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<ul><li>If a bank wants to project itself as a customer-centric bank then it also has to be respectful and considerate towards its employees too. </li><li>After fixing the problem of a very high ratio of bad loans, <keyword id="45660" type="General" weightage="20" keywordseo="yes-bank" source="Orion">Yes Bank</keyword> is ready to focus on growth. Depositor confidence appears to be back with deposits having more than doubled in less than three years. </li><li>The bank’s rebranding exercise is to convey to stakeholders that a lot has changed around governance and transparency. </li></ul>At the start of the millennium, private banks were not just the toast of investors but consumers too as they offered better technology and user experience. However, two decades down the road, these banks that positioned themselves as customer centric are now making headlines for their falling customer service as well as poor treatment of their own workforce. In conversation with Business Insider, Prashant Kumar, the CEO of Yes Bank, says that charity begins at home and even if the Reserve Bank of India’s recommendations on customer service standards may seem onerous, they need to be implemented. Edited Excerpts: What about current service standards in Indian banking? The RBI recently came out with recommendations to improve the standards. What is your view? Fundamentally, I think this is very important. If you provide the right service to your customers, you should not think it will hit your profit. The core issue for the sector is taking care of customers in a transparent way. The recommendations can be seen as onerous, but we have to move in that direction. Anything that can be done for the customers and fair treatment should be taken up. The difficulty is in execution and costs, but there is no choice as bringing the confidence of the customer into the sector is needed. A viral video has put the spotlight on how banks are chasing growth. Even the Reserve Bank was asked for its view on the same. What is your view? Our core philosophy is to put the customer at the centre of all we do. The differentiation we would like to make between us and other banks is how responsive we are to customers. If you want to be a customer-centric bank, you have to be employee-centric. Ultimately, we are dealing with human beings. If I expect my employees to be respectful or considerate towards customers, it is a change in the thought process. The person cannot be any different from a colleague. You cannot have a split personality. We are among the top 50 Best Places to Work. What changes? We are trying to bring in this bank based on beliefs and not on what has happened. I believe that if you cannot treat your colleagues with dignity, you cannot treat your customers with dignity either. You have more retail investors than retail savings accounts. It seems retail investors have placed more faith in Yes Bank than depositors? Today, we have the distinction of having more than 5 million retail investors. We have 6.5 million customers. When you say debit cards, you mean savings accounts only. Our customers are more than investors. We definitely enjoy the distinction of having the largest number of retail shareholders in the country. A large number of retail investors have confidence in the bank’s turnaround. You undertook this rebranding exercise a few weeks ago. What was the reason behind doing it? The brand suffered after what happened to the bank. Ultimately, this was a large event, and in the case of banks, the trust and confidence of the customers matter the most. First, we did the clean-up and resolved all the legacy issues. We should not talk of large corporate issues when we speak of legacy issues. There was an issue around corporate governance and how it was run as a bank. Once you do such a clean-up and change a lot around governance, it becomes important to convey it to stakeholders. Today, the entire class of customers has changed thanks to digital adoption. When we undertook the brand refresh, we thought, design-friendly let’s make it design-friendly for our digital customers. If you see our current logo, it is more in terms of reflecting the value of the bank, which is about growth now that the turnaround is over. So you see a soaring bird in the logo. This bank has changed in terms of governance and responsiveness to its customers. The current design is not a closed box; it has opened up, which shows our transparency and responsiveness. The new logo is similar to the older design. Why was the new brand identity not totally different? There were a lot of inputs when we undertook this exercise two years ago. There were inputs that suggested we change the name of the bank, but we did not want to go by those inputs alone. We engaged professional agencies to do research with all the stakeholders, and they gave us feedback based on the inputs. The input we got was that people liked the brand. Everyone knows Yes Bank, and that is the strength of the bank. There were no negatives in the mind of the customers. The feedback about the tick was also positive. If we had changed the name of the bank, then it would have taken a lot of money and time to establish it in the minds of customers. So we decided to do a brand refresh. Yes Bank’s turnaround is unprecedented but your true test is to regain trust of consumers. The ratio of low cost deposits (CASA) is