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Posted in Quora Answers

Do recruiters get put off by a “plain text” resume?

My answer to Do recruiters get put off by a "plain text" resume?

Answer by Aditi Sharma:

As a recruiter, we will prefer as resume that is formatted properly and easy to read. If 2 candidates is sending their resume and both of them are having same skill set that is required, the recruiters will always prefer a candidate whose resume is properly formatted in Rich Text or in PDF.

But, if you are uploading the resume to any job sites, or company portal then you can prefer plain text CV because it will be easier for machine to parse it.

Nowadays resume parsing is done by each and very job sites and career portal for them if you are providing .TXT format file then it will parse easily and effectively.

So from now onwards if you are sending a presonalised resume to recruiters then always try to provide them a properly formatted document

Do recruiters get put off by a "plain text" resume?

Posted in Uncategorized

Tips For Making LinkedIn Profile Noticeable

LinkedIn is already become a very important website not only for searching job but also for searching candidates. Most important thing is LinkedIn has become an essential personal branding tool.

Why LinkedIn???

start_with_whyLinkedIn is place where HR managers and many recruiters hanging out.This is a place where you have an opportunity to get connected and do the networking. So its a big possibility they are looking for you.

If you are already there on linkedin then go ahead and increase your possibility of get noticed.

What recruiters want to know?frustratedbusinessman

From your LinkedIn Profile recruiters wants to know about you before they need you. Your profile should represent you and it should reflect your skills, background, experience, ted with what you have done in your past, education, in short everything.

How to catch the recruiters eye?

Below are the very simple, but effective tips to improve your LinkedIn profile:

  • Update your work summary: Keep it short and simple, include your area of expertise and give a brief about your work profile.
  • Keep your experience up to date: include all the companies that you have worked with and duration as well.
  • Grow your network
  • Start blogging: Share your contents like blogs, articles, your research to get positioned in market, that will help you to do personal branding.
  • Get a mind of recruiter: Think like a recruiter, they are more focused on keyword searches. So mention the keywords that matches your profile and skills, it will improve your position in the recruiters search result.
  • Recommendations: Ask for recommendations and referral from your superior, subordinates, clients. It will give a good impact on the recruiters, who are visiting your profile.
  • Join Groups: Be a part of groups that are relevant to your profile, post relevant articles and participate in discussions.

Hope This Article Will Help You To Improve Your LinkedIn

Posted in Uncategorized

“Tempt The Talents To Join Your Start-Up”

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Hiring is a huge step for any start-up. To start a company, your biggest challenge is hiring amazing people. An essential thing for the start-up is to hire self-motivated people to make the working environment energetic and charged. And the most challenging part is to retain the talent you have hired.

Hiring is the hardest part:

The toughest challenges for new technology- based company is to hire best and highly skilled talents. As they are in its very first stage with limited funds. Big Brands and Service based companies can easily hire the candidates as they can offer them a handsome package with lavish perks, coupons, and other bonus.

Now a day job seekers are very demanding than even before.

Counteract for hiring at Start-ups:

Forecast you hiring

As per the research and survey was done by The Society Of Human Resource Management, Hiring is the largest investment done by employers. So when is come for hiring more talents company should determine what type and how much talents are needed.

They should consider the following point while hire forecasting.

  • If a company is launching some new product.
  • If they are expanding their business in other cities or states.
  • If company is revising its goals

Bringing the right people on board a business can make all the difference, and it’s particularly important for start-ups to lure the best and brightest talent. Any mistake on this front would take a direct hit on their capability as a business and slow down their progress. Since resources (including talent) are scarce for any start-up, it is important that they perform optimally. Here, every person’s contribution counts and a wrong hire will only ruin the equation.

Approaching Candidates:

So as we know that start-ups are not a big brand. Large firms have a product and employer brand that can attract applicants. Start-ups don’t have any  name recognition, big infrastructure , large clientele. We have to keep a different approach for attracting talent.

