7 Mistakes You Might Make Before Your Job Interview

Getting a job interview can feel like a great accomplishment in this job market – and it is. But don’t sit back and relax once your interview is scheduled, because what you do before your interview can either pay off enormously or end up hurting you.

Here are seven mistakes you might make before your job interview ever happens – mistakes that can bite you when it comes to your interview performance and the impression you make on your interviewer.

1. Not researching the company.

Interviewers pay attention to who appears to have done their research and who doesn’t. If you go into your interview not knowing basic facts about the company, it will show. So before your interview, spend some time browsing the employer’s website. Spend 20 minutes learning enough about them that you’re able to speak intelligently about the work they do and how they see themselves.

2. Not looking up your interviewers on LinkedIn.

If you spend a few minutes reading your interviewer’s LinkedIn profile, you might find out that you both know Jane Smith, that you were both in the Peace Corps or that you’re both from the same area of Ohio – information you probably wouldn’t otherwise have and which can help create rapport. You also might learn that your interviewer has a special interest or expertise in some particular area of the work you do, which you can then be sure to talk about when you meet.

3. Not checking to see if you have any connections in common.

LinkedIn is also great at letting you see what connections your network might have to the company or to your interviewer. For example, if you discover that someone in your network used to work at the company or is connected to someone who did, you can then reach out to that person for insight about the company’s culture and key players.

4. Not practicing your answer to common interview questions.

Interviewers tend to have some overlap in the questions they ask, and there are some common questions that you should always be prepared for, like: Why are you thinking about leaving your current job (or why did you leave your last job)? What interests you about this opening? What are your strengths and weaknesses? What experience do you have doing each of the major responsibilities of the job? If you practice your answers to these questions until your answers flow smoothly off your tongue, you’ll generally do better in interviewers than candidates who don’t prepare like this.

5. Not figuring out how you’ll talk about the topics that most worry you.

If you’re like most people, there’s a topic you’re hoping won’t come up in the interview – like why you left your last position or why you have so many short-term stays on your résumé. Whatever you’re most nervous about, spend some time deciding exactly how you’ll answer it, and then practice that answer over and over. The more you practice, the more comfortable you’re likely to feel, and the better your answer is likely to be if the topic does come up. And speaking of questions people don’t like to talk about …

6. Not preparing to talk about salary.

It’s tough when an interviewer asks you what salary you’re looking for without revealing anything about the range for the position, but it’s highly likely to happen, so the worst thing you can do is not prepare. If instead you just wing it, you’re far more likely to lowball yourself or say something that comes back to harm you in salary negotiations later. So make sure that you do salary research ahead of time and come prepared with numbers that the market supports.

7. Not coming up with your own questions for your interviewer.

At some point, your interviewer is going to ask you what questions you have for them. This is an important part of the interview – not only because the questions you ask say something about you, but because this is an opportunity to learn about whether this job and this company are right for you or not. Good questions at this stage are clarifying questions about the role itself, details of the work and questions about the office culture.

Alison Green writes the popular Ask a Manager blog, where she dispenses advice on career, job search and management issues. She’s the author of “How to Get a Job: Secrets of a Hiring Manager,” co-author of “Managing to Change the World: The Nonprofit Manager’s Guide to Getting Results” and the former chief of staff of a successful nonprofit organization, where she oversaw day-to-day staff management.

Source By- techgig.com

7 Mistakes You Might Make Before Your Job Interview

6 Tips For Gracefully Quitting Your Job

Maybe you hate your boss, or you just received a better offer from a competitor. Perhaps you’re moving out of state, or you feel you’ve outgrown your role.

Whatever the reason, you’ve decided to quit your job. And now you have to do one of the most difficult things: tell your employer.

Once you know you’re leaving a company, you need to think carefully about how you want to break the news, says job coach Lea McLeod. “When you’re in the professional world, everything you do from writing a memo to writing a resignation letter tells people what to think about you,” she says. And it’s imperative that you leave your job on a high note as to avoid burning bridges, which could negatively impact the future of your career.

Here are six tips to help you formally resign with class, rather than a tarnished reputation:

Tell your boss in person.

While HR will require a formal letter of resignation for their files, it’s important to actually make the announcement to your employer in person. “Try to get 15 minutes on your boss’s calendar right at the beginning of the day to have a personal conversation,” McLeod suggests.

