Background checks have become more detailed with the advent of technology and companies today are using internet and social media to unravel the mysteries of the potential new recruit. In the age of information, the applicants also need to be well versed with news pertaining to the company and its policies as well. All this may seem too much to handle, but don’t sweat! The good news is that you can harness all the resources and technology to your advantage and keep a squeaky clean social media profile too! Here’s how:

1. With top companies like Goldman Sachs and Microsoft publishing quarterly reports and earning calls online, be sure to go through the Earning Calls, quarterly reports and blog posts of the company that you have applied for. This broad spectrum of information is available to you at the click of a button, all thanks to the Internet!
2. Keeping up with companies is hard as it is, and if you have applied for multiple companies, keeping up with all that news can be a mammoth task! However, with a little help from Alert services, you will not have to stress over keeping track of all the news. Google Alert, is the most common app for that. It will send you an email whenever any news pertaining to the specific term you have provided comes up
3. Another tool that comes in handy is the Social Sweepster. Since in today’s interconnected scenario, 91% of employers do a full background check on social media platforms for any red flag, it is important to keep your social profile clean. The Social Sweepster app is of great help here as it detects profanity or any possible red flags on your social media profile, so you will not be rejected on something that you did years ago.

Indeed, with the advent of technology and the trend of more and more information being available on the internet, you can prepare for a job interview in a more comprehensive manner and also cover your tracks so that the interviewers assesses you only on the basis of your interaction with them.

This blog is written in continuation to “Talent Management Strategies: The expectations gap”. Addressing the problems mentioned in the previous blog, here are five solutions for bridging the expectations gap:
Align and integrate talent management across the business
Apart from recruiting, retaining and developing a high-performing workforce, an efficient talent management strategy requires companies to ensure that their talent management processes is aligned with their culture, values and strategic goals, and that they integrate these programs across the entire organization.
Rethink approaches to international mobility and reintegration
With more and more companies diversifying and making a mark on the global front, executives occupying senior leadership positions must have work experience and knowledge of international markets. E&Y recommends that companies should embed mobility into their leadership and high-potential programs and create a multi-directional flow of talent between and among developed and rapid-growth markets.
Create the right blend between global and local talent management
Multinationals need to think about the right mix between globalization and localization when it comes to talent management. Doing so will enable them to compete more effectively for talent on an international scale. The Global Human Capital Trends report published by Deloitte has also mentioned the need of tailor made programs for specific regions, even though the global trends are largely similar. This finding has been attributed to the fact that the regional economic forces and cycles have an impact on human capital priorities.
Use analytics to identify talent gaps and gain a better understanding of workforce behaviour.
Workforce analytics is a very powerful tool in effective talent management as it offers companies the opportunity to gain a better understanding of where the skills gaps lie and how talent management decisions feed into broader corporate performance objectives. It starts with having accurate and complete data which needs to be aggregated into a single source. The next step is going on to detailed analysis which has companies using predictive workforce analytics to forecast potential shortages or surpluses of talent and assessing how industry cycles will affect the availability of the right human capital resources. Deloitte reports that the largest talent gaps are reported in leadership, analytics, re-skilling HR, talent acquisition and access and the overwhelmed employee by using its Human Capital Capability Gap Index. It is a good example of how analytical tools serve the companies.
Attract and retain top performers and high potential employees through proper employment deals.
To achieve business objectives, employers need to attract and retain critical talent and ensure employees are highly engaged, which, in turn, will support increased productivity. A study undertaken on the same lines by Towers Watson has shown that employers are finding it difficult to get and keep key talent, including top performers and high-potential employees. 65% of the respondents experience problems in attracting top performers while 64% experienced problems in attracting high potential employees. Another finding of the report was that more than half of the employers report difficulty in retaining high potential employees and top performers.
To help foster sustainable engagement, organizations must offer and deliver an employment deal that is formally articulated, is tailored to different workforce segments and sets an organization apart from its competitors.
Now that we have been able to bridge the gap, it is important keep certain fundamentals in mind while devising a good talent management strategy. Read “Talent Management: Three Strategies for Success”, the final blog of the series to know what these fundamentals are and why are they important.

