Tuesday, November 22, 2016

India can have it's own PISA kind of assessments.


“What is important for citizens to know and be able to do?” That is the question that underlies the triennial survey of 15-year-old students around the world known as the Programme for International Student Assessment (PISA). PISA assesses the extent to which students near the end of compulsory education have acquired key knowledge and skills that are essential for full participation in modern societies. Since 2000, PISA has been testing students worldwide in the key subjects: reading, mathematics and science. The assessment also collects information on students’ backgrounds and on how their schools are managed in an effort to identify the factors that influence student performance. PISA also regularly introduces new tests to assess students’ skills in other areas relevant to modern life, such as creative problem solving and financial literacy (tested for the first time in 2012) and collaborative problem solving (testing will begin in 2015).

Participants of the OECD Programme for International Student Assessment Albania Latvia Algeria Lebanon Argentina Liechtenstein Australia Lithuania Austria Luxembourg Azerbaijan Macedonia (Former Yugoslav Republic of) Belgium Malaysia Brazil Malta Bulgaria Mauritius Canada Mexico Chile Moldova China (People’s Republic of) Montenegro Hong Kong Netherlands Macao New Zealand Shanghai Norway Colombia Panama Costa Rica Peru Croatia Poland Czech Republic Portugal Denmark Qatar Dominican Republic Romania Estonia Russian Federation Finland Serbia France Singapore Georgia Slovak Republic Germany Slovenia Greece Spain Hungary Sweden Iceland Switzerland India- Himachal Pradesh and Tamil Nadu. Chinese Taipei  Thailand  Trinidad and Tobago Indonesia Tunisia Ireland Turkey Israel United Arab Emirates Italy United Kingdom Japan United States Jordan Uruguay Kazakhstan Venezuela Korea Miranda Kosovo Vietnam Kyrgyz Republic

Finnish Lessons: What the World Can Learn from Educational Change in Fin...

Finland School Education System-Pioneering the much needed change

Reference article-
https://brightside.me/wonder-curiosities/finland-will-become-the-first-country-in-the-world-to-get-rid-of-all-school-subjects-259910/

Finland Will Become the First Country in the World to Get Rid of All School Subjects


Finland’s education system is considered one of the best in the world. In international ratings, it’s always in the top ten. However, the authorities there aren’t ready to rest on their laurels, and they’ve decided to carry through a real revolution in their school system.
Finnish officials want to remove school subjects from the curriculum. There will no longer be any classes in physics, math, literature, history, or geography.
The head of the Department of Education in Helsinki, Marjo Kyllonen, explained the changes:
“There are schools that are teaching in the old-fashioned way which was of benefit in the beginning of the 1900s — but the needs are not the same, and we need something fit for the 21st century.“
Instead of individual subjects, students will study events and phenomena in an interdisciplinary format. For example, the Second World War will be examined from the perspective of history, geography, and math. And by taking the course ”Working in a Cafe," students will absorb a whole body of knowledge about the English language, economics, and communication skills.
This system will be introduced for senior students, beginning at the age of 16. The general idea is that the students ought to choose for themselves which topic or phenomenon they want to study, bearing in mind their ambitions for the future and their capabilities. In this way, no student will have to pass through an entire course on physics or chemistry while all the time thinking to themselves “What do I need to know this for?”
The traditional format of teacher-pupil communication is also going to change. Students will no longer sit behind school desks and wait anxiously to be called upon to answer a question. Instead, they will work together in small groups to discuss problems.
The Finnish education system encourages collective work, which is why the changes will also affect teachers. The school reform will require a great deal of cooperation between teachers of different subjects. Around 70% of teachers in Helsinki have already undertaken preparatory work in line with the new system for presenting information, and, as a result, they’ll get a pay increase.
The changes are expected to be complete by 2020.
What do you think about all these ideas? We’d love to hear your opinion, so let us know in the comments.
Education in Finland is an education system with no tuition fees and with fully subsidised meals served to full-time students. The present education system in Finland consists of daycare programmes (for babies and toddlers) and a one-year "pre-school" (or kindergarten for six-year-olds); a nine-year compulsory basic comprehensive school (starting at age seven and ending at the age of sixteen); post-compulsory secondary general academic and vocational education; higher education (University and University of applied sciences); and adult (lifelong, continuing) education. 
EDUCATING AMERICANS FOR THE 21ST CENTURY
Why Are Finland's Schools Successful?
The country's achievements in education have other nations, especially the United States, doing their homework
Nearly 30 percent of Finland’s children receive some kind of special help during their first nine years of school. The school where Louhivuori teaches served 240 first through ninth graders last year; and in contrast with Finland’s reputation for ethnic homogeneity, more than half of its 150 elementary-level students are immigrants—from Somalia, Iraq, Russia, Bangladesh, Estonia and Ethiopia, among other nations. “Children from wealthy families with lots of education can be taught by stupid teachers,” Louhivuori said, smiling. “We try to catch the weak students. It’s deep in our thinking.”

