5 Successful Job Search Strategies For 2013 !

With 12.2 million Americans currently unemployed and a reported 86% of employees interested in finding a new job in 2013, landing your dream job may be more competitive than ever.
Whether you are unemployed or satisfied in your current position of employment it is always important to know how to locate your next quality job quickly and efficiently. Know the five Successful Job Search Strategies For 2013.
Update Your Resume
A keyword rich resume is still the most valuable tool to unlocking the doors to getting a job. Keywords are those words that define skills and certifications that are specific to your industry. Keywords should be displayed in your summary as well as throughout your resume job descriptions.Update your resume before you need it and keep a list of running accomplishments throughout the year so if someone wants to see your resume quickly you will be ready.
Upgrade Your Skills
What’s trending in your industry? Which of your skills are rusty? What gaps are there between your skills and the needs of your industry? Gaining education doesn’t have to be expensive and doesn’t necessarily require a formal education. Read industry publications, follow the blogs of industry thought leaders, or make an investment in a class or degree program if you think it is warranted.
Know Exactly What you Want
For both the individual seeking a job and the colleague or friend trying to help them, nothing is more frustrating than when the job seeker doesn’t know the exact job they want to target. Determine Which strengths and skills do you want to act on? What kind of people, culture and work environment do you want to invest your time in? Answering some of these foundational questions will inform your job search strategies.
Time Management
Finding a job is a job. So if you’re looking for a full-time job, you need to spend full-time hours looking for it. If you are unemployed then you have plenty of time to conduct a proper job search, so manage your time efficiently.
Using LinkedIn Effectively
What do Microsoft, Ebay, Netflix, and Target have in common? All these companies (and many more) have used LinkedIn to recruit candidates for employment. LinkedIn is a Powerful Networking tool and if used correctly, you can land in your dream job quickly. LinkedIn has a surprising number of tools for helping your job search.  I recommend you to take the Online course by Lewis Howes to unleash the full power of LinkedIn for your job search.

Source:Internet

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Job | Kolkata_Network Applications_MNC

We are looking for many candidates ::Network Applications :-: please refer below in this mail for permanent roll.

The various roles and work location for the role has been mentioned below clearly, so kindly go through it properly and then onle reply back. Candidates with excellent communication skills and willing to relocate should apply with following details to process it faster.
Roles available:


1.:Network Applications:( Exp 6 Yrs to 11 Yrs)

Kindly send your latest updated cvs with below details asap so that we process it further:
Full Name:
Present Location:
Present Company Name:
Total IT Exp:
Relevant Exp:
Primary skills:
Primary Role/Job at present company:
which role/requirement you would like to prefer (please rever below in this mail):
Any Other skills:
Any certifications:
Qualifications (Full time Graduation is required):
DOB:
Contact No.:
Present Salary:
Expected Salary:
Total Team Size:
Total Onsite Exp:
Notice Period:
Willing to attend telephonic round of interview (Y/N):
Kindly send your cvs asap so that we process it further.
Also refer us few of your collegue and friends who would be interested for this.

Regards,
Amresh

Source One Management Services Pvt. Ltd.
www.sourceone.co.in
Bangalore, Delhi,Hyderabad

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Project / Product Manager (Telecom Domain),Delhi_NCR,India

An opportunity which is with one of  esteemed IT/Telecom domain client based out of Delhi/NCR location

Years of Experience: 8 to 11 years
Position: Technical Manager

Desired Skills:

* Strong Project/Product Management experience.
* Excellent experience in telecom domain and developing telecom products.
* Experience in managing complete lifecycle of multiple projects and product lines, with major focus on managerial processes
* Ability to Elicit customer requirements, project planning and design products.
* Good understanding of the product platforms and able to do pre sales activities
* Good understanding of telecom business and ability to create product roadmap
* Exposure on VAS products will be an advantage.

Kindly forward me your updated profile as soon as possible along with the following details:

* Total years of Experience:
* Relevant years of experience in Project / Product Management:
* Relevant years of experience in Telecom Industry:
* Relevant years of experience in Pre-sales:
* Current Organization:
* Current Designation:
* Current CTC:
* Expected CTC:
* Notice Period:
* Date of Birth:
* Willing to relocate to Delhi/NCR:

Thanks and Regards,
Priyanka Trivedi

mail latest cv at : priyankag@e-lixirweb.com

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10 Signs of an Incompetent Leader

Poor leadership surrounds us, it’s a fact of life and they seemingly find a way to keep their jobs. They are more focused on their personal needs and not of the professional needs of those below them. They have a hard time developing their employees because they lack the proper management techniques to do so. A leader is someone who you would follow to a place you would not go alone. Leadership is about action not status.