As a start-up, you have to highlight your best side that big brands

Few of the best things about start-ups:

  • The start-up doesn’t judge you on what you wear; they will judge you for your work.
  • They don’t have any time constraints, they work 24×7.
  • They know the value of time and money, not just there, but of employees as well. Payments are prompt and decisions are quick.
  • Start-ups are the expert analyst. They will observe your process and identify inefficiencies throwing up essential constructive feedback almost spontaneously

Let your prospects know about the benefits and learning experience that they can gain from working with start-ups

35e004cChris Bromfield

Innovation and Development Manager at Acorn Recruitment Ltd

“I’d have to say one of the best things about working with start-ups has to be the fact that you can find yourself working with a team that is very knowledgeable, highly passionate and truly enthusiastic about what they do. This sparks inspiration on every level, leading to truly innovative ideas and developments that help your business stand out against competitors. 

Working with a start-up is also a wonderful way to learn how to innovate within your own organisation. Entrepreneurs are great people to learn from — flexible, hardworking and most importantly they have a desire to identify a problem and they find a new efficient way to solve it”

7 Key Points for start-ups to attract and retain talents:

  1. Don’t wait for Perfect candidate to come at your door, approach them:

Be aggressive while hiring a candidate, you should go in market and approach them. They will not come to you because there are lots of well establish brands that are ready to hire them.

  1. Build your brand:

The Brand image of a company plays a big role in attracting and retaining the talents. Current employees of companies can be the best brand ambassadors for business. Word of mouth is more effective than any other brand promotion tools, give them the monetary incentive for successful referrals to achieve the best talent quickly.

  1. The work matters:

For attracting talents you have to show some exciting goals and work about your business that will motivate the candidate to work with you.If your company trying to do something big, good people are going to work with you, even they will do marketing of your company in their circle.

  1. Be clear:

If you want to do a successful hiring, you need to make a picture of your dream candidate. Before draughting a job description to be clear about the position of your company, what you are doing, what is your current position and what is your culture.Give a brief about all the above things to your candidate and then recruit.Follow simple and quick process.

  1. Psychology matters:

Psychology plays a crucial role while hiring candidates, you want to hire people who are reliable, trustworthy, and effective — people who will grow with your company.Try to hire a candidate with the similar psychology of your organisation.

  1. Give them flextime and work life balance:

There is a large pool of candidate who prefer to work as a freelance or work part-time because of their personal responsibility, but it doesn’t mean that they are not worthy. This pool includes talented women as well who now want to work from home.Try to hire such kind of talents; they are likely to stick around longer. They will be ready to negotiate on salary but also you can save your office resource by hiring them.

  1. Empowering and engaging employees:

Once you attract the talent, next step is to retain the talents. Open communication is essential in order to engage and empower employees. Management should clear their expectations, communicate the progress and challenges frequently and give recognitions to each and every individual for their success.Give them a feel of ownership in their work.

If I missed any important point related to the above topic, then please share your valuable thoughts and comment below.

 

Posted in Guest Blog

UX Designers: Top 10 interview mistakes

While I was interviewing  candidates for an open position of ‘UX Designer (UXD)’ at Synerzip, instead of tricky & typical interview questions; I chose to stick with really basic and interesting questions. I maintained a log of all candidates and their mistakes and  here are top 10 mistakes which I believe, one should never do as a UX Designer.

1. Plaintext CV 

So you applied for UX Designer profile and claim that you are passionate and creative !

  • Your CV is a ticket to your new job. If it looks dull, boring and lengthy; then you have already lost the competition.  If job portal/ recruiter demands plaintext CV, maintain both and save creative one for f2f.

    40% of UK employers would be more inclined to interview those using innovative design or video formats – https://goo.gl/vWv5em

    2. Assume that interviewer knows nothing about technology stack.

    This is the most common assumption UXDs  make during the interview. Portfolio, shared links, mentioned skills and even images are verified before calling you for an interview. Not sure about the rest, but I  do ‘inspect’ all resources/ sites/ apps shared by a UXD.

    3. WordPress themes in your portfolio.

    Not a mistake, a blunder. If you think you can customise/ modify a beautiful WP  theme (not limited to) and showcase in your portfolio just because it looks COOL, then you should read point 2 again!

    4. Too much focus on certification.

    Certification is just like a cherry on top of your UX profile. If you think creativity and problem-solving skills come along with certification, then you are just another victim of that big marketing gimmick.

