Category: Uncategorized

How Do Recruiters Find Promising Students On Social Media?

Using LinkedIn to recruit

Many business owners use LinkedIn to find and recruit talented students. This social networking site is designed to make it easy for recruiters to find job-seekers. That is why many students looking for jobs have LinkedIn profiles. A LinkedIn profile is very much like an online CV.

That does not mean that LinkedIn can replace a conventional CV. The role of LinkedIn cannot be denied when it comes to finding promising candidates online.

Recruiting from Facebook

Facebook is now the most widely used social networking site. Users like Facebook for a host of reasons. You can create your personal profile, exchange messages, and add others as friends. There are numerous groups and events, and the members share not only text but also photos and videos.

Although most users of Facebook use it for connecting with their near and dear ones, organizations are now trying to get the best out of this social networking site. It benefits the students, too. However, things are a lot easier for students these days.

Recruiters can access the information of students and contact them. If we look at the phenomenon from a career perspective, we can see that Facebook is a really easy way for recruiters to contact promising students and interview them to know if they are capable of getting the job done.  All these have been possible mainly because of the informal nature of the site. When a recruiter communicates with a student, the conversation goes smoothly, because they are ‘friends’ on the site.

Tips for recruiters

  • Organize competitions. To get the best out of digital media, you can organize competitions where students can participate and prove their skills. Hold a competition and let students know about your company and the brands. Before they become professionals, they need to know these things and realize their responsibilities. The goal of such a competition is to let them know how your company works.
  • Set up a referral program. An employee referral program can greatly help you find promising students who can serve as your employees. If you set up a program like this, your current employees will also be happy. They can act as brand ambassadors for your company. If your employees refer to some promising students, reward the employees.
  • Do not take too long to hire. Some recruitment agencies take a long time to make decisions and lose many talents. If you take too long, your potential candidates will get hired by your competitors. Do not take too long, because, in that case, your candidate will either get another job or lose interest in your company. It is very important to value the time of your candidates. Do not let the students wait too long for your response. Contact them instantly.
  • Be flexible. When you contact students on social media, do not be very strict. Talk to them in such a way that they do not feel pressured. Give them a sense of freedom and flexibility, and keep the conversations in line with the informal nature of social media.
Some more Career Blogs:
Top Demanding Job In Future.
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1. Personalisation

Historically HR has focused very much on standardization and “One-Size-Fits-All”. Making the shift to an approach where the individual needs, wishes, and capabilities of candidates and employees are the starting point is difficult. Traditionally, many HR-practices take the needs of the organisation as the starting point. An example is recruitment we have an organisation structure, with a hierarchy, and well-defined jobs. Next step: how do we find the candidates that can fill the vacancy? Another example: most on-boarding processes are designed top-down: what do we want new employees to know when they enter the organisation? The reverse question is hardly ever asked: what can we learn from the new employees who enter the organisation?

In 2019 personalisation will get a lot of attention, and employees and organisations will benefit.

2. The Trust issue

Do people trust the organizations they work in? Do employees trust technology? Are people confident the organizations will use technology for their benefit? A recent global survey of Ernst & Young (“Trust in the Workplace“) showed that less than half of the respondents have “a great deal of trust” in their current employers, boss or team/colleagues.

trust in the workplace

The results of the annual Edelman Trust Barometer are a bit more promising: globally 72% of the employees trusted their employers “to do what is right” Trust in government and the media is a lot lower. The trust issue needs to be on the 2019 HR agenda because many of the HRinitiatives are designed under the assumption that employees trust the organization and that employees trust technology. Unfortunately, the trust level might be lower than we expect.

3. Development as a service

What can we learn from football? In football some of the top players hire organizations, as Your Tactical Analyst, to help them with their development.
Your tactical analyst

The provider gathers data about the player (per match), analyses the data and sits with the player to discuss the outcomes and the lessons. The provider is there for the player, paid by the player. The club of the player is not involved. This seems to work well, although some clubs do not like it. The interests of the player (the employee) and the club (the employer) are not totally aligned. The club wants to become a championthis year. The player wants to develop into one of the most valuable strikers in the world. The interests of the service provider (Your Tactical Analyst and others) are totally aligned with those of the player. “We are here to help you to become better”.

