Too many staffing Agencies..

Staffing agencies struggle to differentiate their brand message and uniqueness in a sea of competition. In my dealings with staffing agencies, their pitches all begin to sound the same, but they also recognize that the sheer volume of competitors makes it difficult to sound different, if they truly are. In most local markets there are a handful of solid players and a larger number of peripheral staffing firms that tend to create the “noise” (read: sales calls). Here are some thoughts on being a top staffing agency player in your market.

10 Things Candidates Hate; 10 Things They Love

The Top-10 Things Candidates Hate

10. Having no clue whom they are meeting with for an interview, how long they will interview for, and arriving somewhere on time in order to wait alone in a lobby, room, or restaurant (and feeling very conspicuous when they don’t need a job!) while looking at their watch (every five seconds) for the late interviewer.

9. Taking a personal day off on one, two, or three occasions to interview at XYZ Company, only to fall into the Black Hole of No Feedback and never to be spoken to again. Add that their wife continues to harp on the fact that they missed Johnny’s recital by taking personal days to go interview for a new job when “You have a perfectly acceptable one right now.” This is when your picture goes up on the dart board in their rec room.

8. Learning after the fact that someone on the interview team thought that their resume showed too many positions when they actually worked for the same company for 10 years, but it changed names 10 times. This is the reality of never being able to address an objection, real or not, that comes up during the process that can be addressed.

7. Navigating a ridiculous, invasive online application that does not save after each field, crashes unexpectedly, is hard to complete thoroughly, and yet is viewed as a negative if it is incomplete.

6. Walking in to an interview with a person more junior than themselves to discover that said Bozo is reading the resume for the first time and is asking impossibly inane questions such as, “So, why do you need a job with our company?” when they were headhunted.

5. Feeling like they really are the right person for the job but somehow can’t get an interview. Whether that is because of a poor resume, undeveloped communications skills, or not connecting at the right level.

4. Going through a more thorough interview process than a candidate for the Supreme Court. I am ashamed to admit this, but I have actually facilitated interviews that have lasted longer than one year (fortunately NOT at Deloitte.)

3. Enduring a background check that is conducted by hourly workers on a different continent who raise red flags on your background because your university verified your degree as a B.S. in Sociology and Anthropology instead of a B.S. in Women’s Studies (which is no longer offered). Did I mention that the candidate has already resigned, given their start date, and had their goodbye party? Yes, no kidding.

2. Enduring a formal interview process, complete with a one-hour phone screen with HR, a call with a junior team member asking basic questions, and then getting the green light to attend a cattle call. All of this when the candidate has only agreed to being “open to talking” and is NOT looking for a job. In fact, they really only signed up to have a beer with a career-level counterpart on the inside.

1. The number-one pet peeve of all candidates is talking to misinformed, condescending, and unoriginal HR generalists or entry-level recruiters who answer all questions with, “Because that’s the way we do it here and we cannot do it differently.” Or who answer every question with “I don’t know.”

The Top-10 Things Candidates Love

10. Talking to someone who is knowledgeable about their background, their company, what their potential career path may be, and who can have an unbiased conversation about options that exist.

9. Entering an interview process that is transparent.

8. Getting a courtesy telephone call to the effect of, “What we have is no for now, not forever. We value your time and are sorry about the outcome.”

7. Having someone help them go through the online application process or be on hand and be knowledgeable about the system.

6. Getting a list of information that is needed to complete the online application such as W2s, phone numbers, references, and yes, even documentation to present in lieu of a real, live company that has since closed (Enron).

5. Having an honest conversation about objections to their history and being allowed to counter.

4. Getting help on resigning and also being granted some flexibility on start dates if they have real plans to travel, have surgeries, or a need to keep a schedule of their former employer.

3. Being asked for feedback on the questions asked during the interview process or what they felt were high and low points of the interaction. Also, having the chance to weigh in on the overall candidate experience.

2. Having flexibility in the process and a chance for their questions to be answered versus being interrogated without any real dialogue about their concerns.

1. Being treated with respect at every level regardless of whether they are the right candidate.

JOB: Hiring Java Developers

Hi,

Greetings!!

