Hap Hap Happy New Year!!! 2014

 

Thanks & Regards,

 

Suriyamoorthy P,

Business Development Manager.

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| ( +91-44-43054737 | 43054747 | +91-99945 94871 | * suriya@cortexconsultants.com, # 34, Sendhan Tower, 1^st & 2^nd Floor, 1^st Avenue, Ashok Nagar, Chennai - 600 083, Tamilnadu.

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Festival Greetings - Cortex Consulting

Dear Friends,

 

May the good times & treasures of the Present become the golden memories of tomorrow.

 

Wish you lots of love, joy & happiness

 

Merry Christmas,

 

With Love,

 

                           Family.

 

 

 

Seasonal Greetings - Cortex Consulting

 

 

Thanks & Regards,

 

Suriyamoorthy P,

Business Development Manager.

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| ( +91-44-43054737 | 43054747 | +91-99945 94871 | * suriya@cortexconsultants.com, # 34, Sendhan Tower, 1^st & 2^nd Floor, 1^st Avenue, Ashok Nagar, Chennai - 600 083, Tamilnadu.

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Current Job Opportunity

Check out the below mentioned job opportunities!!!!!!

      Oracle Apps Technical Consultant– SCM/Finance/ASCP – Chennai & Hyderabad

      Oracle Apps Finance Functional Consultant – Chennai & Hyderabad                
      Oracle Apps Technical Consultant – Discrete Manufacturing – Chennai, Hyderabad & Mumbai

      Oracle DBA – Chennai

      Oracle ADF – Chennai

      Oracle Web center – Chennai  

      Oracle Project Manager – Chennai

      Hyperion Techno Functional Consultant – Chennai

      PeopleSoft Admin with Oracle DBA – Chennai

      Team Site MediaBin– System Engineer – Chennai

      Microstrategy Developer with Linux Operating System– Chennai

      Business Analyst – Property & Casualty – Chennai

      IBM Websphere Datapower – Chennai

      Project Manager – SQL/PL SQL – Chennai

      Security Operation Centre Lead - RSA envision (SIEM) – Chennai

If interested send me your updated profile to pradeep@cortexconsultants.com

Thanks & Regards,

Pradeep

Talent Acquisition Group

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| ( +91-44-42033778 | +91-9962195276  * pradeep@cortexconsultants.com, www.cortexconsultants.com

# 34, Sendhan Tower, 1^st & 2^nd Floor, 1^st Avenue, Ashok Nagar, Chennai - 600 083, Tamilnadu.

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Diwali Greetings - Cortex Consulting

Dear Friends,

 

On this Occasion we wish you and your family a very happy, Prosperous and Safe Diwali.

 

 

 

 

 

Thanks & Regards,

 

Suriyamoorthy P,

Business Development Manager.

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| ( +91-44-43054737 | 43054747 | +91-99945 94871 | * suriya@cortexconsultants.com, # 34, Sendhan Tower, 1^st & 2^nd Floor, 1^st Avenue, Ashok Nagar, Chennai - 600 083, Tamilnadu.

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Wipro to hire 500 people in Nordic region

 

Country's third largest software services firm Wipro said it was planning to strengthen its presence in the Nordic region by adding 500 people over the next three years.

According to sources, Wipro has about 500 people as part of its Nordic operations.

The company has also appointed Carl-Henrik Hallstrom as the regional head for Nordic region, Wipro said in a statement.

He will be based in Stockholm, Sweden and report to Rajat Mathur, chief sales and operations officer (growth markets) at Wipro.

In his previous role, Hallstrom was associated with KPMG, Sweden. He has also worked with EquaTerra (which was acquired by KPMG later), Fujitsu Services, Daltek (publ) and Tandberg.

"Nordics is poised to become one of the more important growth markets for Wipro and we are committed to investing in the region. I am confident that Hallstrom will be able to build on the growth momentum in the region," Mathur said.

The European market contributed 29 per cent to the company's revenues in the April-June 2013 quarter. The company does not provide region-specific numbers.

Wipro's focus in the region will be on key verticals like telecom, manufacturing, and energy and utilities.

 

 

*Source: http://timesofindia.indiatimes.com/tech/careers/job-trends/Wipro-to-hire-500-people-in-Nordic-region/articleshow/22259199.cms?

