I happened to learn about the extreme recruiting techniques submitted for a competition to AIRS, which was done last year 2007 (I know I am late, but came across this only yesterday).I was pleasently surprised and happy to know the different sourcing techniques, apart from the regular Job Portals and headhunting ways. Headhunting is still a good way to source wherein the candidates could be unique to you and not found floating on any job portals. I need to try these techniques out, which I am confident would work really well, as they might have been tried and researched for a long time.
This makes me think on the usage of job portals vis-a-vis these internet search techniques. Could this be the way forward like the professional networks (LinkedIn) and Web 2.0? Generally these techniques would show up the passive candidates, but how many of the candidates would have an internet presence - like our own site / page / blog, etc. Does this mean that these searches are only good for mid to senior level candidates? Can the junior candidates be educated on the advantages of having their own web presence, apart from being listed for recruiters? Would people from outside the IT industry have interest in having their web presence? Would they find it more easier / helpful to approach a job portal?
But in my knowledge the job portals cannot be completely ignored, as this is would be the best bet for junior / vanilla skills. But the job portals would loose out in the mid to senior level hires race, but anyways, they were not used much for the senior level hires. Generally all recruiters can use this knowledge but atleast in India, I see the usage more from niche skill recruiters / executive search recruiters.
What happens if the job portals integrate this facility, within their searches which could have 2 options - internal database and internet. Would this serve the recruiting community better? Even better, if RMS (Recruitment Management Systerms) providers incorporate this search facility in their packages?
Options could be endless and every one needs to keep innovating everyday. Signing off now.....
Sunday, August 31, 2008
Wednesday, August 27, 2008
Mentoring
Recently I had an opportunity to discuss with Meena, Senior Consultant with Mindtree, who was earlier the Associate Director – People Function heading HR for R&D Services at Mindtree, on the subject of Mentoring. During this interesting discussion, one important aspect which came out glaring was that most of the managers neglect / miss out “mentoring” their people and do not put conscious efforts to do this activity and monitor the same. The common reason that we get to hear is that we are pressed for time, we need to concentrate more on deliverables or we have hired talented / skilled people.
A lot of people issues like Employee engagement, identifying latent potential in employees, leadership development, experiential knowledge transfer, developing niche competencies in employees, creating a focussed platform for focussed learnings and many more, can be managed through structured mentoring programs.
So then, what is Mentoring? Mentoring is an experiential learning process where employees can learn from senior, more experienced employees. The learning process can be one on one or one to many. In rapidly evolving organizations, mentoring is a platform that can build “knowledge – connect” among employees at varied levels and create niche competencies in employees over time. It is a powerful concept that can foster holistic individual employee development. Mentoring can address the key business challenges every organization faces which are building a leadership pool, employee engagement and creating a knowledge base in specific competencies.
Most aspiring managers / new managers, need to be told the importance of mentoring and move away from only reviewing and directing our teams / people. This also applies to some existing managers across organizations. I feel mentoring leads to a couple of advantages like higher employee engagement, groom individual latent talent across all levels, groom future leaders, targeted knowledge transfer which would be transfer of BKM’s (best known methods), etc. It is required at all levels and a conscious efforts to build this as a culture internally within organizations.
A lot of people issues like Employee engagement, identifying latent potential in employees, leadership development, experiential knowledge transfer, developing niche competencies in employees, creating a focussed platform for focussed learnings and many more, can be managed through structured mentoring programs.
So then, what is Mentoring? Mentoring is an experiential learning process where employees can learn from senior, more experienced employees. The learning process can be one on one or one to many. In rapidly evolving organizations, mentoring is a platform that can build “knowledge – connect” among employees at varied levels and create niche competencies in employees over time. It is a powerful concept that can foster holistic individual employee development. Mentoring can address the key business challenges every organization faces which are building a leadership pool, employee engagement and creating a knowledge base in specific competencies.
