HYDERABAD JOBSEEKERS - A blog for transitioning people.

Tech Support Fresher/Exp Job @ Hyderabad

2011-12-21T02:03:00.003+05:30

Urgent Requirement TechSupport Fresher/Exp (Good Communication Skills) Location: Hitech City Hyderabad/ NightShift. Reply if you are looking for change.

Technical Recruiter Night shift Job @hyderabad

2011-12-21T02:01:00.001+05:30

Urgent Requirement TechSupport Fresher/Exp (Good Communication Skills) Location: Hitech City Hyderabad/ NightShift Email resumes at rockyenric@gmail.com.

Top 100 Public Accounting firms in US according to priority wise.

2010-03-26T20:47:00.003+05:30

Dear Readers,

I have awesome information related to your job search and accounting industry knowledge.
Below is the list, hope this helpful to recruiters and jobseekers, who are looking to face bigger challenges in accounting industry
Deloitte & Touche - Big 4, 107 U.S. officesErnst & Young - Big 4, 95 U.S. officesPricewaterhouseCoopers - Big 4, 99 U.S. officesKPMG - Big 4, 95 U.S. officesGrant Thornton - 48 U.S. officesMcGladrey & Pullen - 103 U.S. officesBDO Seidman - 35 U.S. officesMayer Hoffman McCann - Offices in: CA, AZ, UT, CO, KS, MN, WI, IL, MO, OH, TN, GA, FL, MD, PA, and NY.Crowe, Chizek and Co. - Offices in: IN, IL, OH, KY, TN, MI, and FLBKD - Baird Kurtz & Dobson - Offices in: TX, IL, MO, IN, OH, KY, CO, KS, OK, AR, NEPlante & Moran - Offices in: MI, OH, and ILMoss Adams - Offices in: AZ, CA, NM, OR, and WAClifton Gunderson - Offices in: IL, CA, AZ, CO, IA, MD, IN, MO, NM, OH, TX, VA, WI, and D.C.UHY - Offices in: CA, TX, MO, IL, MI, NY, MA, CT, and D.C.Virchow Krause & Co. - Offices in WI, MN, IL, and MIJ.H. Cohn - Offices in NY, NJ, and CADixon Hughes - Offices in: NC, SC, GA, AL, WV, TX, and TNLarson, Allen, Weishair & Co. - Offices in: MN, WI, MO, PA, and NCReznick Fedder & Silverman - Offices in: MD, NC, and GARothstein, Kass & Co. - Offices in: CA, NY, NJ, CO, and TXEisner & Co. - Offices in NY and NJWipfli Ullrich Bertelson - Offices in WI and MNEide Bailly - Offices in IA, MN, ND, SD, MT, OK, and AZM.R. Weiser & Co. - Offices in: NY and NJCherry Bekaert & Holland - Offices in VA, NC, SC, GA, FL, TN, and ALBerdon LLP - Offices in NYMarcum & Kliegman - Offices in NY and CTSmart and Associates - Located in PA, GA, MD, IL, and NYGoodman & Co. - Offices in: VA and MDAmper, Politziner & Mattia - Offices in: NY and NJParente Randolph - Offices in: PA, NJ, DE, and Washington DCMarks Paneth & Shron - Offices in NYSchenck & Associates - 11 Offices in WIAnchin, Block & Anchin - Located in NYThe Rehmann Group - Offices in MIRubin, Brown, Gornstein & Co. - Located in MOMahoney Cohen & Co. - Located in NYVitale Caturano & Company - Located in Boston, MACarr, Riggs & Ingram - Offices in: FL, AL, and MSWithum, Smith & Brown - Offices in: NJ and PAGoldenberg Rosenthal - Located in: Philadelphia, PASVA - Suby, Von Haden & Associates - Offices in: WI and ILCitrin Cooperman & Co. - Offices in: NY and NJBlackman Kallick Bartelstein - Located in Chicago, ILClark, Schaefer, Hackett & Co. - Offices in: OHKaufman, Rossin & Co. - Located in FLBeard Miller Company - Located in PA, and MDFriedman - Offices in: NY, and NJSchneider, Downs & Co. - Offices in: PA and OHAronson & Company - Located in MD / D.C.Tofias - Located in MA, and RIHorne CPA Group - Located in TN, MS, and LADoeren Mayhew - Located in MILattimore, Black, Morgan & Cain - Offices in: TNMargolin, Winer & Evens - Located in NYHill, Barth & King - Offices in: FL, OH, PA, and VACarlin, Charron & Rosen - Offices in: MA, RI, and CTSS&G - Saltz, Shamis & Goldfarb - Offices in: OH and KYLurie, Besikof, Lapidus & Co. - Located in MNElliott Davis, LLC - Offices in: SC and GAMorrison, Brown, Argiz & Co. - Offices in: FL and COBeers & Cutler - Offices in: D.C. and VAO'Connor Davies Munns & Dobbins - Offices in: NY, NJ, and CTRachlin Cohen & Holtz - Offices in: FLFrank, Rimerman & Co. - Offices in: CAKatz Sapper & Miller - Offices in: INKennedy & Coe - Offices in: KS, OK, and COWeaver and Tidwell - Offices in: TXSchonbraun McCann Group - Offices in: NJ, NY, and FLJoseph Decosimo and Co. - Offices in: OH, TN, and GAWatkins, Meegan, Drury & Co. - Offices in: MD, VA, and D.C.Armanino McKenna - Offices in: CAHein & Associates - Offices in: CO, TX, AZ, and CALeMaster & Daniels - Offices in WA, and IDKemper CPA Group - Offices in: IL, IN, KY, CA, and FLNovogradac & Company - Offices in: CA, TX, GA, MD, KS, MA, and OHSikich Gardner & Co. - Offices in: ILRosen Seymour Shapss Martin & Co. - Offices in: NYStout Causey & Horning - Offices in: MD, VA, TX, and GAWarren, Averett, Kimbrough & Marino - Offices in: ALBerry, Dunn, McNeil & Parker - Offices in: ME, NH, and MAHolthouse Carlin & Van Trigt - Offices in CAHabif, Arogeti & Wynne - Located in GABerkowitz Dick Pollack & Brant - Offices in: FLHoltz Rubenstein Reminick - Offices in: NYBlue & Co. - Offices in: IN, OH, and KYVavrinek, Trine, Day & Co. - Offices in CAMohler, Nixon & Williams - Offices in: CAStonefield Josephson - Offices in CA and MexicoMauldin & Jenkins - Offices in: GA, and ALFreed Maxick & Battaglia - Offices in NYHonkamp Krueger & Co. - Offices in IA, WI, and ILSeiler & Company - Offices in CAYeo & Yeo - Offices in MIBurr Pilger & Mayer - Offices in CAPostlethwaite & Netterville - Offices in LAEhrhardt Keefe Steiner & Hottman - Offices in: COBlum Shapiro & Co. - Located in: CTThe Bonadio Group - Offices in: NYAlpern, Rosenthal & Co. - Located in PA

