Sameer Sharma

Thank you for the opportunity. I am fortunate to have met such a genuine Consultancy. Thank you for the guidance and support.

Cannot Thank the team enough. Very efficient and genuine to the core. Would definitely recommend to all my friends.

RSR is one of the most trust worthy companies I’ve come across. They have a friendly approach and a great knowledge about the industry. They provided me with immediate updates and required material. Extremely grateful to Rajesh sir and Manisha ma’am for going out of their way to help me out with the entire process and making sure that i get through the interview

At RSR Global, our core values are of utmost importance as it plays a significant role in employees recruitment and retention. Core values are the fundamental beliefs of our organization. These guiding principles dictate behavior and can help professionals understand the difference between right and wrong. Core values also help us determine if our specialists and applicants are on the right path and fulfilling their goals. Thus, a jobseeker would turn down a role at a company if they didn’t share its core values. It’s becoming clear that if an organization doesn’t take core values seriously, it’s putting itself at a serious disadvantage.

Strong and relevant core values shape a strong culture, by providing a form of unspoken leadership that guides and inspires employees and the workforce as a whole. These core values should be the foundation of everything you do throughout every aspect of business.

There are many ways one can embed its core values. The business decisions should be made keeping the values in mind. It should permeate through good leadership, reliable managers and leaders accountable for living the values. The leaders should demonstrate them through their everyday behavior. Employees don’t like hypocrites leading their organizations.

Choices should be made about the clients and suppliers based on those values. Provide recognition programs as a way for people to demonstrate how they are living company values, be it healthcare, medical or hospitality and to highlight examples of the kinds of behaviors that bring those values to life. Look at your internal recruitment processes on healthcare, medical and hospitality. Do you have candidates who represent what the company’s all about in their day to day behavior? Are they the ones being promoted?

Values aren’t only an essential part of effective recruitment. They are a crucial reason why people choose to stay working for you and they are also a vital element for attracting clients.

Core Values At RSR Global

A company’s core values directly impact the organization’s culture. At RSR Global, our culture, energy and excitement is contagious. We are true innovators and thought leaders. Our company’s core products and foundation are built from our employees ideas. Here are some of our company values:

  • agility
  • approachability
  • belonging
  • creativity
  • diversity
  • empowering
  • entrepreneurial
  • family-oriented
  • fun
  • hard work
  • inclusion
  • individualistic
  • learning
  • meritocracy
  • modern
  • nimble
  • originality
  • passion
  • respect for boundaries
  • shared prosperity
  • social responsibility
  • sustainability
  • learn-focused
  • traditional
  • work-life balance
  • humbleness and willpower
  • leadership by example
  • daring to be different
  • togetherness and enthusiasm
  • cost-consciousness
  • constant desire for renewal
  • accept and delegate responsibility

Examples of Corporate Core Values

At RSR Global, we refer to our core values as guiding principles that help to define how we should serve the community, within all sectors of recruitment. We have many examples of common core values for either healthcare, medical or hospitality recruitment at RSR Global

  • A commitment to sustainability and to act in an environmentally friendly way especially in hospitality recruitment.
  • A commitment to innovation and excellence especially in hospitality recruitment.
  • A commitment to do good for the whole community applicable in medical and healthcare recruitment.
  • A commitment to help those less fortunate applicable in medical and healthcare recruitment.
  • A commitment to build strong communities.

Recruiting Professionals Who Share Your Core Values In Healthcare, Medical and Hospitality

Here are several steps you can take:

