கணனிக்கு முன் உட்கார்ந்திருந்து வேலை செய்வோர் இந்த சிறிய பயிற்சியை செய்தால் கண்ணின் தசைநார்கள் சிறப்பாக தொழிற்படும்.
Showing posts with label Job. Show all posts
Showing posts with label Job. Show all posts
Wednesday, December 14, 2016
கண்ணுக்குரிய சிறிய பயிற்சி
கணனிக்கு முன் உட்கார்ந்திருந்து வேலை செய்வோர் இந்த சிறிய பயிற்சியை செய்தால் கண்ணின் தசைநார்கள் சிறப்பாக தொழிற்படும்.
Thursday, October 30, 2014
The role of a Quantity Surveyors in Construction Projects
Save these 10 images and scroll one by one, it will be a nice presentation.
Source: A Linkedin User has uploaded.
Tuesday, April 8, 2014
Use Green Practices in All Aspects of Business
Integrate
environmental thinking into all project management processes. But green
thinking does not have to be reserved just for projects. It can be part of all
of our business processes. The point of GreenPM is not that we make every
decision in favor of the one that is most environmentally friendly. The point
is that we start to take the environment into account during the
decision-making process. The same can hold true for other business processes as
well.
It can be
difficult to be green. Most green initiatives today are focused on equipment,
supplies and other tangible products. There is not nearly so much emphasis yet
on embedding green thinking into core business operating processes. These are
the processes you use to run your business. Examples include your hiring
process, performance review process, financial closeout process, vendor
management processes, sales processes, etc. All companies have many business
processes that are used to run the business. Few of these processes have been
customized to support green thinking.
For example, let’s look at a
simple fictional hiring process, and see where we can add green thinking. The
process might look something like this.
v Understand skills and experience level for the
position. (New - ask if there are any green requirements for the position).
v Create job description. (New - add a section in the
job description for green requirements. This gets the manager thinking about it
for all job descriptions.)
v Post position internally. (New - post
electronically. Receive all resumes and feedback electronically. Don't print
any documents.)
v Post position externally to internet job boards and
on corporate website. (New - validate that the external job boards you use have
sound environmental policies.)
v Evaluate candidates. (New - see if any candidates
have green experience that matches any green requirements on the job
description.)
v Perform initial interviews with qualified
candidates. (New - perform initial interviews by phone, not in person. Save on
costs as well as environmental impact.
v Pass qualified candidates to hiring manager (New -
send electronically, not hard copy.)
v Conduct hiring manager interviews. (New - perform
initial interviews by phone, not in person.)
v Bring in finalists for in-person interviews. (New -
set up interviews for each candidate so they only have to travel one time.)
v Make hiring recommendation
v Make offer
Thursday, March 20, 2014
Pros and Cons of Doing Work from Home
Working from home is becoming
increasingly popular both for employers and employees. Although there are many
good reasons to work from home, it is a decision that requires quite a
consideration because there are also reasons why working from home may not be
optimal. Besides, what works for one person may be a nightmare for another.
This is why it is important to evaluate all alternatives before committing our
self to work from home.
Save on commuting
Why not choosing to work from home - The Cons
Lack of focus
Working from home can have many distractions. Kids playing, phone ringing, neighbors visiting and so on, often make it hard to stay focused on our work. Especially, if we don't have a separate room set up as our office and we have to share our work space with other family members in the sitting area, it is particularly hard to mitigate the distraction factor.
Why choosing to work from home - the
Pros
Independence
Working from home gives the privilege of
being your own boss. We can manage our tasks as our like and we report to our
self unless we work as a virtual administrative assistant. Having our own
business will provide you the energy to work hard and make our dreams come
true.
Flexibility
Working from home allows us to fit our
work around the family routine. We can be flexible with our working hours
without neglecting to be a parent or a spouse. Especially, if we are the type
of person that loves being around family, then working from home is our dream
job. We can have more free time to spend with our family.
Quality of life
All the above advantages inevitably lead
to quality of life. We have time for ours elf, our family and our friends; we
have time to organize our work and meet the deadlines; we are flexible and
independent to work as we like and as much we like without compromising the
level of services we provide to our customers.Why not choosing to work from home - The Cons
Lack of focus
Working from home can have many distractions. Kids playing, phone ringing, neighbors visiting and so on, often make it hard to stay focused on our work. Especially, if we don't have a separate room set up as our office and we have to share our work space with other family members in the sitting area, it is particularly hard to mitigate the distraction factor.
Mixing Personal and Professional Life
Depending on the nature of work,
personal and professional life can be mixed up. Since working from home means
spending most of the time at home, it is not unusual to work at odd hours or to
delay their tasks in order to spend more time with their family. Most of the
times, there is a really thin line between personal and professional life and
this may cause family problems.
Same scenery
Working from home deprives we from a
change of scenery. Besides, being non-stop at home can be extremely boring and
non-productive. Typically, people who work outside from home are more
stimulated and do not have this strong need for a change of scenery. On the
contrary, people who work at home often need interaction with other people to
feel motivated.
Overall, working from home offers the
liberty of working at our suitable time, but, on the other hand, it may involve
certain risks. Before entering into the wonderful world of the Internet that
opens up extremely profitable opportunities, you need to evaluate the pros and
the cons of working from home in order to make a well-informed decision.
Monday, December 2, 2013
Working overtime could boost risk for major depressive episode
Regularly working long
hours in the office might increase your risk of a serious depressive episode,
according to a new study.
According to findings published in the journal PloS ONE on Wednesday, people who regularly work 11 hours or more each day are more than twice as likely to experience a major episode of depression than colleagues who stick with an eight-hour work day.
Researchers from the Finnish Institute of Occupational Health and Queen Mary
University of London examined records of more than 2,000 London-based
white-collar workers in a five-year study. None
of the recruits had a recent history of depression when they were enrolled in
the study.
According to findings published in the journal PloS ONE on Wednesday, people who regularly work 11 hours or more each day are more than twice as likely to experience a major episode of depression than colleagues who stick with an eight-hour work day.
Researchers from the Finnish Institute of Occupational Health and Queen Mary
University of London examined records of more than 2,000 London-based
white-collar workers in a five-year study. None
of the recruits had a recent history of depression when they were enrolled in
the study.
Those who worked 11 hours or more each day were between 2.3 and 2.5 times more
likely to develop a major depressive episode than those who worked
seven-to-eight-hour days. Researchers controlled for other factors, such as
smoking, alcohol consumption, and general health.
"Long working hours don't just affect us because of the pressure and intensity of work itself, they affect us because we don't have enough time for all the other things we need for good mental health, such as good quality sleep, relationships, and opportunities for rest and exercise," Paul Farmer, chief executive of leading British mental health charity Mind, told WebMD. "Every time we squeeze more work in, many of us will be squeezing something else out.
