Recruiters, This is what they face!!

This is a real time story of recruitment. This is exactly what the industry faces. Funny and Apt.

Mr Pooper and Mr Papper.

Mr. Poper and Papper Had a dream of becoming a young successful entrepreneur. They graduated and put all their strength together and opened a business. They wanted to excel and make it big like the TATA'S and the BIRLA'S.

They pictured the scenario like this :

But they dint see the problems they would face in the future.
The business launched. At the beginning their were only two people pooper and papper, Later they brought in chandu, nandu and chotu.

BUT !! They were incompetent and couldn't be fruitful to the company. Later on they started facing, Candid Havoc. Day by day they lost hope in the business and in the employee's. Than, One day the came across "Futurgenz HR Solutions".

Their problem of Quality staff, Good performance, Fast results got resolved.

Just how Mr. Pooper and Papper got their business running back on the track, You can do that to. For this call 9769279727 or call on 022 26765020.

                                                                     http://www.futurgenz.com/

Soon coming up with Mr pooper and Mr Papper.

                                                          Mr. Papper.

Mr. Pooper.

Amazing story how Mr. Pooper and Mr. Paper made it large.



Applicant or Candidate.

Sometimes I see the most interesting conversations on Twitter.  Like this one.  A group was discussing the difference between applicants and candidates.

I must say that I have a tendency to use the words interchangeably.  Even though, when I really think about it, there’s a difference.  I believe applicants are the people who apply for jobs.  Candidates are the ones who are chosen to get an interview.

That being said, I also feel companies have an obligation to both – applicants and candidates.  The question becomes should the obligation bethe same?  Should applicants be treated the same as candidates?  Or once you become a candidate should the expectation change (and, I assume, become greater)?

On one hand, both applicants and candidates are potentially past, current or future customers.  So I’d like to think this is important and merits giving everyone a certain level of attention.  On the other hand, for candidates you actually see and talk to…this should create some sort of relationship (albeit a short one) that deserves more.

Tell me.  I’m interested in your thoughts on this one.

• Should applicants and candidates receive the same level of service?
• As a manager, is it acceptable to treat applicants and candidates differently?
• If you were a candidate, would you expect the same response an applicant gets…or something better?

Thanks & Regards,

Mohnish Bahal,

Marketing Manager,

Futurgenz.

Email Id: mohnish@futurgenz.com          

Contact no:   Mobile  +91 9769279727 +91-9167070454

                         Tele   022-26765020  

Disruption: Not a carrer Startergy.

Disrupt (definition): to break apart, to throw into disorder, to interrupt the normal course.

It’s the new corporate buzzword. First, we colored outside the lines. Then we thought outside the box. And now, we just disrupt. Personally, I just can’t get into the “disruption” concept. It’s probably old skool semantics but IMHO, disrupt has more than just a tinge of disrespectful in it.

I totally understand and embrace the idea of challenging conventional wisdom – the basis of disruption. Reminds me of Big Bang Theory’s 3 person chess. It’s fine to challenge the tradition without destroying the game.

(Enter sarcasm here.) The thing is, I’m not seeing employment ads for DISRUPTORS WANTED. I don’t hear about job descriptions adding disruption as an essential skill. And I haven’t heard of any company adding quality and quantity of disruption on their performance appraisals. I’ve also never had a hiring manager tell me they want more disruptors on their team.

Of course, I’m being very tongue and cheek here but, on some level, I think there’s a reason. Disruption isn’t a goal. It’s not a career strategy. If your goal is to shake up the status quo, you have to really know what you’re doing and carefully plan your thoughts and actions. You have to seek buy-in. You need to respect the past while sharing your vision for the future. And all of those things don’t actually fit with the perception of disruption.

Here’s a story. Years ago, I worked with a guy who totally and completely believed in shaking up the status quo. He was passionate about it. There were no sacred cows. It didn’t matter if the process worked or didn’t work. There was thrill to blowing stuff up (figuratively not literally). It didn’t stop with processes. People were subjected to it: pushed way beyond comfort zones, stressed to the max, and overwhelmed with change.

Was he a creative, charismatic leader? Yep. Did his disruption leave body bags all along the way? Yep. Was he ultimately successful as a disruptor? No, because his disruption wasn’t sensitive to the needs of people or the organization. After a short while, whenever people saw him coming, they ran the other way.

In the recent IBM CEO study, a quote captured it beautifully, “As CEOs open up their organizations, they are not inviting chaos. The need for control remains, but it is evolving into a new form – one better suited to the complexity and pace of business today.”

