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Motivation…

Vipul Mali — Mon, 08 Oct 2012 09:47:46 +0000

A little boy wanted to meet God. He knew it was a long trip to where God lived, so he packed his suitcase with a bag of potato chips and a six-pack of root beer and started his journey.
When he had gone about three blocks, he met an old man. He was sitting in the park, just staring at some pigeons. The boy sat down next to him and opened his suitcase. He was about to take a drink from his root beer when he noticed that the old man looked hungry, so he offered him some chips. He gratefully accepted it and smiled at him.
His smile was so pretty that the boy wanted to see it again, so he offered him a root beer. Again, he smiled at him. The boy was delighted!
They sat there all afternoon eating and smiling, but they never said a word.
As twilight approached, the boy realized how tired he was and he got up to leave; but before he had gone more than a few steps, he turned around, ran back to the old man, and gave him a hug. He gave him his biggest smile ever…
When the boy opened the door to his own house a short time later, his mother was surprised by the look of joy on his face. She asked him, “What did you do today that made you so happy?”
He replied, “I had lunch with God.” However, before his mother could respond, he added, “You know what? He has the most beautiful smile I have ever seen! Meanwhile, the old man, also radiant with joy, returned to his home. His son was stunned by the look of peace on his face and he asked, “dad, what did you do today that made you so happy?”
He replied, “I ate potato chips in the park with God.” However, before his son responded, he added, “You know, he’s much younger than I expected.”
Too often, we underestimate the power of a touch, a smile, a kind word, a listening ear, an honest compliment, or the smallest act of kindness, all of which have the potential to turn a life around. People come into our lives for a reason, a season, or a lifetime! Embrace all equally!

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Five ways to work out a new set of KRAs

Vipul Mali — Sat, 21 Apr 2012 09:40:41 +0000

Just when many have let out a collective sigh of relief at appraisals being over, a new set of key result areas (KRAs) needs to be cleared.
Firms have made their variable component higher and the criteria more rigorous, so nothing short of achieving them completely would ensure a good take home at the end of the stipulated period.
However, there are ways to make the goals look simpler and attainable for a smoother year ahead.
Do a fish bone analysis:
Once targets have been given, an executive should develop the flowchart of programmers to develop, training to receive or give, and parameters that will help him or her reach the desired goal.
Called the fish bone analysis, the employee will then have to talk to different departments which will support him. “Business metrics have to be defined and converted into quantifiable metrics and linked to the final goal.
It should be in cause-and-effect terms,” says Rajesh AR, head of employment services division of Manipal Education.
Draw up an action plan:
The boss should be consulted on stages that need to be reached to achieve the KRAs. “Chalk out a detailed performance action sheet,” says SM Gupta, HR head of Bangalore-based ITeS firm Aegis.
With each KRA there should be a ‘smart principle’ where goals are broken down. The manager must ensure the status is checked regularly, while the executive has to list daily, monthly, quarterly, half-yearly tasks.
Prioritize targets:
A list will help the executive chart out areas that require immediate attention, training, or assistance from other teams. There will also be the long-stretched goals, which the employee should deal with separately.
Start with clear goals:
To make goals more achievable, the supervisor has to give a set of tangible goals.
So if he wants sales to increase, then he has to hire employees, add distribution centres etc, and not follow a feel-good syndrome during performance review, says K A Sudarshan, co-founder of EMA Partners in India.
Bring HR to the table:
KRAs can be made more tangible if there is a discussion between the HR and business heads on the goals of the financial year and how they are important in improving organizational performance, says Srinivas Nanduri, partner board & leadership hiring, Maxima Global Executive Search.
Once these goals are clear, the individual can make KRAs fit into the overall milestones.
Article Courtesy – Economic Times

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Five ways to crack the whip when it is needed…

Vipul Mali — Thu, 15 Mar 2012 11:39:23 +0000

The new-age boss is expected to be the benevolent guide who will always back his team, hand-hold each member and push them to succeed by carefully eroding their faults. But there are times when he has to crack the whip.
It may result in wrath and the boss’s popularity may dip for a while, but to hold the team in steadfast discipline is a propelling factor. There are ways a boss can rein in errant team members without causing unnecessary damage, says ET.
Be the change
Many managers call their team for a meeting and turn up late, washing away the relevance of the issue that was to be discussed, says R Elango, HR head of MphasiS. The team tends to mimic the ways of the manager, and this shows in their attitude in meetings and the work coming out of it.
Leave out ambiguity
“When setting targets and key result areas, the boss will have to be very clear on what he expects from each one of them so there is no place for ambiguity, which results in indiscipline,” says Ronesh Puri, managing director of Delhi-based executive search firm, Executive Access.
Reward and Punish
A team head should know follow the reward and punish principle, says Elango. So if employees exceed the performance criteria but are indisciplined in their approach towards work and others during team tasks, then they should not be rewarded. Similarly, to ensure a balanced approach, an employee who may be disciplined but is not a performer should not be rewarded.
Say it Loud and Clear
An employee may not know he or she is not following the rules, and will continue if not checked. The first step, says Puri, is to talk to them and explain clearly that such behavior will not be tolerated.
The manager should find a reason behind such behavior and if it continues, send a warning letter stating the consequences could impact their appraisal. If the employee still takes it lightly, the boss should go ahead with giving him or her poor rating during review and mention why.
Set the Team Tasks
The manager should get employees to work in as many team tasks as possible. This brings in a sense of responsibility, and they will know their performance will impact others’ grading as well.
An indisciplined employee may not follow instructions to the team initially but will realize how his or her waywardness is leading to low scores, for which colleagues will hold them accountable. This often is a factor that pushes people to change their ways and work better.
Article courtesy of Economic Times

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6 Reasons Why You Didn’t Get The Job

Vipul Mali — Tue, 13 Mar 2012 06:05:04 +0000

Why You Didn’t Get the Job: A Candid Chat with the (Hypothetical) Boss

Wouldn’t it be great if hiring managers could tell us exactly why we didn’t get the job?

