How to make Your LinkedIn Profile effective

Hi Friends,

Hope you are doing well!!

I was just going through my LinkedIn Profile and updating some experience. I thought how I can I make my LinkedIn Profile effective. And, Finally I got some interesting Points thought to share with you….

LinkedIn is a searchable database of talent and skills. You are potentially visible to everyone specifically looking for what you have to offer. 

Whether you’re job hunting, gathering leads, or networking in your industry, having a professional, eye-catching LinkedIn profile is an excellent idea to make sure that you can be found by the right people at the right time. 

When I look at your profile, if I don’t get the impression that it’s "on-purpose," I have to wonder about your intentions. I’ll guess you are new to LinkedIn, or you haven’t yet taken the time to flesh it out.

The worst impression you can give me is that you don’t care about it, and you are just fishing for network contacts that you can spam. Seriously, having a half-baked profile will make me question what your intentions are.

 So let’s get started to make your LinkedIn Profile effective: 

1. Your picture  

The picture should be of your face. Not your dog. Or a waterfall. Choose a simple headshot where you are looking straight ahead. No selfies. It’s well worth the money to have a professional picture taken. Remember, it doesn’t have to be boring or artificial. You don’t have to wear business attire if that’s not your style. But you need to look professional and pleasant. Smile. You are going for “dependable” and “trustworthy.” Avoid “sexy” or “quirky.” 

The old adage is true. People remember faces more than names. This is also why one needs to see your face and not some other part of you. For example, a yoga instructor should still use a headshot and not a photo of her/himself in a yoga pose. Pictures that attest to skill or talent can be uploaded elsewhere on your profile, along with training videos and presentation materials. 

2. Your headline

You have 120 characters at the top of your profile to describe to the world what you do. Many people just put their official job title. Which is one way to go… or you can really use the system to your advantage here. Choose descriptive and compelling keywords that a) make you as marketable as possible, and b) help you get found by the right people. Remember, LinkedIn is a search engine. 

Examples of effective headlines are “Recruiter, HR, Talent Management Expert” or “Brand Marketing, PR, Communications Professional.” Comes in handy especially if you are currently looking for work.  

How to increase You Sourcing speed

If you are a Recruiter, You should be very quick at CV Screening. CV Screening depends on your Basic knowledge. You should aware about the points what to read in a CV or not. 

Although we may never know why we didn't get chosen for a job interview, According to TheLadders research, recruiters spend an average of "six seconds before they make the initial 'fit or no fit' decision" on candidates.

The study used a scientific technique called "eye tracking" on 30professional recruiters and examined their eye movements during a 10-week period to "record and analyze where and how long someone focuses when digesting a piece of information or completing a task."

In the short time that they spend with your resume, the study showed recruiters will look at your name, current title and company, current position start and end dates, previous title and company, previous position start and end dates, and education.

There are some points through which you can increase your resume sourcing speed.

1. Location. If the client is in Chenai, India and you aren’t – goodbye. Few if any clients want to relocate anyone in this economy, and I believe most shouldn’t have to. If they do have to consider relocation the position has to require some very unique experience that few jobs do. I can do this in about 1 second.

2. Industry. If my client is in banking and your background is primarily manufacturing – goodbye.  These two often are so different that the client isn’t open to considering such different industries. This works both ways, if you have a manufacturing background I’m not going to consider someone with banking. 2-3  seconds to determine this.

3. Function. If I’m doing a sales search and your background isn’t sales – goodbye. Generally companies are paying recruiters to find them a perfect fit. We never do find a perfect fit, but we have to be very close. They don’t need a recruiter to find them someone in a completely different function. 2 seconds to figure this one out.

Methods for Sourcing Candidates

Hi Friends,

Hope you are enjoying sourcing!!

I have already explained Job Board and Job Portals in my one of the earlier Post. Today I am going to explain about sourcing methods other than Job Portals which are freely available. Before that let me again remind you

What is Sourcing:-

Recruitment can be broadly split into two main areas – sourcing and selection. Sourcing is the stage which encompasses candidate attraction, while the selection stage encompasses the interview and offer process. Sourcing will begin once approval has been officially granted to fill a vacant role within the organisation. When sourcing potential candidates, the aim will be to make the vacancy known to as many qualified people as possible.

Types of recruiters

There are two primary types of recruiters: agency and internal. Both types of recruiters fulfill staffing needs but who they staff for differs. Agency recruiters work at staffing firms that specialize in finding candidates within a specific industry. While they usually specialize in an industry like marketing or technology, they recruit for multiple, if not dozens of companies within that given field. Internal recruiters work for only one company, providing hiring support for all open roles within their company.

