Indeed, the employment relationship is constantly changing. First, there was the wave of resignations, which was followed by quiet quitting. In fact, three in five organisations that were part of the survey admitted to being concerned that quiet quitting will impact their business over the next year.

While more workers are seeking the hybrid model of work, employers are increasingly pressurising their employees to return to office. Why? Employers seem to be ill prepared to handle the issues related to hybrid working, which they are afraid will affect their businesses. With Millennials making up a significant portion of the workforce today, the tolerance of the workforce as well as expectations from the employment relationship have changed drastically. The youngsters in the workforce place a lot of emphasis on their employer’s duty of care. Not surprisingly, most of the employers agreed their employees expected them to shoulder duties towards them, which were once considered the responsibility of governments. Little wonder then that more employees today turn to their employers for reliable information than public services. That is why two-thirds of organisations that participated in the survey admitted that they are expected to look after their employees’ families and dependents in emergency situations or crises.

With many businesses and their employees caught in conflict zones, and other facing inflation and rising cost of living, employers need to now consider it part of their care duty to protect employees on these fronts too.

Employees expecting their employers to offer them support in terms of mental health and wellbeing is not something new. Given the volatile situations that prevail worldwide, these expectations have just gone up and become more urgent.

Clearly, it is not enough to simply offer occupational health services focused on the workplace and related environment. Employees, worldwide, need to be protected and nurtured, and they expect their employers to do it. If employers fail in this regard, they will see their best talent quitting and moving on to employers who can offer them the nurturing and protection they seek.

This will affect the productivity of organisations and result in increasing costs incurred to hire and train replacements for those who quit.

Seven per cent of the respondents of the International SOS survey—comprising risk decision makers responsible for employees, contractors, students, faculty and others within an organisation—were from Australia and New Zealand, 27 per cent from Asia, 24 per cent from Europe, 11 per cent from Africa, seven per cent from the Middle East and 23 per cent from the Americas.

The message is quite clear. The truly ‘great’ workplaces across the globe are the ones that will fulfil the expectations of the newer generations in the workforce, especially in terms of health and wellbeing. These are the employers that will grow their businesses and also care for their employees, and manage to come out triumphant in the ongoing talent war.

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The skill tests are being conducted by experts from Israel, who are on a mission to recruit Indian workers for jobs such as bar tending, tiling, carpentry and masonry in Israel. Within a week the selected candidates will be informed by the representatives of the Population, Immigration and Border Authority (PIBA), Israel.

Most of these hopeful candidates have attended workshops conducted by the Haryana government where they were made aware of the wages and job tenure among other details. They were also told that they would be paid in Israeli currency, which will amount to over one lakh rupees per month for eight hours of work daily. Their stint will last not more than about five years, that is, 63 months to be precise. They would also enjoy health insurance and provident fund benefits. They will receive their visa on arrival in Israel.

The candidates are reportedly required to pay Rs 10,000 to the government and bear the cost of their flight ticket. Educational qualifications are not being focused on.

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Fresh graduates who have interned or have held part-time jobs before will be hired. Candidates with experience in the hospitality and customer-service space will be preferred.

Only those who have passed at least Grade 12 may apply, provided they have a minimum height of 160 cm tall and can reach a height of 212 cm. Fluency in both written and spoken English is a must. Knowledge of any other language(s) in addition to English will be advantageous.

It is pertinent to mention here that Emirates’ cabin crew comprises members belonging to over 140 nationalities and speak about 130 languages.

Interested candidates will be assessed on the basis of their personality and team-playing mentality.

Applicant should be able to fulfil the employment visa requirements of the UAE.

The hiring will be done via open days and assessments in over 460 cities around the world.

The airline had ordered hundreds of new aircraft for its fleet. About 65 A350s and over a hundred each of Boeing 777-9 and 777-8 aircraft will start getting delivered to Emirates later this year.

Last year, that is, in 2023, Emirates had hired 8,000 cabin crew from over 353 cities, worldwide. By August of 2023, the airline’s cabin crew strength was over 20,000, and it has now reached 21,500.

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Presently, Job Hai has more than a lakh vacancies listed on it from tier 1 and tier 2 cities including Chennai, Mumbai, Nagpur, Hyderabad, Bengaluru, Delhi, Chandigarh, Bhopal, Noida, Gurgaon, Ahmedabad, Jaipur, Kochi and Pune.

This integration will also allow candidates to get in touch with the recruiters directly, which will facilitate fixing of interviews without delay.

The collaboration is aimed at empowering job seekers to find jobs that are most suitable for them in terms of skills match. With the resources of the two platforms now coming together, the network will be widened and will involve more recruiters and job seekers. The likelihood of candidates being noticed by the right recruiters will also go up.

Users of Vi will be able to access newly-listed vacancies half an hour early, while the visibility to recruiters will be doubled. The applicants will be able to track the status of their job applications too.

Available in 10 regional languages, Job Hai presently lists local jobs under 45 categories across over 50 cities. The profiles include that of graphic designers, telecallers, Sales personnel, business development personnel, back office, delivery workers, security guards and so on. It will be possible for Vi prepaid users to search for jobs within the locality or city they prefer.

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Mukul Harish Chopra, CHRO, ConveGenius, explains, “AI’s role in hiring is currently a two-way street, where companies use AI for recruitment, but candidates also employ AI to navigate AI-driven tests and assessments.”

“One of the strategies employed by candidates involves harnessing the power of AI, including platforms such as ChatGPT, to enhance their job applications. They utilise AI to craft polished resumes and construct responses to questions or assessments administered online”

Ramesh Shankar, senior HR leader and former head – HR, Siemens

Citing an example of how candidates use AI to their advantage and fool interviews, Chopra says, “During a virtual interview, a candidate may subtly request a question repetition or seek clarification, buying valuable time to access AI-driven resources for answers.”

He also explains how candidates are empowering themselves with AI to prepare thoroughly in advance. “With AI-powered tools, candidates can anticipate questions and have responses readily available. This proactive approach can give the impression of exceptional preparedness during interviews,” enunciates Chopra.

Ramesh Shankar, senior HR leader and former head – HR, Siemens says, “One of the strategies employed by candidates involves harnessing the power of AI, including platforms such as ChatGPT, to enhance their job applications. They utilise AI to craft polished resumes and construct responses to questions or assessments administered online.”

Shankar shares, “When creating resumes, candidates often turn to AI-driven tools to generate content that showcases their qualifications and experiences in the most appealing manner. These AI-generated resumes often employ industry-specific keywords and formatting techniques to increase their chances of passing through automated screening processes.”

Additionally candidates have also started using AI to craft responses that not only align with the job requirements but also optimise their chances of success. “This is particularly relevant when it comes to psychometric assessments, where AI can assist candidates in formulating answers that closely match the desired psychological profile sought by employers,” observes Shankar.

Sumal Abraham Varghese, general manager- HR and operations, TVS Mobility, agrees that AI-driven recruitment definitely raises the question whether utilising AI for candidate evaluation is advantageous or detrimental.

He feels that “this emerging trend offers several potential benefits, especially from an organisational standpoint.”  Varghese enumerates, “AI tools can analyse not just qualifications but also factors such as body language during interviews, adding another layer of data for assessment. This can be valuable for employers facing challenges in finding suitable candidates.”

“With AI-powered tools, candidates can anticipate questions and have responses readily available. This proactive approach can give the impression of exceptional preparedness during interviews”

Mukul Harish Chopra, CHRO, ConveGenius

Shailesh Singh, CHRO, Max Life Insurance, is of the opinion that candidates using AI to enhance their preparation for screening and interviews is understandable. On the other side of the spectrum, employers are also leveraging AI to smartly design questions that actually test the intelligence of the candidates and the application of the knowledge they possess. After all, candidates cannot prepare answers to questions that can only be answered from practical experience.

When it comes to decision-making, Singh emphasises that the essence of human judgement, leadership acumen and the ability to adapt to dynamic situations are challenging for AI to replicate in the short term.  So, interviewers in the future may have to pose questions that require “a blend of human intelligence and leadership skills” to answer effectively.  “A candidate who possesses these abilities can be a right choice as these abilities complemented by AI tools may be the only right way forward, according to Singh. This combination allows employers to make well-informed decisions while also maintaining the authenticity and depth of human interactions,” explains Singh.

Candidates are becoming increasingly savvy at identifying the keywords and phrases that AI systems are designed to detect. Like Shankar pointed out earlier, by integrating these keywords into their responses or résumés, candidates can increase their chances of passing the initial screening. For instance, if a job posting emphasises ‘team collaboration’,  candidates may ensure their résumés and interview responses highlight their collaborative skills.

Several companies and platforms offer AI interview-practice tools that simulate real AI-based interviews. Candidates can use these tools to gain familiarity with the technology and better understand how to respond to questions. They can learn to optimise their answers for AI algorithms, improving their chances of success during actual interviews.