However, the question is, how do we know when we are dealing with these flaw ridden individuals. A lot of the time, a poor manager can make the perception that he/she is busy and organized. I have developed a small guideline that can help pinpoint these leaders.

Incompetent Leaders will:

1. Delegate work rather than balance work loads. This allows all attention to be diverted from them in case of failure. It may seem to them that are managing their people but in actuality they are creating work imbalances within the group. It can create unnecessary overtime for some and under utilization of others. A good manager is aware of the skill sets of all the people below them and should allocate work accordingly while trying to enhance the skills of everyone to be even more productive.

2. Reduce all answers to Yes or No rather than explaining their reasoning. This is an example of a crisis manager who can not think farther than a few hours ahead. A yes/no manager finds it a waste of time to find the real answer through intellectual thought. They are already thinking about the next crisis.

3. Not separate personal life from professional life. They will bring their personal problem to work. Working for these types of managers can be very dramatic. They are unable to separate their emotional imbalances while trying to manage people. They are less focused and will not give you the attention and direction you need for success.

4. Manage crisis. If you are a company that has crisis managers, then you can say goodbye to innovation and progression. Proactive thinking is critical to the success of any company. If you are not finding ways to stop or reduce the amount of crisis that has to be managed, then your competition will pass you by. Leaders have to think out of the box and make change.

5. Create an environment where mistakes are unacceptable. Being held accountable for wrong decisions is a fear for them. Making mistakes only helps you become a better person, manager, etc. I use the analogy of a basketball player that has no fouls. If they are not going for the ball and taking chances with their opponent, then they are trying hard enough. Take a chance and don’t be scared.

6. Humiliate or reprimand an employee within a group. This is a clear and visible sign of a poor leader. A good leader takes employee problems away from a group setting to a more private setting. If you have a boss that does this, it is time for a visit to human resources.

7. Not stand behind subordinates when they fail. Never leave your people to hang out to dry. Always back them up, right, wrong, or indifferent. If an employee tries their best in a situation and they fail to come through. They should be commended on their effort and not punished for the failure

8. Encourage hard workers not smart workers. I am not impressed with hard workers. A hard worker is usually defined by hours. Smart workers are the ones that I hire and embrace. Smart workers understand the concept of time management and multi-tasking. Poor leaders miss this connection. Smart workers are methodical in their thinking and can generally be successful because of their abilities management projects and time. Hard workers may take twice as long to do the work. It is important to assign work accordingly to the skills and personalities

9. Judge people on hours not performance. This is similar to #8. Again, I am not impressed with overtime junkies. They have lost all perspective on a healthy family/balance. Bad managers will promote the employees that work the most hours and not look at the smart ones who work less……….meaning have better time management. Stop watching the lock.

10. Act differently in front of their leaders. This is an indication of low self-confidence. They have doubts about their own ability to lead and they will act like little children when authority is present. A confident person acts the same around everyone. Remember, have respect for them, but also have self-respect.

Source:Internet

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Position of RF-Performance Lead- CDMA- Orissa/Ranchi

An urgent opening for a leading Telecom Company for the Position of  RF-Performance Lead- CDMA- Orissa/Ranchi-. If you or any of your friends are interested kindly send me your updated resume Urgently or feel free to contact at given mail address.

Please Mentation:

CCTC:-
ECTC:-

JD:-


Overall responsibility for the RF / RAN operations on the circle level and
co-ordination with NNOC for day-to-day to operational issues and
co-ordination with national planning and engineering team

The RF Lead has the authority to run the day-to-day operations. The RF Lead
should have sufficient latitude to exercise a wide degree of creativity in
performing this role.