Agency recruiters often focus on depth, i.e. finding Java developers if they work for a technical staffing firm, while internal recruiters focus on breadth, i.e. finding both a sales manager and a public relations specialist for their company. Most companies utilize a combination of internal and agency recruiters.

Sourcing methods:-

Employee Referral

Recruiters love working with candidates referred to them by internal employees at their company, or candidates they’ve previously placed. Referrals tend to be strong candidates because they’re reliable enough to that someone is willing to vouch for them. In order to attract more referral candidates, many companies offer a monetary incentive for their employees to recommend people from their network for open roles. Recruiters can save a lot of time hunting down candidates when they get referrals passed along to them.

Personal connections make a huge difference when you are looking for a job. 80 percent of open positions are never even advertised, according to Forbes.

Job Posting

Posting Jobs on various Job Boards (explained in one of the Earlier posts)

 The only downside is that they’re reactive. You have to wait for the talent to come to you, in hopes that the right candidate is among them.

Boolean Sourcing for Google
Boolean sourcing allows recruiters to search for candidate information from all over the web.

You can find resumes and cover letters that are stored within personal websites, job boards and social platforms by using a unique set of search commands.

Software Development Life Cycle (SDLC)

SDLC (Software Development Life Cycle) : 

         A framework that describes the activities performed at each stage of a software development.

Six Stages of Software Development 

Life Cycle for Software Development

We have numerous types of SDLC models like Waterfall, Agile, Spiral etc. All this SDLC model must follow this 6 steps for developing errorless Software. Software Development Life cycle has totaled 6 Steps. All 6 steps are mentioned in below.

        1.Requirement Gathering and Analysis2.System Analysis3.System Design4.Coding5.Testing6.Implementation

1.) Requirement Gathering and Analysis

      Requirement gathering and analysis is the first stage and major stage of any SDLC model. This phase is basically the brainstorming phase because it has the many sub stages for like Feasibility Analysis Stages to check how much idea can put into action for development.

     In this Stages, communication taking place between stakeholders, end users and the project team. So, all the person which are related to the project and they gather information for software development.

    

       In that a brand new software development takes place more requirement gathering process for development and in other already build software not need too much information and data gathering process.

CMMI Level

Capability Maturity Model (CMM)

•A bench-mark for measuring the maturity of an organization’s software process•CMM defines 5 levels of process maturity based on certain Key Process Areas (KPA)

CMMI Levels:-

Level 5 – Optimizing  (< 1%)

-- process change management

-- technology change management

-- defect prevention

Level 4 – Managed   (< 5%)

-- software quality management

-- quantitative process management

Level 3 – Defined      (< 10%)

-- peer reviews

-- intergroup coordination

-- software product engineering

-- integrated software management

-- training program

-- organization process definition

-- organization process focus

Level 2 – Repeatable (~ 15%)

-- software configuration management

-- software quality assurance

-- software project tracking and oversight

-- software project planning

-- requirements management

Level 1 – Initial         (~ 70%) 

JavaScript and Its Frameworks

JavaScript is an interpreted programming or script language from Netscape. It is somewhat similar in capability to Microsoft's Visual Basic, Sun's Tcl, the UNIX-derived Perl, and IBM's REXX. JavaScript is a programming language that is run by most modern browsers. It supports object-oriented programming and procedural programming. It can be used to control web pages on the client side of the browser, server-side programs, and even mobile applications.

JavaScript is used in Web site development to do such things as:

·         Automatically change a formatted date on a Web page

·         Cause a linked-to page to appear in a popup window

·         Cause text or a graphic image to change during a mouse rollover

JavaScript uses some of the same ideas found in Java, the compiled object-oriented programming derived from C++. JavaScript code can be embedded in HTML pages and interpreted by the Web browser (or client).

History

JavaScript was developed by Brendan Eich in 1995, when Eich was working for Netscape Communications Corporation. The technology was first called Mocha, then LiveScript. Eventually it was named JavaScript to follow the marketing of another programming language called Java. Java was developed by Sun Microsystems and is a completely different programming language and technology. JavaScript was a competitive technology to VBScript, a Microsoft product. While VBScript worked only on the Internet Explorer browser, JavaScript was supported on other browsers, too. This made JavaScript a preferred language for global applications, and it eventually pushed out VBScript from the web development market.