    5. You think that interviewer is  interested in learning about UX processes & practices.

    If an interviewer asks you about your role as a UX Designer, he is more interested in learning your thought process and how you deal with real world problems.
    Instead of telling what is card sorting, IA,  UX process, practices and methodologies; talk about your role, responsibilities and what “you” do; as a UXD.

    6. What about Usability ?

    This is my all time favourite question. As an interviewer, I do expect candidates to share ‘how they defined all action stages and design principles’. But I have seen many edgy faces when the term ‘Usability’ is introduced. Few of them even considered usability a different world. Different world !If you think you are an awesome UX Designer who can design phenomenal products without considering their usability, then this image is definitely going to help you a lot in correcting yourself:

    7. What about the low learning curve ?

    You love flat, clean and minimal design and we all know what is clean and minimal design.
    How do you transform a cluttered design into clean and minimal ?
    How do you group, show/ hide information while keeping that learning curve as low as possible ?
    Again, an interviewer is more interested in your thought process and not the theory of UX or less is more style !

    8. You think google/ apple design pattern is religion.

    If your portfolio has strictly followed some religion, be ready to justify it. It is not about you or your preferences, it is all about users, type of application, platform and ‘their‘ convenience.

    Science without religion is lame. Religion without science is blind
    -Albert Einstein

    P.S: Never use material design icons while designing iOS app.

    9. No online portfolio/ blog/ personal website.

    People want to validate your work, your skills and expertise even before reading you CV or calling you. Use www/ dropbox/ drive/ Behance/Dribbble or any active link that allows them to see who you are and what type of work you do. This will facilitate them a lot.

    For UX hiring, I prefer portfolios and links over CV.
    – Aditi Sharma (Technical Recruiter @ Rezoomex)

    10. You are always right !

    Patterns and practices vary from person to person and it’s almost impossible  to evaluate your hard work in few minutes. Allow them to understand your project, share your views, boundaries, nature/ type of customer, deadlines. Tell your story, listen carefully and admit mistakes.If you are right, justify it and stand strong.

Conclusion:
 Hiring process varies from organisation to organisation. Few employers are more interested in your background and not in your skills or passion, few just want your portfolio to win clients, few of them are more inclined towards user research and few expect you to write CSS too. However, these 10, basic points might come handy while designing your own portfolio, hiring someone for your team or while getting ready for a new job interview.


aaeaaqaaaaaaaalsaaaajgnjodq5ntm2lwq0ywmtngrhnc05ody2ltq4nddjztlmntjhmgAbhishek Joshi is passionate UI/ UX Designer and sportsman who has designed pixel perfect, aesthetically pleasing and extremely user-friendly applications. He strives for high-quality output and productive applications.

You can visit www.KeepCalmandDesign.com for more information about him and his work.


 

Posted in Uncategorized

Is Blind Hiring A Perfect Practice?

Recently I saw lots of discussions about Blind Hiring. Everyone have their own point of view about blind hiring, according to some people it’s a good approach and some are not agreeing about it.

Firstly let’s gain some knowledge about blind hiring. It’s a practice in which employee judges a job candidate without a resume, personal details and not even their names. It’s and idea in which there will be no room for a resume, which is a critical tool in the selection process. Instead of going through the traditional way of accepting and screening resumes, some of the companies are choosing to skip it and assigning some task to candidates as per the job role.

In this process hiring manager doesn’t know anything about a candidate, which location is he belongs to, education qualification, what was the previous job role, how much experience he is having, not even his achievements and failures.

Don’t you think it’s bit crazy?


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“Blind hiring is like a blind date when you are meeting someone, everything matters. Not only looks rest of the things should also be considered knowledge, attitude, how emotional intelligent is the other person, Similarly when you are hiring very aspect of candidate personality matters not only their skills, rest of the things as well”


Blind Hiring process:

Blind_HiringEmployers do the job postings along with Job Description; they give some sort of challenge or give any mock-up project, on the basis of their performance, employer hire the best candidate.

No resume, No personal details, No credentials needed.

Blind hiring process is used to overcome unconscious bias and promote diversity in the workforce. It already eliminates the bias that comes with a prestigious school or a competitor in the industry.

