Blog for Sales and Recruitment Professionals

noreply@blogger.com (Hemant Prasad) — Sun, 06 Sep 2020 09:41:00 +0000

Happy to announce my first Amazon Kindle Book on Recruitment.

Link to eBook: https://www.amazon.co.uk/dp/B08HKCNLH5

Inviting everyone to review and share feedback....

26 Time Management Hacks I Wish I'd Known at 20

noreply@blogger.com (Hemant Prasad) — Tue, 02 Apr 2013 04:03:00 +0000

26 Time Management Hacks I Wish I'd Known at 20 from Etienne Garbugli

10 resume mistakes to avoid

noreply@blogger.com (Hemant Prasad) — Mon, 25 Feb 2013 10:23:00 +0000

Takeaway: The goal of a resume is to let a potential employer know why you’re the best person for the job. Here are 10 practices that impede that goal. There is one goal for your resume: To show a potential employer why you are the best person for the job. However, there are so many things that can get in the way of what should be a clear message. Here are ten of the most common mistakes made in resumes.

1. Your focus is wrong

This may be one of the most difficult concepts for job hunters to grasp, but your resume is not something you create for yourself. You create it, format it, and organize it so that it’s easy for a hiring manager to gauge your fit with the job he or she is offering. It’s important to tailor your resume to each job you apply to. I promise you, no hiring manager is going to study your resume for specifics that would apply to the job at hand. Your resume has to make them obvious.
For example, if you’re applying for a project manager position, highlight any experience and accomplishments that show your expertise in project management, even if you have to switch to a functional resume format to do it. While the bulk of your work experience may be in tech support, it’s really not applicable to the job at hand, so don’t concentrate on the day-to-day minutiae. Concentrate instead on those instances where you demonstrated leadership, ingenuity, and organizational skills.

2. You have typos in your resume

Hiring executives have a low threshold for resume bloopers. A recent study on working.com claims that one out of four executives will toss a resume into the wastebasket if they spot a typo. But sometimes even the most careful people can miss a typo or two. Here are some tips for making sure you’re sending out pristine copies of your resume:

Enlist detail-oriented family members, friends, or mentors to proofread your resume and provide honest feedback.
Take a timeout. Before submitting your resume, take a break and come back to it with a fresh set of eyes. You might catch something you missed the first time.
Print a copy. It’s easy to overlook typos or formatting mistakes when reading a resume on a monitor, so print it out for review.
Try a new perspective. Sometimes readers inadvertently skip over parts they have read previously. Review your resume backward to help avoid this problem. You can “read” it from bottom to top, or from the right side of a line to the left. This takes away the mental expectation that sometimes tricks us into thinking a word is spelled correctly, etc.
Read it out loud. This can also help you find phrases that don’t make sense.

3. Your resume is too long

There are all kinds of opinions as to how long a resume should be. Most people say to keep it to one page, but many people say that two pages are OK, particularly if you have 10 or more years of experience related to your goal or you need space to list and prove your technical knowledge.

Either way, the goal is to keep your resume lean yet meaningful. List only your selling points that are relevant to the job at hand and let go of some details that have no bearing on your current goal. You may have become proficient in Windows NT in a previous job, but it’s not something that would have a bearing on a job today.

4. Your resume is not very “readable”

Never underestimate resume formatting. Consider that some hiring managers have to look through hundreds of resumes for each job opening. Also consider that those employers will usually take, at most, only thirty-five seconds to look at a one-page resume before deciding whether to keep or discard it. You should design your resume so that employers can read the document easily and process information quickly.
To judge the formatting of your resume, ask yourself these questions:

Am I using too many fonts? It’s best to stick to one or two fonts. You can vary the size and add bold if necessary to make headings stand out but don’t go overboard. You don’t want your resume to look like a ransom note built out of newspaper clippings.
Am I overdoing the emphasis thing? As I said in the previous point, you can create emphasis by using bold, italics, underlining, etc. However, you don’t want to mix methods or overuse them. You would not, for example, want to CAPITALIZE, ITALICIZE, AND UNDERLINE pieces of text. It’s overkill and hard on the eyes.
Is there too much text on the page? There’s nothing more intimidating to a reviewer than blocks of dense text on a resume. Here are some things to keep in mind: Set your margins at about 1-inch all around, use bulleted points to break up paragraphs of text that list your accomplishments, and make sure your sections are distinct. Don’t be afraid of white space! If you have to choose between crammed-in text and an extra resume page, go with the latter.

You can see in Figure A how much more readable the list of accomplishments are when put into bullets separated by white space.

Figure A

5. Your name appears in the Word header

Your name should appear prominently at the top of your resume, but even though it looks kind of cool, avoid using Word’s header feature (see Figure B) for this information. (Using Word’s header feature will make your name appear automatically at the top of every page of your resume.) The problem is a lot of scanning software used by HR departments won’t work on headers and footers so your resume could get lost in the shuffle.