Most aspiring managers / new managers, need to be told the importance of mentoring and move away from only reviewing and directing our teams / people. This also applies to some existing managers across organizations. I feel mentoring leads to a couple of advantages like higher employee engagement, groom individual latent talent across all levels, groom future leaders, targeted knowledge transfer which would be transfer of BKM’s (best known methods), etc. It is required at all levels and a conscious efforts to build this as a culture internally within organizations.
Monday, August 25, 2008
Source of Happiness
A small story on the different sources of happiness & motivation to different people. After reading this I realised how we try and impose / influence things on people around us, with our thoughts or actions, which we feel is right or motivational. This could also be the main reason for conflict at workplace or personal life. We need to understand others needs and respect their feelings and do not assume that one thing motivates all. Well, here goes....
An interviewer was talking to a female production-line worker in a biscuit factory. The dialog went like this:
Interviewer: How long have you worked here?
Production Lady: Since I left school (probably about 15 years).
Interviewer: What do you do?
Production Lady: I take packets of biscuits off the conveyor belt and put them into cardboard boxes.
Interviewer: Have you always done the same job?
Production Lady: Yes.
Interviewer: Do you enjoy it?
Production Lady: Oooh Yes, it's great, everyone is so nice and friendly, and we have a good laugh.
Interviewer (with a hint of disbelief): Really? Don't you find it a bit boring?
Production Lady: Oh no, sometimes they change the biscuits……
This also leads us to my next question, have we forgotten to find happiness in small things around us, do we do those small things which can keep us motivated, instead of expecting people around / above us to, do we consciously and continuously innovate to keep our work from becoming routine? A good food for thought which could make us happy and creative....I am working to find a different biscuit packet today
An interviewer was talking to a female production-line worker in a biscuit factory. The dialog went like this:
Interviewer: How long have you worked here?
Production Lady: Since I left school (probably about 15 years).
Interviewer: What do you do?
Production Lady: I take packets of biscuits off the conveyor belt and put them into cardboard boxes.
Interviewer: Have you always done the same job?
Production Lady: Yes.
Interviewer: Do you enjoy it?
Production Lady: Oooh Yes, it's great, everyone is so nice and friendly, and we have a good laugh.
Interviewer (with a hint of disbelief): Really? Don't you find it a bit boring?
Production Lady: Oh no, sometimes they change the biscuits……
This also leads us to my next question, have we forgotten to find happiness in small things around us, do we do those small things which can keep us motivated, instead of expecting people around / above us to, do we consciously and continuously innovate to keep our work from becoming routine? A good food for thought which could make us happy and creative....I am working to find a different biscuit packet today
Thursday, August 21, 2008
Best Manager
I came across this question in LinkedIn and was pondering over it for sometime.
I actually consider all my managers as good and actually learnt things that they were good at. Now each one had one or couple of good qualities in them and they also had some negatives or attributes that I did not find good, probably I didnt find them exhibit those qualities prominently.
Now how would you define "Best" Manager? A manager is supposed to manage the resources in the "best" manner. That's the reason they are called as Managers otherwise they would simply be "Supervisors". A quality one team member may like may not be liked by others, and its impossible to please all. If you try to do that, then you are not a good manager.
I learnt a lot from all my managers, except one, whom I wish I never crossed paths and consider all of them as good managers, as each one thought me one or couple of qualities to lead and manage well. I learnt about empathisizing, driving, leading, being firm, visionary, etc from different people whom I reported to.
Actually its a good exercise to note down positives and negatives of all the managers that we reported to and make a list of attributes that we need to and should not follow to being good and effective managers, atleast in our beliefs. This list could actually be appended as and when we remember any good or not so good qualities of these managers. I think I should start doing something like this.
Someone once told me, the best way to manage people is to understand how you would like to be managed and who else could be a better person to tell the good and bad qualities that we feel, we should have to be good managers.
Well, good morning world, a new manager is born today......
I actually consider all my managers as good and actually learnt things that they were good at. Now each one had one or couple of good qualities in them and they also had some negatives or attributes that I did not find good, probably I didnt find them exhibit those qualities prominently.