While other studies have been done on work hours and depression, "results have not been conclusive because there is no standardized benchmark for what constitutes a 'normal' working day," reports WebMD.
A previous study by the same researchers, which also relied on the same database of London-based workers, found that overtime was linked with a 60 percent increase in coronary heart disease.
"Long working hours don't just affect us because of the pressure and intensity of work itself, they affect us because we don't have enough time for all the other things we need for good mental health, such as good quality sleep, relationships, and opportunities for rest and exercise," Paul Farmer, chief executive of leading British mental health charity Mind, told WebMD. "Every time we squeeze more work in, many of us will be squeezing something else out.
While other studies have been done on work hours and depression, "results have not been conclusive because there is no standardized benchmark for what constitutes a 'normal' working day," reports WebMD.
A previous study by the same researchers, which also relied on the same database of London-based workers, found that overtime was linked with a 60 percent increase in coronary heart disease.
Thursday, December 27, 2012
The Companies Where Everyone Wants to Work
I do not have an URL of this article. I have read somewhere else. Here I posted which I were read.
For
the fourth year in a row, business students from around the world rated Google
as the company they would most like to work for. The
World’s Most Attractive Employers 2012 report, produced by
employer branding firm Universum, asked tens of thousands of business students
from the 12 largest economies in the world to identify where they would like
most to be hired out of school from a list companies based around the world.
Included on the final list of the most attractive companies are major tech giants like Google, bank holding companies like Goldman Sachs and accounting firms like KPMG. 24/7 Wall St. analyzed company financials, brand valuations, and ratings of these companies by current employees to identify how they manage to be so attractive to potential employees. Based on Universum’s 2012 list, 24/7 Wall St. reviewed the 13 companies everyone wants to work for.
One factor many of these companies have in common is the fact that they have been able to market themselves as very innovative. In an interview with 24/7 Wall St., Camille Kelly, Vice President of Employer Branding at Universum, explains that this generation of students in particular prioritizes being on the cutting edge of technology.
“Innovation means to a student that there is going to be new challenges, and that they’re going to continue to be able to work on cutting-edge technology,” she says. Of the 13 companies identified as most attractive for prospective employees, five made the Thomson Reuters list of the 100 most innovative companies in the world. Kelly adds that in the case of Google, which did not make the Reuters list, the tech giant branded itself as a very innovative company.
By far, the industry with the most representation on this list is accounting. All of the Big Four accounting firms — PwC, Ernst & Young, Deloitte, and KPMG — are not only all on this list, but in the top ten. Kelly explains that accounting firms have been able to, despite the lack of glamour in their industry, successfully brand the business as well as their specific companies as attractive, lucrative places to work.
The 13 most attractive companies are, for the most part, also powerful global brands. Of the 13 companies voted as most attractive by the students, eight are on Interbrand’s 2012 list of the 100 most valuable global brands. BrandZ, which produces a similar list, also ranks seven of these 13 companies among the 100 most valuable global brands.
Kelly explains that “there is definitely a strong relationship between a strong consumer brand and a strong employer brand” because any prestige and stability are important to students. As a result, prospective employees are more likely to be attracted to companies with familiar products.
Being financially successful also appears to impact the degree to which companies are considered attractive. Most of the 13 companies reported healthy earnings and strong growth over the past several years. For example, Apple’s revenue has more than quintupled in the past few years.
These companies also tend to have highly regarded workplace environments. Companies like Apple, Google, and Ernst & Young, regularly receive accolades for being great places to work. According to a Glassdoor survey of employees, seven of these 13 companies are in the top 50 places to work in the U.S.
Based on the World’s Most Attractive Employers, a report by New York-based global employer branding firm Universum, 24/7 Wall St. identified the 13 companies students most-wanted to work for in 2012. We also reviewed Fortune’s 100 Best Companies to Work For and Glassdoor’s Best Places to Work in order to identify the best workplaces for current employees. We considered two studies on the value of the companies’ core brands, one by Interbrand and another by BrandZ. Additionally, we also considered information on the world’s most innovative companies from Thomson Reuters’ Top 100 Global Innovators. Revenue and profit listed for these companies was for the most recent full fiscal year.
> Number of employees: 53,546
> Revenue: $37.9 billion
> Net income: $9.7 billion
Google tops the list of the World’s Most Attractive Employers, a position the company has now held for the past four years. The company also ranks first on Fortune’s 100 Best Companies to Work For, and it isn’t hard to see why. Fortune points out that the company’s headquarters, dubbed the Googleplex, contains bocce courts, a bowling alley and 25 cafes company wide. “Employees are never more than 150 feet away from a well-stocked pantry,” one Google employee told the magazine. The company is also generally known for its laid-back corporate environment, with one of the company’s philosophies, “you can be serious without a suit.” Employees, even those not at the top, have also reaped financial success. Software engineers at Google were paid a base salary of $128,336 in 2012, well above the average of $92,648 for all software engineers.
2. KPMG
> Interbrand rank: n/a
> Number of employees: 145,000
> Revenue: $22.7 billion
> Net income: N/A
For the third consecutive year, KPMG was named by business students as the world’s second most desirable company to work for, according to Universum. Of this achievement, Chairman Michael Andrew noted that “attracting top students into our
> Number of employees: 126,000
> Revenue: $83.7 billion
> Net income: $10.8 billion
Procter & Gamble, the maker of household name products such as Crest toothpaste and Tide laundry detergent, has a host of job opportunities for business graduates in many of its departments. And P&G’s alumni have gone on to very successful careers. Prominent alumni include Microsoft CEO Steve Ballmer, General Electric CEO Jeffrey Immelt, and Hewlett-Packard CEO Meg Whitman. But the largest consumer goods company in the world has had challenges recently. Profit has declined for the last several years, and the company announced in February it planned to slash 5,700 jobs over a four-year time frame as part of a plan to cut $10 billion in costs.
4. Microsoft
> Interbrand rank: 5
> Number of employees: 94,000
> Revenue: $73.7 billion
> Net income: $17.0 billion
Alongside Apple, Google and IBM, Microsoft is considered one of the top five brands in the world by both Interbrand and BrandZ. The company, which offers widely-used products such as Windows, Xbox, Skype and Microsoft Office, has been a top choice among business students in each of the past three years, according to Universum.
