Saturday, November 30, 2013

Property Development Manager - UAE/ Qatar

For a large retail group, 5+ years experience in GCC market in similar role . Would Identify locations for stores in targeted cities, Do market potential study and finalize financial parameters, Negotiate on deals and finalize documentation. Pls mail to manoj@flexipartners.com

Area Manager- Retail Stores - Dubai

Candidates must be based in UAE currently in similar capacity. He would handle 8-10 retail stores, with store managers reporting into this role. Must have experience in handling multiple large stores in UAE. We have 2 openings, one based in Abu Dhabi and one in Dubai. Pls mail profiles to smitha@flexipartners.com

Head- Retail Stores- UAE

For a retail chain, looking at a Western National to head the entire retail stores in UAE. 10 years experience in Retail/Hypermarkets handling a large territory with multiple stores. Must have prior experience in GCC market. Pls mail profiles to manoj@flexipartners.com

Assistant Manager - Human Resource for a TV Channel in Bangalore & Kolkata

Assistant Manager - Human Resource for a TV Channel in Bangalore & Kolkata. Person should have experience in handing Generalist profile in HR, 3-6 years of work experience, preferably from Media Industry. To apply & read more about the profile, visit http://www.GoMediaJobs.com

Friday, November 29, 2013

Front Office Executive, Noida

Front Office Executive for leading Retail MNC at Corporate Office, Noida with 1 Year Experience & Annual CTC of Rs 360,000/- & Actively Looking for References at: pronoy@umbrioconsulting.com / beenu@umbrioconsulting.com / 091 - 9899961979 Candidates with Hospitality/ Aviation Experience Industry are highly encouraged to apply.

Associate / Advance associate Xchanging, Shimoga, Karnataka

Associate / Advance associate


Key Accountabilities

  • Acquiring knowledge of all related areas of the project
  • Understanding all the binding laws and regulations relating to project
  • Understanding and adhering to quality standards
  • Preparing and maintaining Production/Quality reports and submitting to the Supervisor.
  • Identifying process improvement opportunities and reporting the same to the Supervisor 
  • The role will also require acquiring the knowledge, experience and skills needed for advancement and better performance as per decided by management
  • Ensuring Compliance to Information security as per ISO 27001 Standards.

Skills / Experience / Qualifications

  • Accountancy or Insurance or Banking
  • 0 -2years 
  • Science / Arts Graduates or any PG Graduates with minimum 60% aggregate or B.Com / BBM graduates with minimum 70% aggregate and 75 % aggregate in their Accounting subjects

Manager / Sr Manager – Bid Factory – Presales / Proposal Writers



Key Accountabilities

The job holder is responsible for:

Primary:

  • Manage a team of Proposal Writers / Research Analysts as part of building responses to RFP/RFI
  • Provide necessary inputs and help to the team members in meeting the targeted timelines without compromising on quality of output
  • Report to the Head of Bid Management and work with other key stake holders (RFP Center Leader, Global Sales/ Production/ Service/ Implementation leaders ) in getting inputs in managing RFI/RFP and Bid Management

Additional:

  • Create a repository of Market Intelligence / Analytics across various industry domains
  • Assume responsibility of solution design as part of the RFP/RFI process
  • Manage calendar in line with the pipeline of new opportunities
  • Develop responses to all the sections in the RFP/RFIs. This will include developing responses independently as well as coordinating with members from across various streams of business operations in obtaining their inputs towards building responses.
  • Provide all collaterals/appendices/annexures as part of the RFP response
  • Adhere to all the key milestones specified in the RFP/RFI as part of the bidding process and keep all the key stakeholders updated regularly on the progress
  • Develop collaterals / case study material related to Xchanging operations across the industry domains, geographic locations and service offerings
  • Provide periodic reports to key stakeholders with a status on progress of new opportunities being pursued (number of deals, details, milestones achieved, key issues/challenges, etc)
  • Develop training manuals and Standard Operating Procedures (SoPs) specific to Global Sales Support function in line with Xchanging methodology
  • Support periodic audit that would be performed on Global Sales Support and ensure successful completion of the same
 The job-holder will strive to deliver on these responsibilities by way of
  • Active demonstration of the company values in behaviour and attitude
  • Building supportive relationships with his peers and colleagues
  • Continually up-grading domain knowledge and industry trends and best practices
  • Understanding the business of the company and the related market dynamics
  • Exhibiting discipline on a personal level as well as a professional level
  • Actively managing related risks and anticipating change
  • Demonstrating pride in the company brand