Now how would you define "Best" Manager? A manager is supposed to manage the resources in the "best" manner. That's the reason they are called as Managers otherwise they would simply be "Supervisors". A quality one team member may like may not be liked by others, and its impossible to please all. If you try to do that, then you are not a good manager.
I learnt a lot from all my managers, except one, whom I wish I never crossed paths and consider all of them as good managers, as each one thought me one or couple of qualities to lead and manage well. I learnt about empathisizing, driving, leading, being firm, visionary, etc from different people whom I reported to.
Actually its a good exercise to note down positives and negatives of all the managers that we reported to and make a list of attributes that we need to and should not follow to being good and effective managers, atleast in our beliefs. This list could actually be appended as and when we remember any good or not so good qualities of these managers. I think I should start doing something like this.
Someone once told me, the best way to manage people is to understand how you would like to be managed and who else could be a better person to tell the good and bad qualities that we feel, we should have to be good managers.
Well, good morning world, a new manager is born today......
Monday, August 18, 2008
Winner of "TeamLease Blogger of the Fortnight"
I have been awarded as the "TeamLease Blogger of the Fortnight" and received a gift voucher of 1000/- from Landmark.
Happy to start my day and week on this note :)
Happy to start my day and week on this note :)
Wednesday, August 13, 2008
Something new
Have been thinking on doing something new pertaining to my line of career. Doing the same number game and reviewed on numbers/revenue is not exiciting me anymore. But it doesnt mean that I would not be doing it going forward, but its not challenging and not giving me satisfaction anymore.
Well the industry today is talking about "collaboration" in a big way and I am thinking if I need to leverage my strengths in this dimension. I feel I am good at Client acquisition, relationship management, Account Management and networking. Can I promote myself as an independent consultant, who could support a group of agencies/consultants, who have/can come together as a group, to beat the biggies. The big ones would not look at this concept and I feel this could be a great way to compete and beat the biggies in this game.
We can all draw from our strengths and partner with a customer, which could be a win-win for both the customer(s) and the alliance of agencies. We would need to have agencies who have strengths in volume hiring, senior hiring, niche/hard to find requirement hiring and domain experts. All these with my customer facing skills, I feel we are on our way to success.
So I would start working on this and start talking to agencies in these lines...
Well the industry today is talking about "collaboration" in a big way and I am thinking if I need to leverage my strengths in this dimension. I feel I am good at Client acquisition, relationship management, Account Management and networking. Can I promote myself as an independent consultant, who could support a group of agencies/consultants, who have/can come together as a group, to beat the biggies. The big ones would not look at this concept and I feel this could be a great way to compete and beat the biggies in this game.
We can all draw from our strengths and partner with a customer, which could be a win-win for both the customer(s) and the alliance of agencies. We would need to have agencies who have strengths in volume hiring, senior hiring, niche/hard to find requirement hiring and domain experts. All these with my customer facing skills, I feel we are on our way to success.
So I would start working on this and start talking to agencies in these lines...
Monday, August 11, 2008
Your Value
A mail that I received from Shraddha, Leader - People & System Integration, Oscar Murphy International, through HRInnovators, cheered me up and gave me a fresh breath and a new lease of encouragement. I have captured it below,
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A well known speaker started off his seminar by holding up a 500 Rupees. In the room of 200, he asked, "Who would like to take these 500 rupees?"
Hands started going up.
He said, "I am going to give 500 rupees to one of you but first, let me do this." He proceeded to crumple the 500 rupees up.
He then asked, "Who still wants it?"
Still the hands were up in the air.
"Well," he replied, "What if I do this?" And he dropped it on the ground and started to grind it into the floor with his shoe.
He picked it up, now all crumpled and dirty. "Now who still wants it?" Still the hands went into the air.
"My friends, you have all learned a very valuable lesson. No matter what I did to the money, you still wanted it because it did not decrease in value. It was still worth rupees 500. Many times in our lives, we are dropped, crumpled, and ground into the dirt by the decisions we make and the circumstances that come our way.