Urgent required Java Developer for one our IT Client

Exp Level: 3 to 6 year
Location: Banglore

Essential Skills required:

. Hands on expertise with Java, XML, OOAD.
. Exposure to SNMP, Corba
. Eclipse
. Solaris/Linux and Windows
. Telecom - NMS/EMS, Data models.

Desirable: J2EE, JMS, JBOSS, SOAP, Tomcat, Oracle Preferable

If interested, please revert back with your updated resume with following details at kanchan.bhukesh@outworx.com

Total Work Exp:
Relevant Wrk Exp:
Current CTC:
Expected CTC:
Notice Period:


Regards,

KANCHAN BHUKESH
Talent Acquisition
http://www.linkedin.com/in/jobsite
http://management-wiki.blogspot.com/

JOB: Hiring UI/ Web/ Graphic Designer

Hi,

Greetings!!

Urgently required UI Designer

Exp Level: 5+ year
Location: Noida

- Required Skills: HTML, CSS, JavaScript, JQuery, AJAX, Adobe Flash 
- Mandatory: Good Communication Skill
- Web & Graphic Design
- Client Interaction
- Team Handling

If interested, please revert back with your updated resume with following details atkanchan.bhukesh@outworx.com

Total Work Exp:
Relevant Wrk Exp:
Current CTC:
Expected CTC:
Notice Period:

Regards,

KANCHAN BHUKESH
Talent Acquisition
http://www.linkedin.com/in/jobsite
http://management-wiki.blogspot.com/

JOB: Hiring Level 3 Security Expert

Hi,

Greetings!!

Urgent required Level 3 Security Expert with one of our IT Client

Exp Level: 6 to 8 year
Location: Noida

Required Skills:

• Over 6 Years of experience in the area of Computer Network security solutions, configurations and troubleshooting with expertise on Cisco LAN/MAN/WAN connectivity, Checkpoint NG, NGX series Firewalls, CISCO PIX, Nokia Firewalls and TCP/IP networking.
• Extensive experience with configuration and troubleshooting of Cisco Routers 1800 Series, 2600 series and 3800 series routers and IP Telephony.
• Providing VPN connectivity and LAN/WAN Security solutions.
• Providing Mail SPAM filtering solutions with Trend micro IMSS, Barracuda.
• Implementation and troubleshooting of Citrix Access Gateway SSL.
• Administration and troubleshooting of Windows 2003 and Windows 2000 servers.
• Configuration and administration of Sun Solaris and Red Hat Linux.

Mandatory: Candidate must have a Valid passport without which he may not be applicable.

If interested, please revert back with your updated resume with following details at kanchan.bhukesh@outworx.com

Total Work Exp:
Relevant Wrk Exp:
Current CTC:
Expected CTC:
Notice Period:


Regards,

KANCHAN BHUKESH
Talent Acquisition
http://www.linkedin.com/in/jobsite
http://management-wiki.blogspot.com/

JOB: Hiring IPhone - Lead / Architect

Hi,

Greetings!!

Urgent requirement of I-PHONE Architect

Job Location: Noida

Desired Candidate Profile:
* Must have 6+ experience in Mobile Application development.
* Must have worked on Blackberry/ Symbian/ Android and iPhone/iPad/iPod-Touch. 
* Good analytical and logical skills.
* Should be comfortable working independently or teams taking complete responsibility of project.

If interested, Kindly share your profile at kanchan.bhukesh@outworx.com:

 Regards,

KANCHAN BHUKESH
Talent Acquisition
http://www.linkedin.com/in/jobsite
http://management-wiki.blogspot.com/

JOB: Hiring Freshers for BD/Trainee-Account / Corporate Relations

Hi ,

Greetings!!

Job Location: Pune

Desired Candidate Profile

• Minimum 0-1 year experience in the recruitment & temp staffing / manpower outsourcing industry.
• A proven track record of increasing relationship, revenues, building the team and creating a closely knit, teamwork environment to enhance productivity.
• Should have worked on sales targets-linked with branch P&L and comfortable making cold calls.
• Comfortable traveling across India as & when required for business purposes.