In business life we have not seen it a lot (a bit in the executive coaching area), but we expect, and hope, it will come. We see a great perspective for data-driven “Development as a service”.


4. HR Innovation Labs

Experimenting with new technologies and new innovative HR solutions can be enhanced by installing an “HR Innovation Lab”. Big innovative organisations, as Deutsche Telekom and RABO bank, are investing in teams that focus on HR innovations and the possible applications of HR Tech. We consider this as a positive development. It is good for the organisations, as they increase the angle of the learning curve. HR tech providers benefit, as they can work with and learn from sophisticated clients. It helps HR to change the image of HR, from slow and traditional to fast and innovative.

5. No more Paternalism

Often HR takes a very paternalistic and normative approach. “Our leaders and managers should be good coaches”. “We expect our employees to take responsibility for their own development”. “You cannot opt out of life-long learning”. Coaching is a good example. It starts with the global leadership model. These models (often a circle) always contain an element like “Developing People” and/or “Coaching. As an example, below the model of Leadership USA.

Leadership Competency Model

As the reality is that many managers are not good coaches, the next step is training (mandatory). Also, HR designs a process, that forces managers to have coaching sessions with their direct reports at least twice per year. The process is incorporated in the HR System, and when a manager starts her computer in the morning, the chatbot starts talking: “Good morning Tina, it is time for your bi-annual coaching session with (terrible) Tom, I have already scheduled it. Can you please complete the following preparation form?”. This approach is cracking, as it does not work. Neither Task Oriented Tina nor Terrible Tom is happy with the process. Why force people to do things they do not like, and they are not very good at? it is time to consider other approaches.

Some more Career Blogs:

Top Demanding Job In Future
Hr Interview Question That You Must Be Ready For

3 Ways to Figure Out What You’re Really, Really Good At (That Can Also Make You Money)

3 Ways to Figure Out What You're Really Good At (That Can Also Make You Money)

Finding our natural talents can be quite difficult to do. For me, it took me decades to find out that I was good at writing.

It was never a skill that I knew I had, especially since all I ever received in high school English were C’s. But here I am today, with millions of views on my content.

Much like many other people, discovering what your talents are can be extremely hard to figure out. Because of that, I sought out expert advice on how to not only identify but embrace and hone in on your natural talents. I reached out to Doug Wilks, a talent investigator who founded StrengthsLauncher.

Doug Wilks provided these three key insights to discover what your natural talents are:

1. What Thrilled You as a Child?

Take two minutes and recall your most joyous memories from elementary school.

What made those moments so enjoyable? What were the common threads?

Were you highly competitive as a nine-year-old? Maybe you loved soccer and couldn’t wait for recess every day. You lived for it. You cherished that moment you could run out to the practice field and start competing.

Or, maybe you enjoyed working on big, competitive, team-oriented projects? Your friends loved it when you were in their group. You had a knack for nudging the whole team’s grade from a B to an A. You relished these opportunities. It was thrilling.

As you ponder these childhood memories, consider what similar activities thrill you as an adult.

You may still be highly competitive, but now you’re competing to win new business for your startup. You may still love complex, strategic projects, but now you do it for an international consulting firm.

Why do we make certain choices and enjoy certain activities? Why are we better at some things than others?

If you’ve ever taken the StrengthsFinder 2.0 assessment, you know that a “talent theme” (to use Gallup’s terminology) is a naturally recurring pattern of thought, feeling, or behavior that can be productively applied.

Understanding your unique talents gives you answers to these questions. Your unique talents show you why you make certain choices, enjoy certain activities and are better at some things than others. In fact, there’s only a 1-in-33 million chance you have the same top five talent themes as another person!

So, understand that what thrilled you as a grade school student and what thrills you as an adult are actually very similar. You’re just using those same talent themes—competition and strategy—in different environments.

What work tasks today most closely resemble that joy you felt 20, 30 years ago?

Find ways to tilt your work today toward those moments that thrilled you from yesterday.

Those grade school memories are powerful stories that reveal what your talents are and how to use them.

2. What Makes You Lose Track of Time?

Imagine this: It’s 9 AM Saturday morning. Your time is your own. No soccer games, no carpool, no TPS report cover sheets.

