India’s Top 15!!! Yes India’s Top 15 Women “Social Media Power Influencers”. There has been a lot of talk in “Social Media World” about Power Influencers from US or European countries. But recently had gone through an interesting initiative by Google – ‘Help get women online’ . No doubt this is a great Google Initiative and more and more women should make the most of this amazing platform. So thought to focus on the amazing list of women how have been Social Media Power Influencers in India. They will surely be the ones that Google too can look up to promote this cause and share their amazing stories with the world.
There have been lots of women on the internet space who have made their mark via their work and online presence on Social Media. They not only have carved a special place for themselves in the corporate world, but have also made a powerful impact in the Social Media arena. This post is just to share a list of some of those powerful women. There are countless things that one can learn from all of them. All you need to do is just follow them on Twitter.
Dr. Tanvi Gautam – @tanvi_gautam
Ankita Gaba – @ankitagaba
Social Media Strategist, Consultant & Trainer | Entrepreneur | Blogger | Co-Founder @Social_Samosa
Shradha Sharma – @sharmashradha
Founder @yourstorydotin, experimenting with the power of goodness!
Shakun Sethi – @shaakunsethi
Founder of @Dizuna . Specializing in Data and Communications.
Nabomita Mazumdar – @nabomita_smiles
Ester Martinez – @Ester_Matters
Founder & Editor of People Matters Magazine @peoplematters2
Zena Costa – @zenacostawrites
Nisha Raghavan – @TheHrbuddy
Sairee Chahal – @Sairee
Founder, CEO @SHEROESIndia Women@Work. Mum. TED Speaker. Cartier Alumni
Tanvi Bhatt – @Tanvi_Bhatt
‘The Personal Branding Pioneer in India’ | Brand Strategist | Speaker | Columnist at The Economic Times & Entrepreneur Magazine | Blogs @ http://bit.ly/PBIblog
Rashmi Putcha – @RashmiPutcha
Learner. Teacher. Entrepreneur. Mother. Co-founder & CEO @dmtiindia
Rimjhim Ray – @GlobeSlother
Ruchi Bhatia – @rucsb
Web 2.0 buff | IBMer | HR,Consultant| Podcast listener | rucsb.tumblr.com/
Lakshmi Rebecca – @lakshmirebecca
Nandini Rathi – @Nandini_M
In her entrepreneurial journey, she has sold 2 internet companies, raised over $4 Million in venture capital. At present, co-founder @ http://Betaout.com
So do you follow any or all of these powerful women? I might have missed some more amazing Twitter influencers. So apologies for the same. You can add more such amazing professionals to this list and share it with your network. Looking forward to hear your views on India’s Top 15 Women “Social Media Power Influencers”. Happy Following and Happy Tweeting.
Recruiters, Sourcers and Candidates will surely know the magic of Keywords. The idea of writing about this topic did come from the amazing world of Twitter. I was going through an interesting article “What is #Resume Parsing? http://goo.gl/e7Cq6L via @recruiterbox “It talks about Resume Parsing and the Tech that will help recruiters and companies to process resumes in a shorter span of time.
I happened to be part of an interesting discussion on twitter with @nabomita_smiles and @ArunimaShan . You can also check it out right here – https://twitter.com/kunjal23/status/400590887853367297 . There were some amazing insights on this topic and would like to also know your views on the same.
As mentioned, Recruiters, sourcers and candidates come across keywords a lot. In fact Recruiters and sourcers do go through it daily. The normal process of using Keywords is during Job Posting and searching resumes on job portals.
The above mentioned article talks about use of Resume Parsing. Well, it does point out that time is of essence and with help of Technology, screening time will be saved. Companies and recruiters will be more than happy to save critical time. But does that mean candidates will have to prepare their resumes based on keywords!! Well, that can be seen by the way recruiters and candidates use Job portals. Any search is based on keywords itself.
So does that mean there will be no human eye looking at the resumes; thanks to technology!! Does that mean candidates have to pass the main filter test of an ATS to reach a recruiter!!! Well, the answer is YES.