at 30% which is lower than other private banks. What are the results of your turnaround strategy in terms of customer acquisition? This kind of turnaround attempt has never been made, and today we can say that such an attempt has been successful. On the CASA ratio, we are lower than the market average. But if you look at this journey from where we started, our deposits have more than doubled in less than three years. We started the journey in March 2020 with deposits of Rs 1,00,000 crore, now we are at Rs 2,17,000 crore. The industry’s growth rate for deposits is not more than 10%, and in three years we have doubled. Yes Bank used to add 30,000 new customers each month, now we add 130,000 new customers a month on the CASA side for the last four months. That shows that trust and confidence have come back. Over the last year, CASA ratios at most banks have come down as customers have moved money from CASA to fixed deposits. Today, the question is whether we can grow profitably. We started out with a 16% NPA ratio. So we had to either recover (outstanding loans) or make provisions. Our operating profit has continued to grow, but there were times when there was a mismatch between recovery and provisions. You have given a target of increasing the net interest margin by 100 basis points over three years. How do you plan to achieve that? This will depend on three large factors. As a bank, we were unable to meet priority sector lending targets due to previous problems. Every bank is expected to meet priority sector targets, and if you do not meet these targets, a lot of money has to be kept in Rural Infrastructure Development Fund (RIDF) deposits, where returns are very low. Today, almost Rs 30,000 crore is kept in RIDF deposits, which is 10% of our balance sheet, and it earns 2-3% returns. Today, we are meeting the priority sector lending norms but there are subcategories. One such subcategory is the small and marginal farmer. Since the bank cannot meet this, we had to put money in RIDF deposits, and it is a drag of 35 basis points in margins. Second, if we improve CASA, our margins will also move upward. In three years, we have doubled deposits without increasing interest rates. The next phase will see an uptick in the CASA ratio. An improvement of CASA from 30% to 35% will see an increase of approx. 20 basis points in NIMs. Third, currently, in our portfolio, we do not have a single high-yielding asset class. We don’t have a presence in microfinance and we do not have a large credit card base. We do not have a large base of unsecured borrowers. Now that we have resolved past issues, we can look at slightly higher-yielding assets. That gives an increase of 50 basis points on NIMs. This is a clear roadmap for us. We would be very cautious and not do anything risky. The digital customer is the key base for all banks. Has the Yes Bank app changed? The mobile banking app is being changed. Now that the new app is being offered to some customers, we will launch it in the next few months. Your stock has been volatile for a while now and trades in a wide range. What is your message for investors who have bet on the bank’s turnaround? If there is a consistent performance from the bank, it will be rewarded by the market. Our effort has been to continuously deliver on that effort. You started with a very large bad loan book of nearly Rs 50,0000 crore. And you are expecting to recover Rs 5000 crore this year. Do you think that this would be the trend going forward too? If you look at the last three years, we have recovered or upgraded to the tune of Rs 20,000 crore from that book. We are expecting another Rs 5000 crore, and going forward, this will come down. What about loans that were converted to equity? We have transferred all assets and securities to JC Flowers. We want to focus on growth. Our net NPA is less than 1%. Are you looking to raise more capital? More capital at this point is not required, as currently our core capital is 13.3%, and with the warrant conversion, our core equity will move to 14.8%. The current capital is good enough for the next three years. What kind of a lending mix do you see for Yes Bank as you grow? Our strategy is more in terms of the opportunities available. In our country, the opportunity is more on the retail side. We would like to continue with the current mix. Currently, the large corporate loan book is 28% of the total book and it would remain in that region. The rest is retail, which will include the MSME book too. Are you likely to become an acquisition target yourself? Or would you consider a merger to attain scale? If you see the strength of this bank, it is its strong franchise. Otherwise, coming back to normalcy cannot be done in three years. Unless the franchise is strong, it cannot be done. It then does not make sense to become a target for acquisition. If you have a strong franchise, then you have strong capabilities on the management side or on the digital side. If you are lacking in some of these areas, then you can look at a merger to build strength in these areas. The franchise has been strong, which is why a comeback was possible. SEE ALSO <a href="https://www.businessinsider.in/finance/banks/news/yes-bank-ready-for-inorganic-growth-but-not-merger-says-ceo-prashant-kumar/articleshow/101035346.cms">Private sector banking ripe for consolidation: Yes Bank ready for inorganic growth but not merger, says CEO Prashant Kumar</a>