 Skills / Experience / Qualifications

 Educational Qualifications

  • Post Graduate / MBA (mandatory) PMP (optional)

Work experience

  • Minimum of 8-10 years of post qualification experience (at least 3 years in the job profile in scope)
  • Experience in service delivery (front line business or back office operations) - an added advantage
  • Must be proficient in MS Office Tools (word, excel, ppt, visio, etc) and similar tools

Skill sets

  • Problem solving capabilities
  • Eye for detail
  • Good interpersonal skills
  • Ability to work on multiple assignments at a time (multi-tasking)
  • Service excellence oriented

Director - Human Resources Apps Associates Hyderabad - India

Job Description 
• Act as the face of HR for the company, Responsible for the smooth and profitable operation of organization human resources department. 
• She/he is also expected to take a leadership role in developing a culture that enables employees to perform in accordance to the organization objectives.
• Responsible for senior level decision making and both day to day management and strategic direction of the organization.
• Maintain a succession plan for all departments.
• Develop and implement an annual agenda for HR strategy in line with the business plan. Ensure HR plans support the needs of the business but are also flexible enough to cope with changes in the organization, as and when they occur
• Provide information and reports on data such as staff turnover, references, cost per hire, training hours per person, Attrition ratio etc.
• Provide advice on and administer maternity and paternity leave cases. Responsible for resource planning for maternity re-joiners, Monitor sickness absence.
• Conduct training needs analysis and designs and implement a training plan with input from business heads. Manage costs to budget.
• Ensure all staff receive appraisals in accordance with company policy and monitor probationary periods.
• Deal with any performance or grievance issues in a legally compliant and professional way. Ensure all policies and procedures are up to date and legally compliant. Review all staff salaries and make recommendations for pay rises in consultation with dept heads. Implement any increases and promotions.
• Provide day to day advice to line managers on all human resource issues: management of staff, remuneration, etc.
• Involvement in all redundancy consultations.
• Ensure payroll is completed accurately and to deadline.
• Responsible for Immigration and general administration and facilities of the organization.
• Responsible for all HR MIS

Click here to apply:

Thursday, November 28, 2013

HR Manager (Talent Acquisition/recruitments- sales) Location: Mumbai

Pharmaceuticals Position: HR Manager (Talent Acquisition/recruitments- sales) Location: Mumbai Experience: Min 5 yrs in Bulk hiring Note: Person needs to open for extensive travelling as this position will include travelling for 10-12 days in a month in PAN India. Please share your profile at "swati@spectrumtalent.org

Wednesday, November 27, 2013

VP HR for a leading Software Development Company based at Bangalore

VP HR for a leading Software Development Company based at Bangalore.

Job Description:
· Ability to anticipate business needs and provide realistic solutions aligned with the divisional business objectives through organization redesign initiatives, change management and management development.
· Proven skill in organizational development and the ability to collaborate as a partner with Talent Acquisition, Compensation.
· Provide guidance, consultation and interpretation to management as it pertains to employment, compensation, benefits, employee relations, organizational development, policies and procedures.
· Implement timely and accurately HR processes such as performance management, compensation planning, succession planning.
· Identify, develop/implement and support organizational development opportunities and initiatives.
· Partner with line management, evaluate and make recommendations for organizational or individual performance improvement as required.
· Partnering with Compensation, perform compensation analysis and recommendations as necessary for offers, promotions, adjustments, and articulate need for potential compensation leveling.
· Assist in the development, coordination and delivery of training programs where required.
· Effectively communicate HR products, services, programs and policies to management and employees.
·
Desired profile of the Candidate:

· Master degree in Human Resources from an Institute of Repute.
· At least over 15 years of HR Generalist/HRBP experience required, preferably in the Software Development Companies.
· Global experience highly desirable.
· Ability to communicate to employees and management and deal effectively with ambiguity and change
· In-depth knowledge of HR processes, programs, policies and systems
· Excellent communication, presentation and interpersonal skills.

Should you need more clarifications, please feel free to call.

