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What did u learned from this story???

Vipul Mali — Mon, 18 Feb 2013 13:42:58 +0000

Father was a hardworking man who delivered bread as a living to support his wife and three children. He spent all his evenings after work attending classes, hoping to improve himself so that he could one day find a better paying job. Except for Sundays, Father hardly ate a meal together with his family. He worked and studied very hard because he wanted to provide his family with the best money could buy.
Whenever the family complained that he was not spending enough time with them, he reasoned that he was doing all this for them. But he often yearned to spend more time with his family.
The day came when the examination results were announced. To his joy, Father passed, and with distinctions too! Soon after, he was offered a good job as a senior supervisor which paid handsomely.
Like a dream come true, Father could now afford to provide his family with life’s little luxuries like nice clothing, fine food and vacation abroad.
However, the family still did not get to see father for most of the week. He continued to work very hard, hoping to be promoted to the position of manager. In fact, to make himself a worthily candidate for the promotion, he enrolled for another course in the open university.
Again, whenever the family complained that he was not spending enough time with them, he reasoned that he was doing all this for them. But he often yearned to spend more time with his family.
Father’s hard work paid off and he was promoted. Jubilantly, he decided to hire a maid to relieve his wife from her domestic tasks. He also felt that their three-room flat was no longer big enough, it would be nice for his family to be able to enjoy the facilities and comfort of a condominium. Having experienced the rewards of his hard work many times before, Father resolved to further his studies and work at being promoted again. The family still did not get to see much of him. In fact, sometimes Father had to work on Sundays entertaining clients. Again, whenever the family complained that he was not spending enough time with them, he reasoned that he was doing all this for them. But he often yearned to spend more time with his family.
As expected, Father’s hard work paid off again and he bought a beautiful condominium overlooking the coast of Singapore. On the first Sunday evening at their new home, Father declared to his family that he decided not to take anymore courses or pursue any more promotions. From then on he was going to devote more time to his family.
Father did not wake up the next day.
What did u learned from this story???

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Seven Reasons Why Recruiters Instantly Reject Resumes!!!

Vipul Mali — Wed, 28 Mar 2012 09:01:45 +0000

Forget “What color is your Parachute?” Here are seven reasons why resumes always get rejected according to the report conducted by tech recruiters at Kovasys IT Recruitment.
New York, NY (PRWEB) March 19, 2012
A new report from Kovasys IT Recruitment answers a question that many IT candidates are asking: “Why are the technology recruitersignoring my resume?” We have sat down with Alex Kovalenko, a technical recruiting manager at Kovasys Inc. with operations in Toronto, Montreal, New York and San Francisco, to discuss. “If a tech recruiter can not tell within ten seconds that you are worth a call then your resume will go straight into a recycle bin. Keep in mind that at our firm recruiters can review up to 50 resumes every day and can not spend hours reviewing resumes,” said Alex Kovalenko with Kovasys Inc.
Mr. Kovalenko says that there are seven reasons why IT recruiters could potentially reject yourresume and are as follows:
1. Firstly, when a recruiter looks over a resume – he or she wants to find experience in the field. If acandidate is a PHP Developer with no object oriented development experience and the job is for anobject oriented Java Developer – the recruiter is not going to call. Companies are paying recruiters to find an apple to fill an apple job. Companies are not paying recruiters to help candidates transfer their skills from one field to another. If a company is going to pay a recruiter a significant retainer fee, they expect a perfect match.
2. What is candidate’s level or title? If the recruiter is searching for a team lead developer and a candidate’s title is a senior developer, that candidate should not expect an interview with the recruiter. Again, the recruiter is hired to find a team lead developer, not to squeeze a senior developer into a team lead position. On the other hand, if the client wants a senior developer and a candidate is a team lead – that candidate is over-qualified and even if he or she thinks they can do a senior developer’s job the client will not. The first team lead job that comes along might interest that candidate more, causing the recruiter and the company to suspect that you are going to pursue the better opportunity; neither party is willing to risk that.
3. The next area the recruiter is going to look at is the most recent experience. If the client wants aLinux Systems Administrator for a hosting company and a candidate has the experience, but it was over five years ago, recruiter will reject the resume. Any good recruiter can find a candidate with that current familiarity. If candidate was a good Linux Administrator five years ago and have not worked in that area since, their skills might be nowhere near contemporary due to new technologies like virtualization, vmware, etc.
4. Location, location, location. If a client is in New York and a candidate is in Miami – that candidate will most likely not get an interview. Relocating candidates is just too problematic if there is a viable candidate in the client’s location. In addition, most companies are not interested in paying for relocation in a bad economy. Moreover, there is usually the additional challenge of a spouse who must also relocate and find a job.
5. The next aspect the recruiter will look at is whether the industry experience matches the client’s. Again this is not an economy that allows for deciding whether skills will transfer from one industry to another. If candidate is in medical software development and the job is in financial development – the recruiter will not be calling. Skills might transfer and candidate might become a financial software developer, but it is not up to the recruiter to do that.
6. Education is the next big thing to consider and this one can be an automatic killer. Most recruiters are looking for a Masters in Computer Science or Engineering because they are hired to find the best candidates. No company will be paying a recruiter for a non-degreed or Bachelor of Arts candidate.
7. If candidate does not hold any position for an extensive period of time, job seeker should not expect an interview with a recruiter. a If candidate had six jobs in the last four years there better be a very good reason for it.
And last but not least says Alex Kovalenko: “List your accomplishments and what technologies you have worked with the two – three companies you have worked for. Make sure your resume is two pages long (even if you have worked for over 10 years) and is in traditional and chronological format.”
Courtesy by: Alex Kovalenko