Improving workplace decorum – ‘RBI’s recommendations can be seen as onerous but we have to move in that direction,’ says Yes Bank’s CEO

<ul><li>Shouting or screaming is common, especially by <keyword id="636696" type="General" weightage="20" keywordseo="team-leaders" source="Orion">team leaders</keyword> in the sales function, which is a high pressure job, says Varada Pendse, an independent HR consultant. </li><li>Startups and their founders who chase fast growth are also proponents of a fashionable hustle culture that’s often dangerously close to abuse and toxicity. </li><li><keyword id="530113" type="General" weightage="20" keywordseo="hr-experts" source="Orion">HR experts</keyword> point out that the current law is also weak on harassment. </li></ul>A recent video of an HDFC Bank employee abusing his juniors on video call, went viral on social media. Enraged reactions have been pouring in since then with concerns being raised about lack of decorum, crazy targets set for employees and the overall work culture of an organisation. In the above case, HDFC Bank has <a href="https://twitter.com/HDFCBank_Cares/status/1665702138532757515?ref_src=twsrc%5Etfw%7Ctwcamp%5Etweetembed%7Ctwterm%5E1665702138532757515%7Ctwgr%5Ec242fb2427aa9cd56556f5d073e69e60398b1a1b%7Ctwcon%5Es1_&amp;ref_url=https%3A%2F%2Fwww.hindustantimes.com%2Findia-news%2Fhdfc-suspends-employee-after-video-of-him-abusing-co-workers-goes-viral-101685975962799.html">suspended the employee</a>, and initiated an investigation. “We at HDFC Bank have a zero tolerance policy for any form of misconduct at the workplace and firmly believe in treating all our employees with dignity and respect,” the bank said in a statement. While the vile screaming in the video has shocked many, HR (human resource) experts are not surprised and in fact say that it’s common across companies. “Workplace toxicity is not a rarity,” says Kamal Karanth, co-founder, Xpheno, a specialist staffing company, adding that toxicity manifests itself in different forms across teams and individuals — across sectors, not just banks. Varada Pendse, an independent HR consultant agrees that screaming is common, especially by team leaders in the sales function, which is a high pressure job with specific deliverables. “Berating employees, abusing and shouting is very standard. The usage of a four-letter word is also very consistent,” she adds. Yet another employee of a private bank that Business Insider spoke to alleges impossible targets which result in work hours that extend to 18 hours sometimes. Whose toxicity is it, anyway? Sales function, especially in banks and insurance companies, is a job of extensive pressures — and team leaders are mostly transferring the stress they feel from their seniors, to others down below. Most salespeople are high achievers who are also used to the culture of a toxic environment — and it has a cascading effect on the behaviour of the entire team. “They believe that it can give them results,” Pendse explains. Also, sales which is the lifeline of any organisation — is also a function where effort need not necessarily match the result. “If there is a role based on activity and not outcome there is a problem. A person may be working 10-15 hours a day, but the outcome may not necessarily reflect the activity,” explains A Balasubramanian, VP and business head at TeamLease Services. Experts believe that there are better ways in which management can motivate employees without passing on the heat they receive to their juniors. “If they can break it down into actionables that the juniors can absorb and execute it is great, otherwise it leads to such situations,” says Balasubramanian on the HDFC Bank viral video. Karanth says that startups and their founders who chase extensive growth in a short period of time —- are also proponents of a fashionable hustle culture. “It also rides dangerously close to abuse and toxicity. Good instructions empower individuals and their work, while abuse is debilitating. The thin line between instructions and abuse is hence the individual's intent behind the action,” he adds. From complaints box to social media Most organisations, be it large banks or even small firms, have HR policy that addresses most issues employees face at work. In most cases, complaints are encouraged. HR experts however say that the current law is also weak on harassment as such. “While there are provisions under the IPC for sexual harassment, there are no direct provisions for workplace abuse and harassment of non-sexual nature,” said Karanth. He adds that employees do have the right to invoke provisions related to defamation, slander, intentional use of abusive language, criminal intimidation etc. “When internal enterprise systems fail to hear and act against abuse, employees do have their individual right to seek civil or criminal action,” says Karanth. Pratik Vaidya, MD &amp; CVO, Karma Global, a staffing &amp; compliance organisation says that it’s necessary to have a workplace redressal committee within the organisation. “Generally, big organisations do have such a committee. The employee can approach the HR and complain of misconduct of the colleague and that can be recorded,” he added. The best way to tackle this problem is that the top management should guide team leaders to be more empathetic, according to Pendse. “The palate is shifting and the pandemic has changed the extent of resilience in people,” she explains.

