Hi All ,

My friend who has 13 yrs of IT and Project Management experience .He is expert in Project Management using Agile

Methodology.Excellent expertise in Client Management,Application Development .Good experience in CMMQ and ISO

process.Experience in Gap Analysis.He is expert in J2EE Technologies .His qaulaifications are B.Com,MBA

(pursuing).Complete PMP Training. His name is Bernad and he can be reached in this contact no : +91-90941-22408 or mail

to richardson.bernard@gmail.com.

Appreciate if you could help him to get this opportunity that he is looking for...


Cheers

Balaji

Hi All ,

I'm looking for Senior HR opportunities,having 7+ yrs of experience in Recruitment .Having onsite experience in Dubai

on Middle East Banking Recruitment.Experience in Indian,US,UK,Middle East and Europe Recruitment practices.Exposure to

Visa processing for UK and Middle East .
A renowned industry expert in Creative Model Recruitment using various dynamic modes of recruitment such as HR

Groups, Technical forums, Professional Networking groups/sites like Linkedin, Plaxo, SiliconIndia network, HRLink.in,

Recruitmentlink.in, yahoo groups, google groups, facebook , orkut, xing, ning.
Expert in finding target companies/consultants using Cyber Sleuthing methodologies, boolean logic methods using Google

Search methodologies.
Author & owner of Recruiter Blog (http://recruiterssworld.blogspot.com) writing about best recruitment practices and

also challenges of recruiters in this Blog.
I have experienced using Applicant Tracking Systems (ATS) on Recruitment are
-Bull Horn
-Cbiz
-e-Grabber
-Oracle i-recruitment

I'm open for Relocation either India or Abroad..

You can ping me @91-9940565828 or mail to hrdbalaji@gmail.com

With best Regards

Balaji

Hi All ,

I'm looking for Senior HR opportunities,having 7+ yrs of experience in Recruitment .Having onsite experience in Dubai

on Middle East Banking Recruitment.Experience in Indian,US,UK,Middle East and Europe Recruitment practices.Exposure to

Visa processing for UK and Middle East .
A renowned industry expert in Creative Model Recruitment using various dynamic modes of recruitment such as HR

Groups, Technical forums, Professional Networking groups/sites like Linkedin, Plaxo, SiliconIndia network, HRLink.in,

Recruitmentlink.in, yahoo groups, google groups, facebook , orkut, xing, ning.
Expert in finding target companies/consultants using Cyber Sleuthing methodologies, boolean logic methods using Google

Search methodologies.
Author & owner of Recruiter Blog (http://recruiterssworld.blogspot.com) writing about best recruitment practices and

also challenges of recruiters in this Blog.
I have experienced using Applicant Tracking Systems (ATS) on Recruitment are
-Bull Horn
-Cbiz
-e-Grabber
-Oracle i-recruitment

I'm open for Relocation either India or Abroad..

You can ping me @91-9940565828 or mail to hrdbalaji@gmail.com

With best Regards

Balaji

WHAT IS CROWDSOURCING?
The word “Crowdsource” was apparently firstcoined by Jeff Howe in a June 2006 in an article for Wired magazine, it is very much associated with “Web 2.0” ways of doing business where the internet moved from being a very large notice board to users generating much of the content.
In essence “Crowdsourcing” means applying the thought of a large number of people to solve a problem or inform an issue. A good starting point for anybody wanting to see what is out there in terms of crowdsourcing".

CROWDSOURCING IN RELATION TO RECRUITMENT?

Actually we would argue that in relation to recruitment crowdsourcing isn’t new! For many years executive search firms have at the start of each new assignment set their researchers the task of speaking to lots of industry insiders to get their views and steers on who they might subsequently approach as candidates – i.e. consulting “the crowd”. But of course that wasn’t really crowdsourcing as we view it in 2009 because the “crowd” was small and restricted to who that search firm either already knew or could get to know fairly quickly.

There needs to be quality control over referrers and their referrals. Lots of poorly networked or irrelevant referrers are pointless and allowing / encouraging referrers to spray out lots of messages to “potential candidates” is just spam and will get the business a poor reputation.

Confidentiality in relation to employers,referrers and candidates is really important. Sometimes employers don’t want to identify themselves, sometimes referrers won’t want to be identified in their referrals and referrers should never be able to see the progress of a candidate’s application (and indeed whether they even made an application).

WHAT TO LOOK OUT FOR IN CROWDSOURCED RECRUITMENT?

If you are an employer considering recruitment using a crowdsourcing / referral platform that you may want to think about these points:

• Does the provider have a critical mass of referrers in areas that are really relevant to us / this appointment?
• Quantity can be good but quality is always more important. Is my employer brand going to be damaged by referrers spraying
around messages about our vacancy to people who aren’t relevant and will probably view it as spam?
• Is appropriate confidentiality going to be maintained?
• Is the reward to the successful referrer meaningful?
• Am I going to get better access to appropriate candidate pools and / or save money and / or save time?