AI-based interviews often include emotion-recognition technology that analyses candidates’ facial expressions and body language. Some candidates have attempted to manipulate these systems by consciously controlling their facial expressions or using subtle gestures to convey desired emotions. This can make them appear more confident or enthusiastic, potentially improving their chances of success.

“A candidate who possesses these abilities can be a right choice as these abilities complemented by AI tools may be the only right way forward”

Shailesh Singh, CHRO, Max Life Insurance

Candidates have also started reverse engineering AI systems by studying their behaviour. By gaining insight into how these algorithms work, they can craft responses that align with the system’s expectations. For instance, if they discover that an AI tool favours longer answers, candidates may provide more detailed responses to increase their chances of being selected.

Ethical considerations: While candidates’ strategies to navigate AI-based interviews are innovative, they raise ethical questions. It’s essential to strike a balance between using technology to gain an advantage and maintaining honesty and transparency in the hiring process. Employers should be aware of these tactics and continuously update their AI systems to minimise manipulation.

Varghese warns, “Some candidates may try to tailor their responses to what they believe the AI is looking for, rather than providing genuine insights into their skills and abilities. This can undermine the goal of accurately assessing candidates’ problem-solving and decision-making abilities based on their responses.”

According to Chopra, “When it comes to distinguishing between candidates and assessing accuracy, AI merely automates what humans have done manually for years.”

“Some candidates may try to tailor their responses to what they believe the AI is looking for, rather than providing genuine insights into their skills and abilities”

Sumal Abraham Varghese, general manager- HR and operations, TVS Mobility

Moreover, AI may streamline initial screening, but it’s not foolproof, as candidates can still manipulate keywords and content to meet criteria. “The ultimate hiring decision still rests on human judgement. This is exemplified by past experiences, where even telephonic interviews were delegated to proxies, revealing loopholes,” opines Chopra.

Looks like it is time for recruiters and interviewers to think of techniques that will help identify genuine candidates who are suitable to fill roles — candidates who are actually knowledgeable and not trying to outwit smart AI-driving hiring processes using smarter AI tools.

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The post Despite axing 7,000 jobs, Salesforce is actively looking for new recruits appeared first on HR Katha.

Talent war

Today’s organisations are failing not because of their product or strategy, but because of their hiring. They are all hungry for talented professionals to bring innovation and deliver world-class experience for their customers. There was a time when people started their career with an organisation and stayed with the same organisation till retirement. It was common to see people serving the same organisation for three to four decades.

With businesses becoming more dynamic, there is a lot of demand for talented professionals and companies are doing every bit – great offers, flexibility, perks, employer branding and so on – to attract the best talent.

Offer stage: Company’s investment in hiring

Hiring is an expensive process— There is considerable financial investment in paying commission and recruitment consultants; there is significant  investment of time with recruiters screening tons of resumes and scheduling innumerable interviews; countless hours go into interviewing by the hiring team to finally find a person who fits the role and who finally accepts the offer and commits to join.

Notice period: The time between offer date & joining date

The real challenge is the notice period. This is when the companies close their positions and are committed to the offer letters handed over to the candidates. The candidates, however, see this as another opportunity in their kitty and explore more options during the notice period with their previous employer. This may not be the case with every candidate, but this behaviour is becoming the norm. A large percentage of candidates are exhibiting this pattern. No one likes to leave money on the table, and that’s fair enough. However, if the candidates feel like they have left money on the table with their current employer or with their first offer, they are bound to go to the next one.

Joining day: The company’s investment goes down the drain

Making choices and decisions is freedom, and making them on time is life changing, but the candidates holding offers tend to do exactly the opposite. They procrastinate and put off making the final decision until the day of joining the company. Meanwhile, their new employers / recruiters continue to wait for the candidates to show up. Alas! The candidates never show up. Millions of dollars are wasted daily owing to this one problem of candidates not showing up to join after having committed to joining the company.

The devastated recruiters or hiring managers are left staring at the offer letters and asking themselves, “What’s the value of the signature by the candidate on this offer letter? Does it mean anything to them at all?”

What if the tables are turned?

What if the employers exhibit this behaviour? What happens if on the date of joining the employers say that they have found a more suitable candidate? Ouch! It will hurt the candidate’s sentiments deeply. The Glassdoor, and other such forums will be flooded with complaints about the employer. The candidates will vent out their agony. Corporates and even small companies cannot indulge in such behaviour since it goes against the basic values of integrity and commitment.

Offer letters are becoming a one-sided commitment

Companies are now vocal on social platforms highlighting how candidates continue to search for roles during their notice period, post signing the offer letter, while the companies stop looking further.

Role of placement  

Campus recruitment has played a major role in most of the students’ careers. The anxiety of facing the first interview to landing a job offer, to getting the first salary – memory of a lifetime!

There is generally a rule in most educational institutions — once candidates accept an offer from a company, they are not allowed to attend any further interviews of other companies that visit thereafter.

Weird as it may appear to be to the candidates, the rule exists for a reason. About 30 per cent of the students will have multiple offers and the rest will be left with none because every company will try to grab the best.

Our educational institutions made this rule so that most of the companies get a candidate who will join for sure and start their career with them.

Pseudo unemployment

On the one hand there is a lot of unemployment — people with good skills/ education are not getting jobs— and on the other hand there are companies with  hundreds of positions still open. This is because the top-tier talents fail to make timely decisions unlike when they did at the time of receiving their first job offer through campus recruitment.

Effect on deserving jobseekers

When a candidate fails to  show up on the date of joining, another deserving candidate who really wanted the same job loses out. The latter may, for instance, not be considered in the fresh recruitment cycle and may end up being barred from reapplying as most companies have a minimum six-month policy to avoid repeat candidates.

If candidates have accumulated an average of five offers, they have also deprived four other job seekers of the opportunity to join their dream company. If the jobseekers with multiple offers decommit in time, the other four offers could have been accepted by eligible jobseekers. The domino effect doesn’t stop there because most job seekers, including those juggling multiple offers, are not spared from this endless loop. It is likely that they too would have missed out on an opportunity to join their dream company because someone would have blocked them from that offer with no intention of joining. This cycle deprives 90 per cent of job seekers from getting the job they actually want.

Transparency is beneficial

The need of the hour is  a more transparent system where candidates with offers can commit and de-commit without fear of repercussions and in a manner that gives recruiters ample time to offer the open role to other desirable candidates.

There is a need for more open and transparent platforms that address the problem of candidates backing out from their commitments at the last minute. By introducing much-needed transparency, recruiters can know the commitment and de-commitment status of their offered candidates, actively renegotiate and seek commitment clarity from candidates. It also enables recruiters to close the open position on time by making the offer to other jobseekers, creating a win-win for both companies and job seekers. Additionally, such platforms can also help to build trust and confidence in the recruitment process for both employers and candidates.

   The author Ayushi Rungta is founder Openoffers.                                                     

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While the employment outlook is 47 per cent in the IT space, it is 41 per cent in the finance and real-estate space, and 33 per cent in the energy and utilities space.

According to a study, in the industrials and materials segment, the employment outlook is 39 per cent, while the figure is 40 per cent each for the transport and logistics and the healthcare and life sciences sectors.

Other key sectors, such as consumer goods and services and communication services project an employment outlook of 34 per cent and 19 per cent, respectively.

The employment outlook of large businesses is double that of small or micro businesses.

Hiring expectation for micro businesses with less than 10 employees is about 23 per cent, while for large businesses with over 250 employees, the expectation is 46 per cent. Employment outlook for small businesses with 10 to 49 employees is 35 per cent, while medium-sized businesses with 50 to 249 employees have an outlook of 34 per cent.

About 84 per cent of over 3,000 employers surveyed, plan to hire for green jobs or roles that require green skills. In North India, 85 per cent employers plan to hire for green jobs, while in South India, 83 per cent plan to do so. About 84 per cent employers in West India intend to hire for roles requiring green skills, whereas in East India, 81 per cent intend to do so.

In the consumer goods and services sector, more than 37 per cent employers/ organisations have only just begun to understand the need for green jobs and skills. About 23 per cent have started to actively hire for such roles, while 16 per cent plan to either hire or upskill/reskill existing employees for green roles.

In the energy and utilities space, 88 per cent of organisations surveyed have expressed a positive outlook towards hiring for green roles. More than 42 per cent organisations in this sector are only beginning to understand green jobs and the need for green roles, while 36 per cent are actively hiring for such roles. About 10 per cent have planned advanced strategy to hire and upskill/reskill current staff for green skills.

In the finance and real estate space, 39 per cent organsiations are starting to understand and define their requirements for green jobs and skills, while 25 per cent are actively hiring and 22 per cent have planned advanced strategy to hire and upskill/reskill existing employees for green roles or skills.

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The carrier, which will soon be integrating AirAsia into it, has received a huge response from candidates.

Over the past few days, recruitment drives have taken place across Kozhikode in Kerala, Bhopal in Madhya Pradesh, Imphal in Manipur, Guwahati in Assam, Surat and Ahmedabad in Gujarat and even Mangalore in Karnataka in addition to all the metros.