We feel as though we are worthless. But no matter what has happened or what will happen, you will never lose your value. You are special - Don't ever forget it!
Moral of the story- Try to understand your value. Try to find out your strengths. If you are not going to respect yourself no one is going to respect you.
Just like famous quote “The more you praise and celebrate your life, the more there is in life to celebrate.”
Oprah Winfrey
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A well known speaker started off his seminar by holding up a 500 Rupees. In the room of 200, he asked, "Who would like to take these 500 rupees?"
Hands started going up.
He said, "I am going to give 500 rupees to one of you but first, let me do this." He proceeded to crumple the 500 rupees up.
He then asked, "Who still wants it?"
Still the hands were up in the air.
"Well," he replied, "What if I do this?" And he dropped it on the ground and started to grind it into the floor with his shoe.
He picked it up, now all crumpled and dirty. "Now who still wants it?" Still the hands went into the air.
"My friends, you have all learned a very valuable lesson. No matter what I did to the money, you still wanted it because it did not decrease in value. It was still worth rupees 500. Many times in our lives, we are dropped, crumpled, and ground into the dirt by the decisions we make and the circumstances that come our way.
We feel as though we are worthless. But no matter what has happened or what will happen, you will never lose your value. You are special - Don't ever forget it!
Moral of the story- Try to understand your value. Try to find out your strengths. If you are not going to respect yourself no one is going to respect you.
Just like famous quote “The more you praise and celebrate your life, the more there is in life to celebrate.”
Oprah Winfrey
Guest Lectures
Want to post links to my guest lectures,
‘Now, career opportunities galore all over the world’
Mantra of corporates: ‘Hire for attitude, train for skills’
‘Now, career opportunities galore all over the world’
Mantra of corporates: ‘Hire for attitude, train for skills’
Alliance Omega
Another collaborative effort from the agencies in Bangalore..
In the Executive Recruiter Association (ERA) which is been formed for ethical and standardized practices for the recruitment fraternity, agencies collaborate very closely. In fact they have formed a group called Alliance Omega under the umbrella of ERA to take delivery commitment with the clients. They are 7 Consultants, who have come together to form a legal entity. It has three objectives. 1) Single Agreement & billing for all the 7 of them 2) Agency SPOC on site 3) committed, predictable closures (for consultants and the client).
The best thing about this model is collaboration. I feel strongly that the next big thing in the recruitment space = Consultants Collaboration!!
Thanks to Jaya, JK Management consultants, for her inputs on this.
In the Executive Recruiter Association (ERA) which is been formed for ethical and standardized practices for the recruitment fraternity, agencies collaborate very closely. In fact they have formed a group called Alliance Omega under the umbrella of ERA to take delivery commitment with the clients. They are 7 Consultants, who have come together to form a legal entity. It has three objectives. 1) Single Agreement & billing for all the 7 of them 2) Agency SPOC on site 3) committed, predictable closures (for consultants and the client).
The best thing about this model is collaboration. I feel strongly that the next big thing in the recruitment space = Consultants Collaboration!!
Thanks to Jaya, JK Management consultants, for her inputs on this.
Saturday, August 9, 2008
Retro-recruiting
I had an interesting response on LinkedIn, from Marc LeVine, President of Integrity Consulting Associates, for my previous posting which asked about the next big thing in recruitment. He talks about leaving the recruiting basics alone.
I agree, has the good old ways of recruitment, which involved researching, "working" extensively with a candidate (irrespective of experience levels), positioning profiles instead of sourcing for requirements, value hiring instead of only volume hiring, are a thing of the past?
Marc also introduces us with 2 words - Retro-Recruiting and prides himself as a "Recruitsmith"
Marc writes - Recruiting is a "contact sport" and today's recruiters are too busy trying to build better mousetraps than focus on what works best, fundamentally. Too much time is spent playing on the Internet and chasing a pool of folks, who are already picked over and remain available for obvious reasons.