Educators had little idea it was so successful until 2000, when the first results from the Programme for International Student Assessment (PISA), a standardized test given to 15-year-olds in more than 40 global venues, revealed Finnish youth to be the best young readers in the world. Three years later, they led in math. By 2006, Finland was first out of 57 countries (and a few cities) in science. In the 2009 PISA scores released last year, the nation came in second in science, third in reading and sixth in math among nearly half a million students worldwide. “I’m still surprised,” said Arjariita Heikkinen, principal of a Helsinki comprehensive school. “I didn’t realize we were that good.”
In the United States, which has muddled along in the middle for the past decade, government officials have attempted to introduce marketplace competition into public schools. In recent years, a group of Wall Street financiers and philanthropists such as Bill Gates have put money behind private-sector ideas, such as vouchers, data-driven curriculum and charter schools, which have doubled in number in the past decade. President Obama, too, has apparently bet on compe­tition. His Race to the Top initiative invites states to compete for federal dollars using tests and other methods to measure teachers, a philosophy that would not fly in Finland. “I think, in fact, teachers would tear off their shirts,” said Timo Heikkinen, a Helsinki principal with 24 years of teaching experience. “If you only measure the statistics, you miss the human aspect.”
There are no mandated standardized tests in Finland, apart from one exam at the end of students’ senior year in high school. There are no rankings, no comparisons or competition between students, schools or regions. Finland’s schools are publicly funded. The people in the government agencies running them, from national officials to local authorities, are educators, not business people, military leaders or career politicians. Every school has the same national goals and draws from the same pool of university-trained educators. The result is that a Finnish child has a good shot at getting the same quality education no matter whether he or she lives in a rural village or a university town. The differences between weakest and strongest students are the smallest in the world, according to the most recent survey by the Organization for Economic Co-operation and Development (OECD). “Equality is the most important word in Finnish education. All political parties on the right and left agree on this,” said Olli Luukkainen, president of Finland’s powerful teachers union.

“We prepare children to learn how to learn, not how to take a test,” said Pasi Sahlberg, a former math and physics teacher who is now in Finland’s Ministry of Education and Culture. “We are not much interested in PISA. It’s not what we are about.”
One girl wore cat ears on her head, for no apparent reason. Another kept a stuffed mouse on her desk to remind her of home. 
Teachers in Finland spend fewer hours at school each day and spend less time in classrooms than American teachers. Teachers use the extra time to build curriculums and assess their students. Children spend far more time playing outside, even in the depths of winter. Homework is minimal. Compulsory schooling does not begin until age 7. “We have no hurry,” said Louhivuori. “Children learn better when they are ready. Why stress them out?”
It’s almost unheard of for a child to show up hungry or homeless. Finland provides three years of maternity leave and subsidized day care to parents, and preschool for all 5-year-olds, where the emphasis is on play and socializing. In addition, the state subsidizes parents, paying them around 150 euros per month for every child until he or she turns 17. Ninety-seven percent of 6-year-olds attend public preschool, where children begin some academics. Schools provide food, medical care, counseling and taxi service if needed. Stu­dent health care is free.
Besides Finnish, math and science, the first graders take music, art, sports, religion and textile handcrafts. English begins in third grade, Swedish in fourth. By fifth grade the children have added biology, geography, history, physics and chemistry.