6. Your resume doesn’t include keywords

It’s an unfortunate fact of life that many organizations use scanning software (mentioned above) when vetting resumes. This is often done as the preliminary step in weeding out any people whose qualifications and experience don’t match the job being filled. So be very sure that you pepper your resume with relevant keywords. That is to say, don’t use one in every sentence and don’t use keywords that you don’t have experience with just for the sake of sneaking in under the radar. Sooner or later you’ll have to own up. The actual job description is the best starting place for finding relevant keywords.
7. You list your experience instead of your accomplishments
First of all, never use expressions such as “Duties included” or “Responsibilities included.” These lists outline only what was in your job description; they don’t say whether you did them well or not. And they don’t show how you stood out from the other people in your company who were doing the same things.
To help rewrite your responsibilities to accomplishments, try asking yourself:

What special things did I do to set myself apart?
How did I do the job better or differently than anyone else?
What did I do to make it my own?
What were some problems or challenges that I faced?
How did I solve or overcome those problems?
What were the results of my efforts?
How did the company benefit from my performance? For example, did it make or save money or save time?

It might help to use an accomplishment tracker template like this one available from TechRepublic.

8. You use vague verbs and subjective adjectives

Avoid, at all costs, those abstract verb phrases like “Assisted with…” or “Handled…” or “Managed….” Those phrases can mean almost anything. Every time you’re tempted with one of those phrases, ask yourself How? How did you assist with something? What exactly did you do? Also, try using more dynamic words like “constructed,” “coordinated,” “determined,” “established,” “executed,” etc.
On the same ticket, it is very easy to say you “skillfully completed” some task or that you have “extraordinary people skills.” But unless you can back those statements up with concrete evidence, it’s just you saying something good about yourself. So explain why your task completion was skillful. Did it come in under budget and within time restraints? What evidence do you have of your great people skills? Did you get recognized for this in some way? Were you assigned more end users than other staffers? Any detail that you can offer in explanation will help.

9. Your resume is like all the others

We’re not saying that you should make yourself stand out by formatting your entire resume in a cursive font. We’re saying that, since you’re a tech pro, a prospective employer is probably going to expect something a little more advanced. Toward this goal consider:

Including a link to your online portfolio. Online portfolios can be anything from a blog or a website, to a dedicated solution (something that’s just a portfolio, without any of the extra stuff). Make it something that loads fast, is visually professional, and showcases your accomplishments, mission statement, career progression, and leadership aptitude. Before you put the link in your resume, ask yourself how well the site answers questions any potential employers might have about you.

Adding a QR code. A QR (quick-response) code is a two-dimensional, barcode-like image (seen in Figure C) that, once scanned, directs potential employers to carefully selected, customized web pages for more information about a job seeker. It’s a tech-savvy way to illustrate your strengths.

Figure C

10. You lie/exaggerate on your resume

Decision makers routinely conduct background checks and online research to verify a resume. And sometimes what they find out can embarrass you down the line; a lesson learned the hard way by former CEO Scott Thompson. At the very least, don’t claim education that you don’t have. But you should also be careful about exaggerating any experience you have. It could take only a few targeted questions in an interview to reveal your deception.

5 steps guide to construct your recruitment career

noreply@blogger.com (Hemant Prasad) — Thu, 18 Oct 2012 04:59:00 +0000

1. Equip yourself with essential skills: A degree or diploma in Human Resource is ideal to start your career in recruitment. It gives you required understanding about the functioning of human resource department in an organization. The next target should be to acquire right knowledge on technical/functional terminologies used in the industry you aim to build your recruitment career in. IT recruitment professionals can get some help from my presentation Tips for recruiters published on this blog.

2. Train yourself on using recruitment tools: There are quite a few online recruitment tools are available today to help recruitment professionals. We can divide them into two categories (1) Sourcing tools (2) Processing tools.

Sourcing tools are online job portals like Monster.com, Naukri.com, Dice.com, Jobstreet.com etc. These portal provide online job posting and resume database search. While it's not difficult to use these portals, it can be quite tricky to get the best results depending upon your understanding of various options available. So it's always advisable to attend the formal training offered by these portals, which mostly comes at no cost but improves your efficiency in using these portals effectively.

Processing tools are inhouse HR packages which are used by organizations to process the job applicants received. These are customized packages which store, analyze and process job applications received against various job positions available and help speed-up the screening, interviewing and offer/rejection handing process. A formal training is always helpful to improve efficiency and reduce errors on using these packages.