Keep the conversation positive, professional, and constructive. Refrain from being rude or insulting, no matter how horrible your manager was. “You never know where people are going to end up,” warns McLeod. You might need a recommendation from her or find yourselves working together again one day.

Keep your letter simple.

Resignation letters don’t need to include a drawn-out narrative of your time at the company or why you decided to leave. “It needs to be simple, straightforward, and to the point,” McLeod says. Your name and position, a statement that you’re resigning, and the date you’re leaving are the only things that absolutely need to be written – but you can add a sentiment such as, “I’ve appreciated the opportunity to work here,” if you wish.

Telling your boss in person will be the hardest part of the process, McLeod says. The actual letter of resignation serves more as a paper trail to document that you initiated the decision to leave, rather than an announcement of your decision.

Stay positive.

According to Caroline Ceniza-Levine, a career coach with SixFigureStart, resigning in a mean-spirited way is the biggest mistake professionals make. You don’t need to give a reason for leaving, but if you wish to include a bit more context, your formal letter isn’t the place to air your grievances or call out colleagues. While you might be tempted to give your boss the proverbial middle finger – especially if you’re leaving on unfavorable terms – the feeling of satisfaction it gives you will be fleeting (and never worth it).

Not only will acting childish scorn your reputation in the eyes of higher-ups who you might need to later rely on for references, it can burn bridges with coworkers you do intend to keep in touch with. “Even colleagues who don’t have a stake in it are going to see that and think, ‘Wow, that’s really unprofessional, that person is so immature,’” Ceniza-Levine says.

Don’t get too personal.

There will be people you want to thank, commend, and say goodbye to when you decide to leave. But, Ceniza-Levine suggests you forgo including anything overly personal in your resignation letter. “Instead, send personal thank-yous to individual people,” she says.

Sending individual notes will allow you to personalize each one for the recipient, making them much more meaningful.

Time it right.

There’s no magic number for how far in advance to announce your departure, but you should aim to give your employer as much time as possible to hire and train a replacement. “Some companies ask for minimum of two weeks, or longer, especially the more senior you are and the bigger projects you’re working on,” Ceniza-Levine says.

However, it’s important to review your company’s policy before resigning, as some offices force you to evacuate immediately. You don’t want to go in thinking you’re giving two weeks notice, only to be told you have 20 minutes.

Arrange an exit interview.

Many companies will ask to sit down with you before you leave to discuss your experiences in your current position. This allows HR to figure out why they’re losing talent and where they can improve, McLeod says. This is your last opportunity to give your employer feedback. But, if you choose to air any grievances you couldn’t (and shouldn’t) write in your resignation letter, make sure you do so in a constructive manner.

Source By- techgig.com/businessinsider.in

6 Tips For Gracefully Quitting Your Job

Do You Know What Your Boss Really Wants from You?

Steve Arneson is a nationally recognized speaker, executive coach, and leadership consultant. He founded Arneson Leadership Consulting in 2007 to provide practical solutions for individuals and companies looking to enhance their leadership impact. Prior to that, Steve served as the head of leadership development and talent management at divisions of PepsiCo and Yum Brands, and later at AOL, Time Warner Cable, and Capital One.

In part 2 of my series on boss-employee relationships, I caught up with Steve to ask him a few questions about his new book, What Your Boss Really Wants from You, and to get his take on this special relationship.

Which of your own bosses had the greatest influence on you as a leader and coach?

I’ve had many influential bosses, among them Steve Wonder at Aon Consulting, Joe Bosch at Yum Brands, and Tom Mathews at Time Warner Cable. Having a great boss gives you a road map to follow in terms of how you want to lead and coach your people, and each of these bosses encouraged and challenged me to continue developing myself. They all continue to be role models for me.

Which do you think is more instructive: a great boss or a terrible one?

That’s a tough question, because you can learn so much from a bad boss – namely, how not to behave, manage a team, etc. But if I had to pick just one, I’d say a great boss will ultimately teach you more, because they’re taking the time to teach, mentor and coach you. Because they’re invested in you, the lessons simply stick with you longer. You’re also much more likely to stay in touch with a great boss, so the lessons can continue long after you stop working for them.

What are some of the most common things that bosses want from their employees?