Not until sixth grade will kids have the option to sit for a district-wide exam, and then only if the classroom teacher agrees to participate. Most do, out of curiosity. Results are not publicized. Finnish educators have a hard time understanding the United States’ fascination with standardized tests. “Americans like all these bars and graphs and colored charts,”

goal would not be allowed to dissipate into rhetoric.

“Finland’s historic achievements in delivering educational excellence and equity to its children are the result of a national love of childhood, a profound respect for teachers as trusted professionals, and a deep understanding of how children learn best.”


One of the experts, the famed Professor Howard Gardner of the Harvard University Graduate School of Education, told us, “Learn from Finland, which has the most effective schools and which does just about the opposite of what we are doing in the United States. You can read about what Finland has accomplished in ‘Finnish Lessons’by Pasi Sahlberg.”

Read more: http://www.smithsonianmag.com/innovation/why-are-finlands-schools-successful-49859555/#LmDACip8LB9YQfFc.99
Give the gift of Smithsonian magazine for only $12! http://bit.ly/1cGUiGv
Follow us: @SmithsonianMag on Twitter

'What if Finland's Great Teachers Taught in Your Schools?' Pasi Sahlberg...

Should The World Adopt Finland's Education System?

Friday, November 18, 2016

Why hiring is caste and language ridden and we are not ashamed.

Has there been any caste proliferation in corporate hiring? 

Not sure but I feel like seeing it in my face quite often now a days. I was at ICICI bank , Jeevan Bheema Nagar, Bangalore today and I observed the official language of staff talk was mostly TELUGU. The same case at Vignnana Nagar (very close to Jeevan Bheema Nagar).
Sample one more, went to H&M at VR Mall , Whitefield Bangalore and nearly all staff talking for their internal communication in TAMIL. Pantaloons store at Indiranagar 100 ft road, nearly all staff communicate in KANNADA. 
MUJI store at VR , Bengaluru, most , everyone talks Hindi. It is Japanese retailer in India with JV with Reliance. Amazing store for innovating and high on utility products for household and even beds and shirts too. All these store guys were hired by the Delhi team , at Delhi NCR.
Just along the language lines, I observed some streaks of culture. At H&M at VR Bengaluru, staff make a fish market, they keep talking among themselves, loud and in objectionable tone, body language and rustic way. You will hate it. 
At Pantaloons, bang opposite, extremely polite, gentle looks and behavior, soft tone and non-invading body language, great sense to serve and they will communicate each step while they help you. Amazing experience.
MUJI, VR, Bengaluru, good looking and all fair and handsome and fair & lovely cool guys. Too cool and too welcoming but, they would use the taught parrot style and content irrespective what kind of customer you are are what would interest. Quite naive but very welcoming and helpful. Helpful but limited as they have bit of ego chipped on their shoulder that they are polished and MBAish hire and they look good, etc. Overtime, they will be better at what they do at store. A great store to visit. Nice folks but they need to learn a lot, a lot, a lot (yes, 3 times about the products and the story-line, its antecedents and the Value that it carries). 
And yes, the TELUGU at ICICI bank; They are soft and indulgent, thick skin and shake off if you catch them on wrong foot. But service is great. They are not used to customers wishing them , so they get a little scared. 
Store sales is not rough job of plumbing or server and network services, where you carry heavy stuff. Hire for roles and match the culture and backgrounds. 
But the managers are communal, extremely language and caste fanatic and they would keep doing it. They are backed by hidden hands of GOD (Their Managers, even CEOs) as their GOD also has a caste and he feels better with his breed and species around him. Shame! 