WHAT IS CROWDSOURCING?
The word “Crowdsource” was apparently firstcoined by Jeff Howe in a June 2006 in an article for Wired magazine, it is very much associated with “Web 2.0” ways of doing business where the internet moved from being a very large notice board to users generating much of the content.
In essence “Crowdsourcing” means applying the thought of a large number of people to solve a problem or inform an issue. A good starting point for anybody wanting to see what is out there in terms of crowdsourcing".

CROWDSOURCING IN RELATION TO RECRUITMENT?

Actually we would argue that in relation to recruitment crowdsourcing isn’t new! For many years executive search firms have at the start of each new assignment set their researchers the task of speaking to lots of industry insiders to get their views and steers on who they might subsequently approach as candidates – i.e. consulting “the crowd”. But of course that wasn’t really crowdsourcing as we view it in 2009 because the “crowd” was small and restricted to who that search firm either already knew or could get to know fairly quickly.

There needs to be quality control over referrers and their referrals. Lots of poorly networked or irrelevant referrers are pointless and allowing / encouraging referrers to spray out lots of messages to “potential candidates” is just spam and will get the business a poor reputation.

Confidentiality in relation to employers,referrers and candidates is really important. Sometimes employers don’t want to identify themselves, sometimes referrers won’t want to be identified in their referrals and referrers should never be able to see the progress of a candidate’s application (and indeed whether they even made an application).

WHAT TO LOOK OUT FOR IN CROWDSOURCED RECRUITMENT?

If you are an employer considering recruitment using a crowdsourcing / referral platform that you may want to think about these points:

• Does the provider have a critical mass of referrers in areas that are really relevant to us / this appointment?
• Quantity can be good but quality is always more important. Is my employer brand going to be damaged by referrers spraying
around messages about our vacancy to people who aren’t relevant and will probably view it as spam?
• Is appropriate confidentiality going to be maintained?
• Is the reward to the successful referrer meaningful?
• Am I going to get better access to appropriate candidate pools and / or save money and / or save time?

WHAT IS CROWDSOURCING?
The word “Crowdsource” was apparently firstcoined by Jeff Howe in a June 2006 in an article for Wired magazine, it is very much associated with “Web 2.0” ways of doing business where the internet moved from being a very large notice board to users generating much of the content.
In essence “Crowdsourcing” means applying the thought of a large number of people to solve a problem or inform an issue. A good starting point for anybody wanting to see what is out there in terms of crowdsourcing".

CROWDSOURCING IN RELATION TO RECRUITMENT?

Actually we would argue that in relation to recruitment crowdsourcing isn’t new! For many years executive search firms have at the start of each new assignment set their researchers the task of speaking to lots of industry insiders to get their views and steers on who they might subsequently approach as candidates – i.e. consulting “the crowd”. But of course that wasn’t really crowdsourcing as we view it in 2009 because the “crowd” was small and restricted to who that search firm either already knew or could get to know fairly quickly.

There needs to be quality control over referrers and their referrals. Lots of poorly networked or irrelevant referrers are pointless and allowing / encouraging referrers to spray out lots of messages to “potential candidates” is just spam and will get the business a poor reputation.

Confidentiality in relation to employers,referrers and candidates is really important. Sometimes employers don’t want to identify themselves, sometimes referrers won’t want to be identified in their referrals and referrers should never be able to see the progress of a candidate’s application (and indeed whether they even made an application).

WHAT TO LOOK OUT FOR IN CROWDSOURCED RECRUITMENT?

If you are an employer considering recruitment using a crowdsourcing / referral platform that you may want to think about these points:

• Does the provider have a critical mass of referrers in areas that are really relevant to us / this appointment?
• Quantity can be good but quality is always more important. Is my employer brand going to be damaged by referrers spraying
around messages about our vacancy to people who aren’t relevant and will probably view it as spam?
• Is appropriate confidentiality going to be maintained?
• Is the reward to the successful referrer meaningful?
• Am I going to get better access to appropriate candidate pools and / or save money and / or save time?

Hi All,

I need immediate help from you all .My friend has 3 years of experience in J2EE,Struts .He has worked on projects on

Gaming and procurement in Hospital .Has good communication skills and interested to relocate . His name is Rajkumar and

you can reach him @ 91-9443008270 or mail to rrajkumarmca5@gmail.com.

Appreciate if you could help him in getting opportunity he is looking for....

Cheers

Balaji

Hi Friends ,

I'm looking for Senior Recruitment /Post Recruitment Opportunities.
I have more than 9 yrs of total experience .
7 + years in Recruitment and Recruitment Life Cycle(RLC) in
International Recruitment (i.e.) UK and European, Middle East, US and
Indian Recruitment Rich experience in Recruitment strategies and worked
on various recruitment campaigns like Campus Fairs, Walk-ins and
lateral recruitment drives
-Experience in Post recruitment activities
•Has good experience in Visa Processing for UK and MiddleEast on
Business Visa .
•Experience in Post recruitment activities.
•Good understanding of technologies and tech savvy person specialized in
Oracle Applications (11i/12i) and Business Intelligence
•Finding target companies/consultants using Cyber Sleuthing
methodologies and using boolean logic methods using Google Search.
•Rich experience in Creative Model Recruitment using various dynamic
modes of recruitment such as HR Groups, Technical forums, Professional
Networking groups/sites .
•Listing of Networking groups currently he is active are Linkedin,
Plaxo, SiliconIndia network, HRLink.in,Recruitmentlink.in
•Member of International Recruiter groups like
MyStaffingForce(www.mystaffingforce.com ) and
RecruitingBlogs(www.recruitingblogs.com)
•Maintaining good database of UK and Europe Consulting Companies on
SAP/Oracle Apps and Business Intelligence.
•Author of own Recruiter Blog (http://recruiterssworld.blogspot.com)
writing about best recruitment practices and also challenges of
recruiters in this blog.

