Monthly Archives: September 2013

By Deependra (Dipy) Nigam

The success of every team, every unit, every division, every company and every group depends on mainly one thing – its PEOPLE.

Right people at right time in right members are critical.

The quality of team members and their cohesion and motivation are key determinants of success.

It is thus imperative that every team leader – first level supervisory upwards pays utmost attention to getting the right people to his team.

Continue reading … Recruitment is not the job of the HR department

Knowledge Sharing and Forums

By T Sreedhar

The challenge for the recruiters have become intense given the status of our economy, the  widening gap between what our stakeholders want and what we provide ( leading to constant conflicts which erodes the value systems of all stake holders) and more importantly ,the lack of unity within the recruitment fraternity.

Business by all means is good but by any means is not good.

Why do we have a conflict between the two?

Because we are insecure

When do we have the conflict?

When we are insecure!

Why are we insecure?

Continue reading … Knowledge Sharing and Forums

By Amit Tandon

Everyday millions of words are wasted on this topic. Today, I also decided to contribute to this lost cause.

There are almost as many theories to this as the number of employees globally. The answers range from plain “Emotional Satisfaction” and “Clarity of vision” to more complicated things like “Money” and “Recognition”.

All these things have already been tried with equal amount of success and failure across sectors. In the last few years, employees have become more finicky and have even started coming up with outrageous demands like Respect, Recognition and Coffee makers.

Continue reading … How to have your Employees and Eat them too

The Magic of Processes!

By Amit Tandon

I bet half the employed in the universe feel their organization is a complete mess. Some of them are also wondering how the hell this company has survived so far?

General feeling is that nobody knows what is happening. HR does not understand the business. Finance is always tightening the noose. Marketing does not understand the challenges or Operations and Vice-Versa. Still, the organizations survive!

Most of the time this feeling is there in larger companies who have grown year after year, recession after recession and so on. The basic reason for their survival is well defined Processes. The very same processes that are blamed for all the bureaucracy, inefficiencies and politics are normally responsible for the growth of the companies.

Continue reading … The Magic of Processes!

Writing a Resume? Spend a week on it.

By Amit Tandon

Resume is your marketing brochure, so work on it extensively. Candidates are sometimes rejected for spelling mistakes also because it shows they are not detail oriented.

Follow the Half Page Rule: – No one reads the complete resume. The most important part of your CV is the first half of the first page because that is what opens on the computer screen.

Think like an Interviewer: For an experienced professional, an interviewer looks for

Relevant experience

Continue reading … Writing a Resume? Spend a week on it.

HR – The New Marketing Department

By Amit Tandon

Ajay went for an Interview with a Fortune 500 banking company. He was made to wait for three hours at the reception while nobody attended him except for an HR Executive, who was also missing for the last two hours. Ajay walked off, swearing never to apply in that company again.

There are recruitments drives that happen all the time with IT and ITES companies, where half the candidates are sent back without any interaction. Then there are numerous cases where candidates are not replied to, or called multiple times for interactions for a position and later on offered a junior role.

Continue reading … HR – The New Marketing Department

By Amit Tandon

Most companies have a preference of recruitment consultants (or as some call them Vendors) that they want to work with. But, what they don’t realize is that a similar ranking also happens at the other end. So, when your recruitment consultant is not responding to your requests for CV, it might be time for some introspection!

At our company, we have one metric that I look at to prioritize a client – Revenue per Resume. This is like any other industry where you would rank your clients in terms of their profitability. What this does not mean is that the client is signed with us at the highest of pricing or gives us only high value positions. Following are some of the things that create a high priority client and leads to consultant spending more time on it:

Continue reading … Recruitment Firms do rank their clients!

After-effects of Appraisals

By  Amit Tandon

I was reading a book called ‘Empire of the Moghul’ and it talked about how Babur’s armies prepared in advance for Uzbek attacks after the winters. The preparation was based on historical data and not any news. Similarly today HR prepares for attrition after the appraisal season.

On the basis of their reaction to appraisals you can divide your employees in the following categories:

1.       Satisfied Employees – These employees are like tigers. I am not saying they are great performers, but they are an endangered species. Like a Tiger, they are very comfortable with their current habitat and will not leave unless there is a catastrophe. This includes top performers who are growing so fast that they don’t feel the need to change and laggards who have made peace with their incompetence.

Continue reading … After-effects of Appraisals

By Mohan Sood

Nearly every job interviewer will, at one point, ask a prospective employee if they have any questions about the job, hiring process or company. While the interview environment can be overwhelming, taking advantage of the questioning period is important to learn not only more about the position itself but help you stand out and learn more about whether you should or shouldn’t take the position.

Asking about required skills to succeed at a company is one question that will impress in an interview, especially if it’s framed against information learned from the application process. Not only will you hear an honest answer about what would be expected of you in the job itself, it can help you derive a more accurate and detailed idea of exactly what the company is looking for, helping you determine which strengths to highlight throughout the rest of the interviewing process.

Continue reading … Asking the right questions in your interview:

By Ms Rajul Doshi

  • Confirm date, time, location, contact person, interview process and list of documents required for the interview with your recruitment consultant.
  • Plan to reach the interview venue at least 30 minutes before the scheduled interview.
  • Go through your resume in detail and check for any mistakes and see if it needs to be updated. You should be able to answer questions on every point in the resume.

Continue reading … Checklist before Attending a Face to Face Interview