Job Description

• Independently work on generating leads, mapping sectors and targeting potential clients within the temp staffing and permanent recruitment service verticals.
• Be updated with business related market intelligence reports.
• Ensure quick closures, so as to achieve the set targets.
• Accountability for the staffing and vertical profitability
• Manage existing client relationship retention and simultaneously enable the delivery team to close on the business assigned.
• Organize constant brand promotion and marketing using innovative cost-effective methods.
• MIS, Reporting and Presentation skills.

 Mandatory:

• GOOD COMMUNICATION SKILL.
• PLEASANT PERSONALITY AND  INTER-PERSONAL SKILL.
• TWO WHEELER MANDATORY.
• WILLING TO TRAVEL .
• QUALIFICATION: MBA/PGDM/MARKETING EXPOSURE
• MALE CANDIDATES WILL BE PREFERRED.

Regards,

KANCHAN BHUKESH
Talent Acquisition
http://www.linkedin.com/in/jobsite
http://management-wiki.blogspot.com/

QR Codes: The Next Big Thing In Recruiting Technology?

If you are a recruiting leader or recruiter who is constantly on the lookout for new recruiting trends, practices, and tools, you have surely already heard of QR codes.

QR codes are a second-generation barcode that allows potential candidates to quickly and directly access supporting materials and websites using only a camera equipped smartphone. QR codes have many uses, but are most often used to direct target audiences to online content that cannot be easily conveyed in print.

You can of course provide a printed URL, but if you have ever tried to enter a long URL into a mobile browser, chances are you wouldn’t do it again.

What Is a QR Code?

The QR in QR code stands for quick response, and although you might not know them by name, you have undoubtedly already seen these one-inch square shaped symbols that look a little like a maze in advertisements, on billboards, and in posters. Don’t let their size fool you: QR codes can be powerful communication mechanisms because they can take candidates directly to customized supplemental recruiting information that might include a website, pictures, videos, narrative information, or point directly to Twitter or Facebook. Organizations that have taken lead in using QR codes for recruiting include Google, the U.S. Army, E&Y, AT&T, Siemens, and Pepsi.

The Many Benefits of Using QR Codes in Recruiting

QR codes were designed to support mobile users, something the recruiting-tools community hasn’t invested a great deal of time in despite the widespread adoption of smartphones. Because many smartphone users are never more than a few feet from their almost-always-on device, mobile will become the platform of choice for recruiting activity. The application to decode a QR Code comes pre-installed on most devices and there are many free Apps for users with a device not pre-installed with one. Potential candidates could be on the subway, reading the paper, or walking down the street and with the push of a button be immediately taken to follow-up information or a job application.

If your recruiting effort is attempting to show off your firm’s innovation or its use of technology, the use of these codes might help to reinforce that message. QR codes can dramatically increase the value and usefulness of print ads, billboards, posters, business cards, and brochures. Because college students are particularly mobile phone dependent, QR codes should be embedded into all aspects of college recruiting.

These codes are also powerful because they easily allow for effective tracking analytics that can identify sources and usage rates. In addition, QR codes can be produced for free and because they are so small, will save space and advertising costs. These codes can also be used for non-recruiting purposes including check-ins and to provide employee, vendor, and customer information.

“Like a picture, a QR Code can replace a thousand words.”

Potential Uses of QR Codes in Recruiting

There are literally dozens of ways in which these codes have been or can be used to provide recruiting information to prospects and candidates. Some of them include:

