will pay off. These patterns reinforce each other: less development leads to a greater need to hire skills from the outside, and doing so reduces the need to develop internally; it also creates spillover problems for other employers for whom turnover reduces the ability to finance training.
All that would be ok except that employers are finding it difficult to hire the skills they need. The supply of skills in specific areas is uncertain, so the quality and price jumps around a lot. Some jobs require skills or at least sets of skills that are unusual, and finding a good fit outside is very difficult. Skills that one learns through training become scarce because few employers train.
For the employees, it’s not working well because they find themselves stuck in their current jobs. No one wants to develop them, no one wants to let them grow into a job when the alternative is to find someone who can “hit the ground running” because they have done that job elsewhere. So development and advancement are hard to come by.
Especially in slack labor markets like the one we have now, employees are also petrified that they will not appear to have the skills that are required to fit changing jobs, especially as companies restructure, losing their jobs in the process to some outside hire. So they freeze up, afraid to do anything that might look like a mistake.
Is it time to bring back the Organization Man?
In that model, which drove the US economy for most of the last century, employers made longer-term commitments to employees, where they invested in development to fill jobs, and where employees responded with commitments of their own in terms of performance. Jobs were filled internally with people prepared to do them, skill shortages were unknown, and employees were engaged with the needs of their employer.
A critic would say that if employers did that, employees would simply take those investments and leave. The only reason they leave, though, is because they can get a better job elsewhere than their current employer will give them. To keep good people, employers need to take a bit of a risk on them by giving them jobs that they haven’t already done. The employer should be able to take that risk; first, because they should have inside knowledge about who is promising and, second, because if they are right, the bet pays off by filling jobs more cheaply than outside hiring. The end result is that companies would be able to retain talented employees who are more committed to the organization. And employees would win too, growing in jobs and companies that they are loyal to.
What won’t work is pursuing this model half way, giving some employees some development opportunities but then still filling more senior vacancies from the outside. Why would someone wait around if it looks as though opportunity will not come?
Clearly, the jobs issue is not going to go away unless US companies figure out how to hire, and train, the talent they need.

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How to Be Happy at Work..

Vipul Mali — Tue, 31 Jan 2012 06:42:05 +0000

Article By Geoffrey James | @Sales_Source | Jan 30, 2012
____________________________________________________________
If you’re unhappy at work–or anywhere else, for that matter–it’s because you’ve made yourself unhappy. There’s an easy way to change that.
Let me start off with a little story.
I once knew a saleswoman–young, divorced–who got a diagnosis of breast cancer. She had to work and raise two kids while fighting the cancer. Even so, she managed to be happy at work, noticeably happier than her co-workers. In fact, she not only won her battle with cancer but subsequently became one of the top salespeople at Bristol Myers.
She was not, as it happens, naturally cheerful. Quite the contrary. When she started full-time work, she was frequently depressed. But she turned it around, using the techniques I’m going to provide you in this column.
That saleswoman once told me: When you’re unhappy, it’s because you’ve decided to be unhappy.
Maybe it wasn’t a conscious decision; maybe it crept up on you while you weren’t looking–but it was a decision nonetheless. And that’s good news, because you can decide instead to be happy. You just need to understand how and why you make the decisions.
What Are Your Rules?
Happiness and unhappiness (in work and in life) result entirely from the rules in your head that you use to evaluate events. Those rules determine what’s worth focusing on, and how you react to what you focus on.
Many people have rules that make it very difficult for them to happy and very easy for them to be miserable.
I once worked with a sales guy who was always angry at the people he worked with. The moment anything didn’t go the way he thought it should go, he’d be screaming in somebody’s face. He was making everyone around him miserable–but just as importantly, he was making himself miserable, because just about anything set him off.
For this guy, the everyday nonsense that goes on in every workplace was not just important, but crazy-making important.
I once asked him what made him happy. His answer: “The only thing that makes this !$%$#! job worthwhile is when I win a $1 million account.” I asked him how often that happened. His response: “About once a year.”
In other words, this guy had internal rules that guaranteed he’d be miserable on a day-to-day basis, but only happy once a year.
One of the other sales guys at that firm had the exact opposite set of rules. His philosophy was “every day above ground is a good day.” When he encountered setbacks, he shrugged them off–because, according to his internal rules, they just weren’t that important. When I asked him what made him miserable, his answer was: “Not much.” When I pressed him for a real answer, he said: “When somebody I love dies.”
In other words, the second sales guy had rules that made it easy for him to be happy but difficult to be miserable.
I’d like to be able to write that Mr. Positivity regularly outsold Mr. Negativity, but in fact their sales results were similar. Even so, I think Mr. Negativity was a loser, because he lived each day in a state of misery. His colleague was always happy. He was winning at life. He was happy at work.
Make Yourself Happier: 3 Steps
The saleswoman who had breast cancer was happy, too, and this is the method she used to make herself happy:
1. Document Your Current Rules
Set aside a half-hour of alone time and, being as honest as you can, write down the answers to these two questions:
What has to happen for me to be happy?
What has to happen for me to be unhappy?
Now examine those rules. Have you made it easier to miserable than to be happy? If so, your plan is probably working.
2. Create a Better Set of Rules
Using your imagination, create and record a new set of rules that would make it easy for you to be happy and difficult to be miserable. Examples:
“I enjoy seeing the people I work with each day.”
“I really hate it when natural disasters destroy my home.”
Don’t worry whether or not these new rules seem “realistic”–that’s not the point. All internal rules are arbitrary, anyway. Just write rules that would make you happier if you really believed them.
3. Post the New Rules Where You’ll See Them
When you’ve completed your set of “new” rules, print out them out and post copies in three places: your bathroom mirror, the dashboard of your car, and the side of your computer screen. Leave them up, even after you’ve memorized them.
Having those new rules visible when you’re doing other things gradually re-programs your mind to believe the new rules. You will be happy at work. It’s really that simple.
Oh, and by the way … That saleswoman? She was my mother.

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Is hiring women all that much more profitable than men?

Vipul Mali — Sat, 10 Dec 2011 14:01:40 +0000

Company experts feel that it is so. In fact, with many successful businesses, the female-male employee ratio is as now as much 30-70, with numbers only increasing.
Behavioural researches concluded that the fair sex was better in socializing and interacting effectively with people. Women were found to have more commitment in their careers, and were focused on developing and maintaining a long-term career.
With this find coupled together with the 2008 expectation of attrition rates increasing dramatically, it is no wonder that companies are now hiring more female employees.
One company commented that women were more ‘transparent’ and trustworthy and as a result established confidence in clients.
Is hiring women all that much more profitable than men? Growth-oriented company experts say it is a fact that just cannot be ignored.
IT companies have begun to cash in on the largely untapped female-employee benefits. They are now hiring and training many new female employees.
Experts add that although there are many benefits to hiring women, no ‘one size fits all’.
As for corporate trends and changes, gone are the days when being a woman attempting a career was yet another hurdle to cross.

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