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 Tuesday, 22 December 2009
Started thinking in 2003, visualizing in 2004, vetting in 2005 and dived in
2006 and OH MY GOD.. Happy in 2003, excited in 2004, elevated in 2005,
epitome in 2006, hit 'the wall' in 2007, climbed 'the wall' in 2008, got
drenched in 2009 and having Fun..

Since 'thinking' internet market place for job portals scene has changed
dramatically - vertical search engines, peer to peer sites, social sites,
classified websites, individual job insertions on Blogs, media, Job postings via
online Advertisements and not yet on mobile - our take is it will not be
100% possible to purely build on mobile technologies because of the various
field required to search - oops did we say search maybe the big daddy will
find something in future or maybe purely in interactive voice response?
(IVR)

For us job portals are here to stay and just in few years will be the only
way to find jobs / candidates. Wherever there is not a challenge to find job
seekers / skills, those job / skills do not require job portals and could
be filled by internal/ referral/ free sites/ Social Sites. But wherever there
is challenge to find and jobs which are open for more than seven days then
you require Job Portal - that's where we are in that segment - even today
there is a challenge to find Technology Professionals if only Technology
professionals are in abundant than we should not be in this business - this
will not happen for many years for there is a lot of innovation / vast/
complexity in Technology - it will only happen if the world just accepts
everything under Google! Till then we will be keep breathing..
Welcome 2010 - our take is it will be same as 2009 a mediocre to a bad year
for jobs.


So gear-up, get back to drawing board, innovate and pray - Wish you all a
Very happy New Year

Team iitjobs

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Tuesday, 22 December 2009 13:38:20 (Eastern Standard Time, UTC-05:00)  #    Disclaimer  |  Comments [32]  | 
 Tuesday, 08 September 2009
Year 2009 early September and global news floating around the dawn of global economy reviving – Few! Finally! Japan, Asia, EU and as per 'news' signs in America – Welcomed!

No - This subject is nothing new – so why waste writing one more – aahh, hmmm – as we are also waiting to get some work and nothing to do as such let’s write – Let's Share!

So – The Premises – Global Technology Professionals – Who have not yet seen 'that' slightest light beyond 30 days – very tough – we feel it - ……tried all friends and family and trying via external method to get till personal interview.

1st – Create 'Skill-O-Meter' – What's that – Its kind of Demand and Supply of your skill - Check www.indeed.com or www.simplyhired.com and its regional properties as per your country/preference – Typically a Technology Professional can work on more than 3 to 4 titles.

2nd – Search for your skill see how many openings it throws out – it will show on the top right hand side - put that number in your excel and see which State/City has the highest opening – do similar exercise in your different skills – so some direction…

3rd – You can dissect the data, by Company, Location, Salary, etc. now with some direction where there are more openings for your skills, and observe daily number increasing or decreasing this way you can get some real time 'Skill-O-Meter'.

4th – We suggest to have Gmail account – we have tested various major free e-mails – Hotmail, Yahoo, Live and specially e-mail provided by your ISP's they have such a high Spam filters that above 50% of time a recruiter's e-mail will go into your Spam box or not even reach you. Many e-mails that are auto-generated from companies Applicant Tracking System usually end up in Junk mail – We as recruiters have faced this situation many times with job seeker in turn missing an opportunity.

5th – Your Phone – Always charged, Clear Voice Mail, Always ON – keep it in Silent Mode, if you are busy this way you can see who all had called. A very important tool.

6th – Understand today's recruiter's are in immense pressure - to fill more position with less resources and within 24 hours. Companies are filling those few positions without even publishing within day or two. The process is On Demand, Now, Speed, sell first – fill later - They are overwhelmed with resumes – qualified or not but tons – so speed, response, follow up, research be ready with all your ammo (try Chawanprash)

7th – Your Resume – Ah! Resume – Not giving 'gyan' over here how to write an resume lot of stuff on this is 'out there' – Somehow a resume 'view life' is just 10 to 20 seconds to get an Call or e-mail – really a resume is just browse through by a recruiter to 'screen' before it reaches to hiring manager or next step.

8th – 'Be There' – Job Portals, Social sites, Open Searchable resume on Google, Niche sites, Classified sites,  Tech Forum, Local Conference, Blog, Join Virtual Yahoo, Google, etc. groups, reverse interview/marketing, cold calling/e-mail hiring managers, volunteer, publish some articles on relevant forum/blog, YouTube…

9th Tips – Job Portals – Fill all the fields, keep editing every 7 days - this way resume shows on top when a recruiter searches.
  • Social sites – Keep it updated, get recommendation, you can also keep 2 profiles one professional other personal – Network within.