Great bosses want five things from you. They expect you to: 1) have a strong work ethic, 2) demonstrate a positive attitude, 3) be a team player, 4) generate innovative ideas, and 5) get outstanding results. In my experience, bad bosses may want a variety of things from you that are totally dependent on their specific motives. They may want you to keep a low profile, do only what they tell you, or work tirelessly to make them look good. That’s really the essence of the book – you have to do your homework about your boss’s motives to truly understand what they want from you.

Which common boss/motivators (from step 3) is most challenging?

I think it’s the insecure boss, for one reason – they’re unpredictable. With the control freak, ego-driven or career-focused boss, you can eventually figure them out and adjust to their style, but the insecure boss’s motives can be harder to identify. The insecure boss can also get good at adapting to their environment, producing just enough results to not get fired. In the meantime, they can drive you crazy with their lack of attention, poor direction, no feedback, and non-supportive style.

In your new book, you write that in your experience, many bosses want less from you, not more. What do you mean?

Many bosses don’t tap into your full potential or let you innovate in ways that would move the team forward. They like things the way they are, and don’t want you rocking the boat. In these cases, they don’t actually want you trying new things or generating new ideas because it means more work for them. I’ve coached several executives who say their boss just wants to “keep them in a box” – in this sense, the boss actually wants less of your brainpower and energy than you’re capable of giving.

‘Leadership brand’ is used a lot in literature and training. What can someone do to build a strong, positive brand given the pressures of today’s workplace?

• First, always tell the truth and do the right thing. Your brand’s foundation is your integrity, trustworthiness, and ethical behavior (get this wrong, and it doesn’t matter what else you do).


• Next, do your job really well – whatever you do, get really good at it and perform at a consistently high level.


• Third, build relationships, as many as you can; you want others to enjoy working with you.


• Fourth, bring an open mind to every interaction… if you’re the adult in the room, others will notice your calming influence.


• Finally, bring a positive attitude to work every day, and be respectful of everyone you meet.

If you do these five things, you will build a strong, positive leadership brand – which is really your single, greatest asset at work.

Source By- techgig.com

Do You Know What Your Boss Really Wants from You?

HP Careers India- Program Manager Sales Jobs

Job Title- SMB Program Manager-1293854

Job – Sales
Primary Location- India-Haryana-New Delhi
Schedule- Full-time
Job Type – Early Career
Shift – Day Job
Travel- Yes, 25 % of the Time
Job Posting – Jun 27, 2014

 

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Job Description

Role:

• The candidate in the role of Enterprise Account Manager shall be responsible to  drive the HP  Enterprise product and services sales  in a set of defined large enterprise customers.

• Responsible for overall SMB quota for assigned locations

• Main focus is to design and launch programs to create demand generation efforts

• The candidate shall establish HP as a preferred IT infrastructure partner, ensure accurate sales forecast, own customer relationship, work with eco system of both internal HP and channel to ensure customer satisfaction at all times and linearity of sales every quarter.

• The candidate is expected to individual deliver a quota for defined product mix and should be a self-motivated person willing to learn and adapt to new technology solutions.

• Design and develop programs (new/ existing) that are key to SMB customers by micro vertical segments

• Work with BU, solution partners (internal/ external) to design/ launch programs within planned duration

• Determine program targets by country by program per quarter

• Work with MB marketing on launch materials

Client/Account Relationship

• Builds strong professional working relationships with the client, including key IT and business executives.

• Leverages executive sponsors and other HP resources to strengthen HPs relationship and credibility with client influencers and decision makers.

• Researches and understands the client’s industry, and develops a core understanding of client business needs and challenges.

• Uses a consultative-selling approach to identify and advance opportunities that result in profitable revenue growth for HP.

• Demonstrates breadth and depth of knowledge in aligning HP capabilities to client business and IT priorities, and positioning relative to competitors.

• Advocates for client needs during sales cycle and in addressing any delivery issues.

• Maintains high-level of customer loyalty and builds trust and integrity, as indicated in HP-conducted surveys and reports.

Qualifications

Education and Experience Required:

• Preferred Post Graduate MBA degree in Marketing/IT

• Experience in IT industry

• Experience in vertical industry preferred

• Typically 3-5 years account management experience

• Experience in IT sales to end customers

Knowledge and Skills Required:

• Experience in channel engagement and execution through channels

• Ideally should have worked as PBM /Sales for extended duration and should have exposure of covering significant part of the country.