For Checking Out The First Article of the same, Please Click Here

In the final blog of the series, the fundamentals of a good talent strategy have been highlighted. Companies looking for a successful talent management strategy need to:
Think long term
Most corporate programs are short-term. However, since the results of efficient talent management are not very visible in the short term, it has phenomenal long term benefits. For instance, if companies were to consider how a candidate could get critical market-experience and skills for a CFO position someday, they can bring him into the company at a much lower cost and the return on investment would be greater.
Measure the right outcomes
Effective talent management has to move on from the traditional measures of grading outcomes, such as employee satisfaction, productivity, engagement, collaboration and retention. New strategies need to derive outcomes from practical measures such as:

1. Filling positions with promising candidates from within the organization
2. Developing job-specific employee skills and leadership competencies
3. Assessing and later validating these through recruitment, selection and development processes
4. Evaluating talent management’s impact against financial and nonfinancial performance objectives

Adopt a disciplined approach
Talent management remains difficult to define and its processes and outcomes vary widely across organizations, geographies and sectors. However, it is seen that all the top performing companies in the E&Y study have good talent management strategies in place and treat talent management as a disciplined process. To do so, companies must align to business strategy, integration of talent programs and validate business strategy execution.
Develop a leadership strategy
To develop leadership, Deloitte suggests that companies should engage top executives to develop leadership strategy and actively govern leadership development, align and refresh leadership strategies and development to evolving business goals, focus on three aspects of developing leaders, i.e. developing leaders at all levels, developing global leaders locally and developing a succession mindset, and lastly Implement an effective leadership program which is customized to your company’s profile and unique.

Conclusion:
Top performing companies are all investing more in talent, focusing on closing skill gaps, customizing training and development programs, identifying future leaders earlier in their careers and have robust selection plans in place. As per E&Y, they also focus more on soft leadership skills to lead effectively in a complex global business environment. Deloitte too has placed a lot of weight on developing leadership skills, while Towers Watson suggests that the key is to work on retaining top performers and high potential employees.
Effective talent management strategies can go a long way in cutting costs and simultaneously increasing productivity. It will also lead to a better work environment and enable companies to tap the most valuable form of capital, i.e. human capital, to its maximum potential. Talent Management is a mammoth’s task, but to prepare for the uncertain and volatile business climate of tomorrow, companies cannot afford to ignore this aspect.