With Go First having collapsed, many pilots and crew are on the lookout for jobs. Meanwhile, rival airlines have increased their number of flights and destinations, and are actively looking for crew. Air India, Vistara and IndiGo have increased the frequency of flights to make up for the gap created by Go First’s halt in operations on many busy routes.

While Air India Express used to be under the Indian Government, it is now owned by the Tata Group, after the latter acquired it along with the full-service airline, Air India, early last year, that is, 2022.

In addition to Air India and Air India Express, Tata Group is also the owner of the budget airline, AirAsia India. The Tata Group has a 51 per cent stake in Vistara, its joint venture with Singapore Airlines.

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However, AI has the potential to displace jobs. The World Economic Forum’s recent report predicts that AI could displace 75 million jobs by 2022 but could also create 133 million new jobs over the same period. To avoid job displacement, upskilling and reskilling the workforce is crucial, which means providing employees with training and support to adapt to new roles created as a result of AI. Investing in education programs that prepare people for future jobs is also necessary.

IBM is taking a proactive approach to job displacement by pausing hiring on jobs that could be replaced by AI and investing in programs designed to upskill and reskill its workforce. Moreover, AI-powered tools can be used to transform employee management by analysing employee data and providing managers with insights into employee behaviour and performance. ChatGPT, an AI-powered chatbot developed by OpenAI, is an example of cutting-edge AI tools used in various business areas, including customer service, sales, and marketing.

IBM is a leading player in AI research and development, with a significant investment in the technology’s advancement. However, the company is also aware of the potential for job displacement that comes with AI, and has taken a proactive approach to address this issue. For instance, IBM has paused hiring for roles that can be replaced by AI and automation, and is providing upskilling and reskilling programs to its workforce.

AI is revolutionising employee management by enabling managers to analyse employee data and gain insights into their behaviour and performance. AI-powered tools can monitor employee activity and identify patterns that may indicate an employee is disengaged or at risk of leaving the company.

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A recent study by campus hiring experts reveals that only about 5.5 per cent of the total candidates who appeared for the placement drive got a package of Rs 50 lakhs per annum or above.

That means, not more than 960 students bagged lucrative offers as per expectations.

It is reported that almost 54 per cent of the students in the top tier, numbering about 7,020, and half of the students in the next level, numbering about 2,250, bagged job offers with salary packages between Rs 10 and Rs 16 lakh per annum.

About 1,430 of the top-tier students, that is, about 11 per cent received jobs that pay Rs 16 lakh per annum. About 40 per cent of students in the second tier, that is, about 1,800 in number, got offers of Rs 16 lakh per annum.

Clearly, it is not really the organisations in the top tier that pay the highest salaries even though they may be the ones hiring ace-quality talent from the IITs.

While nearly 90 per cent of students who participated in the placement drives accepted a job offer, maximum jobs went to students of computer science engineering, electronics and communication engineering, as well as streams such as electrical and electronics, artificial intelligence, machine learning and data science.

Higher salaries were offered to participants from the IITs of Mumbai, Madras, Delhi, Kharagpur, Kanpur, Guwahati, Roorkee, BHU Varanasi and Hyderabad, as compared to students from the IITs Dhanbad (ISM), Ropar, Bhubaneswar, Gandhinagar, Jodhpur, Patna, Indore and Mandi campuses.

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A witty ad describing the role states: “This position is an editing job and also very much an eating job – you’ll get a $30,000 annual restaurant budget for dining out. If that sounds amazing rather than intimidating to you, we should talk!”

The senior editor role at The Infatuation, JPMorgan Chase’s restaurant review operation, offers a starting salary between $85,000 and $130,000. The bank acquired The Infatuation in 2021. The Infatuation is a New York-based restaurant recommendation website and messaging service.

The candidates must have at least five years of experience and a keen eye for detail. 

Meanwhile, the staff writer in London will have the opportunity to dine out at multiple restaurants per week.

JPMorgan Chase & Co is an American multinational financial services company headquartered in New York City and incorporated in Delaware. It is the largest bank in the United States and the world’s largest bank by market capitalization. 

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It was discovered that the candidate, who had scored full marks and attained seventh rank, had only attempted 21 questions. Following this, the case was looked into by the Criminal Investigation Department (CID). Investigation results were submitted via 1,975 pages of charge sheet against 34 accused people.

Amidst all this, there were allegations that hundreds of candidates had paid About Rs 70 to Rs 80 lakhs in bribe to various officers and ministers to be selected as PSIs. An IPS officer from the additional DGP rank was also arrested in this connection, and later suspended.

The charge sheet highlights the irregularities and illegal activities that took place at the examination centre at Jnana Jyothi English Medium School, which is owned by Divya Hagargi, a political leader who was later arrested along with her husband, Rajesh Hagaragi and his brother RD Patil. A circle police inspector and DySP were also arrested in connection with the scam.

Hagargi, along with many others, has now been granted bail.

The Karnataka government had conducted the exams again in October 2021, for 545 PSI posts, following the scam. About 54,041 candidates took the exam, for which the results were announced in January, 2022.

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As per media reports, the new hires will be for direct as well as indirect roles. The Company already has about 8,000 members in its workforce, of which about 5,500 are working out of Tamil Nadu itself.

The Company will collaborate with the State government for these recruitments so that talent from across districts can be tapped.

Collaborations have been planned with various institutes and colleges across Tamil Nadu to tap talent suitable for the emerging requirements of Tata Electronics.

Last month, there was news of Tata Electronics offering jobs to about 1,900 tribal women at its Tamil Nadu plant. The recruitment drive was conducted via a tie-up with the Ministry of Tribal Affairs. Over 2,600 women / girls had turned up for the recruitment drive. The selected women were sent to work as entry-level operators at the greenfield plant of the Company in Krishnagiri, after undergoing a training of about 12 days at the plant. As reported by Hindustan Times, these girls would receive Rs 15,000 as salary for a year along with other benefits. As they are already Class 12 pass, they will be allowed to pursue graduation.

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The Company is looking out for people for its various departments including packing, loading, sorting, picking, unloading, delivery, inspection of returns and cargo fleet management. It requires more hands at its warehouses, as well as for delivery and logistics.

This is reportedly the highest hiring by the Company so far. Last year, it had hired about 11,000 people to tackle the festive rush.

Meanwhile, Qatar Airways is also looking out for talent in the areas of culinary, cargo, management, customer service, corporate and commercial, flight operations, administration, digital, ground services, safety and security, digital, front office, sales and finance.

Qatar Airways in India is looking for people to fill vacancies across its various units, including the Qatar Airways, Qatar Duty Free, Qatar Aviation Services, Qatar Airways Catering Company, Qatar Distribution Company and its hotels division, Dhiafatina.

Those interested may start applying from 16 September 2022 onwards. In Delhi, the recruitment will be on from September 16 to 17, 2022, while in Mumbai it will be on from 29 to 30 September. Those keen to be part of the team may apply via the Airline’s website: https://qatarairways.com/recruitment

The employees of Qatar Airways are assured of competitive salaries and tax-free income, which is inclusive of allowances as well as accommodation.

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It will be relying on its hackathons to tap quality talent and also pick the best talent via placement drives, in line with its ‘Grad Recruitment Programme’.

The firm is on the lookout for talent in the areas of product and design, and engineering.

The Company is working towards offering research students opportunities to apply their research in the Company. It is keen to be part of the research projects of various institutes and collaborate with them to plug any skill gaps in their curricula.

Atlassian’s ‘Team Anywhere’ initiative offers employees flexibility to work from home, from anywhere in the world, and it hopes the policy will attract talent from all over India too.

Presently, its India R&D team is the one that is growing at the most rapid rate, globally.

Globally, Atlassian seeks to hire about 25,000 people over the next four years.

In August 2022, the Sydney-based technology firm had made headlines when it began construction of its office tower in Sydney’s Central Station, which is said to cost over a billion dollars.

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The last date to apply is 19 August.

These vacancies will be for a tenure of three to five years, on deputation, which may be extended to not more than seven years. These posts can be anywhere in India and are liable for transfer.

Meanwhile, the Defence Research and Development Organisation (DRDO) is recruiting scientists and engineers for 630 vacancies. The last date to apply is 29 July. The salary will be about Rs 88,000 per month. Those interested may apply online via rac.gov.in.

The candidates who will be shortlisted basis their GATE scores and their performance in the written test, will be later called for a personal interview.

Bharat Sanchar Nigam (BSNL) Haryana is recruiting apprentices as per the Apprentices Act 1961. Forty-four posts have been notified and those interested may apply via the official website www.mhrdnats.gov.in before 19 July, 2022.

Elsewhere, in Uttar Pradesh and Uttarakhand, the Indian Army is gearing to conduct a recruitment rally for Agniveers.

As per the schedule from the Ministry of Defence, the rally in Uttar Pradesh will commence on 19 August in Bareilly, Badaun, Shahjahanpur, and other locations. In Uttarakhand, the rally will begin on the same date in the districts of Dehradun, Chamoli and Haridwar.