 6 Best JavaScript Frameworks

1) AngularJS

Whenever someone hears about JavaScript, there is a high probability that they have already heard about AngularJS, as this is the most commonly used JavaScript Framework among the JavaScript community. Released in 2009, it was developed by Google (which is convincing enough to use it), and it's an open-source project, which means you can read, edit and modify the original source code for your specific needs without giving any money to its developers (isn't that cool?).

NodeJs and Its Frameworks

Node.js is an open-source, cross-platform runtime environment for developing server-side Web applications. Although Node.js is not a JavaScript framework, Many of its basic modules are written in JavaScript and developers can write new modules in JavaScript. The run-time environment interprets JavaScript using Google's V8 JavaScript engine.

The Node.js distributed development project, governed by the Node.js Foundation, is facilitated by the Linux Foundation's Collaborative Projects program. 

Corporate users of Node.js  software include 

GoDaddy, Groupon, IBM, LinkedIn, Microsoft, Netflix, PayPal, Rakuten, SAP, Voxer, Walmart, Yahoo!, and Cisco Systems.

History:-

 Node.js was originally written in 2009 by Ryan Dahl. The initial release supported only Linux. Its development and maintenance was led by Dahl and later sponsored by Joyent.

Dahl was inspired to create Node.js after seeing a file upload progress bar on Flickr. The browser did not know how much of the file had been uploaded and had to query the Web server. Dahl desired an easier way.

Dahl demonstrated the project at the inaugural European JSConf on November 8, 2009. Node.js combined Google's V8 JavaScript engine, an event loop and a low-level I/O API. The project received a standing ovation.

NodeJs Frameworks:-

Today, frameworks like Express.js and Hapi.js are gaining prominence for designing better websites and mobile applications. Hence, it has become important to embrace the latest innovations that are being brought into the tech world by these Node.js frameworks. With this intention in mind, I decided to compile a list of popular Node.js frameworks and their useful applications. I am presenting a list of 10 Best Node.js Frameworks, which are currently redefining the application development field.

Job Portals

There are various Job Portals available in the Market. There are pros & cons of even the so called “BEST” in the business. Majority of people feel Naukri is the best. It has highest number of reasonably good clients and so you can expect more options in their job list. Here I am giving some Names of Job Portals. You can check and search Talent from there. Happy Sourcing !!

·         CareerBuilder – India (http://www.careerbuilder.co.in/)

·         Monster India (http://www.monsterindia.com/)

·         Times Jobs (http://www.timesjobs.com/)

·         Naukri.com (http://www.naukri.com)

·         LinkedIn (https://www.linkedin.com)

·         HeadHonchos (Senior Management Jobs, Senior Jobs Search Portal India | HeadHonchos.com)

·         Indeed India (www.indeed.co.in)

·         Shine (www.shine.com)

·         Career Jet (www.careerjet.com)

·         Placement India (www.placementindia.com)

·         FreshersWorld (www.freshersworld.com)

·         ClickJobs (www.clickjobs.com)

·         Glassdoor (www.glassdoor.com)

·         SimplyHired(www.Simplyhired.com)

·         Hiree (www.hiree.com)

·         AngelList(www.angellist.com)

          4jobsZ (www.4jobsz.com)

Know about Recruitment & Its Basic Terms

Recruitment

- Recruitment is the process of identifying, screening and hiring the most suitable candidate for a job vacancy. 
- The candidate might be hired internally or from external sources
- The process must be performed in timely and cost effective manner
- It can also be termed as a process linking the employers and the employees.

Sourcing

Sourcing is the process of finding resumes within the recruitment process. Sourcing refers to the initial part of recruiting (actually finding the candidates through a variety of methods.) Some recruiters perform the sourcing function through to placement; other recruiting professionals specialize in only one aspect of the recruitment cycle. Professional recruiters who specialize only in the initial procurement of names and candidates are called sourcers.

Recruitment process

The recruitment process tries to get the best manpower for the organization. It can be considered as the first strategic step towards the success of an organization.

The process consists of following major steps: 

- Identifying the vacancy
- Preparing the job specifications and description of the potential candidate
- Advertising the requirement
- Receiving and managing the applications
- Short listing the candidates
- Arranging the interviews
- Conducting the interviews and deciding on the candidate

Various internal and external sources of recruitment

There can be two kinds of sources of recruitment for organizations - Internal and External. 

HI  Friends,

Happy Shivratri to All.

I have created this blog to interact with you, to make you all aware about new opportunities and finding the Right Talent for Right Place at Right Time.

Here I will share my experiences as well in Recruitment and will try to explain basic Recruitment Strategies to help my Juniors.