Thanks and Regards,
Shankar
Mobile: 09841608808
email: shankar.n@tmangoes.com

Urgent Opening for Engineering Manager, Bangalore

Position: Engineering Manager 
Total experience: 10+ yrs

Job Description Overview:

Desired Skills and Experience

Demonstrated development skills in web-based SaaS applications
At least BS/BA in Computer Science or Engineering. A MS degree is preferred.
Requires minimum 10+ years of progressive hands-on software development with 8+ years of Sr. management experience.
Minimum of 5+ years of software development experience as a senior developer, ideally developing and implementing enterprise applications based on ASP.net (C#) and MS SQL Server (preferably including MVC, Web Services, LINQ, CSS, HTML, JavaScript, jQuery, and XML.
Microsoft certifications a plus.
Proficiency in Agile/Scrum methodology.
Hands-on Knowledge and expertise of C#, ASP.NET, SQL Server, JavaScript, HTML, CSS and Ajax.
Experience with XML, XSLT, and related technologies.
Knowledge and demonstrated experience with cross-browser and cross-platform issues (Internet Explorer, Firefox, Safari, Chrome)
Strong project management ability in an agile development environment.
Hands-on experience in web based programming and software development life cycle.
Proven track record of delivering complex software projects on time and with superior quality.
Team player with a focus on the big picture and overall success of clients, internal team and company.
Personal and exceptional communication skills.
Passion and commitment to quality.
Good technical, analytical and problem solving skills.
Time and tasks management skills, ability to meet deadlines.
Ability to work in a fast paced, team-oriented environment where change is constant and needs to be managed.
Must be performance driven, detail and results oriented.

Responsibilities

Design and maintenance of highly scalable software services to be used by 1000s of customers.
Owns the delivery of the technical solution for the business opportunity.
Participates and leads in all phases of Web application product development and deployment of solution; develops new features per business requirements, or enhancements that support existing applications
Applies analytical and problem solving skills to design and develop applications that meet functional and technical specifications
Lead and manage a group of seasoned software developers while providing technical and design guidance.
Works closely with the architect in performing the detailed design for the solution.
Provide technical leadership in data center ops, cloud computing and mobile platforms.
Assess and select the best technologies, tools, and software to fulfill business objectives.
Recruit, retain and build effective teams by understanding the technical skills, critical roles and chemistry among staff.
Allocate and re-allocate resources to projects to ensure its success.
Evaluate and review individual team members as per predefined metrics and goals and to take corrective action when appropriate.

Note: Please send Cvs only, who can attend the interview weekdays, with short notice period (max 10 days only)

Job Location: Bangalore

If this interests you kindly forward, your latest updated profile as reply to this mail & we will call you at your convenient time for provide more details. 
We would really appreciate if you refer any of your friends and colleagues....! 

Thanks & Regards
Nagesh M.Y

Global Technologies
Cell:+91-99800 21291
nagesh@global-tech.co.in
www.global-tech.co.in

Cognizant hiring freshers

Tuesday, November 26, 2013

ASSOCIATE PROFESSOR: Experience - 10+ Years

ASSOCIATE PROFESSOR: Experience - 10+ Years for a top university in Solan. Qualifications-M.Tech(Civil),PhD(Civil). Send CVs ASAP to Gulshan@valeurhr.com

Key Account Manager - Automotive OEMS, Chennai

Key Account Manager Sales.
Position is Based at Chennai  and reports to Regional Sales Manager (South). 

Profile of the Job Holder 

·        Bachelor of Mechanical, Production, Industrial Engineering. 
·        Around 5-7 years experience in sales or service of products in the Industrial market 

Desired 
·        High technical competence and knowledge about industrial products. 
·        Good communication skills. 

Job  Description

·        Map, identify and drive new profitable business/ business area in respect of existing / new applications, products and product lines  
·        Identify annual potential for new business including growth and profitability projection over 3-5 years horizon. 
·        Plan and forecast sales for new business over 12 to 24 months horizon. 
·        Prepare and present business case including sales forecasts, revenues expected and monitor the same. 
·        Support customer business efficiency. 
·        Follow up on market conditions, customer policy, product and production 
·        Liaise with Unit customers service and factory for support to the daily work. 
·        Forecast sales demand and prepare proper mapping of customer products. 
·        Review of customer enquiry/requirements and contracts and enter into negotiations with customers 
·        Manage the allocated customer account with one Key Account. 
·        Liaise with respective application engineers to synergize and jointly add value with techno-commercial approach to customer needs. 
·        Closely monitor the outstanding accounts receivables of his/her customers 
·        Identify and communicate the new business opportunities in terms of new products, new applications, new customers, new way of doing business 
·        Develop customer contacts for quality, commercial, technical, purchasing and logistical issues. 
·        Implement segment/customer strategy for specific Key Accounts 
·        Formulate and effectively communicate the SKF value proposition to the customer 
·        Participate in customer projects and support in implementation of the activities 

Internal Interaction 

·        Customer Service. 
·        Finance 
·        Factory Supply Chain 
·        Application engineering 
·        Factory Quality 
Candidates from Sales/ After Sales background with exceptional Technical selling( gears, couplings,cranshafts, etc) experience to Passenger Car OEMS will be staright fits.

