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You are browsing the archive for December 2012 - MANCER Consulting Blog.

Using Google To Find Resumes

December 29, 2012 in Services

A few weeks ago, it occurred to me that while we use job portals and other search engines in order to search specific databases to find resumes, Google gives a snapshot into every other site- even when the site is closed. Therefor, I theorized, Google is able to access information on all sites and databases- it just can’t give us access to them. But even if we know where the relevant data is, half the battle has been won. Therefore I decided to ‘explore’ the full potential of the search engine.

I opened a few resumes online and discovered something- they all had the word ‘resume’ in the title or the url. Therefore the first thing to do would be to somehow limit search results to those that contain the word resume. Fortunately, a little reading up reveals that anything that is put in standard brackets in the Google search tab become words that must be included in the display items. Thus other items would be eliminated. Specifying the location of the word in the items of the search result can streamline the search results further. Typed in a search tab, it would look like this-

(inurl:resume OR intitle:resume)

Note that the OR function must always be in capital letters. There must be no unnecessary spaces in your query.  For example, if you are looking for C, C++ profiles, your search would be-

(inurl:resume OR intitle:resume) C C++

However, while a lot of these results would in fact be resumes, a lot would also be samples, job advertisements, resume services etc. . . All these can be eliminated by using the not (-) function. Thus a more streamlined search for C, C++ profiles would be-

(inurl:resume OR intitle:resume) C C++ -job -jobs -”resume writing” -”resume service” -”sample resumes”

Note that exact phrases have to be put into “”. Also, when functions are used, Google does not search for synonyms or plurals automatically- you have to type out the possibilities.

Now let us say you want to search for a resume which contains a certain keyword, say IIT. The search would look like-

(inurl:resume OR intitle:resume) C C++ -job -jobs -”resume writing” -”resume service” -”sample resumes” (IIT OR “Indian Institute of Technology”)

A final note- searches are not case sensitive. Also, never search for biodatas, or CVs. In my experience, when you do that, only educational institutions and school children’s resumes appear. I think it is because those words are more popular with them. Most people who work use the word resume.

Using this it is, theoretically at least, possible to construct the perfect resume search.

Good luck! I hope this helps!

Management Consulting Industry in India

December 28, 2012 in Careers

Management Consulting Industry in India – A Shining Career Option

Management consulting is referred to the practice of helping businesses to improve their performance, mainly through the analysis of existing organizational challenges as well as competitive environment. It also involves the development of detailed plan of action for improvement. Organizations may seek the consulting services for a number of reasons which includes gaining external advice and access to the consultants’ specialised expertise.

For long, consultants have attracted significant criticism from large corporate houses as well as management scholars. Management consultants are mainly criticised for stating the obvious, overuse of buzzwords and failure to develop plans that are executable by the client.

Having said that, the significance of management consulting in India can’t be undervalued. In India Management consulting is estimated to be a Rs. 22,000 crore industry (Sorce: Assocham) which is growing at a CAGR of 30%.

Consulting firms are also aware about industry “Best Practices” due to its relationships with several organizations.  They also provide services like change management assistance, technology implementation, strategy development, operational improvement services and development of coaching skills.

Types of Consulting Firms

Consulting firms can be broadly classified in two ways as follows

Either

Large Consulting Firms – These Medium to Large sized management consultancies offer their services across functions within a wide range of industries.

Boutique firms that have focused areas of consulting expertise in specific industries, functional areas, technologies, or regions of the world

OR

Tier 1 – They are mainly into Strategy consulting: Market Entry, cost optimization, Growth strategy, Business Consulting. This includes firms like Mckinsey & Co , Bain & Co., Booz & Co, BCG , AT Kearney etc.

Tier 2 – Tier 2 firms are mainly Industry Focused. Examples include  KPMG, Deloitte, E&Y, PWC, Accenture etc.

Tier 3 – Their offerings include Advisory cum outsourcing services. The firms like Wipro, Infosys, TCS, Capegemini, Cognizant etc will fall into this category.

Industry Practices

Management consulting firms offer their services across industries. Some of them are as follows.

Advanced Electronics Aerospace and Defence Automotive & Assembly BFSI
Chemicals Consumer Packaged Goods Electric Power & Natural Gas Healthcare Systems & Services
High Tech Infrastructure Media & Entertainment Metals & Mining
Oil & Gas Pharmaceuticals & Medical Products Private Equity & Principal Investors Public Sector
Pulp & Paper/Forest Products Retail Semiconductors Telecommunications
Travel, Transport & Logistics ITeS

Functional Practices

Business Technology Corporate Finance Marketing & Sales Operations
Organization Risk Strategy Sustainability & Resource Productivity

 

Organizational Hierarchy

As per a research report by MANCER consulting, organizational hierarchy depends on the type of consulting firm. However MANCER research also shows that hierarchy is quite similar in various tiers. Following is the tier wise classification of hierarchy for various consulting firms.