Workplace toxicity is common but not enough gets recorded, say HR veterans

<ul class="summary-list"><li>Jorge Reyes had never been to Finland before he moved from Bogotá, Colombia, to Helsinki. </li><li>He was prepared for the extreme weather, but other aspects of Finnish culture shocked him. </li></ul>This as-told-to essay is based on a conversation with Jorge Reyes, 27, who moved from Bogotá, Colombia, to Finland, rated one of the happiest countries in the world. It has been edited for length and clarity.I moved to Helsinki without ever visiting Finland because I read that it was the <a target="_blank" href="https://www.businessinsider.com/moved-finland-happiest-place-never-visited-2023-12?r=US&amp;IR=T">happiest place on earth</a>.When I moved to Finland from my hometown in Bogotá, Colombia, I experienced a completely different lifestyle from what I had been used to. I knew that the weather was going to be a huge change, but there have been other interesting surprises along the way.<h2>Finnish people don't wear shoes in the office</h2>While it's not unusual to take off your shoes before entering someone's house, most Finnish offices also have a no-shoe policy. Some offices will have "indoor shoes," but for the most part, colleagues will wear socks.When I first moved from Colombia, I didn't bring any socks since I came from a warmer climate. I had to go out and buy interesting, fun socks with different fabrics and styles for the workplace. I bought some Pikachu socks and socks with funny logos.People around the world style their wardrobes for the workplace, but in Finland, we style socks.<h2>Naked saunas with friends and colleagues are normal</h2>There's a strong culture of saunas in Finland. Everyone usually has a sauna in their house or their residential building, and many offices even have one at their workplace.The interesting thing, which I was not aware of until I moved, is that it's the cultural norm to enter the sauna naked. People will chat and talk in the sauna, completely undressed. It's normal because the naked body is not considered taboo here. People have a high level of respect and decorum for each other, so there are no awkward stares or gawping.Personally, I have only used my building's sauna. It's not mandatory to go undressed, so in the beginning, I would wear swimming trunks. Over time, I've become more comfortable going naked.<h2>Investing in good blinds is a necessity</h2>During the summers, especially in July and August, there is barely any darkness, and the sun is always shining. It can be 2 a.m. in the morning, and there will be a glaring sun outside.I found it surprising how much time and effort people spend in choosing the right blinds and curtains. But I soon realized without the proper materials it can be difficult to sleep. I had to put extra curtains on my blinds so that I could sleep well and not have a detrimental impact on my sleep hygiene.The summer is also when people are always out because the sun is a rarity. When I first moved, it was hard to manage the amount of light we got, especially when the sun didn't set for a few weeks.<h2>Bear and reindeer meat are often served at markets and restaurants</h2>In most of the world, especially where I come from, they don't have access to bear or reindeer meat. But here, they serve it in the markets and restaurants as a meal.They prepare the reindeer sausage as kebabs. Reindeer meat tasted good to me, very tender and rich earthy flavor. I haven't tried bear meat yet, but I heard it has a similar texture to pork.It's my understanding that it is a popular dish in Finland and is often served during the winter holidays. I see reindeer meat mostly sold in local markets throughout the city.There are still many options for vegetarians and vegans, so the culinary scene is evolving.<h2>Getting public transport is so easy</h2>I am impressed by the wealth of options for public transport and how easy it is to get everywhere. In Helsinki, you can choose between the tram, metro, trains, and renting bikes.In Colombia, we only had the metro and the bus, but it was not easy to use and didn't go everywhere. Here, the transport goes directly to the airport, and there's a central station where all the modes of transportation converge.In the summer, I bike everywhere, but since it's so cold in the winter, I opt for these other modes.<h2>Finnish people are happy to shop secondhand</h2>Though people are fashionable and dress well here, they don't mind wearing secondhand clothes as an environmentally friendly option. People don't seem to care as much about wearing expensive clothes and prioritize comfort and their personal preferences over name brands or the price tag.In Colombia, it would be unusual to wear secondhand or thrift clothing. I don't even think we have that many stores to go to.<h2>Save dinner for the second date</h2>Although Finns use similar dating apps like Hinge or Bumble the way others do around the world, one key difference is how they treat first dates. I was warned early on that going to a nice restaurant on a first date may be considered "too much."In Colombia, on the other hand, first dates tend to be a nice dinner at a restaurant. Here, it's recommended to go to bars and cafés on the first date.