Click Here To Apply

PLANT HUMAN RESOURCES MANAGER Kearney, NE

PLANT HUMAN RESOURCES MANAGER

 Kearney, NE
COMPANY DESCRIPTION
Plant Human Resources Manager opportunity at the Kearney, Nebraska facility. The Kearney plant manufactures automotive engine valves and gears used in automotive, marine, and military applications. It is one of the largest valve manufacturing facilities in the world, producing nearly 300,000 valves per day. The HRM reports directly to the Kearney Plant Manager, with a functional reporting relationship to the Divisional Human Resources Manager for North America.
The primary function of this position is to develop, implement and coordinate the application of established human resource policies and systems, and ensures compliance with all elements of the company Values & Philosophy.
JOB DESCRIPTION
  • Strategically deliver HR services, programs and initiatives aligned with the North America strategy.
  • Lead talent acquisition and development activities and drive talent review process to build organizational capability, supporting a high performance culture.
  • Collaborate with finance and operations to establish effective manning strategies, linked to financial results for the facility.
  • Utilize coaching, consulting and facilitation skills to influence behavior.  
  • Develop and execute a competitive compensation strategy to recognize and reward employee performance.
  • Ensure that performance management practices are fully integrated and well deployed to raise performance within the facility
  • Facilitate administration of Worker’s Compensation, STD/LTD, and related programs.
  • Champion and lead diversity and inclusion efforts, resulting in tangible benefits for the facility.
  • Provide effective leadership and development of the HR team members.
  • Ensure facility compliance with governmental regulations, such as: Affirmative Action Plan (AAP), Equal Employment Opportunity (EEO), Americans with Disabilities Act (ADA), Family Medical Leave Act (FMLA), etc.
QUALIFICATIONS
  • Bachelor's Degree from an accredited institution required.
  • 7+ year’s experience.
  • Master's Degree in Business, Human Resources, or related field preferred.
  • Excellent verbal and written communication skills.
  • Demonstrated ability to lead, influence, and provide effective coaching.
  • Specialized knowledge in Human Resource administration, labor law, AAP/EEO compliance, etc.
  • Strong focus on positive employee relations
ADDITIONAL INFORMATION
Kearney, Nebraska is a vibrant community known for its quiet neighborhoods and bustling business districts.
With many community groups, places to worship, and cultural activities, we offer something for the entire family.

Genpact is hiring QA/Testing Manager On Mobility Domain, Noida

Genpact Headstrong Capital Markets Is Looking For A QA/Testing Manager On Mobility Domain. Exp Required: 8-12Yrs of relevant experience Work Location: Noida Intrested candidates can send their resumes to ramit.tyagi@genpact.com

Saturday, November 23, 2013

Opportunity for freshers with Tech Mahindra across India

Senior database consultant with 15 years of experience, Mumbai

Senior database consultant with 15 years of experience. This role is based out of Mumbai. Interested folks may contact me at 8879680899

Business Analyst/Pre-Sales Leads/Manager from BI, BW, DWH (Application & Testing) 5-8 yrs exp Bangalore

Business Analyst/Pre-Sales Leads/Manager from BI, BW, DWH (Application & Testing) 5-8 yrs exp Bangalore w.r.t psinha@eurekacaln.com

Lead/ Sr./Recruiters who have 1-5 yrs experience prior work exp, Bangalore

Lead/ Sr./Recruiters who have 1-5 yrs experience prior work exp from Magna Arctern will be preferred wrt psinha@eurekaclan.com

Friday, November 22, 2013

Thursday, November 21, 2013

Technical Managers - Routing Signaling Software Development, Bangalore

#Technical Managers!! • Manager , #Routing Signaling Software Development • Network Mgmt Test Manager • Network Planning System Test Manager For Job Description:http://lnkd.in/bA7NiAP Send profiles to sningappa@infinera.com

