Friday, 24 July 2015

SevenSeas Airports and Seaports Management Services Pvt.Ltd

SevenSeas Airports & Seaports Management Servicecs India Pvt.Ltd

We are happy to introduce ourselves as one of the leading manpower service with our associates in India for Hospitality, Civil Construction, IT Professional, Technician, Accounts & Finance Professionals for Jobs, Studies.
Over the period we have clearly established ourselves as a major force in the Recruitment and Consultant business. The company focuses on serving experienced & qualified Manpower and works to obtain detail understanding of the specific job vacancy and type of experience and skill required by the employer.


Our Responsibility for Long & Short term Contracts for Employment.
·         To source candidates meeting  job description
·         Technical trade testing and keeping them ready for approval.
·         Final interviews are scheduled as desired  and also providing all facilities
·         Providing medical report of the selected candidates, consisting of tests as per the respective country’s medical standards.
·         Arranging Government formalities like emigration clearance, visa stamping, police clearance certificate, attestation of educational certificates etc.

·         Orientation to the candidates on the law of the country of employment.
·         Placing the approved candidates within desired time limit under prior intimation.
·         Placing the approved candidates within desired time limit under prior intimation.

·         Providing all possible help to the candidates in embarkation and seaport formalities.
As we are the leading Shipping Recruiter in Mumbai.

Tuesday, 7 July 2015

How Recruiters Can Use Video to Attract Talent


What type of technical equipment do you need?

I still use the camera that I bought from eBay for 20 quid. It was a ZI Kodak camera, ZI8 it was, and I still use that. So it depends on your brand really, but I just bought it 20 quid, it was second hand on eBay and I started making YouTube videos in my living room. Yeah, I mean but that was fine for my brand. It depends on what … I suppose on how you want people to view you. But if you can afford, if you’ve got a budget just to bring in an external company or to… Even if you want to make your own, then that’s fine. I would say that the one thing that is really important is your audio. I think even if you’ve got quite a basic camera or you’re making videos on your phone or your iPad, you know, that might be alright for your brand, but never ever compromise on audio, always invest in a good camera and a good microphone.

What are your best tips and tricks for video marketing?

If I just focus on YouTube maybe, firstly, cause there’s little things that I think that there’s a lot of platforms you can use, but firstly with YouTube.
A lot of people ignore the description area but I always think it’s important to blog in my area because people do read that. So if you are going to make a really good video then you want to add keywords, obviously and a title, you want to make sure that the title is really good. So numbers work really well, so “Five steps to…” or “Three ideas for…” Q&A titles work really well. But also, yeah, blogging in your description area. So making sure that you’ve got a link on YouTube, maybe a link to your website or a link to a really funky lead page where you can capture somebody’s email address and obviously implement that into your email marketing campaign to then build relationships with people. Optimising tags, that’s quite an obvious one on YouTube.
I always talk about the 12 second rule. You know what it’s like when you meet somebody and you make your mind really, really quickly but it’s still like that in video, so you have to adopt the same stuff that you would if you were in a room with somebody. You know, if you want to ask some questions, engage with them or you still have to do that on video so I always think creating movements is really, really good with videos.
A call to action, I think a lot of people forget to do that. I definitely forgot to do that, I made lazy, lazy videos in the beginning when I was at 20,000 hits, but nobody was coming to my website and I was like, “Why not?!” But I wasn’t asking them to.
Another really wonderful thing to do, which I haven’t done but I am so going to do it, it’s on my to-do list, it’s creating a video advising people or suggesting why they should subscribe to your channel. And Gary Vaynerchuk has got an amazing on his one which is “Why you really need to subscribe to my channel”. It’s like, “Guys, seriously, if you are not subscribed to my channel, it hurts me. And it hurts my soul.” And he just talks about the value you’re going to get from subscribing to his channel. Because your subscribers are up, that’s basically people who are just out there waiting for you to upload new videos. That’s amazing. You don’t have to worry about being found. They’re going to get an email straight to their inbox when you do launch a new video, so that’s really, really good.
Encourage comments as well. I know a lot of people that produce videos for YouTube and they just think, “Oh, but I disabled the comments” And I get that, considering how many views I’ve got on YouTube, for every 30 beautiful ones for comments, I do get the odd ones somebody says that they hate my Welsh accent so much they want to punch me in the face until I bleed or, you know, something horrendous like that. I would always say that if you’re worried about comments damaging your brand, then you can always switch them to ‘Approved’. But encouraging comments, so actually saying to people, “If you’ve got any thoughts on this video, or you’ve got any questions, please…” And even point down, you know, “Please add something in the comments”.

How do you promote your videos once they are uploaded?

One of the things – obviously I would think most people listening to this will be totally familiar with – making sure that when you are producing this content, that you’re sharing them on your Google+, stick this on your Instagram, your Facebook, your Twitter. Once you get to a certain amount of hits on YouTube, that video will just promote itself. I think one of my videos, it got, it took about a year to get to 25,000 hits but then once I got to that, it’s getting about 20,000 hits every quarter now. So YouTube will do that.

