Wednesday, October 07, 2009
1. They don't use text messaging. While only 20% of the adult population utilizes text messaging, over 50% of the younger generation uses it. In fact, they prefer instant or text messaging over email by a significant percentage. If you don't utilize text messaging to communicate with your candidates, you're likely missing a significant portion of this new mobile phone-reliant population that doesn't require a laptop to communicate. If you're not aware of the new IM applications and jargon, IMHO, you are so last year! In fact, the mobile phone is becoming the next must-use recruiting platform for those smart enough to successfully utilize permission-marketing techniques.
2. They don't blog. Having your own blog is no longer unusual, but it's still a great way to communicate your message to potential recruits. Blogs by corporate recruiters give potential applicants a chance to get a real, unfiltered message about the recruiting process and what it's like to work at the firm. They also provide an opportunity to make comments and ask questions before a formal application to the firm is made.
3. They don't have a MySpace or Facebook page. If you are a corporate recruiter and you don't have a profile of yourself as a recruiter (and as an individual person) on a social networking site like MySpace or Facebook, you are a relative dinosaur. Most old schoolers are afraid of MySpace because they've heard about the lurking molesters who can be on it (molesters can also use telephones, but that's no reason why recruiters shouldn't use them). Some think that these sites are for only young people, but the average age range of a user on MySpace is in the 30s. Facebook is the fastest growing of the two, but there are many other social networking sites that allow individuals to learn more about you as a recruiter and as a source of potential recruits. It used to be that you had to have your own personal website in order to be new school, but it's becoming okay to use social networking sites to display your individuality.
4. They are not using LinkedIn. Business-oriented social networking sites like LinkedIn might themselves be well on their way toward becoming old school, but for now, they're still an effective way for recruiters to become known and get referrals.
5. They don't use news alerts. As the amount of information that's available to potential prospects and corporate recruiters expands, you need electronic help in order to keep up with the latest news and what bloggers are saying. If you're not using Google alerts (or a similar service offered by Yahoo!), you'll never be able to keep track of the activities (and then comment on them to build the relationship) of your targeted top prospects. Old schoolers don't visit Google trends or digg.com to keep on top of what's hot.
6. They only use English. As the U.S. becomes more diverse, and recruiting from around the world becomes more common, only old-school recruiters recruit 100% of the time using the English language. Yes, even though the job itself requires English, it's often still a good idea to begin the conversation in the recruit's native language. [VS]: This may not be applicable to our work style.
7. Videos are too difficult. If a picture is worth a thousand words, think how powerful a "moving picture" would be. A significant portion of the world's population is hooked on visual means of passing information and telling stories (TV, streaming videos, and/or films). New-school recruiters, at the very least, periodically visit their websites like YouTube in order to keep up with the latest trends. The very best new-school recruiters either post their own online videos that visually demonstrate how great their company is or they actively encourage others at their corporations to post their compelling videos. Although new schoolers love all forms of video technology, old schoolers would never consider using online video interviews or reviewing portfolio or video resumes.
8. They don't use podcasts or jobcasts. The majority of new-school recruiting prospects probably don't even know what a Walkman is. Instead, they love MP3s or iPods (if you don't know the difference is you're probably old school). If you think they're just for music, put yourself in the old-school category. Even Walgreens is utilizing podcasts as a recruiting tool. If you haven't made a recruiting-oriented audio or video message available for download on these devices, you are missing a great opportunity to communicate.
9. They've never tried contests. What better way is there to create a buzz than to offer online contests. The top firms have found that these contests not only allow you to identify and hire previously unknown talent from around the world, but they are also a great source to gather ideas and innovations.
10. They don't use nonrecruiting places or websites. While old school recruiters frequently attend job fairs, new-school recruiters, much like their targets, like to hang out for hours at places that have never been recruiting venues, like Starbucks. They see recruiting at these places (especially ones located close to major employers) as an opportunity, whether it means recruiting in person or by placing messages on the protective coffee sleeves that fit outside the coffee cups (Accenture, Sun, FlipDog, and LAPD have all used coffee sleeves in this way). Other prime recruiting venues for new schoolers might include concerts and industry conferences, as well as alumni, sports, charity, and community events. Places where well-paid people (and thus, likely top performers) frequently dominate the crowd. Old schoolers also see no value in spending time in electronic forums or placing recruiting links and banners in frequently visited nonrecruiting websites.