• Newspaper/magazine ads — to provide follow-up information that can’t fit in the ad.
• In job postings, social media and blogs — they can provide detailed reference or follow-up information without taking up space.
• Referral cards — they can instantly take a referral to an application site.
• Wall posters/stickers — that can be placed on bulletin boards and even on poles.
• Billboards/signage/on vehicles — QR can work even when the picture is taken from a distance.
• Career fairs and college events — they allow an interested prospect to instantly access additional information without having to wait in line or ask a question.
• In text messages — they can be attached to text messages as a picture or they can be used to send text messages.
• Job alerts/calendar events — individuals can sign up for specific job alert notifications and calendar items can be easily saved on a phone’s calendar.
• Direct mail — they can move an individual directly from a paper letter to the Internet.
• In slides — they can direct you to more detailed information from presentation slides.
• Invitations — they can be used to invite people to join talent communities, and to participate in contests or events.
• In retail outlets/at trade shows/on product packaging — they can convert customers into applicants.
• Bus cards/name tags — they can provide instant detailed information about you.
• On T-shirts — they help send a message that your firm is “cool” (Google used them)
• On resumes — applicants can place them in resumes to show work samples.

Possible Issues

There are of course a few downsides related to the use of QR codes. The first is that many recruiters will resist them for no other reason than most recruiters resist any kind of change that involves a new technology. Second, you will most likely get a spotty response from potential candidates because while QR codes have existed for a while, not everyone is familiar with them and others don’t yet have a smart phone with QR reading capability.

Final Thoughts

Although QR codes won’t solve every recruiting problem, they certainly are a quick, cheap, and flexible way to re-energize and make your non-Internet recruiting information approaches more effective. These codes are particularly effective because they support mobile audiences and that allows individuals to act when they are most excited. Soon QR Codes will be as common as embedded hyperlinks that are only effective within electronic messages.

You can test the effectiveness of QR codes for providing contact information by using your smartphone camera to take a picture of the example at the top of this article, or you can create your own QR codes for free by going to a site like http://goqr.me/.

Hey Boss, communicate and lead

Communication and leadership style have emerged as the critical attributes that employees say distinguish the best bosses, according our latest published survey.

Other traits such as experience, personality, and even a propensity to encourage teamwork, all rate relatively low.

The question of which generation makes the best leaders is particularly polarizing across the age spectrum. Both GenY and GenX say it’s GenX, while Baby Boomers say it’s their own generation.

Across the board, the majority of employees are unhappy, when it comes to reward and recognition. Their responses suggest that it’s not necessarily more money that they are seeking, but simple efforts to acknowledge where exemplary work is performed.

Overall the message from the workplace seems clear; employees recognize real leadership, they know it’s pivotal for their own success, and they want their bosses to provide it.

JOB: Hiring COLD FUSION developer for USA/Noida

Hi,


Greetings !!


Urgent requirement of COLD FUSION developer


Job Location: USA/Noida

Desired Candidate Profile

Cold fusion developer with 3+ yrs relevant experience.

Candidate should have a valid B1 visa for USA.

Experience in client interaction

Can join immediately.

Job Description

Candidate should have strong experience in cold fusion development. 

If Interested kindly share your profile asap with following details:

Total Work Exp:
Relevant Wrk Exp:
Current CTC:
Expected CTC:
Notice Period:




Regards,


KANCHAN BHUKESH
Talent Acquisition
Outworks Solutions Pvt. Ltd.
http://www.outworx.com/
http://www.linkedin.com/in/jobsite
http://management-wiki.blogspot.com/

JOB: Hiring Freshers

Hi,

Greetings!!

Hiring Freshers for an IT company.


Job Location: Noida


Kindly Reply asap with your CV at kanchan.careerline@yahoo.in

Regards,

KANCHAN BHUKESH
Talent Acquisition
http://in.linkedin.com/pub/kanchan-bhukesh-talent-acquisition/21/880/163
http://in.linkedin.com/pub/kanchan-bhukesh-talent-acquisition/15/7a4/21a
http://management-wiki.blogspot.com/

JOB: Hiring Testing - Selenium professionals

Hi,

Greetings!!

Urgently required Testing professionals in Selenium for an IT Company.

Exp Level: 2 - 3 years
Location: Noida
Job Type: Permanent
5 Days Working

Required Skills:
       -     Should have good experience in Testing

-                        -           Should have good exposure in Selenium, Jmeter

-                        -          Good Communication Skill

Kindly Share your resume ASAP with the following details:

Total Experience:
Relevant Experience:
Current CTC:
Expected CTC:
Notice Period:

Regards,

KANCHAN BHUKESH
Talent Acquisition
http://www.linkedin.com/in/jobsite
http://management-wiki.blogspot.com/

Coolest Resume ever

JOB: Hiring BTech Freshers for IPhone Trainee

Hi,

Greetings!!