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Why Porter’s Model No Longer Works

Vipul Mali — Fri, 16 Mar 2012 06:29:39 +0000

magine that you wanted a new home theater system. But instead of spending hours in Best Buy or on Amazon comparing configurations and assembling the parts you needed, you could signal what you wanted and a company would create it for you. You might simply Pinterest the elements you liked, including information about your space or noise limitations (“One-bedroom apartment on busy street in New York,” or “suburban space that needs stuff protected from little kids”), and then have a retailer give you a personalized, optimal configuration.
Right now, social is largely seen as a way to amplify messages (“Like” us on Facebook!) or to create conversations around customer service (“We’re so sorry you’re having a problem,” the persistent tweet from @ComcastCares). These two key functions — Marketing and Service — are regularly discussed as shaped by social era dynamics.
But the social era can — and will — be more than that. It will help us decide what we make, how much we make, and how we finance that production. While social media doesn’t shift Porter’s model, the social era surely does.
Big Isn’t Enough
This is the third part of a series on what it takes to win in the social era: being fast, fluid, and flexible.
Let’s think about the way that changes our modes of production. Size once gave organizations purchasing power. Being big used to enable high barriers-to-entry, keeping out potential competitors. Big had the dollars to buy the mass-market access to consumers back when mass media was the only way to reach an audience. But when the capital requirements to enter markets have declined, the marginal cost of reaching consumers is effectively zero, and one-off production is not hard to do… being big offers a much smaller advantage than it used to. Being big ain’t enough, anymore.
Most existing big organizations — the 800-pound gorillas — subscribe to Michael Porter’s value chain framework. As I mentioned in the first part of this series, this model optimizes for efficient delivery of a known thing. Organizationally it means Z follows Y, which follows X. It carries with it one fundamental assumption: that customers are tangential to the process.
There is no question that Porter’s work has helped shape (some would say, “invent”) modern-day strategy. I’ve used his ideas for over 20 years of running companies big and small, and I consider myself a fan of his thinking. But, to put it bluntly, Porter’s value chain is antiquated in the light of the social era. It was created at a time when being big and having scale was in itself a key aspect to competitive advantage and profitability.
Generic vs. Distinct
People buy two categories of things: The distinct, and the generic. The distinct items are the things that have a limited quantity, that are artisanal in nature, and that are worth paying a premium for. The generic items are, well, the things you might find on Amazon.
When companies like Best Buy or Target are simply aisles of what you can find online, then it’s easy enough to become a storefront for Amazon. Everything that is undifferentiated is going to be delivered in ever more efficient, low-cost ways. Porter’s value chain is well suited for this mass-market, cost-driven approach, where customers remain at the end of the value chain.
But for organizations wanting to thrive in the social era, being distinct is key to both profitability and winning. While there has always been a market for bespoke, differentiated items, until very recently that market served a tiny fraction of the uber-rich. But today, both macroeconomic forces, and technological advances mean that customized products aren’t just for the one percent. Instead, customized products and experiences can be for everybody, at least some of the time.
How will the smartest, nimblest companies move away from less-profitable generics and into more-profitable distinct goods and services? By using the rules of the social era.
Social Becomes Central to What We Build
During Fashion Week in September 2011, Burberry did a direct campaign with an everyday consumer (not just the editors and fashionistas) to showcase their new line in what they called a #tweetwalk, letting users tweet about what they liked (or didn’t). It created an immediate signal between the company and its broad users.