ZS Associates Vault ranking and Glassdoor presence!

Is ZS Associate India office hiring strategy and local office culture pulling its Vault.com ratings down. Tried evaluating it over Vault and Glassdoor to see if thing add up well. I worked for ZS as HR Consultant during 2007-2009. Even those days, ZS was a back office operations based consulting than strategic or even tactical. Great leaders, great people but very narrow business view. Shall we call it consulting in the first place is bit debatable.

India office has grown over past 8 to 9 years like any back office ops firm for typical pharma projects. Hardly any innovation and still relying heavily on excel based tools. Some topping on the cake is Microstrategy based dashboards and some use of SAS etc. Some say, the best place to look for typical time bound promotion is ZS Associates in India.

Core to ZS culture was the live element called PD Manager (Professional Development Manager). People were molded into  the ZS way through the PD Manager, (who at most managed 3 to 6 PD reports and everyone in the organisation had a PD Manager. Even Prabhakant Sinha, the S of ZS , Zoltners was his PD Manager)who was your super coach, super career guide and conscience keeper, a true confidant, a mentor and a friend in tough times. Now ZS has diluted this role in India by hiring PD Managers for managing herd of 200 associates.

Some comment that ZS (India and elsewhere) believes in providing lifetime opportunity for those who cannot find a job outside ZS.
I believe even if ZS went in India typical ops delivery route, it still could have maintained its sacrosanct values through PD Management, of top league consulting firm!

I remember my talks with Partner Julie Billingsley , who heads Human Resources function at ZS. I asked about some HR and benefits staff in the US office, who were there for a decade or more, holding same old associate or Associate Consultant titles; "when do they get promoted to Associate Principal and Principal levels?''. Her brilliant answer that I still remember and feel great about was, "When they are ready for it.". I am not sure the same holds true for ZS India, as I see many and almost too many getting time bound promotions to even at Principal levels. They at times mention their title as Partner too.

Some say and I agree, that you cannot run ZS like Accenture and TCS as you are only ZS and would remain ZS!

Click the link below and read the post. 

https://drive.google.com/file/d/0BwBOW5MTJapWcjUzTjg4UDVDdEU/view?usp=sharing


ZS Associates Vault ranking and Glassdoor presence!

Is ZS Associate India office hiring strategy and local office culture pulling its Vault.com ratings down. Tried evaluating it over Vault and Glassdoor to see if thing add up well. I worked for ZS as HR Consultant during 2007-2009. Even those days, ZS was a back office operations based consulting than strategic or even tactical. Great leaders, great people but very narrow business view. Shall we call it consulting in the first place is bit debatable.

India office has grown over past 8 to 9 years like any back office ops firm for typical pharma projects. Hardly any innovation and still relying heavily on excel based tools. Some topping on the cake is Microstrategy based dashboards and some use of SAS etc. Some say, the best place to look for typical time bound promotion is ZS Associates in India.

Core to ZS culture was the live element called PD Manager (Professional Development Manager). People were molded into  the ZS way through the PD Manager, (who at most managed 3 to 6 PD reports and everyone in the organisation had a PD Manager. Even Prabhakant Sinha, the S of ZS , Zoltners was his PD Manager)who was your super coach, super career guide and conscience keeper, a true confidant, a mentor and a friend in tough times. Now ZS has diluted this role in India by hiring PD Managers for managing herd of 200 associates.

Some comment that ZS (India and elsewhere) believes in providing lifetime opportunity for those who cannot find a job outside ZS.
I believe even if ZS went in India typical ops delivery route, it still could have maintained its sacrosanct values through PD Management, of top league consulting firm!

I remember my talks with Partner Julie Billingsley , who heads Human Resources function at ZS. I asked about some HR and benefits staff in the US office, who were there for a decade or more, holding same old associate or Associate Consultant titles; "when do they get promoted to Associate Principal and Principal levels?''. Her brilliant answer that I still remember and feel great about was, "When they are ready for it.". I am not sure the same holds true for ZS India, as I see many and almost too many getting time bound promotions to even at Principal levels. They at times mention their title as Partner too.