Sr. Software Specialist (Testing) with an American multinational information technology corporation for Bangalore

Sr. Software Specialist (Testing) with an American multinational information technology corporation for Bangalore location. Should have 7-10 yrs of experience on NetApp Filesystem WAFL on C/C++ only... Share profile on shikha.gupta@spectrumconsultants.com

Tuesday, November 19, 2013

Ten Stupid Hiring Mistakes - By Nick Corcodilos

Ten Stupid Hiring Mistakes
By Nick Corcodilos

Employers make lots of mistakes in the process of recruiting, interviewing and hiring new employees. I've seen some of the worst. I hope this article helps your company ratchet its own hiring practices up a notch or so. If you've got cautionary examples of such problematic practices, I invite you to submit them. I also urge you to share hiring practices that reveal your company to be a cut above the rest. I'd like nothing more than to publish a column of the ten smartest hiring practices.

So without further ado, here are ten culprits that make hiring a problematic experience for lots of companies.

1. Overly-narrow job specifications
Every manager is in a rush because his project is behind schedule and unanticipated problems have cropped up. When a manager needs to add staff, it's usually because he needs the right help and he doesn't have time to baby-sit whoever he hires. The manager needs specific skills now.

This attitude is at the root of overly-narrow job specifications, and it can spell doom for the manager, for the new hire, and for the work.

People are thinking and problem-solving machines. They see, they analyze, they learn and they marshal their skills, abilities and knowledge to tackle and do a job. This is what you're paying for when you hire a good worker: his abilities, not his specific knowledge of a technique or a tool. Almost by definition, a good worker can learn to use any tool you hand him, and he might even introduce a few tools you were unaware existed. When a person lacks some specific skills, a little guidance and a stack of manuals go a long way.

You need specific expertise now? The odds that you'll find it are small, especially in a tight market. The cost of leaving the work undone until you find exactly what you want grows by the minute. The value of hiring a talented worker and giving him the space to learn while he works increases with time, from the first minute he is on your staff.

There's nothing wrong with clearly defining the work you need to have done. Just don't make the mistake of overly-narrowing your definition of who can do it, and don't make the mistake of turning a project management problem into a hiring blunder. A manager who hires narrowly may be viewed as one who doesn't understand the broader requirements of the technology and products he's working with -- and enough hiring blunders can cost him his own job.

2. Human Resources does the recruiting
Consider that the person who first talks to a prospective hire is your company's front line of communication with your professional community. What does an HR representative -- even the best one in your company -- really know about the work your department does?

As an example, if your company is in the electronics industry, an engineer needs to see your company's technical and management credibility immediately. The closer to the recruiting process the engineering manager is, the more powerful is the attraction for the engineer. Don't make the prospective technical candidate step through bureaucracy before you have a chance to make your pitch. In today's market, you could lose him to an employer who makes a full-court press from the onset of the recruiting effort.

What does this mean to your recruiting process? Turn your managers and team members into recruiters. Let them be the people who make the first contact with the candidate. Let your team create the candidate's first impression of your company. Show the candidate that hiring the best people is as important a function to your team as designing the best products (or having the highest sales, or applying the smartest budget management practices).

3. Hiring "what comes along"
The traditional recruiting and hiring process is based on a faulty selection model. When you run ads and hold job fairs, you create what's referred to in the research world as "selection bias". That is, the process you use biases the outcome of your search for new employees. You get to hire only the people who come along, not those you would like to hire.

Since when is your company's motto, Hire What Comes Along?

When you retain a headhunter, you change the nature of your hiring strategy. You pursue the best workers who are most suited to your needs; you're not restricted to "what comes along". Of course, regular readers of this column know that there's no mystery to "being your own headhunter" -- so this is not an advertisement for headhunting services. The message here is that you should be keenly aware of the consequences of the process you use to recruit and hire. You're probably limiting yourself more severely than you suspect.

A special caution: today we're told the best job candidates are part of a "hidden candidate pool". That is, they're not looking, but they're available. (It kind of sounds like the flipside of that other employment industry phantom, the "hidden job market," doesn't it?) The popular oxymoron applied to these rare folks is "passive job hunter". In trying to describe that group of talented workers who are not actively looking for new jobs, the media (and their associated recruitment advertising services) imply that these people really are available through conventional means, and that they're the right people for you. All you need is access to their vitals, which just happen to be in a data base which you can use for a fee. The problem is, these data bases -- no matter how specialized -- introduce the same selection bias into your hiring efforts.