Regards,
Jagan

Why do we shout in Anger?

2010-03-11T21:45:00.003+05:30

A saint asked his disciples, 'Why do we shout in anger?

Why do people shout at each other when they are upset?'

Disciples thought for a while, one of them said, 'Because we lose our calmness, we shout for that.'

'But, why to shout when the other person is just next to you?' asked the saint. 'Isn't it possible to speak to him or her with a soft voice? Why do you shout at a person when you're angry?'

Disciples gave some other answers but none satisfied the saint.

Finally he explained, 'When two people are angry at each other, their hearts distance a lot. To cover that distance they must shout to be able to hear each other. The angrier they are, the stronger they will have to shout to hear each other through that great distance.'

Then the saint asked, 'What happens when two people fall in love? They don't shout at each other but talk softly, why? Because their hearts are very close. The distance between them is very small...'

The saint continued, 'When they love each other even more, what happens? They do not speak, only whisper and they get even closer to each other in their love. Finally they even need not whisper, they only look at each other and that's all. That is how close two people are when they love each other.'

"When you argue do not let your hearts get distant. Do not say words increase the distance between each other. Or else there will come a day when the distance is so great that you will not find the path to return...."

Regards,
Jagan

LinkedIn Secrets - Top five secrets to effective use of LinkedIn that too many people don’t know.

2010-03-01T21:48:00.003+05:30

I am sure there are legal concerns why LinkedIn Staff needs to keep a record of the every message transactions it might be Inbox messages or sent messages. Nevertheless, we can able to Archive them and they will disappear from your inbox but we cannot able to delete any message from our LinkedIn account. That’s the unique feature of this world top most business networking site, no other professional network sites are not recording messages.

So, also be aware that you have a few other alternatives to live with and you must know following secrets to use your account in efficient manner with out any restrictions.

1. Connections: Total number of connections we can connect with others: 30,000

2 Invitations: Maximum Invitations you can able to send- 3,000.

3. Invitation Rejected: Please note that if five people say they do not know you I mean if more than five people reject your invitation, your sending privileges are revoked until you promise to be more circumspect. I suggest approaching outside of LinkedIn requesting for a connection here

4. LinkedIn Groups: you can join maximum of 50. May seem like a big, however, invariably there are multiple groups for the same kind of policies. if you want to see at all the groups, just leave the criteria empty and they will all appear in order of the most members. Best to figure out which work best for you because size does not always equal valuable activity.

5. LinkedIn Questions & Answers: there is certain limit as to how many answers you can answer a day, it is high. The leader board indicates who has answered the most in the last week including the one word/one sentence answers, which are not necessarily helpful or which are most useful for LinkedIn Readers, you get to decide by awarding good/best as to which has been the most helpful to you. You can always search Answers for insights into what has been asked before however, it can be discouraging and time consuming, so sometimes just asking will get a quick response or perhaps a newer experience.

Moreover, if you are willing to share some of the benefits of your experience and best practices, there are certainly people here that are strong willingness to learn and share.

I wish you all the best,

Best Regards,
Jagan

3 MAIN CHARACTERISTICS AND THE PSYCHOLOGY OF THE TYPICAL RESUME READER:

2010-02-25T21:52:00.005+05:30

When you write your resume (with or without guidance and expert help), who is your intention viewers? Who are you annoying to make happy?

Basically, you’re not scripting your resume to assure yourself. For that substance, you are not scripting it to assure any “professional” – the writer of the resume book you just understand, or the recruiter you are working with, or your job assistance counselor, or your friend who is a HR Manager, or even a professional resume writer.

You are scripting your CV for a special kind of reader: a prospective company. And if you are similar to most of us, you create some very, very hopeful assumptions about that reader. You are sure that your person who reads is keen to find the best one for the job. Your reader, you are certain, is leaving to read the important things in your CV, and his or her eyeball will be drawn to all of those intellectual formatting activities you’ have used (skills, results, columns, underlining, different fonts, boldfacing, italics, strong verbs, numbers, etc.)

However you had better take off the rose-decorated goggles. Your resume has a superior than 97% possibility of finish up in the rubbish tin (genuine or virtual).

At this time there are 3 main characteristics of the psychology of the typical resume reader:

1. Resume readers are some of the stylist and most doubtful readers in the world. They know that at least half of what they examine consists of falsehood, exaggerations, misinformation, and semantic and formatting “activities.” They don’t recognize anything at face value. Keep in mind, the typical resume reader sees exactly thousands; they know every scam in the book by now.

2. Most readers are in a dreadful mood, not a cheerful mood of keen expectancy. They have got 399 resumes to read, and nobody is giving them extra money to read carefully each one. They are hurried for time, irritated at having to read however another resume, and aggressive rather than sympathetic. Reading yet another resume is a load that is charging them from their attention to what they reflect on much, much more fundamental matters.