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The order issued by Air India is in the form of a reminder to the employees living in the quarters to vacate the accommodation as directed by the Air India Specific Alternative Mechanism (AISAM).

Air India, which is now owned by the Tata Group, has almost 1800 employees residing in these two locations.

Post acquisition by the Tata Group, in line with the disinvestment conditions, the Government will continue to hold Air India’s non-core assets including the said housing colonies.

Employee unions have been raising their voices against the move, and even plan to approach the High Court.

In 2021, Air India had given these employees six months’ time to vacate these houses, which were given to them in lieu of house rent allowance, and are conveniently located not far from the airport.

The employees living in these quarters in Mumbai admit that it is only because of them residing close to the airport that they are able to make it to the airport on time for duty, despite the traffic snarls and heavy rains that Mumbai is known for.

Meanwhile, Air India, under its new owners, is embarking on a hiring drive. Walk-in interviews for cabin crew are to be conducted in Mumbai, Bengaluru, Kolkata and Hyderabad on 1 June, 4 June, 27 May and 8 June, respectively.

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Oil and Natural Gas Corporation (ONGC) has invited online applications for 922 regular posts across departments such as production, technical, accounts among others at various locations, including Delhi, Mumbai, Goa, Gujarat, Dehradun, Chennai, Agartala, Assam, Kolkata and Jharkhand.

The last date to apply is 28 May, 2022.

The salary for those selected will be Rs 24,000 to Rs 98,000 per month. The selection will be done basis a computer-based test, after which there will be a test of typing speed, physical standard or skills, as per the post.

Meanwhile, State Bank of India (SBI) is also looking to recruit specialist cadre officers (SCO) for the posts of system officer, executive, senior executive, and senior special executive.

Those interested may apply on sbi.co.in before 17 May, 2022.

Broadcast Engineering Consultants India (BECIL) has also released a recruitment notification, inviting eligible candidates for 86 posts of data entry operator. Interested and eligible candidates may apply via the official website, becil.com. before 22 May, 2022.

Telangana State Southern Power Distribution Company (TSSPDCL) is likely to invite applications from eligible candidates for the posts of junior lineman (JLM), junior engineer (JE), and sub engineer (SE). About 1271 posts are likely to be announced soon.

The post Hiring news from across India appeared first on HR Katha.

The tech team of mPokket includes PHP developers, Python developers, quality engineers, and DevOps engineers. mPokket is looking to source at least 20 out of 70 engineering talent from tier 2 colleges —for its flagship Tech Rangers programme.

With its headquarters in Kolkata, and offices in Bengaluru and Hyderabad, mPokket had recently hired Vikram Singh, previously an associate director at Myntra, as head of product.

mPokket helps college students and young folks to secure loans. The app — which has been downloaded 70 million times till now, and boasts of two million satisfied customers —is available to download from Google play. People who are interested in obtaining a loan have to log into the app with their phone numbers. They will be asked to sign up through their Google or Facebook account. After signing up, they will have to set a password and select their profession. Once they submit their KYC documents and record a video selfie, they will be able to set the amount of loan they desire and obtain it in a matter of minutes.

The post mPokket to recruit 1,500 by 2022 appeared first on HR Katha.

In short, just imagine the wise old man who has the answers to everything, this book is that wise old man. For a change, he is not sitting high up under a tree on a mountain peak, but whispering sound advice from within the pages of this book.

Replete with suggestions, tips and strategies — and yes, all of it practical and oft repeated by elders to youngsters who are starting out on their professional careers — this book is the must-have guide for job aspirants.

For instance, the first chapter reminds one of Three Idiots, the movie. It drives home the point that an individual’s own desires and wants matter. A career has to be chosen on the basis of individual strengths, interests, likes, dislikes, qualifications and behavioural characteristics among other things.

This is such a significant factor, which most youngsters tend to forget in the chaos of results, placement drives and offer letters. And for those readers who are still unsure of themselves, the chapter also suggests self-assessment tests that can help one get to know oneself better.

One of the factors often ignored by job seekers is that just as companies have their own recruitment strategies to hire candidates, job aspirants too should have job-search plans that are unique to their specific needs. Job Search Secrets points out ways to identify the key external and internal references and seek their help to bag a much sought-after job.

And for the millennials in this digitally-charged world, there is the most important chapter on how to use social media to one’s advantage to search for a job.

In fact, there is nothing that has been left out by Subir Verma and Sagarika Verma in their book.

Right from CVs, to job portals, personal branding, networking, and ways to establish connect and build profitable relationships via online forums, communities and Twitter, the book has it all.

Small but significant things, such as using a customised LinkedIn url instead of an automatically assigned one are things that people rarely point out to anyone, but are significant all the same.

Are you a fresher biting your nails in anticipation of the placement drives in your campus? The authors will tell you all that you need to know in order to crack each and every stage of the campus interviews. They even throw in sample scripts to help prepare video resumes that can grab eyeballs!

If you are already in a job and have a better offer in hand, the authors guide you through the process of exiting gracefully and professionally, without burning any bridges.

There is even an entire section on how to get the most out of LinkedIn, to demonstrate credibility and highlight achievements! It throws in advice to readers to be more creative and personal on Twitter.

Just when you think ‘how to prepare for interviews’ and ‘think like an interviewer and not as a candidate’ are topics that have been done to death, there emerges a piece on new-age interviews. From basic telephonic interviews to recorded or robotic interviews of the AI age, nothing has been spared mention by the Vermas.

Right from the first word, to the last, each chapter is loaded with useful and relevant information to ready you for that corporate journey.

The post Job Search Secrets — Master the Art of getting a job appeared first on HR Katha.

At a time when the job market is really tight and other carriers too are on a hiring spree in the US, the Dallas-based airline had no option but to resort to this internal incentive scheme, which awards points via a rewards programme. Staff will earn Southwest Airlines Gratitude points or SWAG, for each candidate they refer.

As per the referral scheme, a total of 20,000 SWAG points will be offered, provided the referred candidates are selected and stay on at the Company for at least six months. The bonus programme will run for the next three months, till November 20.

The SWAG points allow Southwest employees to buy gift cards, catalogue items as well as trips. The Airline has been offering a minimum wage of $15 an hour since August 1 as part of its retention and recruitment efforts.

With people opening up to travel in the US, Delta Air Lines is also looking for talent to fill 5,000 vacancies, while American Airlines is looking to take on about 800 flight attendants and 1,350 pilots.

While domestic/leisure travel in the US seems to be picking up, globally, fear of the delta variant of the coronavirus is slowing down recovery of the aviation as well as the travel and hospitality sectors. With many pilots considering quitting for good or retiring or looking out for other job options, a dearth of quality talent is anticipated.

Elsewhere, in the UK, a recruitment agency is said to have received 400 applications for about 30 vacancies of Boeing Co. 737 cargo pilots! Most of the applicants were pilots who used to fly commercial passenger planes, which shows that there are desperate and jobless people in the aviation space out there.

The post Southwest Airlines to fill 4,500 posts, offers attractive referral bonus appeared first on HR Katha.

Apparently, against the sactioned 16,421 posts of gram panchayat and panchayat development officers, only about 11,000 appointments have been made till date. The state has over 58,000 gram panchayats.

No relatives of the gram pradhans can be considered for these posts, as per the rules of hiring issued, and all hiring-related information will be disseminated by the pradhans of the respective gram panchayats. Candidates can apply within 15 days of issue of notice, and all applications will be examined by the panchayat committee.

The government will work on renovating the existing panchayat bhawans to function as “mini secretariats” with enough space to accommodate banking correspondent sakhis and common service centres for the villagers.

Those aged 18 and up to 40 can apply. A relaxation of five years will be given to SC/ST and OBC candidates. Seats will also be reserved for the SC/ST and OBC candidates. Applicants should be residents of the same gram panchayat for which they are applying and should have passed at least the intermediate examination with average marks.

Preference will be given to candidates who have lost a family member to the COVID-19 pandemic.

The post Largest contractual recruitment by Uttar Pradesh government appeared first on HR Katha.

After completing her post-graduate diploma in personnel management from Xavier Institute of Social Sciences, Parmar joined Honeywell in 2004, as the organisational development (OD) specialist, where she focused on developing and strategising team, group and organisational-level OD interventions. Parmar has been working with Honeywell and its different businesses for over 17 years now. During her long and successful tenure, she has honed her skills and grown into a strong HR leader.

After joining Honeywell, Parmar got her first promotion within two and half years, as HRBP. In 2011, she was elevated to the role of head of business HR, with the responsibility to deliver HR solutions for the ACS business at Honeywell, including talent acquisition, talent development and engagement, performance management and compensation, organisation development and change management.

Three years later, Parmar was appointed as the global staffing leader at the Company, where she facilitated the development of staffing strategies by partnering with business to secure, understand and manage the immediate and long-term workforce requirements for Honeywell Technology Solutions (HTS), globally.

