You Write Your Future - No One Else

Have you ever noticed? Many people make fortunes, whether they have a formal education or not. They step up their self-education and plan of action, because they have intelligent advisers, a network, or other valuable sources they readily draw upon when needed.

"Formal education will make you a living; self-education will make you a fortune.”

Time is precious and scarce, but the amount of knowledge that you can acquire and apply to achieve valuable results is unlimited.

Nothing will supercharge your success more than interacting with a positive reference group – sharing knowledge and encouragement together.

You and those sharing your vision, must believe with strong feelings that what others have done you can do too. Whatever you believe with feeling becomes your reality.

Nothing drives progress like creative imagineering in a mastermind alliance.
As you experience and learn from your results, you will become more effective at achieving your desired outcome. You will gain more of the confidence needed to encourage you to do more with less and seize more creative opportunities

The role of social media in your job search

Employers are increasingly using social media channels to screen potential new employees. Whether you’re an avid user of social media or not, it’s likely to play a role in your job search. Here are our top tips to ensure that you use social media to your benefit in your quest for a new role.

Pick and choose

There’s a plethora of social networking sites and online forums on which you could have a presence and interact. From a time management and effort point of view, it’s probably best to pick a couple on which you’d like to boost your professional profile. Think about which sites recruiters, hiring managers and your industry peers use, and target those as a priority. The sector and role in which you work will play a part, but in general sites like LinkedIn are more useful than MySpace in getting you noticed for a new role.

Complete your profile

If you’re aiming to grab the attention of potential recruiters or employers, the more information you provide about yourself, the better. Present a full picture so that those viewing your profile are able to make informed decisions about your suitability. Include a full, succinct career history and mention any relevant awards and training. Make sure the profile picture that you choose is suitable in a professional context – think smart headshot, not sipping cocktails on the beach. Most importantly – make sure that the facts you state are true; information in such a public domain is easy to verify.

Stand out, online

The attention span online is traditionally fleeting, so make sure you catch the reader’s attention at first glance. Format your profile well using paragraphs, subheads and bullet points where possible. Repeat the job title/s you’re after frequently throughout your profile so that you stand a better chance of being ranked in search engine results. Where possible (and we know this can be tricky if you’re currently employed), make sure that it’s obvious that you’re open to new career opportunities.

Demonstrate your knowledge

If you write a blog about what’s going on in your industry, link this to your profile. Likewise, if your Twitter account will add value, connect it there too. Remember, potential employers want to see that you keep up-to-date with industry trends, not what you ate for breakfast. If there is the opportunity to get involved in forum debates, do so, bearing in mind that once you say it, it’s out there so think carefully about the viewpoint you’re sharing.

Network, network, network

As is said, getting a job is often about who you know, and if you connect with key players in your industry you’re likely to be closer to your ideal role. Networking isn’t a new phenomenon, but the ability to connect with people online does make the process easier to manage. Remember that online networking is important, but it shouldn’t replace traditional face-to-face interactions. Networking is a mutually beneficial relationship, so also think about what you can offer your connections.

Public endorsement

Testimonials endorsing your achievements play a big part in painting you as a desirable candidate, but some endorsements hold more weight than others. A glowing reference from a satisfied customer can be perceived as more valuable than the recommendation of a peer you worked with on a project. Limit these testimonials to a select few; an excessive number of public endorsements looks like you’ve been courting favourable feedback rather than it being proactively given to you as a result of a job well done.

eRecruitment - Social Media, Networking websites, google and so on...

We all are familier with Social Media, Professional Networking sites, Google, etc. With the advent of social media sites such as Linkedin, Facebook and Twitter, recruitment procedures have been dramatically transformed.  Reputed organisations not only cast a wide net through these sites but also narrow down their search to what they want exactly with great ease. They have lots strategies in place to make the best use of the social media in their hiring process. Linkedin is the preferred social media channel for most of the IT Firm accross the globe for sourcing various level candidates, while Facebook and Twitter drive our social recruiting efforts for entry level openings and are considered as a personal networking sites. Recently with the new addition in Facebook called as a Graph Search has added lots of value to it.  Making it more effective for candidates search. 

There is a question, as Social media based recruitment is certainly on the rise, but is it suitable for all types of jobs? You answer may be not sure. As Social media sites are generally capturing mid to senior lvel Executivs. Whereas if we are targeting for entry level candidates, social media may not create a great impact. 

No doubt social media has taken the arena of recruitment by storm. Is its success rate equally impressive? Success rate of leveraging social media in recruitment is directly proportional to the level of social engagement, which in turn depends on the time and effort spent in developing and implementing the social media strategy. If  it's developed and implemented appropriately, an effective social media recruitment strategy can deliver high rates of success.

Bharat Khera has left us !!!

Hi,

I am not happy today since one of our colleagues Bharat Khera has left Artech. I have been working with since 2 years. He was really nice chap to work with.


I have never seen such a dedicated person. He says yes to whatever job is given to him.

He failed many times, but never lose his confidence. He is very eagar to leaning.

He was coming to my everyday and asking about whatever problems and questions he has.

He is really a self motivated boy. I would wish him best of luck.

Have you checked this new search engine for resume !!!!

I just heard about a new search engine, Its really very good and doing magics.

This site is helping in searching resumes from google, linkedin, facebook etc.