3. So that. The typical resume reader is looking for a quick and compelling reason to throw out your resume. Some will even throw away it if they don’t like the envelope or the approach the email looks. Some will read only the resume and not the cover letter, or vice-versa. And they are disinclined to open up a zip file. You know how maddening it is to get an email that requires you to open up several files? For the person who reads the resume, it is triply annoying.

Best Regards,
Jagan

Where do you find candidates without depending upon paid job portals?

2010-02-18T23:58:00.001+05:30

• There are a number of wide Roads to go for hiring, Placing and finding a candidate like LinkedIn, traditional Craigslist, Jigsaw and free job portals like Startuply and AllJobsfree Etc..

• I suggest you to use Startuply.com for a lot of the hiring that you do. It's proven to be pretty good in terms of volume as well as quality, but you have to be pretty patient.

• I have found that a majority of the time, those individuals who come through networking and personal recommendations are the best long-term performers. Exceptions do not exist uncertainly, but it has been almost universal truth over the past 3 years to see that Individuals I found via Craigslist or other job boards come and go, but networked, referred and headhunted folks stay, donate and act upon at top levels.

• Walk off out and set of connections at events connected with your industry if they're available. By means, folks there are interested and experienced in your industry. Identifying a face and physical communication to an online profile and appliance can give you great perspective to if their personality and passions are aligned with yours.

• You should to keep in mind that the time you pay out though CVs and interviewing Candidates is time you are not doing other things, which means that unless you are in an HR department, you need to be as proficient as you can, since you do not have the occasion to spend on going though as many candidates as possible.

I’m here providing you that, I find that referrals from friends and employees work best, since they come with a recommendation to start with, and they cost you no money. Posting free online portals can be cheap. It will require going though lots of CVs with no recommendations.

Hope this provides much information that how to find best possible candidates for your job requirement

More coming out for Jobseekers, Please keep on visiting for some more valuable information

Wish you all the best!!

Yours truly,
Jagan

Start Real Job hunting to Survive the Recession and fight against Unemployment in India

2010-02-11T05:30:00.001+05:30

• According to the Indian Bureau of Labor Statistics, the unemployment rate soared to 22.2 percent in October 2009. Companies are going out of business throughout the nation and layoffs are persistent....
• Economic reforms may have given a boost to industrial productivity and brought in foreign investment in capital intensive areas. But the boom has not created jobs. This was not unexpected. According to a report by the Washington-based Institute of Policy Studies (IPS), the combined sales of the world's top 200 MNCs is now greater than the combined GDP of all but the world's nine largest national economies. Yet, the total direct employment generated by these multinationals is a mere 18.8 millions -one-hundredth of one per cent of the global workforce.
• India's Ninth Five-Year Plan projects generation of 54 million new jobs during the Plan period (1997-2002). But performance has always fallen short of target in the past, and few believe that the current Plan will be able to meet its target.
• India's labour force is growing at a rate of 2.5 per cent annually, but employment is growing at only 2.3 per cent. Thus, the country is faced with the challenge of not only absorbing new entrants to the job market (estimated at seven million people every year), but also clearing the backlog.
• Sixty per cent of India's workforce is self-employed, many of whom remain very poor. Nearly 30 per cent are casual workers (i.e. they work only when they are able to get jobs and remain unpaid for the rest of the days). Only about 10 per cent are regular employees, of which two-fifths are employed by the public sector.
• More than 90 per cent of the labour force is employed in the "unorganised sector", i.e. sectors which don't provide with the social security and other benefits of employment in the "organised sector."
• In the rural areas, agricultural workers form the bulk of the unorganised sector. In urban India, contract and sub-contract as well as migratory agricultural labourers make up most of the unorganised labour force.
• Unorganised sector is made up of jobs in which the Minimum Wage Act is either not, or only marginally, implemented. The absence of unions in the unorganised sector does not provide any opportunity for collective bargaining.
• Over 70 per cent of the labour force in all sector combined (organised and unorganised) is either illiterate or educated below the primary level.
• The Ninth Plan projects a decline in the population growth rate to 1.59 per cent per annum by the end of the Ninth Plan, from over 2 per cent in the last three decades. However, it expects the growth rate of the labour force to reach a peak level of 2.54 per cent per annum over this period; the highest it has ever been and is ever likely to attain. This is because of the change in age structure, with the highest growth occurring in the 15-19 years age group in the Ninth Plan period.
• The addition to the labour force during the Plan period is estimated to be 53 millions on the "usual status" concept. The acceleration in the economy's growth rate to 7 per cent per annum, with special emphasis on the agriculture sector, is expected to help in creating 54 million work opportunities over the period. This would lead to a reduction in the open unemployment rate from 1.9 per cent in 1996-97 to 1.47 per cent in the Plan's terminal year, that is, by about a million persons - from 7.5 million to 6.63 million.
• In other words, if the economy maintains an annual growth of 7 per cent, it would be just sufficient to absorb the new additions to the labour force. If the economy could grow at around 8 per cent per annum during the Plan period, the incidence of open unemployment could be brought down by two million persons, thus attaining near full employment by the end of the Plan period, according to the Plan.
• However, there appears to be some confusion about the figure of open unemployment. The unemployment figure given in the executive summary of the Ninth Plan, gives the figure of open unemployment at 7.5 million while the annual report of the Labour Ministry, for 1995-96, puts the figure for 1995 at 18.7 million. An internal government paper prepared in 1997 put the unemployment figure at the beginning of the Eighth Plan at 17 millions and at 18.7 million at the end of 1994-95. Perhaps the Planning Commission referred to the current figure while the Labour Ministry figure referred to the accumulated unemployment backlog.

