COFFEE…must read!!!!

May 14, 2012 1 comment

A very inspirational story

A group of alumni, highly established in their careers, got together to visit their old university professor.


Conversation soon turned into complaints about stress in work and life.   


Offering his guests coffee, the professor went to the kitchen and returned with a large pot of coffee and an assortment of cups porcelain, plastic, glass, crystal, some plain looking, some expensive, some exquisite – telling them to help themselves to hot coffee.   


When all the students had a cup of coffee in hand, the professor said: “If you noticed, all the nice looking expensive cups were taken up, leaving behind the plain and cheap ones. While it is but normal for you to want only the best for yourselves, that is the source of your problems and stress. What all of you really wanted was coffee, not the cup, but you consciously went for the best cups and were eyeing each other’s cups.   


Now if life is coffee, then the jobs, money and position in society are the cups. They are just tools to hold and contain Life, but the quality of Life doesn’t change. Some times, by concentrating only on the cup, we fail to enjoy the coffee in it.” 

Don’t let the cups drive you… Enjoy the coffee instead  :-) 




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It’s All About Perception-Good one to read

May 14, 2012 Leave a comment

developersdesignersPMs            A really funny photo was shared with me comparing developers, designers, and project managers. The image (shown here, originally created by Alex Toulemonde) demonstrates the perceptions each of these groups of individuals has not just of each other, but also of themselves. It’s hilarious — yet this is how they see one another when working together.

I started thinking… what would a similar photo montage look like if we were to show pictorially how sourcers, recruiters, and HR think of each other as well as themselves? I respectfully submit to you the following chart (following consult with actual recruiters and HR folk in addition to my own thoughts as a sourcer).


Once you’ve finished your chuckling, stop and think for a moment — and then look again at the images depicting how you, as sourcers, are viewed by your recruiting and your HR counterparts. Is this the perception you want to project to your colleagues, your peers, your partners?

I doubt it.

We, of course, think sourcing is the greatest thing. Ever. And that we, as sourcers, are the geniuses who lead our desk monkey recruiting and brick wall HR colleagues through the magical process of hiring one of our precious sourced candidates. The trouble, all too often, is that Einstein is not how we are perceived by our counterparts. Quite the contrary — recruiters are more likely to view sourcers as admins or junior recruiters. And HR professionals view sourcing as some kind of a fully automate-able function or as sort of robots.

Perception Defined

Let’s first explore perception itself. Without getting highly technical, the simple laws of perception are explained well with Gestalt psychology. Gestalt psychology states that the whole is different than the sum of its parts and describes the laws of perception as follows:

  • The law of similarity: similar things tend to appear grouped together
  • The law of simplicity: objects are seen in a way that makes them appear as simple as possible
  • The law of proximity: things that are near each other seem to be grouped together
  • The law of continuity: things are seen in a way that follows the smoothest path
  • The law of closure: things are grouped together if they seem to complete some entity

How Perceptions Get (Mis)Formed

While the above principles are usually demonstrated by pictures and drawings, they help to explain why certain perceptions of people and job functions are formed. Here are some of my thoughts on why sourcing is perceived the way it is by HR and recruiters:

  • They have no personal experience with a sourcer; it’s simply what they’ve observed/been told. Sometimes, recruiters and HR never have the benefit of working directly with a quality sourcer. All they know is what they’ve heard from colleagues who have. Think “law of similarity.”
  • That’s what their sourcer currently does. In this case, it’s just a misclassification of job title. Because honestly, if a sourcer’s major job duties include fetching coffee or scheduling travel for candidates, they are not really a sourcer to begin with. Think “law of continuity” here.
  • They’ve been told by vendors that ALL sourcing can be automated. It’s true — there are major components of sourcing that can indeed be automated. But sourcing, in my opinion, cannot be fully automated. Don’t believe me? Just read this article from Glen Cathey. Or ask anyone who’s been around sourcing for awhile — like Rob McIntosh, Jim Stroud, Shally Steckerl, Maureen Sharib (can you imagine automating phone sourcing!?), etc.