Bottom line: either you are identifying and pursuing those individuals you would like to hire, or you're shooting at the fish that are conveniently -- and rather naively -- swimming in a little barrel. So, run ads if you will. But, be aware that employers who identify, hunt down and entice the workers they really want have a jump on you.

4. Failure to prep the candidate
The typical job candidate arrives at the job interview knowing only what's printed in the want ad, and what your HR representative told her. What a great way to evaluate a prospective employee -- make it as much a "blind date" as possible! If she asks to speak with the hiring manager in advance of the interview, tell her "that's not done" and that "the manager is very busy -- you'll learn all you need in the interview". In fact, when she asks the name of the manager she'll be meeting next week, you might as well do what a lot of companies do: decline to give it to her.

What nonsense. It's in a hiring manager's best interest to help the candidate prepare for the interview -- at least to the extent the candidate is interested in doing so. In fact, a candidate's lack of interest in the prep material or information you offer should signal that this is probably the wrong candidate to devote interview time to.

What kind of preparation should you offer and encourage? That's up to you. But consider this: a candidate who makes good use of whatever resources you bestow prior to the interview will likely make as good use of the tools your department provides once she's on the job. It's a very telling test.

Here are some suggestions for prep materials. Prior to bringing the candidate in for an interview, offer her non-confidential information about:

your products and technologies
relevant but not-so-obvious web pages that might be useful
the problems and challenges your team is facing
industry issues that impact your business
the tools your team uses
methods you employ in project management
competitors and vendors you deal with
articles about your company that illuminate how you run the business
historical information about your products and your company's growth
organizational information about how various departments work together
financial and profitability data, if your company is public (or maybe even if it's not)
the names and telephone numbers of members of your staff (why not?)
Treat the job interview as an open-book test, and give the candidate the book before the interview. Let her talk with you on the phone; let her talk to some of your team members; let her ask questions in advance. If you offer and she doesn't bother, you've learned something important. If she takes advantage of the information, imagine how fruitful the interview could be. You could talk about things that really matter -- like how the candidate can use what she has learned to make your business more profitable.

5. Failure to leverage the interview into other useful contacts
Human resources reps sometimes ask job candidates to recommend or refer their professional associates for other possible jobs; but it's different coming from the hiring manager. Hiring managers should learn to do this all the time.

Here you are, meeting with a member of your professional community "from out there" in the industry. This is a person who knows lots of other sales reps, programmers, technicians, accountants, engineers, productions workers -- lots of the kinds of people your company is seeking to hire. If you're not discreetly mining this information, you're wasting a valuable opportunity in the interview.

Suggestion: don't just gather these names. Invite the candidate and his buddies to your next company event. Don't have an event coming up? Start having them. Lots of them. Whether it's a barbecue, a picnic, a bag lunch featuring a presentation by a company expert, a hospitality suite at the next product fair, or beers at the local watering hole after work on Friday -- this is how you enlarge your circle of professional contacts. And it's how you identify more of the kinds of people you want to hire before you need to hire them.

Employers make lots of mistakes when recruiting, interviewing and hiring new employees. In Part 1 we covered five of those blunders. In this installment we discuss five more.

6. Talk, talk, talk
The single biggest mistake to make in an interview is to spend it all talking. Talk is cheap, and it's a waste of time by itself. Instead, take the candidate on the company tour. Introduce him to other employees. Explain how the marketing manager does his job and let the candidate chat with him. Tour the manufacturing floor and let the candidate demonstrate how he would inspect the production line. Show him the tools he'll be using if he's hired. Ask him to show you how he'd use a particular piece of equipment, or ask him to draw some pictures on your whiteboard showing how he'd plan his day and how he'd tackle a project.

You've heard of "the behavioral interview"? It's one of the biggest jokes in the HR community, because "the behavioral interview" is all talk. What I'm suggesting to you is a Working Interview™.

A job is about doing, not talking. Make sure the interview is about doing the job. Take this all a step farther and learn about The New Interview™, and learn how to hire right.

7. Inadequate reference checks
In too many companies, reference checks are entirely inadequate. HR usually conducts them, using a carefully orchestrated, one-sided protocol. Yes, there are legal issues, and these must be addressed. But it's the hiring manager who should conduct these checks, after being taught how to do it right.