You can also pay keyword advertising on Google for videos but I think it’s being really, really smart with how you’re doing it. So in terms of blogging and collaborations again. One other thing is interviews, if you’re interviewing somebody within your industry that has got quite a big social media platform, then obviously they’re going to share it with their markets and their network, and then they go back and they see your YouTube channel so they might look at your other videos. I always think that this is something that I am doing at the moment, is putting your YouTube channel or your Wistia channel in your email signature. I think that that’s a great way to get more of your videos views.
Using LinkedIn, actually embedding your videos into your profile on LinkedIn, I think a lot of people don’t tend to do that, they just use text but that’s a wonderful thing, you can add your videos in there. Allowing people to embed – not a lot of people put the embed section off, so I get people… I know for a fact that there are loads of videos, careers websites out there that have got every single one of my videos embedded into their websites. So then you think, from a commercial point of view, why would I allow that? Because there’s no reason for people ever to come into my website and buy my products. Because they can watch my stuff on other people’s websites and you know… But I do believe that allowing embeds will encourage other people to obviously share your content maybe on their blogs or their websites.
Playlists… if you can create playlists so that when one video finishes it doesn’t go to a video that YouTube have chosen, it goes to one of your videos. And making sure that you have really, really good titles as well. But I think a lot of it comes down to just finding influences within your industry that can share your content and people that are going to create real value and then using your marketing expertise and your marketing knowledge to build those relationships.

Saturday, 4 July 2015

6 Tips for Dressing for a Job Interview

The first impression you make when you go for a job interview is the most important one. Before you even open your mouth, you are being judged on how you dress and this can give out certain ideas about who you are as a person as well as your work ethic.
It can potentially make or break the interview. So how exactly should you dress when you go for a job interview? Here are some tips and tricks to remember so you create a great first impression…good luck!

1. Research the company’s culture and dress code


What outfits are considered appropriate for an interview often varies by industry. If you know people who work at the company you are interviewing for, ask them what they wear to work.
If you don’t know anyone, that’s ok too. Call the Human Resources department of the company and ask them for recommendation. Even if a company is known to have a casual dress code, they may expect you to dress up a little for your first interview.

2. Invest in a “power outfit”



In some industries, suits and ties are the norm. If you are applying for a job in one of these industries, invest in a few professional but comfortable “power outfits”. Don’t just get one because you may be asked to return for follow up interviews. These outfits may cost more but they will make you look good.

3. Wear appropriate and comfortable shoes


Your outfit includes your shoes too, but unfortunately, many people don’t realise this. Your overall appearance won’t quite have the desired impact if you wear a beautiful, tailor-made suit with a pair of tattered and dirty shoes.
For men, a pair of dress shoes or loafers is usually appropriate. For women, try to be conservative and wear a pair of low heels, and don’t expose your toes.

4. Try out your interview outfit



Even though you might have tried the clothes before you bought them, put the whole outfit while you are at home to be sure it’s appropriate. Make sure that you can walk and sit comfortably, and you may even wish to have a sort of “dress rehearsal”, answering your interview questions in your interview outfit.

reference: undercoverrecruitment.com

How many candidates does it take to get a hire? One, two, a thrrree?

I don't give a hoot, yeah I said hoot, about how many candidates it takes to get a hire. You know why? Because after being in this industry for 15+ nearly years you learn something about what it really takes. I'm going to break this down for you dear readers. We've all been doing it wrong lately. And, here is something more. You can blame whoever came up with the stoopid metrics.
Most recruiter's work every minute on worthless, meaningless, made up, ever changing, and totally unrealistic metrics. Let me say it another way. You're busting your arse for nothing. Every recruiter at some point will be asked to hit a target number. The problem is that they're just numbers. And recruiters will only focus on the numbers. Like this...
Number of candidate submitalls,
Number of phone interviews
Number of screens
Number of 2nd phone interviews
Number of in-person interviews
Number of emails.
and on and on and on and on..............


Complete waste of time.
ACTUALLY, I believe that most recruiters spend about 80% of their time achieving a meaningless target number. EIGHTY PERCENT!
The other 20% is the actual recruiting. And that other 20% is very simple. So simple in fact. It's when they screen candidates and engage with hiring managers for feedback. That's about 20% of the time. That is recruiting.
Now....Let's turn around for a moment. Talk about a solution, or maybe it's a concept for others.
To truly reduce the waste of time it takes to get a hire is not going to be easy at first. But these three steps will get you in the right direction to golden hires and more time with family, gym and netflix.
A ONE
Get rid of all the effing metrics. Burn it. Let recruiters focus on what works. Picking up the phone and calling candidates. That's it. All you need. A resume and a phone. Recruiters are pretty resourceful too. If they can't source a resume from one spot, they will go another direction.  Metrics based on submits and interviews is a huge waste of time and effort.
A TWOOO
Stop low balling candidates. You can't buy a new Lexus negotiating for a used Toyota prices. Get real. This means that recruiting and HR need to stop managers from low balling candidates at the offer stage. This is doable. Not easy. But doable. Just takes some backbone and push back when managers want to low ball their finalist.
A THRREE
Stop spending time and money on crap that never ever works. That means even social media like tweeting jobs. Stop forcing recruiters to spend hours in overly cumbersome craptastic applicant tracking systems that has a million unqualified, unemployed, and un-hireable (is that a word?) folks that apply by the minute (by the second if you work for Amazon, Google or Microsoft).


Does any of this ring true? I mean seriously. I'm not complaining here. Okay, maybe a little. But, I'm being realistic. There is a solution to all this metric madness. It's called the garbage can.

Reference: http://www.recruitingblogs.com/