In 2016, Parmar was again promoted as director staffing for India at HTS. She played a significant role in developing talent acquisition and recruitment-delivery strategies needed to meet country business objectives. She partnered with India business leadership and HR leadership teams of different businesses and locations, to drive strategic staffing processes by identifying critical staffing needs and optimising delivery. After almost two years, she was designated to handle the portfolio of director HR at HTS.

The post Honeywell elevates Sumedha Pal Parmar as head-HR appeared first on HR Katha.

The state government has communicated to the Karnataka High Court that a draft notification was issued last month, to make amendments to Rule 9 of the Karnataka Civil Services (General Recruitment) Rules, to make provisions for this one per cent reservation for members of the transgender community.

Jobs will be reserved in each category of general merit, scheduled caste (SC), scheduled (ST) tribe, and each of the categories of other backward classes(OBC).

A copy of the draft notification was submitted to a division bench of the High Court, and no objection has been received to the same. Fifteen days’ time was given to the public to raise objections or concerns, if any. The draft notice also mentions that all appointing authorities will have to mandatorily introduce a separate column for ‘others’ in any application form for recruitment to any category of Group A, B, C, or D jobs, which has columns for male and female candidates, so that transgenders can be identified and become eligible for reservation. In case there are not enough eligible members from the transgender community available, to fill the one per cent reserved seats, then male or female candidates from the same category should be considered for the post.

The post 1% reservation for transgenders in Karnataka government jobs appeared first on HR Katha.

Yogita Tulsiani, director and co-founder, iXceed Solutions, says, “This year’s hiring plan represents our commitment to accelerate iXceed’s growth in SE Asia, Middle East, and the US, thereby, resulting in an aggressive expansion spree. Our business growth strategy has an eye to make profitable and sustained business growth in these markets. With the present hiring plans, we look forward to achieving multifold growth for the company by the end of FY22.”

The AI-based , people-centric recruitment firm will hire people for various levels of management and administration, and also account directors, technical and pharma recruiters and IT managers.

The Company has been expanding and taking on new clients even amidst the pandemic. It has added delivery centres across India to better serve clients.

iXceed offers efficient talent solutions that leverage artificial intelligence and machine learning, to build sustainable businesses and connect talent with global opportunities. Presently, it is on an astronomical growth trajectory, from a revenue growth rate of 40 per cent YOY in 2019 and expecting to grow at 50 per cent YOY by 2021.

To facilitate an expansion business growth, iXceed Solutions is continually investing its resources to transform the global talent and recruitment industry. Apart from the UK, the Company is strengthening its presence in Europe, the US, the UAE and of course India.

The post iXceed to expand globally, hire 100 across regions appeared first on HR Katha.

The fast-food chain that specialises in tacos and burritos had announced that it would raise the average hourly wage to $15 for all new hires, instead of $13.

Starting June, wages will range from $11 to $18 per hour. The Chain is looking for staff for its 200 new outlets that are set to open this year. In addition, there are already about 20,000 vacant positions across its outlets in various locations.

Interestingly, Chipotle launched a new wellness platform for its employees, in collaboration with Aduro. Called Strive, this platform is aimed at improving the mental health of its staff, in a holistic, proactive, and inclusive manner. The platform gamifies each staff memebr’s wellness experience and offers them a chance to win gift cards and even save money on health insurance, among other benefits.

All Chipotle associates, whether they are part of the Company’s medical plan or not, along with their family members, can avail of in-person, phone, or virtual visits with a licensed counsellor. This facility has been made available in collaboration with Health Advocate.

The post Chipotle uses online chat platform for job fair, attracts 23K+ applications appeared first on HR Katha.

According to a press briefing, eligible Indian citizens may apply for the post of junior associate (customer support &sales) in clerical cadre in State Bank of India, but they may apply for vacancies in one State only. In other word, candidates may appear for the test only once under this recruitment project,” the SBI has said.”

Through this recruitment, a total of 5000 vacancies will be filled, out of which 237 are backlog vacancies. Candidates will be evaluated on the basis of two tests — the preliminary and the mains — out of which the preliminary is scheduled to take place in the month of June 2021.

The basic eligibility for the post is graduation and the age bar is 20 to 28. The SBI job notice also invites applications from eligible Indian citizens for appointment as junior associate (customer support & sales) in clerical cadre in State Bank of India. As in the case of junior associate vacancies, interested candidates may apply for vacancies in one state only.

The candidates pursuing the final semesters or years of graduation may also apply, provided they can produce the pass certificate by August 16, 2021, if provisionally selected. The notice, further states that all the selected candidates will have to serve a probationary period of six months on selection.

The post SBI to recruit 5000 junior associates across India appeared first on HR Katha.

The Indian branded omni-channel chain of Bharat’s Kiranas, headquartered in Gurugram, is a 360-degree solution provider, expanding its team across various roles in 2021, as it expects a significant growth momentum in its online and offline business channels. It will hire in the areas of technology, business development, FMCG supply chain and operations.

With the fresh hiring, its team is expected to double in strength, with its technology team set to grow more than thrice its present size. The fresh hiring will meet the high growth appetite of the business and build end-to-end technology solutions leading to enhanced consumer and partner experience.

Express Stores offers a 360-degree solution to retailers, helping them deliver greater value to consumers. While its partner stores end up as branded stores, its retailers experience hassle-free retailing.

With the objective of empowering local Kirana stores, Express Stores’ franchise model leverages technology both at the backend in supply chain, inventory management, partner management, intelligence and at the front end in consumer and partner facing technology.

Other investors who have invested in VMWare include Kunal Bahl, Rohit Bansal (Snapdeal), Anupam Mittal (People Group) and Amit Singhal (Google).

Apoorv Jain, co-founder & CEO, Express Stores, shares that the mission of Express Stores is to “organise and modernise small Kirana stores and make the business profitable from the first month itself.”

The post Express Stores looking to hire and expand appeared first on HR Katha.

From its social media posts, it is clear that the Company is on the lookout for engineers, engineering managers, software engineers and product managers as well.

Coinbase hopes to take advantage of the quality engineering talent that India has to offer, and which it requires to develop new techniques that will facilitate the interaction of customers with the cryptoeconomy.

The exchange is actively recruiting in Japan, Singapore, Canada, Ireland, the US and the UK. It now hopes to establish a strong presence in India.

Meanwhile, the Government of India’s stand on cryptocurrency remains unclear. The crypto industry, however, is hopeful that there will be no probation on crypto trading or investments in the country.

Also, with the Indian government demanding that companies mandatorily reveal their cryptocurrency investments, the hopes of startups and investors have only been fanned.

Founded in 2012, Coinbase is now listing itself in the exchanges in the US. It supports cryptocurrencies, such as Bitcoins and Ethereum, and boasts of 43-million users.

Coinbase Ventures, the investment division of Coinbase, has invested in CoinDCX, the Indian cryptocurrency exchange in which it has put in $13.5 million in a series B round in 2020.

The post Coinbase to start operations in India, begins hiring appeared first on HR Katha.

There are 20 vacancies in total and only those who are 30 or below may apply. Candidates with an MCA, BSc, BTech or BE degree will be preferred.

Selected candidates can earn up to Rs 14 lakh a year.

The reserved classes will also get the benefit of maximum age relaxation.

Candidates will not be required to appear for any exam or test. They will be selected purely on the basis of merit.

Meanwhile, the Uttarakhand Metro Rail, Urban Infrastructure & Building Construction Corporation (UKMRC) has invited applications for the post of legal assistant. The candidate should hold a bachelor’s degree in law from a recognised university. For candidates who are working in or have worked in the Govt./Railway/ Metro rail/PSU, experience in the legal department is mandatory.

The Intelligence Bureau, Ministry of Home Affairs (MHA), is also directly recruiting for the post of assistant central intelligence officer, grade-II/executive. Those applying should be between 18 to 27 years, but there is relaxation in the upper age limit for candidates belonging to the reserved categories.

Candidates will be selected on the basis of a written exam, a descriptive type exam and an interview.

The combined performance in all three will determine whether the candidate is shortlisted. The final decision will be made based on the candidate’s character assessment and verification of antecedents, and a medical examination.

The post LIC India hiring management trainees and assistant managers appeared first on HR Katha.

The online registration for MAHA Metro recruitment is expected to start from December 14 with the last date for registration being January 21, 2021. A total of 86 posts are open with 56 vacancies for station controller/train operator or controller- S1. The rest are distributed among section engineers and junior engineers.

For the station controller post, three years of engineering diploma is needed from any recognised institute, in electronic, electrical, or mechanical branch. The candidates interested in the post of electrical section engineers need to have a four-year electrical engineering degree from a reputed, recognised institute. For section engineers, a four-year degree in IT or computer engineering from any recognised university is needed.

Candidates can apply through www.punemetrorail.org under the careers tab. This is the only mode of submitting applications. The average salary ranges from Rs 33,000 to Rs 1,25,000. Candidates must be between the ages of 18-28 years and must be fluent in Marathi — spoken, written and reading.

