Job Search Tips

If you are looking out for a job change here are some tips for a successful job search:

1.            Tailor your resume and cover letter to the specific job and company you are applying for.

2.            Network, network, network! Reach out to people in your industry and let them know you are looking for a job. They may know of opportunities or be able to connect you with someone who does.

3.            Utilize online job search engines and websites, but don't limit yourself to just those. Also check out company career pages, LinkedIn, and professional associations.

4.            Be persistent and follow up with potential employers after applying for a job or after an interview.

5.            Be prepared for interviews by researching the company and practicing answers to common interview questions.

6.            Consider working with a career counsellor or coach to help with your job search.

7.            Keep a positive attitude and don't get discouraged. Finding a job can take time, but with persistence and a strong strategy, you will be successful.

 

Here are some tips for preparing for common interview questions:

1.            Research the company and the position you are applying for. Understand the company's mission, values, and culture, as well as the responsibilities and requirements of the position.

2.            Practice answering common interview questions, such as "Why do you want to work for our company?" and "What are your strengths and weaknesses?"

3.            Prepare examples from your past experience to support your answers. Use the STAR method (Situation, Task, Action, Result) to structure your examples and highlight your accomplishments.

4.            Be prepared to ask thoughtful questions about the company and the position. This shows that you have done your research and are genuinely interested in the role.

5.            Think about how you can showcase your unique skills and qualifications that align with the company's needs.

6.            Prepare yourself mentally and emotionally. Get a good night sleep before the interview, dress professionally, and make sure you have all the documents you need before leaving your home.

7.            Show enthusiasm and positivity during the interview. Be confident, but not arrogant. And let the interviewer know that you are excited about the opportunity to work for the company.

Remember that interviewers are looking for candidates who are a good fit for their company, not just someone who has the necessary qualifications. By preparing in advance, you can make a great impression and increase your chances of landing the job.

Employee Engagement

Employee engagement is a vital aspect of any successful business. It refers to the level of commitment and involvement an employee has towards their work and the organization they work for. Engaged employees are more productive, more motivated, and more likely to stay with the company long-term. In this article, we will explore what employee engagement is, why it is important, and ways to improve it.

Employee engagement can be measured by a variety of factors, including job satisfaction, motivation, and commitment to the organization's goals. Engaged employees are typically more satisfied with their jobs, more motivated to do their best work, and more committed to the success of the organization. They are also more likely to stay with the company long-term and to be more productive.

The importance of employee engagement cannot be overstated. Engaged employees are more productive and more motivated, which can lead to increased profits and improved customer service. They are also more likely to stay with the company long-term, which can help to reduce turnover and recruitment costs. Additionally, engaged employees are more likely to be creative and innovative, which can lead to new products and services, and help the organization to stay competitive.

So how can an organization improve employee engagement? Here are a few strategies:

1. Communicate effectively: Good communication is key to engaging employees. Make sure that employees are informed of company goals and objectives, and that they understand how their work contributes to the organization's success.

2. Recognize and reward good work: Employee engagement is often linked to a sense of accomplishment. Make sure to recognize and reward employees for their hard work and achievements.

3. Empower employees: Give employees the autonomy and resources they need to do their best work. Encourage them to take initiative and be creative.

4. Provide opportunities for growth and development: Engaged employees are often those who are learning and growing in their roles. Provide opportunities for training, mentoring, and career development.

5. Create a positive work environment: A positive work environment can help to improve employee engagement. Make sure that the workplace is safe and comfortable, and that there is a sense of camaraderie among employees.

In conclusion, employee engagement is an essential aspect of any successful business. Engaged employees are more productive, more motivated, and more likely to stay with the company long-term. By implementing effective communication, recognizing and rewarding good work, empowering employees, providing opportunities for growth and development, and creating a positive work environment, organizations can improve employee engagement and drive business success.

Candy’s on my Mind

Working in Middle East can alter your lifestyle to a great extent, for example during summers it is too hot for any outdoor activity and you develop a habit of visiting mall’s every weekend, for grocery / window shopping / kids entertainment etc. and this continue during winter as well J.

We too have developed this habit and visit local malls every week since last 6 years, for kids there are many things to buy / activities to do in play area, so to control their demands we set a rule of 1 thing a weekend, either to buy a toy or Candies else go into play area.

My Little one will plan for the weekend and decide beforehand what she want, one such visit we were going into the mall and she was quite so I asked what are you thinking, bang the response came CANDIES, it was the candy day for her. I asked anything else? Yes, the different type of candies I will chose today. So we went to the shop and she picked up her favourite gummy bear, coke bottle, Dracula teeth’s etc.

Next week the same ritual and I asked what are you thinking? Which ride to go in the play area and she took out a list she prepared during the week.  I asked you are not thinking about candies or toys? NO was the response. She was very clear on her requirements. With this she asked me what are you thinking and I was like 

“Mails, escalation, Appraisal, Tax, Twitter, home loan, salary increment, savings etc” I realised there is chaos in my mind. I was thinking of everything except the fun I was supposed to have with family.

This make me think the way we are managing our life’s, when we were kids, we were focused and clear on what we want to do that day or next day or the weekend even with little or no fund the fun was unlimited, we had friends, places to go and all the time in the world to study and enjoy.

 Now with monthly salary which in most cases many times higher than our parents we struggle to take out time to have fun, meet friends, spend time with family and deliver the quality work we are expected to do.

One issue I figure out is focused approach and the advice to all will be Stay focused on the goal …. not the distraction. When you start any new assignment / project or begin the day, list down the tasks and begin with the end in mind (7 Habits style), keep the distractions off to achieve the goal.

My Mentor advised to Channelise energy / anger / frustration into something productive. We all are busy / wants stuff or unhappy for some thing in life and it keeps bothering us day and night, it takes the focus to distractions rather than the goal. For eg. If you are unhappy with your job, channelise your energy to create a new CV, update LinkedIn profile, connect with your ex colleagues, network in the market to find a new job. Think how you can channelise your energy to be a star.

It is better to have candies in mind rather than chaos.

In the end to all those workaholic people killing themselves trying to prove their worth, listen to this song at least once every day, coz the race is long, and in the end, it's only with yourself J

Baz Luhrmann - Everybody's Free To Wear Sunscreen

10 Signs of an Old-School Recruiter

Here is a simple list that can be used by hiring managers to determine if the recruiters assigned to them are decidedly old school.


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.

Difference among CV Resume and BioData

People use the words RESUME, C.V., and BIO-DATA interchangeably for the document highlighting skills, education, and experience that a candidate submits when applying for a job. On the surface level, all the three mean the same. However, there are intricate differences.


RESUME

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
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.

New requirements at Oracle

Friends,

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!

Regards,


Aftab Mohammad Khan | Assistant Manager - Recruitment |
Human Resources Group I Oracle Financial Services Software Limited
Bangalore, India
Oracle Financial Services Software Limited was formerly i-flex solutions limited.

Connect with me:
http://www.linkedin.com/in/aftabkhan send invite at Aftab.mkhan@gmail.com
Follow me on twitter: http://twitter.com/AftabMKhan
Check out my blog: http://hropensource.blogspot.com/

Boolean Search Strings

The “real” work of creating effective Boolean search strings lies in the interpretive analysis of the need, determining what terms to include and exclude from searches and in what specific combination, in the analysis of the relevance of the initial search results, and the adaptive process of learning from the results to further refine the Booleans to find a large quantity of highly relevant results - people who are highly likely to be the right match for your hiring needs.

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.)

9) Asterisk
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