Any thoughts?
I agree, has the good old ways of recruitment, which involved researching, "working" extensively with a candidate (irrespective of experience levels), positioning profiles instead of sourcing for requirements, value hiring instead of only volume hiring, are a thing of the past?
Marc also introduces us with 2 words - Retro-Recruiting and prides himself as a "Recruitsmith"
Marc writes - Recruiting is a "contact sport" and today's recruiters are too busy trying to build better mousetraps than focus on what works best, fundamentally. Too much time is spent playing on the Internet and chasing a pool of folks, who are already picked over and remain available for obvious reasons.
Any thoughts?
Thursday, August 7, 2008
What's the next big thing in recruitment?
Next big thing in Recruitment
What could be the next big thing in recruitments? As the industry is going slow, it's time to reflect on the strengths and look to value add for opportunities that might come up. I know many would differ, saying that this is the time to work harder / more, as the industry is slow. But these are my thoughts..
Could the enabler for "the big thing" be RPO or technology or collaboration or consolidation or look at recruitment service in a different perspective? Would Executive Search be the next big thing as volime hiring was sometime back? Would organizations look at a thin recruitment team and outsource the process? Would consultants consolidate or collaborate with each other instead of compete? Would there be an increase in niche freelancers or "Consultants" who would operate with specific domain expertise?
Please do share your thougts and did I put any thoughts in anyone's mind on going forward :)
What could be the next big thing in recruitments? As the industry is going slow, it's time to reflect on the strengths and look to value add for opportunities that might come up. I know many would differ, saying that this is the time to work harder / more, as the industry is slow. But these are my thoughts..
Could the enabler for "the big thing" be RPO or technology or collaboration or consolidation or look at recruitment service in a different perspective? Would Executive Search be the next big thing as volime hiring was sometime back? Would organizations look at a thin recruitment team and outsource the process? Would consultants consolidate or collaborate with each other instead of compete? Would there be an increase in niche freelancers or "Consultants" who would operate with specific domain expertise?
Please do share your thougts and did I put any thoughts in anyone's mind on going forward :)
Wednesday, August 6, 2008
Recruitment consultancy is a good career option
A small writing that I posted on our office blog - teamlease.blogspot.com
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A forward which I received about “Recruitment Consultancy being a good career option” from a colleague got me thinking about how many of us, really appreciate the industry that we are in, are proud to be putting people to work and partnering with clients to identify the right people. We, as Recruitment consultants make a difference – the difference to a candidate’s career and the difference to the client organization.Most of us take this opportunity as just a “Job” and treat it as a launch pad to get into “HR Generalist” or “HR Operations” positions, but fail to see that Recruitment position with a Consultancy could be a long term, successful and satisfying career option. The challenge of assisting and managing diverse people, meeting varied customer’s expectations consistently, counselling and helping freshers who are just out of college to professionals who are in between jobs to senior executives who are looking for the next big thing, keeps the ambitious and the driven, going. The adrenaline rush it gives to identify, convince and make a person join the client in time, cannot be experienced in other HR functions. Recruitment requires a consultative approach and has an essence of sales, contrary to the belief that it is only a HR function.The creative of the lot try out their hands in different ways of identifying the right fit, the one which impressed me the most, is a methodology using Google extensively. One person who comes to my mind is Jim Stroud, a “Searchologist” with an expertise in the full life-cycle placement of Executive and Technical personnel, in his blog “The Recruiter’s Lounge”, talks about “Resume Forensics” – How to find resumes on the Internet. Man, that’s one creative and a very efficient method of using Google. You can actually get a copy of the same on his blog.To make a great career in recruitment, the key competencies required are being Competitive, Motivated, extensive relationship management (candidates and clients) and persistence.So you are in the right track ...Good luck.