Like it or not, it has become a fact that recruiting all candidates, especially the 5% that are innovators, is closely tied to changes in the way people communicate and learn. As long as those methods keep expanding, recruiters will either adapt quickly or lose their jobs. It's really just that simple.
Tuesday, August 11, 2009
Resume Is a French word meaning "summary", and true to the word meaning, signifies a summary of one's employment, education, and other skills, used in applying for a new position. A resume seldom exceeds one side of an A4 sheet, and at the most two sides. They do not list out all the education and qualifications, but only highlight specific skills Customized to target the job profile in question.
A resume is usually broken into bullets and written in the third person to appear objective and formal. A good resume starts with a brief Summary of Qualifications, followed by Areas of Strength or Industry
Expertise in keywords, followed by Professional Experience in reverse chronological order. Focus is on the most recent experiences, and prior experiences summarized. The content aims at providing the reader a balance of responsibilities and accomplishments for each position. After Work experience come Professional Affiliations, Computer Skills, and Education
C.V CURRICULUM VITAE
C.V Is a Latin word meaning "course of life". Curriculum Vitae (C.V.) is therefore a regular or particular course of study pertaining to education and life. A C.V. is more detailed than a resume, usually 2 to 3 pages, but can run even longer as per the requirement.
A C.V. generally lists out every skills, jobs, degrees, and professionalaffiliations the applicant has acquired, usually in chronological order.
A C.V. displays general talent rather than specific skills for any specific positions.
Bio Data the short form for Biographical Data, is the old-fashioned terminology for Resume or C.V. The emphasis in a bio data is on personal particulars like date of birth, religion, sex, race, nationality, residence, martial status, and the like. Next comes a chronological listing of education and experience. The things normally found in a resume, that is specific skills for the job in question comes last, and
are seldom included. Bio-data also includes applications made in specified formats as required by the company.
A resume is ideally suited when applying for middle and senior level positions, where experience and specific skills rather than education is important. A C.V., on the other hand is the preferred option for fresh graduates, people looking for a career change, and those applying for academic positions. The term bio-data is mostly used in India while applying to government jobs, or when applying for research grants and other situations where one has to submit descriptive essays.
Resumes present a summary of highlights and allow the prospective employer to scan through the document visually or electronically, to see if your skills match their available positions. A good resume can do that very effectively, while a C.V. cannot. A bio-data could still perform this role, especially if the format happens to be the one recommended by the employer.
Personal information such as age, sex, religion and others, and hobbies are never mentioned in a resume. Many people include such particulars in the C.V. However, this is neither required nor considered in the US market. A Bio-data, on the other hand always include such personal particulars.
Monday, July 13, 2009
We are urgently looking for Data warehousing professionals to be based at our Bangalore office, details mentioned below for your reference:
1) Role: Senior ETL Developer – Ascential Data Stage / Information Server
Work Location: Bangalore
Experience: 3 - 6 years
No of positions: 15
2) Role: Senior Developer - Ab Initio
Work Location: Bangalore
Experience: 4 - 7 years
No of positions: 3
For detailed job description please visit: http://ofssl.requirements.googlepages.com/currentopenings
Looking forward to hear from you to the earliest, kindly forward the details to your friends if not interested!
Aftab Mohammad Khan | Assistant Manager - Recruitment |
Human Resources Group I Oracle Financial Services Software Limited
Oracle Financial Services Software Limited was formerly i-flex solutions limited.