No more second-guessing why your resume disappeared into the hiring “black hole.” No more wondering why your seemingly perfect interview never turned into a callback. Just clear, honest feedback.

Well — let’s pretend they can talk.

In this post, we’re sitting down with a fictional hiring manager, “Betty Boss,” to get to the bottom of why you didn’t make the cut. This week, we’ll cover the things you can control — like your resume, your application, and how you present yourself in interviews. Next week, we’ll tackle the things you can’t control (and what to do about them anyway).

Let’s jump into the interview.

Me: Thanks for joining us, Betty.

Betty Boss: Happy to be here.

Me: Let’s start with the basics. What’s one big reason someone didn’t get hired?

Betty: Simple — I never saw your resume.

If your resume doesn’t make it past the Applicant Tracking System (ATS), or gets filtered out by an HR screener, I’ll never even know you existed. It’s not personal — it’s just the process.

Today, your resume needs to speak to four audiences:

The ATS
The HR admin
The recruiter or HR partner
The hiring manager (me)

If it doesn’t satisfy all four, it won’t land in front of me.

Me: Got it. What’s another common reason?

Betty: I had no idea why you applied.

Too many applicants hit “apply” without considering whether they’re truly a fit. If the job requires a CPA license and you don’t have one — I won’t bother guessing why you think you’re qualified.

Sometimes people are switching careers or industries — and that’s okay — but if your resume doesn’t clearly explain the why and show evidence you’re making that transition seriously (like courses, side projects, new skills), I’m not going to take the risk.

Me: And when a resume does land on your desk?

Betty: It needs to stand out.

I’m looking through dozens of resumes. I don’t want vague language like “Responsible for a $17M budget.” I want to know what impact you made — how you saved money, led change, improved results. Specific, measurable achievements grab my attention.

Me: Some candidates might say they’re not expert writers…

Betty: That’s the reality of business. Presentation matters.

Whether you’re selling a product or yourself, the way you package and present your value affects how people perceive it. A strong, clear, well-formatted resume can set you apart — even if your experience is the same.

Me: Let’s talk interviews. What’s a red flag?

Betty: It was a nice conversation — and that was the problem.

We talked about hobbies, moving to the city, raising teens… but the candidate never made the case for why I should hire them. I need someone who makes me confident they’ll solve my business problem. If you don’t do that in the interview, it’s a missed opportunity.

Me: Anything else that candidates overlook?

Betty: Yes — not showing genuine interest in the specific role.

You said you were “exploring options.” That doesn’t tell me you’re excited about this job. Hiring someone is a big commitment. I want someone who’s ready to roll up their sleeves and tackle the role, not someone who’s just browsing.

Me: OK, one last question — any final insight?

Betty: Timing.

Sometimes I didn’t hire you simply because someone else moved faster. Maybe your interview went well, but another candidate followed up immediately, stayed responsive, and had advocates vouching for them. Meanwhile, you delayed, were slow to respond, or appeared distracted by other offers.

When I’ve got approval to hire, I move quickly. If you’re not ready, I’ll move on to someone who is.

Me: Thanks, Betty. That was honest — and really helpful.

Betty: Glad to help. Best of luck to your readers. And remember — hiring is business, not personal. Make your case clearly, confidently, and fast.

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Happy Holi…

Vipul Mali — Wed, 07 Mar 2012 07:20:24 +0000

The post Happy Holi… appeared first on POST A RESUME HR Consultancy.

job consultant Archives | POST A RESUME HR Consultancy

Motivation…

Five ways to work out a new set of KRAs

Five ways to crack the whip when it is needed…

6 Reasons Why You Didn’t Get The Job

Why You Didn’t Get the Job: A Candid Chat with the (Hypothetical) Boss

Me: Thanks for joining us, Betty.

Me: Let’s start with the basics. What’s one big reason someone didn’t get hired?

Me: Got it. What’s another common reason?

Me: And when a resume does land on your desk?

Me: Some candidates might say they’re not expert writers…

Me: Let’s talk interviews. What’s a red flag?

Me: Anything else that candidates overlook?

Me: OK, one last question — any final insight?

Me: Thanks, Betty. That was honest — and really helpful.

Join Our WhatsApp Group

Join Our Telegram Channel

Know More About Our Resume Writing Services.

Top Resume Writing Tips for Maximum Impact > Free Sample Resumes

Importance of Cover Letter >>> Sample Cover Letters

Read More Update…

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Join Our WhatsApp Group

Join Our Telegram Channel

Know More About Our Resume Writing Services.

Top Resume Writing Tips for Maximum Impact > Free Sample Resumes

Importance of Cover Letter >>> Sample Cover Letters

Join Our WhatsApp Group

Join Our Telegram Channel

Happy Holi…