Something to consider: Do you want the leadership in your organization calling you disruptive? Or successful at creating change through innovative, collaborative leadership?

Fix the Slump.

Ever see this diagram? (It’s from comedian Demetri Martin.)

I like this, because I think it’s true. From the outside, success looks like effortless progress; from the inside, we discover the journey is a lot more complicated. In fact, the most interesting part of the line is where it turns sharply downward, into one of those nasty-looking tangles where progress stops, development stalls, and frustration rises. It raises an interesting question:

What’s the best way to fix a slump?

Normally, when we hit a slump, we experience an overwhelming instinct to ignore it — to shut our eyes and just try harder, and hope things change.  That makes sense — and it feels satisfying. But is it the best way?

We find an interesting case study from Andrew McCutchen, the Pittsburgh Pirates centerfielder. Drafted in 2005, McCutchen was a can’t-miss prospect, a first-round pick who performed outstandingly well for two years in the Pirates minor leagues — until, suddenly, he hit a dry spell. He stopped hitting. His average dropped to a puny .189. This was it: McCutchen’s slump, his crisis; his line was headed straight for the basement.

In this case, the Pirates organization used a surprising strategy. When McCutchen hit his downturn, they flew hitting coach Gregg Ritchie to visit him. Ritchie carried a piece of paper:  a print-out of McCutchen’s hitting flaws — specific, targeted problems with his swing mechanics that Ritchie had noted a year and a half earlier.

Until that moment, McCutchen didn’t know the list existed. But now, working with Ritchie, he used this list of flaws like a blueprint. He lowered his hand position; he shifted his weight — together, player and coach fixed his swing. And it worked: McCutchen got out of his slump, and kept moving up. He’s now an All-Star.

I like this story because I think it gives us insight into how to best handle these downturn moments. We instinctively want to do it alone; to lift ourselves back on that upward track out of sheer will.

But what works better is to approach the slump more like a science problem. Cool off the emotion. Collaborate and gather information. Figure out the shortcoming, and start re-wiring the improvement. In a word, be agile.

I also like it because it shows the importance of organizational agility. The Pirates handled this well, because they understood when to make the intervention. Coach Ritchie knew all along McCutchen’s swing had potential problems, but he didn’t try to fix those problems early on because his swing was working (as McCutchen said, if coaches had tried to correct him, he would have ignored them — and rightly so). No, the Pirates wisely waited until the the problem arose — until they had McCutchen’s full and desperate attention. Then, together, they went to work and built a better swing.

Fixing slumps is not about solo strength. It’s about group agility.

Press Yourself to be Out their !

In a job interview, you always want to conduct yourself in a manner that exudes self esteem and confidence because let’s face it; you will never land a job you don’t believe you will get.  The secret to instantly appearing confident is P.R.E.S.S., which stands for: 

• Posture Straight
• Relaxed Body
• Eye Contact
• Smiling
• Speak Clearly

 Now I know what you’re saying to yourself – “Clever acronym and we get it, but how is this image speaking clearly?”  Well friends, Dr. Cox has an abundance of confidence that shows almost everyday. He is confident and exudes positive self esteem, for himself at least. Even though he can be hard on his interns, they all look up to him and strive to be like him.

Telephonic Interview !!??

So you have a pile of resumes that seem to meet your criteria, now what?

The next step in the hiring process of a physician, advanced practitioner or executive is the phone interview or phone screen. Not only is it a great way to get a preview of each candidate’s personality, but it can also provide a rapport building opportunity in advance of the first meeting. Need to freshen up on your phone etiquette? Just follow these phone interview tips and you’ll be the interview chief in no time!

• Schedule a specific time with clear instructions of when you’ll be calling the candidate.

• Review and organize the job description, as well as the candidate’s resume and experience prior to the conversation so you have everything in front of you.

• Prepare your questions and be sure to use the same format for each candidate so you’re comparing the same qualification criteria.

• Introduce yourself and provide a brief overview of the organization and position to start (you’re promoting yourself and your organization just as much as the candidate is trying to impress you, so keep this in mind. You don’t want to have a House-like attitude and scare off a potentially great hire!).

• Listen attentively and take detailed notes.

• Conclude the call by thanking the candidate and letting them know what the next steps are in the interview process.

You Start selling when you hear a "No"

In August 2008 Marc Hogan was bet £1 that he couldn’t become a stand up comic in less than 12 months and perform a one man comedy show at the Edinburgh Comedy Festival in August 2009 for 21 nights. He won the bet!