Somehow, you have a free calendar for a few hours.

You begin a favorite activity. Maybe it’s playing guitar or gardening or writing that novel. Maybe it’s coding Python for that personal pet project you started months ago.

This activity, whenever you do it, pulls you in like a tractor beam. Your mind, body, and intuition begin working in perfect symmetry. You lose track of time. Before you know it, it’s 12:30 and you haven’t even thought about lunch yet.

What if work was just as fulfilling as your Saturday morning side project? Is it even possible to capture and harness that magic?

Yes—take very close note of moments like this. If you’re so captivated in an activity that you lose track of time, you’re experiencing one of the key symptoms of flow.

And, if you’re experiencing any amount of flow on a project, you’re most likely also using one or more of your natural talents.

3. What Do You Yearn to Do?

What fire is burning inside of you at this very moment?

There’s never been an easier time in the course of human history to begin fulfilling your life’s mission than right now.

Do you love writing? Cool. Start a blog.

Can you crochet better than anyone in the tri-state area? Great. Make a few extra scarves and sell them on Etsy.

Does even thinking about meeting and connecting with new people send you into happiness overdrive? Perfect. Launch a meetup for local executives in your city.

Enjoy all three? Even better. Start a monthly meetup for expert crochet bloggers.

In a perfect world, everyone would get to use their strengths at work every day.

Unfortunately, that’s not the case for most people. In fact, 63% of workers worldwide are not engaged in their work. This doesn’t even include the 24% who are actively disengaged.

While there are multiple reasons for this, one of the key factors is most workers don’t get to use their natural talents at work on a daily basis.

Think about it. In nature, eagles can fly between 75 and 125 miles a day. Wild elephants can roam up to 50 miles a day. If that eagle or elephant is locked-up in a cage, they’re not living the way they were made to live. They’ve been stifled, suffocated, trapped.

Similarly, millions of workers aren’t able to do what they were made to do on a daily basis.

What do you yearn to do?

If you find yourself in a place where you’re not using your gifts, that realization can be painful and uncomfortable. Thankfully, life is a journey, not one isolated day.

Find at least one small way to begin recapturing some of that joy you felt back in grade school. Get lost in a favorite activity and lose track of time on a Saturday morning. Hone in on what you yearn to do, and start doing it.

For more blogs related to career advice visit here


15 October 2018

4 Steps for Answering “Tell Me About a Time You Failed”

4 Steps for Answering "Tell Me About a Time You Failed"

While not the most common job interview question, the failure question—should you get it—is rather perplexing. How do you answer this honestly while also not scaring away your potential future employer by bringing up that time lost your company a lot of money?

It’s a tricky situation to be in. You want to impress, but you’re explicitly being asked to talk about something you failed at. So, what do you do?

First things first, stay calm. Take a deep breath and say something like, “Wow, that’s a great question. I’m going to have to think about that for a second.” Then, think about it for a second and follow these four steps.

1. Pick a Real Failure

Step one is to pick a failure. Don’t try to weasel your way out of this by talking about that one time you got a B in a college class. You’re not fooling anyone. At the same time, you probably also want to shy away from any colossal failures related to the kind of work you’re applying for. If the interviewer specifically asks for something related to work, try to at least pull the story from something that happened a long time ago. Choose a story in which something fairly important didn’t go right due to your personal actions (or lack of actions).

Note that I said “something” and not “everything”—the reason people so frequently trip up on this question is because they’re looking for a situation in which everything went wrong. You only need one thing to go wrong for your answer to work.

2. Define Failure in Your Own Words

The reason why you don’t need to talk about some immense failure in which everything goes catastrophically and comically wrong is because you’re going to spell out why you felt this situation was a failure.

After you’ve picked your story, define failure in a way that works for it. Once failure is defined, your story no longer needs to be an obvious failure; it just has to be whatever you define failure to be.

3. Tell Your Story

Now that you’ve established how you evaluate failure, tell the story that you chose. Try not to spend too much time setting the stage, and get to the punch line quickly. Interviewers don’t ask this question to see you squirm, they want to know how you handle setbacks—so get to the part where you’re dealing with the failure as quickly as possible.

