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

Surround yourself with people who support you !

 #hrinindia   

#raghavhr
#askraghav
#hrinfluencers
#hrleaders 
#humanresources
#humanresourcesmanagement 
#nhrdn
#hris 
#peoplematters
#ethrworld

Lessons learnt from this video. Simple but powerful one.

Surround yourself with people who support you.
Never Give up trying
Try and tray again till you succeed
Power of people
Stay positive always

..

..

You will succeed rest assured
Only if you are surrounded with positive people around you.

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 

How AI and ML transforming Staffing Industry

52% of Talent Acquisition leaders say the hardest part of recruitment is screening candidates from a large applicant pool

AI is helping to design and streamline and automate major portion of the recruiting workflow avoiding repetitive tasks enabling them to handle bulk hiring.

A robust Applicant Tracking Software (ATS) that applies machine learning to auto-screen candidates based on the key skills defined helps in targeting the right candidate for your hiring needs.

One of the primary reason to use AI in stffing is the big advantage of saving recruiters’ time by making it possible to handle large volume of resumes and weeding out irrelevant profiles and ability to pull out relevant ones.

By saving the time of existing staffing team, enables the management to handle large volume of business with a limited member team.  The saving in time also enables the team to hone up their technical skills to become more productive.  This saving in time will also largely impact the organization since it leads to cost optimization by employing a small team to handle large volumes.  Talent acquisition leaders report that their hiring volume will increase next year but their recruiting teams will remain the same size or even contract. This means recruiters will be expected to become more efficient by using the AI.

AI screening of resumes will result in considerable time savingthe percentage of the resumes received for a role are either over or under qualified or experienced.  Reading through the resumes and shortlisting candidates to interview is estimated to take significant chunk of number of hours of a recruiter’s time spent for a position.

AI plays a key role in scheduling interviews with candidates by automating the process and making it more systematic and with less human intervention.

The best ATS helps in designing to automate a part of staffing workflow and integrate seamlessly with recruiting stack without disrupting the overall workflow.

AI helps complete automation of the different process in a cycle thereby reducing time-to-hire, this will also help in supporting customers with high quality of hires thereby helping clients to rely more and more on your firms capability to identify the right talent.

Substantial improvement in quality of hires.

The key differentiator in recent staffing trends is to ensure high quality resources to the clients needs. To effectively use the AI and ML techniques the IT staffing team must be highly knowledgeable about the technical jargon that is thrown at them.  An indepth analysis and creating a knowledge pool within the firm helps in retaining the knowledge gained by the team members.    
  
AI is improving quality of hire since it is able to use data to standardize the searching of right candidates in comparision to the Job Description with resect to  skills experience, knowledge, needed by specific job role.

This improvement in searching the right candidate helps in better post deployment of the resources as there is a perfect correlation between the job content and the career aspirations of the candidates resulting in higher efficiencies

Many leading Software companies have already tasted the success of deploying their AI and ML tools.  In this highly competitive staffing solutions / services industry time has come to embrace latest technologies to be key differentiator.  Those who still have not made up their mind, wake up now better late then never and use these to enhance your workforce productivity and higher custoemr satisfaction by deliering high quality services to become a preferred vendor.

Hiring Times are here again !!

The following 8 sectors show great promise amidst pall of gloom and doom.

1. Financial Services 
The TeamLease report says the financial services sector makes the most of the cashless environment. Employment outlook for the financial services sector jumped by 5 points from 76 in October 2016-March 2017 period to 81 in April 2017-September 2017 period. Fintech and mobile wallets are a big beneficiary of the recent developments following demonetisation. Banks and brokerage firms plan to build digital banking and financial research teams. 

2. Health & Pharmaceuticals 
Employment outlook for the health & pharma sector is up by 3 points from 94 in October 2016-March 2017 period to 97 in April 2017-September 2017 period. The reason is businesses in this sector are set to scale as significant foreign investments are being planned.  The government's initiatives in improving affordable healthcare and establishing new educational institutes will drive talent demand. This sector is likely to see a job growth of 13.67%. 