Try this and see magic:::

Click here :-)

Abul Khair: Online Recruitment !!!!!

Abul Khair: Online Recruitment !!!!!: "Are you tempted to recruit talent online? If you haven't started recruiting on the web already, you're behind the curve. You've heard that w..."

Online Recruitment !!!!!

Are you tempted to recruit talent online? If you haven't started recruiting on the web already, you're behind the curve. You've heard that web recruiting will yield hundreds of untargeted resumes from around the world? Most job sites allow you to reject resumes with unwanted keywords and locations. Do you think executive recruiting is best done in the off-line world? Think again. Executive recruiting is happening online. Here are tips to help you maximize the potential of the Internet for recruiting. Use the power of the web to recruit online.
Use Your Website for Recruiting
Most organization websites do little to help recruit candidates online. If the website lists openings at all, they are buried several clicks deep and merely describe the position. Does your website help you recruit? Does your "Join Our Team" section of your company website tell and even, "sell," potential employees about the vision, mission, values and culture of your company? Do you present a message about how people are valued? Do you express your commitment to quality and to your customers?
If your website fails to bring candidates to your door, you are missing out on one of the most important recruiting tools you have to appeal to prospective high-potential employees. Instead of the typical, dryly-written job listings about available positions, your website needs to include this vision, this information that sets your company apart from others in your industry. Your job listings must sparkle with personality so a potential candidate thinks, "This organization is for me!"
Once you have your candidate’s attention, you also need to provide a way for candidates to easily submit resumes for consideration for future positions. One client website has a "Talk to the President" link and, believe me, people do. We receive a constant stream of resumes and contacts through this invitation and even hired a Director of Production who made his first contact here. Another website posts generic position descriptions for positions that frequently need applicants. People respond. Website recruiting works

Additional ways to use the web for recruiting include these.



Use Professional Association Websites for Recruiting

Post your open positions on professional association websites. This includes posting on local chapter websites or professional associations related to the job. (This is an excellent method for finding local talent.) Your online recruiting definitely targets the “right” applicant at professional website.

Many professional sites also send out emails to their members and/or post open positions in their journal, newsletters or magazine. For a small fee, if you have the time, you will reach a targeted, potential audience through professional association mailings to members.

Use College and University Alumni and Career Services Websites for Recruiting

You can usually post your positions at no cost on college and university job boards. They are a service for students and alumni and the educational institutions strive to create more postings. Additionally, for specialized positions, often departments have their own job boards. They may also provide employers email access to alumni mailing lists. While seeking an Environmental Compliance Specialist, I found several candidates through the University of Michigan’s Department of Natural Resources.

Post Positions on Local and National Low-cost and No-cost Private and Public Sector Websites

Post open positions on websites that private vendors or your state and/or local government provide. By recruiting online at these sites, you target local candidates for your available positions. Even posting at national low and no-cost sites, you can target local jobseekers. In Michigan, positions can be posted, at no cost or low cost, on various websites including:

JobOpenings.net – Michigan (you can search for your own state),

MLive.com - Everything Michigan and Michigan workforce development, this site provides local candidates I’m sure your state or country has an equivalent site.

Post your available positions at America's Job Bank,

Click on the map to select a state or choose from the list for the Department of Labor/Employment Security Commission/Job Service Office in your state at About's Job Searching site. Your state Workforce Development organization, through your state department of labor, appreciates employer job listings. In Michigan, employers can post positions with the Michigan Talent Bank through the Michigan Works. You'll find multiple options for both posting positions and searching for jobs.

Pay to Post Recruiting Ads on Commercial Websites


Websites such as Monster.com and Yahoo Hot Jobs attract large national and international audiences. In a recent search for a Chief Financial Officer (CFO), posted at Monster.com, we received over 150 applications. In fact, one of our finalists for the position would never have found us except for our online job posting.


The key to working well with the commercial websites is to:


expect pricing deals for frequent use or multiple online job listings,

re-use your posting locations for different positions when you have the applicants you need for a specific opening,

use keyword and location filters supplied by the sites, and

recognize that many commercial sites that specialize in particular fields or positions are now available. A quick search by the position desired and the words, “job search site,” will provide many options.


The Most Important Use of the Web for Recruiting

You are aware of the power of networking in accomplishing business, job searching and other professional goals. Networking remains the most important tool for recruiting in the online world, too. In the CFO search, mentioned earlier, three of my finalists for the position were recruited through old-fashioned networking. We just used a web recruiting twist.


We gathered the email addresses of 100+ business associates and wrote a job description that defined the candidate we sought. We then sent emails to all of the associates asking them to refer candidates to us for the open position. Their referrals were among our best recruits. Most were currently-working CFOs with all the required credentials.

You can use online networking to help recruit candidates in one additional way. Post the open positions in Forums, such as the one connected with this site, or networking sites such as LinkedIn.com or Ryze.com: Business Networking. More of these social and professional networking sites appear every year. Even Facebook.com, a site that started out for college students, has a place in your professional networking playbook as more professionals fill in their profiles.

Recruiting online is a viable alternative in today’s competitive job market. Why not use such an excellent resource to help you develop the best candidate pool for your job openings? People you find via web recruiting are technically savvy, up-to-date and willing to try new options. They’re numerous, they’re local and they’re skilled – just waiting for you to find them online.