There Is a Simple Solution

What’s the best way to tackle a perception issue? Simple: education. If you don’t want your recruiter to look at you as if you’re an administrative assistant, teach him about what sourcing actually entails. Don’t refuse to do the menial tasks you may have been assigned; instead, explain to him how your time would be better spent conducting searches, doing competitive intel, and pipelining talent. Talk to your HR partners about automation — that it’s only a part of the sourcing process and that there still needs to be a skilled sourcing professional driving those automation tools or communicating with the talent surfaced through them. And most of all, exercise patience. After all, we sourcers are Einsteins — our recruiting and HR colleagues aren’t going to grasp the idea as quickly as we do!

All joking aside though, take this advice and apply it to your own perception of your recruiting and HR colleagues. They’re not all desk monkeys and brick walls (or used car salesmen or meter maids, for that matter!). Take the time to find out what their days actually consist of — it might shed some light on why there is some disconnect with your goals as a sourcer, their goals in either HR or recruiting, and the overall company goals. Remember back to the main principle of Gestalt psychology: the whole is different than the sum of its parts. By trying to understand at a higher level and encouraging your colleagues to do the same, there is less likelihood of incorrect perceptions to be formed.

Amybeth Hale is currently a Sr. Talent Sourcer with Microsoft. Previously, she was the Editor for She has been a recruiting researcher since 2002, having worked on both the agency and corporate side of recruiting. Amybeth has been a speaker at several industry conferences, including SourceCon, The Fordyce Forum, and the Social Recruiting Summit. She has been quoted and published in such well-known publications as Mashable, AdAge, and The Fordyce Letter, and was featured in the Northwest Business Monthly magazine as a rising star in the Pacific Northwest business community. Amybeth is affectionately known in the sourcing world as the “Research Goddess” and blogs at
Happy Reading :)
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Polaris Software Completes Buyout Of Chennai-Based IndigoTx

November 28, 2011 Leave a comment

Polaris Software Lab Ltd has acquired the remaining 49 per cent stake in IndigoTX, a SaaS (software as a service) company that provides an enterprise brokerage solution called GO TX for the securities market, the company has disclosed in a statement to the Bombay Stock Exchange today. However, terms of the transaction were not announced.

In March 2010, Polaris had acquired 51 per cent stake in IndigoTX.   Polaris Buys Out Financial Technologies Provider Indigo Tx Software

GO TX helps brokers trading in multiple instruments, such as equities, derivatives and commodities, and provides a single platform window, integrating the front, middle and back-office functions. The company runs this platform on a pay-per-use model. It also allows brokerage firms complete control over their large span of business operations in real time.

Shares of Polaris Software closed at Rs 119.85 a unit on the BSE, down 4.84 per cent in a weak Mumbai market on Wednesday.

Polaris, with operations in overseas markets including Tokyo, Hong Kong, Singapore, Dubai, Bahrain, Riyadh, London and Sydney, had invested in Tyfone, Inc. (a mobile payments solutions company) in 2010 besides acquiring SFL Properties. Earlier this year, Polaris had also acquired a majority stake in IdenTrust, Inc.

The company has changed its name to Polaris Financial Technology Ltd to reflect the growth it has made in the financial technology software segment over the years.


Oracle Recruitments

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Aditi Technologies Acquires Cloud Computing Startup – Cumulux

November 21, 2011 Leave a comment

Aditi Technologies Acquires Cloud Computing Startup - Cumulux        Software products developer – Aditi Technologies has acquired Seattle based cloud computing startup Cumulux.

Cumulux was founded in 2008 by former Microsoft employees Paddy Srinivasan and Ranjith Ramakrishnan. It provides cloud computing services to customers such as US automaker Ford Motor, power generation equipment maker General Electric and Unicef, the United Nations Children’s Fund.

Aditi Technologies is a Bangalore- based solutions and product R&D partner for software businesses and financial services enterprises. It offers high end consulting, technology and application development services to enterprise clients on the Microsoft platform.