  • Your first step in building a value based recruitment plan is to map out what beliefs and standards are important in this regard. Think about the different values that go into your organization, including individual values, societal values, brand values and organizational values. Build upon your list until you are confident in the values you have established. This will act as the foundation for your values based recruitment strategy.
  • When recruiting based on values, you want to be sure that those values are appearing in job adverts and postings, as well as on your career page. Infusing the values you have just identified in each and every job posting can ensure you are attracting the right audience from the very beginning.
  • Pre-employment assessments are tools or methods of evaluating candidates. They can include hard skill tests, interviews, cultural, behavioral, or cognitive tests. In other words, pre-employment assessments are any measures you take to get to know your candidates a bit better, usually at the beginning of the recruitment process.
  • Cognitive ability tests, including puzzles or brain games, assesses the levels at which a candidate learns. This includes solving problems and understanding instructions. Cognitive ability tests are particularly useful in measuring values related to problem solving or reasoning.
  • Personality questionnaires allow applicants to measure how strongly they disagree or agree with certain statements or situations. This is great for evaluating six major dimensions of personality including honesty-humility, emotionality, extraversion, agreeableness, conscientiousness and openness to experience.
  • Situational judgment tests use text, videos, images and questions to create lifelike scenarios where applicants can respond according to how they would react on the job. This provides insight into how a candidate might perform when on the job and also shows the candidates the realities of the job they are applying for.
  • Like pre-employment assessments, values-based interview techniques help you get to know your candidates better before you make a hiring decision. Role-play, interview questions based on values and follow-up questions can all help you identify candidates who fit your culture.
  • An assessment center provides an additional look at a candidate’s values through group exercises, role-play scenarios and other opportunities that show various aspects of their abilities. Incorporating an assessment center into your hiring or recruitment process can provide a more realistic look to your candidates, helping you determine whether or not their values match your own.
  • Translate values into action or behavioral based terms. Defining how your team members should behave in certain situations enables you to access interviewees with specific questions that reveal their core values.
  • Make your core values public. Create a page on your website that describes your values and reference them in job ads.
  • Create an onboarding process that includes cultural induction. Many companies do not have a well-defined onboarding and training process for new recruits. Go against the grain. Make cultural orientation part of your onboarding.
  • Make decisions based on your core values. Now that you have defined and expressed what your core values are, you must live congruently with them. This may mean making difficult and uncomfortable decisions at times. You may need to restructure your team or reevaluate vendor partnerships that compromise your values. You may need to turn down opportunities that are not a right fit for your organization. But in the long term, this will mean retaining key people within your organization for longer duration.

Employee Retention

RSR Global understands that employee turnover is expensive. Taking the time to find the perfect candidate, providing them with effective training they and getting hiring resources is time consuming too. However, there’s one thing organizations can do before they start the hiring process to make sure they are bringing on board the right people- creating and honing a list of organizational values.

Figuring out your organization’s values

The first step in boosting employee retention is starting at the beginning by figuring out what exactly your values are. Think about the aligned values, beliefs, behaviors and experiences that come together to your workplace what it is. Also remember, organizational culture and values don’t necessarily have to be forced.

In fact, they can come about in two different ways. Firstly, you can decisively define them and nurture them to create the environment you want, or they come about more organically as a result of the beliefs and experiences of your employees.

Once you have decided on a set of values that you want to hone and share with the world, you can then use them to fuel every action, strategy, decision and communication, whether that is in the hiring process or something like performance review systems.

So what should your values look like?

  • RELEVANT AND INSPIRING- make sure your values are relevant.
  • WELL COMMUNICATED-everyone needs to know what your values are. they should be cemented through training, reward programs and other initiatives.
  • FULLY EMBRACED-everyone needs to embrace the organizational values for them to be successful. If employees see senior staff flouting the values, they are more inclined to reject them too.

Why organization’s values matter for employee retention?

As a result, certain employees are more likely to leave, leading to a high turnover with high costs.

To avoid such situations, employees should feel comfortable to mesh well with their organization and coworkers. Having a strong team with a set of shared beliefs and values means companies can adapt and thrive quicker than those that don’t

It boils down to three key ways an organization’s values help employee retention and they are:

  • A BETTER STANDARD OF CANDIDATE-when potential employees love your core values and are inspired by them, they are going to apply for a job with you. This leads to a wider selection of potential candidates and opens the door for a higher quality employee to walk into an interview.
  • BUILD YOUR REPUTATION-Companies that shout about their values from the rooftop are more respected than those that don’t. When your workplace is renowned for having a strong culture and solid values, the word spread quickly.
  • ATTRACT STAFF WHO ARE A BETTER FIT-not only will you widen your pool of potential candidates by sharing your core values, but you will be able to pick the best people for the job. People are attracted to like-minded persons, which means you are more likely to attract employees who already share your core values if you are open and honest about them. These candidates will fit in better and are less likely to leave, leading to an increase in employee retention.