A reference call from one manager to another is very different from a call from an HR rep. Managers can delve into more detail, and they have both the expertise and the prerogative to pursue lines of questioning that HR lacks. Peers are more likely to be open and blunt with one another.

There's one critical question that comes across as much more profound when the hiring manager asks it, at the end of the reference call: "If you could have Joe work on your team again, would you hire him?" While the answer matters, it's the hesitation or the enthusiasm of the respondent that's critical. Manager to manager, this one question can reveal more than any other kind of reference check.

When you're hiring, don't pay lip service to the importance of reference checking. Involve the people who will work with the new hire.

8. Unreasonably long decision process
Headhunters know something that job candidates hate, and that most employers are too busy to think about. The longer an employer takes to make a decision about a particular candidate, the less likely the candidate is to be hired. The advice I regularly give job hunters: judge the company on how it sticks to the decision schedule it gives you. If they fail more than once to meet the notification deadlines they themselves have set, start talking to other employers, because there's likely a profound management problem that you can't see.

Companies lose good candidates when they hesitate to make decisions. Granted, the interview and decision process takes time. But there is no excuse for not having a decision schedule and sticking to it. The price you pay for treating your hiring process indecisively and your candidates disrespectfully is a bad reputation.

Set a hiring and decision schedule and stick to it. If you can't decide on a candidate, then call the candidate and tell him you have no plans to make an offer at this time. (Only the hiring manager should make this call -- there's no excuse for having an intermediary in HR do it, unless the hiring manager is in the hospital. How would you feel if your fiancé had a friend call to tell you the wedding was off?)

Bite the bullet. Be honest. Be responsible. Afraid you'll lose the candidate? Then, why are you hesitating to hire him? Don't blame bureaucracy or other factors: either you're ready to hire or you're not, and either this is the right candidate or he's not. Hire him or cut him loose on schedule. You'll keep his respect.

9. Unreasonably long job offer process
If your company does not have a streamlined, fast-track job offer process, create it! Time and again Ask The Headhunter readers have shared stories of promised job offers that took weeks to come through. I'll let an ATH reader say it:

"My #1 pick went along [like this]: interviews scheduled, then cancelled. The manager wants to see you, then he does not need to. An offer is coming. No really, we mean it. We want you to work for us! We will have the offer to you soon. And so on.

"Personally, I took this to mean the HR section of the company was mired in bureaucracy. Since they were hiring me to a position where I would be hiring others I took this as a bad sign.

"Rather than let the lining of my stomach erode any further I talked once again to one of my other two choices. They had a solid offer in my hands in 2 hours, $5,000/yr less than the mythical offer from the other company. I took the job without hesitation.

"I am glad I made the decision I did. The company I work for is smart, nimble and ethical. When I need to hire people I can have an offer to them in a day or so and get them into work the day after that!"

When you drop the ball with one of your customers, it costs you the customer, it costs you your reputation and it costs you revenue and profit. So, you go out of your way to be a responsible vendor. If you're not managing your hiring process at least as well as your sales and customer service, you're slitting one wrist while bandaging the other.

Were you "company #1" in the scenario recounted above?

10. Leaving your team out of the loop
Before I send candidates to interview, I coach them to request meetings with members of the team they'd be working in; with managers of departments they'd be interfacing with; and always with the heads of marketing and service. Why? Because a candidate's ability to succeed in the job (if he's hired, of course) depends intimately on the way these people act, think and work. No worker -- and no job -- is an island. Why treat them that way when hiring?

Time and again, people who have just started a job share tales of woe. "The rest of the team is quitting one by one. There's no cooperation between departments. Sales aren't what they said they were.The job isn't what I was told." Within weeks if not days, the new hire is interviewing for another job with another company.

As a manager, you're not hiring a person to work on an island. His work, his behavior and his attitudes will impact everyone in your department, and everyone he interfaces with throughout the company. Given the opportunity, each of these "interfaces" will reveal aspects of the candidate you would never see yourself. Don't leave them out of the interview loop.

It's not necessary to schedule formal interviews for the candidate with all these people. You can easily engage in a little "interviewing by wandering around". While on the cook's tour of the facility, arrange a little "face time" in relevant areas throughout the company. Leave the candidate to chat for a few minutes with the people you encounter on your tour. Arrange a product demonstration, or let the candidate sit in on a project meeting for a few minutes -- and have the other team members ask his opinions. Make it easy and casual, but make sure the people you involve in this process are prepared to conduct mini-interviews and report back to you.