Technical Skills
The RF Lead is overall responsible for

• Responsible for RAN related Key Performance Indicators as set by
Network Quality
• Helping Customer in the preparation of SACFA
• Ensure that there is sound and scalable “cook-book†designs for each of
the circle teams to implement.
• Manage & Lead teams for achieving end objectives with in time / cost
constraints.
• Plan / Schedule Drive tests & Routes in consultation with customer.
• Consistency in design and methodology across all circle teams
• Key interface with Site Acquisition team
• Generation of all management reports – internal and external
• Responsible for updating the centralized database for site configuration.
• Working level knowledge about MS access / MS excel.
• Experience with Site surveys and Search ring process.
• Experienced with CW survey and Propagation techniques/ modeling.
• Experience in RF Optimization using drive & Performance data.
• Knowledge about CDMA & RF Metrics & Parameters.
• Experience in managing & implementing Inbuilding solutions / repeaters
• Knowledge about Tools like Agilent Nitro, Wizard, TEMS.
• Knowledge about CDMA / GSM Air interface signaling.
• Knowledge about over all network architecture and call flow.
• Familiar with Traffic trending & performance trending.

Planning Skills
The RF Lead should be able to
• Anticipate and identify deviations and keep all participants and
stakeholders informed.
• Identify, log, analyse and manage potential and actual issues and risks,
taking corrective action by tackling day-to-day issues head on and reviewing
how more serious issues and risks might impact operations from quality and
cost perspectives.
• Identify where and when management of issues and risks or
accommodating altered requirements will involve extra time or extra resources
and where efficiencies can be made.

Communication Skills
The RF Lead

• Should be able to articulate and negotiate consensus with his team
members on a final vision for efficient circle operations.
• Must be courteous in written and oral communication, and be able to get
ideas across in a non-confrontational manner in one-to-one situations, small
groups, and before large audiences.


Team Management Skills
The RF Lead

• May work directly with the team members or with their team leaders to
estimate effort, plan activities and negotiate consensus among individual
team members on their appointed tasks.
• Should have Vendor Management Skills
• Should be able to create and use Gantt charts, spreadsheets or other
appropriate tools to manage people and tasks and keep up-to-date.
• Should be experienced in providing a team with direction and vision,
including motivating people to perform, listening to people, providing feedback,
recognising strengths and providing challenges.



Technical and Quality Tasks
The RF Lead

• Without necessarily being an expert, should make an effort to understand
the technology being used in order to understand and question requests
coming from specialists and technical staff and to evaluate what is reasonable
or possible.
• Must have an understanding of relevant methodologies, processes and
standards and ensures that all team members understand and follow these also.
• Is responsible for commitment to quality – also referred to as fitness for
purpose or specification level, and may need to call on specialists to assist in
creating or assessing quality standards.


Organising Tasks
The RF Lead
• May need to generate many types of document, including requirement specifications, schedules, communication (email) records, meeting agendas, minutes and status reports.
• May need to create a structure for project documentation and remain conscientious in using it and ensuring that the rest of the team understands and uses it.
• May need to create a structure for Circle Assets upkeep and remain conscientious in using it and ensuring that the rest of the team follows it.



Best Regards
Sanjeev.

mail cv : cv17@careershapers.in

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MNC::Project Management::Gurgaon/Mumbai

We are looking for many candidates ::Project Management: please refer below in this mail for ............... permanent roll.

The various roles and work location for the role has been mentioned below clearly, so kindly go through it properly and then onle reply back. Candidates with excellent communication skills and willing to relocate should apply with following details to process it faster.
Roles available:


1.:Project Management::

6 to 8 Yrs Mumbai
8 to 12 Yrs Gurgaon


Kindly send your latest updated cvs with below details asap so that we process it further:
Full Name:
Present Location:
Present Company Name:
Total IT Exp:
Relevant Exp:
Primary skills:
Primary Role/Job at present company:
which role/requirement you would like to prefer (please rever below in this mail):
Any Other skills:
Any certifications:
Qualifications (Full time Graduation is required):
DOB:
Contact No.:
Present Salary:
Expected Salary:
Total Team Size:
Total Onsite Exp:
Notice Period:
Willing to attend telephonic round of interview (Y/N):
Kindly send your cvs asap so that we process it further.
Also refer us few of your collegue and friends who would be interested for this.
Regards,
Amresh
Source One Management Services Pvt. Ltd.
www.sourceone.co.in
Bangalore, Delhi

Thanks & Regards,
______________________________

____

Amresh Singh

 

mail cv : amresh@msourceone.com

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What Makes a Good Manager?