3. Knowledge Process Outsourcing 
The KPO industry, as a whole, is exhibiting robust growth and is set to add close to 150,000 professionals on its payrolls during the coming financial year. With an unabated demand for big data analytics, the demand for data scientists continues to outstrip supply. The job growth is likely to be 14.77%. Employment outlook for the knowledge process outsourcing sector is up by 3 points from 90 in October 2016-March 2017 period to 93 in April .. 

4. Telecommunications 
The hypercompetition unleashed by Reliance JIO and the recently announced merger of Idea and Vodafone would give rise to frenetic hiring activity. Focus on digital technology and mobile app development is expected to drive employment. Employment outlook for the sector is up by 3 points from 87 in October 2016-March 2017 period to 90 in April 2017-September 2017 period. The job growth is likely to be 11.18%.  

5. E-commerce & Technology Startups 
After a downturn in 2016, jobs in e-commerce & technology startups are likely to grow 14.94%. Employment outlook for the sector is up by 2 points from 91 in October 2016-March 2017 period to 93 in April 2017-September 2017 period. Notwithstanding last half-year's meltdown, the sector is back up on its feet again and is already hiring, albeit in relatively modest numbers. 

6. Media & Entertainment 
The sector is attracting substantial investments in theme parks and expansion of multiplexes, and is expected to create significant number of jobs over the coming HY. The government's approving of the model Shops and Establishments Act would allow cinema halls to remain open round the clock, and potentially increasing jobs. 

7. Retail 
The successful public offering from D-Mart, and subsequent scaling of the hitherto conventional retailer, is expected to invite competitive reaction and increase talent demand. Warehouse consolidation and hassle-free supply of goods, enabled by GST, is slated to expand the sector and, therefore, create jobs. Employment outlook for the sector is up by 1 point from 91 in October 2016-March 2017 period to 92 in April 2017-September 2017 period.

8. Information Technology 
In perhaps a very long period of time, the sector is witnessing a lull in hiring, due to the combined effects of the US government's restrictive policies and automation. With more and more IT services companies emulating Infosys in upskilling their workforce, and with the tech startup scene being dull, talent demand is expected to plateau in the short term. 

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 ?

Paper Boy to Poster Boy

As the alarm goes off at 4am, N Shiva Kumar is up on his feet, stacking his bicycle with newspapers. He has to deliver them before the sun appears on the horizon. A habit since Class 6, Shiva's life is set to change now. Come June 16, this newspaper-boy-turned-vendor will walk down the corridors of the Indian Institute of Management-Calcutta as a PGP student.

It sounds like a fairy tale, but the TOI vendor who cracked CAT 2012 has indeed grabbed a seat in the premier business school. Shiva, 23, an engineering student from Banaswadi, is the son of an illiterate mother and a father who was a truck driver. He started working as a newspaper delivery boy and for his debt-ridden family of four the Rs 150 he would bring home was a huge relief.

"Every morning people would come home asking my father to return the money he had borrowed. My father had a truck. But there were more liabilities than what he could earn with it. When I was in Class 3 or 4, I sold flowers that my mother strung into garlands by the roadside. It was only later that I found the job of newspaper boy," said the 8th semester computer science student of Bangalore Institute of Technology.

Shiva managed the part-time job along with school. "I was studying in an ICSE school. In Class 9, I was asked not to come to school till I paid the fees. The next day, I approached the first customer I was delivering the paper to, Krishna Veda Vyasa, and requested him to fund me. He hesitated, and said he didn't even know me. I asked him to do a background check, and he found I was the topper there. I requested him to pay one term's fee, but he paid for the entire year. He continued funding me ever since. I owe it all to him," he said.

He soon found an opportunity to be a vendor and started his own agency when in Class 10. "I'd learnt the tricks of the trade by then. My vendor had some 50 extra copies to sell and I took them from him. That's how I started," he said. The 50 copies have now grown to 500. "After school, I would take my cycle and identify new buildings and residents. I would approach them for business and ensured the papers reached before 6am. I had my own targets for a month," he explained his marketing tactics. He still delivers the paper along with four of his delivery boys.

"It was hard work. I had to get up at 4am every day, deliver the papers and head to school. I had to skip breakfast to be on time, but would still be late. In college, I opted to sit in the last bench during the first hour so I could catch up on some sleep."