 I agree that Blind hiring is giving a chance to the deserving candidates but still there are some flaws in it.

Flaws in Blind Hiring Process:

  • Research already stated that the recruiter and hiring manager tends to consider candidates which are having the similar demographic background and as we are involved in hiring process, it’s well known that demographic changes affect organisations and Managers. Blind hiring ignores it.
  • It is being observed that once candidate comes to know about mock-up projects for proving their calibre, they generally backed out as they are not ready to work for free
  • The interview is a mutual process, not only employer interviews the candidate, candidates also do interview the employer, this kind of interaction is not possible over chats or emails. Candidates will not be able to show their real personalities and don’t even they have any knowledge about the companies work culture.
  • This method is also neglecting the emotional intelligence that is needed in the interview process. As we know how important role the emotional intelligence plays for making a great team. Hiring on the basis of candidate’s experience and aptitude misses many points.
  • Keep in mind, personality is also an important factor when considering a new hire. The right candidate will share your corporate values and mesh well with your team.
  • Make sure that the people you hire also qualify well on a personal level. A good hire will hype your productivity, and in turn, will also be beneficial for him. Bad hiring can hurt your business, and your inaction will make things worse to handle.

Please share your experiences with Blind Hiring, Is it helping you or not?

Posted in Uncategorized

How to Source, Attract And Recruit UX Talent

UX-banner-blogUX designers are primarily concerned with how the product feels. A given design problem has no single right answer. UX designers explore many different approaches to solving a specific user problem. The broad responsibility of a UX designer is to ensure that the product logically flows from one step to the next. One way that a UX designer might do this is by conducting in-person user tests to observe one’s behaviour. By identifying verbal and non-verbal stumbling blocks, they refine and iterate to create the “best” user experience.

So while hiring UX Designers, their work sample speaks more than the resume. Hiring managers a more interested in the piece of work that UX designers have done. There are many sites where UX designers are posting their work; they are maintaining their portfolios at those sites.

Most popular UX Sites that are Behance, Dribble, Coroflot, Cargo and many others.

Out of them, Behance and Dribbles are the most common among UX designers. So, today we will discuss how to source and  approach candidates on these sites.

Reach Out Directly To People You Think Will Be a Good Fit :

Behance is a forum for designers to show their piece of work, nowadays many companies are focusing of this forum for sourcing best UX talents few of them are Apple and Facebook. Behance provide free search filters and it includes various fields for architecture and portfolios, it is a best part it.

Searching candidates on Behance:

For searching an ideal designer, you can use Behance search tool which includes creative field, tags, location, tools used, school attended, and more. Once you find a candidate that is matching with your requirement you can start a conversation by sending them a personalised message.

Suppose you need a candidate who has worked on iPhone platforms, here will be your search

Image 1

Dribbble

First, we should know what is Dribbble

Dribbble is a community of designers answering that question each day. Web designers, graphic designers, illustrators, icon artists, typographers, logo designers, and other creative types share small screenshots (shots) that show their work, process, and current projects. The design work on display includes UI, UX, HTML5, WordPress, Photoshop, Illustrator, and more.

Only drawback Dribbble is having, it doesn’t give access for free searches; For doing searching specific skill candidates as per location basis need to get a PRO Account. Premium account is of $20 per year.

But here you can follow candidate and appreciate their work and even hire them if you like his work

Image 2

There are so many other ways to source candidates on Dribbble, In the below image you are about to see the Designers tab, here you can get the options for searching candidates by skills and locations.

Image 3

You can get the complete access if you have a PRO Account for Dribbble

Image 4

X-Ray Search on Google for getting top UX Candidate on specific site:

Apart from the sites like Behance and Dribbble, you can also try for searching candidates by google X-Ray searches. Suppose you want UX candidates from Pune location through LinkedIn then your search will be as Below.

site:www.linkedin.com (“UX Designer” OR “”UX” And “Profiles”), Pune

Here are the results

Image 5

Post jobs and attract the top talents:

The best feature of both these sites is you can do job posting on it.

