Moving on ..

This has to be the exact meaning of 360 degrees :) enjoy

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Recently i came across a survey report published by Accenture reflecting on contemporary HR issues and its relevance to the business. The survey explains how is and can business be related to HR. The point to be taken here is that is business really benefited by HR or is HR just a parasite which cannot be chucked out as it demands to stay. Being in recruiting you may get a chance to explore the two sides of the coin. The demands of businesss gets difficult to align itself with the HR as HR has a slow pace to reach out. Business guys may have a pecular image and specifications of the guy they need to achieve their target but is that put across correctly when HR comes into the picture and here is when the tiff starts. All functions needs its importance and space to showcase their existence. The syncronized behaviour of the HR with the business is rarely noticable. Recruiting business gives you an idea of politically different boundaries within an enterprise and great walls surrounding ...

Life demands so many things that sometimes u realise you have so little to give it back. You are left in a such a traffic signal where they could be no way out and you just cannot define the equlibrium of life. Life's journey is subjective to circumstances your encounter in life. Which crossroad of life comes your way, it's not what you can be prepared for but yes you can definitely assume things will fall in place. Your efforts today describes you status tomorrow. You wish to do so many things of your choice in life and you may also channelize your efforts in that direction.Still there is mismatch in the expectations. Acceptance is the path to succeed.Suceed in life, suceed is getting mental peace. Accept life and life will accept you.

We read about companies trying to fix their employees in the organization by giving them extra perks ( more than they deserve ), untimely promotion, perks related to families and so on. Very little for an employee to understand that these are strategies for the employee to continue his stay in the organization, which helps the company curb its cost to a certain level. After a person gets promoted, implications - jobs responsibilities increases or made to be increased by his seniors just to make him feel empowered,KRA's redefined or may be his base location is also changed!! There have been several occasions, i have encountered where my candidates have been given counter offers by their companies so that the management could avoid the cost to get in a new person and lapse in the process they were involved in, not to be surprised, but, yes the candidates accepted the counter offers made by the companies. These strategies are helping the companies to avoid the uncertainities of a cand...

Just putting my thoughts together.. i had read some where, an article about how people fail to decide what do they want out of their personal and professional life. Very few poeple have it in them to stand out and put across their point which seldom have relevance to others and they let it go in drain. I personally believe its essential for any individual to craft his identity and prove to be different from the rest in the play.what it takes is patience and opportunity. i spend most of my time at my work place and come across people, whom i question why have they chosen that field which they are currently in life. there are various reasons i get and what i perceive of them is, most of them opt their profession not by choice but because it implies to their educatinal background. you may still be naive to decide on your academia, as the support system is the family, but as the time progresses you definitely learn new aspects of the stream you choose and at some time you could have though...

HR has always been a technical course to me. Dealing with people is what HR is, thats what HRgurus speak about & is definitely percieved to be, but HR also has its fine lines of demarcation in its subjects and practices. For me, HR is playing with minds of people and its evident in the recruiting business. Books impose HR as- putting right people at the right place at right time with right skills, how much of this Gyaan is true ?? Being in Business HR i have encountered such instances where my clients demanded not the right skills but candidate with low on aspirations, so that they can look upto their seniors and abide to their unspoken and unwritten laws. It may sound hilarious, but a client of mine wanted to recruit a Trainer for the company, specs - he should be 25-27 years old. Clarifications - the person whom he was suppose to report was 30 years old, so the incumbent should look up to him and should have no reservations in the reporting structure. Techincal knowledge was set ...

Having All the Information Needed to Start a Search… In any given search, a recruiter’s main contact is usually the human resources representative. While HR knows what they have been told to look for, what sometimes they don’t realize is words or information gets lost in translation. The best way to ensure you are going to get a quick turnaround for the open position to be filled is to give the 3rd party recruiter all the ammunition they need. Since starting up the recruiting for the client side – marketing and advertising positions, I have learned how different it is then traditional recruiting for the ad agency side. There is so much more detail that needs to go into a search. A marketing manager may mean one thing to one person and another to another person. So with that being said, it’s important to get all the information the recruiter can possibly obtain. One of my searches I have been working on is a brand manager. I love the HR contact. He is full of good information and...

The Truth Hurts. It’s tough being Number 14, out of let’s say 15. Yes that’s right - not No. 1, not No.5, not even No. 10. But sometimes you are. When a candidate hears about an opportunity with your group, they say "Who?" and the challenge begins from there. One of the toughest conversations I have with our Clients is the conversation where I tell them they’re not going to see candidates from Crispin or P&G. They sometimes don’t have the brand equity as an employer, sometimes in such a remote location that great Talent isn’t likely to find a home there, or sometimes the work simply isn’t good enough to attract someone from the top company in the field. It hurts to hear, but often the truth in fact, hurts. Setting realistic expectations is a big part of being a successful Recruiter. We have intimate knowledge of the marketplace and who’s considered ‘hot’ and who’s ‘not.’ We know what’s making candidates tick these days, what the going rates are for salaries, and j...

I always thought of relating myself with the blogging community, defintely had a remote idea but really could not get the stream to flow.. conditions will follow... but i strongly feel of getting into it.