Category Archives: Recruitment

Latest Excel shortcuts for Windows and Mac

                             File

File

       Windows   

 Mac

Create new workbook  Ctrl+N        Cmd+N
Open workbook Ctrl+O        Cmd+O
Save workbook Ctrl+S Cmd+S
Save as F12 Cmd+Top Arrow+S
Print file Ctrl+P Cmd+P
An open print preview window Ctrl+F2
Close current workbook Ctrl+F4 Cmd+W
Close Excel Alt+F4 Cmd+Q

                            Ribbon

File

       Windows   

 Mac

Expand or collapse ribbon  Ctrl+F1        Cmd+Alt+R
Activate access keys Alt
Move to next ribbon control Tab Tab
Activate or open selected control Space Space
Confirm control change Enter Return
Get help on the selected control F1

                           General

File

       Windows   

 Mac

Open options Alt+F+T        Cmd+,
Open help F1        Cmd+/
Undo the last action Ctrl+Z Cmd+Z
Redo the last action Ctrl+Y Cmd+Y
Repeat the last action F4 Cmd+Y
Copy selected cells Ctrl+C Cmd+C
Cut selected cells Ctrl+X Cmd+X
Paste content from the clipboard Ctrl+V Cmd+V
Display the Paste Special dialog box
Ctrl+Alt+V ^+Cmd+V
Display find and replace Ctrl+F Cmd+F
Display find and replace, replace selected Ctrl+H Cmd+Q
Find next match Shift+F4 Cmd+G
Find the previous match Cntrl+Shift+F4 Cmd+UP Arrow+G
Create embedded chart Alt+F1 Fn+Alt+F1
Create chart in new worksheet F11 Fn+F11

                         Tables and Filters

File

       Windows   

 Mac

Insert table  Ctrl+T       ^+T
Toggle Autofilter Ctrl+Shift+L        Cmd+Up Arrow+F
Activate filter Alt+Down Arrow Alt+Down Arrow
Select table row Shift+Space Up Arrow+Space
Select table column Ctrl+Space ^+Space
Select table Ctrl+A Cmd+A
Clear slicer filter Alt+C  Alt+C
Toggle table total row Ctrl+Shift+T Cmd+Up Arrow + T

                             Drag and Drop

File

       Windows   

 Mac

Drag and cut drag drag
Drag and copy Ctrl+drag        Cmd+drag
Drag and insert Shift+drag Up Arrow+ drag
Drag and insert copy Ctrl+Shift+drag Cmd+Top Arrow+drag
Drag to worksheet Alt+drag Cmd+drag
Drag to duplicate worksheet Ctrl+drag Alt+ drag

                             Navigation

File

       Windows   

 Mac

Move one cell right   →
Move one cell left     ←
Move one cell up
Move one cell down
Move one screen right Alt+PgDn Fn+⌥+
Move one screen left Alt+PgUp Fn+⌥+
Move one screen up PgUp Fn+
Move one screen down PgDn Fn+
Move to right edge of data region Ctrl + ⌃+
Move to left edge of data region Ctrl+ ⌃+
Move to top edge of data region Ctrl+ ⌃+
Move to bottom edge of data region Ctrl+ ⌃+
Move to beginning of row Home Fn+
Move to last cell in worksheet Ctrl+End Fn+⌃+
Move to first cell in worksheet Ctrl+Home Fn+⌃+
Turn End mode on End Fn+
Go back to hyperlink Ctrl+G+Enter ⌃+G+Return

                            Selection

File

       Windows   

 Mac

Select entire row Shift+Space ⇧+Space
Select entire column Ctrl+Space       ⌃+Space
Select entire worksheet Ctrl+A ⌘+A
Add adjacent cells to selection Shift+Click ⇧+Click
Add non-adjacent cells to selection Ctrl+Click ⌘+Click
Same selection in next column ⌥+Tab
Same selection in previous column ⌥+⇧+Tab
Move right between non-adjacent selections Ctrl+Alt+ ⌃+⌥+
Move left between non-adjacent selections Ctrl+Alt+ ⌃+⌥+
Toggle add to selection mode Shift+F8 Fn+⇧+F8
Cancel selection Esc Esc

                             File

File

       Windows   

 Mac

Create new workbook  Ctrl+N        Cmd+N
Open workbook Ctrl+O        Cmd+O
Save workbook Ctrl+S Cmd+S
Save as F12 Cmd+Top Arrow+S
Print file Ctrl+P Cmd+P
An open print preview window Ctrl+F2
Close current workbook Ctrl+F4 Cmd+W
Close Excel Alt+F4 Cmd+Q

                       Active Cell

File

       Windows   

 Mac

Select active cell only Shift+Backspace       ⇧+Delete
Show the active cell on worksheet Ctrl+Backspace ⌘+Delete
Move active cell clockwise in selection Ctrl+. ⌃+.
Move active cell down in selection Enter Return
Move active cell up in selection Shift+Enter ⇧+Return
Move active cell right in a selection Tab Tab
Move active cell left in a selection Shift+Tab ⇧+Tab

                  

Essence of RPO ( Recruitment Process Outsourcing )

Recruitment Process Outsourcing (RPO) is quite simply using the expertise of external recruitment professionals to manage the internal recruitment of business. Or else, in other words, you entrust your company’s recruitment cycle to a third party.