> Number of Employees: 193,000
> Revenue: $31.3 billion
> Net income: N/A
In each of the past three years, Deloitte has been one of the top five desired employers according to Universum, making the consulting group one of just three companies to achieve this distinction. The firm, which provides consulting, audit, tax and risk management services to clients worldwide, employs over 56,000 people and has annual revenues exceeding $13 billion in the U.S. alone. According to Fortune, which rates Deloitte as one of its 100 Best Companies to Work For, the average pay for a Senior Consultant, the most common position at the company, is more than $86,000. The company has received accolades for military hiring, LGBT equality and women’s advancement.
6. Ernst & Young
> Interbrand rank: N/A
> Number of employees: 167,000
> Revenue: $24.4 billion
> Net income: N/A
> Number of employees: 180,529
> Revenue: $31.5 billion
> Net income: N/A
In each of the last three years PwC, has been rated by Universum as one of the world’s most desired employers among business students. Fortune also ranks the professional services firm as one of the 100 Best Companies to Work For. Among the reasons for PwC’s high ranking are the fully-paid sabbaticals and the mentoring program for expecting mothers. Employees also like working at PwC, which was named by Glassdoor as one of the 50 best places to work, as measured by employee reviews. The company, which provides auditing, assurance and tax services, among other offerings, has total revenues exceeding $31 billion.
> Number of employees: 146,200
> Revenue: $46.5 billion
> Net income: $8.6 billion
As a brand, Coca-Cola is so famous that its core product has become a synonym for soda. According to Interbrand, the Coca-Cola brand is worth almost $78 billion and has “a name that is more universally recognized than any other in the world.” In addition to its brand, Coke identifies its people as the second of its two core assets, helping the company innovate and develop new drinks, new packaging, and new equipment. Employees also benefit from a company that is both exceptionally large, with operations in over 200 countries, and stable — as demonstrated by 50 consecutive years of dividend growth through 2011.
> Number of employees: 72,800
> Revenue: $156.5 billion
> Net income: $41.7 billion
Apple connects with customers, and this is reflected in the company’s brand value. Interbrand rates Apple as the world’s second most valuable brand, behind only Coca-Cola, with a worth of over $76 billion. Apple has an even higher rating from BrandZ,
> Number of employees: 102,007
By Michael B. Sauter, Alexander E.M.
Hess and Samuel
Included on the final list of the most attractive companies are major tech giants like Google, bank holding companies like Goldman Sachs and accounting firms like KPMG. 24/7 Wall St. analyzed company financials, brand valuations, and ratings of these companies by current employees to identify how they manage to be so attractive to potential employees. Based on Universum’s 2012 list, 24/7 Wall St. reviewed the 13 companies everyone wants to work for.
One factor many of these companies have in common is the fact that they have been able to market themselves as very innovative. In an interview with 24/7 Wall St., Camille Kelly, Vice President of Employer Branding at Universum, explains that this generation of students in particular prioritizes being on the cutting edge of technology.
“Innovation means to a student that there is going to be new challenges, and that they’re going to continue to be able to work on cutting-edge technology,” she says. Of the 13 companies identified as most attractive for prospective employees, five made the Thomson Reuters list of the 100 most innovative companies in the world. Kelly adds that in the case of Google, which did not make the Reuters list, the tech giant branded itself as a very innovative company.
By far, the industry with the most representation on this list is accounting. All of the Big Four accounting firms — PwC, Ernst & Young, Deloitte, and KPMG — are not only all on this list, but in the top ten. Kelly explains that accounting firms have been able to, despite the lack of glamour in their industry, successfully brand the business as well as their specific companies as attractive, lucrative places to work.
The 13 most attractive companies are, for the most part, also powerful global brands. Of the 13 companies voted as most attractive by the students, eight are on Interbrand’s 2012 list of the 100 most valuable global brands. BrandZ, which produces a similar list, also ranks seven of these 13 companies among the 100 most valuable global brands.
Kelly explains that “there is definitely a strong relationship between a strong consumer brand and a strong employer brand” because any prestige and stability are important to students. As a result, prospective employees are more likely to be attracted to companies with familiar products.
Being financially successful also appears to impact the degree to which companies are considered attractive. Most of the 13 companies reported healthy earnings and strong growth over the past several years. For example, Apple’s revenue has more than quintupled in the past few years.
These companies also tend to have highly regarded workplace environments. Companies like Apple, Google, and Ernst & Young, regularly receive accolades for being great places to work. According to a Glassdoor survey of employees, seven of these 13 companies are in the top 50 places to work in the U.S.
Based on the World’s Most Attractive Employers, a report by New York-based global employer branding firm Universum, 24/7 Wall St. identified the 13 companies students most-wanted to work for in 2012. We also reviewed Fortune’s 100 Best Companies to Work For and Glassdoor’s Best Places to Work in order to identify the best workplaces for current employees. We considered two studies on the value of the companies’ core brands, one by Interbrand and another by BrandZ. Additionally, we also considered information on the world’s most innovative companies from Thomson Reuters’ Top 100 Global Innovators. Revenue and profit listed for these companies was for the most recent full fiscal year.
1. Google
>
Interbrand rank: 4> Number of employees: 53,546
> Revenue: $37.9 billion
> Net income: $9.7 billion
Google tops the list of the World’s Most Attractive Employers, a position the company has now held for the past four years. The company also ranks first on Fortune’s 100 Best Companies to Work For, and it isn’t hard to see why. Fortune points out that the company’s headquarters, dubbed the Googleplex, contains bocce courts, a bowling alley and 25 cafes company wide. “Employees are never more than 150 feet away from a well-stocked pantry,” one Google employee told the magazine. The company is also generally known for its laid-back corporate environment, with one of the company’s philosophies, “you can be serious without a suit.” Employees, even those not at the top, have also reaped financial success. Software engineers at Google were paid a base salary of $128,336 in 2012, well above the average of $92,648 for all software engineers.
2. KPMG
> Interbrand rank: n/a
> Number of employees: 145,000
> Revenue: $22.7 billion
> Net income: N/A
For the third consecutive year, KPMG was named by business students as the world’s second most desirable company to work for, according to Universum. Of this achievement, Chairman Michael Andrew noted that “attracting top students into our
firms enables us to bring in the best
talent, expertise and knowledge to our clients.” The company earned at least
$20 billion in revenue in both fiscal 2010 and fiscal 2011 from its auditing ,
advisory, and tax services businesses. However, in its survey of top employers,
Forbes ranks KPMG the lowest among the Big Four accounting firms.
