Showing posts with label career. Show all posts
Showing posts with label career. Show all posts

Monday, May 23, 2016

Career Seminar for Nursing Administration

Nursing administration is a profile that is in huge demand in the Healthcare segment and there are many opportunities to train prospects who wish to specialize in nursing administration. INLEAD organized the career seminar for providing information to such prospects and candidates of nursing administration who are keen in pursuing this career.


The seminar was graced with the presence of Ms. Sonymol K., Nurse Supervisor and Head T&D, Dr. Madhvendra Singh, Director, Infiniti Connect and Ms. Khushboo Singh, Sr. VP, INLEAD.




A Nurse Administrator has immense responsibilities within a hospice. A nurse administrator creates work schedules, gives performance reviews, and develops work policies. Other job duties include keeping up established ethical and legal standards for job performance, attending administrative personnel meetings, and developing new employee training. Most of the work of a nurse administrator is done in an office and not on the care floor, so an administrator has little or no direct contact with patients. A nurse administrator may work in a hospital, nursing home, private doctor's office, home health care organization, or urgent care facility.


This was the kind of understanding provided by the panelists during the career seminar, which will definitely enthuse the participants to mull about and work on their advanced education.

Speaking about the seminar, Ms. Sonymol K. said, "I was very impressed with the turnout and am very happy that there is so much interest in the profile of Nursing administration."



Monday, May 16, 2016

Career Seminar with the Hilton Worldwide

INLEAD recently hosted the Hilton Hotels Worldwide on its campus for a Career Seminar. The PACE workshop was aimed at making the students aware about the various career opportunities they can explore with the esteemed organization.  Hilton Hotels Worldwide, a renowned brand in the hospitality sector, is expanding its wings in a big way and is coming up with many career opportunities.

Established in the year 1919 in, Texas, U.S.A., Hilton has thirteen different   brands in its kitty. Mr Amit, Head HR, Hilton Hotels Worldwide, spoke at length about the different job opportunities which the Hilton Worldwide is providing to young candidates who are willing to join the hotel industry. He reiterated that, those who have the zeal and interest should become a part of Hilton family. He went to state that they have two different programs to cater for the young recruits. First is Management Trainee program of two years and the other is General Manager training program in which the recruits less than one year can apply. If the recruit passes he/she can become General Manager in next five years in Hilton and will get international exposure.

Mr Amit and his team answered every related question of students like recruitment process of the hotel, their marketing strategies, growth etc. and all questions were answered diligently. The session was overall productive and students kept coming up with questions. Students also got to know many new things about one of the top notch brands of hotel industry.

Prateek Bhatt, April 2016, INBM: “The talk was very relevant for all of us who have just taken admission at INLEAD and are therefore exploring all possible avenues of growth.”


Akshay Bhatnagar, October 2015, INHM: “It was a session which proved to very beneficial to me, since I am from the hospitality sector. I really look forward to joining this company.”

Friday, May 6, 2016

The Emerging Era of ‘App-cruitment’

Recruiting online in today’s times has not remained restricted to the various job portals anymore. Gone are the days when the recruiters would largely depend on the online portals (Naukri, Monster, Shine etc. to name a few in India) to filter candidates. The era of social media made LinkedIn and Facebook, emerge as considerably powerful tools to post job requisitions and invite candidature, owing to their widespread accessibility. However, when the world has become a shrinking web-space, how far can we go in the race for innovation? The answer to this question is ‘App-cruitment’ – recruiting talents using various Social Networking Apps.

Recently, Fetch, a Dentsu owned mobile marketing agency, hired an intern through a location-based dating app, Tinder. Yes! You read it correct! The same Tinder which many a youth today uses to hunt for a date. The agency created a Tinder profile in January to find matches in the New York City. Potential candidates were asked for their best pick-up lines. Fetch matched with 270 potential candidates and further shaved down to 5 personal interviews, finally hiring 22-year old Sam Weidt as an intern, rather being called a ‘Tintern’. In another breakthrough story, Droga5, a New York based global advertising agency looked for interns via an Instagram challenge. JWT India’s Bodhisatwa Dasgupta did the same using WhatsApp. Every year he would get calls from collegians from institutes like St. Xavier’s Mumbai, however due to geographical restrictions and lack of self-awareness among the aspirants, he was left with rookies who weren’t even sure about making a career in advertising. So Dasgupta turned to WhatsApp and gave 6 candidates a test fit for the digital age: create a meme – thereby not only judging their creativity but how fast they could deliver. The story doesn’t end there. JPMorgan, one of the world’s largest financial organizations is using Snapchat and its geo-filters to find and hire fresh talents. (Excerpts from Brand Equity: The Economic Times)

The reaction to this newly adopted ‘Swipe right’ methodology is mixed, across the HR fraternity. While some feel that these methods may appear ‘cool’ and hip for today’s app-crazy generation, they think it’s purely for branding and advertising purposes that such strategies are adopted. Moreover, they feel that such recruitments are ideal for the entry-level personnel and for start-ups only, thereby being impractical for recruiting mid-level managers or technical and finance professionals. On the other hand, many companies feel a need to think out of the box by trying to push the limits of innovative hiring. The question that remains: Are Tinder and Snapchat the answer?

- Sumit Chakravarty
   Faculty, INLEAD

Friday, November 6, 2015

The ‘Hop’aholics’ Paranoia

When Barbara, 36, relocated to Atlanta from Boston for a marketing job, she realized almost immediately it was the wrong decision. So the social media manager made the bold decision to leave the new role after only two months, rather than stay for a year to smooth future employer concerns over such a short-term stint. To support herself between jobs, Barbara did some freelance graphic design work. In the meantime, she struggled with whether she should include the two-month stint at the Boston firm in her resume.

According to career experts, candidates who changed jobs four or more times in 10 years are most likely to be labeled job-hoppers, according to a 2014 survey of 160 CFOs by recruiting firm Robert Half International. And 93% of hiring managers say they would overlook a candidate for taking on too many short job stints, according to findings.

These short stints can still hamper the hiring process if addressed incorrectly. One needs to be able to explain why they left the previous job and what they learned going forward. And it’s more important to vet the subsequent role to make sure it’s a good fit.

Younger job candidates have more leeway when it comes to ditching a job earlier than planned, according to Michael Butler, who is head of HR for Bristol, UK-based Radius World Wide and is based in Boston in the US. “If you can get two years out of someone early on in their career, you are doing pretty well,” said Butler. Older candidates past their thirties should aim to switch no more than three jobs in about ten years, Jones said.

But an unavoidable question emerges here – How long is too long?

There are benefits to short stints if you’re working to ripen your skills. However, employees at large companies are often expected to stay for at least a couple of years, which gives them time to figure out company politics and achieve some professional goals. When seeing an applicant from a large firm, hiring managers are definitely looking for stability.

No matter why you left a job, honesty is the best policy when it comes to your resume, particularly as social media and sites such as LinkedIn now make it easier for recruiters to do a background check and uncover previous experience. One should rather keep even a two-months-long stint on their CV rather than omitting it altogether. It’s important to acknowledge the short-term position and explain what you’ve learned about yourself and your career goals during the role, in order to show the interviewer that you’re serious about advancing in your career. Critically, changing the dates of a previous job to cover up a gap in employment is unethical.

Finally, having too many short-stints on your CV may raise a red flag to employers, signaling that you're not performing to your capabilities when taking on a new role.

-Mr. Sumit Chakravarty,
  Faculty, INLEAD

Images Courtesy- Google Images 

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