Hiring BTech Freshers as Trainee.

Role: IPhone Apps Developer

Kindly reply asap

Regards,

KANCHAN BHUKESH
Talent Acquisition
http://in.linkedin.com/pub/kanchan-bhukesh-talent-acquisition/21/880/163
http://in.linkedin.com/pub/kanchan-bhukesh-talent-acquisition/15/7a4/21a
http://management-wiki.blogspot.com/

JOB : Hiring Web Dynpro Professionals

Hi,

Greetings!!

Top Urgent requirement of Web Dynpro Professionals  with one of the Top IT client.

Exp Level - 4 to 6 Years
Job Location - Mumbai

It is contract to hire position.

Skills Required: Web Dynpro, SAP, ABAP

Regards,

KANCHAN BHUKESH

Talent Acquisition

http://in.linkedin.com/pub/kanchan-bhukesh-talent-acquisition/21/880/163

http://in.linkedin.com/pub/kanchan-bhukesh-talent-acquisition/15/7a4/21a

http://management-wiki.blogspot.com/

JOB: Hiring IPhone Developer

Hi,

Greetings!!

Urgent requirement of I-phone developer

Job Location: Noida

Desired Candidate Profile:

• 2+ years of experience in Application development on iPhone/iPad/iPod-Touch.
• Must have excellent understanding of C, C++, OOPS, COCOA framework and Objective C with XCode.
• Should have worked with major frameworks including MapKit, Core Data, Core Graphics, Media Player & Core Location
• Must have contributed to an application already published on the Apple App Store.
• Sound knowledge of Mac OS
• Good analytical and logical skills.
• Should be comfortable working independently or small teams taking complete responsibility of project.

  Job Description:

• Strong Expertise of Cocoa, Objective C and Mac development.
• The candidate must have at least 2 years of Experience in developing Applications on Objective C and Cocoa, with at least 2 year on the iPhone/iPod-Touch/iPad.
• Should have experience with interfacing-to and troubleshooting back-end APIs including SOAP/XML web services.
• Good Understanding of performance and debugging skills over MAC.
• Good Understanding of iPhone APIs and building iPhone applications

Regards,

KANCHAN BHUKESH
Talent Acquisition

http://www.linkedin.com/in/jobsite
http://management-wiki.blogspot.com/

JOB: Hiring I Phone Developer

 Hi,

Greetings !!

Urgently required IPhone Developer

Job Location: Noida
Job Type: Permanent
5 Days Working

- Candidate must have Relevant Experience of at least 1-3 Years in I phone Apps. Development.

- Good Communication Skill

Kindly Share your resume ASAP with the following details:

Total Experience:
Relevant Experience:
Current CTC:
Expected CTC:
Notice Period:

Regards,

KANCHAN BHUKESH
Talent Acquisition
http://www.linkedin.com/in/jobsite
http://management-wiki.blogspot.com/

Dos and Don’ts for Sushil Kumar and his Rs 3.5 cr

So Sushil Kumar has just won himself Rs. 5 crores - and obviously the first question in his mind should be:

How should I invest this huge amount?

Well let us assume that he gets Rs. 3.5 crores after all taxes are deducted.

The following steps are very important:

1. Invest the whole amount in a liquid fund in a good mutual fund — THE ENTIRE AMOUNT: He might take some time to overcome the great feeling and he should start deciding on what to do with the money only after the euphoria has died down. Till then the money NEED not remain idle.

2. He will obviously want to build a house for himself and his family. Assuming he will want to build a big house for 2 of his brothers, parents and himself - he should set aside Rs. 30 lakhs for a 3000 sq ft house Rs 1000 per square foot cost of construction. Allow for cost over runs, money paid to goons, furnishing, etc - another Rs. 25 lakhs. Total: Rs 55 lakhs.