3. Procter & Gamble
>
Interbrand rank: n/a3. Procter & Gamble
> Number of employees: 126,000
> Revenue: $83.7 billion
> Net income: $10.8 billion
Procter & Gamble, the maker of household name products such as Crest toothpaste and Tide laundry detergent, has a host of job opportunities for business graduates in many of its departments. And P&G’s alumni have gone on to very successful careers. Prominent alumni include Microsoft CEO Steve Ballmer, General Electric CEO Jeffrey Immelt, and Hewlett-Packard CEO Meg Whitman. But the largest consumer goods company in the world has had challenges recently. Profit has declined for the last several years, and the company announced in February it planned to slash 5,700 jobs over a four-year time frame as part of a plan to cut $10 billion in costs.
4. Microsoft
> Interbrand rank: 5
> Number of employees: 94,000
> Revenue: $73.7 billion
> Net income: $17.0 billion
Alongside Apple, Google and IBM, Microsoft is considered one of the top five brands in the world by both Interbrand and BrandZ. The company, which offers widely-used products such as Windows, Xbox, Skype and Microsoft Office, has been a top choice among business students in each of the past three years, according to Universum.
Further, Microsoft has been listed in
Fortune’s 100 Best Companies to Work For each year since 1998, although the
company ranked just 76th in Fortune’s 2012 report. Additionally, the company
had a mediocre quarter to begin fiscal 2013. Revenue in the first quarter fell
by 8% and operating income fell by 26% year-over-year, while earnings per share
fell from 68 cents in the first quarter of fiscal 2012 to 53 cents in fiscal
2013. The company’s stock has risen by 13.8% in the last 12 months, about the
same as the S&P 500 index.
5. Deloitte
> Interbrand rank: N/A> Number of Employees: 193,000
> Revenue: $31.3 billion
> Net income: N/A
In each of the past three years, Deloitte has been one of the top five desired employers according to Universum, making the consulting group one of just three companies to achieve this distinction. The firm, which provides consulting, audit, tax and risk management services to clients worldwide, employs over 56,000 people and has annual revenues exceeding $13 billion in the U.S. alone. According to Fortune, which rates Deloitte as one of its 100 Best Companies to Work For, the average pay for a Senior Consultant, the most common position at the company, is more than $86,000. The company has received accolades for military hiring, LGBT equality and women’s advancement.
6. Ernst & Young
> Interbrand rank: N/A
> Number of employees: 167,000
> Revenue: $24.4 billion
> Net income: N/A
Ernst & Young is considered one of
the Big Four accounting firms, but the company provides a whole host of services
for a wide range of industries, including banking, oil and gas, technology,
real estate and many others. Ernst & Young helps other companies meet its
tax and regulatory requirements, but it also provides advisory services on
strategy and raising capital, among others. The company has a presence in 140
different countries and has made considerable investments in emerging markets
such as Brazil, China, India and parts of Africa. Forbes ranks Ernst &
Young as The Best Accounting Firm to Work For in 2012, a survey that took into
account both prestige and quality of life for employees.
7. PwC
> Interbrand rank: N/A7. PwC
> Number of employees: 180,529
> Revenue: $31.5 billion
> Net income: N/A
In each of the last three years PwC, has been rated by Universum as one of the world’s most desired employers among business students. Fortune also ranks the professional services firm as one of the 100 Best Companies to Work For. Among the reasons for PwC’s high ranking are the fully-paid sabbaticals and the mentoring program for expecting mothers. Employees also like working at PwC, which was named by Glassdoor as one of the 50 best places to work, as measured by employee reviews. The company, which provides auditing, assurance and tax services, among other offerings, has total revenues exceeding $31 billion.
8. JPMorgan Chase
> Interbrand rank: 32
> Number of employees: 259,547
> Revenue: $97.2 billion (net revenue)
> Net income: $19.0 billion
J.P. Morgan was able, to a large extent, to avoid devastation from the downturn of the housing market, unlike rivals such as Bank of America Merrill Lynch. The firm has emerged stronger than ever. While banks drastically cut headcount in the years following the financial crisis, J.P. Morgan has expanded its ranks, although much of that has come from acquisitions. Between the end of fiscal 2008 and fiscal 2012, J.P. Morgan increased its headcount by 65,000. People hold the company in high regard as well. A recent survey of 3,500 Wall Street professionals conducted by Vault ranked J.P Morgan Investment Bank as the best investment bank to work at in North America, a position it held last year as well.
9. The Coca-Cola Company
>
Interbrand rank: 1> Interbrand rank: 32
> Number of employees: 259,547
> Revenue: $97.2 billion (net revenue)
> Net income: $19.0 billion
J.P. Morgan was able, to a large extent, to avoid devastation from the downturn of the housing market, unlike rivals such as Bank of America Merrill Lynch. The firm has emerged stronger than ever. While banks drastically cut headcount in the years following the financial crisis, J.P. Morgan has expanded its ranks, although much of that has come from acquisitions. Between the end of fiscal 2008 and fiscal 2012, J.P. Morgan increased its headcount by 65,000. People hold the company in high regard as well. A recent survey of 3,500 Wall Street professionals conducted by Vault ranked J.P Morgan Investment Bank as the best investment bank to work at in North America, a position it held last year as well.
9. The Coca-Cola Company
> Number of employees: 146,200
> Revenue: $46.5 billion
> Net income: $8.6 billion
As a brand, Coca-Cola is so famous that its core product has become a synonym for soda. According to Interbrand, the Coca-Cola brand is worth almost $78 billion and has “a name that is more universally recognized than any other in the world.” In addition to its brand, Coke identifies its people as the second of its two core assets, helping the company innovate and develop new drinks, new packaging, and new equipment. Employees also benefit from a company that is both exceptionally large, with operations in over 200 countries, and stable — as demonstrated by 50 consecutive years of dividend growth through 2011.
10. Goldman Sachs
> Interbrand rank: 48
> Number of employees: 32,600
> Revenue: $36.8 billion
> Net income: $4.4 billion
The image of Goldman Sachs has taken a hit in the last few years following several high- profile controversies. These included a Senate committee finding that the bank bet against collateralized-debt obligations it sold to clients, allegations that Goldman masked Greek debt, and a highly publicized resignation letter in the New York Times by now former executive Greg Smith. Still, the firm is generally regarded as the most prestigious on Wall Street. High compensation is certainly an appeal — of the largest banks, Goldman Sachs pays its employees the most. In the first six months of 2012, the company set aside $225,789 for each employee on average. Rival Morgan Stanley set aside $137,548 during that time, while J.P. Morgan investment bank set aside $184,989 for its staff. Goldman is also very exclusive. Almost 300,000 people applied for positions at the bank in 2010 and 2011, with a 4% acceptance rate, and the bank currently employs roughly 32,000 people.