Candidates for the technician posts also need to undergo a medical fitness test, details of which are available on the website. An online computer-based test (CBT) will also take place to assess the candidates. There is reservation for all posts, and the details can be gathered from the notice on the career tab on the website.

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Women in Technology (WiT) India’s virtual job fair, Ignite, saw more than 44 leading employers and over 30,000 women job seekers participating. This is deemed Asia’s largest virtual career fair ever hosted, and is also India’s first virtual career fair for women in science, technology, engineering or Math (STEM) fields.

Over 45 per cent of the total number of job seekers belonged to Tier-2 and smaller cities, while over 75 per cent had prior work experience. Over 23 per cent belonged to the 21-24 years age group. All candidates were offered the opportunity to attend specially-curated webinars and masterclasses to help them prepare for the interviews in the weeks leading up to the event. With Microsoft as the exclusive learning partner, the participants also had the chance to join advanced certification courses for free and try to fast-track their career. Almost 1200 one-on-one interviews were conducted during the daylong virtual fair.

Big names, such as Optum, Facebook, Microsoft, Novartis, HUL, Pega, KPMG, Jubilant Foods, Walmart Global Tech India, Qualcomm, DBS Bank, Axis Bank, Nagarro, Infosys, NASDAQ and Cognizant participated in the fair, offering over 2000 employment opportunities to women in STEM roles. The opportunities offered were in diverse industries, including Internet and technology, BFSI, automotive, healthcare and pharmaceuticals.

The fair, which was co-hosted by Thiinkequal and presented by Optum, received support from more than 40 communities, including WITI, BeyonDiversity, Aspire4Her, We are the City, GreyAtom, WIDS and IEEE Kerala.

Anuranjita Kumar, founder and CEO, WiT India rightly feels that WiT India “has transformed itself into a movement of sorts,” within a very short period of time. WiT Ignite is a unique and specially-curated event that offers participating employers a large pool of “niche, pre-assessed and ranked” candidates, which ensures quality and reduced turnarounds leading to more efficient and fast placements.

Saikumar Chintareddy – enterprise architecture and integration platforms, Optum Global Solutions, shares that their collaboration with WiT Ignite affirms their “commitment to intentionally pave pathways to improve women representation and progression in STEM.” Efforts have been increased during the pandemic to “to attract and create a pipeline of diverse talent in technology, launch second career paths and enable and prepare skilled women technologists to ascend company ranks, empowering them to perform their life’s best work.”

Despite women constituting almost 43 per cent of the total STEM enrollments in the country, they remain under-represesnted in the workforce.

The post Virtual career fair,WiT Ignite, offers over 2000 roles only for women appeared first on HR Katha.

Candidates who fulfil the eligibility criteria my apply for a single post and not more.

Online registrations began on November 9 and will be open until November 30, midnight. As per the job posting, the Bank is accepting applications for the posts of lead- digital business -partnerships, innovation and engineering tech specialist, lead- digital sales, digital sales officer, digital risk specialist, digital analytics specialist, digital journey specialist, testing specialist, and UI/UX specialist.

The application fee for the reserved category in case of candidates from the SC/ST/PwD categories is Rs 100, while for the unreserved, OBC and EWS candidates it is Rs 600. Both categories are subject to GST and transaction charges. The payment can be made via net banking, credit or debit card.

The remuneration will be offered based on industry standards and is negotiable based on the candidate’s qualifications for the post and experience.

BoB is offering the post on contractual basis for three years, subject to extension, based on periodic evaluation and the discretion of the bank.

The location is Mumbai and the selected candidates may be deputed to work with a team from BoB’s parent organisation, or any subsidiary, as and when necessary.

Further announcements will be posted on the Bank’s website.

The post Recruitments open for contractual posts at Bank of Baroda, Mumbai appeared first on HR Katha.

Those interested may apply online from December 4 onwards. The last date of submission is December 28. Offline applications will be accepted till December 30.

The computer-based test will be conducted some time in early Februrary.

These posts are eligible for a minimum salary of Rs 44,900 as per the revised pay matrix of 7th CPC.
The test centres will be in Varanasi, Lucknow, Gorakhpur, Kanpur, Bareilly, Ghaziabad, Noida, Greater Noida and Meerut.

Candidates will have to attempt a 200-mark paper, which will test the diploma-level engineering knowledge, general awareness, as well as their reasoning ability and knowledge of Hindi.

Only candidates between the ages of 18 and 40 as on January 1, 2020 may apply. Those belonging to the ST/SC/OBC categories of Uttar Pradesh, will be given five years relaxation in upper age limit, while persons with disabilities will get 15 years relaxation in upper age limit.

A three-year diploma in electrical engineering by Pravidhik Shiksha Parishad of Uttar Pradesh or a diploma recognised by the state government is a must for the post of junior engineer (trainee-electrical) . A three-year

All India diploma in electrical engineering conducted by AICTE or a diploma in electrical engineering from any Indian University will also be considered.

For the post of junior engineer (trainee-electronics/tele communication), a three-year diploma in electronics/ telecommunication engineering by Pravidhik Shiksha Parishad of Uttar Pradesh or a diploma recognised by the state government is essential. A three-year

All India diploma in electrical engineering conducted by AICTE or a diploma in electrical engineering from any Indian University will also be considered.

The application fee is Rs 1000 for the candidates belonging to UR/general/OBC of Uttar Pradesh. The fee is only Rs 700 for SC/ST candidates, while those with disabilities need to pay only the processing charge of Rs10. The candidates of other states will have to pay Rs. 1000, irrespective of category.

The post 212 vacancies for junior engineers at UPPCL appeared first on HR Katha.

Vacancies were announced for 21 junior engineers, 19 section engineers and 134 maintenance staff. The marks had also been made public about 18 months ago. However, recently, BMRCL posted a note on its website saying that the posts have been cancelled and that the examination fees will be refunded to the candidates who took the exam.

Ever since the marks had been published on the website, the job aspirants had been in touch with the officials of BMRC asking them when the hiring will take place, but they were only told to wait, which had naturally raised their hopes. Most of those who had cleared the exam had assumed that the wait will be over by March next year.

The reason for the cancellation seems to be the fact that the Karnataka government froze direct recruitment to all new posts this fiscal.

Now that they have been told that the vacancies have been cancelled altogether, some of the aspirants are planning to approach the High Court.

The post Job aspirants to file petition against BMRCL for cancelling recruitment appeared first on HR Katha.

While the centres in Hyderabad employ about a 1000, the ones at Bengaluru have about 200 employees.

The new centre — which has come up in NSL SEZ, Uppal, in Hyderabad — is capable of accommodating about 450 people, of which 300 have already been selected and the rest will be taken on by December.

The Company’s 1,500-people team is serving clients and brands for different industries including banking, communication, technology, telecom, retail, and small and medium businesses.

SYKES India provides support to a wide base of clients including Global 2,000 companies as well as many of the new and emerging brands. SYKES’ global headquarters is in Tampa, Florida, but it has a strong presence in 20 countries,

The Company has been following strict safety and social-distancing protocols at its offices. Only four people are allowed inside the elevators and it is mandatory for everyone to face the wall or the opposite direction to minimise contact. All the doors in the common areas are equipped with a foot door handle and the cafeteria capacity has been restricted to 25 per cent of the seating capacity.

The post SYKES’ 5th centre in India to hire 150 appeared first on HR Katha.

The Ministry of Railways was encouraged by the successful organisation of the NEET and JEE exams amidst the pandemic, and decided to resume the recruitment process, which had to be stalled due to the coronavirus outbreak even though the applications had been scrutinised.

Standard operating procedures are being drawn up to hold the examinations, while ensuring the safety and well-being of the examinees. The Railway Ministry has assured that social-distancing norms and other guidelines issued by the Centre as well as the state governments will be adhered to.

Last month, the Central Railway had released an official notification that invited applications for 18 vacancies of contract medical practitioners (CMP), including four physicians, four anaesthetists and 10 GDMO. November 30, 2020 is the last date for those interested to mail their application forms. An MBBS degree is a must for applicants along with three years’ experience in clinical work after postgraduation in the concerned speciality.

The post Indian Railways to hire for 1.4 lakh vacancies appeared first on HR Katha.

It is reported that the Saudi Human Resources Ministry is planning to classify jobs, to put in safety measures against fraud recruiters and also to better monitor any violations in recruitment regulations.

The Kingdom of Saudi Arabia, which has about 1000 recruitment offices and 35 recruitment companies, is the fourth highest overseas recruiter, after the US, Russia and Germany.

The revised visa service has been designed keeping in mind the demands of the small businesses that require migrant workers for their functioning. This will also encourage more youth in Saudi to launch startups and start small businesses, that will help the economy to expand and grow. Established businesses will also benefit from the new visa service, which will help them in their expansion plans.

Over seven million expatriates are employed in the private sector. More than a million domestic workers are found in Saudi Arabi. About 68 per cent of houses in Saudi Arabia employ foreign domestic workers.