Let’s take this example. I happened to search for professionals working on Datastage on Naukri. I used the keyword “DataStage” and there are 14251 resumes. And when I used the keyword “Data Stage” there were 15235 resumes. Now you would ask why I used space between data and stage!! Well, because candidates have used it. So, will ATS rejects 15235 resumes just because they used space!!! Food for thought!! PS: Every sourcer / recruiter has a different style of searching resumes using keywords. This is where candidates might have to be careful what keywords to be used.
I understand that no system is perfect and one needs to make some changes here and there. But losing out resumes is not an option. Resume Parsing will surely save time, but you don’t want to end up losing good candidates, just because the system only knows DataStage and not Data Stage.
Looking forward to your views on the term “Resume Parsing” and on how it can help the recruiter, sourcers and candidates.
Dear Recruiter’s, how many times have you heard this famous line!!! Well, most of the recruiters might have heard it at least a few times, if not more. So what does this mean!! Who is responsible!! What are the impacts!! Loads of questions right!!! Well, through this post just thought to highlight this statement and the hidden meaning behind it. PS: Not here to point fingers, but just to understand the real reason behind this famous statement. You are at your work station, and suddenly a Delivery Manager comes and shouts “Who hired XYX, he is a bad hire”. So what will be your reaction!! Well, it depends on how you manage it. At times you can just say with a smile, we both have hired him. Jokes apart, we need to find out the real reason behind this statement.
So what do you think can be the reasons!! Let’s take a look at it.
- Employee joins your organization, and the very next day he is working on a project / client place. So in such cases employee is not briefed, no formal detailed induction, no breathing space etc. Hence it is bound to happen that they will have a tough time to adjust to a new environment. Will you term this employee as Bad Hire!!!
- Many a times it is noticed that once the employee joins, the manager hardly meet them. We understand that everyone is busy and working under tight deadlines, but this very person or employees is the reason that the project will run. The organization will earn revenue (Dollars). Is it not worth spending some quality time with them!!! Food for thought.
- Employees who are placed at client location often face some challenges, hence one needs to ensure that you hear to their issues. Again not all issues can be solved, but you can at least hear them out.
- Often have heard and seen clashes between Line Managers and HR teams. In case of Bad Hire the blame game starts. If you agree that it takes a team effort to make any company successful, then you need to also agree that the onus of a so called bad hire lies with both the parties.
- Somehow I feel it’s a Fashion statement to use the term “Bad Hire”. Don’t forget that the person who you have hired, was working in some organization, and was being paid for it. He might find it tough to adjust or work as per your style or needs. But this does not mean that employee is a Bad Hire.
- Top Management will surely argue the cost of a Bad Hire. Well, I completely agree, but in that case also many stake holders are involved to take a hiring decision. Right from Delivery Managers, VP’s, Head of Functions etc. So who is responsible!!
- Some of you might say that let’s change the word from Bad Hire to Wrong Hire, well, that will not help. We need to change the way we look and treat such resources.
- Often it is said that an HR needs to wear a Business Hat!! How about a Line Manager / Delivery Manager wearing a hat of an HR!!! What say!!!
So have you come across this situation!! How did you tackle it!! Do you agree with the term Bad Hire!!! Looking forward to your views, suggestions and feedback regarding this post.
You can also connect with me on Twitter
“Employee Database” – we feel Corporate HR alone has access to these names. Ever wondered or dreamt of getting access to real time employee data of all companies without being had to run behind insurance companies or by illegally buying the databank. YES there is a way to get access to this without shelling out a single penny.
You must be kidding. How can you get India’s largest database of Employees!! And to make things more interesting, for FREE!! How on earth is this possible!! Well, I am not a hacker, so this option is ruled out. During writing this post, I often did ask myself this question “After this post, some authorities and companies might want to block this database access!!
So have I scared you enough!! So if this data involves all the companies that are operating in India, how can it be free to access? Well, I am still looking for those answers. But imagine the power of this database. People can use it and also misuse it. Again it depends on how and what you want to do with this data. Normally people use the term Gold Mine, but I would like to call this as Diamond Mine. Such is the power of this data. Enough of selling.
