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Author Archive

Skills Map – World’s first (?)

Awareness leads to growth and development Maps enable us to know where we are, places near and far, how we could get there et al, making the world exciting to experience. Being in HR field, I wondered why not a map of skills that can similarly help everyone become aware of their skills, appreciate the...

Managing the need of today’s businesses – diverse skills

In my opinion, an organization’s talentscape in the 21st century is a collage of diverse skills. Gone are the days when a company’s workforce comprised of people with a limited skills profile – essentially the group of skills they possessed to do their job to the best of their ability. In the past, they would...

Frustrated with recruitment not giving results?

Poor articulation of skills required by the hiring manager, recruiters’ poor understanding of the required skills, inefficiency in sourcing and poor screening contribute to poor results in recruitment. Lets admit it – recruitment today’s is far more complex than it was many years back. One important reason is that the skills have become diverse and...

My understanding of Big Data and what it means for HR

Disclaimer: I am not qualified or experienced in Data Science – the (probably) hottest skill in the market today and one that anchors Big Data. Big Data, as I see is understanding one’s preferences in finer detail and increasing the probability that choices that fit our preferences are presented to us. So there are actually...

Are HR applications really knowledge-centric?

There are two kinds of software applications that I find when I look around. One, applications that are business-centric and the other, knowledge centric. HR applications should be knowledge-centric. However, most are not. Payment related applications, location based applications, CRM applications and such enable efficient business process. They help shorten the business cycle, take the...

Improving Talent Acquisition – 3

In the talent acquisition, precious time is spent in evaluating prospects and making selection. There is a lot of information on skills of prospects that is collected but then it is neither aggregated well nor processed well for future use. Selecting candidates for a position involves screening, evaluating of candidates through several rounds of tests...

Hiring – wasting time asking and looking for wrong things

48% of managers felt they are not getting the right skills – this is from one of the reports I think the managers should be asking if they are looking for the right skills. Rejecting a guy who has good visualizing and UX skills and who has worked on CSS3 but rejecting him just because...

Challenges with “talent”

Abstractness of Talent in Skills Dimension Line function and business leaders appreciate very much that talent is the key driver of the company or business. But talent is fuzzy. There is lack of clear information on talent particularly if we focus on “skills” dimension of talent i.e. not just of age, demography, education, experience or...

Doing away with Job Descriptions as we know it

Job Descriptions- Few Facts: Job Descriptions are the basic information base in the recruitment process. Recruitment process almost always starts with the creation of Job Descriptions. Hiring Managers have in their mind a set of words or phrases related to “skills” that are required for the job. Unfortunately, because of the way things are here,...

Why HR needs to get less textual

Textual Data- Challenges to HR Maybe there is no other domain or function that deals with so much text (and least data) as HR. Consider the millions of resumes and the number of lines of text in them, the number of job descriptions and lines of texts in them, and then the interview evaluation forms,...