11. Apple
(REUTERS/Lucas
Jackson)> Interbrand rank: 2> Interbrand rank: 48
> Number of employees: 32,600
> Revenue: $36.8 billion
> Net income: $4.4 billion
The image of Goldman Sachs has taken a hit in the last few years following several high- profile controversies. These included a Senate committee finding that the bank bet against collateralized-debt obligations it sold to clients, allegations that Goldman masked Greek debt, and a highly publicized resignation letter in the New York Times by now former executive Greg Smith. Still, the firm is generally regarded as the most prestigious on Wall Street. High compensation is certainly an appeal — of the largest banks, Goldman Sachs pays its employees the most. In the first six months of 2012, the company set aside $225,789 for each employee on average. Rival Morgan Stanley set aside $137,548 during that time, while J.P. Morgan investment bank set aside $184,989 for its staff. Goldman is also very exclusive. Almost 300,000 people applied for positions at the bank in 2010 and 2011, with a 4% acceptance rate, and the bank currently employs roughly 32,000 people.
11. Apple
> Number of employees: 72,800
> Revenue: $156.5 billion
> Net income: $41.7 billion
Apple connects with customers, and this is reflected in the company’s brand value. Interbrand rates Apple as the world’s second most valuable brand, behind only Coca-Cola, with a worth of over $76 billion. Apple has an even higher rating from BrandZ,
which assesses the brand’s worth at
almost $183 billion — by far the world’s most valuable. Apple’s employees also
think highly of the company. According to Glassdoor, Apple is the 10th-best
place to work in the U.S. based on employee reviews. The company is both
successful and innovative. Its stock price has risen more than 200% in the last
five years, largely on the success of iPhone and iPad. The company has also
been unafraid to make the necessary changes to keep its workforce happy. For
instance, retail head John Browett was asked to leave after just five months on
the job because new staffing formulas cut employees’ hours too heavily.
12. L’Oréal
> Interbrand rank: 42
> Number of employees: 68,900
> Revenue: $26.1 billion
> Net income: $4.2 billion
For the first nine months of 2012, L’Oréal reported a 10.9% sales growth from the same time period the year before. Discussing the company’s strong sales, Chairmen and CEO Jean-Paul Agon cited L’Oréal’s ability to innovate — an ability recognized by Thomson Reuters, which named the cosmetics company in its 2011 Top 100 Global Innovator report. Both Interbrand and BrandZ rank L’Oreal among the top 100 brands, meaning customers, too, appreciate the company’s products. Interbrand cited the company’s “dedication to research, innovation, and quality” as critical to its popularity. But the U.S. Food and Drug Administration has recently warned the company about some of its newest beauty products, saying these so-called cosmeceuticals blur the line between drugs and cosmetics, at least in their marketing claims.
13. BMW
(REUTERS/Pascal
Lauener/Files)> Interbrand rank : 1212. L’Oréal
> Interbrand rank: 42
> Number of employees: 68,900
> Revenue: $26.1 billion
> Net income: $4.2 billion
For the first nine months of 2012, L’Oréal reported a 10.9% sales growth from the same time period the year before. Discussing the company’s strong sales, Chairmen and CEO Jean-Paul Agon cited L’Oréal’s ability to innovate — an ability recognized by Thomson Reuters, which named the cosmetics company in its 2011 Top 100 Global Innovator report. Both Interbrand and BrandZ rank L’Oreal among the top 100 brands, meaning customers, too, appreciate the company’s products. Interbrand cited the company’s “dedication to research, innovation, and quality” as critical to its popularity. But the U.S. Food and Drug Administration has recently warned the company about some of its newest beauty products, saying these so-called cosmeceuticals blur the line between drugs and cosmetics, at least in their marketing claims.
13. BMW
> Number of employees: 102,007
> Revenue: $88.4 billion
> Net income: $6.3 billion
BMW is a great company for business professionals, having been a top 15 desired employer in each of the past three years, according to Universum. The company is an even better workplace for aspiring engineers; BMW is the only non-tech company rated by Universum as one of the top-five desired workplaces for engineers. The BMW brand, one of the world’s most valuable, is “synonymous with class, performance and style,” according to Interbrand — qualities that likely make employees proud to work there. According to BrandZ, BMW is the most valuable car brand in the world. The company has also been extremely successful in recent months: unit sales in the third quarter of 2012 were up 9% year-over-year, leading to a growth of 16% in net profit compared to the year before.
> Net income: $6.3 billion
BMW is a great company for business professionals, having been a top 15 desired employer in each of the past three years, according to Universum. The company is an even better workplace for aspiring engineers; BMW is the only non-tech company rated by Universum as one of the top-five desired workplaces for engineers. The BMW brand, one of the world’s most valuable, is “synonymous with class, performance and style,” according to Interbrand — qualities that likely make employees proud to work there. According to BrandZ, BMW is the most valuable car brand in the world. The company has also been extremely successful in recent months: unit sales in the third quarter of 2012 were up 9% year-over-year, leading to a growth of 16% in net profit compared to the year before.
Wednesday, May 2, 2012
Five careers that are disappearing
A recent report released by the U.S. Department of
Labour (DOL) analysed the projected employment situation in the US for the next
eight years. The report identified the industries, such as healthcare and professional and business services, that
are expected to have increasing available job numbers by 2020. The report also
discussed industries that are expected to decline in that period of time,
including agriculture,
manufacturing
and government.
The reasons for a decline in jobs in any sector are dependent on many factors, including technological change, the status of the overall economy and the outsourcing of employment overseas. While some of these declines are cyclical and may reverse themselves, there are many that are expected to be permanent shifts in the labour force. Here are five jobs that are expected to continue to vanish in the future.
Journalists
News gathering has changed in a huge way in the past decade. Technology allows news stories and photos to be beamed all over the world and the instantaneous nature of dissemination requires fewer reporters and journalists to have "boots on the ground." Coupled with this is the rise of citizen journalism - everyday people reporting on happenings around them. As more news is being reported online rather than through our televisions at 6 p.m. every evening, traditional jobs for reporters with notebooks and tape recorders are disappearing.
Financial products salespeople
Fifty years ago, most insurance products were sold door-to-door by well-dressed insurance salesmen. Most bonds, stocks and other investments were sold in well-appointed bank offices. As with many industries, technology and access to computers and the Internet have changed all that. Consumers can purchase most financial products online with a few clicks of the mouse. Investment analysis is available on the Internet along with annual reports and prospectuses. The need for face-to-face sales pitches has dissipated and these jobs will continue to decline.
Technology help desk support
Most major consumer-oriented corporations must maintain a help desk and technical support function to cater to their customers. In today's global economy, an increasing number of these jobs are going overseas, especially to India. Companies pay outsourced workers in developing countries a fraction of what they would be required to pay American workers, and the cost savings can be significant. This results in a permanent reduction of available American jobs in this industry.