  • YouTube – Have 30 seconds not more than that it should be intriguing to get you an interview .
10thI think this list making thing is getting boring – so let me end here – try different things – will continue later – bring on some 'NEW' stuff – North East West South.

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Tuesday, 08 September 2009 02:51:38 (Eastern Standard Time, UTC-05:00)  #    Disclaimer  |  Comments [533]  | 
 Monday, 20 April 2009

That’s right, it is official and we are in a recession. I know, I know, I should be shaking in my boots like a good mind-controlled puppet, but all that shaking just kicked my brain into gear.

A few things flashed across my mind:
   1. It feels like this recession is the recession of a millennium; 
   2. Bad things are going to happen and there is nothing we can do to stop it; 
   3. An invisible hand is going to make my money disappear so I should hold on to it as hard as I can.

Everyone was living happily and no one seemed to have clue about what was going to happen. Then, BOOM the stock market tanked. BOOM, companies bankrupted. BOOM, the world is going to end and all we can do is to sit tight and fasten the seatbelt on the boat going straight to hell. When did we buy the boat ticket anyways? This time it just seems like everything is going wrong all at the same time, and all other recessions were really just peanuts in comparison. Do you believe in this? If so, then congratulations, you are under the spell of the media. The recession is not necessarily that much worse than the times before, but the media certainly made sure that it is the best elaborated on in history. But wait a minute are we truly in recession – for me recession is long period of Recess in ones life while continuously seeking to make some basic money and not able to make – the efforts can be to find a job, take a temporarily short term unrelated job, starting something own – like a chaithella, tutor, online various work – there IS workout there but if someone puts the formulas I need minimum that salary, this title, that job and not innovate to generate income - that contributes to recess.
Yes my friends and relatives have been affected by the their own slow down – they were at comfort zone for many years and could not forecast long recess time – yes they have all the means to carry on without work for the past savings they have but still not generating small income.
In my daily life as global technical recruiter – yes we head hunt people for India, Singapore, Australia, UK, USA, and Canada markets specific to software engineers and I still have my job – my boss  Yells at me – why are you not able to find candidates, why it is taking so much time to find candidates, why are you not doing your minimum numbers … - Yes we have good number of openings and all the tools (more than that) of the world at our disposal to get candidates but after making call after calls to candidates they tell me they are not interested – 8 out of 10 candidates are busy!  - I think specific to Technology candidates with experience between 4 to 10 years with hands on experience are busy globally.
When I’m heading for my work everyday I read – see everywhere about recession – hmmm let me see when I will get hit with ‘my recess’ – lets get this session over by working hard – Jai Ho!

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Monday, 20 April 2009 02:59:03 (Eastern Standard Time, UTC-05:00)  #    Disclaimer  |  Comments [2147]  | 
 Tuesday, 13 November 2007

What is an integrated career page?

When you advertise your job openings on various mediums, the candidates normally view your advertisement there and eventually cross check it with your career page.  Suppose these openings don’t show on your career page at the same time or if you do not have a career page, then a candidate does the next best thing, he/she applies to the generic e-mail ids provided on your website e.g info@company.com or hr@company.com

Such generic e-mail ids attract a lot of junk mail and trash mail and the chances of you deleting a quality resume by mistake is huge.  Hence, it becomes imperative for you to have an updated career page that is not only live and real time at all times but also directs all the resumes to the inbox of your recruiter.  So an integrated career page becomes essential because, not only is it cost effective, it is also maintenance free.

You can, here, integrate the career page with our job site.  This is a small technical process which can be easily sorted. An IT person from your company and our specialist will spend a couple of hours trying to understand how your career page or web site works and integrates or merges (in a broad term) your career page with our job board.

Having an Integrated Career Page is the first step towards having your own simple and efficient Applicant Tracking System (ATS).  You could choose have the larger complicated ones, or a more simple one which starts with integrating your career page.

What is an Applicant Tracking System

An Applicant Tracking System, also called a candidate management system, is a software application designed to help an enterprise recruit employees more efficiently. An ATS includes a corporate career site, allowing companies to post jobs onto their own website, as a way to attract candidates. Candidates may apply for specific jobs or generally to the company. Effective solutions store this candidate data inside a database to allow effective searching, filtering, and routing of applications.

 

Why Is ATS Important ?