Yours Truly,
Jagan

Finding a job is so hard Neither Man Nor Woman and Neither India nor America... But these days, so is just applying

2010-02-09T02:19:00.001+05:30

Jasmin, 21, applied for a part-time administrative position with The New Teacher Project in Hyderabad, Over the summer. Within a day, she heard back. They thought she was qualified, so they were putting her to work.
"They assigned me a project and 48 hours to complete it," she said. "If I completed it successfully, they'd bring me in for an interview."
Jasmin answered mock e-mails from potential clients, which required research into the organization. Then she had to create a plan for an educational event. She outlined a two-week strategy for pulling it off; it took her half a day.
"I talked it over with my roommate," said Jasmin, now living in Hyderabad after graduating from the Osmania University, "How much time do I spend on this, rather than writing new cover
letters for other jobs?"
Before long, she had her answer: The effort she'd devoted to the assignments had definitely been too much.
The following Monday, The New Teacher Project informed her that it had eliminated the position because of budget cuts.
Jasmin’s experience highlights a new fact of life for those on the losing end of a labor market where every "help wanted" ad can draw a flood of interest, and fewer people wait on the other end to read all the resumes. More and more, recruiters and hiring managers are asking prospective employees to complete lengthy assignments before they will even be considered for an interview. While blue-chip companies such as Google and IBM have long asked applicants for executive positions to write essays and take personality tests, now the assignments are coming from smaller employers and are required for even entry-level positions. They're also coming earlier in the process, adding new hoops to jump through where a cover letter and resume once sufficed.

One industry watcher adds that one particular tactic, known in the human resources business as "soft questionnaires" -- as opposed to the more rigid tests companies give for high-level positions -- have become standard for the most junior jobs.

"A year ago, it didn't happen," said Joginder Kaur CEO of a job placement firm in Hyderabad. But personality tests, background checks, writing projects -- even credit checks -- "are all common now," she said. Kaur points to the example of a 17-point questionnaire she encountered, which asked applicants about their passions and weaknesses as well as to "describe for me your role model. How are you like him and how are you different?"
The addition of these new steps is designed to weed out all but the top applicants before interviews are scheduled. While job seekers say they can be a good opportunity to showcase skills beyond what a cover letter can communicate, they also grumble that it takes valuable time away from the hunt. Not that they have much choice.

"If an applicant wants a salary position," Kaur said, "they have to have the patience to do this. Because there's no one on the other side to go through all the applications."
Chaitanya, 22, said she has not applied for several jobs she is interested in and qualified for because of lengthy requirements. "Whenever I see, 'Write us an essay,' my assumption is it won't be worth my time," she said. "When I see that, it's a sign that hundreds of people are applying for the same job."
Chaitanya graduated in May from Hyderabad Central University in Gacchibowly with a dual major in environmental studies and political science. She estimates she has applied for about 250 jobs in the past year. But she stopped applying for government jobs altogether because of its arduous application process, which requires in-depth statements on an applicant's "KSA": knowledge, skills and abilities.
"The word on the street is that all you need to do is include the buzzwords that they're looking for," she said. "It's sort of a game." A maddening one, from where she sits: Chaitanya said she has never gotten a call for a government job, even administrative positions. "For me, it often feels like fighting a losing battle."

When that impression is sent, intentionally or not, the goal of employers is met. Screening exercises not only winnow out hopefuls with poor writing and critical thinking skills; they also cut down the pile of resumes, as those who might not wholeheartedly want the job take themselves out of consideration after deciding the initial application is too demanding.

Ratan Gupta, a headhunter based in Ameerpet, Hyderabad, said she noticed applicant homework becoming more popular as the recession hit the job market and candidates started sending out their resumes to a wider range of employers. Such steps let companies "separate the weak from the strong, and gauge how seriously people are considering the job," said Ratan, executive director of Talent Market, a recruiting company focused on nonprofits. But while she defends the new practice, she also feels there are limits to what employers can glean from it, since some questions don't lend themselves to the essay or questionnaire format. "I don't know how you ask
somebody, 'How do you manage people?'" she said.
Shwetha, who is looking for a communications job in Hitech City, recently was given the
password for a prospective employer's Web site and asked to critique its content and design. They wanted a proposal on how it could be improved, in writing. And, she was told, other candidates were getting the same assignment. "Part of me was thinking it was great for them to get a sense of how I think," Shwetha said. "But I also thought they were getting an awful lot of free advice." Shwetha said other companies have asked her to draft a marketing plan or, in one case, a personal statement on whether her beliefs were in line with the advocacy organization to which she was applying. (Like most applicants interviewed for this piece, Shwetha declined to
mention the names of the organizations she applied to, for fear of burning bridges.)
While it takes time away from freelance work and other job applications, Shwetha isn't complaining. "I think it's a good thing," she said of the writing. "It allows you as a job seeker to have more control over the interview process. It's not just arbitrary questions."
It all would have been time well spent, she added, if she had gotten the job.

So friends! once again, I Can say one sentence .Getting a Job is so hard…
Yours Truly,
Jagan

Worth reading this......They all were looking at me on the bed.

2010-02-08T23:11:00.002+05:30

This valuable nightmare, not related to your job search, But No wonder why I could not stop sharing with you.....

They all were looking at me on the bed.
I went back to my bedroom.
"Am I dead??"
I asked myself.
Where are my wife, my children, my mom-dad and friends?
I found them in the next room, all of them were crying... still trying to console each other.
My wife was crying... she was really looking sad.My little kid was not sure what happened, but he was crying just coz his mom was sad.
How can I go without telling my kid that I really love him, I really do care for him. ??
How can I go without telling my wife that she is really most beautiful and most caring wife in this world..??
How can I go without telling my parents that I m ... just because of you??
How can I go without telling my friends that without them perhaps I would have done most of the wrong things in my life... thanks for being there always when I need them... and sorry for not being there when they really need me..I can see a person standing in the corner and trying to hide his tears...

Ohh... he was once my best friend, but a small misunderstanding made us part, and we both have strong enough egos that kept us disconnected.
I went there.. And offered him my hand, "Dear friend...I just want to say sorry for everything, we r still best friends, please forgive me."No response from the other side, what the hell??
He is still preserving his ego, I am saying sorry... even then!!!
I really don't care for such people.But one sec.... it seems he is not able to see me!!!!
He did not see my extended hand.My goodness... AM I REALLY DEAD???
I just sat down near ME; I also wanted to cry.