How to convey your organizational values to employees

  • SHARE YOUR VALUES WITH THE WORLD-put your values out there so that potential employees can see them before their interview. A simple page on your website will do the trick.
  • CREATE A CULTURAL INDUCTION-when you hire new staff, turn your onboarding process into a cultural induction too so that new employees can quickly get acquainted with your core values and what’s expected of them and the organization.

Once you have nailed your core values and listed them on your site for potential employees to scour, you can then make sure you emphasize them in the interview.

Finding the right employees is key to boosting employee retention and creating a successful workforce. The first step in that process is building a set of core values and beliefs. This way you will attract people who will fit in, leading to increased employee satisfaction.

At RSR Global, our community is comprised of ambitious individuals all with the drive to improve ourselves and the market. Our team collaborates, we work hard, we laugh a lot, we are authentic and we embrace change, allowingus to maintain our reputation position in the recruitment world.

How to Make a Professional CV ?

A Curriculum Vitae is a formal document that gives a recruiter detailed information about the candidate’s education, professional experience, and skills. It the first piece of documentation that is produced while applying for a job, providing a clear reflection of the candidate’s experiences. Creating a polished and professional CV is of paramount importance, to create the vital initial positive impression on the employer.

It’s crucial for job seekers be it in Medical, Healthcare or Hospitality roles to learn the art of creating an impressive resume that captures the attention of recruiters.

To help you create a strong and impactful CV, we have curated the following 10 tips for preparing the perfect job-winning CV:

Top Tips To Create A Job-Winning CV

  • CHOOSE THE CORRECT CV TYPE: There are several resume formats available, such as the combination resume, chronological resume, and the functional resume. A chronological CV is ideal for applicants who have multiple years of work experience, whereas a new professional should opt for a functional CV, which places more emphasis on skills and education rather than work experience.
  • HAVE A BLUEPRINT FOR YOUR CV: Devoting some time to pre-planning and organizing the content of your CV is an excellent idea.
  • PROVIDE YOUR COMPLETE CONTACT INFORMATION: Your CV should contain your complete contact details, including your name, email address, phone number, home address and Skype ID.
  • REMEMBER TO USE AN IMPRESSIVE, SHORT AND ENGAGING HEADLINE: A CV headline summarizes your academic background, skills&certifications, alongside providing a brief understanding of your personality and career aspirations.
  • LIST YOUR EDUCATIONAL QUALIFICATIONS: Create a tabulated list and illustrate your academic credentials- no further than tenth grade, arranged in reverse chronicled order.
  • DEMONSTRATE YOUR SKILL SETS: Make a list of the skills you have, including soft skills, technical skills and job-specific skills relevant to the position that you are applying for.
  • ADD PROJECT DETAILS AND INTERNSHIPS: Specify the duration of projects and internships that you completed, as well as the role you played in them.
  • THROW LIGHT ON YOUR EXTRACURRICULAR ACTIVITIES: Include a section that provides insights into your hobbies, interests and passions. Under this section, create a list of quiz competitions, college debates and sports that you took part in.
  • BE HONEST: Make sure your CV is100% genuine and does not contain any false information.
  • PROOFREAD YOUR CV BEFORE SUBMITTING: Double-check your CV for flaws in sentence structure, grammatical errors and spelling mistakes. Make sure that your CV is nicely formatted and that it uses the fontthroughout.

Submitting your CV

When it comes to applying for a job, there are several ways you can share your CV with an employer.