 

Thanks & Regards,

 

Suriyamoorthy P,

Business Development Manager.

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| ( +91-44-43054737 | 43054747 | +91-99945 94871 | * suriya@cortexconsultants.com, # 34, Sendhan Tower, 1^st & 2^nd Floor, 1^st Avenue, Ashok Nagar, Chennai - 600 083, Tamilnadu.

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Placements: IT product cos head to campuses

The placements have started in tech campuses across Tamil Nadu with core engineering and technology product firms being among the first recruiters.

IT services firms like TCS, Infosys and Cognizant have indicated to campuses that they will start hiring from September, in line with industry association Nasscom's directive. Though the initial hiring phase is encouraging, especially in the larger campuses, the overall hiring scenario is expected to be weaker than that of last year with Nasscom predicting a drop of around 17% in recruitment.

At Vellore Institute of Technology, eBay, Flipkart and D E Shaw have arrived. While eBay recruited 15 students, Flipkart hired four and D E Shaw two. "Around 70 students have been placed," said Samuel Rajkumar, deputy director of placement at VIT. Around 3,000 students are up for placement at VIT, of which 2,200 are undergraduates.

He said that discussions are taking place with large IT services firms although a fall in their individual recruitment numbers is likely. "We have had to invite more companies to the campus to complete 100% placements. Last year, we invited 224 companies which is the highest for us," said Rajkumar. No change is expected in the entry-level salaries, which stand at 3 lakh to 3.3 lakh a year, which has not changed for the last five years.

At SASTRA University, Paypal, Microsoft and analytics firm MuSigma have come. Paypal recruited three, Microsoft 12 and Mahindra and Mahindra (M&M) has shortlisted seven, said S Vaidhyasubramaniam, dean - planning and development of SASTRA University. In his meetings with bulk hirers, he got the impression that recruitment will be flat for some players and worse for others.

"Overall, IT recruitment will go down. We need to diversify our relationships. We will push hard to get new companies, especially IT product companies. We are hoping things will remain at least flat for IT services," he said.

Core companies are among the first recruiters at SRM University too. M&M has come but is yet to announce results while Mu Sigma has recruited 27 students. Manufacturing companies and tech firms like Google are expected in the next few weeks, said a placement official at SRM. Around 3,800 students are up for placement, of which 3,000 are undergraduates. The official said Nasscom's directive of hiring in two phases â€" September-December and again in May-July â€" is expected to affect placements.

At Crescent College of Engineering, Athenahealth has started recruiting though numbers are expected to be below 100. Fourteen companies have been confirmed so far and many small and medium scale companies are expected, said a placement official. Companies like Polaris are conducting interviews with last year's students who will join immediately.

Smaller campuses are waiting for bulk hirers and IT services companies to arrive. It is likely to be difficult for them as companies have reduced the number of campuses they visit.

"We will be calling more companies this time, around 55 compared to 27 last time," said M A Maluk Mohamed, principal at MAM College of Engineering, Trichy. A conclave of colleges is being organised in Trichy on September 6 to find solutions together.

*Source - http://articles.timesofindia.indiatimes.com/2013-08-14/job-trends/41408911_1_bulk-hirers-product-companies-new-companies

 

 

 

Thanks & Regards,

 

Suriyamoorthy P,

Business Development Manager.

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| ( +91-44-43054737 | 43054747 | +91-99945 94871 | * suriya@cortexconsultants.com, # 34, Sendhan Tower, 1^st & 2^nd Floor, 1^st Avenue, Ashok Nagar, Chennai - 600 083, Tamilnadu.

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We are lookin for Release manager:

Job Location: India [Bangalore]

OVER ALL OBJECTIVES:

• Own EOL roll-out releases for all countries.
• Plan, lead, coordinate and manage the deployment of EOL product releases for all countries.
• Own testing (sanity, UAT) & validation part of the roll-out releases
• Work closely with Deployment Manager.