I moved to Finland after reading it was the happiest place on earth. Here are 6 things that surprised me living and working here.

<ul class="summary-list"><li>The <keyword id="11910362" type="UNKNOWN" weightage="60" keywordseo="florida" source="Orion">Florida</keyword> Department of Education voted in early October to penalize 8 <keyword id="11900653" type="UNKNOWN" weightage="60" keywordseo="school" source="Orion">school</keyword> districts that have <keyword id="6438835" type="UNKNOWN" weightage="60" keywordseo="mask" source="Orion">mask</keyword> mandates in place.</li><li><keyword id="11997074" type="UNKNOWN" weightage="60" keywordseo="school-board" source="Orion">School board</keyword> chairs in some of those districts told Insider they're constantly harassed by opponents of the mask mandates.</li></ul>Since the Brevard County, Florida, school board issued a <keyword id="11906064" type="UNKNOWN" weightage="60" keywordseo="mask-mandate" source="Orion">mask mandate</keyword> earlier this year, its chair, Misty Belford, said she's been harassed at board meetings and over the phone. "I was standing at our front door and asked a gentleman to put a mask on prior to entry and he called me a c-u-n-t," Belford told Insider. "So, you know, it's been fun."Across the country, school boards are becoming fierce battlegrounds in a culture war over <a href="https://www.businessinsider.com/illinois-school-board-member-resigns-dead-rodents-at-home-2021-10">mask mandates</a>, <a href="https://www.insider.com/colorado-school-board-candidates-anti-critical-race-theory-sweep-races-2021-11">critical race theory</a>, and <a href="https://www.insider.com/florida-school-board-member-death-threats-lgbtq-restaurant-field-trip-2021-11">other social issues</a>. <a href="https://www.insider.com/school-board-controversy-3-states-leave-national-organization-2021-10">Three states recently left</a> the National School Boards Association after the organization requested federal assistance with maintaining order in school board meetings.In Florida, the state board of education unanimously <a href="https://www.washingtonpost.com/education/2021/10/07/florida-mask-mandate-schools-battle/">voted in October to withhold funds</a> from eight school districts that imposed mask mandates. Insider reached out to the chairs of the eight districts facing penalties; three didn't respond to requests for an interview, and the chair of the Duval County school board said they couldn't speak due to pending litigation over the district's mask mandate.Three district leaders that spoke with Insider in recent weeks said they've been inundated with "threatening and vulgar" messages, and are seeing <keyword id="12109374" type="UNKNOWN" weightage="60" keywordseo="parents" source="Orion">parents</keyword>' "bad behavior" escalate at board meetings, to the point where one of them has a <keyword id="11894211" type="UNKNOWN" weightage="60" keywordseo="police" source="Orion">police</keyword> escort for her own protection.<h2>Bad behavior at board meetings and threatening phone calls</h2>Every school board leader that spoke with Insider said protests and unruly behavior from parents have become commonplace at their meetings.Belford said the majority of people who come to meetings in Brevard County speak against the district's mask mandate. The meetings often get heated and escalate due to "really bad behavior" from local parents, she said.Belford said she witnessed several protests outside board meetings with "people yelling and screaming obscenities at each other" - one of which <a href="https://bit.ly/3BZWDzZ">resulted in two people being arrested</a>. According