 This acquisition will help the company offer cloud solutions to customers such as Swiss bank UBS, Royal Bank of Scotland, Nomura and Barclays Capital.

In 2007, the company had acquired the intellectual property rights of MindAlign 6, an application meant for enterprise group chat from Parlano.

There have been a number of M&A transactions in the cloud computing space. In september, Chennai based cloud computing firm – Vembu Technologies acquired CloudNucleus, in a deal valued at around $10 Mn. Some time ago, Citrix acquired Bangalore-based cloud start-up, VMLogix.

Other cloud computing solution providers in India include Zenith Infotech’s PROUD, TCS’s ITaaS, Chennai-based OrangeScape’s OrgangeScape Cloud, Cynapse India’s, Mumbai-based Synage’s DeskAway, TCS’ ITaaS and Infosys Technologies’ cloud based solution for auto sector, among others.



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Citrix, One97’s Vijay Shekhar Sharma Invest In Gmail Plugin GrexIt

November 21, 2011 Leave a comment

GrexIt, Inc., is a neat start-up that makes Gmail inbox smarter, especially for people in large organisations where important information can be lost in clutter. It has signed on 500 companies so far and has just raised its second round of funding from Citrix Startup Accelerator and Vijay Shekhar Sharma, founder and managing director of One97 Communications, a VAS and mobile commerce (PayTM) provider.

While details of the funding have not been disclosed, we know that Citrix’s accelerator programme typically invests $100,000-$400,000 (approximately Rs 50.6 lakh-Rs 2.02 crore) in start-ups.

GrexIt will use the funding to refine the product, which is still in beta, and enable it for MS Exchange and Outlook users. GrexIt’s co-founder Niraj Ranjan Rout said, “We will primarily use the funding for product development. We already have a beta version for Google Apps live, which we are enhancing and extending to other e-mail platforms.”

Incidentally, first reported the fundraising.In 2010, GrexIt raised funds from the Morpheus, a start-up accelerator with a focus on technology sector. It has previously invested in Crederity, DeskAway, Emo2, Instamedia, Practo, Radbox and Robots Alive. Currently, Morpheus’ portfolio includes 99 Tests, Akosha, Mealnut, Mmp and Radhee.

Advantage GrexIt

Using GrexIt within their e-mail account, enterprises can create a knowledge base of e-mail messages and collaborate. They can use the information archive to make other enterprise processes more efficient and smooth. For example, in a hiring process, all job applications can be saved, as well as the e-mail discussions with applicants, which can be later shared with other team members and higher-ups by forwarding those to a designated e-mail ID or by using GrexIt’s browser extension that adds a ‘Send To GrexIt’ button.

On a daily basis, more companies are discovering and joining GrexIt via Google Apps Marketplace, says Rout, adding that most of the service users are from the USA. “For now, the Google Apps Marketplace is our primary means of app distribution. We are also building GrexIt for MS Exchange and Outlook and we would release it within a few months,” he said.

Business Model

The GrexIt plugin for Gmail was launched in beta in September this year and it is currently free to use. However, the start-up plans to go with the licensing model when it launches on other e-mail platforms such as MS Outlook.

“When we start charging, it will be a subscription model based on the number of users and the storage space used. We will also have a fully featured free plan available that would restrict the number of users. Once we release the version for MS Exchange/Outlook, we will also explore a traditional licensing model as a lot of our customers would want GrexIt to be deployed within their own IT infrastructures,” said Rout.




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One97 Mobility Fund Backs Iris App Developer Dexetra

November 21, 2011 Leave a comment

Iris for Android smartphones has seen more than one million downloads within a month of its launch.

One97 Mobility Fund (OMF) has invested an undisclosed amount in Dexetra, a mobile product start-up based in Bangalore. The company has built a mobile application called Iris that uses artificial intelligence for personalised search on mobile. Iris for Android smartphones has seen more than one million downloads within a month of its launch, according to Vijay Shekhar Sharma, chairman and managing director of One97 Communications Ltd. It has also answered tens of millions of user queries.

