Monthly Archives: November 2013

India’s Top 15 Women “Social Media Power Influencers”

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

Dr. Tanvi Gautam is Asia’s first and only certified storycoach. She is Managing Partner of Global People Tree and Host of #indiahrhchat

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

Community Manager @citecommunity , Top 20 HR Influencer by @SHRMIndia , Top 100 Tech Influencer in India

Ester Martinez@Ester_Matters

Founder & Editor of People Matters Magazine @peoplematters2

Zena Costa@zenacostawrites

Independent Sports Professional & Writer. Women Entreprenuers Of Goa (WEG ), Indo Asian News Service

Nisha Raghavan@TheHrbuddy

Host and Founder of India HR LIVE and Co-host of DriveThruHR, HR’s #1 Daily Radio Show at 12 noon CT. She is also part of ‘Top 100 Most Social Human Resources Experts on Twitter.

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 @

Rashmi Putcha@RashmiPutcha

Learner. Teacher. Entrepreneur. Mother. Co-founder & CEO @dmtiindia

Rimjhim Ray@GlobeSlother

Heads Social Media @TCS_News| Speaker| Poetry| Cartoons| Blogger | Heisenberg’s Daemon| Co-founder @LeisureAlley|

Ruchi Bhatia@rucsb

Web 2.0 buff | IBMer | HR,Consultant| Podcast listener |

Lakshmi Rebecca@lakshmirebecca

Anchor & producer at India’s 1st award-winning online talk show, @ChaiwithLakshmi Blogger, filmmaker, ex-model. Supporting #InclusiveIndia

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 @

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.


Rambling Recruiter

Magic of Keywords – Resume Parsing

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? 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 – . 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.


Rambling Recruiter

Ways to bring down cost per hire!!!

Million Dollar Question!! Right!! Well, companies are trying their best to find the right answer to this question. To be honest, there is no right or wrong answer. It normally depends on how companies approach this question. The reason why I was tempted to write a blog on this particular topic was – People Matters & CareerBuilder Blog Competition ” So Rambling Recruiter is all set to put-forth some points that might help companies to bring down the cost.

Job Description: Normally this is the one aspect that most of us take for granted. We often don’t give it the right weight-age that it deserves. This is where things can go wrong and you end up hiring the wrong candidate and then you need to put in extra time, efforts and money to hire the right person. This is the first step of recruitment, no matter which company you work for. Right, Complete and Detailed JD will give the hiring managers, sourcers and recruiters the confidence to hire the right fit. There has been lot of talk about Cost of Bad Hire. Well, you can read more about Bad Hires in my previous post.

Cost Per Hire

Right Channel: Job Portal, Vendors, Employee Referrals, Social Media. These are some of the major channels that are being used to hire resources. Most of the companies try to reduce the dependency on external agencies ie Vendors. Job Portals are still the best and ideal way to hire in Indian context. For example, on an average companies pay close to 10lac per year to a job portal to access its database and for job postings. So now you can reverse calculate money saved in a year. Some companies pay 20-40 lac to LinkedIn to do the same. But the target audience is different. (Leadership Roles). Still companies can breakeven. Interesting right!!! For those companies who do not want to pay huge sums, normally go for channels such as Employee Referrals and to some extent Social Media. Some might say that Employee Referral does involve cost, well, it does. But you are motivating your own employee to refer their friends. So they are your brand ambassadors.

Employer Branding: I believe every employee is a Brand Ambassador of your company. Imagine each one of them posts current job opening on their LinkedIn Status, Facebook Page, Twitter etc!!! If an organization has 500 or 5000 employees, imagine the reach that it will have!!! Does it involve cost!!!! NO. All you need to do is encourage your employee and make them feel special. Employees must also feel that it is their own company and must be proud of sharing news, information and spread a word in the online and offline world “They are proud to work here” or “They enjoy working here” The day this happens, well, the results will be just amazing.

Well, just had these 3 things in mind. Did not want to include big jargon’s and sound impractical. These are things that can be followed no matter if you have 100 employees or 10000. The biggest assets for any company are its employees. So they need to find a way to make them feel special. This is not just the job of an HR, but of every employee working in the organization.

Rambling Recruiter is looking forward to your views, reviews, feedback on this particular topic.


Rambling Recruiter


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