3. Build your social presence: Social media has positively affected not only our personal life but also our professional life. Social network like LinkedIn is probably the largest professional network and the biggest free resume database that you can ever have. In order to utilize this database you should build comprehensive presence on LinkedIn and create a web around it. The ideal web would be to:

Setup a blog for posting your job on regular basis, include logo of your present employer in each post to avoid confusion when your change employment.
Then post the link of new blog job post on your LinkedIn profile. Join the relevant LinkedIn groups and post your new blog job post link in appropriate groups.
Setup a twitter account. LinkedIn provides you option to automatically tweet your new post to twitter. The growing followers of your twitter account will help you increase your reach to thousands of job seekers and build your personal network.
Setup a Facebook page for your job posts and link it with your twitter account for automatic posting. Invite job seekers to like your Facebook page to build a large community of active/inactive job seekers. You might change employment, but your fan following stays and grows.

4. Keep yourself updated with changing times: Be a part of various online human resource / recruitment communities and spend some time on discussion threads replying / participating. Attend webinars /seminars to keep yourself updated with changing time, policy and procedures in the industry.

5. Communicate effectively: Communication is the key to success in any career and when you are a career professional, it becomes rather more important, so communicate effectively. Often we have heard the complaints from applicants for not receiving the feedback on their job applications, which results in loss of respect for organization and for the recruitment executive. So make it a habit to provide prompt feedback to all selected/rejected applicants. It doesn't take time to drop one liner informing the candidate on their job application status. You need to anyway update your internal system on the status, so just make it a habit to draft maybe a one line email informing rejected applicants. You will anyways pursue selected applicants for the next steps, but also be considerate about those applicants who couldn't make it to next round due to some reason.

My EMC TV Interview at Momentum Berlin

noreply@blogger.com (Hemant Prasad) — Sat, 04 Feb 2012 04:44:00 +0000

Key to Success for Staffing Account Managers

noreply@blogger.com (Hemant Prasad) — Sat, 29 May 2010 16:33:00 +0000

I thought of sharing my experience as what makes you a successful Staffing Account Manager. Most of us will/have encountered the scenario while working in a staffing organization that the career/salary growth is limited. You keep working as a recruiter, then get promoted as Sr. recruiter than possibly a lead/manager(If you stay for long), than what next....???

Well organization will expect you to participate in the revenue generation 'directly' rather than keep supporting development/account manager in order to pay you more.

So, that's the 'change', which not everyone is comfortable about. There is definitely a difference between making a call to a candidate and a call to client. As a recruiter, you are only managing the expectations of one-end, the candidate, and possibly you can fight with another end, which is your account manager. But having put yourself in the shoes of account manager, you can no more 'fight', you need to meet expectations of both the ends, that's the change. Unless you do so, you can't 'generate revenue', means no success. So let's put a bulleted list of success mantra, which might make things easier for you while accommodating yourself in the 'change':

1. Make yourself available: First key point of success while you are in customer service industry: Make yourself available. Customers doesn't like (a) if your cellphone is not reachable most of the time (b) if you change your contact number frequently (c) If you don't acknowledge the receipt of email instantly, you might not give them answer asap, but acknowledge that you received the communication and it's in your to-do list now.

2. Understand requirement correctly: That's the technical job, again not everyone is comfortable understanding the tech jargons. So how to interpret as what customer wants. There is a way to it, Ask questions, do not hesitate. Customer would be happy to help you because they feel you are trying to ensure quality by the way of narrowing down your search of quality resumes instead of bombarding them with bulk resumes, which will kill their precious time and reduce productivity.

Else there is another way, pick-up the phone and talk to any of your existing technical consultant, read out the JD to him/her and take help in picking the right skill-set customer is looking for, out of the 10-20 jargons mentioned in the JD.

3. Speed matters, so as the quality: You might want to deliver the resumes faster than your competitors, but that shouldn't be the case always. Take your time and re-validate the resumes sent by your recruitment team based on your understanding. Recruitment team always wants to meet their target of no. of resumes submitted against each requirement, but it's ultimately you, who is going to face the client, if the quality of resumes is not good. So evaluate them based on the JD, availability, salary fitment and than pass it to the client. Do mention in the email body as what sort of screening you have done on that particular set of resumes. That's the slow but steady process to gain trust with the client, which will deliver fruitful results in long run.

4. Follow-up: Regular follow-ups with your recruitment team for the availability of the candidates, while their resumes are in process and with the client on the feedback will ensure that you don't loosen your grip on either of the end.

All above are generic steps to remember, however if kept in mind and followed rigorously, i am confident that it will help increase your success ratio. Wish you good luck!

Changing trends in IT outsourcing!

noreply@blogger.com (Hemant Prasad) — Mon, 29 Mar 2010 14:52:00 +0000

If year 2008 was the year of collapse, year 2009 brought many changes to IT world functioning. On the one had we saw few IT biggies utilizing their cash reserves to buy similar size companies or to enter into completely new domain like Oracle acquiring Sun Microsystems, which will gain them entry into IT hardware domain and fine tune their software offerings according to Sun platform, HP acquired EDS to strengthen its software services offerings expanding its portfolio from traditional hardware/storage offerings, Dell’s acquisition of Perotsystems came as surprise to many analysts, since the company was already struggling to maintain its hold on serves market and instead of strengthening its bleeding line of business, they decided to enter into lucrative services market, which can ensure them a better .