Should I continue working or should I go for a Masters degree in Business Administration? This dilemma has haunted graduates year after year. Some graduates often consider the job security they have and think that the opportunity cost along with the fees of going for a Masters in Business Administration is too high and don’t see enough returns on investment. However there are a few others who have taken the risk and have even emerged as Business moguls! So, if you are still contemplating on whether or not to quit your job for an MBA, here’s a list of five reasons why you should choose the latter:
Climb up the Corporate Ladder
An MBA degree makes you qualified enough to rise up to high level management positions which would otherwise take years of work and effort. With an estimated 70% of the MBA graduates worldwide working as senior managers or board directors, it seems obvious that an MBA degree gives a huge boost to your career. It doesn’t stop there. An MBA degree also unlocks your business acumen and actually helps you in your entrepreneurial endeavours.
Handsome Pay Cheque
The global trend stands testament to the fact that the average salary of an MBA graduate is considerably higher than an employee with a regular master qualification. The average salary of MBA graduates ranges from US$70,000 in government and non-profit institutions to US$120,000 in consultancy, finance and healthcare. These figures are almost twice as much as what someone with a regular university degree expects to earn. It is important to point out here that you will see great returns on investment and will cover the investment you made in your MBA education in 2-3 years.
Connect
Consider this. When you enrol for an MBA, you will be sharing classrooms with the future CEOs, MDs and other people who will go on to be the masters of corporations. You will also have an opportunity to make lasting relationships with professors and teaching staff who usually are former or current potent business people with great on-field experience. This makes an MBA program a fertile environment for networking opportunities and the networks you make here will be of great help in moving forward in your career. The extensive alumni networks of your MBA programme is also a very powerful tool in your kit, especially if you plan on starting a business. The alumnus always encourages entrepreneurs and readily funds their “juniors”.
Improve and grow
Often an MBA degree requires you to leave a comfortable and secure job situation, a requirement which seems to be too steep for some. However the degree should be seen as an opportunity to improve and grow. It forces you out of your comfort zone, makes you deal with the latest issues, apply the newest management techniques and constantly challenge yourself. It provides you with the channels that will keep the challenge alive and push you to continuously improve and lead a life of ambition and success.
Enhance business acumen, know-how and network
An MBA degree gives you tremendous insight into the working of corporations and businesses and along with an extensive network that you will develop at the business school, there will be a steady exchange of information between you, your peers and your mentors throughout your life. All these things will give you a great overview of the business world and certain receptiveness to the slight changes in the business environment. It is the best, tried and tested road to becoming a master of the corporate world, a business mogul!
The list above shows the major gains you will get out of your decision to pursue an MBA degree and leaving a secure and comfortable life for a challenging path is what will give you an edge over the rest. The house may be safe and warm, but you were made to chase the storm!

We all know that a resume is a document that is necessary for job applications. The resume is a tool with one specific purpose: to win an interview. It is an advertisement that aims at selling the idea of you as an employee to the recruiters of the company that you have applied to. A great resume doesn’t just tell them what you have done but also convinces the employer that you have what it takes to be successful in this new position or career. It inspires the prospective employer to pick up the phone and ask you to come in for an interview.
Realizing the fact that a resume can be your ticket to getting exactly the job you want is the first step in creating a real masterpiece out of it. Since your resume is the single most decisive document in your job application, it is important to get it as perfect as possible to increase your chances for selection. A great resume doesn’t just inform the recruiters about your qualifications, achievements and experience, it interests and excites them. A resume, therefore, needs to be written from the intention to create interest and persuade the employer to call you.
A great resume has two sections. The first section is the assertions section, where you make assertions about your abilities, qualities and achievements. The second section is the evidence section where you back your assertions with proof. This is where you mention your qualifications, work experience, etc. To find out how to nail the assertions section read the next blog “Resume Writing: Making the right assertions”.

After all the work that has been put in, all the procrastination that has been done, all the concepts mastered, new words that have been learnt, MBA aspirants finally have a tangible feel of what they were awaiting. They can sense that the time is now.

There are still 90 days to any MBA exam, you say. So why this early you ask? The answer is simple. It’s staring you in the face, rather you are staring it in the face. Two dates of utmost importance are approaching.
26th July, 2015 may be the most important date for all CAT aspirants this year. It’s the day when IIM Ahmedabad will formally announce the exam pattern, duration and dates for this year. While the number of questions and exam duration is unlikely to change, the early indicators are that Engineers won’t have any undue advantage. That coupled with the fact that few IIMs aren’t impressed with the low percentage of attempts in the Verbal section, might mean one of two things:

• The weightage to Quant Reasoning and Data Interpretation is reduced by getting them together or into two different sections. This would leave Verbal and RC together in one section. With sectional cut-offs at play, this forces every student out there to attempt Verbal and RC more and with greater accuracy.

• The second option is something that the IIMs don’t enjoy doing. They have done so only once or twice in the last 18 years – Differential marking for questions, thereby increasing the weightage for Verbal and RC. This too will have a similar effect of ensuring students to attempt more from Verbal and RC.