SPECIFIC ASSIGNMENT:
Including but not limited to:

1. Communication about release deployment project for the different environments: UAT, Staging and Production etc (Create Parent OTRS ticket with details about a release)
2. Follow up with the Development team (IT Sol) for builds (Test builds, RCs & Final release GA package)
3. Lead the Release Readiness Review meeting & other relevant meetings (main contact: IT Sol, Deployment Manager (DM), Respective Business Managers)
4. Coordinate and actively participate to completeness/correctness of the SOP made available by IT Sol for each of the deployment projects, including progressive improvement for next versions. Is end accountable for this. (main contact: IT Sol, DM and updates in OTRS)
5. Follow up with the DM during deployments via OTRS
6. Communicate about the start of Testing/User Acceptance Testing and ensure testing sign-off is received from end customers.
7. Communication of meeting minutes and other information to relevant teams
8. Work closely with DM on planning, processes, and issues arising from release and ensure that resolution steps are in place and track the resolution diligently to completion. – including promotion to production (after office hours!)
9. Work closely with Senior Business Analyst for testing activities in roll-outs such as

• Smoke testing new deployments
• Ensure up-to-date, availability of Test platforms (for UAT, simulation…)
• Coordinate UATs of countries
• Support countries in their testing and coordinate issues
• Give green light / read light on behalf of countries for deployments

10. Update and maintain EOL application release list for Staging and Production environment.
11. Manage & maintain the release schedule in Enterprise Document Management system.
12. Prepare and populate the checklist for every deployment
13. General support for users requesting information (in the scope of deployment)
14. Updates to EOL Release and Deployment management Policy document / Process Document / 

         Procedure workflow / Improvement

REQUIRED PROFILE

PERSONAL SKILLS :

• Very good communication and interpersonal relation skills .
• Must be highly organized and self-managed since the role will interface in highly matrixed organization.

LANGUAGE SKILLS AND LEVEL EXPECTED : 

1. Fluent in English is essential. Knowledge of other EU languages is an asset.

TYPE AND DURATION OF PREVIOUS EXPERIENCE:

1. The ideal candidate should have 8 - 12 years of experience in IT deployment activities including planning, coordination, managing.
2. Experience in service industry is a must.
3. Good project management skills required.
4. Prior experience working with Europe based teams is highly preferred.

TECHNICAL KNOWLEDGE :

1. ITIL Process. Release Management. Good Awareness of Product Life Cycle.
2. Should have good experience in using the MS Project and Sharepoint for maintaining the plans

MANAGEMENT CAPABILITIES:

• Ability to manage multiple priorities.
• Self directed and Managed.
• Ability to influence and get the work done from various groups in Matrix organization, spread across Europe and Americas region.
• Assertive nature.
• ‘Own’ the Release and deployment management process.

Every achievement is a milestone

Hi Viewers,

 

We see heavy competition between the teams to get their name on board in top list performers chart. We welcome two new members who have touched the goal for the month of July.

 

                  Our hearty wishes to the New Champions from Cortex and IT Trailblazers.

 

          

 

Thanks & Regards,

 

Suriyamoorthy P,

Business Development Manager.

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| ( +91-44-43054737 | 43054747 | +91-99945 94871 | * suriya@cortexconsultants.com, # 34, Sendhan Tower, 1^st & 2^nd Floor, 1^st Avenue, Ashok Nagar, Chennai - 600 083, Tamilnadu.

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New Big Logo on our client list:

We knew we had something special in 2013, Cortex has been recognized by big brands like TCS, Capgemini, HCL, iNautix and more.

Again we have one more reason to be excited, yes now the great “THE WORLD BANK”, the prestigious bank is our client and we are pleasure to announce it here. Moving forward, we are committed more than ever to excellence and to being a leader in recruitment industry globally.  

Cortex Hiring Recruiter

Opening for Business Analyst: Insurance Domain

Business Analyst

Experience : 5 + Yrs
Job Location : Chennai
Mandatory : 3 + Yrs as BA in Insurance Domain


Job Description:
Business Systems Analyst (BSA)

* Results-oriented individual with 6 or more years of applicable experience in P&C insurance underwriting process with in-depth understanding of rating and policy forms issuance. 

* Possess excellent analytical and problem solving skills as well as strong written and verbal communication skills. 

* Extensive experience with SQL, Data Mapping, Use Case documentation, Business Requirements Documentation, and advanced Excel Analytics (ability to trace formula dependencies, macros, and advanced Excel Functions). 