The reasons for a decline in jobs in any sector are dependent on many factors, including technological change, the status of the overall economy and the outsourcing of employment overseas. While some of these declines are cyclical and may reverse themselves, there are many that are expected to be permanent shifts in the labour force. Here are five jobs that are expected to continue to vanish in the future.
Journalists
News gathering has changed in a huge way in the past decade. Technology allows news stories and photos to be beamed all over the world and the instantaneous nature of dissemination requires fewer reporters and journalists to have "boots on the ground." Coupled with this is the rise of citizen journalism - everyday people reporting on happenings around them. As more news is being reported online rather than through our televisions at 6 p.m. every evening, traditional jobs for reporters with notebooks and tape recorders are disappearing.
Financial products salespeople
Fifty years ago, most insurance products were sold door-to-door by well-dressed insurance salesmen. Most bonds, stocks and other investments were sold in well-appointed bank offices. As with many industries, technology and access to computers and the Internet have changed all that. Consumers can purchase most financial products online with a few clicks of the mouse. Investment analysis is available on the Internet along with annual reports and prospectuses. The need for face-to-face sales pitches has dissipated and these jobs will continue to decline.
Technology help desk support
Most major consumer-oriented corporations must maintain a help desk and technical support function to cater to their customers. In today's global economy, an increasing number of these jobs are going overseas, especially to India. Companies pay outsourced workers in developing countries a fraction of what they would be required to pay American workers, and the cost savings can be significant. This results in a permanent reduction of available American jobs in this industry.
Public sector employees
Local and state governments around the country are struggling to balance their budgets. The federal government is battling to get a grip on spending in order to curtail its galloping deficit. One of the largest expenses in any government entity is labour. The US Department of Labour report projects that federal government jobs alone will shrink by approximately 372,000 by 2020.
Logistics
There was a time when almost all correspondence - whether between individuals or companies - was sent through the mail. Both letters to Aunt Millie and legal contracts physically travelled from one recipient to another and thus was built the United States Postal System. Over time, other couriers entered the industry, including UPS and FedEx. As technologies move forward, more business and personal information is being transferred digitally, through email, fax and text messages. Not only does this form of communication provide the benefit of being virtually instantaneous, but it's also cost-effective. Jobs in the delivery/logistics field have been in decline and are expected to continue to do so in the next decade.
The bottom line
While some job opportunities are stalling or vanishing altogether, other industries are creating new jobs and job classifications every day. Understanding labour trends and the projections of future job opportunities can help college students decide on majors and businesses choose strategic direction.
Local and state governments around the country are struggling to balance their budgets. The federal government is battling to get a grip on spending in order to curtail its galloping deficit. One of the largest expenses in any government entity is labour. The US Department of Labour report projects that federal government jobs alone will shrink by approximately 372,000 by 2020.
Logistics
There was a time when almost all correspondence - whether between individuals or companies - was sent through the mail. Both letters to Aunt Millie and legal contracts physically travelled from one recipient to another and thus was built the United States Postal System. Over time, other couriers entered the industry, including UPS and FedEx. As technologies move forward, more business and personal information is being transferred digitally, through email, fax and text messages. Not only does this form of communication provide the benefit of being virtually instantaneous, but it's also cost-effective. Jobs in the delivery/logistics field have been in decline and are expected to continue to do so in the next decade.
The bottom line
While some job opportunities are stalling or vanishing altogether, other industries are creating new jobs and job classifications every day. Understanding labour trends and the projections of future job opportunities can help college students decide on majors and businesses choose strategic direction.
Thursday, March 8, 2012
How to negotiate your salary
Susan Adams | Forbes.com
I mentioned to an
advertising honcho friend of mine that I was thinking of writing a story on how
to negotiate salary in job interviews. My friend, who is in his 50s—we'll call
him Don—was inspired to write me a 10-point memo on how he's done it. Don likes
to play hardball.
Don's tips include such advice as "If they've decided on you, you got 'em by the balls," and "Lie about your previous salary." Among other things, he suggests, go to your present boss, tell him you have an offer, and then "lie about how much the new job is offering and see if you can get more. Negotiate back and forth, depending on which company you want to end up with and how many bridges you want to burn."
So successful has Don been at manipulating employers that one year he wangled two different six-month severance packages. "I made 12 months in severance pay and worked only five months," he wrote.
But then at the end of his advice laundry list, he included a coda: "Of course, this was all then." He continued: "Now, I beg. I grovel. I take whatever anyone wants to give me. I suck up in ways that would shock others. I thank them profusely, lie to make myself younger and tell them about my nine sick kids so they don't fire me." One more thing: "If they make a cultural reference you don't get, just say, 'Whatever.' Apparently, that means you know."
What's a job seeker to do in the current, brutal climate? I interviewed three job search experts and found that Don's old tricks are not completely obsolete. Though none of my sources like the idea of lying to an employer, they all agree that some of his advice has merit, like demonstrating to an employer that you are valued by other employers and using severance pay as a bargaining chip.
First, about lying. "It's highly counterproductive," says Orville Pierson, author of The Unwritten Rules of the Highly Effective Job Search and a former senior vice president at the outplacement firm Lee Hecht Harrison. "The person you're talking to is going to be your next boss. Your career depends on your reputation."
Rusty Rueff, author of Talent Force: A New Manifesto for the Human Side of Business and former head of human resources at PepsiCo and Electronic Arts, agrees. Rueff says job seekers should be transparent about why they need to make a particular salary. "It's just like applying for a mortgage or a student loan," he says. "The hiring manager wants to know there's a rational explanation behind what you're asking for." For example, if a company wants you to move from San Jose to New York City and you have two kids in private school, go ahead and tell the hiring manager that you're going to be needing $68,000 to cover tuition.
Nevertheless, Pierson and Rueff add—and Roy Cohen, a veteran career coach, agrees—the salary discussion is most certainly a negotiation, and it pays to establish yourself as a valuable commodity desired by others. "It's all about demonstrating that you are the best person to help the employer address any challenges that may exist," Cohen says, "that you are going to change the course of history at the organization." He advises you to continue to demonstrate your value throughout the negotiation period, by offering solutions and strategies at meetings and in follow-up e-mails.
Cohen, author of The Wall Street Professional's Survival Guide, also says it's good to have competing offers, or at least competing conversations with prospective employers, and to let hiring managers know about it. "The only way you remain exciting to an employer is by giving the impression that you are dynamic and busy, that you're consulting and you have other conversations going on," Cohen says.
At the same time Rueff and Pierson advise applicants to appear humble. You should be confident, but not cocky, Rueff says. "If you look like an egomaniac, you're going to turn people off," notes Pierson. He suggests that you go to interviews prepared with stories to tell that illustrate your accomplishments and your values.