  • Saving your CV as a PDF- Most employers prefer to receive CV’s in the Portable Document Format(PDF).
  • Emailing a CV- When mailing a CV, you will likely be asked to send it as an attachment.
  • Posting a CV- When submitting your CV to a human resources website, review the upload instructions, the PDF is the most common format here as well.

Since a CV creates a first impression on the recruiter, it needs to have a unique effect. Following the steps above will enable applicants to produce an impressive resume to get shortlisted for a job interview with RSR Global within Medical, Healthcare or Hospitality recruitment.

RSR Global is highly trustworthy and reliable. Can I request RSR Global to open more offices in Kerala to assist other candidates to have more opportunities.

My experience with RSR Global Limited, UK through RSR Global, Kerala is cent percent satisfactory and I will definitely recommend them to my contacts for an overseas job.

I got to know about RSR global through one of my colleague. I later on approached Ms. Manisha regarding the same. She explained and guided me very well about the whole process and played an important role starting from making the CV to making the presentation. Raj sir is the mind behind all the successful interviews. His guidance is so upto mark that you cant go wrong in any of the stage. All in all I would like to thank the whole team of RSR global for putting their efforts and finding me the best job suitable for me in UK. The best part is that they dont charge any access fees as compared to other recruitment agencies. Truly professional and highly efficient. A big thanks to Manisha ma’am and Raj sir.

One of the most professional consultancy I’ve ever came across , they’ll help you in each & every step may it be interview prep , or anything special thanks to Manisha ma’am & Raj sir can’t Thank you enough. Please get in touch today & take your career to next level.

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Everyone has at least attended or will attend an interview in their life. Interviews are an important step while securing a new job, therefore, the question that arises is how to do well in a job interview. Being well-informed, good preparation and a professional attitude are important aspects in clearing the interview. When it comes to the difficult task of cracking an international full-time job, many candidates fear the fact that the HR head will flood the conversation with tough questions. In a nutshell, candidates feel the need for a better-guided session where they can learn the methods to succeed in any type of interview in the most effective manner. Well, based on our research and conversation with many successfully recruited professionals at international firms, we have made for you this quick guide to teach you the best techniques to crack an interview at an international level. If you want to know the hacks that may lead you to secure a lucrative job in a big corporation, then stick to this article. Acing the international job interview has never been better!

You should walk into every interview with the goal of receiving a job offer. While interviewing is not always easy, whether it’s face to face or through a virtual interview, there are a few things you can do to universally increase your chances of getting a call back and ultimately scoring an offer.


The impression you make on the interviewer often can outweigh your actual credentials. Your body language, attitude, interpersonal skills, and ability to communicate are evaluated along with your experience and education.

You and the interviewer should engage in a conversation – a mutual exchange of information and ideas. Only through such a dialogue can you both determine if you, the organization and the job are well matched or not. Preparation is the key.

In-depth research of the company and the job profile allows you to be ready for any unforeseen questions that the recruiter may ask you. A thorough understanding of the employer’s overall background is mandatory.

First, you must be well informed. You must get some knowledge about the position you are applying for, because interviewers will ask you questions related to it, so prior preparation is very important as it will make you answer any question fluently and confidently.

There are several preparations that you must do to crack the interview. Have a good night sleep before the interview day so that you will appear fresh and awake before the interviewers. Second, you must be dressed properly, which will give the interviewers a good first impression, as the saying goes: the first impression is the last impression. Finally, you must leave your home with adequate time and arrive at the interview place fifteen minutes earlier than the scheduled time so that you won’t be late.


  • Be on time
  • Be positive
  • Know the interviewer’s name, its spelling and pronunciation
  • Have some questions of your own prepared in advance
  • Bring extra copies of your resume
  • Have a reliable pen and a small note pad with you
  • Greet the interviewer with a handshake and a smile
  • Expect to spend some time developing rapport
  • Don’t be embarrassed if you are nervous
  • Focus
  • Maintain strong and confident eye contact
  • Tell the truth
  • Listen carefully to the interviewer
  • Never slight a teacher, friend, employer or your university
  • Watch your grammar
  • Be prepared for personal questions
  • Wait for the interviewer to mention salary and benefits
  • Don’t expect a job offer at the first interview
  • Close on a positive, enthusiastic note
  • No interview is complete until you follow up with a thank you note

In the end, hopefully you can decide whether you want to work for the company, rather than passively allowing a company to pick you. Be proactive and above all, know what you want. Make the decision to focus on the things you enjoy about their job rather than letting the downsides cloud your judgment and outlook.