to WKMG, police arrested a man for disorderly intoxication and trespassing and also arrested a woman for trespassing after they refused to leave a September meeting because they weren't wearing masks."We've had to really tighten the expectations for decorum in our boardroom," Belford said.Alachua County Superintendent Carlee Simon told Insider she has "been asked to resign or be fired every board meeting for quite some time."Frank Barbieri, chair of the Palm Beach County School Board, said in an email to Insider that "rude and vicious behavior" at his board's meetings had become "common and acceptable" to parents who say they're exercising their free speech.He cited the example of a recent board meeting where "an 8-year old girl stood next to her mother and proudly pronounced that the superintendent 'sucks.'" "Children live what they learn," Barbieri wrote in the email.The board chairs Insider spoke with also said they've received nasty messages from disgruntled parents at their workplaces. Simon said that her office is inundated with "threatening and vulgar" phone calls and emails, demanding that she resign over her district's mask mandate.Simon even has a police escort in and out of school board meetings because people "wait" for her after the events, she told Insider."No one has shown up at my home, which I am appreciative of, but, I have had those types of interactions," she said.<h2>The board chairs don't believe outbursts at meetings are representative of their communities</h2>While they say their board meetings are becoming increasingly ruly, the district leaders who spoke with Insider don't believe the people protesting mask mandates are representative of the communities they serve.Belford said that while the majority of people who come to Brevard County school board meetings rant about their opposition to masking, "I think we have to take that information with caution."She told Insider she believes most people who favor the mask mandate don't feel comfortable coming to the meetings because other attendees are often unmasked, and the environment can become raucous."They don't want to deal with having to walk through people screaming at them with microphones to get to our board meetings," Belford said. "So I think there's a misperception by the public in general that the board meetings are representative of the entire community."She said her email inbox "quickly transitioned to about four emails of appreciation for every one email of people being upset" once the school board decided to impose its mask mandate.Simon, who described the state education board's penalties as "a political maneuver," told Insider the majority of families in Alachua County - especially those with children too young to be vaccinated - were happy to have the district's mask mandate in place."It seems counter to the foundational principle of the Republican Party - to have local control - because it actually is removing local control," Simon said of the penalties, which the state's Republican Gov. Ron DeSantis <a href="https://www.businessinsider.com/desantis-threatens-withhold-paychecks-school-board-defy-his-mask-ban-2021-8">has championed</a>."We do have a group of people who believe we never should have masked and are very upset about that, but they're a smaller group, a considerably smaller group," she added.As Barbieri sees it, any outbursts at his board's meetings are a "microcosm" of larger social forces pitting people against each other over masking in schools."One of my friends characterized the state of the community today as a 'reverse' 9-11," Barbieri wrote. "The country is being torn apart."

