Schandra’s Weblog

June 27, 2008

FRont-end?Back-end?Server-side??what are these?

Filed under: Staffing And Recruiting — schandra @ 5:40 pm

Generally, the terms front-end and back-end refer to the initial and the end stages of a process. The front-end is responsible for collecting input in various forms from the user and processing it to conform to a specification the back-end can use. The connection of the front-end to the back-end is a kind of interface.

Server-side refers to operations that are performed by the server in a client-server relationship in computer networking.

Typically, a server is a software program, such as a web server, that runs on a remote server, reachable from a user’s local computer or workstation. Operations may be performed server-side because they require access to information or functionality that is not available on the client, or require typical behavior that is unreliable when it is done client-side.

Server-side operations also include processing and storage of data from a client to a server, which can be viewed by a group of clients. Advantage: This enlightens the work of your client.

Links:
http://en.wikipedia.org/wiki/Server-side

Front End Technology:

Java VB, ASP, C, C++, VC++, PHP, HTML and so on…

What ever you see in you front screen is developed in Front end Applications

Back end Technology:

oracle, SQL Server, DB2, excel, Access, MySql

Where ever Data is stored is nothing but Back end.

Server side Technology:

IIS, Apache

These both are web server software which is used in server side Technology. There are tons of this types of soft wares but those two are the main every one use in industry,

how to use job boards effectively???

Filed under: Staffing And Recruiting — schandra @ 2:31 pm

Using online Web sites to advertise open job positions is a no-brainer in this day of near-ubiquitous Internet access. Yet figuring out which online venue delivers the most qualified candidates and the best bang for the buck can be an enigma for HR professionals like us, already overwhelmed by day-to-day tasks.
Experts say the choice of online recruiting sites really boils down to a matter of what type of position you’re trying to fill. Paid recruitment sites like Monster, Naukri, Yahoo HotJobs or CareerBuilder.com will generally cast a wider net and deliver good traction for highly paid and management-level positions like IT professionals or technical project managers. Free job boards such as Craigslist work well for entry-level postings and freelance help, while search engine-based job sites like Lycos Classifieds or the online listings of your local newspaper can help place your job posting in the context of a specific geographic market.

Finally, targeted recruiting sites like Dice (for technology careers), Mediabistro.com (for media professionals like journalists and designers) or Idealist.org (for those interested in nonprofit endeavors) are oftentimes the best bet when you’re trying to recruit particular talents.

Unfortunately, finding the best mix of sites to comprise that formula is not an exact science. HR professionals should experiment with the big general-purpose sites to see which deliver the best yield for their company. Sites like ExecuNet and TheLadders are best for seeking executives looking for salaries in the $100,000-plus range, along with some of the social-networking sites, like LinkedIn, which are starting to be leveraged for referral-based job networking. CollegeRecruiter.com and AfterCollege are geared for locating that entry-level, post-grad position, while sites like Women in Technology, which targets women for technology-related positions, or Diversityworking.com, for a host of targeted diversity areas, can be tapped for bringing more diversity to your search.
Bottomline we can get best ROI(ReturnOnInvestment- say Profitable) from online job-portal by
1) Jobsite must have large quantity of relevant jobs, categorized properly.
2) Search and advanced job search should work properly and should be further classified.
3) Jobseekers registration/data must be categorized based on skills/occupation/experience etc.
4) Ensure that maximum jobs are from actual companies and not from consultants.
5) Even for jobs from consultants insist on having a company email id and not free (e.g. yahoo, hotmail, gmail) one.
6) Create an atmosphere of knowledge by giving expert opinion, having forum, directory, blog etc on your category.
7) Give a contact number/feedback form on jobsite so viewers can get back to you for any clarifications.
8) Have a clear privacy policy.
9) Give some information about your company.

What is the percentage to be cut from the consultant’s rate to pay his taxes n benefits and the employer’s expenses???

Filed under: Staffing And Recruiting — schandra @ 2:19 pm

The most common taxes and expenses are as follows:

1) Social Security and Medicare (about 6.2% and 1.45%)

2) State/ Federal Unemployment Taxes

3) Worker’s Compensation and Liability Insurance

Employers must deduct over 10% of consultant’s gross salary to cover the taxes as noted above, as well as their own expenses.

what are the papers required for H1 Transfer???

Filed under: Staffing And Recruiting — schandra @ 2:16 pm

Papers required for H1 Transfer?

  1. Copy of the I-94, latest copy of the resume, and latest 2 months pay stub.
  2. Copy of all prior Approval Notices (I-797) for H and L Candidates OR I-20 and OPT card for F-1Candidates.
  3. Copy of social security card
  4. Copy of College/University Certificates/Diploma & Transcripts/Mark-sheets including 10th and 12th Certificates.
  5. Letter of experience detailing dates of employment, position and duties.
  6. Copy of all Technical certificates or licenses, if any.
  7. Copy of latest W-2 forms, if any.
  8. Copy of all pages of your unexpired passport showing all pages.
  9. Educational evaluation copy.