• Solid knowledge of HP’s breadth of solutions and engages appropriate specialist resources as needed

• Have indepth understanding of ESSN products and solutions.

HP Careers India- Program Manager Sales Jobs

IBM Careers- Senior Windows Administrator Jobs

Job Title- Senior Windows Administrator – Delhi

IBM – New Delhi, Delhi

 

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Strategic Operations Delivery is a key element of IBM’s globally integrated capability. SO Delivery group works with companies of all sizes, in just about every country imaginable; to provide customers with the best technology services. Through the management of clients’ IT environments, the group seeks to improve, enhance and transform business, creating significant cost and performance efficiencies. Leveraging efficient processes and tools and combining it with world-class infrastructure, high-quality and skilled resource base, SO Delivery group provides end-to-end IT Infrastructure Management Services (24

7

365) to IBM clients worldwide. Key services offered include: Command Center Services (includes remote monitoring of servers located worldwide from India, Security operations and network operations), Server Systems Management, IT Security Services, IT Service Desk, Service Management & Project Management/ Transition Services

# Role of the System Administration is to perform day to day support on the server like administration, housekeeping, maintenance, upgrade of OS, supporting Hardware problems co-ordination with Vendors, performing Security related controls and checks.

# Upgrade and Maintain VMWare ESX and GSX servers and virtual sessions.

# Work on major severity and complex server issues

# Backup and restore VMWare servers and virtual sessions.

# RCA preparation and meeting SLA for RCA submission.

# Planning and implementing fixes / Patches

# Performance and capacity management on VMWare servers

# Complex Health Checking.

# Analyze Problems & escalate to appropriate Levels.

# Act on Day to Day House Keeping tasks by using tools & scripts

# To able to perform in 24 x 7 Environment in shift roaster

# To able to attend calls on calls basis whenever assigned

# Work with Change & Problem Management Tools

# Create regular reports for Management requirements.

# Problem determination and resolution within Expected time frame.

# Identify and recommend improvements to existing processes.

# Escalations handling.

# Coordination with Server managers/other teams.

# Assume personal responsibility for resolving problems in most effective way possible within SLA reaching root cause and preventing problems.

# Adhere to all the account specific technical as well as general process / procedures.

# Ensure the Service Requests and all pre-requisite checks are followed diligently.

Work Experience:

# Overall 8 years of Windows System Administration Experience out of which at least 18 months should be on VMware

MCSE certification preferred.

VCP Certification is added advantage

Qualification:

- Engineering Degree from Premier Institute(Electronics, Computer Science etc.,

OR

- Bachelor of Computer Science/Bachelor of Science/Equivalent Degree

OR

- Diploma in Computer Science or Electronics

Desired Experience:

# Adequate Knowledge of Windows/LINUX Platform, and strong fundamentals

# Strong Knowledge & Experience on VMWare Esx and GSX servers and tools like P2V/ Virtual center.

# Experience in handling customer base environment of more than 50 servers will be essential.

# Good Understanding of trouble shooting & Linux and Windows Commands

# Good understanding of file systems.

# General Knowledge of Storage, Networking and backup software¿s.

# Knowledge of virtualization technology.

# Good Experience of Linux and windows security.

# Strong concepts of TCP / IP

# Knowledge of SAN.

General Skills:

# Good Communication(Oral & Written) skills is essential

# Experience in managing team of Junior administrators.

# Ability of quickly analyze & diagnose the problem

# Hardworking & Ready to learn

# To participate & Work with Local & Global Team

# Ready to take additional challenges

# Ability to acquire skills & keep them updated

# Ability to articulate and compare alternative

Required

Bachelor’s Degree in Engineering

At least 6 months experience in VM Ware ESX

At least 6 months experience in GSX

At least 5 years experience in Wintel

At least 3 years experience in Active directory

At least 2 years experience in Clusters

At least 1 year experience in DNS

At least 2 years experience in DHCP

English: Fluent

IBM is committed to creating a diverse environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status.

IBM Careers- Senior Windows Administrator Jobs

Snapdeal.com Careers- Customer Care Jobs in Delhi

Designation / Role: Customer Care

Department: Customer Care

Location : New Delhi

Keywords : Customer Care, Telecaller, Inbound, Outbound, customer Service, telesales, telemarketing.