Some say and I agree, that you cannot run ZS like Accenture and TCS as you are only ZS and would remain ZS!

Click the link below and read the post. 

https://drive.google.com/file/d/0BwBOW5MTJapWcjUzTjg4UDVDdEU/view?usp=sharing


Monday, October 17, 2016

The rise of Fast Fashion and a few slipping down in commotion!

e-commerce fashion retail players finally realized that fashion will be sold mostly through brick and mortar stores. Fashion is fun and entertainment. Place matters! 

Private labels of ShoppersStop and Lifestyles-Melange-Kangana Ranaut and many others like BIBA,

Aurelia have made fashion buying more of a touch and feel game. It is not a hardware! Fashion is a soft core product and it requires other sense organs to make decision, not just eyes. Spread and massively quick success of ZARA in India established that fashion will eventually sell through stores. Zara took 50,000 sq ft store at Kala Ghoda in Mumbai with an annual rent of Rs.30 Cr. One 50K SFT store is actually 2.5 times sale of 50 individual 1K SFT stores. High street fashion sells on high street. It always makes sense to open a large format store and I am sure Myntra would do that same as they would have their off-line stores by year-end.


I have my short experience with fashion at USPL. This is personal view. Most of the information is public or can easily be solicited. Being in recruiting , I learnt that employees, mostly senior ones write too much of so called CONFIDENTIAL information in their resumes than should have been.

Universal Sportsbiz Pvt. Ltd (USPL) got Accel Partners Rs.46 Cr. ($7.26 M) funding in Jul 2015,

Earlier Accel had invested Rs.17.25 Cr. ($2.7 M) in Jul 2012 and that was for Collectabillia .

Collectabillia  was mentioned in your story in Feb 2014 that talked about it getting support of Sachin Tendulkar. From a customer base of 150,000 in Feb of 2014, Collectabillia today has lost all steam and hardly gets an order a day! Why people do not go for such precious memorabilia? Is it too niche a taste and people may not find any value in celebrity signed products, in general? Maybe more reasons than that. Sad to know that this venture failed.

USPL is the owner of brands IMARAWROGN , COLLECTABILLIA AND MS.TAKEN!
Unlike, wrogn and imara, ms.taken does not have its website. Ms.Taken is endorsed by Kriti Sanon. And this video has some substance. Guy has the right question. Start ups have even CEOs as apprentices so excuse them.

WROGN , endorsed by Virat Kohli is a youth breakaway fashion as they call it. Virat is an icon and great inspiration but when products don't match his class and promise, you feel cheated. If brand like this sells through WTF campaign on Myntra, it is shame! Liquidation is not sale. Start up product in season three and struggling with sizes, fits, color bleaching, patch bleach, stitching rip-offs, etc can be disasters. In the fast fashion age, when ZARA gets products to market in 15 days flat (all from concepts, design, manufacturing and last mile logistics), having a timeline of 4 to 5 months can be self-destructive for aspiring and emerging brands, which need to sell at least 40% stock at MRP. Actually in delayed market in massive competition, one which resorts to WTF or such liquidation of 50% stock, you may have lost it largely.

If you are not vertically integrated in fashion and call yourself high street fashion, it is timeline that matters or else you launch an outdated product. Fast fashion has moved beyond two yearly seasons (AW, SS), they have mid season and many hits , making fashion look fresh all through the season. Stores can play only limited illusion, through VMs.

USPL started with Women's ethnic brand called Spandana , endorsed by South Indian movie star Ramya . But this brand did not take off and had to be rolled back.

Imara made some quick waves through its ethnic and fusion wear. Thanks to Biba's temporary on newness slumber. It helped Imara get attention. Now Biba returns with a bang, added with Aurelia, Global Desi, W, etc and many private labels (melange by lifestyle, shristi by SS, etc), Imara is feeling the heat, through still doing better.