Connect with me:
http://www.linkedin.com/in/aftabkhan send invite at Aftab.firstname.lastname@example.org
Follow me on twitter: http://twitter.com/AftabMKhan
Check out my blog: http://hropensource.blogspot.com/ Continue reading...>>>
Friday, June 05, 2009
Few search strings I used for my searches and i come across on the internet mentioned below for your convenience:
1) site:www.linkedin.com Java inurl:in OR inurl:pub (This search will give all java guys on linked in)
2) related:www.pentaho.com/ (This string will search all the related companies)
3) site:LinkedIn.com inurl:in OR inurl:pub “looking * work OR job” OR “laid off” OR available SAP ~Consult (will look for profiles that have the word SAP and a variation of “consult” such as consultant or consulting)
4) site:LinkedIn.com inurl:in OR inurl:pub
5) site:LinkedIn.com inurl:in OR inurl:pub “looking * work OR job” OR “laid off” OR available
6) site:ning.com intitle:page
7) site:craigslist.org inurl:res
8) Tilde ~ and Plus +
Tilde in front of a word means any word “like” this word. It needs to be used with care since you have no control over what Google may think is “like” your word. However, if the number of results is small or if you suspect you may not know of some synonyms for your keyword, using the tilde may help.
The plus sign in front of a word tells Google to use exactly this word. This may be useful for two reasons. One, Google typically ignores what they call “stop” words, meaning very common short words like “the” or “in”. If you put a plus + in front of the, it will be included for sure. Two, Google “auto stems” which means that it will look for some variations of a word you include; if you search for manager it will show results with management as well. Put a plus in front of manager and the results will contain exactly this word. (Sorry, this may sound a little too technical, but it’s important to understand how your results are put together.)
Asterisk * is a very mysterious symbol in Google. Though it formally means “some words,” in reality (or is it better to say in practice?) it stands for “one word or very few words.” (The symbol * does not stand for a part of a word on Google as it does elsewhere.)
Here’s a quick example showing how it works. Search for “Oracle * Administrator” (plus keywords) and you will find Oracle Database Administrator, Oracle Discoverer Administrator, etc.
The asterisk * is actually a very powerful tool. Here are some uses.
If you are looking for an email pattern for a company or are trying to collect email addresses, you can use
“email * companyname.com” or
“mailto * companyname.com “
Since the symbol * typically stands for one word, you can add more asterisks to these strings and get different results.
(”email * * companyname.com” etc.)
Please note that since Google ignores special symbols, including the symbol @ in your strings is not necessary.
Here’s one of my favorite sourcing “tricks.” You can look for phrases and land on blogs, forums, and homepages, not resumes, but this may put you ahead of the competition if they only look for resumes.
Here are examples of Google searches for phrases. This would bring up pages written by people who work or used to work for or have something to do with Accenture. (Replace Accenture with your target company name.) Add your keywords to these strings to narrow down the searches:
“I work * Accenture”
“I am * Accenture”
“when I * Accenture”
10) site:www.linkedin.com inurl:in OR inurl:pub JDEdward * Functional +India (JDE functional guys in India)
11) (inurl:cv OR intitle:cv OR intitlel:vitae OR inurl:vitae OR inurl:resume OR intitle:resume) JDEdward ("Functional" OR "Financial") -job -jobs .in India
12) (inurl:Jobs OR intitle:Jobs OR intitlel:Opening OR inurl:Opening OR inurl:requirement OR intitle:requirement) Sales ("Software" OR "Financial") -job -jobs .in India
13) (inurl:Jobs OR intitle:Jobs OR intitlel:Opening OR inurl:Opening OR inurl:requirement OR intitle:requirement) Sales ("sales manager" OR "sales") (banking OR insurance) -job -jobs .in India
Tuesday, March 17, 2009
These challeng es are often sufficient to prevent growth from occurring, almost before it starts. They are consistently encountered at the early stages of significant organizational change. The capabilities to deal with them must be developed under high pressure; but in managing these challenges effectively, organizations develop capabilities much sooner than otherwise for dealing with challenges down the road.
1 Not Enough Time:"We don't have time for this stuff!"
This is the challenge of control over one's time. This challenge is represents a valuable opportunity for reframing the way that workplaces are organized, to provide flexibility and time for reflection and innovation.
2 No Help: "We're like the blind leading the blind!"
Some managers believe that asking for help is a sign of incompetence; others are unaware of the coaching and support they need. Meeting this challenge means building the capabilities for finding the right help, and for mentoring each other to develop successful innovations.
3 Not Relevant: "Why are we doing this stuff?"
A top priority for pilot groups is a clear, compelling case for learning and change. If people are not sufficiently committed to an initiative's goals, a "commitment gap" develops and they will not take part wholeheartedly. Building relevance depends on candid conversations about the reasons for change and the commitments people can make.