There are many reasons for this, the large demand for workers in the oil industry is one, another is The labour market in Saudi Arabia relies heavily on foreign labour, particularly the private sector. The demand is the highest in the oil industry, followed by its innumerable and huge infrastructure projects that depend on temporary labour.

The post Saudi Arabia to rely on experts to improve overseas hiring appeared first on HR Katha.

Below is a list of organisations inviting applications for various posts:

South Central Railways is inviting applications for the post of specialist doctors, GDMO doctors, nursing superintendents, lab assistants and hospital attendants at the Central Hospital, Lallagauda. A total of 204 vacancies are available for candidates to apply to, following which they will be shortlisted based on interviews.

To apply, candidates need to send in scanned copies of the filled out application form, with required documents enclosed, such as age proof and educational qualification in PDF format, before April 18. Those interested need to mail their applications to engcmpparamedscr@gmail.com.

The Reserve Bank of India (RBI) has invited applications for a total of 39 posts of specialists and analysts. The candidates will be hired on a contractual basis and the process will conclude on April 29. Those interested can apply at rbi.gov.in.

The Indian Oil Corporation (IOCL) has released a notification inviting applications for posts of engineers and graduate apprentices on its website, iocl.com. Applicants will be shortlisted through their GATE 2020 score and the final date of application is May 6..

Indira Gandhi National Open University (IGNOU) is inviting applications for the posts of director, registrar, deputy registrar and public relations officer (PRO). The University has announced 10 vacancies, for which the last date, which was earlier April 20, has now been extended to May 21. Candidates can apply through the official website, ignou.ac.in.

The Central Ground Water Board (CGWB) under the Ministry of Jal Shakti, Department of Water Resources, has invited applications for the posts of consultants and young professionals. A total of 62 posts are vacant and applications will be accepted till April 25.

Candidates can apply on the official website, cgwb.gov.in, for the above posts.

The Post Graduate Institute of Medical Education and Research (PGIMER) began its application process on April 4, for multiple posts, and the last date for submitting applications is April 26. Candidates can apply on the official website, pgimer.edu.in.

The Society for Applied Microwave Electronics Engineering and Research (SAMEER), under the Ministry of Electronics and Information Technology (IT), is inviting applications for a total of 30 posts for the roles of scientist of grades B and C. Aspiring candidates can apply through the website, Sameer.gov.in, before April 30, 2020.

Selected candidates for the post of scientist C will get a maximum remuneration of Rs. 2,08,700 and for the post of scientist B will be eligible for a maximum of Rs. 1,77,500.

Delhi Development Authority (DDA) has invited applications for around 629 vacant posts across designations. Candidates can apply through the DDA website, dda.org.in till April 30, 2020.

The Tamil Nadu Electricity Board is inviting applications for the post of field assistants on its official website, tangedco.gov.in, and a total of 2,900 vacancies are to filled through this drive. Candidates can apply till April 23, and the last date for paying the application fees is April 28.

The Punjab Public Service Commission (PPSC) has also begun its recruitment drive for the posts of headmaster/headmistress, principal and block primary officer. It is planning on filling 554 vacancies through this drive. Interested candidates need to apply on the official website, ppsc.gov.in before April 30.

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It also plans to hire 150,000 new employees by the end of May, 2020. Interested candidates may apply at careers@walmart.com.

The American multinational company has released a statement saying that each full-time and part-time hourly employee will receive $300 and $150, respectively. Also, the bonus is for all the hourly employees in stores, clubs, supply chain and offices.

As of March 1, every hourly employee hired by the retail firm will qualify, and the bonuses will be paid out on April 2.

According to Walmart, it will also be providing its next scheduled quarterly bonus for store, club and supply chain associates a month early. I will pay those bonuses as if it had achieved its first-quarter plan. This amount may increase based on each associate’s performance, but no associate will receive less than the normal amount.

The hourly employees will receive bonus payments on March 19, April 2, April 30 and May 28.

The new employees hired by the company, on the other hand, will be temporary at first and may go on to becoming full-time staff members.

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An interview is essentially an artificial construct, where the candidates trying to show their best side and at times even the interviewers do the same in an attempt to project the company in the best light. In such a scenario, it is difficult to truly gauge the other person. Fortunately, there are a few methods that can help

Psychometric test

The first tool of choice, a psychometric test helps measure a candidate’s suitability for a role, based on the required personality characteristics and aptitude. There are many tests to choose from, and the goal is to find out how a candidate measures up in terms of behaviour.

Despite all measures one might find few surprises later in the workplace, however they still ensure that there is a lower error rate

The psychometric test, however, is not a rejection tool, and should never be used as one. Chandrasekhar Mukherjee, CHRO, Magic Bus, says, “The test is a way to reconfirm the feedback gathered from the test in a competency-based interview.”

For instance, the psychometric test will reveal the trigger points for any person and then the interviewer can work on those trigger points to confirm the feedback from the test. Therefore, if the psychometric test says that a person gets angry under stress, the interviewer should put that person under stress and then observe the reaction to that stress to find out whether it actually happens or not.

Handwriting analysis

A lot of employers use handwriting analysis or graphology to determine a candidate’s suitability for any role. Graphologists can determine many aspects of a person’s personality— from mental status to sexual preferences— from their handwriting. Handwriting analysis has been in use since the 1990s. However, it is relatively new in India.

For instance, graphology relies on the belief that those who have a fast and cursive writing are result oriented, possess excellent communication skills and are suited for front-office jobs. Those with disconnected lettering are more calculative in their approach and are suited for management-level jobs.

Reference checks

A rigorous reference check is a must. This is a relatively basic method but one has to be careful that requires caution. While such checks are usually outsourced to third parties, there needs to be a check from the company as well. Also, one needs to be careful with whom one is checking. Each and every person in the organisation will have some people who dislike her/him. A reference check including only those few people may lead to losing good talent.

The competency based interview is a way to reconfirm the feedback gathered from the psychometric test results

CIBIL score

One may think this is unrelated. However, the credibility of people, to a large extent, is determined by the way they manage their finances. Even if there are genuine reasons for the bad credit score of people, employers may read them as a sign of irresponsible behaviour. Moreover, a person with a bad credit score may be seen as dishonest and a potential threat to the workplace.

There is also the fact that financial difficulties are likely to affect a person’s performance at work, and any employer would prefer to minimise the risk.

Sudheesh Venkatesh, CPO, Azim Premji Foundation, concludes, “Despite all measures one may find few surprises later in the workplace. However, they still ensure that there is a lower error rate.”

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The e-retailer will also be training more than 400 million people in the next two years as part of its job generation and skilling programmes.

Amazon has revealed plans to create a million new jobs—both direct and indirect— in India, over a period of five years. To make this happen, it will be investing about a billion dollars in technology, infrastructure and its logistics network in the country. It will focus on bringing small and medium enterprise businesses online, by digitising them, and will also export US$10 billion worth of goods manufactured in India in the next five years.

The e-commerce company has already created about seven lakh jobs in India over a period of six years.  Its workforce strength has multiplied over four times since 2014. It launched its first campus outside the US in Hyderabad in 2019, which is spread across 9.5 acres and houses 15000 employees.

As part of its job creation and skilling initiatives, the e-retailer will also be training more than 400 million people in the country, in the next two years.

The Company follows the practice of hiring deaf people and training them at its delivery stations in the country. Its managers even learn basic sign language to be able to communicate with such employees.

Jeff Bezos, CEO, Amazon, has been sharing posts about his recent trip to India on social media.  He has been very open about his keenness to work with the consumers, policy makers and businesses of the country, and is eager to establish a strong foothold in its retail market, which is worth over US$700 billion.

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Oyo, the hospitality chain, is set to lay off about 2,400 employees in India this week. This downsizing will reduce the headcount by 20 per cent.  Employees in the middle management, sales, operations, business development and technology teams will be most impacted.

The Company, which is backed by SoftBank, is taking steps to reduce costs and streamline systems and processes.  It reportedly incurred net losses to the tune of Rs 2,384 crore in the last fiscal.

The intention to reorganise teams across functions was revealed to the employees in an internal e-mail from Ritesh Agarwal, CEO, Oyo.

The letter explains that in the process of trying to do away with duplication of work, enhance efficiency, and reorganise the teams, some roles will be rendered redundant across functions, departments and geographies.

While the letter did not specify exactly how many employees will lose their jobs, it is estimated that in the last few months the strength of the workforce has already been reduced from 13000 to 12000.

In China, Oyo laid off five per cent of its 12000-strong workforce, based on performance.

The e-mail also reveals that OYO is making significant investments in compliance, training, and governance so that its operations become smoother, more consistent and also accountable.

Not long ago, it was alleged that OYO was following anti-competitive practices, evading taxes, and also indulging in bribery. Its investors have been pressurising it to increase profits and also questioning its $10 billion valuation.

Recently, a ‘recovery survey’ was done by the Income Tax authorities of its office in Gurugram, probably to analyse its tax liability.