"OHH ALMIGHTY!!!! PLEASE JUST GIVE ME FEW MORE DAYS..."

I just wasn't to make my wife, my parents; my friends realize how much I love them.
My wife entered in the room, she looks beautiful."YOU R BEAUTIFUL" I shouted.She didn't hear my words, in fact she never heard these words coz I never said this to her."GOD!!!!" I screamed... a little more time plzzzzzzzzzzzzzz. .
I cried...One more chance please... to hug my child, to make my mom smile just once, to make my dad proud of me at least for a moment, to say sorry to my friends for everything I have not given them, and to thank them for still being in my life....
Then I looked up and cried!!!!I shouted...."GOD!!!! ONE MORE CHANCE PLEASE!!!!"
"You shouted in your sleep," said my wife as she gently woke me up.
"Did you have a nightmare?"
I was sleeping....Ohh that was just a dream....My wife was there... she can hear me...This is the happiest moment of my life...I hugged her and whispered... .. "U R THE MOST BEAUTIFUL AND CARING WIFE IN THIS UNIVERSE.... I REALLY LOVE U DEAR"I can't understand the reason of the smile on her face with some tears in her eyes, still I m happy...."THANK YOU GOD FOR THIS SECOND? CHANCE."

"MORAL: We cannot start again with "love all "as like Tennis Match; it's our life match..SO, Now its not late.. lets forgot Egos, Past... and Xpress love to others... Be friendly... Keep smiling... for ever....
Yours
Jagan

Eternal Literature Jan 10

2010-02-05T00:05:00.001+05:30

Check out this SlideShare Presentation:

Eternal Literature Jan 10

View more documents from elpraja.

Internet Resume Sourcing Secrets --- By Jagan

2009-11-26T05:20:00.003+05:30

I hope this article will be helpful for recruiters, Sourcers and Headhunters.

Internet recruiting or E-Recruiting is increasing rapidly as online job boards cost is very expensive.

We can find out resumes with free of cost on Internet, where you need not to pay single Dollar or single Rupee.

But I should not say Internet is the only effective source to find resumes. Every source has its Pros and Cons.

In this article, let me discus only the process how to pull out resume from billion of WebPages using different techniques.

Important methods to source resume using open web:

1) X-Raying
2) Flipping
3)Peeling Back
4) Mining / Harvesting

X- Raying: It is the method to looking a particular info that reflecting on a specific website.

For example if you want to find out a sales guy from the particular company, obviously you will look the particular company website or word or PDF etc...

Flipping: it’s the somewhat best way to find relationships between WebPages on how they are hyperlinked together. This is especially useful to find people who have links to the company or have worked for a specific company.

To find any “Sales Manager” – could be a document/file/or word that links back to IBM.com
In Altavista search: - link:IBM.com AND “Sales Manager”
In Google search : - link:www.IBM.com AND “Sales Manager”

Peeling Back:

As the name itself reflects “retracing the path” of the URL especially one shows error “page not found” or 404 Error. This method is used to find info elsewhere on the site locate or find the specific ROOT folder where one can find similar or additional data search.

Harvesting or Mining:

The main function of this method to review a document such as CV or homepage and finding links or keywords or references and locations that assist with further searches.

Happy headhunting!!

Keep on visiting to know some more info about search strings format for all the search engines Google. Yahoo, Bing, Altavista, MSN Etc…

Warm Regards,
Jagan

My resume is not short listing by recruiters and employers... I’m not getting interview calls… I was asked to help them out - Jagan

2009-11-16T09:39:00.007+05:30

My friends are asking me to provide some tips on job hunting, as I posted article related to recruiters till now to find out top talent.

One of my friend said, “I’m having strong programming experience as software developer. Now I’m in transitioning, I posted my resume in all online job boards even updating frequently. BUT I’m not getting any call from recruiters or employers.” How will you shortlist a candidate by seeing their resume?

Of course, you may have questions about your job search. How to attract the recruiters?
Regarding shortlisting resume from bulk database. I hope this information can give solution for you.

Here are the reactions to some of your queries.

Tips to Prepare Resume:

Is 15 Seconds of time adequate to shortlist a resume?
Recruitment agencies and personnel departments are forever whittling down bundles of 500 resumes to shortlists of ten or twelve candidates. The whittler is frequently bored, tired or very junior (and possibly all three). A clear, well-laid-out resume has an immediate advantage in these circumstances over scruffy and lengthy documents.

Does my resume stand up as a marketing document?

Your resume is selling you as a product. Remember what a resume is for. It is not a long list of your previous history.

What are my special features? How can I highlight them?

Don't just sell yourself as a secretary if you really want to land a job which dozens of other candidates could be chasing. You need to find ways of focusing on your other attributes too - your technological or organisational skills.
However, your claims to be "well-organised and enthusiastic" will not be good enough for some recruiters who would prefer some proof. A good example might be: "having organised a department of 20 people and up to 15 meetings a week in my last job, I pay a great deal of attention to promptness, meeting deadlines and give a smooth support for the rest of the team..."

Which three people can I show this to for a variety of responses and constructive criticism?

You need a resume which can appeal to different pairs of eyes, rather than being perfect in the view of just one person (yourself). If your resume is going to be successful in getting you a job, it will probably be seen and sifted by several different people. Recruitment agencies, human resources departments and line managers will be reading it and looking for different qualities in it.

Is this an interesting document to read?

Resumes can make very dull reading if you looking at more than two or three (as most recruiters are when they are trying to fill a vacancy). Reduce the boredom potential for your readers by being concise and clear.

Should I put in outside interests or not?

Views vary on whether you should do this. It is up to you. The disadvantage is that you could seem frivolous or that your interest in hockey could alienate you from the hockey-phobe who is going to interview you.
The advantage of listing them is that you can show what a well-rounded person you are. But if you do put them down, make them interesting. Instead of saying "reading" put something like "reading - mainly modern novels"; instead of putting "running" put "running - aiming to do a marathon in the spring".