“For over a year, the team of Dexetra has been building Iris, a highly personalised and intelligent answering engine for mobiles. You can talk to Iris on your phone just like you talk to someone who knows a lot about you and your world,” a statement said.

Based on one’s mobile usage behaviour and various APIs (application programming interfaces) on the Web, Iris uses its proprietary context-building and semantic maps technology to provide answers to users’ questions, the statement added.

“One97 offers unique insight and window to the world of mobility and telecommunications” added Narayan Babu, CEO of Dexetra SS Ltd. “The investment brings to Dexetra valuable mentorship and experience, along with the round of funds.”

In July, OMF invested S$1 million in Singapore-based mobile gaming company TheMobileGamer. Earlier this year, One97 had also invested in Ciqual (a Scotland-based mobile broadband customer service solutions firm), along with Google’s executive chairman Eric Schmidt’s Tomorrow Ventures and current Scottish investor Par Equity.

SAIF Partners and Intel Capital-backed One97 had also invested in companies like Oorja (a customer analytics firm) and Paytm (a mobile commerce platform).



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4 Tips for Optimizing Your Resume with Social Media-Worth Reading

November 21, 2011 1 comment

Gerrit Hall is the CEO and co-founder of RezScore, a free web application that reads, analyzes and grades resumes instantly. Gerrit has successfully combined his passion for computer science and the careers space by helping job seekers write the best resume possible. You can connect with Gerrit and RezScore on Facebook and Twitter.

Thanks to FacebookTwitterLinkedIn and a slew of other social media platforms, job seekers are closer than ever to the decision-makers at their target companies.

While social media is wonderful as a stand-alone tool in any job seeker’s toolbox, you should know that it’s even better when combined with other “old-fashioned” standbys — such as your resume.

SEE ALSO: How Businesses Use Social Media for Recruiting [INFOGRAPHIC]

The glory of a resume is that it’s completely fluid. A resume can be big, small, online, offline, video-recorded, illustrated, etc. No matter the format, your resume will only improve when combined with social media.

Follow these four tips to optimize your resume with social media.

1. Link to Social

Nowadays, 10.9% of resumes include a social media link, and the number continues to rise. The more transparent you make yourself to potential employers, the the more comfortable they’ll be hiring you.

Include your FacebookTwitter and especially LinkedIn profile URLs along the top of your resume, next to your name, email and phone number. Make sure the links are handy so the employer can quickly learn more about you, without having to do a lot of digging.

2. Fact-Check Yourself

While sending your information out in a dozen different directions, it’s easy to overlook outdated information. Therefore, update constantly. An employer shouldn’t see one thing on your resume and something different on LinkedIn.

Keep a list of all the social media and career sites on which have professional accounts or information. Once a month, check to make sure everything is up-to-date and matches your current resume.

3. Don’t Just Copy/Paste

Your resume is full of content that also works great for your social media profiles. Feel free to use information from your resume for social network sections like “work experience,” “about me,” etc.

However, remember to share carefully selected content. Don’t just copy/paste your entire resume into your “about me” section. Not only will this flood your profile, but your resume’s formatting probably won’t travel well either.

Instead of copy/pasting, select a handful of solid phrases or anecdotes for your social profile. That way, you’ll guarantee that anyone reading your profile will get the most important information.

4. Use Keywords for SEO

Beyond your experience, skills and goals, remember that keywords are king. The unfortunate truth about today’s job search is that potential employers use Google and almighty Applicant Tracking Systems to peruse social media sites for the best candidates.

To stay on top of current industry jargon, study similar job listings for words that pop up frequently. Additionally, a variety of powerful SEO tools, which already exist for marketers, can easily be re-purposed to optimize your resume for search.

What do you think? What other tips should social media-savvy job seekers keep in mind when optimizing their resumes for social media? Share your thoughts in the comments below.

Image courtesy of iStockphotoSchulteProductions



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