Last week whist travelling abroad to present to an international audience I met Peter Davies the Director of Selective Search Recruitment. We were talking about sales (as you do) and he said something that I thought was really perceptive.

He said, “Selling is easy when you get on well with the customer and they are interested in your product or service, in fact we’ve all had those sales calls where it feels more like a conversation than a sale. But the truth is, in a competitive market you only really start selling when you hear a ‘no’ from a potential customer…”

Peter is completely right.  We all enjoy sales when it’s going well, but when it’s tough that’s when you really start to earn your keep.

I’m often asked to provide advice on telephone prospecting and cold calling, which is the place where salespeople are most likely to hear the word “no”.  Although cold calling is often seen as the most difficult aspect of a salesman’s job, the truth is, yes it is tough, but having cold called a lot of people over the years from the comfort of my office and then having approached at least 150 people a day at the Edinburgh festival to ensure I got ticket sales and the all-important comedy audience, I know it gets easier.  What’s more, contrary to popular belief, it won’t kill you!

When cold calling it’s vitally important that you have a solutions-based opening when phoning potential new clients.

Here is an idea to get you started:

“Good Morning Mr(s) _______ my name is _____from_____ .  The reason I’m calling is that we’ve been recently working with (respected industry player), and had some fantastic results and I believe we have something that could really help you…..”

Dealing with the “No”

“No, I’m not interested we already have a have a preferred supplier.”

At that point the easiest thing in the world to do would be to say, “sorry for bothering you” then hang up the phone and gently weep to yourself whilst rocking forwards and backwards before deciding it’s time to take a break and have a tea /coffee / cigarette/ or even a piece of fruit (if you’re a health nut) and sneak away from your desk for as long as possible.

I’ll be the first to admit that I developed a 10 tangerine a day habit whilst cold calling.  So in the interests of helping those of you who don’t want their hands to turn orange and want to avoid having to call even greater numbers of people to meet your targets, here is a possible response to that initial ‘no’…

“Of course, some of our biggest clients were in exactly the same position until they saw how we could really help them. May I ask who you’re currently using?”

Now I’m not stupid.  I know that some people will still tell you that they are not interested and hang up the phone.  However, you would be surprised how many people will answer the question.

Here are a couple of options to take the call forward.

Option A

“Oh, that’s interesting, you’re using _____, then we really should get together, a number of our best clients used to work with them until they saw the quality of our service…”

Option B

“Oh, you’re using _____, then we really should get together; a number of our best clients saw great results when they saw how we complemented their existing supplier…”

The truth is selling is a mental game and if we let our Editor win (see my 7 keys for more info) we will often close the door on a sale before it’s even begun because we don’t like to hear the word ‘no’ and/or we are worried about appearing to be pushy.

I always remember selling my comedy show at Edinburgh, as I mentioned I would have to talk to about 150 people a day over a 10 hour shift to guarantee at least 20 ticket sales.  Many of those people had spent most of their day being ‘flyered’ and some were openly hostile but every day I tried different ways to get round the ‘no’ response. Sometimes it worked sometimes it didn’t, but when it did, what a feeling….

An Excellent Blog by myfunnybussiness.com
Appreciated by Futurgenz Hr solutions.

Marshmallow Aka Will Power.

The granddaddy of willpower science is the “marshmallow experiment”. Devised by Walter Mischel in 1972, it’s a classic of social psychology and the bedrock for all later research on willpower and self-control. In it, researchers left four year olds alone in a room with a marshmallow and told them that if they could wait until the experimenter returned they’d get two.

You can watch a video of the experiment here (if you have the willpower). I really love the kid at 2.45.

A notes to help you earns some NOTE'S (Interview Tips)

There are few things that feel better than walking out of a job interview you think you've nailed. But just because you've answered the last question doesn't mean the evaluation process is over. From the time you stand up, to the time you get into the elevator, leave the building or walk to your car, you're still under review. Previously, we discussed things to do at a job interview before you even sit down. Here are five things to do after you stand up. They just might be as important as the Q&A itself.

Engage in conversation

As you leave the office, continue your conversation, even if it's small talk. "You can talk about the weekend, the rest of your day, ask the interviewer about the rest of their day. But you want to show that you're poised even at this point," says Carolina Ceniza-Levine, career coach with Six Figure Start and co-author of How the Fierce Handle Fear: Secrets to Succeeding in Challenging Times.