TO ADD:
There are newer ways emerging in e-recruitment today, apart from the job portals, the networking and Google ways. I thought of sharing 2 such ideas with all, and in no means trying to promote them :)1. V3Jobs – http://www.v3jobs.com/, an online portal brought to you by HireCraft Software Pvt Ltd. A job seeker collaboration portal having managed profiles that can be used for internal use and share the profiles to other staffing companies on a revenue sharing basis. In simpler words, a job seeker can have an advisor for life in choosing the right career options, not only from their clients but also from other agency’s clients, without having to contact / interact with multiple recruiters.
2. The Hiring Tool – http://www.thehiringtool.com/, is an innovative online Recruiting Marketplace that connects employers with a nationwide network of professional consultants in order to fill jobs faster and more efficiently than ever. The recruitment space is becoming more interesting and creative, with newer ideas coming out very often. People are daring to think different and dream big.
Let’s get our creative juices flowing and come up with newer ideas, and share the same on this blog.
-----------------------------------------------------------------------------------------------
A forward which I received about “Recruitment Consultancy being a good career option” from a colleague got me thinking about how many of us, really appreciate the industry that we are in, are proud to be putting people to work and partnering with clients to identify the right people. We, as Recruitment consultants make a difference – the difference to a candidate’s career and the difference to the client organization.Most of us take this opportunity as just a “Job” and treat it as a launch pad to get into “HR Generalist” or “HR Operations” positions, but fail to see that Recruitment position with a Consultancy could be a long term, successful and satisfying career option. The challenge of assisting and managing diverse people, meeting varied customer’s expectations consistently, counselling and helping freshers who are just out of college to professionals who are in between jobs to senior executives who are looking for the next big thing, keeps the ambitious and the driven, going. The adrenaline rush it gives to identify, convince and make a person join the client in time, cannot be experienced in other HR functions. Recruitment requires a consultative approach and has an essence of sales, contrary to the belief that it is only a HR function.The creative of the lot try out their hands in different ways of identifying the right fit, the one which impressed me the most, is a methodology using Google extensively. One person who comes to my mind is Jim Stroud, a “Searchologist” with an expertise in the full life-cycle placement of Executive and Technical personnel, in his blog “The Recruiter’s Lounge”, talks about “Resume Forensics” – How to find resumes on the Internet. Man, that’s one creative and a very efficient method of using Google. You can actually get a copy of the same on his blog.To make a great career in recruitment, the key competencies required are being Competitive, Motivated, extensive relationship management (candidates and clients) and persistence.So you are in the right track ...Good luck.
TO ADD:
There are newer ways emerging in e-recruitment today, apart from the job portals, the networking and Google ways. I thought of sharing 2 such ideas with all, and in no means trying to promote them :)1. V3Jobs – http://www.v3jobs.com/, an online portal brought to you by HireCraft Software Pvt Ltd. A job seeker collaboration portal having managed profiles that can be used for internal use and share the profiles to other staffing companies on a revenue sharing basis. In simpler words, a job seeker can have an advisor for life in choosing the right career options, not only from their clients but also from other agency’s clients, without having to contact / interact with multiple recruiters.
2. The Hiring Tool – http://www.thehiringtool.com/, is an innovative online Recruiting Marketplace that connects employers with a nationwide network of professional consultants in order to fill jobs faster and more efficiently than ever. The recruitment space is becoming more interesting and creative, with newer ideas coming out very often. People are daring to think different and dream big.
Let’s get our creative juices flowing and come up with newer ideas, and share the same on this blog.
Near Death Experience
I want to share a mail which I received a couple of days ago from HRinIndia yahoo group, sent by Lt Col (retd) RVS Mani, titled Near Death Experience.
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Last night my mom and I were sitting in the living room, talking about life... In-between, we talked about the idea of living or dying.
I said to her: ' Mom, never let me live in a vegetative state, totally dependent on machines and liquids from a bottle. If you see me in that state I want you to disconnect all the contraptions that are keeping me alive, I'd much rather die'.
