Seeking Thoughts About A Hiring Process.

What is the process to file an RTI seeking the details regarding the use of OBC quota during the recruitment process of an employee?

File an Application ,with Non-Judicial Court Fee stamp of Rs 10 affixed to it, seeking the following infoormation :Whether it is a fact that there was a vacancy of (mention the post) in your office under the REserved Quota for OBC, in the month of… 2018?2. Whether the said posthhhhhas sonce been filled? If yes, please give the name and address of the selected candidate,If not, by when the post is likely to be filled?. Has the vacancy been de-reserved in accordance with standard norm for such convention?

How does a resume aid the job-seeking process?

A resume helps in the job seeking process by telling the interview about you. S/he finds out about your education, work experience and skills and can then decide whether or not you are a good fit for the job. If you are they will probably invite you to an interview, if you are not, then they will not interview you.If you don’t have a resume to give or send an employer, it cuts your possibilities of jobs down to the very few employers that you can manage to get physically in front of to tell them about yourself.There are usually so many applicants for any one job that it would be impossible for any employer to talk to them all. Hence the need for resumes. Employers just quickly scan the resumes they receive, then go back and look at the best ones a bit more. No resume, no job is pretty much how it work out.

What is the hiring process like at universities when they're seeking professors?

Most common route is to start out as an instructor and study/teach/research your way up to professor. Occasionally, there are openings from professors. Each department simply dips into its fairly large database of applicants (or post an job opening) and they go though a selection process (screening can be multi-layer). A short list is created and interviews occur. A shorter list is made and a teaching demo and visit is scheduled. Job is offered and candidate starts.

When looking for a job, how to find the hiring manager of a specific job posting and contact him directly?

I'll start by saying that contacting a hiring manager directly through back channels may be seen as creepy, especially if that manager is intentionally keeping their role in the hiring process vague. This is why companies use HR and recruiters to screen resumes and take calls about positions. So, be careful when trying to go around this process.That said, it's well documented that the best way to get hired is through a personal connection with someone at the company for which you want to work.The ideal situation is that you've been networking with people in your industry and region over time and have established first or second connections to the companies in which you might be interested. You've helped other people make connections or shared interesting articles with them, or otherwise tended to those relationships. Obviously, this takes time, well in advance of a job search, so it may not be helpful advice here.Barring that, I would recommend seeking out someone within the company or someone you know who knows someone within the company to find out who is hiring for the position (LinkedIn makes this pretty easy and you'd be surprised how many connections you already have). Rather than send that person an unsolicited email, ask your contact to make an introduction to the hiring manager and ask on your behalf if you could set up time to talk (by phone; 10 minutes max) to find out more about the company and what it's like to work there. If you get a positive response, make it a brief call, thank them for their time, and say that it sounds like a great opportunity. Apply through the normal channels (recruiter, website, etc.), then follow up with a note to the hiring manager thanking them again for speaking with you and letting them know that you submitted an application for the position. Send a thank you to the person who made the introduction for you as well. Finally, be sure to help others out when they are in a similar situation. Pay it forward.

What percentage of Hack Reactor students are seeking a job after completing the class?

Hack Reactor is very proud of the high standard we've set, and we make every effort to be completely forthcoming and transparent with our student hiring statistics. In each cohort, a certain number of students "opt-out" of the hiring process for various reasons. Some may have planned from the start to return to their previous job with enhanced skills. Some might be starting their own company, or they may choose to follow other pursuits. A very small number have even gone to work for Hack Reactor. The inclusion of any of these in the final count would falsely skew the statistic from the actual number of students who participate in the hiring process and actively pursue software engineering jobs.As of August 2014, the actual overall percentage of students who have "opted-out" of the hiring phase is 14%. Overall, of the remaining 86% of students who did participate in the hiring process, 99.6% have been hired with a starting salary averaging $105,000.

What are the staffing firms in California that is looking for Recruitment Process Outsourcing service provider?

Our business is to provide Recruitment Process Outsourcing services and Human Resource solutions targeting touch points while generating quantifiable value to the production and processes of your company. 24 HRPO - will improve your time and resources to increase qualified pool of candidates, faster submittals, increase placements and other RPO and HR services while lowering your cost of operations. We will work with you throughout the whole process to ultimately define the best resources fit for each job requisition. We are a flexible partner responsive to your needs and attuned to your ever changing business demands.visit our website at: 24 HRPO -

What are recommended strategies for older workers seeking employment?

Been there done that. :-) I’m going to answer this mainly from the POV of an older software developer (hence the name of my company, Codosaurus, LLC). Things may be different for, say, an older construction foreman or lawyer or arms dealer or chemical engineer or whatever. But even so, in many parts there may be some reasonable analogy.Be humble. Just because you’ve been around the block more times than the “kid” who’s probably going to be your boss (plus his boss), doesn’t mean you can dismiss them lightly. As Cato the Elder said, wise men learn more from fools than fools from the wise. ;-)Be flexible. You may be able to take on roles and duties the people looking to hire, may not have thought of (because they were thinking of hiring a “younger worker”), like taking on two of the positions they advertised for at once, or offer them advice on processes and tools and such in addition to just cranking out codeBone up on the latest popular techniques and technologies. Sure, doing C in a waterfall process, or maybe Java in a spiral process, served you well for many decades… but if you want a good paying job today, you’d be better served knowing Ruby (or at least Python) or some other modern-ish language, and Scrum or Kanban or some other form of Lean or Agile process.Don’t make your age obvious. On your resume, omit the year you got your degree, and your earliest jobs.Keep yourself young at heart, and at mind and body as best you can.Don’t go looking for age discrimination — but don’t ignore it when obvious either.Consider consulting. As an “older worker”, the experience and breadth of knowledge you probably bring to the table, can make you (and your team!) ten times as productive as a hire half your age. (Or whatever number. I’m pulling that out of thin air. But it’s some number, much greater than 1, and probably greater than 2 or 3.) But will they pay you ten times what they’d pay the little punk? Ha, of course not… if you stick to the standard W2 approach. Even on a consulting basis, though, the “trade time for money” hamster-wheel is still not much better. Read up on business so you can go into consulting, and value-based pricing and productized consulting so you can get a decent share of your worth (and still have a life).

Why is the Accenture recruitment process very slow?

Accenture’s recruitment process is not slow, for that matter no company wastes their money,time and resources. Every company follows their own process to achieve their organisational goals. However I understand that as a candidate you will feel the process is very slow. I will try to give an example or two to help you understand.We interview you for a position and then the project decides to wait for sometime before going with the next round - No, the HRs are not so slowWe try to match your CTC and run around seeking different approvals. Those approvals would be pending from someone high in position for whom you cannot reach over call easily. - HRs cannot do anything except waitingProject manager likes a candidate and the position is critical. We find someone suitable and the manager agrees to hire him. The whole process is completed in 3–5 days. - HRs are merely playing their role…. nothing special.When we speak to you for the first time, it is the start of the process. I will try to simplify the processPhone screening- status updated on portal if eligible - moved to pipeline - someone pics the ref no and align to process - Schedule the telephonic - change status and wait for update- schedule another round - change status and wait again - Final interview (may/maynot) - HR calls you to update and CTC discussion - release offer letter if matches - else seek approvals - If all is set release offer.HRs have lot of things other than sitting in cafeterias and gossipping. They do have deadlines and reports except roaming around good looking girls. For you it may be just a job for us each job/position is CHALLENGE!!