Communication skill

A manager is the middle person in between the top management level and the team that reports to him. He has to ensure that communication is smooth and conveyed clearly to avoid misinterpretations and dissatisfaction. It’s useful to develop your negotiation and customer service skills, especially if you deal with clients.

A good planner

In order for you to achieve long term goals and commit to strategies for substantial earnings, you have to communicate the vision of the company to your subordinates. You break down and clarify the goals that each team or individual have to perform and assign work schedules and strategies.

It also involves thinking and planning out strategies on how to improve quality and also being cost conscious and effective. Having goals and planning out the directions allow for effective time management and saves cost and resources.

Decision Maker

The daily routine of making decisions include determining how to approach an employee who is not performing or lacking progress and how to bring about change to the organization and its team. It is essential that your day to day decision is based on what’s important, what’s right and not who’s right.

Interpersonal relationship skill

If you want cooperation from your team or employees, pay attention. Practice empathy and respect the personal values, opinions and ideas with the people you interact with. Listen and respond and offer praises and encouragements when they make progress. By doing that you will enhance their self esteem build trust. As the boss, your ability to develop trust and confidence, resolve problems and issues will result in a productive, goal oriented work group. You should encourage your team to ask for help, get involved and participate.

Source:Internet

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7 Strategies To Engage Employees In 2010 !!!!!!!!!!!!!!

Seven Strategies To Engage Employees In 2010 !!!!!!!!!!!!!!

Seven Strategies to Engage Employees in 2010
by Diane Brown

Effective leaders continually seek business improvements and ways to maximize the potential of those they lead. They see the untapped potential in their employees and deploy strategies to bring out the best in every person or team.

This is essential given the fact that the cost of unfocused, unmotivated and unhappy employees takes a heavy toll on business. Employee disengagement costs businesses in the United States more than $300 billion each year.

One study compared highly engaged business units to disengaged units and found that the engaged groups rated 86 percent higher in customer satisfaction, had a 78 percent higher safety record, maintained a 70 percent lower turnover rate, delivered a 70 percent higher productivity rate and scored 44 percent more in profitability.

The good news for leaders is that untapped potential of disengaged employees can be turned around. Here are some key strategies leaders can employ to increase staff engagement and further organizational success.

1. Hire right.
The most important decision that leaders make is to bring the right talent into the organization - this means finding a fit between what the job, team and organization needs and what the employee brings to the table. Too often, leaders hire people they like in the interview; this "like" factor creates a personality fit, but commonly misses several other important success factors. Instead, they must utilize a comprehensive performance assessment to help objectify the hiring process. An assessment that measures personality, motivation and competency provides the highest level of superior job performance predictability.

2. Honor the whole person.
Employees don't want to be used simply as a vehicle for corporate success. Engaging leaders truly care about workers as unique people. Employees engage when leaders demonstrate that they care about and are interested in them, their families and their careers.

3. Honor competency.
In the 21st-century, almost all jobs require some level of individual creativity, leadership and decision-making autonomy. An engaging leader understands that employees often have better answers to their own work issues than the boss does. Leaders should honor the competency of their employees by asking them to share their opinions and ideas and coaching them to think and create solutions themselves.

4. Establish a partnership environment.
Employees typically want to experience the success of achieving a cause bigger than themselves. However, most organizations miss opportunities to include employees in achieving the vision, mission and values of the company. Employee meetings are good vehicles for sharing information, but information and dialogue must flow freely through all levels of leadership, even to the most entry-level employee. Engaging leaders treat employees as partners in the business, and transparency of an organization's financial status when possible is important.

5. Encourage healthy dialogue.
The majority of people tend to shy away from disagreements and conflict, but engaging leaders master the art of facilitating respectful and open dialogue that honors and encourages differing views. This type of environment not only fosters engagement, but it also produces healthier business decisions and increased profitability.

6. Provide resources.
Once employees are motivated to perform, it becomes critical that leaders provide all the resources employees need to be successful. These could include systems infrastructure, such as IT, financial funding, tools and equipment, information, and skills and abilities.

7. Ensure accountability.
When performance or interpersonal issues are not addressed, a team's morale suffers. The impact of even one disengaged employee can be devastating to the overall engagement of a department or team. High-performance teams within organizations operate just like winning sports teams - those that win are working together as a cohesive and engaged team. Losing teams may have a few individual stars, but no one performs at his or her best. Effective leaders deal with performance issues to ensure the entire team is functioning at its full potential.

__________________

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