4 "Walking the Talk" - Leadership values
What happens when there is a mismatch between the things the boss says and his or her actual behavior? People do not expect perfection, but they recognize when leaders are not sincere or open. If executive and line leaders do not provide an atmosphere of trust and authenticity, then genuine change cannot move forward.
Challenges of Sustaining Momentum
These challenges occur sometime during the first year or two, when the group has clear goals and has discovered that new methods save more than enough time to put them into practice. Now the pilot group's real troubles begin. Sustained activity confronts boundaries - between the work of the pilot group and "internal" attitudes and beliefs, and between the pilot group's needs and the larger-scale company's values and ways of measuring success.
5 Fear and Anxiety: "This suff is ----"
The blanks represent the fact that everyone expresses their fear and anxiety with a different form of defensiveness.) How do you deal with the concerns of team members about exposure, vulnerability and inadequacy, triggered by the conflicts between increasing levels of candor and openness and low levels of trust? This is one of the most frequently faced challenges and the most difficult to overcome.
6 Assessment and Measurement: "This stuff isn't working"
How do you deal with the disconnect between the tangible (but unfamiliar) achievements of a pilot group and the organization's traditional ways of measuring success?
7 Believers and Nonbelievers:
"We have the right way!" say pilot group members. "They're acting like a cult!" say their other colleagues and peers.Riding on a wave of early success, speaking their own language, the pilot group becomes increasingly isolated from the rest of the orga nization. Outsiders, meanwhile, are put off and then turned off by the new, unfamiliar approaches and behavior. These misunderstandings easily accelerate into unnecessary, but nearly unavoidable, opposition.
Challenges of Systemwide Redesgin and Rethinking
These challenges appear as a pilot group's work gains broader credibility and confronts the established internal infrastructure and practices of the organization.
8 Governance: "They won't give up the power."
As the pilot group's capabilities and activities increase, it runs into the priorities and established processes of the rest of the organization. This leads to conflicts over power and autonomy and to a destructive, "us-versus-them" dynamic that nobody wants - and that could be avoided if the capabilities are in place for organizational redesign.
9 Diffusion: "We keep reinventig the wheel!"
Unless organizations learn to recognize and deal with their mysterious, almost unnoticed inability to transfer knowledge across organizational boundaries, people around the system will not build upon each other's successes.
10 Strategy and Purpose: "Where are we going? and "What are we here for?"
How do you revitalize and rethink the organization's intended direction for success, its' contribution to its community and its future identity? How do you improve the processes of conversation that lead people to articulate and refine their aspirations and goals for achieving them?
Friday, March 13, 2009
Employee retention strategies of the corporate HR world need no introduction. The need of the hour though is a well thought out retention plan from an employee's perspective. The ability to retain talent is a clear indicator for success.
Turnover - facts and myths:
Employee turnover is a serious concern for managements aiming to remain competitive in the global economy.
- According to Human Resource Management Association, 20.4% of the employees quit organisations every year in the health care industry. Other industries report a 12-15% turnover rate.
- A survey conducted by Kepner- Tregoe of Princeton, New Jersey on over 1290 employees, 64% states that top managements seldom initiate programmes to retain employees
Top management's attitude towards staff is a major cause for concern amongst employees. They consider that financial factors significantly motivate employee retention. Contrarily, Krepner-Tregoe's report shows that 40% of the employees feel that financial benefits are ineffective in their retention.
Employees are satisfied and happy when their basic needs are fulfilled. Organisations meeting these needs are considered 'talent magnets'. Attracting employees and retaining them is critical to reap the benefits of a great workforce. Financial factors although important are not the sole retention factors. Meetings, discussions and surveys help to understand employees' needs better.
Employees are rejuvenated when given responsibilities relevant in ensuring an organisation's success. According to Studs Terkel, author of Working, employees "search, too, for daily meaning as well as daily bread, for recognition as well as cash, for astonishment rather than torpor; in short, for a sort of life rather than a Monday through Friday sort of dying." Such work gives better results than any individual financial benefits.