* Must have 2 or more years of experience working directly with 4 or more developers (as a BSA role) through 3 - 4 full SDLC 

* Proven ability to quickly learn new concepts and software and stay on top of current trends and technical advancements is necessary. 

Experience participating in every phase of the development life cycle including analysis, testing, debugging (triaging issues and assign priorities), and user training.

Please send your CV's to saravanan@cortexconsultants.com 

Opening for Oracle Project Manager for our Client:

Opening for Oracle  Project Manager for our Client:

Roles & Responsibilities

1)      Should manage delivery of TAM projects with eye for costs and schedules

2)      Manage Scope Control and Change Management on TAM projects

4)      Preparation & Analysis of Project Metrics

6)      Manage allocation of TAM resources

7)      Effective utilization of TAM resources and managing costs

8)      Driving through that the standards & processes are followed 

9)      Projects could be New ones or existing ones(support or  Maintenance )

10)  Should Involve in Production Support and Development

11)  Able to work in Fast Scope  environment

            12)   Travel – If Required - Occasional -More for client handling, Project scheduling etc

            13)   Reporting to VP / Delivery Head

            14)   Joining Date – ASAP

Essentials Skills-

1.       Experience in Project Management

2.       Experience in Delivery Management and managing Team

3.       Client handling skills

4.       Excellent communication skills

5.       Excellent organizational skills

6.       Excellent inter-personal skills Please send your CV's to saravanan@cortexconsultants.com.

Six Best Practices in Recruiting:

Whether you’re a recruiter for a large or a small organization, it’s critical to keep up with the latest best practices, approaches and strategies. Through the ER Excellence Awards, ER Expos, and other niche events, ERE staffers and columnists help identify and share the leading-edge best practices in recruiting. Last week, more than 700 recruiting professionals descended upon sunny San Diego for ERE’s West Coast expo, an event that has become the pinnacle meeting point for the best and brightest of the profession. The event kicked off with several pre-conference workshops and the ERE awards dinner and ceremony, which showcased a number of organizations breaking new ground and radically redefining what strategic staffing means. As the conference chairman and a judge in the awards review process, I am privileged to be able to share with you some of the very best practices worthy of emulating. In keeping with the structure of the awards, the best practices are presented below, categorized by the award which recognizes them.

Recruiting Leader of the Year, Best Use of Metrics, and Best Recruiting Process: Dan Hilbert, Valero Energy

What Dan Hilbert and his team at Valero Energy have accomplished will forever change the strategic options that recruiting directors must consider. They have developed what may be the world’s most strategic staffing approach, one that emphasizes using metrics to refine “talent pipelines” to produce a talent supply chain. Leveraging technology, advanced analytics, and process design/integration, Valero has built a talent supply chain that is virtually automated and proactive. It is clearly the most business-like recruiting approach anywhere and Hilbert is a courageous leader to even attempt it. Best practices include:

·         Predictive labor needs system. Algorithms analyze historical data that is combined with data on planned capital projects to predict future talent needs as far as three years’ out.

·         Automated sourcing. Labor needs are automatically communicated to defined sources (both internal and external) based on each individual source’s efficiency (cost, time) and effectiveness (quality of hire, reliability).

·         Candidate mining. Rather than have recruiters crawling through job boards and posting job advertisements, web spiders are programmed to crawl, retrieve, and upload candidates into the applicant tracking system based on both current and projected needs. Advertisements are automatically broadcast as part of the automated sourcing approach.

·         Multi-dimensional performance monitoring. The system relies on metrics at four defined levels to monitor system health and performance, as well as to diagnose problems or issues that arise. Levels include forecasts, macro-level (sourcing channel effectiveness, costs, etc.), micro-level (efficiency, cost, speed, quality, retention, customer service, and dependability per transaction), and human capital metrics (impacts of staffing best practices on the bottom line).

·         Integrated processes to create a talent supply chain.

·         Predictive modeling functionality enables the effective use of both short/long term sources.

·         University recruiting that leverages teaching assistants as talent scouts on targeted campuses, allowing Valero to secure interns and new grads prior to on-campus career events.