Commercial fashion at affordable rates often bank on Sourcing. Marketing and Design are quick things and do not have ingenuity anymore. They are equal for all. Game has shifted to Sourcing or say pricing and best vendors that you can afford to build. Small orders will always be served last.

Fashion is an interesting space to be into. Game is on..
Some will die while others will be celebrated. As said, this is not a lemonade business where one can socialise, sustain and make presence felt with just funding from FOMO VCs simply or dad's money. Big fish will always feed on tiny ones, unless they are sharks by nature!...and only sharks will create their mark and draw attention and praise...not a big mouth...arrogant start up pusher (this is a category of founders who push the cart to death)

Thursday, October 13, 2016

Start up kids and the VC and HR sleep peacefully!


An interesting review title for this company: 
"they hold competition for glassdoor reviews, take reviews with a grain of salt"!

Wednesday, September 7, 2016

Salaried employees's gateway to the tax haven!


LIGHTS, CAMERA,ACTION.....CUT-CUT-CUT! GOOD SHOT!

Everyone taxpayer hates taxes. No salaried employee likes it! They feel they are being robbed of their earning. They blame employers, they blame government and they blame HR and Finance and payroll for their Big loss! 

Have seen organisations doing all kinds of circus to devise a magical salary structure concoction that defies all laws of CBDT! Saves most on the Income Tax and employees praise the lord! 

It is possible to save lots of taxes if you approach it this way. For salaried employees, here are gateways to the tax haven! 

Please refer to directives from the Income Tax Department/CBDT. Check the link below-

It lists all components under benefits, salary, perquisites where employees income is exempted from Income Tax.:

For quick reference, below are sections where relief can be given to salaried employees (legally).

For easy reference, here below is what I recommend. Moreover, we need to make our BASIC COMPONENT  at least 50% of the gross. That will help on HRA part even when Basic is taxable.



               
10(14)
Telephone Allowance
Fully Taxable

10(14)
Fixed Medical Allowance
Fully Taxable

NON TAXABLE-THAT WE CAN ALLOW.


10(14)
Conveyance allowance granted to meet the expenditure on conveyance in performance of duties of an office
Exempt to the extent of expenditure incurred for official purposes
10.
10(14)
Travelling allowance to meet the cost of travel on tour or on transfer
Exempt to the extent of expenditure incurred for official purposes
11.
10(14)
Daily allowance to meet the ordinary daily charges incurred by an employee on account of absence from his normal place of duty
Exempt to the extent of expenditure incurred for official purposes
12.
10(14)
Helper/Assistant allowance
Exempt to the extent of expenditure incurred for official purposes
13.
10(14)
Research allowance granted for encouraging the academic research and other professional pursuits
Exempt to the extent of expenditure incurred for official purposes
14.
10(14)
Uniform allowance
Exempt to the extent of expenditure incurred for official purposes


THESE THREE ALSO WE CAN GIVE-

17(2)(viii) read with Rule 3(7)(iii)
Free food and beverages provided to the employee
 1) Fully Taxable: Free meals in excess of Rs. 50 per meal less amount paid by the employee shall be a taxable perquisite
 2) Exempt from tax: Following free meals shall be exempt from tax:
a) Food and non-alcoholic beverages provided during working hours in remote area or in an offshore installation;
b) Tea, Coffee or Non-Alcoholic beverages and Snacks during working hours are tax free perquisites;
c) Food in office premises or through non-transferable paid vouchers usable only at eating joints provided by an employer is not taxable, if cost to the employer is Rs. 50(or less) per meal.
54.
17(2)(viii) read with Rule 3(7)(iv)
Gift or Voucher or Coupon on ceremonial occasions or otherwise provided to the employee
a) Gifts in cash or convertible into money (like gift cheque) are fully taxable
b) Gift in kind up to Rs.5,000 in aggregate per annum would be exempt, beyond which it would be taxable.