It was an interesting first step.
Every brand already has the ability to get direct feedback from consumers on what they like; the friction cost of doing this is effectively zero through a social media conversation. But Burberry stopped short of doing what makes the most sense to their bottom line. Imagine if they’d actually created a video of a runway walk that enabled click to order. They could produce only what was ordered, and thus reverse their supply chain to produce only what is already sold. They could even allow customers to request products in particular colors at premium prices. Social gives companies more control to operationally adjust their offers and create zealots by better collecting and amplifying even weak signals.
This puts the customer at the center of the company much more than any lip service about being “customer centric.” Today, we see brands asking consumers to “like” them on Facebook as a way of getting permission to push them information. The brand is still the central part of that communication. Imagine what that dynamic becomes when using the power of pull. Ask yourself, what would it look like to put customers at the center?
Many of you already know of Kickstarter as the largest funding platform for creative projects in the world. Several other platforms exist to allow community to fund expansion. When no one funds you, you know there’s no market for your idea. This changes more than the economic source. When a community invests in an idea, it also co-owns its success. In other words, it’s not just socially funded; it’s socially meaningful.
Now, let’s go back to that imagined home entertainment system. What if you — and everyone else shopping for a similar system — could signal your desired systems and have Best Buy choose one of hundreds each week to showcase (or perhaps choose the most popular per region). You would then have a reason to check out that configuration in a retail store — to see it and feel it — and then order it so they could come set it up at your place. See how that changes the retail experience from generic long aisles of commodity items to customized and community experiences? That is what social allows.
A Cycle of Profitability
When companies figure out how to shape their design, production, and manufacturing cycle from rigid planning and production systems to unique customer-driven experiences, they’ll design a way to respond in smaller bursts of more profitable cycles.
By allowing customers to directly fund an expansion, companies will know exactly what to build, and what is extraneous. By allowing signals to direct production, there’s an opportunity to learn immediately what the market responds to. Organizations can be in a constant conversation to learn what is working and what is not, and adapt on the fly. These nimble organizations consistently try new things, adapt to what works and thus improve the bottom line. What is interesting about this approach is that no company has to get it “right” the first time, as much as know how to learn and discover what works for growth.
The 800-pound gorilla dominated at a time when companies needed and used more capital, when the value chain could be profit maximized through vertical integration. To run this kind of organization, leaders had to be focus on being big enough to enable scale — because that’s where the profits once were. Once an organization got big, it took a lot to displace it. But the social era demands something more of our organizations. Something that is qualitatively different. The social era rewards the gazelles — the ones that are fast, fluid, and flexible.
Courtesy: http://blogs.hbr.org/cs/2012/02/why_porters_model_no_longer_wo.html?cm_mmc=email-_-newsletter-_-strategy-_-strategy031512&referral=00210

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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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Know More About Our Resume Writing Services.

Happy Holi…

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

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

placement consultant Archives | POST A RESUME HR Consultancy

What did u learned from this story???

Seven Reasons Why Recruiters Instantly Reject Resumes!!!

Why Porter’s Model No Longer Works

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…