Then my mom got up from the sofa with this real look of admiration towards me...and proceeded to disconnect the TV, the Cable, the Dish, the DVD, the Computer, the Cell Phone, the IPod, and the Xbox, and then went to the fridge and threw away all my beer!!
...I ALMOST DIED!!!
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What a thought!
The onslaught of technology has made us so dependent on these items that they indeed can be termed as our “life support systems”. oh! But don’t most of us want to surround ourselves with these wonderful machines and feel proud when people address us as Gadget freaks? Let’s step back and think, what have we lost in the process – socializing (family and friends), reading, enjoying quite moments with our loved ones, getting some exercise / activity and health. Even though we are at home, we are engrossed in watching TV or working on our laptops or plug in the earphones of our IPods. Yes, physically we are present but are we listening to our loved ones or giving them enough time. I don’t want to answer that... OK, I know, we have heard this a lot of times earlier and I would not want to talk about this again.
But, can we plug ourselves out from these to enjoy the small joys of life? Can we enjoy the surroundings (oh! Not the busy neighbourhood roads or the honking and smoking vehicles or the door next to our apartment, but the beautifully made parks) and spend some quite time with our friends and family, actually spend time listening and talking about our day, laugh loud for some PJ’s or have dinner together. I can go on but I want to leave you all with this thought until next time and am going to shut down my system and off to watch what’s in store for Tom today? :)
I am trying..
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Last night my mom and I were sitting in the living room, talking about life... In-between, we talked about the idea of living or dying.
I said to her: ' Mom, never let me live in a vegetative state, totally dependent on machines and liquids from a bottle. If you see me in that state I want you to disconnect all the contraptions that are keeping me alive, I'd much rather die'.
Then my mom got up from the sofa with this real look of admiration towards me...and proceeded to disconnect the TV, the Cable, the Dish, the DVD, the Computer, the Cell Phone, the IPod, and the Xbox, and then went to the fridge and threw away all my beer!!
...I ALMOST DIED!!!
---------------------------------------------------------------------------------------------------------------------------------------------------------------------
What a thought!
The onslaught of technology has made us so dependent on these items that they indeed can be termed as our “life support systems”. oh! But don’t most of us want to surround ourselves with these wonderful machines and feel proud when people address us as Gadget freaks? Let’s step back and think, what have we lost in the process – socializing (family and friends), reading, enjoying quite moments with our loved ones, getting some exercise / activity and health. Even though we are at home, we are engrossed in watching TV or working on our laptops or plug in the earphones of our IPods. Yes, physically we are present but are we listening to our loved ones or giving them enough time. I don’t want to answer that... OK, I know, we have heard this a lot of times earlier and I would not want to talk about this again.
But, can we plug ourselves out from these to enjoy the small joys of life? Can we enjoy the surroundings (oh! Not the busy neighbourhood roads or the honking and smoking vehicles or the door next to our apartment, but the beautifully made parks) and spend some quite time with our friends and family, actually spend time listening and talking about our day, laugh loud for some PJ’s or have dinner together. I can go on but I want to leave you all with this thought until next time and am going to shut down my system and off to watch what’s in store for Tom today? :)
I am trying..
Returned
Back to blogging :)
Had a blog earlier, which was primarily aimed at HR and Recruitment thoughts for a couple of my friends. But this time, I wanted to make it a little more personal, about myself, too, apart from the other things.
Anusragi - Anu's Ragi - Anu is my wife and Ragi is what my close friends call me. So that's how the name :)
I will try and pour my thoughts and interesting (atleast for me, cant assure for others) articles, etc, in this space
Well, until the next posting, which would figure immediately
Had a blog earlier, which was primarily aimed at HR and Recruitment thoughts for a couple of my friends. But this time, I wanted to make it a little more personal, about myself, too, apart from the other things.
Anusragi - Anu's Ragi - Anu is my wife and Ragi is what my close friends call me. So that's how the name :)
I will try and pour my thoughts and interesting (atleast for me, cant assure for others) articles, etc, in this space
Well, until the next posting, which would figure immediately
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