 

Tier 1 Hierarchy

Management Consulting Firm Hierarchy - Tier 1, Career Progression in Management Consulting

Tier 2 Hierarchy

Management Consulting Firm Hierarchy - Tier 2, Career Progression in Consulting Industry

Management Consulting Firm Hierarchy - Tier 2, Career Progression in Consulting Industry

Tier 3 Hierarchy

Management Consulting Firm Hierarchy - Tier 3, Career Progression in Management Consulting Industry

Management Consulting Firm Hierarchy - Tier 3, Career Progression in Consulting Industry

 

Hiring Trends

Breaking into top Management Consulting firms is difficult. They usually hire from top B schools and engineering colleges of India like IIT, IIMs. The requirement for specialized knowledge is rising rapidly. Firms are looking for consultants with very specific knowledge in areas like logistics management, knowledge management, data warehousing, multimedia, client-server development, sales force automation, electronic commerce, brand management and value management.

While consulting firms normally hire MBA students, they are now willing to hire students with other prestigious degrees like, Ph.D, lawyers and engineers and put them through business training. McKinsey has a three week mini-MBA course, and reports that only 44% of their consultants hold an MBA, while 24% have a master’s degree in another field and 22% have an M.D. or Ph.D

In India, when consulting industry is growing at a CAGR of 30%, hiring activities is also expected to rise. A MANCER survey shows that major consulting firms will hire more consultants in 2013 as compared to 2012.

Skills required to join Consulting firms: Analytical Skills, Flexible thinking, Communication Skills, Focussed Approach and overall business understanding.

About Authors:

Rohit Sharma – Sr. Consultant, MANCER Consulting Services – For more details on various career options and recent trends in Management consulting industry, he can be reached at rohit@mancerconsulting.com

Manpreet Singh Lamba – Sr. Consultant, MANCER Consulting Services – For more details related to Indian consulting industry he can be reached at manpreet@mancerconsulting.com

 

Qualities of Great Recruiter that differentiate him from Good Recruiter

December 27, 2012 in Careers

How a great recruiter is differentiated? What are the qualities which make a good recruiter Great?

If you are a recruiter, you must ask these questions to yourself. You will definitely get some answers. Different people may have different opinion.  Here are some key characteristics, which I think, a must for every recruiter or HR consultant.

  1.  Great recruiter are those who understand the world around them and read people quickly and efficiently.
  2. Great recruiters have the good Organizational skills. More importantly they pay attention to the important details and work for and with people for a common goal.
  3. Recruiters are dedicated, extremely hard working and typically fall into – work hard – category.
  4. You cannot afford to be rigid – working 9 to 5 with an hour lunch just isn’t just enough, we work morning, noon, and night – weekends and even holidays if the jobs are hot.
  5. Great recruiter communicates like a two way radio. Clear communication to all concerned is a must. You need to have preservance while doing this.
  6. Building relationships is a key to success. In today’s era it has become important in almost every field.
  7. You need to adopt new technologies very quickly.
  8. Great Recruiters do not brag about their database of candidates, or promise they will find the perfect candidate.
  9. Recruiter are very strong in networking because they have a strong interest in people.
  10. Recruiters must have strong marketing and influencing skills.
  11. They know how to get the right candidates for the right managers because they have deep knowledge of the needs and capabilities of each through their networking skills and ability to influence.
  12. Can Do attitude.
  13. Last but not the least Honesty.

I think the list will never end until we decide to do so. But these skills are mandatory for all budding recruiters to succeed in their career.

Hiring The RIGHT Fit & Not the BEST Fit.

December 26, 2012 in Services

Hiring is a tough business. It takes patience, Proper Screening and careful analysis. With so many talented people out there  right now, it’s going to take some time to find the one who really fits the bill.

I have my experience in Hiring Talented Professionals across Industry & Functions  but the basic methodology remains the same. Organizations who wanted to hire the best  actually don’t want the BEST, but the Right candidate for the Job.

With the Today Globalized environment , Organizations across Industry are becoming matured & Looking for individual who can fit in the fast changing Global economic environment. These required the Person to have specified skills which makes him the Right fit for the Job.  Every Job is getting specialized & so is the search for the right Person.  Paralleled to this is the Difficulty to Find Best Talent.

 

 

Market is Full of Talented people, but there would be only one who would fit the bill. Who could gel well in Organization’s culture, speak their Business Language, Understand The Client Business, Brings The Thought Leadership & Maturity the the Firm Need & most importantly ,    Can integrate his Past experience with the new challenges of the role.

Organizations are Looking for Hiring the Best Talent, but the Recruiter job is to Offer them ‘Not’ the best in the Market, but the Right Fit from the Best. That would obviously need a better understanding on the  Organization Culture & DNA & understanding on Future Goals of the Group.

 

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