Talent magnets ensure that their vision and mission statements are adequately communicated to their employees. Thereby employees become aware of their role in fulfilling organisations' goals. These organisations also encourage employees to innovate and keep them abreast of customer feedback.
Medtronics dealing in medical products from Minneapolis arranges annual holiday party where employees meet patients who are completely cured after using its products. Employees thus identify their accomplishments in a social context.
Genuine appreciation for the work accomplished motivates an employee and is inexpensive and easy. Talent magnets clearly distinguish between their annual prizes or awards and day-to-day appreciation, lest its significance should be lost. In an industry experiencing rapid turnover , Meredith Burgess of Burgess Advertising, a Portland, Maine company records high employee retention rate.
Doug Levin, CEO of Fresh Samantha, the natural fruit juice company, gets information from his managers every week regarding employees who perform outstandingly and sends them 'Thank You' notes. Oakhurst Dairy, of Portland, identifies star performers and gifts them dinner coupons or movie tickets.
A learning atmosphere is vital for employees' true career progression. Acquiring new skills enables them face challenging situations successfully. This is facilitated through training programmes or by assigning new projects or higher job responsibilities. It is an investment that attracts and retains the best employees.
Organisations like Hussey Seating of South Berwick design jobs that demand employees' mental alertness. Employees are also involved in process improvement and decision making activities.
Organisations can retain their employees by valuing their efforts in keeping the business going. Employees should have the autonomy to take independent decisions on certain issues. By thus trusting their abilities, the management displays its respect for the employees.
Keane inc., well known as a great place to work in encourages employee participation in the decision making process. The mutual respect organisations and employees hold for each other is a sure sign of success.
These indicators are simple and effective. Nevertheless many organisations do not follow them because most managers
- Are caught up in completing their work within deadlines and ignore even the simple needs of employees.
- Though competent in technical skills lack interpersonal skills
- Tend to believe that they know what satisfies the employees better than the employees themselves
HR managers need to guide their organisations to successfully attract and retain their employees. They should synchronise the organisation's goals and objectives with employee needs.
Attracting and retaining employees
No hard and fast rules to retain employees exist. Every organisation, its employees and their needs differ. Therefore, to understand and fulfill their needs organisations must focus on:
- Constant interaction with employees through meetings, surveys, anonymous suggestion boxes, informal conversations, discussions and by creating an honest and open work culture that encourages employees to voice their concerns
- Facilitating group discussions and surveys among managers and employees to identify work cultures and practices that aid high performance
- Offering salaries that are competitive in the industry though salary is not the only single or a major motivator
- Training managers and supervisors in interpersonal skills and people management techniques
- Providing growth opportunities for employees and conducting performance reviews to highlight their strengths and enhance performance
- Encouraging team -work to improve productivity and morale
Providing multi- tasking options based on their talent. Diverse work assignments encourages innovations
- Communicating to employees key issues that effect the organisation and employees interests
- Facilitating learning by holding seminars, meetings and discussions on business journals/articles etc.
- Defining with roles and responsibilities clearly
- Recognising employees accomplishments and making them feel an integral part of the organisation
The job expectations of present day employees have undergone great changes. Earlier employees worked primarily for a rewarding compensation. Today, they look beyond financial benefits. Individual recognition, good work culture, career growth and involvement in organisational issues give them more satisfaction.
Though the problem of employee turnover cannot be overcome totally, effective retention strategies need to be adopted. An effective retention strategy is an investment and will increase an organisation's productivity.Continue reading...>>>
Friday, February 27, 2009
Seven core competencies to develop and sustain a competent workforce
With businesses getting increasingly global, organisations are making considerable efforts to don a global appeal. However, it is hard to win a good bargain in a globalised economy. Globalisation brings with it certain challenges that call for changes in the method of business execution. Organisations operating in the globalised corporate landscape have on them a huge responsibility that entails fine-tuning their existing processes. The major changes envisaged include an overhaul in the workforce deployment techniques, distribution and production patterns and networking with employees, customers, employees and suppliers. The global enterprise of today is positioned to leverage all possible sections of business that look promising from a value creation perspective. Interactions between different quarters of business, that include internal and external stakeholders, customers and suppliers is one of the most critical determinants of success in the globalised workplace. Understanding how different components of making a competent organisation are juxtaposed leads us to appreciate the role of workforce management in the making of a globally integrated enterprise.