17(2)(viii) read with Rule 3(7)(vi)
Free Recreation/ Club Facilities
 a)  Expenditure incurred by the employer towards annual or periodical fee etc. (excluding initial fee to acquire corporate membership) less amount recovered from the employee is a taxable perquisite
 b)  Expenses incurred on club facilities for the official purposes are exempt from tax.
 c)  Use of health club, sports and similar facilities provided uniformly to all employees shall be exempt from tax.


EXEMPTED CAR MAINTENANCE, DRIVER SALARY ETC
Motor Car is owned by the employee
2.1
Where maintenances and running expenses including remuneration of the chauffeur are met or reimbursed by the employer.
2.1-A
The reimbursement is for the use of the vehicle wholly and exclusively for official purposes
Fully exempt subject to maintenance of specified documents
Fully exempt subject to maintenance of specified documents
2.1-B
The reimbursement is for the use of the vehicle exclusively for the personal purposes of the employee or any member of his household (taxable in case of specified employee as well as non-specified employee)
Actual expenditure incurred by the employer minus amount recovered from the employee
2.1-C
The reimbursement is for the use of the vehicle partly for official purposes and partly for personal purposes of the employee or any member of his household.
Actual expenditure incurred by the employer minus Rs. 1800 per month and Rs. 900 per month if chauffer is also provided minus amount recovered from employee shall be taxable value of perquisite.
Actual expenditure incurred by the employer minus Rs. 2400 per month and Rs. 900 per month if chauffer is also provided minus amount recovered from employee shall be taxable value of perquisite.

FULLY EXEMPT-TRAINING AND EDUCATION COST OF EMPLOYEE-

Other Educational Facilities
Particulars
Taxable Value of Perquisites
Free educational facilities/ training of employees

Fully exempt

Monday, August 8, 2016

Fixes to job search through LinkedIn!


"If you try helping others, you find code to your own success!" ----This thought crossed my mind yesterday!
 I have been meeting some of my friends and acquaintances, who are seriously looking for new job or job change but they have not been able to get any headway for quite sometime now. There is a widening gap between the cup and the lip! If you are not getting job offers, I blame you! 
Few cents to fellow job hunters. Pitch in, need your thoughts! 
1-There is much more than meets the eye! Jobs are not available on job boards-Naukri, etc! Jobs listed on LinkedIn and IIM Jobs are listings and 8 out of 10 times, you will not make any progress after you applied! Just drop these ideas, however, sharing your resume is 5 min job and that you can keep doing. But follow below steps!
2-Start with working on LinkedIn profile. Fill every section. Add company logos, mind your title!
  • Use power-trade-cheeky words, wordsmith every single sentence that you use. Add company logos, use power words.
  • Add high resolution professional photo. If you have too many companies at tail end , just drop them.
  • If you have 15 or 16 years of career and you are still a mid level manager and aim at mid -senior level manager role, highlight companies for past 6 to 8 years. Pay for wordsmithry, if you are not good at it.
  • Review other well written profiles on LinkedIn and you can collect tonnes of ideas, words, etc.
3-Ask for Recommendations on war footing, and follow up with connections who can write recommendation for you.
  • Some of them may even ask you, what you want them to highlight, send them a well-crafted write up, they can use. 
4-
Try LinkedIn premium for at least 3 months. PREMIUM ACCOUNT AND ORANGE IN LOGO means VALUE! Use well crafted inmail and express interest in working for that company and solicit help, guidance to pursue a suitable opportunity there. 
 5-Connect with high profile professionals from your target companies. Use well written cover letter and attach curated resume that is attractive enough. Aesthetics matter. Use designing aspect to make it shine. We are in digital age. 
  • Share your profile with your qualified connections now. For highly qualified connections at that target company , share cover letter first not resume but mention, you will share if your connection asks you to share.
  • Remember, since your LinkedIn profile is well crafted and decked now, someone, who may wish to help you will share your LinkedIn profile......(and connections does not mean HR and Recruitment managers only). Share it with business people or other functional folks! 
6-Mention your email address and mobile number in your LinkedIn profile clearly. 
7-Write 2 or 3 LinkedIn posts. Not many. Make it look well structured. If you are not good at it, hire someone to do this for you. Write generic positive post.
  • Ask many of your connections to write comments and follow up so that good number of people read it, like it , comment on it! Follow up ..collect brownies! 
8-Identify 20 active and powerful connections on LinkedIn, who you will follow, like their comment, comment on their post.
  • After few weeks , write them email and solicit career advice and then you are heading for that push! 
9-Be generous. Write fantastic recommendations for your target 50 connections. Use wordsmiths for this, if you are not good at writing!
10-Send tonnes of endorsements to tonnes of your valuable contacts. 
11-Check your LinkedIn settings and allow people to know that you viewed their profile. 
12-Apply to LinkedIn jobs. View job poster's profile. Send nicely written connection request.
  • As mentioned earlier, your word resume shall capture words and spirits of your LinkedIn profile.
  • Use pdf versions only when sharing resume with companies.
  • Headhunting companies need word doc as they need to put their logos, etc. 