Job offer too low? How to get the salary you want

Second job interview: 5 ways to seal the deal

7 signs you're acing a job interview

Keep your chin up

Regardless of how you think the interview went, leave the office with positive body language. "Exude energy and confidence until you leave the grounds. You never know who is watching you, so it pays to act the part all the way through," says Cheryl Palmer, founder of Call to Career, a career coaching firm. Act like the job is as good as yours -- and it very well might be.

Hold your tongue

Your cell phone should stay safely inside your bag until you leave the building. "You never know who is sharing the elevator down or walking behind you as you leave the building," says Meryl Weinsaft Cooper, co-author, Be Your Own Best Publicist: How To Use PR Techniques to Get Noticed, Hired and Rewarded at Work. Because of that, don't start to give your friends and family the skinny on your interview performance just yet. "Wait until you are a safe distance away -- or better yet, in the privacy of your own home," says Weinsaft Cooper. 

Ask for the next step

Inquiring about when the interviewer expects to make a decision gives you valuable information for your job search and lets them know that you're serious about pursuing the position. "Don't act confused or insecure if you're told they're not sure. Focus on ensuring that the interviewer know how much you enjoyed the meeting him or her are looking forward to future communication. Leave on a confident note!" says Tracy Brisson, founder and CEO, The Opportunities Project, a career coaching firm for younger employees.

Thank the receptionist or assistant

Interviewers may speak to the receptionist or their assistant to see if they had any first impressions of you, so leave a good one with them, too. "Make conversation [but] keep it upbeat and positive. Listen to what they are saying," says David Couper, career coach and author ofOutsiders on The Inside: How to Create A Winning Career -- Even When You Don't Fit In! And most importantly, say thank you -- to your interviewer, the receptionist, assistant and the building security. It can't hurt to be pleasant to someone, and not doing so can be damaging.

Thanks & Regards,

Mohnish Bahal,

Marketing Manager,

Futurgenz.

Email Id: mohnish@futurgenz.com          

Contact no:   Mobile  +91 9769279727 +91-9167070454

                         Tele   022-26765020  

Inspiring Teamwork.

Inspiring Teamwrok.

Thanks & Regards,

Mohnish Bahal,

Marketing Manager,

Futurgenz.

Email Id: mohnish@futurgenz.com          

Contact no:   Mobile  +91 9769279727 +91-9167070454

                         Tele   022-26765020  

Lets Hope this video doesn't Describe your career in HR!

 I recently came across this video from the folks at HR.com While the debt to Monster’s “When I Grow Up…” campaign from several years ago is rather obvious, this one concentrates all its sarcasm and sardonic humor on the human resources industry.

Thanks & Regards,

Mohnish Bahal,

Marketing Manager,

Futurgenz.

Email Id: mohnish@futurgenz.com          

Contact no:   Mobile  +91 9769279727 +91-9167070454

                         Tele   022-26765020  

New Business !? Than this is perfect for you.

Are you Sourced out or Well Outsourced?

Outsourcing an "Asset"

"Outsourcing" -- The practice of using outside firms to handle work normally performed within a company -- is a familiar concept to many entrepreneurs. Small companies routinely outsource their payroll processing, accounting, distribution and many other important functions -- often because they have no other choice.

But not many businesses thoroughly understand the benefits of outsourcing. It's true that outsourcing can save money, but that's not the only (or even the most important) reason to do it. Wise outsourcing, however, can provide a number of long-term benefits:

Control capital costs. "Cost-cutting may not be the only reason to outsource, but it's certainly a major factor". Outsourcing converts fixed costs into variable costs, releases capital for investment elsewhere in your business, and allows you to avoid large expenditures in the early stages of your business. Outsourcing can also make your firm more attractive to investors, since you're able to pump more capital directly into revenue-producing activities.

Increase efficiency. Companies that do everything themselves have much higher research, development, marketing and distribution expenses, all of which must be passed on to customers. An outside provider's cost structure and economy of scale can give your firm an important competitive advantage.

Reduce labor costs. Hiring and training staff for short-term or peripheral projects can be very expensive, and temporary employees don't always live up to your expectations. Outsourcing lets you focus your human resources where you need them most.

Start new projects quickly. A good outsourcing firm has the resources to start a project right away. Handling the same project in house might involve taking weeks or months to hire the right people, train them and provide the support they need. And if a project requires major capital investments (such as building a series of distribution centers), the startup process can be even more difficult.

Focus on your core business. Every business has limited resources, and every manager has limited time and attention. Outsourcing can help your business to shift its focus from peripheral activities toward work that serves the customer, and it can help managers set their priorities more clearly.