Note :

· I-797 is the approval document given when applied for H1b.

· when u apply for the H1b u get a receipt of approval called i-797 in the bottom there is a small white colored card (I-94) which is provided and stamped by the immigration officials called port of entry it shows when u entered the country and also about the validity period of your visa.

· Educational evaluation is a copy which authorizes all your educational documents they send the documents to the lawyer who gets them certified and the copy is called educational evaluation copy.

H1B Check List

H1 – Principal

1. Passport all pages.

2. Latest I-94 (Front and Back).

3. Degree Certificate and Transcripts.

4. Copies of all H1s held.*

5. Educational Evaluation. (Foreign Equivalency)*

6. Entry & Exit Details (H1)*

7. Experience / Reference Letters

8. Resume

9. Last 3 Pay statements*

10. SS Card

H4 – Spouse

11. Passport all pages

12. Latest I-94 (Front and Back)*

13. Entry & Exit Details (H4)*

14. Marriage Certificate

H4- Children

15. Passport all pages

16. Latest I-94 (Front and Back)*

17. Entry & Exit Details (H4)*

18. Birth Certificate

(*H1B Transfer Only.)

Arrival Departure Record – Any person entering USA with any visa will be issued an I-94v (Arrival Departure Record). The person would fill this on the flight and will be authorized by the Immigration. The person can only stay until the period authorized on the I-94. For example if u have a visa for 3 years an I-94 is authorized for 6 months, u can only stay 6 months.

June 24, 2008

Reasons Why an employee must be well selected!!!

Filed under: Staffing And Recruiting — schandra @ 8:18 pm

Employee selection is an important activity of HRM. For the small business owner or especially those who are starting-up, getting the right employees to join your venture is imperative. Your employees may break or make your business. The very word selection implies the choice of the one best –qualified individual from among a number of available qualified candidates. Hence, there should be a relatively large number of job applicants from which the final candidates are chosen.

There are several reasons why employees must be well selected. Here are the 7 most important reasons:

1. Your business goals and objectives are better achieved by the employees you properly selected for a particular job.

2. An incompetent employee is a liability to your business, an additional expense, or a burden. Proper care should be made in getting the right person with the right competence for the job.

3. Personnel requirements vary from job to job. Meaning, the right employee for the right job. There can be no general requirements.

4. People have varying degrees of intelligence, aptitudes and abilities. Hence, fit the square peg on the square hole not on the round one, so to speak.

5. Labor Laws protect employee, making it difficult to fire incompetent and problem employees. Hiring is always easier than firing because of the laws governing termination of employment. In some states and countries, ‘firing-at-will’ seems to be a norm, in others, it is illegal.

6. Individuals have different interests, goals, and objectives in life. Select somebody whose goals closely align to you business goals.

7. Careless hiring is costly and can cause problems to the company. The hiring process cost you the money for the advertisement, cost for testing, and time for those who made the interviews. More so, in the long run as pointed out earlier, a wrong hire can cost you more in your operations.

what Basics should we follow???

Filed under: Staffing And Recruiting — schandra @ 8:08 pm

1 – Thou shall not play games thy cannot win and never forget time kills all
deals.
2 – Honor thy self first, the client second, and all others third. Never forget
who brought you to the party.
3 – Thou shall plan thy work and work thy plan.
4 – Thou shall remember recruiting is a contact sport.
5 – Thou shall remember building relationships and establishing rapport is an
all the time not a sometime thing. The 5 best and proven ways to build
relationships are:
1 – Face to Face
2 – The phone
3 – The phone
4 – The phone
5 – e-Mail
6 – Thou shall remember recruiting is a life style, not a sometimes job. If
you don’t love it don’t do it. If you have to lie to win don’t do it. If you have
to be somebody else from 8:00 to 5:00 don’t do it. Always strive for balance
in your business, as in your life, and live with integrity and honor.
7 – Thou will follow through and never forget the deal is not done until the
check clears.
8 – Thou shall not get seduced by Technology. It is a tool not a crutch.
9 – Thou shall remember when hunting for clients or candidates, as in hunting
for elephants, to use a rifle, not a shotgun.
10 – Thou shall not forget Recruiting is a business, not a profession, but to
always act and conduct business professionally.
11 – Thou shall not forget the Golden Rule and treat other’s as you want to
be treated.

What do you mean by Per diem?

Filed under: Staffing And Recruiting — schandra @ 7:16 pm

It’s paid daily, usually refers in our business as an expense, the expense is just like TA /DA in India, actually consultants want us to pay something as per diem to avoid taxes, usually there are limits in each city (Combined for Lodging, Travel, meals Etc). As I said u can pay based on government limits, but consultants will not agree because if u take a profit of 5 and 12% expenses(out of 65$) – you are left with $49.00 u can offer $35.00 to $40.00 on pay roll and the rest as expenses.