Florida school board chairs say they're inundated with 'threatening and vulgar' messages, need police escorts at meetings

<div class="KonaFilter image-container display-table"><div><div class="image on-image">Elizabeth Shafiroff/ReutersDefinitely not this.</div></div></div><ul><li>Picking an interview outfit might be one of the more stressful parts of <a href="http://www.businessinsider.com/category/interview-tips">preparing for a job interview.</a></li><li>An ideal interview look shows the employer that you're a good <a href="http://www.businessinsider.com/dark-side-of-culture-fit-hiring-2017-8">cultural fit</a> for the company. </li><li>What not to wear to an interview includes suits at a laid-back start-up and T-shirts at a law firm.</li><li>Above all, interview outfits should be <a href="http://www.businessinsider.com/best-clothes-steamer">unwrinkled</a>, clean, and not revealing. </li></ul> Your interview outfit should be professional and put-together. It won't necessarily be the most stylish outfit you'll ever wear, but it should communicate confidence and a good work ethic.But the days of absolutely having to wear a suit to a <a href="http://www.businessinsider.com/how-to-interview-for-a-job-2018-1">job interview</a> are over, said Marc Cenedella, CEO of recruiting firm <a href="https://na01.safelinks.protection.outlook.com/?url=https%3A%2F%2Fwww.theladders.com%2F&amp;data=01%7C01%7Clmartin%40wfaa.com%7C61bba4c3410d4569578e08d5ae9fb7ba%7Cccd8a79b7268413b878971f8b6f4c0df%7C0&amp;sdata=41pCVzJF7Ziu1kbzKC0fOileT%2FpFrf8B2Y4vU6GRwFs%3D&amp;reserved=0">Ladders.</a>In fact, rolling up to the office in a suit or skirt suit when everyone else is wearing jeans could hurt you in the interview process. It shows you're not a cultural fit for the company."Some of the most common mistakes people make when <a href="http://www.businessinsider.com/business-casual-what-not-to-wear-to-work-2018-5">dressing for an interview</a> are following old and outdated advice or not taking the time to do their research and ask questions about the company culture ahead of time," Cenedella told Business Insider.Cenedella suggested reaching out to your recruiter, company contact, or the HR team to get a sense for what people at the company typically wear to work."You can always be direct and ask 'Will I feel out of place in formal business attire?'" Cenedella told Business Insider. "If they answer 'not at all,' you know it's expected."Regardless of the typical level of dress in the office, some decorum during the interview is still necessary - yoga pants, wrinkled shirts, or ripped denim shouldn't be in your interview wardrobe even for the most casual workplaces. Here are the 17 things you definitely shouldn't wear to a job interview:

17 things you should never wear to a job interview

Today’s hyper-connected professional world offers myriad means of self-promotion to make your profile searchable and discoverable in the online domain. To add more value, you can load your profile with academic details, professional &amp; personal achievements, photo-shopped selfies, videos and more – the list is literally never-ending. As for die-hard <keyword id="6354632" type="COMPANY" weightage="100" keywordseo="Social-media">social media</keyword> enthusiasts, sharing their views in real time is a must-do and they are extensively using their mobile devices for the same. With 1,43,199 tweets posted per second and 10 billion <keyword id="6354576" type="CITY" weightage="40" keywordseo="Facebook">Facebook</keyword> messages coming up on a daily basis, social media provides a lot of liberty to express your views and engage with your peer groups globally. 
 