Most Innovative Employee Referral Program: Quicken Loans

Quicken Loans might just have the best and most aggressive recruiting team in the world (honest). Michael Homula, clearly the most sales- and marketing-focused recruiter on the planet, has helped Quicken Loans to create an employee referral program that turns every employee into a “talent scout.” If recruiting has a Tiger Woods, he would be it! The referral program relies on frequent refreshing, creative approaches, and extensive promotion to drive high-volume participation. The program is so effective that 61 percent of hires come from the ERP each month. Best practices:

·         All referrals are contacted by a live program coordinator within 48 hours of submission.

·         Referring team members are kept in the loop through a web portal that allows them to track the status of referrals online and by emails that update them when:

·         The referral has been initially contacted.

·         An interview is scheduled.

·         A post-interview decision has been reached. To move forward, the system advises recruiters and managers of the next steps.

·         A hire is actually completed.

·         Utilizes highly branded contests (example ó a contest for finding the best salesperson in the Detroit area), in addition to bonuses to drive participation. Such contests offer unique and highly valued prizes.

·         Surveys are periodically conducted internally to measure:

·         Employee satisfaction with the program.

·         Ease of process.

·         Referral “experience.”

·         Employee motivation and their willingness to refer.

·         Focus groups are held periodically to generate new ideas for contests and promotions and to gather feedback on the current process.

·         They provide training to employees on how to better make referrals.

·         In addition to process metrics, Quicken Loans tracks retention by source, quality of hire, and cost per hire.

·         Bonuses are grossed up to cover taxes.

·         A proactive referral process approaches key individuals directly for high-quality referrals.

·         Extensive e-mail marketing is delivered to the target employee population to:

·         Educate them on current hiring needs.

·         Drive referral for specific types of jobs.

Best Corporate Careers Website: Deloitte

Deloitte has long been a leader in both recruiting and retention, and now it has broken new ground by building a global careers website designed from the ground up to focus on the candidate experience. Unlike most corporate sites, which are dull and serve as nothing more than “front-ends” to applicant tracking systems, the Deloitte solution uses cutting-edge marketing approaches and the latest technology to serve candidates consistently around the world. Quick facts:

·         The site is a living example of “a global strategy executed locally.”

·         It leverages both localization and personalization engines to dynamically deliver content relevant to the site visitor.

·         It is a single site supporting more than 80 country-specific recruiting strategies.

·         Deloitte delivers a consistent brand message around the world in 10 languages.

Best practices:

·         Target audience research. Deloitte conducted extensive usability research with two external candidate groups — students and experienced professionals ó to help create the original design specifications. Ongoing surveys and focus groups with candidates sourced both inside and outside the organization help to guide refinements and changes. (This research led Deloitte not to follow a trend of using extensive flash and graphic-heavy page design, as their target candidates found such elements a barrier to usability.)

·         Use of localization and customization. The use of these two technologies ensures that candidates are presented with information unique to their specific needs. College students in France, for example, are presented with different information than college students in Australia and both are presented with different information than professional hires. Extensive research is conducted to help determine what type of content each target demographic needs/wants.

·         Employment brand measurement. The messaging of the site is adapted continuously based on input from candidate surveys and third-party market research which details how Deloitte is perceived in the talent market.

·         Localized content management. Deloitte custom-built a content management tool to allow local HR professionals — who are not technical experts ó to manage local content.

·         Robust analytics. Because the global site is truly one site versus a portal that forwards users on to local sites, all movement throughout the more than 7,000 web pages can be monitored and analyzed.

·         Multiple presentation formats. Because the site is powered by a robust content management tool, the same type of content can be delivered in multiple ways. For instance, a day “in the life” story maybe be presented as text, short video clip, or in-depth dynamic video.

·         Web-based screening. Candidates who move from the site into the recruitment management application are screened using questionnaires tailored to each position.

·         Introduces an online network for interns.

·         The employee referral program offers a $30 reward just for the first referral, even if the person is not hired. Deloitte includes corporate alumni in the referral program.

Best Employer Brand: PacifiCare

PacifiCare realizes the tremendous impact that a great brand can have on recruiting in a healthcare industry that has all but ignored employment branding. As a result, it has developed a formally managed employer brand that is fully integrated with the core business strategy and brand. The core business tagline is “Caring is good, doing something is better.” This is supported by an employment brand tagline of “Envision, Innovate, and Accomplish.” Quick facts:

·         More than 85 percent of the candidates who received an in-person interview responded positively to the statement that PacifiCare was a “good place to work.” This score is 26 percentage points higher than the norm.