Start with the situation, and explain why it was challenging. Then go into what you specifically did to try and rectify it. Presumably, since this is about failure, you will not be successful or will only be partially successful. That’s fine. Do not try to cover up the fact that things didn’t all go as planned. It’s impossible to do well in an interview if the interviewer doesn’t believe what you’re saying, so don’t try to sugar coat things.

4. Share What You Learned

Finally, at the end of your response, after you relay the awful outcome of your story, you get to the good stuff. You want to wrap up with your lessons learned.

Talk about why you think things went badly, maybe what you would have done in hindsight, and, of course, what you’ll be doing going forward.

The failure question frequently takes people by surprise. Even if you’re prepared for it, talking about failure is difficult. The key to answering this question well is first framing the way you evaluate failure and then finishing with your key takeaways from the experience. If you sandwich your story with these two components, you’ll definitely have a strong answer.

Also for more blogs related to career advice visit here.


5 Elements for an Effective Resume

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5 Elements for an Effective Resume


5 Elements for an Effective Resume

resume is a crucial piece of the puzzle to a successful career. Studies indicate that a recruiter scans a resume in 10-15 seconds and that it!

Hence, the content layout and language has to be dynamic enough for an employer to give the resume a longer look. Five major elements to attain an interview-winning resume are:

  1. Decide the focus and create the objective: 

The job objective should be a crisp and concise statement of what you intend to pursue. It should include these:

– Target functional area
– Preferred location
– Preferred industry

2. An effective summary:

This aims at presenting the snapshot of a person’s professional profile to a potential recruiter. It demonstrates an ability to generate a significant return on the employers’ investment in a candidate. Use bullets to emphasize points and include the following points in the summary:

– Total years of experience
– Present / last position with the present / last company associated with
– Stints are taken across the career supporting your target functional areas
– Highest qualification and any important work-related professional enhancement courses undertaken
– Your personal work-style and unique personality traits

3. Organisational experience:

The content should be organized in such a manner that the recruiter gets to read the most relevant material first with a special emphasis on one’s achievements. The sentences should be well-structured to be positive, brief and accurate. There ought to be a fine balance of including your keywords & phrases for ranking optimization. Use verb tense consistently and highlight major portions like growth path, deputations, a project undertaken in bold and italics but do not overdo this.

4. Quantify your achievements:

Achievements sections focus on what a person has actually accomplished in her assignments which in turn, translates into what a person can do for a potential employer. The achievements should exhibit a PAR (Problem-Action-Result) Pattern to exemplify the benefit of the action taken to you as an individual and the organization as a whole. The accomplishments should also be quantified to add credibility to your resume. Moreover, you can use percentages as a metric to highlight your efforts.

5. Use the perfect format & language structure:

 We should ensure perfection in language; that the resume is written in perfect English with appropriate professional jargon & vocabulary. The format should be chosen as per the target industry and functional area. There are three major formats used widely namely Chronological, Functional & Mixed Formats:
– A chronological format is used when you have a steady employment history
– A functional resume emphasizes more on skill sets rather than chronology. It is best suited for people who possess diverse skills and one who are changing careers.
– A mixed format focuses both on skills & experience and works for everyone. Thus, it is most commonly used worldwide.


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Tips To Crack A Job Interview Successfully

Tips To Crack A Job Interview Successfully

Interviews have always been a nerve racking experience. Everybody gets the jitters when it comes to interviews. Relax! Don’t panic. Below are the best tips to help you land your dream job.

Understanding The Requirement

Read the job description carefully. It is important to understand what is expected from you and whether you fit in that given profile or not. Analysing your personal strengths and weakness alongside helps in deciding how well the job suits you and how to approach the interview.

Know The Employer

Study about the company where you are appearing for the interview. Know their history, vision and objectives so that you are able to answer questions on it. Research well on their future plans so that you are able to align with your job role and how you can benefit them in the long run.

Prepare Well In Advance

You must be prepared for the basic interview questions. Make a list of common interview questions – like your introduction, your hobbies, your interests, why should they hire you, etc. Practice them well before your interview and try to make them interesting!

Punctuality Matters

You must reach the company on time for the interview. It creates a bad impression if you are late for the interview. Try to reach 10 minutes before the call time. It is an important step towards creating a good first impression.