Thus, all aspirants out there will be waiting with bated breath to hear and read what IIM Ahmedabad has decided. Either which way the students should be ready for some sort of change.
While 26th July is still a fortnight away most students have already started worrying at something a lot more tangible and in the present. NMAT Registrations have started, officially raising the curtain for the start of the 2015-16 MBA season. The NMAT exam begins from 6th October and students have a definitive day to look forward to.
While 500 seats in the Mumbai campus are up for grabs, the number of seats has increased in the Bangalore and Hyderabad campuses as well. As always NMAT exam can be taken thrice during the exam window and students would do well to take their first attempt within 15-20 days of the window opening. This gives them sufficient time to take a second or third attempt, if need be.
This is the time to speed up your preparations and enter into the fifth gear. The MBA season is upon us and as always it will be the survival of the fittest. Like the Ashes this year, the game will be played more in the head than on the field (in the centres). Calmness, composure and trusting your technique (basics) will see you through.

PS: All aspirants are encouraged to go through the links below and get their doubts clarified
To know all about the NMAT Exam, read here http://www.careerlauncher.com/cat-mba/exams/nmat.html
To know all about the NMIMS, Mumbai, read here http://www.careerlauncher.com/cat-mba/bschools-eligibility/nmims-eligibility.html

IIM Ahmedabad gave the yearning aspirants a jolt when it released its new eligibility criteria for the 2016-18 batch. In the new eligibility criteria, the cutoffs have been set for the class 10th, 12th and Graduation percentages. The various streams of graduation have been divided into seven groups AC1 to AC7. Each group has a different cutoff percentage. A candidate needs to be up and above all these cutoff percentages in order to be eligible for an IIM Ahmedabad call.

IIM Ahmedabad Criteria 2016-18
The minimum CAT percentiles required in order to be considered for an IIM-A call have been tabulated below:

Note: Scheduled Castes (SC), Scheduled Tribes (ST), Non-creamy Other Backward Castes (NC-OBC), Differently Abled (DA)

For computation of AR score of an applicant, rating scores ‘A’, ‘B’ and ‘C’ will be computed based on her/his percentage of marks obtained in the 10th standard, 12th standard and the bachelor’s degree examinations respectively. The AR score is the sum of these scores.

Application Rating (AR) Scores = A + B + C

Having qualified through this preliminary screening, candidates will be shortlisted in two stages:

Stage 1: Selection of Exceptional Performers across Different Disciplines
Different cutoffs are set for each of the different disciplines of class 12th i.e. Science, Commerce, Arts and also for the different streams of graduation. The cutoffs are irrespective of the category that the student belongs to.
For example: A general category candidate and an SC candidate need to score a minimum of 78% in engineering to be eligible for an IIMA call.

Stage 2: Selection of Candidates from their Category
After shortlisting a few candidates through Stage 1, the rest of the candidates are shortlisted through this stage. The cutoffs here are different for the various disciplines as well for the different categories.
For example: A general category engineer needs to score at least 78% in graduation whereas an SC engineer needs to score at least 68% in the same to be eligible for an IIM-A call.

The implications of this change in criteria are as follows:

• A General category candidate who took up Science in class 12th and pursued engineering, needs to have scored an average of at least 80% in class 10th and 12th and above 78% in Graduation.
• A General category candidate, who took up Commerce in class 12th and pursued EconomicsHons needs to have scored an average of at least 77% in class 10th and 12th and above 71% in Graduation.
• For the NC-OBC candidates, the average of class 10th& 12th percentage needs to be at least 75, 72 and 70 for Science, Commerce and Arts/Humanities stream respectively.
• For the SC & DA candidates, the average of class 10th& 12thpercentage needs to be at least 70, 67 and 64 for Science, Commerce and Arts/Humanities stream respectively.
• For the ST candidates, the class average of 10th& 12th percentage needs to be at least 65, 62 and 59 for Science, Commerce and Arts/Humanities stream respectively.

However, sanity seems to have prevailed and IIMA has released a revised Eligibility criteria. In these criteria they have done away with cutoffs for Graduation (it still persists for the exceptional performers across disciplines). The cut-offs for average marks of X and XII are still present.