An RPO most times is to modify the changes to suit solution for all kinds of business. Since the hiring of companies varies, so does the RPO solutions, it may be the outsourcing of a part of recruitment or complete recruitment function. In some organization it is a deployment of a single resource, in others, it may be large onsite team backed by the dedicated offsite team.

Globally, the RPO market is seeing exponential growth — the industry’s leading analyst firm — indicated that the global RPO market reached $4.4 billion in 2017.

India is reflecting steady growth in recruitment process outsourcing (RPO) too. Out of the Rs 7,000 crore permanent staffing market in India, about Rs 450 crore is expected to be spent on RPO this year.

Besides short-term goals, RPO offers many long-term, strategic benefits as well as to increase the quality of hires with cost-effective price in the market, the positions in the company are filled quickly and effectively. Your company brand as an employer also gets enhanced, that in turn draws quality talent to your business. It is a great step in enhancing your company’s talent acquisition process, which will help you to allow the align your recruiting with your business strategy to meet your company’s goals.

Benefits of RPO based on the size of business:

For Startups:

  • A reduced fixed and variable cost associated with the recruitment team.
  • Focus on boosting headcount outside of Talent Acquisition.
  • Larger reach for Talent.
  • Better focus on the Business enhancement and attainment of the objective.
  • Scalability.

For Mid-Sized Companies:

  • Internal recruitment team can get assistance since the recruiters are overloaded, and the hiring managers are also satisfied.
  • Reduction in the amount of investment in sourcing tools/technology needed to find the best candidate according to your requirement.
  • Seasonal hiring where you pay for the services only when you need those services.
  • The recruitment can assist in meeting with the industry and governance regulations.

For Large Sized Companies:

  • High volume recruiting.
  • Reduced time in closing open positions owing to focused third-party peoples.
  • International expansion/Global recruiting.
  • Solves the Staffing complexities.
  • RPO is definitely an extension to your recruiting department, not competition.
  • Always, choose an RPO provider that has a proven track record and a reputation of quality service along with a trustworthy client partnership to the company.

Also, don’t hesitate to get in touch Bloom should you want further information on Recruitment Process Outsourcing or advise on how you can outsource your recruitment needs.

The Art & Science Of Recruitment Agency

Recruitment has widely been described as an art. The art of searching and finding the right talent candidates before interviewing them and screening the fitment, not only for the requirement but also a culture of the Company. The art lies in the fact that the recruitment consultant knows in his/her gut that a person is a good fit for the company or not. However, technology is taking all over the world the work and life of the recruitment are in the forefront of going through a makeover with the advent of AI, Machine Learning, Analytics, big data, etc.

While there is a lot of science involved in the process of the recruitment, and technology only emphasizes that side of recruitment, recruitment is a high touch portfolio which involves coaxing, negotiating, nurturing in order to match the right talent candidates with the right Organization.

To have a universal approach to recruitment, the best recruitment agencies in India have always tried to find the right balance of science and art in recruitment.

What is the ‘art’ factor in Recruitment?

Well, recruitment is nothing but building people according to the requirement! And endurance is the innate trait that one needs along with the external supporting aids to back up the gut feeling and human judgment, the other basic traits of a successful recruitment consultant.

Innovation and creativity in recruitment lie in the way a recruitment consultant determines who will be a motivating leader or an aspiring team member. There is no scientific formula to that! Candidates are humans and their response varies with situations and at times are quite unstable, which can be only gauged humanly.

Recruitment agencies in India have enveloped technology in order to automate a certain set of assignments that will save a lot of time of the recruitment consultants while they can focus more on the ones where human judgment is required.

In the face of automation and Artificial Intelligence, any placement company with a strong team of skilled recruitment consultants who follow their gut instinct, and determine with modernization and creativity will still stand out against those who entirely bank on technology!

While the science of Recruitment can be outsourced to the Technological augmentation, the art of Recruitment will continue to remain in Human hands, the artistic Recruitment consultants.

15 Steps of the hiring Process What we Do

            

IT staffing Agency in Bangalore

 

Identifying the hiring need according to client requirement :

Before a job position can be filled, it must be identified as available. Job Positions are either newly formed or recently vacated. In either case, the hiring staff should meet to generate arrange the list of job requirements including special qualifications, characteristics, and experience wanted from a candidate.