Dress Up Well

‘Dress to impress’ is the key to create and leave a good impression. Wear crisply ironed formals, clean shoes and your hair should be neat and tied up. Be presentable but don’t be too glammed up.

Always Be Confident

No matter how nervous you are, always look confident. Nobody will want to hire a person who is nervous during the interview, as it creates an impression of inability of the candidate to handle workplace situations.

Honesty Counts

Be honest in your responses to interview questions. Lying at any point may back fire in the future. You are not supposed to know everything, so it is okay to accept it humbly. It’s better than giving a wrong response and creating a wrong impression as well.

Update Your CV

Your CV is the most important document which sells you to the firm. Keep it updated by adding all your skills and experiences. You must not fake information in your resume. Your CV should not be too verbose and lengthy.

Body Language

You are noticed in every way and thus the postures and body language have a significant weightage during interviews. Do not slouch. Sit straight and make eye contacts during conversations. Make it a two way conversation by asking questions and clarifying your doubts (if you have any).

Get Their Opinion

As the interview is about to close, ask the interviewer about how it went and what are the chances of being selected. But do not overdo it. Asking for feedback gives a positive impression of the candidate’s keenness towards the job



Common reasons why people get fired and how to avoid them

Common reasons why people get fired and how to avoid them

Getting fired from an organisation is becoming a major hurdle in our career run, but it is just a small step for the company.

Apart from the various unavoidable things of getting laid-off, there are several other ways which can make you see the exit doors of an organisation.
Here are 5 such reasons and how can you avoid them:

Stealing office equipment

Taking a stack of printer paper, or sticky notes, or sugar from the pantry won’t hurt the company’s inventory. Thinking this way is not at all correct. If the company gets to know about this, serious actions will be taken against them. Also the team member starts to doubt you for stealing matters.

Lying to clients or boss

Lying about taking a day off due to fever is different, that doesn’t bother much to your boss. But going to a trip by saying that you are admitted in a hospital is not a good idea. Whenever the truth is out, the water will be hotter. Fudging the truth makes your client get a bad impact.
Initiating the conversation of what went wrong is the better thing to do. This makes you, not only confident to face the situation but also to make the third person aware that you are ready for the obstacles.

Bullying or harassing a colleague

Commenting about someone’s clothes makes the other person uncomfortable unless the person is your close friend. Giving unwanted advice to a fat person eating hamburgers or giving flirty comments to anyone, is never tolerable at any levels. Whenever the HR gets to know about it, they will not take a moment to vacate your seat. So be respectful and be aware about what is wanted and what is unwanted.

Not doing the assigned work

This is the most common reason of getting laid off. Having a rough day at work has to be maintained peacefully. Just talk to your manager to extend the deadline. Most of us face the same problem. So just try to do the work in installments rather than leaving it for future.

Coming late on a regular basis

Your manager has all the notices of when are you coming late and when are you taking leaves (if done on a regular basis). Getting stuck in a personal work regularly can haunt your job. Make a rule for yourself and take leave only when there is a high priority on that.Getting fired is never a happy situation for an employee or an employer. No one enjoys firing, they will have to hire a person with same or above skill sets for your position. So take care of these common mistake and enjoy work happily.



  • HR Technology Leading trends in India

    People and Management Magazine

    By Kailash Sahani

    Human resources is concerned with optimising the relationship between employers and employees while simultaneously ensuring that both groups positively contribute to the functioning of the businesses or organisations. Nowadays, technology is transforming a complex web of HR functions, and not just recruiting, scheduling, employee training, etc.

    Technology has transformed the way HR work. It has remodelled HR working in two ways: First, it has offered numerous tools to better manage and engage the talent in organisations; Second, it helps HR managers to shift their focus from managing the workforce to driving profits to the company.

  • Interview with People and Management Magazine

    People and Management

How Can Consulting Business Create Wealth

Franchise India Magazine

Indian consulting industry is growing at a fast pace with more number of brands taking the franchise route. The global consulting market is currently dominated by mature consulting markets like North America, Western Europe, Japan etc. Indian consulting firms are thriving with the growing competition and market demands. We take a look at how the Indian consulting industry is providing lucrative avenues to the investors…