Completed Brainbench Certifications (www.brainbench.com ) on

•Human Resources Concepts (UK)

•HRIS Concepts

•Recruiting Concepts (U.S)

•RDBMS Concepts

If you need further details call me @ 91-9940565828 or mail to
hrdbalaji@gmail.com .You can also visit my Linkedin :Linkedin id :
http://www.linkedin.com/in/balajirecruit ( More than 1400 + networking people)

Thanks and Regards

Balaji Govindarajan

Hi Friends ,

I'm looking for Senior Recruitment /Post Recruitment Opportunities.
I have more than 9 yrs of total experience .
7 + years in Recruitment and Recruitment Life Cycle(RLC) in

International Recruitment (i.e.) UK and European, Middle East, US and

Indian Recruitment Rich experience in Recruitment strategies and worked

on various recruitment campaigns like Campus Fairs, Walk-ins and

lateral recruitment drives
-Experience in Post recruitment activities
•Has good experience in Visa Processing for UK and MiddleEast on

Business Visa .
•Experience in Post recruitment activities.
•Good understanding of technologies and tech savvy person specialized in

Oracle Applications (11i/12i) and Business Intelligence
•Finding target companies/consultants using Cyber Sleuthing

methodologies and using boolean logic methods using Google Search.
•Rich experience in Creative Model Recruitment using various dynamic

modes of recruitment such as HR Groups, Technical forums, Professional

Networking groups/sites .
•Listing of Networking groups currently he is active are Linkedin,

Plaxo, SiliconIndia network, HRLink.in,Recruitmentlink.in
•Member of International Recruiter groups like

MyStaffingForce(www.mystaffingforce.com ) and

RecruitingBlogs(www.recruitingblogs.com)
•Maintaining good database of UK and Europe Consulting Companies on

SAP/Oracle Apps and Business Intelligence.
•Author of own Recruiter Blog (http://recruiterssworld.blogspot.com)

writing about best recruitment practices and also challenges of

recruiters in this blog.

Completed Brainbench Certifications (www.brainbench.com ) on
•Human Resources Concepts (UK)
•HRIS Concepts
•Recruiting Concepts (U.S)
•RDBMS Concepts

If you need further details call me @ 91-9940565828 or mail to

hrdbalaji@gmail.com .You can also visit my Linkedin :Linkedin id :

http://www.linkedin.com/in/balajirecruit ( More than 1400 + networking

people)

Thanks and Regards

Balaji Govindarajan

Hi Friends ,

I'm looking for Senior Recruitment /Post Recruitment Opportunities.
I have more than 9 yrs of total experience .
7 + years in Recruitment and Recruitment Life Cycle(RLC) in

International Recruitment (i.e.) UK and European, Middle East, US and

Indian Recruitment Rich experience in Recruitment strategies and worked

on various recruitment campaigns like Campus Fairs, Walk-ins and

lateral recruitment drives
-Experience in Post recruitment activities
•Has good experience in Visa Processing for UK and MiddleEast on

Business Visa .
•Experience in Post recruitment activities.
•Good understanding of technologies and tech savvy person specialized in

Oracle Applications (11i/12i) and Business Intelligence
•Finding target companies/consultants using Cyber Sleuthing

methodologies and using boolean logic methods using Google Search.
•Rich experience in Creative Model Recruitment using various dynamic

modes of recruitment such as HR Groups, Technical forums, Professional

Networking groups/sites .
•Listing of Networking groups currently he is active are Linkedin,

Plaxo, SiliconIndia network, HRLink.in,Recruitmentlink.in
•Member of International Recruiter groups like

MyStaffingForce(www.mystaffingforce.com ) and

RecruitingBlogs(www.recruitingblogs.com)
•Maintaining good database of UK and Europe Consulting Companies on

SAP/Oracle Apps and Business Intelligence.
•Author of own Recruiter Blog (http://recruiterssworld.blogspot.com)

writing about best recruitment practices and also challenges of

recruiters in this blog.

Completed Brainbench Certifications (www.brainbench.com ) on
•Human Resources Concepts (UK)
•HRIS Concepts
•Recruiting Concepts (U.S)
•RDBMS Concepts

If you need further details call me @ 91-9940565828 or mail to

hrdbalaji@gmail.com .You can also visit my Linkedin :Linkedin id :

http://www.linkedin.com/in/balajirecruit ( More than 1400 + networking

people)

Thanks and Regards

Balaji Govindarajan