Level the playing field. Most small firms simply can´t afford to match the in-house support services that larger companies maintain. Outsourcing can help small firms act "big" by giving them access to the same economies of scale, efficiency and expertise that large companies enjoy.

Reduce risk. Every business investment carries a certain amount of risk. Markets, competition, government regulations, financial conditions and technologies all change very quickly. Outsourcing providers assume and manage this risk for you, and they generally are much better at deciding how to avoid risk in their areas of expertise.

Thanks & Regards,

Mohnish Bahal,

Marketing Manager,

Futurgenz.

Email Id: mohnish@futurgenz.com          

Contact no:   Mobile  +91 9769279727 +91-9167070454

                         Tele   022-26765020  

Attention Recruiters - It's time !!

Four reasons why recruiters need a new job.

Recruiters come in all shapes, sizes and varieties but they all have one thing in common: "They all need to look for a new job. Whether the recruiter lives on a large corporate org chart or is an independent floater they need to be engaged in looking for those greener pastures". 

This goes for the agency guru, sourcing experts, yeoman full-cycle consulting/advising/contracting recruiters and even corporate recruiting managers. No, this does not mean that they should do something else for a living or want to quit being a recruiter. On the contrary, they will become better at what they do by following the same path walked by those they are recruiting. Only by following the job seeker path is it possible to get a big picture view of the entire recruiting universe. 

Counsel given to job seekers is to think like a recruiter so the opposite is equally true. If you profess to be a recruiter, it is important to look beyond your current situation for a number of reasons.

1. To remain proficient in your craft – It is possible to know a process so well that you not only become complacent in your ability to view the big picture but also lose touch with important changes in the recruiting environment. Practice makes perfect and daily you deal with management “experts” who don’t understand what you do and assume it is just a matter of advertising a job, reading resumes that magically show up and then moving paperwork through the system. Even though you know the reality of the complexities of the process, outside variables such as changes in the demand for certain skills and economic impact on factors such as relocation and risk-taking are out of sight unless explored. View the job market as a candidate and see what impacts your thinking about your job as it relates to other possible jobs.
2. To discover new things – The status quo will always be much more comfortable to most people so seeking out and experiencing new techniques can lead to personal growth and improve the professional value added. "Even if you are a front-runner in the race for innovation there are still things outside of your visual boundaries". Many people who show strong opinions about such things as social recruiting may have valid reasons, but some outspoken critics have not even tried to use any of the popular social networks to recruit. Even those who profess to embrace social media use it the wrong way and merely continue to post and pray in the new medium rather than engage in a dialog to be social. Approach social media from the candidate’s perspective and see how others are luring candidates in an effective way. The results may be surprising.
3. To produce effective competitive intelligence – The talent pool for many jobs is very tight while some others are like picking the low fruit. What are the other major players doing and are they doing it right? A better question could be “Is anybody writing effective job ads?” The marketing side of recruiting should sell the company and the job to a potential hire better than the competition. Walking through a job board or corporate career site application process is eye opening and can actually allow you to x-ray the competition’s application process relative to your own applicant tracking system and database. Seeing how different systems work from the candidate perspective gives a good view of the external facing side of their process. It is always useful to challenge your own system and perhaps stage a shoot-out between vendors to find something more efficient and not just from a marketing pitch.
4. To improve the candidate experience – Your candidates do not view the world through the same eyes as you do. How many corporate recruiters have actually applied to a position through their company’s career site? Try it and see how far you get before you hit a stone wall or become so frustrated that you no longer want to apply. Most systems have an autoresponder system to notify candidates that the resume has been received. Did you get a reply? What did it say? How does it feel to be acknowledged but nothing further? It may be interesting to apply to multiple jobs and see if the reply sent to confirm application makes sense if there is more than one submission. A classic failure is for a job seeker to be called for an interview only to receive a botched batch delayed robotic reply to another job giving the impression that the company is not interested. Since most companies never survey candidates on their experience, walking in their shoes can be an eye opener.

Of course, there is another side benefit to the faux job search…if you are not willing to stay current in your craft and seek improvement then you probably don’t belong in recruiting anyway and should be looking for a job. "Good practice is never a waste!"

Thanks & Regards,

Mohnish Bahal,

Marketing Manager,

Futurgenz.

Email Id: mohnish@futurgenz.com          

Contact no:   Mobile  +91 9769279727 +91-9167070454

                         Tele   022-26765020