Several drivers play a critical role in building a global enterprise. However, it is finally the involvement of individuals and their execution capabilities that determine its success. Hence, undermining workforce management in the globalised corporate landscape can sabotage the process of building an integrated workplace. Having underscored the role of workforce management in building and sustaining a globally integrated enterprise, organisations need to work towards developing core competencies that would help them manage their workforce with a perspective of delivering performance. While every organisation is fighting for its own space in today's era of extremism, only those that manage to build critical competencies, as a part of their workforce management strategy would succeed. Most successful organisations cite two or three factors as determinants of their success. However, experts believe that in order to maintain a sustainable growth story, organisations need to develop seven core competencies. These competencies are critical for developing workforce capabilities and meet the demands of today's dynamic corporate landscape. The onus of developing these competencies lies largely with HR, however support from other functions is important to lend a complete and holistic approach to the process.
The seven havens
As mentioned earlier, a competent workforce requires an organisation to build upon seven core competencies. These include:
An insightful understanding of workforce capabilities
The first and the most critical pre-requisite for building a competent organisation is a clear and insightful understanding of its workforce demographics and capabilities. Leaders need to assess their standing in terms of talent and skills vis-à-vis their requirements. In addition, they should also be able to make predictions regarding the changes that are likely to impact the demographic picture of their talent stock. In order to get the right insight into workforce demographics, HR leaders need to focus on facts that provide information about human capital data, performance graphs and skills deployment. A clear understanding of these workforce parameters is important for HR leaders to make informed decisions regarding workforce deployment.
Understanding the 3 "C"s of labour demand-supply equation
While most leaders appreciate the role of making informed predictions about the future talent requirements, not many manage it successfully. In order to make meaningful and reliable predictions about the labour demand-supply equation leaders have to carefully analyse and infer the components that could threaten to create an imbalance. Experts believe that three factors can greatly impact the labour demand-supply equation, these are: capacity, capability and culture. Capacity denotes an organisations talent inventory and ability to build on it to meet future requirements. Capability is an organisation's competence in terms of skills, strategy execution and knowledge management, while culture underscores the alignment of corporate values with corporate intent. These three factors put together determine the success of making a globally integrated enterprise.
Tapping informal networks
Social networking is an inevitable by-product of formal networking. It is one of the most reliable sources of undocumented information that provides important cues to leaders about how to get work done, who commands respect among employees and what really irks employees. The informal knowledge conduits that emerge as a result of social networking thus should not be disregarded. Instead, it should be leveraged to their maximum potential.
Instituting support systems to enhance employee performance
Organisations should provide employees a congenial work environment that not only supports their work style but also helps them enhance their performance levels. Self-service tools for instance, can be integrated into corporate working to help telecommuting employees. Similarly, organisations should work on creating knowledge banks that can reduce information clutter and cut down on the time that employees spend on gathering useful data. A few techniques to boost employee performance:
Encourage informal collaboration across global locations
Organisations should provide a platform for employees to pursue their personal interests. For this employees must be encouraged to form groups based on their common interest thereby giving them an opportunity to indulge in discussions, meetings and other creative activities to propagate their interests.
Emphasis on employee education
Providing constant inputs to employees through formal training programmes and education tools is important to keep the workforce motivated and updated. Such corporate initiatives can prove to be extremely beneficial in lending companies a sustainable competitive advantage. Research reveals that organisations investing heavily in employee education initiatives enjoy better economic gains than organisations that have a rather conservative training budget.
Institute effective employee performance review and feedback systems Organisations that have a formal performance review and feedback system are far more profitable than organisations that demonstrate a rather casual attitude towards performance reviews. Offering employees guidance and feedback at regular intervals is extremely important to ensure sustainable performance levels. Organisations that manage to successfully develop these seven core competencies are better equipped to face the challenges put forth by increased globalisation. However, leaders and managers have to bear in mind that while these competencies figure as separate entities, they cannot be nurtured in isolation. Therefore, an integrated approach to building these competencies is important for achieving the desired level of performance.