Eliminate one blunder
Is your company making some of these mistakes when hiring? If it is, don't plan on changing the system overnight. Eliminate one blunder at a time and enjoy the payoff as you move on to improve another part of the process.

Monday, November 18, 2013

HEAD HR Position

HEAD HR Position with one of the leading multinational companies with Full Time MBA from a reputed institute is compulsory 5years minimum in the Senior Management Cadre Role and 12+ years experience in this field of HR Gammut focusing on IR-Labour Issues, Settlements Exposure, Employee Relations, Performance Management etc. Incumbent should be willing to relocate to Anywhere in West India. Compensation would be commensurate to the candidates capacity. Should you be interested kindly mail your resume anupama at the rate impsmanagement dot com

US Staffing Recruitment Head - Gurgaon

US Staffing Recruitment Head in our gurgaon office location having 7 +years experience, good in handling team of 30-35 recruiter send your cv @ joel.kho@gitgeeks.com

HR Operations Candidate - Gurgaon

HR Operations Candidate -Gurgaon with a leading MNC (2-5 Yrs) of Experience. Interested candidates, please share your CVs- Saurabh_Grewal@kellyservices.co.in ; contact number 8527166007

Saturday, November 16, 2013

Opportunity for Women candidates with a career break of minimum (1 to 5Yrs)

Opportunity for Women candidates with a career break of minimum (1 to 5Yrs) are welcome to drop in their resumes (4 to 15 Yrs of Exp) for one of the leading Investment Banking company in Bangalore


• Functional Expertise - Keeps up-to-date with emerging business, economic, and market trends
• Technical Skills - Demonstrates strong technical skills required for the role, pays attention to detail, takes initiative
to broaden his/her knowledge and demonstrates appropriate financial/analytical skills
• Drive and Motivation - Successfully handles multiple tasks, takes initiative to improve his/her own performance,
works intensely towards extremely challenging goals and persists in the face of obstacles or setbacks
• Client and Business Focus - Effectively handles difficult requests, builds trusting, long-term relationships with
clients, helps the client to identify/define needs and manages client/business expectations
• Teamwork – Gives evidence of being a strong team player, collaborates with others within and across teams,
encourages other team members to participate and contribute and acknowledges others' contributions
• Communication Skills - Communicates what is relevant and important in a clear and concise manner and shares
information/new ideas with others
• Judgment and Problem solving - Thinks ahead, anticipates questions, plans for contingencies, finds alternative
solutions and identifies clear objectives. Sees the big picture and effectively analyses complex issues
• Creativity/Innovation - Looks for new ways to improve current processes and develop creative solutions that are
grounded in reality and have practical value

HR Generalist Profile

hr generalist profile, anyone interested please forward your resume and photograph to.{ pooja.b@abec.asia}

Friday, November 15, 2013

Senior Business Development Manager Franchise Bazar - Bengaluru Area, India

The Role Of The Senior Franchise Development Manager / Business Development Manager to be Based out of Bangalore is as follows:


  • Finalize Corporate Alliances for franchise expansion with prospective clients/brands.
  • Most Businesses that want to expand through franchising or are seeking partners, agents, distributors, dealers work with us to help them create a franchisee/dealer network. We outsource their entire network creating requirements and save them a lot of time and cost. You will work closely with several such clients and give them development solutions through our time tested modules. You will be involved in developing their franchise/distributor model & process.
  • Sign up clients for our advertising packages and other premium and platinum memberships and sell them our SMS and Email packages, Discovery day programs and our offline network of agent and franchisees..
  • Independently acquire new clients through industry contacts, cold calls, social media networking and participation in other industry networking platforms.
  • Manage key accounts and offer end to end solutions to clients and ensure that you achieve revenue and customer satisfaction as per our guidelines.
  • Handling Brand and Investor portfolio.
  • Selling Various Franchises & Brands.
  • Relationship building, counseling and negotiating prospective franchisees (entrepreneurs, investors, retailers, real-estate owners, businesspersons).
  • Participating on behalf of the client, (National and International), in various exhibitions and getting them sign ups by managing the leads they receive from various franchise portals, e-shot campaigns etc.
  • Travel anywhere in the country and internationally if you represent global clients.
http://www.linkedin.com/jobs2/view/9363853?trk=hp-feed-jymbii-jobTitle&goback=.nmp_*1_*1_*1_*1_*1_*1_*1_*1_*1_*1

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