Planing :

The most important thing what we do is planning, that involves in the hiring decision agree to the hiring process, steps, and communication channels to be used. Our planning includes the timeline, recruitment plan, criteria for initial candidate screening, selection committee, interview questions, and instructions for taking notes.

Creating Job description based on the position :

We recognize the job requirements form the basis for the job description. Other necessary information includes necessary functions to be performed in the role and the advantages of working for the company (i.e., workplace environment, compensation and benefits, perks, etc.).

Promoting the job opening through Social media :

The job listing should be advertised internally through social media like facebook, twitter, Linkedin & Instagram so that current employees can apply and make referrals. Other avenues for promotion are the company’s website, online job boards, job seekers groups, and industry publications.

Recruiting :

Beyond passive recruitment via job posts, the hiring staff should follow out the qualified candidates via LinkedIn, social media, and industry events. This will ensure that some applications from possible candidates who are not actively searching for new jobs but who may be perfect for the role are received.

Application screening :

As job applications arrive by social media platforms or email or via an applicant tracking system (ATS), the hiring staff reviews résumés/CVs and cover letters based on the criteria established in the planning step. The Unqualified candidates’ applications are withdrawn from the applicant pool. The Qualified candidates are informed of the next steps beginning with a screening interview.

Screening interview :

Initial interviews with applicants through phone calls with HR representatives. These interviews complete if applicants have the qualifications needed to do the job and serve to further narrow the pool of candidates. HR may also explain the interviewing process during this step by step.

Interviews :

Depending upon the team size of the selection committee, several interviews are scheduled for each candidate.

  • Early interviews are typical with one person, face to face interviews with applicants and the hiring manager and focus on applicants’ based on experience, skills, work history, and availability.
  • Additional meetings are conducted with management, staff, executives, and other members of the organization can be face to face or panel interviews, formal or relaxed, on-site, off-site, or online (Skype, Google Hangouts). These interviews are more in-depth; in some organizations, each interviewer focuses on a specific subject or aspect of the job being filled to avoid overlap between interviews and to discover more about the applicants.
  • The final round of interviews might be conducted by the company’s senior leadership or an interviewer from a previous round of interviews. These latter-stage interviews are generally extended to a very small pool of top candidates.

Applicant talent assessment :

Before, during, or after interviews, hiring staffoften assign applicants one or more standardized tests to assess personality type, talent also called pre-employment tests, physical suitability for the job position, cognition (reasoning, memory, perceptual speed and accuracy, math, and reading comprehension), and/or emotional intelligence. Some organizations also require applicants to take tests or complete assignments to demonstrate professional skills applicable to the open job position based on the job requirement.

Background verification :

One of the final steps forwarded in making a job offer is conducting background checks to review the candidates’ criminal record, to verify the history of the candidate and eligibility, and to run credit checks and Some big organizations also check social media accounts like Facebook, Twitter, etc. to make sure the potential employees are likely to represent the company in aprofessional way. Drug the testing may also be warranted depends upon the nature of the job.

Decision Making :

The hiring staff confers and evaluates the applications of candidates based on the interviews, job experience, skills and talent assessments, and all other related information of the candidate (recommendations, e.g.). The top choice should be identified and agreed on. A backup candidate selection & hiring process should be made, as well. If no candidates meet the hiring criteria, the hiring process should start over.

Reference checks :

The candidate has been selected for the position once, his or her professional references should be contacted. Reference checks can verify candidates’ job performance and also the employment details his/her performance, strengths, and weaknesses. The important question to ask references is “Would you rehire this person?”

Offering a Job :

Offering the job details including an offer letter stating the position’s salary, start date, and other terms and conditions of employment that are based on the agreement between the company and the candidate. It should be clear that the candidate understands the terms of the offer. The candidate may agree and sign, initiate negotiations (typically focusing on salary), or turn down the offer

Hiring :

Once the candidate accepts the job offer LETTER, he or she is hired. This kicks off a phase of filling out and filing paperwork related to employment including eligibility to work forms, tax withholding forms, and company-specific forms.

On-boarding :

A comprehensive step in the onboarding process is a crucial step in the hiring process. This should involve making the new employee feel welcome even before he or she officially joins the organization. Preparing his or her workspace, providing necessary access credentials for work applications and networks, and outlining an orientation and training schedule can significantly speed up the new things to the hired candidate.

