The Man, the Madness, the Maverick, the Magic, the Music, the Moves..... Michael for me is more than a singer and dancer. He is an entertainer and a Superstar at that..
It was a pretty sad way to start my day with the news of Jacko's demise reaching me the moment I entered the office and signed in the register. Wife called in to give me this news and the thoughts of yester years started coming back to me. Michael is the inspiration for me to get interested in dance and music.
I started listening to Michael when I was in my 10th std and we had to perform for the school day function. I was not into dance and music, but my only interest was in theatre, wherein I was not able to get any role. I really did want to participate in the school day functions and the only other option that I could find was the dance group. I went to audition for the dance group and the choreographer was a junior to me in school, which surprised me. Well, to cut the long story short, I got in to the group and was in the last lane of the group, so that the other 9 - 10 dancers in front, could block me from the eyes of the audience :)
That was when I first listened to Michael, as we were trying to dance to Thriller song. Though we selected another song from a different group, I never could forget Michael or his songs and dance. The craze that started off then, led me to 1 National level dance award and another - Best Dancing group and choreographer for Aptech, KArnataka
I have a collection of most of his songs, lyrics which I have handwritten and taken from several magzines, photos of his, etc to keep his memories alive. I have been a great fan of him and would continue to be, throughout....
RIP Michael and let his memories and performances live for ever in our hearts.....
Thursday, June 25, 2009
Aquila non captat muscas
"Eagles do'nt catch flies" - Great minds don't deal with trifles
A chance understanding of this latin proverb from a friend of mine, actually instilled a new focus and direction into my thinking.
Many a times, we are actually tied down / bothered / focussed on small things in life, that we miss the big picture and miss the opportunity to make a dent in the universe. This in no way means that we should loose sight of the near term / short term goals, but helps us in focussing on the larger picture by keeping a finger on the smaller and nearby one.
Coming to what service that I extend, what could be the big opportunity? Is it the Recruitment Outsourcing / Project hiring / Exclusivities / etc, which could be the big business pullers.
A chance understanding of this latin proverb from a friend of mine, actually instilled a new focus and direction into my thinking.
Many a times, we are actually tied down / bothered / focussed on small things in life, that we miss the big picture and miss the opportunity to make a dent in the universe. This in no way means that we should loose sight of the near term / short term goals, but helps us in focussing on the larger picture by keeping a finger on the smaller and nearby one.
Coming to what service that I extend, what could be the big opportunity? Is it the Recruitment Outsourcing / Project hiring / Exclusivities / etc, which could be the big business pullers.
Thursday, June 18, 2009
Passive / non-portal candidates
I have come across numerous instances of recruiters wanting agencies to reach out to passive / non-portal candidates and want only "Head Hunted" profiles.
Do you want head hunted profiles or good candidates? Just because some people do not put their profiles on the portals, doesnt mean that they are good quality prospects. They could be as good / bad or even worse than the bunch that we see on the portals. When we talk of head hunting,
I have seen recruiters generating candidates thru cold calling and checking on the portals, if their profiles are present on the portals. This is the practise that I have come across many times, which gets followed blindly. Recruiters are praised on generating these "Non - portal" profiles, but how many go ahead and understand the quality / capability of these candidates.
In my view, this is just blind mining, which gives you more junk than desired and the recruiters always have the reason that getting the right match and the required number of candidates would always be less, as they need to be "hunted". Lots of instances where in you generate more non-relevant profiles while hunting than the relevant ones.
I strongly feel, hunting is done post research. Very less recruiters (apart from the exec hiring ones and very few contigency based hiring agencies) adopt this model. The need to know what a candidate is capable of, whether he / she fits the requirement, credentials, expertise, etc needs to be researched and then the candidate needs to be "hunted" and convinced. Else its no different from the big fishing trawlers who sweep the ocean for any kind of fish.
I know it takes a while to develop this habit of pre-hunting exercise, but needs to be started off. The market mapping, project mapping, candidate mapping, skill/technology mapping, etc needs to be focussed on and captured in the rigth way. The information which gets built over a period of time, by doing these activities are immensly valuable. This can be analyzed and built into a Knowledge Portal of the agency, which can be the USP in this very cluttered market.
Do you want head hunted profiles or good candidates? Just because some people do not put their profiles on the portals, doesnt mean that they are good quality prospects. They could be as good / bad or even worse than the bunch that we see on the portals. When we talk of head hunting,
I have seen recruiters generating candidates thru cold calling and checking on the portals, if their profiles are present on the portals. This is the practise that I have come across many times, which gets followed blindly. Recruiters are praised on generating these "Non - portal" profiles, but how many go ahead and understand the quality / capability of these candidates.
In my view, this is just blind mining, which gives you more junk than desired and the recruiters always have the reason that getting the right match and the required number of candidates would always be less, as they need to be "hunted". Lots of instances where in you generate more non-relevant profiles while hunting than the relevant ones.
I strongly feel, hunting is done post research. Very less recruiters (apart from the exec hiring ones and very few contigency based hiring agencies) adopt this model. The need to know what a candidate is capable of, whether he / she fits the requirement, credentials, expertise, etc needs to be researched and then the candidate needs to be "hunted" and convinced. Else its no different from the big fishing trawlers who sweep the ocean for any kind of fish.
I know it takes a while to develop this habit of pre-hunting exercise, but needs to be started off. The market mapping, project mapping, candidate mapping, skill/technology mapping, etc needs to be focussed on and captured in the rigth way. The information which gets built over a period of time, by doing these activities are immensly valuable. This can be analyzed and built into a Knowledge Portal of the agency, which can be the USP in this very cluttered market.
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