Some questions before we get into the database:
Can you get the entire list of employees working in any company in India!!!
Can you find the exact number and full names of employees working in any organization in India!!
Can you get the latest report of employee’s headcount (Updated every month)
Want to know how many employees your competitors hired last month, last year!!
Is all this possible!!! If yes, can you access it for FREE!!!
Well, as they say what’s knowledge without sharing it? And the more you share, the more you end up learning.
Enough of suspense. Following is the magic link that will answer all the questions that were highlighted earlier and much more. http://www.epfindia.gov.in/
Well, you might say that this is just an Employee’s Provident Fund Account. How will they provide access to the entire database? Well, in employer’s column, there is a section called “Establishment search (Also view Remittances & Member Name)” Just click on this.
Once you reach the page, just go and click on the last checkbox, ie – “Also search on Estt. Name (enter a few characters of estt. name or in full)”. And now all you need to do is enter any Company Name that operates from India. Simple!! Once you enter that company name, click on Payment Part. And then what you get in nothing short of a Eureka moment, which includes:
Sl. No. – TRRN - Date of Credit - Amount Wages Month - No. of Employee - ECR and Member Passbook details. To get the name of all the employees working in that organization, all you need to do is click on the hyperlink (No of employees) section. Also to add, this data gets updated every month. Well, EPF org has to do it, as companies pay their own contribution every month. So no chance of this data being stale or old. How cool is this!!!
So can this be India’s largest database of employees!!!
Some of you might question the ethics part while sharing such data. Well, this data is free to access (As we speak). Not sure if companies plan to block it in future. But personally I feel such data should not be open to all. Looking forward to connect with you and know your views, opinions on how this data can help you? Will you use this data!! Is it right to have the access of this data!! Should this data be blocked!!!
Rejecting an offer!!! Recently happened to go through an interesting article on The Economic Times titled “Rejecting a job offer? Get ready to pay penalty”. Well, let’s try to decode this. Being in recruitment industry, I am fortunate and equally unfortunate to have faced this situation. Candidates have accepted offers, and dropped at the last moment. The reason why I mentioned that I was fortunate to have faced this was that it helped us to learn and then move ahead. And unfortunate as at times the project had to suffer delays because of last moment dropouts.
Well, coming back to the topic, the ET article talked about penalizing candidates who do not join the company after accepting the offer. Would this work!! What will be the impact of this clause during hiring stage!! Let’s take this example; the hiring industry in India has Notice Period ranging from 30, 45, 60 and 90 days. So if a recruiter is hiring a resource with 90 days of NP (Normally 90days would be considered a risk, but again it depends from situation to situation). In my previous post had covered the issue of “Would you hire candidates with 60/ 90 days notice period!! The issue that the ET article talked about is kind of a reality and a common phenomenon, but not regarding the penalty aspect. May be there are a few exceptions. But would this work!!!
Would you sign an offer letter stating that you if you back-out you need to pay X Amount!!
Would a candidate think twice before appearing for an interview knowing that once selected, he/she needs to sign such an agreement!!
Well, one good thing about this so called clause is that the candidates will have to be 100% confident, and then chances of them joining will be higher. And not to forget the project would not suffer loss in revenue if it’s a billable resource and also if it’s a Sr Management position. But personally I think that this will work for certain key positions in companies. This cannot sustain in all kind of levels of hiring. Companies need to ensure that they pick and choose those key positions which will have a severe financial impact if the candidate drops-out.
Candidates on the other hand need to ask themselves and be confident during accepting an offer. Accepting an offer is a commitment in a way, but may be companies have faced the heat due to frequent drop-outs, hence some of them have resorted to include such clauses in the offer letter.
All new experiments do face issues and have lots of criticism, but it seems to have worked for a few companies. So do you think that such clauses can work in India across levels and industries!! OR do you think that this is just one odd case where it worked. Eagerly looking forward to your views on this.