IIM could not have rejected a seat for an aspirant like him. "After my family stabilizes, I want to start a charitable institution, Educate India, by which I can help the underprivileged gain some education. I could achieve this because someone helped me. In turn, I want to help at least 10 people," he said. Shiva is taking an education loan to fund his IIM course.

Lessons Learnt

1. Don't feel ashamed of what you are doing - take pride
2. Keep your dreams intact, alive and kicking
3. Don't wait others to help you - make money yourself
4. No job is inferior as you feel hard work seldom gets unrewarded
5. Time Management - from 3 am to 10 pm its all in your hands how to optimize.

All about HR Mapping

Image Source : CIPD UK

HR Mapping involves the following steps -

1. Business Vision Mission Statement
2. HR Policies and Process framework
3. HR Planning
4. Talent Acquisition
5. Succession Planning
6. Learning & Development
7. Performance Management
8. Statutory Compliance's
9. HR Software and HRMS
10. Exit Management

For a detailed and comprehensive study get in touch with us at hrinindia at gmail dot com or whatsapp HR 98800-80321

How to acknowledge achievers ?

A simple "hello" at the start of the day and "goodbye" at the end of the day is an obvious but sometimes overlooked form of recognition. As employees in nonprofit organizations are called upon to do more with less, spending just a few minutes chatting can open lines of communication and can set a positive tone for the day

Say a sincere thank you for a job well done. Do this often and be specific; for example "you handled that client well, thank you" or "thanks, those were some really good ideas that you provided at the staff meeting. They will move us forward to solve the problem"

A personal note can be very meaningful. Keep a pack of note cards in your desk for convenience. You could also send an e-mail to acknowledge work well done, with a copy to the executive director

Tell your employee about positive comments that you hear from others

Use the organization's newsletter as a way of acknowledging an employee or thanking staff for a job well done

Acknowledge individuals or teams at a staff meeting, management meeting, board meeting, or special event. This is often meaningful for the recipient and can be a source of inspiration for others

Organize celebrations - at the end of a project, after the quarterly review, individual milestones, team milestones or just because

Food is important. You could have muffins or cookies at meetings. Reward achievement with a box of chocolates, or bring in ice cream on a hot Monday morning or Friday afternoon. It does not have to be all of the time - keep it spontaneous

 Give a wrapped gift - his / her favorite drink

Acknowledge birthdays, work anniversaries, new babies and other significant life events. Gone are the days when work and the rest of life remain separate

Give out hour-off certificates for exceptional achievements. Let employees accumulate them for up to one day off

Have a team meeting outside the office at the local coffee shop or restaurant

Create a recognition bulletin board to post 'thanks' from clients

Give an employee a day off for a job well done

Ask an employee to represent you at a meeting outside the organization

Take an employee out to lunch

Attach a thank you note to your employee's pay cheque

Write down three things you appreciate about your direct reports and give it to them

Advise to HR Managers !

A HR Managers are advised to :

1. Good listening skills - you learn a lot by hearing others
2. Drafting skills - helps in defining easy to undersand HR policies
3. Negotiation Skills - In case of conflicts helpful in resolutions
4. Smile - being cheerful you can keep stress out of your ambit
5. Visible - do not confine to room, keep the doors open and move around employees
6. Engage - a dialogue with all ensure equal participation of introverts too
7. Helping nature - walk the extra mile and in helping others you help yourself
8. Love Haters - nothing wrong with those who simply criticize you for no reason
9. Nip in the bud - rumor mongers be strict and enforce rules to deal with it
10. No please all attitude - Its good to stand your ground and be counted rather than trying to please all !!

For HR consulting and Career Advise

Raghav
HR Advisor

Whatsapp 9880080321

What does HR do ?

 

 

Though it might sound repetitive the following are the key responsibilities of HR department

1. Recruitment & Selection
2. Promotions
3. Leadership / Talent Development
4. Compensation & Benefits
5. Succession Planning
6. Performance appraisals
7. Rewards and recognition
8. Payroll processing
9. Employee Records
10. Employee communication management
11. Employee Engagement
12. Learning & Development
13. Setting up Policy framework
14. Soft Skills / Technical upgradation
15. Immigration and Visa Processing
16. Benefits Administration
17. Health care insurance.
18. Employee Separation