What should I put in the cover letter rather than in the resume?

Sensitive issues such as your present salary and desired salary level are better off in the covering letter. If you are sending the resume by email, you'll want a covering note on the email just as though you were sending the resume by letter.

Several techniques for a knock-out resume

• Make your resume reflect the job description if you are sending it in for a particular job. If the job description asked for five main qualities in the ideal candidate, make sure those five qualities are clearly there on the first page of your resume.
• Put your contact details on the first page - including email address and mobile phone. Many recruiters are under time pressure when compiling short lists for interview and will have a slight preference for candidates who make their tasks easier.
• Reflect the words used in the job description and job advertisement. If they talk about "personnel", use the word "personnel" rather than "human resources".
• Put down your highest level of qualification. And, unless you are just starting your career, you really don't need to put down your school.
• Highlight achievements, rather than listing everything you have done. You could say: "was a member of the top-billing sales team in the company" or "pioneered use of different kinds of technology for my department".
• Write a "personal profile" of yourself which is like an executive summary about you. You might say that you are "a degree-qualified researcher specialising in European and legal matters".
• Don't leave out useful skills. The fact that you can speak French and have a drivers licence are all worth putting down.
• Tailor each resume to the job you are applying for. If you are an insurance claims manager applying for two different posts - one for a large insurer and one for a niche player - you will want to produce two different resumes.
The one for the big company will highlight your experience working for large businesses; the one for the niche player will show how you can transfer your skills to a smaller player, how you can work in small teams and how you are happy to muck in if there is pressure on time.
• Try to avoid leaving gaps in your resume. If you were unemployed for a few months, you can sometimes glide over this by showing your job history in years rather than months (sales assistant 1996-99; sales manager 1999 to the present).
Or if you did some travelling while unemployed, you can actually confess to it. These days employers are more broad-minded about people who have had time out, but you do not want to raise unanswered questions in your resume that could make your interviewers feel uncomfortable or anxious about you.
• Make everything positive on your resume. Try to avoid saying that you were made redundant. A bald statement of that kind could look as if you still feel negatively about that event. Your resume should convey a sense of vitality and an image of you progressing smoothly and confidently through your career rather than having bumps.

You can print your resume on yellow paper or put a background image of yourself on an email resume - but there is the risk that your potential employers will see these efforts as gauche.
If you want your resume to stand out, you may be better off trying to make it look as professional as possible. Consider the following practical suggestions:
• Don't waste words. Instead of long, rambling sentences ("I was a sales manager with responsibility for a team of 15 people") make yourself sound and efficient with words ("sales manager running team of 15").
• Put your resume in an attractive layout. Anyone with a word processor can now produce beautiful documents with borders and different fonts and styles.
• Use good quality paper.
• Make your resume easy to photocopy - it could well be photocopied if you go through a recruitment agency or get put onto a shortlist.
• Put your name on each sheet of the resume. Sheets do get detached - so you do not want to lose half of your career and your references.
• Keep your resume on the short side. It could be two or possibly three sheets - but anything more will have you immediately classified as a windbag.
• Think carefully about emailed resumes. Many people send them as an attachment and forget to put in a covering note on the email as to why the person should read your resume at all. Some recipients will have trouble opening attachments - so you may want to put the resume in the main body of the email.
• Consider making links on your emailed resume. You could put in links if, for instance, you are a web designer and want to show sites you have designed. Or you could put in links to articles in the press which support your resume.

Dear job seekers hope this will helpful. To know more info, keep on following me on Twitter..

All the best!!

Regards,
Jagan

Top free Email service Providers according to my experience…But.. Yes I’m an In Mail user and you?

2009-11-13T15:23:00.000+05:30

Dear Readers,

As you know everybody is not using single email account. We are having multiple email accessing accounts because of large number of emails service hosting providers are now competing with each one. Here I’m giving those rankings according to my experience. However my best email service provider is “In” mail. The reason behind why I picked up this it’s the world’s shortest email with only two characters “I and N”; also I’m proud to be an Indian, ha ha!!

It’s having all the best features, does not allow chatting like other service providers which we have.

If you are looking for a free email service, you can be picky. You'll be rewarded with plenty of storage, effective spam filtering, a fast interface, desktop email program access and more. Find the top 10 free email services to choose from reviewed here.
Looking for free email, you may also be interested in
• Free POP3 and IMAP email services,
• Free Windows email programs or
• Free Mac email programs.

1. Gmail - Free Email Service
Gmail is the Google approach to email and chat. Practically unlimited free online storage allows you to collect all your messages, and Gmail's simple but very smart interface lets you find them precisely and see them in context without effort. POP and powerful IMAP access bring Gmail to any email program or device.
Gmail puts contextual advertising next to the emails you read.

2. AIM Mail - Free Email Service
AIM Mail, AOL's free web-based email service, shines with unlimited online storage, very good spam protection and a rich, easy to use interface.
Unfortunately, AIM Mail lacks a bit in productivity (no labels, smart folders and message threading), but makes up for some of that with very functional IMAP (as well as POP) access.

3. GMX Mail - Free Email Service
GMX Mail is a reliable email service filtered well of spam and viruses whose 5 GB of online storage you can use not only through a rich web interface but also via POP or IMAP from a desktop email program.
More and smarter ways to organize mail could be nice.

4. Yahoo! Mail - Free Email Service
Yahoo! Mail is your ubiquitous email program on the web with unlimited storage and RSS news feeds, SMS texting and instant messaging to boot.
While Yahoo! Mail is generally a joy to use, free-form labeling and smart folders would be nice, and the spam filter could catch junk even more effectively.

5. Zenbe - Free Email Service
Zenbe organizes your emails and attachments (from Zenbe and existing POP accounts) with labels and search — and integrates calendar, to-do list, twitter and Facebook updates, too.
With a focus on elegant simplicity, Zenbe provides many sweet shortcuts but also shows quirks and omissions in others. The spam filter is good, but it would be great if IMAP access was possible for all folders (not just the inbox).