When you start negotiating, be well-prepared for that, too. First, think hard about what's most important to you, including salary and anything else, from the non-compete clause to the office where you'll sit. What are you willing to give up? What is make or break? For some applicants, the size of the paycheck may not be as important as vacation time. Severance is a good negotiating item, because it costs the employer nothing up front.
Then be sure to research your employer, educating yourself about perks, employee policies and general compensation practices. Websites like glassdoor.com can help. At glassdoor, you can find the compensation levels for specific jobs at thousands of companies. Using LinkedIn can be another efficient way to get background on a company.
How should you handle it when a hiring manager asks how much you currently make? Cohen says it often makes sense to use a delaying tactic, like saying, "I want to figure out if there's an opportunity for me here." Or if you're coming from a low-paying job, for instance at a non-profit, and want to make a lot more, you can say to the hiring manager, "I'm sure you know I'm coming from a lower-paying industry where salaries are not in line with the private sector."
Finally, negotiate in person whenever possible. Once you get to the salary discussion, the employer has decided she wants to hire you. Nevertheless, if you're sitting in front of her, says Cohen, "there's more of a commitment." It's a lot easier to get someone off the phone than to dismiss a prospective employee from your office. Stand your ground.
Don's tips include such advice as "If they've decided on you, you got 'em by the balls," and "Lie about your previous salary." Among other things, he suggests, go to your present boss, tell him you have an offer, and then "lie about how much the new job is offering and see if you can get more. Negotiate back and forth, depending on which company you want to end up with and how many bridges you want to burn."
So successful has Don been at manipulating employers that one year he wangled two different six-month severance packages. "I made 12 months in severance pay and worked only five months," he wrote.
But then at the end of his advice laundry list, he included a coda: "Of course, this was all then." He continued: "Now, I beg. I grovel. I take whatever anyone wants to give me. I suck up in ways that would shock others. I thank them profusely, lie to make myself younger and tell them about my nine sick kids so they don't fire me." One more thing: "If they make a cultural reference you don't get, just say, 'Whatever.' Apparently, that means you know."
What's a job seeker to do in the current, brutal climate? I interviewed three job search experts and found that Don's old tricks are not completely obsolete. Though none of my sources like the idea of lying to an employer, they all agree that some of his advice has merit, like demonstrating to an employer that you are valued by other employers and using severance pay as a bargaining chip.
First, about lying. "It's highly counterproductive," says Orville Pierson, author of The Unwritten Rules of the Highly Effective Job Search and a former senior vice president at the outplacement firm Lee Hecht Harrison. "The person you're talking to is going to be your next boss. Your career depends on your reputation."
Rusty Rueff, author of Talent Force: A New Manifesto for the Human Side of Business and former head of human resources at PepsiCo and Electronic Arts, agrees. Rueff says job seekers should be transparent about why they need to make a particular salary. "It's just like applying for a mortgage or a student loan," he says. "The hiring manager wants to know there's a rational explanation behind what you're asking for." For example, if a company wants you to move from San Jose to New York City and you have two kids in private school, go ahead and tell the hiring manager that you're going to be needing $68,000 to cover tuition.
Nevertheless, Pierson and Rueff add—and Roy Cohen, a veteran career coach, agrees—the salary discussion is most certainly a negotiation, and it pays to establish yourself as a valuable commodity desired by others. "It's all about demonstrating that you are the best person to help the employer address any challenges that may exist," Cohen says, "that you are going to change the course of history at the organization." He advises you to continue to demonstrate your value throughout the negotiation period, by offering solutions and strategies at meetings and in follow-up e-mails.
Cohen, author of The Wall Street Professional's Survival Guide, also says it's good to have competing offers, or at least competing conversations with prospective employers, and to let hiring managers know about it. "The only way you remain exciting to an employer is by giving the impression that you are dynamic and busy, that you're consulting and you have other conversations going on," Cohen says.
At the same time Rueff and Pierson advise applicants to appear humble. You should be confident, but not cocky, Rueff says. "If you look like an egomaniac, you're going to turn people off," notes Pierson. He suggests that you go to interviews prepared with stories to tell that illustrate your accomplishments and your values.
When you start negotiating, be well-prepared for that, too. First, think hard about what's most important to you, including salary and anything else, from the non-compete clause to the office where you'll sit. What are you willing to give up? What is make or break? For some applicants, the size of the paycheck may not be as important as vacation time. Severance is a good negotiating item, because it costs the employer nothing up front.
Then be sure to research your employer, educating yourself about perks, employee policies and general compensation practices. Websites like glassdoor.com can help. At glassdoor, you can find the compensation levels for specific jobs at thousands of companies. Using LinkedIn can be another efficient way to get background on a company.
How should you handle it when a hiring manager asks how much you currently make? Cohen says it often makes sense to use a delaying tactic, like saying, "I want to figure out if there's an opportunity for me here." Or if you're coming from a low-paying job, for instance at a non-profit, and want to make a lot more, you can say to the hiring manager, "I'm sure you know I'm coming from a lower-paying industry where salaries are not in line with the private sector."
Finally, negotiate in person whenever possible. Once you get to the salary discussion, the employer has decided she wants to hire you. Nevertheless, if you're sitting in front of her, says Cohen, "there's more of a commitment." It's a lot easier to get someone off the phone than to dismiss a prospective employee from your office. Stand your ground.
Thursday, January 26, 2012
Workplace Decorum
Workplace decorum is not about strict rules, but rather behavioral guild liens
employees are expected to follow in order
to convey respect towards others and the organization. It is professional
as well as courteous to speak at an appropriate volume, neither too loud too
soft using the right vocabulary. Desks must be
kept clean and neat at all times. It
is advisable to avoid displaying fancy stationery items or other decorative
pieces. This not only obstructs the work area but also lends a very
unprofessional perception to customers. 
Avoid eating at
your desk. If you must eat at your desk, avoid eating foods with strong aromas, hot food, or those that require direct contract with fingers.
Also ensure that the food is not placed directly in front of you but rather on
the side. There’s nothing worse than an unexpected visitors to
see a desk topped with food, dirty tissues and oil-tainted documents or enter
an office that smells like a restaurant.
This creates a bad impression and reduces professional’s credibility. Keep your
cell phone on vibrate mode or set the tone to a low level as the ring can be disturbing not only to colleagues but
also to a customer who might be in conversation
with you on the telephone.If a printer stalls or jams in the middle of your job, do take time to fix it or alert someone who can attend to it rather than just re-sending the job to another printer. If you use the last pins in a borrowed stapler, be sure to replenish it or notify the lender of the same. Always ask permission before using a colleague’s stationery is poor manners and annoying. Ensure you have your own supply. Sheared areas such as kitchens and washrooms must be considerately.
