ChatGPT - Prompts for Job Search

 1. The Zero Callback Diagnostic

“Act as a senior recruiter. Analyze my resume, target role, and application history. Identify the most likely reasons I am not receiving interview calls. Highlight positioning issues, keyword gaps, weak experience framing, or role mismatch. Resume and details: [paste].”

2. The Target Role Clarity

“Based on my background and skills, identify the most realistic job titles I should target. Eliminate roles that are misaligned or too broad. Define a focused job search direction. Background: [paste].”

3. Application Strategy Builder

“Create a structured job application strategy based on my target role and experience. Define how many roles to apply to, how to customize applications, and how to track progress efficiently.”

4. Recruiter Perspective Rewrite

“Review my resume and LinkedIn profile from a recruiter’s 10 second scanning perspective. Identify what stands out and what is unclear. Rewrite key sections for immediate clarity and impact. Profile: [paste].”

5. Cold Outreach Message Builder

“Draft a concise and professional message I can send to recruiters or hiring managers for the role [job title]. The message should communicate relevance, value, and interest without sounding desperate.”

6. Interview Question Simulator

“Act as a hiring manager for the role [job title]. Conduct a realistic mock interview. Ask relevant questions and evaluate my answers. Provide specific feedback on clarity, structure, and confidence.”

7. Final Job Search Audit

“Review my complete job search approach including resume, targeting strategy, outreach, and interview preparation. Refine it into a cohesive, structured system designed to maximize interview probability.”

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How to make Indian talent #AI ready

#AI will change the way people work, but it will not take away jobs completely. This is what Puneet Chandok, President of Microsoft India and South Asia, said while speaking at the India explained that AI will mostly change how work is done, not replace workers entirely.

He said “AI will not kill jobs. AI will unbundle jobs… Your job is a bundle of tasks. What AI will do is it will unbundle it,”

Puneet Chandok said that most jobs are made up of many small tasks. AI can handle some of these tasks, especially the repetitive ones. But work that needs human thinking, creativity, emotions, and judgement will still need people.

In simple words, AI will not “remove” jobs. Instead, it will change them. Some parts of a job may become automated, while new responsibilities may be added. Because of this, learning new skills will become very important.

“We have potentially, for the 1st time in humankind, the ability to manufacture intelligence,” he said.“Intelligence is the most valuable commodity on the planet.” He said that it has been roughly 3 yrs since the “ChatGPT moment,” yet progress in model capability has been rapid.

“The models that you’re seeing today, the capabilities that you’re seeing today, are unlike anything we’ve seen even a few months ago,” he said.

India is in a good position to benefit from AI. Many Indian professionals are already using AI tools at work. A large number of companies are also exploring AI systems to improve productivity and efficiency.

India’s strong digital systems, like Aadhaar and UPI, show how quickly the country can adopt new technology. With government support and private investment, AI could become a major growth driver for India.

AI as more than just a tool. In the future, AI systems could act like digital assistants or teammates. They may be able to understand tasks, make decisions, and complete work with minimal supervision. However humans will still be in control

Engineers and others interested in AI must keep learning. Those who understand and use AI will grow in their careers. Those who ignore it may struggle in the future.

#India is ready for #AI revolution and is going to the Worlds largest talent pool ready and raring to go.

What about your company ? As a CHRO / Head HR how are you making your engineers ready to adapt AI tools like #Cursor #ClaudeCode to increase productivity dramatically.

#HRinIndia,@HRinIndia,#AskHR,@AskHR,#RaghavHR,@RaghavHR,#AI,#HRMS,#TalentAcquisition,#TalentManagement,#SHRM,#SHRMIndia,#PeopleMatters, u/PeopleMatters,#ETHR

IT Sector - Quarterly Performance Reviews

With the war for talent raging on companies are adopting newer strategies to hire and retain top talent.

Performance appraisal is being done on an annualized basis and the anniversary hikes are doled out based on the performance.  For outstanding performers companies are promoting to higher level positions.

To retain top talent, IT major Wipro has now decided to review performance on a quarterly basis rather than annual. Around 70% of employees seen to be high performers stand to benefit from this move. “We doubled our fresher intake for FY22 compared to previous year. Our plan is to double this again in FY23. We have decided to increase the frequency of promotion cycles for 70% of our colleagues from junior bands,” Wipro CEO Thierry Delaporte said after the company’s January-March earnings.

Anniversary Hikes

the top five IT companies  were earlier giving hikes in the range of 6-10% to the lower-end performers in select skillsets in the digital space have now hiked this slab to 15-25%

Once the pressure on talent supply eases companies will revert to anniversary hikes and performance reviews.

Growing Demand 

Nasscom has estimated that the demand-supply gap for digital talent will increase 3.5X to around 1.4-1.8 million jobs by 2026.

The gap between supply and demand is widening year after year putting pressure on wage inflation.  This will eventually lead to margin contraction impacting the overall profitability of Software Services companies.

Skill mismatch

As per the estimates the demand for the skills are different while the availability of the technical skills leading to disruption.  

Strategies -

1. Increase entry level salaries during campus hiring

2. Promoting high performers - change in policy

3. Quarterly Performance Reviews

4. Retention Bonus

5. Hire aggressively with decent spike

6. Liberal perks

7. Overseas assignments and postings

8. Reskilling the engineering team

9. Hire Train Deploy 

10.Pro-active hiring and keeping a bench 

Feedback Vs Performance Appraisal - Case Study of Infosys

Employees in India’s second largest IT services provider Infosys will soon be able to receive real-time feedback to on their performance, through a mobile application that the company is now developing. The new application will also help the employees gather feedback from team members on a real-time basis.  The main objective of launching such an application is to give employees real-time feedback on a regular basis.

Earlier, Infosys had scrapped the Bell Curve system of appraisal for its employees and had launched a new system called as 'iCount'. Under the new system the company measures the performance of the employees based on certain targets assigned to them. The company may turn the iCount system into an application.

“Through the (iCount) system we are trying to give feedback to employees that are more objective and developmental in nature. We believe that feedback should also be future-focused,” said Krish Shankar, Executive Vice President Group Head-Human Resources, Infosys.  The company had also rolled out an initiative called ‘anytime feedback’, as part of its new performance appraisal system iCount. Under this, an employee can get feedback from his team members on a real-time basis.

Appraisal vs feedback
“The performance appraisal can be done in a cycle but giving feedback should be real-time. We want to use the concept of crowd-sourcing in our employee feedback, where a person can get feedback from many members in a team,” added Mr Shankar.

Infosys has attempted to stem employee attrition through such initiatives. For the quarter ended June 30, 2016 the attrition rate went up to 21 per cent from 17.3 per cent as against the previous quarter. In another move, Infosys has decided to offer Restricted Stock Option to a total of 7,898 high-performing employees’ up to mid-level managers of the company and its subsidiaries.

How to ?
Alright they have scrapped Bell Curve now lies the bigger question - How does the company link pay with performance.  Will the new FB system fool proof enough to entitle % hikes year on year ?