6. Gawab.com - Free Email Service
Gawab.com is a speedy, stable and very usable free email service with 10 GB online space, POP and IMAP access as well as many a web-based goodie.
It's a pity Gawab.com's IMAP implementation does not give you access to labels, and full message search is missing from the web interface.

7. Inbox.com - Free Email Service
Inbox.com not only gives you 5 GB to store your mail online but also a highly polished, fast and functional way to access it via either the web (including speedy search, free-form labels and reading mail by conversation) or through POP in your email program.
Unfortunately, IMAP access is not supported by Inbox.com, and its tools for organizing mail could be improved with smart or self-teaching folders.

8. FastMail Guest Account - Free Email Service
FastMail is a great free email service with IMAP access, useful features, and a stellar web interface.
It's a pity FastMail does not offer truly effective spam filtering for free accounts, and more storage space for all users.

9. Yahoo! Mail Classic - Free Email Service
Yahoo! Mail Classic is a comfortable, reliable and secure email service with unlimited storage. A pretty good spam filters keeps the junk out and you can send rich emails using Yahoo! Mail's HTML editor.

10. Windows Live Hotmail - Free Email Service
Windows Live Hotmail is a free email service that gives you a 5 GB of online storage, fast search, solid security and an interface easy as a desktop email program.
When it comes to organizing mail, Windows Live Hotmail does not go beyond folders (to saved searches and tags, for example), its spam filter could be more effective, and POP or IMAP access are missing.

Let’s try!!

Please do not hesitate to write a comment on this.

Warm Regards,
Jagan

The best way to source resumes from GOOGLE and ther search engines. Don't hesitate to leave a comment after reading...

2009-11-13T15:20:00.000+05:30

Dear Readers,

If you are searching for a potential candidate's resume using web search, the following tips will helpful to search from bulk database. Try once and let me know your experience...

EXAMPLES OF STRINGS YOU MAY USE:

Remember to include your search terms
For Resumes (filetype:pdf OR filetype:doc OR filetype:rtf) (intitle:resume OR inurl:resume OR "my resume") (-apply OR -submit OR -benefits OR -recruiter OR -Openings)OR((experience references resume) OR ("work history" references resume)) (-apply OR -post OR -submit OR -benefits)

For resumes in the DC Area: (intitle:resume OR inurl:resume OR "my resume") (-apply OR -post OR -submit OR -benefits) ((dc 202) OR ((virginia OR va) (703 OR 540)) OR ((maryland OR md (301 OR 410))

Limit search to Word, Rich Text Format and PDF documents:<> (filetype:pdf OR filetype:doc OR filetype:rtf)

HYDERABAD JOBSEEKERS LINKEDIN, EXCLUSIVELY FOR HYDERABAD JOBSEEKERS. New place to find new employer or new candidate.

2009-11-13T05:01:00.000+05:30

Have you been recently laid off?
Are you looking for a career change?
Are you open to exploring new ideas and opportunities?

This is the Site for you. Here, you will be able to network with employers, recruiters, and others like yourself to discuss business opportunities in the Hyderabad area. All are welcome Who are looking for job in Hyderabad, You can also post jobs here. Welcome to Recruiters, HR professionals, Hiring Managers, and Jobseekers to share best practices, refer business, and benefit from a Hyderabad Jobseekers community.

- Your weekly goals and job search strategies
- At least one job posting per week that may be a fit for another jobseeker in this group
- At least one article or resource related to the job search

Here is the place to join.. Hope will see there..

http://www.linkedin.com/groups?gid=2351168

Warm Regards,
Jagan

The ways you can find the MOST passive candidates, for your tough job requirement.

2009-10-29T22:05:00.000+05:30

Look for people who are listed as References on an active candidate's resume.

This is a repeat, but referrals are the #1 way to find the most passive candidates. Here are a few tips:

Referrals:

1. Tap all new hires as they come into the firm, "Congratulations on accepting our offer, we are still hiring in other areas...who do you know?" 2. Follow-up with new hires for referrals 1 month after they start. After they settle in a big, they may be more inclined to refer friends.
3. Run special contests featuring an employee referral bonus (raffle ticket for a nice prize for each person referred etc.)
4. Don't keep the employee referral program a secret. Regular reminders that referrals are important to the company are a good thing.
4. Try to get referrals from all sources: rejected candidates, candidates that withdraw because they accept another opportunity etc.
5. Blogs, Professional networking, job fairs, social circles, spiritual gatherings!!

Resume finding Tips:

These are some tips from researches about your important question:

1. Use referral programs . Ask your best people to identify the best people they've worked with in the past. Referrals are the number one way to identify them as well as establish contact. Determine their interest level and if they are what you need. If you don't have a match, ask them for other respected names.

2. Create an enticing work description. You need to pique the interest of a candidate who is not looking for a position but may be interested in an excellent career opportunity. This means you must say the right thing and create a description that has a WOW factor.

3. Identify their pain . Diligent and high caliber workers often don't even know they have pain regarding their employment or employer. Educate them on where they are with respect to the skill sets and compensation of others in their same industry. Educate them on new emerging technologies and industries in their niche. This type of information can lead to a light bulb moment.

4. Shift your focus from “What can you do for me?” to “What can we do for you?” Show them how your company recognizes top performers and promotes them. Discuss the benefits of your company culture and managerial style. Offer excellent training programs, incentives, higher earning power, etc.

5. Contact reputable search firms. Respected and ethical search firms specializing in your industry will have the latest resources and tools specifically designed to target passive candidates. Their industry connections and process can save you time and money.

First of all it is important to understand that recruiting is sales. Then you need to source potential candidates through referrals, LinkedIn, Tweets on Twitter that have substance, Monster archives (as someone has already mentioned), Google, even over-hearing conversations at lunch where professionals congregate. In other words the passive candidates are everywhere.

Then you need to build a relationship with them so they trust you. Always maintain that trust. The recruiting world is littered with failed recruiters who broke that trust.

