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An insight into what hiring managers looks for in a resume and what are the mistakes candidates generally make.  Part 1 of my interview published by Shine.com How important is a cover letter when applying for an IT job?   It’s important to provide a brief cover letter, which outlines an individual’s interest and candidature for the role being applied for. A cover letter should be specific to the position, give an overview of one’s strengths and suitability for the role. A good cover letter helps in attracting recruiter’s attention.  How much time do you spend reading a resume?   This depends on the recruiter and the position being considered. For senior and niche positions one does spend considerable time going through the resumes for shortlisting.  What according to you are the loopholes a candidate should avoid while creating a resume? One must highlight the suitability for the position being applied. Recruiters always focus on...

Talent management is one of the most critical and ever challenging activities for any HR team. Sound performance management system is quintessential for the success of any talent management strategy for any organizations. While lot of organizations have automated their Performance evaluation and rating processes a large number of small and medium enterprises continues to struggle between legacy systems and new age Human capital management systems which integrates different aspects of performance measurement and also integrates it with other ERP and HRIS (human resource information system) .Some of the key factors which needs to be considered while adopting automated IT system based performance evaluation model are: • A well defined performance management tool should focus on arriving at role based assessment and evaluation matrix which is duly aligned with the competencies defined for each role. • Ratings must translate into performance index scores and should follow the philosophy ...

A major complaint among HR professionals these days is a severe lack of time. This is a common concern across the professional landscape and something that we all combat every day. You probably find yourself hoping for more hours to get more done. This isn’t going to happen but there are ways you can make more productive use of your time to make sure that your “to-do” lists are completed by the day’s end. Here are five ways you can create this needed time: 1. Switch your hours. If the 9-5 shift isn’t providing you enough time to get everything done that you need to then consider working longer. Wake up an hour earlier and get to work that much earlier. The earlier you get to work the less interruptions you’ll encounter. While your free time will be cut into you’ll feel more satisfied that you got more done. 2. Multitask. This is the catchword of the day and it’s here to stay. If you’re trying to further your career then listen to audio textbooks while in the car. Waiting for a doctor...

Prioritizing key activities and focusing on strategic areas of concern continues to be a challenge for majority of HR professionals. Most of the studies which focus on challenges faced by HR professional continues to highlight the ever increasing pressure of attracting, engaging in retaining talent. In a recent study by i4cp when respondents were asked about the main barriers facing HR in 2008, 44% of the 355 responding companies rated lack of time as having a high or very high impact on HR’s ability to achieve its goals. “HR professionals are singing a familiar refrain,” said Donna J. Bear, senior research analyst at i4cp. “They’re citing not enough time, talent or money and too many conflicting priorities as top impediments to accomplishing their employers’ goals.” Besides not having enough time, nearly four in 10 respondents cited “conflicting organizational priorities, ” “scarcity of workforce talent” and “financial resources” as having a high or very high impact on achieving thei...

GG started an interesting conversation on performance rating scale and promotion practices in organizations. The competencies needed for the new role is fundamentally different from the past role's? No matter how well you've done the performance appraisal for the current role, promoting on its basis for the next role is fraught with danger.One thing you could do before a promotion is assess the person for the competencies for the next role. However that is easier said than done, specially when there are 40,000 employees up for promotion. My take is slightly different from Gautam’s view that the competencies needed for the new role is fundamentally different from the past roles. I don’t think that different roles in a particular career stream fundamentally don’t differ when it comes to functional competencies. If that’s the case then the role competency mapping is something which needs to be corrected. In any particular career stream upward movement/role progression will be link...

Google ranks as the best place to work for in 2007 and here’s what Fortune has to say about people working at goggle. The people at Google, it should be stated, almost universally see themselves as the most interesting people on the planet. Googlers tend to be happy-go-lucky on the outside, but Type A at their core. Ask one what he or she is doing, and it's never "selling ads" or "writing code." No, they're on a quest "to organize the world's information and make it universally accessible and useful." That's from the actual mission statement, by the way, which employees can and do cite with cloying frequency. Systematic HR has this comment on Best places to launch career. The best place to launch a career is distinctly different from the top 100 best places to work lists. For one thing, what works for a new grad may not always work for a mid career or senior professional. For one thing, new grads are hopefully looking for quick learning opp...