Visit our website to know more: www.bloomsolutions.com 

Successful Story of Google CEO – Sundar Pichai

   Successful Story of Google CEO – Sundar Pichai

 

  • Born: Pichai Sundararajan, July 12, 1972 (age 46), Madurai, Tamil Nadu, India
  • Citizenship: United States
  • Alma mater: Indian Institute of Technology Kharagpur, Stanford University, University of  Pennsylvania
  • Occupation:    CEO of Google
  • Employer:   Google (2004–present)
  •  Salary: US$199.7 million (2016)
  • Net worth: US$1.2 billion (2017)
  • Spouse(s): Anjali Pichai
  • Children: 2

Pichai is the chief executive officer (CEO) of Google Inc. Formerly the Product Chief of Google, Pichai’s current role was announced on August 10, 2015, as part of the restructuring process that made Alphabet Inc. into Google’s parent company, and he assumed the position on October 2, 2015.
Pichai Sundararajan
 (born July 12, 1972), also known as Sundar Pichai, is an Indian American business executive.

Childhood & Early Life : 

 

  • He was born as Pichai Sundararajan on July 12, 1972, in Madurai, Tamil Nadu, India. His father, Regunatha Pichai, worked as an electrical engineer for the British conglomerate GEC and managed a factory that made electrical components. His mother used to be a stenographer before having children. He has one brother.

  • Pichai grew up in a middle-class home and was a bright student. He excelled academically at his school, Padma Seshadri Bala Bhavan, and earned a seat in the Indian Institute of Technology in Kharagpur, one of the most prestigious engineering institutions in India.

  • He did his B.Tech in Metallurgical Engineering from IIT Kharagpur and then won a scholarship to study materials science and semiconductor physics from Stanford University from where he eventually earned his M.S

    Career : 

Pichai worked in engineering and product management at Applied Materials and in management consulting at McKinsey & Company. Pichai joined Google in 2004, where he led the product management and innovation efforts for a suite of Google’s client software products, including Google Chrome and Chrome OS, as well as being largely responsible for Google Drive. He went on to oversee the development of different applications such as Gmail and Google Maps. On November 19, 2009, Pichai gave a demonstration of Chrome OS; the Chromebook was released for trial and testing in 2011 and released to the public in 2012. On May 20, 2010, he announced the open-sourcing of the new video codec VP8 by Google and introduced the new video format, WebM.

On March 13, 2013, Pichai added Android to the list of Google products that he oversees. Android was formerly managed by Andy Rubin. He was a director of Jive Software from April 2011 to July 30, 2013. Pichai was selected to become the next CEO of Google on August 10, 2015, after previously being appointed Product Chief by CEO, Larry Page. On October 24, 2015, he stepped into the new position at the completion of the formation of Alphabet Inc., the new holding company for the Google company family.

Pichai had been suggested as a contender for Microsoft‘s CEO in 2014, a position that was eventually given to Satya Nadella.

In August 2017, Pichai drew publicity for firing a Google employee who wrote a ten-page manifesto criticizing the company’s diversity policies and arguing that “distribution of preferences and abilities of men and women differ in part due to biological causes and … these differences may explain why we don’t see equal representation of women in tech and leadership”.While noting that the manifesto raised a number of issues that are open to debate, Pichai said in a memo to Google employees that “to suggest a group of our colleagues has traits that make them less biologically suited to that work is offensive and not OK”.

In December 2017, Pichai was a speaker at the World Internet Conference in China, where he stated that “a lot of work Google does is to help Chinese companies. There are many small and medium-sized businesses in China who take advantage of Google to get their products to many other countries outside of China.”

Major Works :

  • An engineering genius known for his innovative ideas, Sundar Pichai is best known as the mastermind behind the launch of the Chrome browser in 2008. He played a pivotal role in convincing his seniors at Google to launch the browser which in time became the most popular browser on the internet and also led to the launch of the Chrome operating system.

    Personal Life & Legacy

    • He is married to Anjali Pichai and is the father of two children.

    Net Worth

    • Sundar Pichai has an estimated net worth of $1.2 Billion.

    Top 10 Facts You Did Not Know About Sundar Pichai

    1. Sundar Pichai is a huge cricket fan and was the captain of his school cricket team. His family did not possess a phone until he was 12. He once tried to talk a friend out of working at Google before joining the company himself. Sundar Pichai joined Google even before the company went public.

    2. He is very good at remembering numbers and could remember every telephone number he dialed when he was young.

    3. He interacts with students at IIT-Kharagpur over Skype at regular intervals.

    4. He was also one of the top contenders for the post of CEO at Microsoft, which ultimately went to Satya Nadella.

    5. The Google CEO is not at all “nerdy” as his appearance might suggest! He is actually very grounded, helpful and friendly.

    6. He has been the master of ceremonies at Google I/O for the past few years.

    7. It is rumored that Twitter tried to poach Sundar Pichai, a few years back, while he was working at Google, but Google paid him an exorbitantly higher pay to retain him.