On the other hand we also saw companies disintegrating their business units to focus on the core expertise, where we saw IT giant IBM quitting PC& servers business and latest in this series is Bearingpoint. We also saw the biggest IT consumer market, USA, taking some ‘protectionism’ measures to safeguard their domestic interest.

So how did this change IT outsourcing?

The answer isn’t simple. We saw biggies campaigning for ‘single window solutions’ to the customers comprising hardware/software/networking solutions under one umbrella. We also saw IT services biggies like TCS, Infosys giving discounts to retain customers in tough economic times and customers cutting-short their vendor list for the ease of manageability and reduce costs by giving bulk order and signing long-term deals. So is it the only impact, not really, we have seen some interesting trend change this time compare to last downturn post in 9/11. Let’s look at some important shift in IT outsourcing trends post economic downturn in 2008/2009:

Near-shore outsourcing: This has emerged as a new trend with political lobby campaigning in favor of boosting domestic employment or insisting on having relation with culturally similar countries. Brazil’s growth in IT/ITES market is a perfect example of near-shore outsourcing.

Cultural phenomenon: We have to admit that the race factor has never been such strong since post cold war, but the economic downturn has infected the racial harmony of the world. This has ofcourse resulted in the shift of people’s mindset and companies have sensed the customer’s preference to speak to a ‘culturally similar’ support professional especially in ITES sector. We saw Philippines taking over India in BPO growth which has cultural links with Americans.

Cost-factor: This isn’t a new trend, but has surely some new impact of economic meltdown. We saw companies like Microsoft and IBM offering financing solutions to help reduce the CAPEX burden of customers and offer them a spread payment option.

On-shore than off-shore: There is huge shift in the working model of IT companies especially due to ever increasing political pressure and strict visa restrictions, which has resulted in more on-shore outsourcing than off-shore outsourcing. Govt. has offered incentives to the companies for employing people locally than sending the work abroad. This has resulted in IT biggies setting-up development centers in the countries, where their customers belong to and employ local staff.

Reduced Sub-contracting: Most of the big IT consumer markets work on a sub-contracting model for the ease of management of staff and flexibility. We have see a big shift in the policy of IT/ITES biggies like IBM & Infosys and Genpact announcing cut in sub-contracting work, so that they can keep the cost under wrap and pass the cost benefit to customers.

Local than global: The most important shift in attitude of customers, they want the service provider on their doorstep, which they can see, meet and escalate matters to avoid any embarrassing situation, if the problem prolongs.

CV or Resume: Is there a difference?

noreply@blogger.com (Hemant Prasad) — Fri, 26 Feb 2010 06:12:00 +0000

While most of us use the terms 'Curriculum Vitae' (CV) and 'Resume' interchangeably, there is a difference between these two documents.

All over the world (including India) except the US, employers ask potential employees for a CV while applying for a position. While both documents are used in the job application process -- there is a difference in what the contents of each should be.

To understand this, let us look at the literal meaning of these two terms:

Curriculum Vitae: The course of life; Resume: summary

A close look at the meaning of these terms makes things clearer. While a CV discusses the course of life of a person, his Resume is a brief summary of his skills and achievements. The meaning of the words offer the basic differences between the two:

* While a CV is detailed, a Resume is to the point

* A CV is longer than a Resume. Usually, a CV is two or more pages long while a Resume is essentially one page long.

* A CV can contain some information about other facets of your life such as hobbies and extracurricular activities. A Resume strictly contains information relevant to the job.

* A CV is usually used in USA only for academia and when you are required to apply for a government grant. Potential employers usually ask for a Resume there.

* This means that while your CV when applying to two different jobs could be same, your Resume has to be different, highlighting different achievements in different cases.

So, what term should you use? While most times you will be asked for a CV all over the world, you have to be cautious if you are in the USA. In the USA, employers expect you to abide by the rules when they ask you for your Resume.

Source: http://getahead.rediff.com/report/2010/feb/24/career-the-difference-between-cv-and-resume.htm

Tips for Recruiters

noreply@blogger.com (Hemant Prasad) — Sat, 07 Nov 2009 11:01:00 +0000

Tips for Recruiters

View SlideShare presentation or Upload your own. (tags: tips for)

Staffing Life Cycle

noreply@blogger.com (Hemant Prasad) — Sat, 22 Nov 2008 07:05:00 +0000

Staffing Lifecycle

View SlideShare presentation or Upload your own. (tags: lifecycle staffing)