So, let’s get started with some of the relevant questions that are asked at the interview:


When you are being interviewed for a new healthcare specialist position, you will want to make a good impression. Employers look for healthcare specialists whom they can trust as it involves the lives of their patients. Practicing for your interview can ensure that your knowledge, patience and desire to help people show your strength as a candidate.

  • How do you see the future of healthcare?
  • How do you stay informed with current healthcare advancements?
  • Tell us about yourself?
  • How did you realize that you wanted to be a healthcare provider?
  • What kind of care does an elderly client need?
  • Why did you choose to work in the healthcare sector?
  • Have you ever been faced with a patient who did not communicate or disclose important information? How did you manage the situation, and what was the outcome?
  • Imagine you must communicate bad news to a patient concerning their health. How would you manage the situation?
  • Tell us about your experience with a patient who required a lot of your time. How did you take care of that patient and still provide for your other patients with adequate time and care?
  • What makes you suitable for this job role?
  • What according to you is your biggest strength or weakness?
  • Why did you leave your last position?
  • How do you stay up-to-date with healthcare advancements?
  • What are your career goals?
  • How would you prove yourself to be an asset in this organization?
  • Can you think of any examples in our society when healthcare is a right? When is it a privilege?
  • What do you know about the current trends in our nation’s healthcare system?
  • Thinking of examples from your recent past, how would you assess your empathy and compassion?
  • What would you do in an emergency situation?
  • Talk about a time when you had to handle someone who was upset or angry.
  • How will you handle your workload within this Healthcare role?
  • What are the greatest challenges facing Healthcare both now and in the future?
  • Tell us a time when you provided exceptional quality of care.
  • What is patient confidentiality?
  • What values do you think are important working in Healthcare?
  • What is safeguarding in Healthcare?
  • What would you do if you didn’t get on with someone within the healthcare team?
  • What is Clinical Governance?
  • If you witnessed another healthcare professional treating a patient badly, what would you do?
  • How would you deal with an aggressive patient?


Interviews are definitely the most important and unavoidable part of bagging a job in the hospitality sector. It is important to do your homework beforehand so as not to get caught in any loopholes. Hence getting to know common relevant questions may help you significantly in the right direction of securing the job. In addition to this when it comes to the hospitality sector, the recruiters expect a flexible availability of the employees which means being able to work different shifts. Make this clear before affirming an offer made by the recruiters.


  • Provide a brief about yourself.
  • Why do you wish to serve in the hospitality industry?
  • What makes you believe that you are the best candidate for this job position?
  • Explain your strategy to deal with a difficult customer who is creating an issue on the premises.
  • What are your biggest weaknesses regarding your professional side?
  • What are your hospitality goals?
  • How do you motivate the people working with you?
  • If you could invite four people from the past to dinner, who would they be and why would you invite them? What would you talk about
  • What is a service host?
  • Where do you see yourself in 5 years from now?
  • What’s the culture like?
  • What inspires you?
  • What did you like most about your last job?
  • What personal achievements are you most proud of?
  • What skills are you trying to improve?
  • Do you work best independently or as part of a team?
  • What do you think are the most important responsibilities of this role?
  • Have you visited our establishment? If so, what stood out to you?
  • What makes our establishment different from our competitors?
  • Is your schedule flexible? What hours are you available to work?
  • What are your wage or salary expectations?
  • Describe the last time you delighted a customer or guest.
  • What does excellent service mean to you?