Monday, July 25, 2016

Inspiring growth for this TA person! "HEAD OF TALENT BRANDING!"

I got a LinkedIn notification this morning..it says, ____has a new job! Yes, this person who is Head of Talent Acquisition with an Indian pharma is a now, additionally the Head of Talent Branding as well. It is same company, just LinkedIn calls it "new job!"Congratulations! You made it! Arrived! Woohoooooooo!
Note-This company has a new CHRO (sorry, Global CHRO) and everyone knows who he is! :)
Inspiring growth for this TA person! "HEAD OF TALENT BRANDING!"
Just browsed through her LinkedIn profile. Surprises galore-
A. EDUCATION TAB AT LINKEDIN-SY@@@**#S, PUNEPart time or distance PGDBA - Marketing from SY******# Pune 2003-2005, well known MBA shop in Pune!
This person was working as BD person for a small training firm during 2003-2005 as per LI profile.
B. CLICK AT CONTACT INFO-
Email ID is a gmail address for someone who is Head of TA and Head of Talent Branding too. You have options of keeping both your personal and company IDs on LinkedIn.
Website-Company website- Click the link and it takes you to her earlier venture (a recruitment firm's webpage). sh#t!
C. POSTS- Just 2 that of Oct, Nov 2015. They are not about Talent Branding but yes, one of them about hiring (they call it search, that way it sounds like 'rocket science')
This person must have been a great search person! This person has 30 LinkedIn recommendations and all of them are from the time of her being a search person! Not one in last 3 years from the current company. It's called search. Let's not call it recruitment, I repeat! Mind you 30 LinkedIn recommendations! Can we have some claps?
Now, how many LinkedIn recommendations, this person wrote for others?
Good question! Any guesses, as we all know there is something called GRATITUDE!
Stop counting, err...guessing! IT IS JUST 1 (ONE)! That too to a fellow recruiter from recruiting days! Sorry, "fellow search professional" from a search firm!
Hummmmm...
Disclaimer:-It is not important, who this person is, it is more important what choices are these million dollar Global CHROs making! Rat race of creating million followers on LinkedIn. nonsensical tweets, which none of their HR team members ever liked or commented, or re-tweeted. Only stunt!
हो गयी पीर पर्वत सी ,पिघलनी चाहिये
इस हिमालय से कोई ,गंगा निकलनी चाहिये
 आज ये दीवार ,परदों कि तरह ,हिलने लगी
शर्त लेकिन,थी कि ये, बुनियाद हिलनी चाहिये
 सिर्फ़ हंगामा खडा करना ,मेरा मकसद नही
सारी कोशिश, है कि ये , सूरत बदलनी चाहिये
 मेरे सीने में नही , तो तेरे सीने में सही
हो कही भी आग लेकिन, आग जलनी चाहिये ।
---Dushyant Kumar