If supplies such as tissues, water or soap are low or running out, if the washroom is occupied, it is courteous to notify the attend immediately. Using a cellphone in the washroom is serious etiquette faux pas! Also, if the wash room is occupied, it is courteous to return again or seek other options, rather than stand wait for the door to open. Proper etiquette in the workplace helps eliminate distractions and creates a positive environment in which employees can achieve their full potential. Buy Carolynn Philips/The author is consultant and behavioral skills coach. She is also a member of the International Association of protocol Consultants® & Officers.
This article was released on “Times of Oman- THURSDAY-
July 8-14, 2010
LinkedIn It’s who you know
To some, it is the most drudgingly boring
website since watching – grass- grow.com. To other, it is a razor- sharp
recruitment tool transplanting workers from their current jobs into attractive
new positions. Linkedin has certainly carved out its niche.
Whatever your view, the “grown up” social networking site Linkedin has carved out its niche. If bebo is the Volkswagen Beetle catering to the puckish trends of the youth market, Facebook a ford Mondeo, popular & reliable, & Twitter a Toyota Prius, beloved of techno – geeks, then LinkedIn is a Lexus – aimed at a small number of the business – minded.
Indeed mention LinkedIn to anyone in the media – an increasingly to anyone in the media – an increasingly closed – shop, cash poor industry - & they’ll look bemused. The website looks unattractive, featuring pages of contract & carrier information in black text on a plain white background. The site only allowed its user to upload profile pictures in 2008. But its founders claim this simplicity explain its success – over three million members in Britain, 65 Million members around the world & over 50 percent of Fortune 100 Companies are now using it as a recruitment tool.
“It’s designed to be functional and effective,” says Kevin Eyres, the network’s European managing director. “Namely, we want people to get what as quickly as possible. If you spend on it it’s not answering that challenge of making you productive. How can I quickly find that expert? How can I quickly find that source of expertise that will help me products, help my business or enable that opportunity? That what we’re aiming at.”
The website was founded in May 2003 in Mountain View, California by former staff form PayPal, Socialnet.com and Yahoo, where LinkedIn’s chief executive Jeff Weiner was one of the company’s most powerful figures. To begin, it took 477 days for it to acquire its first million members. It now at-tracts a million every 12 days, roughly one every second. In part, the site capitalizes on media scare stories that suggest employers check out the Facebook and Twitter profiles of people they are recruiting. LinkedIn creates an environment that is hermetically sealed in professional teams.
It boasts a search facility so sharp you could open an envelope with it (search by sector, country, region, experience). The site makes money in three ways: through its premium service, in which companies pay to contact people on the site (email addresses are normally withheld). Its advertising reaches everyone form graduates to boardroom level. Lastly, it offers bespoke software solutions to recruitment companies, eager to tap into the 80 per cent of the job market not actively looking for a new role- those often best suited to certain positions.
“It’s aimed at professionals; it’s not
Facebook, it’s a professionals business networking site. “Says Mike Butcher, the editor of TechCrunch
Europe.
Whatever your view, the “grown up” social networking site Linkedin has carved out its niche. If bebo is the Volkswagen Beetle catering to the puckish trends of the youth market, Facebook a ford Mondeo, popular & reliable, & Twitter a Toyota Prius, beloved of techno – geeks, then LinkedIn is a Lexus – aimed at a small number of the business – minded.
Indeed mention LinkedIn to anyone in the media – an increasingly to anyone in the media – an increasingly closed – shop, cash poor industry - & they’ll look bemused. The website looks unattractive, featuring pages of contract & carrier information in black text on a plain white background. The site only allowed its user to upload profile pictures in 2008. But its founders claim this simplicity explain its success – over three million members in Britain, 65 Million members around the world & over 50 percent of Fortune 100 Companies are now using it as a recruitment tool.
“It’s designed to be functional and effective,” says Kevin Eyres, the network’s European managing director. “Namely, we want people to get what as quickly as possible. If you spend on it it’s not answering that challenge of making you productive. How can I quickly find that expert? How can I quickly find that source of expertise that will help me products, help my business or enable that opportunity? That what we’re aiming at.”
The website was founded in May 2003 in Mountain View, California by former staff form PayPal, Socialnet.com and Yahoo, where LinkedIn’s chief executive Jeff Weiner was one of the company’s most powerful figures. To begin, it took 477 days for it to acquire its first million members. It now at-tracts a million every 12 days, roughly one every second. In part, the site capitalizes on media scare stories that suggest employers check out the Facebook and Twitter profiles of people they are recruiting. LinkedIn creates an environment that is hermetically sealed in professional teams.
It boasts a search facility so sharp you could open an envelope with it (search by sector, country, region, experience). The site makes money in three ways: through its premium service, in which companies pay to contact people on the site (email addresses are normally withheld). Its advertising reaches everyone form graduates to boardroom level. Lastly, it offers bespoke software solutions to recruitment companies, eager to tap into the 80 per cent of the job market not actively looking for a new role- those often best suited to certain positions.
industry professional.”You can have a company
pitching to publish then suddenly strike gold & need 50 experienced artists
and five designers & seven codes. The project maybe lasts a year or two and
then people move company again. The ebb and flow makes it a desperate hire and
everyone wants experience workers. There are agency types who used to have to
“Know” people have contracts – now they scan Linkedin and chance a spam mail.
It’s good and bad news for both parties.
You have to join the world’s most boring social network site
but come the day your game gets canned unexpectedly, everyone knows instantly
and agents want commission, workers get introduction bonuses and the newly –
unemployed want work.”Louise Wiseman, who works in IT, has similar
feelings.”Like a lot of people, I Joined
Linkedin a couple of years ago, uploaded my profile and promptly forgot about it apart from accepting people’s connection
request as they came through – I’ve never actively ‘used’ the site and I’m
sure it has all kinds of features I’m sure it has all kinds of features I’m not
aware of, “she says.”It’s not snazzy enough to make to make me want to spend
time on it. It is purely functional. In the last few months, through, I’ve been
contacted via Linkedin by four recruiters hiring for good roles with large,
well-known companies. Unlike most approaches I’ve had in the past these people
had done their homework by looking at my profile so they came to me with jobs
that matched my experience and skill set.”
In fact, while Linkedin does not suffer from
the ambiguity of purpose that vexes users of Twitter & Facebook and is
thus, one would have thought, best kept separate from them – its founders have
taken steps to increase its user – friendliness. – The independent.
This article was released on “Times of Oman- THURSDAY-
July 8-14, 2010
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