"Bridging Industry Academia Gap ?”

Rupee tumbling, an Onion price on hike, Political scene is uncertain, People to blame Global markets

the cause of economic downturn. Companies slashing  jobs.  Freshers waiting for their 2^nd innings

of life to start i.e,  Getting a dream job. Job for a fresher has become an extreme challenge,

where as Companies say they do not find enough skilled labour in the market. Whom to blame ?

Companies creating “Centre of Excellence” ( COE) in colleges,building Labs etc, the idea is great, but the point is how many times do we go in the college and share the knowledge, upcoming technologies, do white papers, Real time projects etc. Every industry , every corporate, every company should make it a mandate, their

SMEs should visit campus atleast once or twice a month and address the crowd. There are various

Speakers who are actually doing it. We should leverage even the SMEs ,domain expertise people from 1 to 5 years’ experience range should go and  share their view, Real time project challenges, solutions to those etc.

Industry –Academia Gap is widening day by day, this cannot be reduced overnight. It is a process and

Will considerable amount of time. Many corporates have CSR as an vital function, We should not restrict

CSR to differently abled people, We should also leverage SME’s and Domain expertise regularly visiting

Colleges.  How many times does a Freshers are not even greeted by anyone from the company and asked to leave from the office gate ? More and more batches from colleges should be encouraged to visit the working environment, also can overview a corporate life by including “ Buddy Programs” etc., within the guidelines of the company.

I feel this will be an important step from corporates to reduce “Industry-Academia” gap considerably.

I feel Corporates should start institutes, colleges which will impart real time scenarios to students. Let them have a profit margin, atlest freshers will learn live scenarios, projects etc.

How to Say Good Bye to Employees ?

How to send off employees in Organization?

Employees remember their first and the last day in organization. Ideally first day is happy and the last day where employee runs various desks to get clearances from departments.

Submitting laptops, handover id badges, clearing finances etc. Team / Manager does not remember to wish a special Good Bye. Above image depicts last Test Match of Rick Ponting and this is how he was

Applauded by opposite team for his accomplishments and contribution to the game.

Employee is busy meeting HR in a clumsy meeting room and filling boring forms. Any feedback he wants to give while leaving and the reason whatsoever is that even discussed ? Not sure !

Team / HR can gather and give a respected exit to their teammates, Don’t do it for every employee else

It becomes an overkill. List out for employee exit as per their tenure / experience / contribution etc.

I have not seen a forum where Ex-employees can gather and discuss about various topics etc.

“ Alumini , how it used to be in colleges “. I feel there should a forum where Ex-employees can meet

Periodically and share opinion. This will increase Boomerang rate for their company and I feel company

Should be judged by their Boomerang percentage, which can also become most sought after company,

Or a Great Place To Work.

Strategic IT Volume Hiring

                                         Strategic Information Technology Volume hiring  !

Everyone curious to know Strategic Volume hiring ? Let me start by asking what is hiring ?, you may say

Right person, Right Job at the Right place ? Well, you are marginally near. Are you aware what it takes

To achieve the 3R’s.

This is a basic work flow of Hiring.

                                                        Requirement àSourceà Selectà OfferàHire

End result for everyone is to hire a quality resources. 

Ø  Stop being reactive and start being Proactive. If you are aware that a certain project gives “X” number of requirements then build a healthy pipeline for a particular skill.

Ø  Strategize your staffing needs by having periodic meetings with the Account Managers / Project Managers. Work on weekday / Weekend panel availability etc. Rather give a plan to the Hiring Manager to fulfill the demands in stipulated time.

Ø  Simplify your hiring process. Do not show each and every profile to panels for screening.

Example: You know the basic criteria; schedule them as per availability, needless to say

Not to compromise on the quality.

Ø  Sourcing will play a key role here and your experience on hiring particular technology.

Ø  Define your goals very effectively with the Hiring Manager , which will prevent miscommunication and errors. Set expectations with your HM.

Ø  Follow a team based approach rather than individualistic approach. Have a focused group of recruiters/contractors/Fresher and allocate work accordingly.

Ø  Try and prepare a questionnaire from the project team and do the basic checks efficiently for

Candidates. If the crowd is more than anticipated, then you might design a Written Test as a filter.

Ø  During the Interview day, address the crowd on periodic intervals, this way candidates will not

Lose interest. Prepare a company Handbook which can be circulated during their waiting time.

Ø  Move your sourcing desk far from your interview area. Capacity of the candidates is not there to

Make them sit, put a temporary stop to the Screening activity. This way your screened and unscreened candidates will not be at the same place.

Ø  Sensitize panels before the Drive so that the goal is clear. Try to have a call with the project team to understand the pulse and put your points precisely.

Ø  One need to put timelines to various sources sending profiles to your inbox. Example : For a weekend drive, Thursday morning the sourcing would stop and you would focus on scrutinizing and initial checks on the resumes received.