·         When employees were ask to rate PacifiCare, as compared to other companies, 81 percent responded either “one of the best” or above average.

Best practices:

·         Full-time HR representatives work in the branding department and they drive internal branding and employment brand integration.

·         Full-time HR representatives in the talent acquisition department help to oversee all programs and messaging that affects the employment brand.

·         They negotiated a partnership between the brand team, the advertising team and the talent acquisition team.

·         They use external market research to gauge target candidates’ perceptions in the marketplace in order to drive adjustments in program design and messaging.

·         Executives do not rely on the hard sell; they communicate honestly, disclosing that PacifiCare is sometimes “not an easy place to work.”

·         The branding team participates in programs that demonstrate the brand by demonstrating results. A prime example of this approach is PacifiCare’s development of the first-ever Quality Index of Hospitals.

Best College Recruiting Program: Whirlpool

Whirlpool has redesigned its university recruiting program to ensure a consistent pipeline of mid-level management talent through the Whirlpool Leadership Development Program. Quick facts:

·         Global rotation programs are developed along functional lines to ensure skill development according to the functions’ pre-defined performance criteria. More than seven separate programs exist, covering everything from brand portfolio leadership to global supply chain management.

·         Each leadership-program participant receives frequent feedback, a senior-level mentor, a tiered compensation package and a defined career path.

Best practices:

·         Identified employment brand obstacles that would prevent them from hiring the volume and quality of top graduates that they needed. They then developed a strategy to “call out” negative perceptions, such as those of the appliance industry itself.

·         Leveraged the brand identity of Ben Stein, a known and trusted celebrity, to reach out directly to the target audience by including him in all recruitment communications.

·         Designed highly visible recruiting events at target schools that leverage partnerships with local organizations, entertainment venues and elsewhere.

·         Developed a web-based portal specific to campus recruitment that focuses on the candidate experience versus administrative functionality.

·         Highly selective leadership development mentor program. Managers selected to participate as mentors must go through a rigorous selection process and are then monitored closely to ensure that only managers who consistently produce results remain in the program.

Most Strategic Use of Recruiting Technology: Hewlett-Packard

Hewlett-Packard has been a pioneer in the adoption of a truly global HR strategy and in using technology in order to transform HR for more than 20 years. In its latest move, HP has integrated all recruitment technologies via the @HP portal to support a global HR self-service model. The recruitment elements are just one component of the Global Human Resource Management System, which supports 147,000 employees in 178 countries. It provides content in 11 languages and provides self-service for 36 manager and employee transactions and nine additional standard HR transactions. Quick facts:

·         Global staffing practices and technologies were streamlined to support a global strategy and consistent staffing methodology worldwide.

·         The approach does provide some degree of flexibility to support variations in staffing approaches and perspectives across geographic regions (Americas, Asia Pacific and Japan, and EMEA).

Best practices:

·         Staffing methodology across all four regions is supported by a global workforce planning and staffing leadership team.

·         Specific technology plans exist to drive the use of technology in:

·         Experienced candidate recruitment

·         University recruitment

·         Intern recruitment

·         Diversity recruitment

Conclusion It’s obvious from both the tone and the attendance of the conference that the “war for talent” is back with a vengeance. Target even set up a vendor booth among the vendors just to recruit recruiters. The Godfather of recruiting, Michael McNeal (who created the recruiting machine of the 1990s at Cisco), also made a rare appearance with the goal of recruiting world-class recruiters for his emerging Intuit team. Because there were attendees from Europe, Australia, Africa, and Asia, it is clear that the need for continuous improvement in recruiting is a worldwide phenomenon. Increased turnover, the aging workforce, the acceptance of “remote work” and global competition for talent means that pressure will increase on the recruiting function to find new ways to provide their firms with a competitive advantage. Don’t be left behind, because the War for Talent II has already begun in earnest and “the smell of napalm in the morning” can’t be far away.

by 

Dr. John Sullivan

article by Dr. John Sullivan and Master Burnett

*Source: http://www.ere.net/2006/03/20/six-best-practices-in-recruiting/