The minimum average score required in X and XII for different streams and categories is tabulated below:

Changes over the Years
It would only be fair to have a few lines acknowledging the consistency with which IIM-A has been playing around with its eligibility criteria. Over the last 8-9 years, IIM-A has adhered to around 5-6 different eligibility criteria for its PGP program. To give a perspective about the gravity of the changes, the Application Rating (AR) score has assumed the following different formulas over the last 5 years.

For 2012 – 14 Batch : AR Score = (AxBxC) + D+E

For 2014 – 16 Batch : AR Score = 0.5*A + 1.5*B + 2.5*C

For 2016 – 18 Batch : AR Score = A+B+C

With the new criteria in place, a major chunk of IIM aspirants is already excluded from having a chance to be at IIM-A. This time the level of aspirant exclusion is such that had it been a little more severe, this exclusion would have led to IIM-A’s seclusion. Hardly anyone would have been able to match the academic credentials that IIM-A seeks.

IIM A seems to be confused! It seems to be in a pursuit of something which it hasn’t been able to find even in its 55 years of glorious legacy. Moving towards the redundant notion of exceptional-academic-scores-are-the-imprint-of-excellence is an ideology that the world is moving away from.

Quite interestingly, having the new criteria in place widens the crevice that divides the two schools of thought within the top IIMs. Completely antipodal to IIM-A’s vision is IIM Calcutta’s world view. For a start, IIM Calcutta does not consider the graduation marks of a candidate at any stage during the selection procedure. This liberal approach gives a chance of redemption to those students who are extremely intellectual but have fared low in their academics. From the other side of the table, even IIM Calcutta benefits from this.Owing to the more relaxed criteria, IIM-C has risen from being a runner-up to IIM-A in the B-school rankings worldwide to become the Best B-school in the world for Finance (according to Financial Times (FT) Global Rankings – 2013) and the second best for Economics.

This is not an endorsement of IIM Calcutta’s programs. This is a dispassionate round-up of the two starkly different scenarios in the ecosystem of the IIMs. While IIM-C looks towards opening up new doors of opportunities for the students through its path breaking programs like the CEMS and PGDBA, IIM-A seems to be trying to create a cozy club of board and college toppers in its plush campus at Vastrapur.

New Criteria – Plausible or Not?
IIM Ahmedabad seems to have completely ignored the context of the education system in India. The undoing of the criteriais the varied difficulty level of the boards and university examinations across the country..
The difference between the difficulty levels of the different boards (Class X and XII) is drastic.

Let’s look at the marks obtained by the students who are at the 80thpercentile of their respective boards. (X and XII)

I have just used a few figures here. The complete list is freely available in the public domain and can be viewed here. As can be seen, the varied difficulty levels of the boards have a direct impact on the marks. In the tougher West Bengal Board, it is difficult to score marks as compared to the Tamil Nadu Board or ICSE.

Effectively, more than eliminating a particular section of students from the race, IIM Ahmedabad’s new eligibility criteria is set to wipe out the students of some specific states where the marking scheme is tougher as compared to that of the other states.

Whose loss is it anyway?
To start with, CAT 2016 aspirants shouldn’t be bothered at all. IIM-A seems to have developed a habit of changing its criteria in two back-to-back years. Conforming to this trend, IIM-A will most probably come-up with another masterpiece of a criteria for CAT 2016 and considering the rant that’s coming their way this time, the next criteria would hopefully be a better one.

To the aspirants of CAT 2015 who are already out of the race for IIM-A, the only thing that could be said is to be carefree of all this externality that has occurred.  Keep up the hard work and aim for the other top B-schools. Exclusion of an ambitious and hardworking candidate is always the B-school’s loss for passion and hard work always pay off where ever you are.

For those few candidates who’ve made the cut, congratulations! As the competition would be considerably less, best use of this chance should be made.