3. He should use say Rs. 100,000 to pay off all his family debt (assuming he and his family has debt, it cannot be more than Rs. 100,000)

4. Assuming that there are 6 children in the family, he should put aside Rs. 25,00,000 in a balanced fund like HDFC Prudence - assuming that each kid will require it ONLY least after 8-10 years.

5. I hate saying this, but because he may not have access to good advice, he should buy a single premium pension plan for himself - and put aside Rs. 50,00,000. No doubt that he may trust only LIC (the assumption that it is government guaranteed helps) - and this amount of money will be beyond anybody's reach.

6. He should open a public provident fund for all the 14-15 members and put away Rs.70,000 in each account. I would never suggest this for a person who has access to an adviser on a regular basis.

7. He should put away Rs. 1 crore in a bank fixed deposit - maybe in 4 banks (Rs. 25 Lakhs each) as a 10 year deposit and all paying even after inflation is taken into account.

8. He should go and blow Rs. 10,00,000 on his family, friends and others in his village.

9. He should put Rs. 50 lakhs in a MIP with about 20% in equities and 80% in debt.

10. The balance should be left in the Liquid account - Rs. 50,00,000 from which he should withdraw from time to time.

What he should not do:

1. Give away a lumpsum to his brothers to do 'business'. It is not easy Mr. Sushil Kumar! AND THEY WILL NOT EVEN FEEL GUILTY - they will look at it as 'easy money' - so it is all right to lose!

2. Listen to too many advisers. He looks very simple at heart - and will be quickly cheated of his money. Money is money - it is for God to decide whether Sushil Kumar deserves it or not!

3. Give 'loans', 'gifts', etc to friends hoping it will come back. People who do not return the money will JUSTIFY saying 'he got it through luck...it is ok if I do not pay him' Awful logic, but it works. Sad, but true.

4. Not be in a hurry to invest - let the money lie in a FD or as a Liquid fund balance.

5. Make attempts to meet a politician. Remember even if Nitish Kumar is the CM, the state is still Bihar.

PS: I have no clue how Sushil Kumar will save it from the biggest goondas of Bihar. God bless Sushil Kumar and may the Lord protect his money!

The author P V Subramanyam is a Chartered Accountant by qualification and a financial trainer by profession. Writing being a passion he also regularly pens his thought in his blog Subramoney.com

29 Reasons You Shouldn’t Date a Tech Entrepreneur

Freemium models are your competition at the bar.

When you’re talking, they’re thinking about users.

They think lusting after 22 year old programmers is okay for grown men/women to do.

They make awkward sexual remarks like “I’d call that API”.

 They think a startup consists of not having a job, while programming.

They think they have multiple startups in the form of multiple unfinished apps.

If they’re from NYC, they grow really silly mustaches and wear really tight jeans.

If they’re from SF, they wear really tight jeans and grow really silly mustaches.

If they’re from DC, they’ll wish they could grow a really silly mustache and have tighter jeans.

If they’re in Austin, they’re probably puking on something during SXSW.

They think you care about their monetization strategy.

They don’t care how hot you are – if you don’t “get it” then you’re toast.

They think referencing Paul Graham essays in causal conversation is normal.

They have to schedule dates spontaneously 3 weeks in advance.

They’re too tired for a booty call.

Their exit strategy includes paying him/her.

You’ll need to follow them on Twitter to know what they’re up to.

You’ll need to follow them on Foursquare to bump into them randomly.

You’ll need to pretend you’re not jealous of the quality time they spend with their Siri.

Their idea of a date is meeting you at Starbucks for 30 minutes.

They keep pushing you to hire a team to manage and grow your personal blog

They won’t talk to you if you don’t believe in agile/lean everything.

Pillow talk sometimes includes references to Jack Dorsey.

Pillow talk also includes “when I raise that round baby…”

Ship early, ship often does not include gifts on your birthday.

Fail fast applies to your relationship.

Vacation includes co-working sessions, networking, Skype, and writing proposals.

When they wake up, the first thing they reach for is their iPhone.

You’ll get friend requests from people even they’ve never met in person.