But there could be some catastrophic consequences if you unleash your views that are controversial, blasphemous and infuriating in nature. You can end up in someone’s bad books, job prospects could be reduced or worse still, you can be fired from your current job. 
 In the past, there were quite a few cases where companies like BBC, Virgin Airlines and others had sacked their employees for social media misuse. We have also seen a US <keyword id="158654" type="POSITION" weightage="40" keywordseo="Congressman">Congressman</keyword> being forced to resign and apologise for exchanging explicit photos and messages. 
 
In these days, almost all candidates are researched on social media platforms during the recruitment process. Common attributes like your experience, recommendations, photos and status updates are reviewed by the human resource department before shortlisting candidates. Therefore, one should keep in mind 7 must-follow rules to enhance better job prospects. 
 
1. Give authentic info: Give actual information about your professional experience, achievements, qualification, awards and skills. Everything you mention here can be verified; so it is not a good idea not to overstate or exaggerate. In May 2012, <keyword id="6363100" type="CITY" weightage="40" keywordseo="Yahoo">Yahoo</keyword> <keyword id="5645" type="POSITION" weightage="40" keywordseo="CEO">CEO</keyword> <keyword id="231391" type="PERSON" weightage="40" keywordseo="Scott-Thompson">Scott Thompson</keyword> had to step down as his resume claimed a degree he didn’t have. 
 
2. Don’t voice your resentment in public: Maybe you’ve had a bad day at work, an argument with your boss, bad sales call or worse-than-expected appraisal. But that’s no reason to exhibit your ‘bitter’ mood on social media. Such resentment also hampers your chances of improving the situation at workplace. 
 
3. Strictly follow you organisation’s social media policy: Many organisations have social media dos &amp; don’ts in place and these are updated regularly. Make it a habit to read these manuals and ensure that you follow them. 
 
4. Don’t divulge classified information: You could be a part of some integral project in your organisation that requires confidentiality. Or you could be privy to scoops like new product launch, insider information, management transition, merger &amp; acquisition, etc. But don’t ever divulge such crucial information or you could be the first person to leave the company. For instance, in May 2013, <keyword id="6355174" type="CITY" weightage="40" keywordseo="Ford">Ford</keyword> Figo’s offensive ad creative was leaked online and led to massive outrage. This resulted into the digital agency sacking its <keyword id="99334" type="POSITION" weightage="40" keywordseo="Chief-Creative-Officer">chief creative officer</keyword>, along with his team, and the car-maker’s <keyword id="199615" type="POSITION" weightage="40" keywordseo="marketing-executive">marketing executive</keyword> also lost his job. 
 
5. Say no to racial, ethnic, controversial or radical views: Organisations prefer to stay away from controversies and also expect the same from their employees. Posting your views about political parties, religious sentiments, gender orientation, etc., on social media platforms will be viewed by the world at large. And that may ruin your chance of landing a job with companies that invariably do reference checks on social media even before conducting interviews. 
 
6. Don’t bad-mouth people: Blasting the new boss you don’t get along with, remarks on a colleague’s attire or comments like “our canteen food sucks, man” are suicidal in the professional world. What you are saying might not be irrelevant, but it’s a grave mistake to show your displeasure on social media platforms. The correct approach is to use the suggestion box or discuss it with your human resource people. 
 
7. Don’t get too personal &amp; juvenile: Avoid sharing private data like personal snapshots, excessive personal information and twaddle updates like “had a food binge last night &amp; suffering from stomach upset” or “feeling overworked at office… eagerly waiting for weekend.” Such updates put you in the category of naive &amp; immature people. 
 Always remember that social media platforms are not meant for bashing people or venting your frustration. Use them judiciously to stay connected with your <keyword id="343" type="ENTERTAINMENT" weightage="40" keywordseo="Friends">friends</keyword>, peers and professionals hailing from your area of specialisation. Maintaining the decorum on social media platforms is extremely important if you want to be taken seriously. 
 
My prediction is – in the near future, employers will adopt tools like social media index ranking as a parameter for candidate screening. So use social media to your advantage, keeping in mind the above points.' 
 
Image: Thinkstock

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