Ø  Make your panels gather at one place on the interview day and brief them about the process. Process means, you/ your team would give resume, he can call the candidate directly in his cabin, if candidate is select make him wait else ask him to leave for the day( HR would get back). If Hold, discuss with the HR spoc.

Ø  Try and automate your process by doing written Test , GD etc. or by even using any ERP. That itself is a separate topic to discuss at length on which ERP to use.

Ø  Lets take a scenario : 80 Technology positions, How to fulfill ? Lets go step by step.

Ø  Brief meeting with Hiring Manager to understand the Job role.

Ø   

                                                 Example :

Positions	Avg Ration as per Market
2 Offers	1 Joiner
2 Offers	4 for Final round
4 Final Round	6 1st round Technical select
6 1st round Technical select	12 candidates
12 candidates to walk in	24 Candidates scheduled
24*80=1920 Candidates	1920 Candidates
1920 / 4 Weeks=480 candidates per week	480 Candidates per Week

What will you do to have 480 candidates walking in per week? I will cover this in my next Blog.

How to Deal with Life After Campus ?

                                          “Solution to Life After Campus “

Getting admission in engineering colleges is a dream of any ambitious student. While studying in college

Student is almost unaware of cut throat competition outside. Not aware of the Tsunami going to hit after the college.

I hope this Article may help the Students  in some positive way. Life becomes too dull, gloomy in the process of searching or getting a job in your dream company. Life becomes a bit challenging in tier 2 and

Tier 3 cities in Tier 2 / Tier 3 Engineering Colleges at times. Need to admit fact that everyone will not get admission in IITs and NITs etc. Studying in Tier 2 / Tier 3 city is something to be proud of.

Students from small cities come in the real world and conquer the world. They have dream in their eyes

And a lot of positive energy around. Most popular example I can think of is our Indian Cricket team captain Mahendra Singh Dhoni. People know his achievements in his field. Similarly, there are many which can be named.I will not talk about any famous personalities, I will straight away come to the point

About dealing with “ Life after Campus”. 

ü  Pay utmost care to your projects, don’t make project just for the sake of making it. When I say utmost care it means, be involved in the complete SDLC(Software Development Life Cycle) of the project. Take help from seniors, alumni on their projects etc. Don’t repeat what the seniors have made. Always have the gist of your project ready in your interviews.

ü  Be Innovative in making projects, ask questions to yourself, why are you making it ? What are you making ? How will the project help ? What are you trying to automate and will that really help ?

This will be a bit challenging and will give you real time exposure in making a project.

ü  Get actively involved in Campus Recruiting activities, and interacting with alumni, this will give you a a lot of Exposure of Real World. Many companies come to Recruit in your college for other streams, give them your helping hand.

ü  The most important aspect where Companies do not come for campus interviews is making use of Social Media. Leveraging Social media and getting connected in various communities will be of a great Support. Get introduced to various people like Recruiters, Domain expertise etc. People will be ready to lend their support. Networking is the key.

ü  Work Part time, or get involved in an Internship program. Even work for free. This will increase your Knowledge bank , Experience in the Real World.

ü  If possible enroll for any of the training courses, which will be of additional help while appearing for interviews. Example: Get enrolled in Java, Testing,  or SAP courses etc based on your competency.

ü  Resilience and Attitude : Something which needs to be imbibed.  World is so dynamic, experience professional worked in Oracle 10 G earlier and now Oracle 11G is in practice. The attitude to “ Learns and Unlearn “ things will help you to swim in the deep end.

ü  Enhance on basic Communication: Try and watch more & more English News Channels, this will not only improve your current affairs knowledge but also enhance your English speaking

Skills. This may sound a bit silly to a few of them, but it works. Companies look for a basic

Communication skill from an Engineering student. And this will serve as an important ingredient.

Dhaval View2020: " Spring of Concept "

Dhaval View2020: " Spring of Concept ":                                                             “Spring of Concept “ Now a days we will see a trend of sourcing new and in...

" Spring of Concept "

                                                            “Spring of Concept “

Now a days we will see a trend of sourcing new and innovative ideas within the organization .

Current deficit being so high, India taking an economic down turn, petrol prices on a rampant, more and more companies will see their staff in engaging some or the other activity. Making a business idea will be one of them. Companies with a stable growth or startups who want to get into a completely new product development will see this change. Running a campaign and bringing it to a logical conclusion will be a challenge. Though Leadership will play an important role to nurture the idea like any other Business Leader would do. It will form an integral part of Recognition programme and / or Engagement framework.

This will a huge morale boost to employees as employees will also feel belongingness in their companies. People would really feel nice as if they contributed to the growth of organization. This will create a win-win situation and a positive environment as a whole. Rewarding employees is always on the agenda of companies where this will also serve as a catalyst in  recognizing employees. This will give a rise to a healthy competition within the nucleus which is always good for BAU(Business As Usual).

Hello Folks,

I will start posting my Blogs on HR to start with.