Since you now have a foundation of trust, you may approach them. It is more time consuming than simply snagging a resume that comes to you, but the good ones are certainly worth the time.

Recruiter, how effective is Boolean search to find candidates?

2009-10-28T03:19:00.000+05:30

Boolean Search Strings are an important tool for finding talent on the Internet. More recruiters should learn how to utilize Boolean Search Strings to identify the talent they seek.

Too many recruiters spend time looking for "resumes" rather than looking for "talent". I want to find those people that are not being contacted by every recruiter, those not looking until I entice them. Boolean Search Strings are a great way to identify these passive candidates. Every recruiter should learn how to utilize these tools.

Other tools including Zoom Info, Broadlook, Twitter, Hoovers,...etc., can assist a recruiter in finding talent, but an understanding of what the Internet is, how it works, and how to use Boolean Search Strings is the first step in opening an individuals eyes to the possibilities of search.

In today's fast-paced world, everyone is looking for ways to do things better and faster and I can’t really imagine someone trawling thru various online sources and find a candidate without utilizing Boolean search. Boolean tools are very important in finding the right talent; Boolean tools are so powerful at doing what they do that even sites like linkedin, twitter etc.have incorporated them into their searches (all popular search engines automatically incorporate Boolean tools into searches). Just a simple example of the Boolean tools is the utilization of the word “AND” in narrowing down your search criteria.

Learning and making use of Boolean operators can drastically improve your search results for all types of searches (whether it be Google, linkedin, online CV databases, networking sites, twitter etc) (whether it be for finding the right talent or be it for lead generation or any other research). As it is there are only re only five elements of syntax to understand
And
OR
NOT (on some search sites you need to use the minus sign (–) for this
()

“”

By applying these appropriately, along with the keywords you wish to consider, you can create a huge range of search operations.

So what happens if you don't use Boolean? It could truly mean the difference in receiving 1000 returned results and only 100 and not to mention the time you will save.

Hope this adds to the knowledge….

Best Regards
Jagan

What all should an ideal resume contain? What resume will effectively attract employers? / Seven Traits of an Effective Resume ...

2009-10-28T03:10:00.000+05:30

Dear Readers,

Unless your resume has all seven traits below, it is not working to your advantage.

Introductory Statement
Most hiring companies don't have time to match unspecified resumes to open positions, so lead off with a career summary or introductory statement that makes it clear what type of position you are seeking and why you are qualified for the job.

Keywords and Phrases
To pass through a company's applicant tracking software, your resume must contain the keywords and phrases it is screening for. These words are not the verbs stressed in paper resumes, but nouns such as job titles and technical skills.

To find out what keywords you should be using, read the job posting or obtain the actual job description. You also may want to check out the book 2,500 Keywords to Get You Hired by Jay Block and Michael Betrus, which lists critical keywords for each career and shows examples of how to use them in your resume.

Your Experience
Your resume should not merely list the jobs you've held; it should provide specific examples of how you achieved success. Resume-writing professionals recommend using the PARS formula: Describe a Problem, the Action you took, the Results you achieved and Skills you applied.

Too Many Personal Pronouns and Articles
With just two pages to sell yourself, make each word count. Write in a telegraphic style, eliminating all personal pronouns and articles like "the," "a" and "an." Removing the "I," "me" and "my" from your resume not only frees up space, but creates a subliminal perception of objectivity.

No Irrelevant Information
Irrelevant information keeps the reader from seeing your selling points. Weigh each portion of your experience from the hiring company's perspective to decide what to include and what to emphasize. If you're applying for an engineering position, for example, don't devote a whole paragraph to your job as a camp counselor unless the position has elements that are transferable to the engineering job. And never include information about your marital status, personal situation, hobbies, or interests unless they are relevant to the job for which you're applying.

Proper Formatting
Unless you have no work experience or have held a number of different jobs in a short amount of time, a chronological resume is the most effective. That means using the following order:

Header (your name, address, e-mail address and phone number)
Career summary, profiling the scope of your experience and skills
Reverse chronological employment history emphasizing achievements
Education

Since poor alignment, spacing and use of bolding and caps make a resume hard to read, you may want to use a resume template.

No Typos or Misspelled Words
From the would-be administrative assistant who claimed to be a "rabid typist" to the executive who boasted that he was "instrumental in ruining the entire operation," misspellings communicate that you have poor writing skills or a lackadaisical attitude. Proofread your resume carefully and have several friends and family members read it as well.

Remember: The purpose of your resume is to communicate your experiences and accomplishments as they relate to an open position and get you the interview. You can’t fit every detail of every job into your resume, nor should you try. But outlining key accomplishments is critical to getting you called for the interview.

Regards,
Jagan

Free Job Posting Sites for Recruiting and staffing Vs Paid Job Boards Monster, Dice, Careerbuilder, etc...

2009-10-28T02:10:00.000+05:30

Most of us in recruiting rely heavily on paid job boards such as Monster, Dice, Careerbuilder, etc, but often supplement those resources with additional postings on free sites such as Craigslist. There are, of course, a ton of free job posting sites out there, but none so far that I have come across produce near the number of quality candidates Craigslist once did.

I actually shy away from sites like monster.com and careerbuilder which heavily attract third party recruiters that I find scare away good applicants. They're just too big.

I currently have listings at:
craiglist.com (fee, high traffic)
classifieds.yahoo.com (fee, high traffic)
myspace.com (free)
google.com/base (free)
backpage.com (free)
kijiji.com (free)
oodle.com (free)

You will find that some of these sites pull ads from other paid and free sites (oodle and kijiji are strongly viral).

I also use simplyhired.com and trends.google.com to help write our job listings to include the most highly searched terms (and the not so highly searched terms) and learn about the competition in the area and what terminology they are using and not using.

Links:
http://www.siteslikecraigslist.com
http://trends.google.com
http://www.simplyhired.com/a/jobtrends/home

Regards,
Jagan

Hyderabad Jobseekers - Jobs in Hyderabad

2009-10-27T21:44:00.000+05:30