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When the prospective employer finds out during the interview that the information provided by the candidate is inaccurate then he or she is automatically rejected. In addition, the HR firm who supplies the candidate in the first place takes the heat and might have to disassociate with the organisation.

Apparently, a few players in the recruitment, assessment, and employee verification space are working  together on collating the data as per which each candidate will be assigned a score against their name and the score will depend on the level of inaccuracy found. The more troubling the fraud, the higher the score will be.

As soon as a candidate is rejected his or her details is stored by the recruitment agency which can be forwarded to the next potential recruiter. Discrepancies are divided on the basis of how serious the inaccuracy is. If information related to educational qualifications or professional qualifications are wrong, then the score will be higher. Inaccuracies regarding address and tenure of employment can be minor in nature.

“More than the recruiting firms, companies have to be more participative and collaborative in sharing this kind of employee information”

Although such an endeavour is an admirable step in the right direction, it will require some additional measures to be work and especially a nodal body which neutral and only then it can be used as a currency in the industry.

Prasad Kulkarni, VP, global HR operations, Accelya Group, says that it might be not be possible without taking up some additional measure first. He says, “To take up such initiatives and see them through, there needs to be a central governing authority which can oversee the entire process and have a central repository for collecting all the information.”

The lack of central authority to collect and store this data can be the reason this list might not arrive at a fruitful conclusion. The role of the central authority would be similar to what the government does with Aadhar.

To take an example, in a likely scenario, the job of the central authority would be to provide a permanent registration number (PRN) for each applicant using which all details of the candidate can be retrieved. Moreover, it can be an additional condition that no company will entertain an application without a valid PRN. That becomes one unified number for verification, similar to what the status of Aadhar is in the country.

Now this is hypothetical. Even if it is carried out in a sustainable manner, the verification process itself can be a problem as far as sourcing accurate information is concerned. There could be many employees who have worked at small companies or local shops and gained enough skills to apply for jobs. In such a case, recruiters might have a hard time locating the former employers.

“There needs to be a central governing authority which can oversee the entire employee verification process and have a central repository for collecting all the information.”

Again, engaging in such a task might not be equally feasible for all industries. While recruiters in the IT industry or in the finance industries might find it doable enough, their counterparts in the manufacturing or construction business might not have it so easy. If a person has worked for a local contractor during his or her tenure, the agency could have a tough time locating that local contractor.

Nilay, SVP-HR, Standard Chartered Bank, opines that creating a unified list will be easier said than done. “More than the recruiting firms, companies have to be more participative and collaborative in sharing this kind of information” says Nilay.

Companies which have multiple offices across locations have the option of de-duping which is a way of checking for duplicate copies of an applicant’s data. It is a process to find out if a candidate has applied before and find the reasons for his rejection.

Organisations are increasing their international presence in the market and it has become crucial to avoid candidates who do not have a clean background. Investors will not associate with organisations that employ fraudulent employees and this has put the pressure on HR firms to increase scrutiny.

The post Can we have an ’employee score’ just like ‘credit score’? appeared first on HR Katha.

About 231 companies participated this time, of which about 65 were first-timers. Of the total offers made, 22.75 per cent came from consulting firms and 15 per cent came from the information technology (IT) and IT-enabled space. Offers were also made by many e-commerce and financial companies.

This year, 890 students are passing out of ISB, and it is a common practice for students to wait for and receive more than one offer, before making a choice.

Some of the big names that participated this year include PWC India, Boston Consulting Group, McKinsey & Company, Deloitte India, EY Parthenon, Bain and Company, Accenture, KPMG, Alvarez and Marsal, AT Kearney, Dalberg, E&Y, GEP, PWC DIAC, Roland Berger, Siemens Management Consulting and ZS Associates. About 314 offers came from these companies put together.

Technology majors including Google, Uber, Microsoft, InMobi, and Amazon visited the campus for the first time to hire talent. Axis Bank, Citibank, Credit Suisse, Estee Advisors, ICICI Bank, Matrix Partners and other BFSI companies also recruited talent in big numbers. Investment bankers and private equity companies including American Express, Barclays, and Bexley Advisors were also among the first-time participants.

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The candidate who gets selected for the position of Manager will get a salary of Rs 90,200 per month whereas people who get selected for the position of Assistant Manager will get a salary of Rs 70,180 per month.

DMRC recruitment 2019: Openings

Total number of positions vacant in DMRC recruitment 2019: 12

Positions available in DMRC recruitment 2019: Manager and Assistant Manager

DMRC recruitment 2019: Eligibility criteria and Educational Qualifications
For the candidates who are applying for the DMRC recruitment 2019, it is important to note that they will require 60 percent marks in Electrical Engineering from a university or institute recognised by the government of India.

The candidates applying for  DMRC recruitment 2019 will have to be under 60 years of age. It is important to note that people who come under the reserved category will enjoy the benefit of enjoying one year of relaxation in age as compared to others.

DMRC recruitment 2019: Salary

Candidates who are applying for the position of the Assistant Managers will get a salary of Rs 70,180 per month.

Candidates applying for the position of a manager in DMRC will get a salary of Rs  Rs 90,200 per month.

Candidates interested in working with  Delhi Metro Rail Corporation should
remember they will get a job only on the basis of Personal interview, knowledge, and skill.

It is important to note that applications for the openings in DMRC recruitment 2019 can only be excepted by speed post only as applying online for  Delhi Metro Rail Corporation recruitment 2019 is not an option.

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Candidates may apply through the Bank’s official webite, that is, sbi.co.in. Applications are already being accepted online since 27 August, while the last date for receipt of application is 19 September, 2019.

Only candidates with an MBBS degree from a recognised university or college approved by the Medical Council of India (MCI), from a recognised Board, may apply. The applicants should not be more than 35 years of age, as on 31 March, 2019.

Once the suitable candidates are shortlisted, they will be required to appear for a personal interview.

The pay scale is Rs 31, 705-1145/1-32850-1310/10-45950 + other allowances applicable as per SBIOSR + Nonpracticing allowance @ 15 per cent of basic pay.

The application fee for the general, other backward classes (OBC) and economically weaker section (EWS) candidates is Rs 750, while for candidates belonging to scheduled castes (SC) and scheduled tribes (ST) will have to pay Rs 125.

While 24 seats are for the general category, there are 14 for OBC, five for EWS, nine for SC and four for ST.

Persons with disabilities (PwD) should produce a certificate issued by a competent authority in keeping with the guidelines of the Government of India.

Among other responsibilities, the selected medical officers will be primarily required to attend to the ailments of officers, dependents and pensioners who visit the Bank’s Dispensary. They will also be required to make necessary arrangements for admission of the Bank’s patients at empanelled hospitals.

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These professors and associate professors are required for various subjects ranging from comparative religion, philosophy, history, and ancient Indian history, culture and archaeology, to journalism and mass communication, Bengali, Chinese and Japanese.

All interested candidates should hold a PhD in the relevant discipline, should have high-quality published work to their credit, and should have been actively engaged in research. A minimum of 10 research publications in peer-reviewed or UGC-listed journals is a must. Candidates are expected to have a minimum of 10 years of teaching experience in university/college, as assistant professor/associate professor/professor, and/or research experience with proof of having successfully guided doctoral candidates.

While the age limit is 45 years, the pay scale for professors will be Rs 1,44,200 (entry pay) according to the 7th Central Pay Commission. They will be covered under the pay matrix [pay band 4, of Rs. 37,400-67,000 with grade pay of Rs 10,000 (pre-revised)]

The pay scale for associate professors will be of academic level 13A, with an entry pay of Rs 1,31,400 according to the 7th CPC; pay matrix [pay band 4, of Rs. 37,400-67,000 with grade pay of Rs 9,000 (pre-revised)]. The age limit of candidates will be 40 years (which can be relaxed as per rules).

Interested candidates can access more information and details about the posts and qualifications from the University’s official website, visvabharati.ac.in.

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While exams have already been held to shortlist candidates for 1,51,843 posts, there will be more exams held for 1,42,577 posts in 2019-20. Notifications for the same have already been issued.

According to the Railway Recruitment Boards (RRBs) and Railway Recruitment Cells (RRCs), which are responsible for conducting the exams, 2,98,574 vacancies existed in categoeis A, B, C and D in the beginning of June.

It is therefore, not surprising that the Indian Railways is amongst the largest employers in the world. In 2017, it was the seventh largest employer in the world.

In January, it was reported that there had been a drop in the number of lower-level employees, that is, category D. The positions in this category include that of helper, gangman, trackman, welder, fitter and porter among others.

Group C employees at the Indian Railways comprise senior section engineers, locomotive pilots, ticket booking clerks, train ticket examiners, station masters, and so on.

The Ministry of Railways created maximum number of jobs in the central government in the last two years. It hired approx. 98,999 people. The workforce strength of the Railways was about 12.7 lakh in March 2017 but went up to 13.69 lakh by March, 2019.

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