Hope you understood it!!!

Quality-of-hire?

Filed under: Staffing And Recruiting — schandra @ 7:14 pm

As a Staffing Manager, we pay alot of attention to numbers…number of hires, attrition numbers, number of days to fill, budget numbers, etc. As a hiring manager and stock holder, I am more interested in measuring the QUALITY of the hires that we make. I am interested in knowing how you have done this now or in the past? Is it something that you have measured and how? If it is not something you have measured, please also share why not.

The key is in how you define “quality.” If you define quality as the best candidate, you probably won’t be able to measure it. If you define quality as your hiring process delivers that candidates you expect, then it can be measured with some diligence.

1) Have the hiring manager do an on the spot assessment of the new employee right after the hire. They may not have even started yet. Capture the impressions based on the interview and hiring criteria.
2) Compare that to the same assessment given at 6, 12 and 18 month intervals by current managers of the employee. This will give you a short term look at the quality of hire.
3) You can then lump in performance ratings, tenure and mobility as a Hiring Quality Index which can be broke down by employee as well as folded up to department and company level indices.

While this will not be perfect, it will give you an idea of how you are doing overall. Commitment to this over a period of time ill allow you to tweak the system to the personality of the company.

Remember… Quality is in the eye of the beholder. Your job is to get everyone to behold the same thing.

Challenges in Recruiting from Offshore

Filed under: Staffing And Recruiting — schandra @ 7:10 pm

The top 7 challenges we face while sourcing local overseas candidates:

1. Country specific research – in respect of client’s competition companies to target in the region, accredited local educational institutes (where the client specifications are stringent in respect of degrees), local regional popular job boards, and portals. Most of these although are overcome by research, but they do pose the biggest challenge in terms of the cycle time at our end. While these are well documented in the top IT nations, if one were to look at remote countries in Africa and Asia one really has to be neck deep in research.

2. Assessment of the achievements and reference of the candidate – is another challenge especially when one was to look at sales and marketing personnel. This does take up a lot of time and effort and slows the entire process considerably.

3. Candidates Assessment of body language – is perhaps an impossible situation for distance and offshore head hunting. In the absence of this the recruiter has to have the experience to read between the lines most of the times. This is perhaps easier said than done.

4. Language Barrier – is perhaps the most obvious and the biggest one especially when one looks at the non English speaking counties. We have been able to overcome this by training ourselves in the most common phrases in the local language, and also using online translation services. This not only breaks the ice with the candidate but stream lines the entire communication process.

5. Time Zones – is yet another natural challenge. We try and bring it our favor by matching the work hours at our end accordingly. This has been quite effective, especially for cold calling the candidates.

6. Telephone Codes – quite a few times the telephone contact number on the resume does not show the expanded form of the ISD codes – especially the city codes. This does translate to one extra step in the process. We now have built up our database of most cities in the countries we target and this has helped too.

7. Resume Formats – if one were to look at resumes from round the world it does give insights that despite all kinds of global templates the way the resumes are structured vary across regions. They either tend to be very brief or omit the essential details of the experience of the candidate. We have been able to over come this by suggesting formats to the candidates for updating the resumes. This does delay the process considerably.

As a third party Agent how to manage getting clients?

Filed under: Staffing And Recruiting — schandra @ 6:59 pm

First, if you’re cold-calling a company in an effort to get a search assignment from them, don’t approach them hat-in-hand; go to them with something to offer. Pitch a candidate that (a) looks like a match for something they have available, and (b) that they may not be likely to find on their own. Don’t make the mistake one agency recruiter made with me a couple of weeks ago. She called and pitched me a help desk tech. Notwithstanding that a glance at our on-line postings would have revealed no such position available, the chances of me (or anyone for that matter) needing an outside agency to fill a help desk position is probably zero.

Have something to offer that differentiates you from all the other agencies trying to do business with us. Internal corporate recruiters like me get calls all the time from agencies, all of them saying the same thing: We have the biggest database/most contacts/a unique approach/etc., etc., etc. Tell us something that gives us a genuine reason to do business with you instead of the dozen or so other agencies that have called this week.

Don’t try to shortcut or bypass our processes! You may not like it, but sometimes those processes are there for a reason, and if I had anything to do with the creation of those processes then I can assure you that the reasons are pretty good ones. If we tell you that you need to do A, B, and C, that’s what you need to do. Remember the Golden Rule: Whoever has the gold makes the rules.

Finally, and this one may be somewhat unique to me and my experiences with some account managers from some agencies, don’t ever, ever, ever call me “pal” or “buddy”, and definitely never call me “dude”.

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