Companies Having Integrated Career Page
Companies Not Having Integrated Career Page
Real Time Job Ads

Yes
No
Dynamically Searchable Resume
Yes
No
Enterprise wide Accessibility
Yes
No
Company Ownership
Yes
No
Builds company Brand
Yes
No
Better User / Candidate Interface / Experience
Yes
No
Cost of Maintenance less
Yes
No
Avoid junk mail in you company mailbox.
Yes
No
Avoid loss of database when an employee moves on
Yes
No
Avoid loss of database due to technical or mechanical error
Yes
No
No more paperwork
Yes
Yes
Easy access from anywhere in the world
Yes
Yes
Helps keep notes for future reference, on a candidate
Yes
No
Company wide reports view for the management
Yes
No
Helps re-distribute work load for better results
Yes
Yes
Allows Job Specific Screening Questions
Yes
No
Tracks the flow of the Application Process
Yes
No
Allows for Simple Email Blasting to Groups of Applicants
Yes
No
Allows for Multiple Logins enterprise wide
Yes
Yes
Dashboard view of hiring status
Yes
No
Quick resume search
Yes
No
Tag based search
Yes
No
Less search time and more call time for your recruiters with candidates
Yes
No
Quick and easy search of internal and external candidates
Yes
No
IM facility
Yes
No
Candidate ownership with a recruiter within the enterprise.
Yes
No
Saving your search string.
Yes
No
Your job posting is never down
Yes
No
Eliminate costly agency fees.
Yes
Yes
Reduce the cost per hire
Yes
No


To sum up, implementing an Applicant Tracking system allows a company to effectively advertise its job requirements over a wide area,  organize and filter candidate data for further reference, reduce company costs, and above all increase productivity.

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Tuesday, 13 November 2007 14:50:52 (Eastern Standard Time, UTC-05:00)  #    Disclaimer  |  Comments [41]  | 
 Saturday, 10 November 2007
Would you say every country is self sufficient with opportunity providers and appropriate, qualified talent alike? No? Well, how then, would you fill that void?

The answer is to spread your horizons and look beyond your boundaries. With the governments of almost all the countries relaxing their rules for easy movement of Technology (IT) talent from any one point in the world to the other, the world has become flat in its true essence. And with this there is no better segment to be in than IT. I would like to share one such fabulous success story with you. This will also disillusion our fellow recruiters who swear by one job board or another for total solutions. Believe me, NOTHING WORKS.

As we are all aware that US is known as the land of opportunities and home for large and small corporations alike. One such 20 year old, NASDAQ listed,over $500 million company had this gigantic task of employing a huge number of experienced candidates for various positions that they had open. They tried all the job boards, newspapers, references or whatever other means that they could to fill those positions at the earliest, but are not really successful. So here is what they do. They fall back on us to try to gather such talent from anywhere in the world to work in the US on H1b's Visa's

How did we accomplish it? We worked in different shifts, looked up all the leading job boards, ended up with almost the same candidates on them,launched a campaign and ultimately with all the push and shove, managed to get a handful bunch to work for the US. In the entire screening and grunt work process we realized that one thing really works perfectly. It is always a mix of various sourcing strategies with the scales tipping more towards the personal networking and references.


We were able to tap technology professionals from all over the world with top-notch skills from - Singapore, New Zealand, Malaysia, UK, U.A.E (Dubai), South Africa and India. All together we had hard to find skills over 50
professionals approved for USA on H1b Visa.  
        
iitjobs global job advertisement, global technology database and networking enabled us to successfully execute the project.

About The author - Firozy is a IT recruiter working with matrix7i. She has a extensive recruitement experience in key skills such as SAP and Oracle. She can be reached at firozy AT matrix7i.com


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Saturday, 10 November 2007 12:31:45 (Eastern Standard Time, UTC-05:00)  #    Disclaimer  |  Comments [8]  | 
"Coming together is a beginning, staying together is progress, and working
together is success." - Henry Ford


Power of Global Job board combine with Networking serves a large client in Australia   


Simply put, Recruitment is the fine art of finding a right person for a  right job at right time.
Although difficult for these three factors to fall in line; it is not impossible either.

An e-mail from my VP for the technology (IT) requirement for an Australian company baffled me initially.
'Cause, some of the skills mentioned therein were completely new to me. And I confess, I had
never even heard of them as they were very recent skills set. Therefore, to be able to pre-screen a
suitable candidate, a little research was imperative. Post research, I realized that most of the skills were Oracle Applications related. And the next thing was to funnel resumes for the same.

Our team strategically sourced candidate names from iitjobs. After some screening and a little chat with one of the candidates we also learnt that the required skills were interrelated. And that made Resume funneling a bit
easier.