Posting jobs in Behance cost about the same as on Dribbble; Behance also offers discounts for posts in bulk (whether it’s the same job for a few months or multiple design positions simultaneously). Behance offers custom recommendations for each job you post, taking the criteria you’ve put into the job post and searching the network for creatives that match your needs. When you find someone you like, you can save them as candidates, and Behance will use that to improve their recommendations.

Job post on Behance:

Image 6

Job post on Dribbble:

Image 7

Let me know if you are aware of any other search tools for Sourcing UX talents 🙂

 

Posted in Uncategorized

Recruit Tech Talent on GitHub and Stack overflow

GitHub and StackOverflow is an incredible source for getting amazing resources for Tech Recruiter.

First of all, we should know the similarities and differences between both and how they can minimise your recruitment efforts.

Stack overflow is basically a platform for developers and Techies; here they can post their day-to-day questions hoping the other developers can help them with their advice. And GitHub is a repository where developers can store their codes and even they can share it publicly for further development and simply usage.

Similarities between Stack Overflow and GitHub:

  • On both the sites, Software Engineer can share their work.
  • Both can track the last contributions
  • On GitHub engineer can post their codes to public or private while on Stack overflow it’s all public.
  • On StackOverflow, engineer will answer share the bit of code the specific question, and on GitHub they can share the whole code base.

In short both the sites are best way to reach prospect when you get exhausted by traditional way of sourcing candidates.

A Smarter way to get connected with Candidates:

Nowadays recruitment industry is getting highly competitive and it’s very difficult to grab the candidate’s attention. Everyone is getting bombarded with marketing messages via phone and Email, and many other sources.

So how to be different from other recruiters?

We should use the personalised approach grab the attention of candidate.

For example by sending them personalised messages, showing your understanding and appreciation for their current work — in other words, the information provided by them on GitHub or Stack Overflow

So let’s get started , below is the GitHub of any candidate looks like:

Raj Anand

So now you are on his profile, select any of his repositories. When you open the repository, there is going to be a README.MD file describing what the piece of code is created for.

Here is the repository of Raj Anand Example: https://github.com/rajanand02

While sending him a mail about the opportunity you have, address him like this:

Subject: I found your repositories related to JavaScript libraries.

Body: Each and every repository of yours is very well documented; I have an opportunity where you could work with related technologies. Let me know if you would like to explore it more.

Now about Stack Overflow:

Basically, Stack Overflow and GitHub are having the same approach; here you have to find a candidate. While checking candidates profile you will see on the right side the “Communities” tab. Stack Overflow is part of the StackExchange metasystem, and the profiles are linked together — feel free to use the information found on any of these.

 

As discussed before, this is a site where you will find questions and answers posted by software developers about their work. I suggest ordering on newest and first check if the user has any answers.

So we have a stack overflow account of Jeevan Patil (http://stackoverflow.com/users/1194067/jeevan-patil-%EC%9B%83)

Jeevan Patil

Once you find one the candidate, you can give him a compliment for the solution, and then talk about the opportunity you have.

How to approach:

Subject: I saw your Stack overflow activity.

Body: I admit I do not even understand half of it. What I do understand that my company is looking for a similar kind of profile as user.

How to find candidates on GitHub and Stack Overflow with Google :

Google X-Ray search is the best way to get candidates on stack overflow based on skills and location.
Let’s take an example we need a candidate for ruby on rails skill for Pune location then your X-Ray Search will be as below

site:stackoverflow.com/users “ruby on rails” pune

Ruby Search

 

X-Ray search for GitHub

Suppose you have a requirement for Angular Js Developers and job location is Pune then your search will be

site:github.com “angularjspune  

so we can see the results 494 search results for GitHub accounts with Angular Js skills in Pune location

Angular Search

Apart from google there are so many other ways to get GitHub and StackOverflow IDs of candidate through the following extensions and tools like

360 social, Prophet, Connectifier, Connect6, Falcon, Vibe.

Take it as a part of evaluation Process:

It’s nice that we have a candidates resume with use but when you will attach the candidates GitHub and stack overflow links then hiring manager will be more interested in interviewing the candidate on the basis of their piece of work

As a recruiter, it’s your job to keep your candidate out of the crowd, share the candidate repositories, their stack overflow contribution for reducing the chances of rejection.

Please share your views and suggestion 🙂