The physician interview is very different from interviews for other professions. The interviewer is tasked with finding a physician who meets all the clinical skills requirements and is a good fit for the facility’s culture. Physician recruiters want someone who fits well with the community, can connect with patients and has a good manner. Our list of medical interview questions represent all the questions an interviewer might pose from your decision to pursue medicine to your views on universal healthcare. The key is to think through your answers to the more difficult questions here before you walk through the door.


  • Discuss your decision to pursue medicine. When did you decide to become an MD and why?
  • Why did you decide to choose medicine and not another field where you can help others, such as nursing, physical therapy, pharmacology, education or social work?
  • How have you tested your motivation to become a physician? Please explain.
  • What do you feel are the negative or restrictive aspects of medicine from a professional standpoint?
  • If you had to choose between clinical and academic medicine as a profession, which would you pick?
  • What do you feel you might lose by being forced to choose?
  • What do you think are the social responsibilities of a physician?
  • How do you think National health insurance affects physicians, patients and society?
  • In what manner and to what degree do you stay in touch with current events?
  • What books, films or other media come to mind as having been particularly important to your sciences/non-sciences education?
  • What kind of experiences have you had working with sick people? Have these experiences taught you anything that you didn’t know beforehand?
  • Do you have any family members or role models who are physicians?
  • Which family members, friends or other individuals have been influential in your decision to pursue a medical career?
  • Does your academic record reflect any major challenges? If so, what are they and why did they occur?
  • What excites you about medicine in general?
  • What do you believe to be some of the most pressing health issues today? Why?
  • What are your greatest strengths and weaknesses?
  • As a pre-med, what skills have you learned to help manage your time and relieve stress?
  • If you could be granted three wishes for making your community a better place, what would they be and why?
  • What is “success” in your opinion? After 20 years as a physician, what kind of “success” would you hope to have achieved? Please explain.
  • What qualities do you look for in a physician? Can you provide an example of a physician who embodies any of these ideals? How do they do this?
  • What makes a good doctor?
  • What do you feel are the good and bad points about being a doctor?
  • What was the most stressful situation you ever faced? How did you handle it?
  • Tell us about yourself.
  • What are the qualities that make a good doctor and do you have them? How do your peers describe you?
  • How do you handle stress?
  • What do you do in your spare time?
  • How do you feel about doctor compensation?
  • What do you feel about Euthanasia, Abortion, Stem-cell research?
  • What role does research play in medicine? Have you ever been engaged in any research projects? Tell me about them.
  • How do you go breaking bad news to a patient who is terminally ill?



RSR Global is an international recruitment agency helping educational, hospitality, medical, banking and finance, IT and engineering, and healthcare institutes build efficient teams by matching them with qualified professionals. With our vision to illuminate the opportunity road map for professionals across the globe, we have led by implementing innovative techniques in talent acquisition.

Our team of consultants work tirelessly to help match a good employer with a good and deserving candidate. Our pastoral care is now considered among the best, walking down a qualified candidate all the way to an employer and further.

We at RSR Global have worked within the hospitality recruitment and healthcare recruitment industry for decades and understand how important it is to secure the correct job that meets your needs and aspirations. Your dream job can take your career to new levels and provide you with opportunities to discover the world. We are here to uncover new possibilities, connect you to the world and make the whole recruitment experience more efficient and less stressful.

Our team of dedicated experts have an individualized approach to recruit all our prospective candidates. We work together with our applicants to identify their education, skills, career goals and lifestyle to ensure that we can find the perfect job for each professional.

We support our applicants throughout their entire recruitment process, from CV advice, interview preparation and immigration applications. We are prepared to provide you with specialist advice at every step of the journey.

RSR Global is well-known for its expertise and reputation in terms of recruitments. At RSR Global we have developed a reputation for ensuring that our clients get the right hire the first time – every time. We take the time to get to know you, your organization and your hiring needs through our tried-and-true process, before attempting to place a candidate. Our consultants will walk you through every step of the way. We are here to assist you in navigating the complex process and various issues that may arise along the way of your international job hunt. We are highly respected within the industry, partnering with many of the most prestigious global brands. So, join us and let’s get started on your career journey!