However, since most of the prospective candidates were available either on weekends or at night, tracking and talking to them and to convince them of this opening posed a problem too.

But as luck would have it, the very first candidate I spoke to turned out to be the most suitable one too. Talking to him was a great experience and I learned a lots more about the required skills and their inter-relatedness.

But, what still puzled me was - why a large resourceful Australian company would outsource recruitment ? Of course, the company urgently wanted candidates with extensive in BPEL (Business Process Execution Language)experience. Running out of time, they were unable to find a suitable candidate in Australia since BPEL is a tough terrain and hence a rare skill.Naturally, urgency played a role too.

Probably a sum total of all such factors prompted them to tap into our expertise and resources to broaden their search globally vis-a-vis friendly Australian immigration policy - 457. And within just 2 weeks we gave them a
suitably qualified candidate.

But there were 2 vacancies, and they were still short of one.

We called up the selected guy to know if he has any friend/colleague with similar expertise. He could win an iPod if he recommends a suitable candidate and that candidate gets selected. And voila! He popped out two
names and one of them got selected.

And surprise of surprises, this new candidate did not have his resume on any job board. But thanks to an eager referral we were able to track one more candidate who fit the bill perfectly.  I think that speaks volumes about power of networking. Of course, prompt response and quick efficient processing by the Australian company made a
difference too.

We encourage referrals. And while tracking and talking to prospective candidates, we often get such useful references from most of them. It was a rewarding learning experience that reasserts the truth about what Henry ford
has said.

About The author- Rucha is a IT recruiter with Matrix7i. She has over 5 Years of recruiting experience with some of the top staffing companies operating in the IT domain. She can be reached at rucha AT matrix7i.com

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Saturday, 10 November 2007 12:18:34 (Eastern Standard Time, UTC-05:00)  #    Disclaimer  |  Comments [15]  | 
 Wednesday, 14 February 2007
They say it takes two weeks to get over a common cold, with or without medicine. Is it not the same scenario for "Just in Time recruitment" ? Nothing seems to work most of the time. Internet search,traditional style Unix job boards,job boards,referral, advertisement or any other sourcing channel available to a technical recruiter, does not seem to work for recruiting a technology professional in today's market. What can today's creative technical recruiter do to stay ahead of the pack. These are a few ideas and suggestions:
 
°    Like in life " Prevention is better than cure " for common cold, in the same analogy I believe the technical recruiter has to learn to build a pipeline of prospective candidates way before the requirement pops up, I.e instead of fire fighting.

°    "Home cures help manage common cold better" Similarly referrals, ATS (Applicant tracking system) mining, networking and advertising for pipeline will help manage talent better than "just in time" recruiting

°    " Good immune system helps keep common cold away", similarly good HR practices, training and best practices help retain talent thereby helping to reduce attrition.
As the common cold is a contentious, nagging trouble sometime fatal, technical recruiting has to be taken in complete seriousness. While seeking help from as many sources as possible (like technology groups, networking, advertisement in addition to job boards mining as in common cold, like homeopathic remedies,steam inhalation, herbal potions, balms love and care in addition to antibiotics.)

In the same essence is there a cure for a technical recruiter ? We have tried various therapies like Monster therapy , Dice Therapy , Careerbuilder therapy , Iitjobs therapy.There are many job boards the world, but still its difficult to find the right candidate But then does the recruiter find the right kind of people ?

The answer is "yes" and "no" both .

Its time to accept the hard fact that free resume search websites for employers or recruiters don't help much but they do help in creating that valuable pipeline.Basically a recruiter needs to systematically build relationships and develop networks .Technical recruiters need to get creative, strong and persistent to help deliver the scarce commodity of technical talent.

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Wednesday, 14 February 2007 09:11:48 (Eastern Standard Time, UTC-05:00)  #    Disclaimer  |  Comments [18]  | 
 Thursday, 01 February 2007
What's and How's on searching for a job in the UK...
Thursday, 01 February 2007 06:20:39 (Eastern Standard Time, UTC-05:00)  #    Disclaimer  |  Comments [758]  | 
 Saturday, 16 December 2006
Om Malick writes a contemporary article on the rise of Niche Job Boards. With online recruiting search at the highest growth rate and lack of trained talent in the market place the Niche boards play a pivotal role in the sourcing strategy of a cutting edge recruiter.
Saturday, 16 December 2006 13:43:44 (Eastern Standard Time, UTC-05:00)  #    Disclaimer  |  Comments [7]  |