 To apply this post kindly send your resume at kirti.arora@snapdeal.com

Qualification  Graduate

Experience : 0-5 yrs

Job Description :

Experience in Customer Care, Inbound, Out Bound & Email Process.

Fluent in Written and Verbal Communication

Should be flexible in Shifts (Day & Night)

 

Snapdeal.com Careers- Customer Care Jobs in Delhi

Friday, June 27, 2014

Snapdeal.com Careers- Product Manager Jobs

Product Manager - (14000033)

Primary Location: New Delhi HO

Organization: Product Management

Job Posting: Jun 26, 2014, 2:27:00 PM

 

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Description

 • Responsibilities will include understanding requirements, helping to define a product vision and strategy, and working with world-class engineers to execute it. Assume ownership of products including defining scope and developing requirements for new and advanced products as well as upgrades and progressive releases for existing products.

• Proven ability to work in cross-functional environments including sales, marketing, business management, customer support and engineering teams.

• Track record of successful collaboration with a product development team or organization.

• Ability to solve complex issues to achieve objectives and deliver results on multiple projects in a complex, fast-moving environment.

• Strong business management and analysis skills. P&L experience a plus.

• Strong strategy, analytical, and communication skills.

• Contagious can-do attitude and self-sufficient work style
 

Qualifications

 • Bachelors degree in Engineering and/or MBA

• 2-6 years of relevant work experience

• Over obsessive understanding of the user on the internet.

• Power user of internet & web 2.o platforms.

• Ideally should have worked in startup environment

• Hands on ability to execute independently.

• Should understand building of products in an internet space

• Should have sense for growing the product & also a business sense.
 

Snapdeal.com Careers- Product Manager Jobs

Wednesday, June 25, 2014

YES Bank Careers- Client Relationship Partner Jobs

Job Title- Client Relationship Partner

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• Position: Client Relationship Partner


• Responsibilities:   To acquire new clients for CASA, FD & Insurance from the identified target segment To cross sell all products alongside the core product To meet & endeavor to exceed the defined targets of new customer acquisition month on month To analyze financial needs of the customers and offer appropriate product with utmost transparency To ensure full participation and implementation of all product specific contests run by YBL or its strategic partners To abide strictly with the selling norms defined by the organization To ensure adherence to guidelines by internal & external regulators To provide accurate information for all products & services of the bank to the customer To maintain & provide MIS as desired by the organization for all clients 


• Essential competencies:   Good at oral and written communication High Sales orientation Enthusiastic Must be willing to take up extensive field visit Orientation towards servicing the customer and understanding his needs is a prerequisite Awareness of dynamics of local market 


• Qualifications and Experience Background:   Graduate/Post Graduate in any discipline or an MBA from a recognized university/business schools AMFI/NCFM/IRDA certification will be an advantage though not mandatory Min 6 Months to Max 8 years of Sales experience in Financial Services Organisations Fair knowledge of the market

YES Bank Careers- Client Relationship Partner Jobs

Odisha Government decides to fill 40,000 vacant posts in six months

BHUBANESWAR: The Odisha government today set a target of filling 40,000 posts in different departments within a period of six months, official sources said.

Chief Minister Naveen Patnaik, who presided over a high level meeting here, issued directions to all departments to complete the recruitment process within 180 days, they said.

Besides amending some clauses in the government recruitment rules, the meeting also resolved to set up an Empowered Committee under the chairmanship of the additional secretary, finance department, to expedite the appointment process.

All department secretaries were asked to inform the finance department about requirement of their manpower and get approval for the same. The departments were also directed to take up the matter with the Empowered Committee and ensure that most of the vacant posts filled within the stipulated time, the sources said.

Read full Article Click here

Source of- economictimes.indiatimes.com/techgig.com

Odisha Government decides to fill 40,000 vacant posts in six months

Cognizant India Careers- IT Associate Jobs - Projects

Job Title- Associate – Projects(Job Number: 00011195761)

Qualifications-
 Bachelor�s degree in Engineering or Science graduates with 0-4 years of experience.

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Job Description

Key Responsibilities

� Involved in coding, testing, debugging

� Responsible for delivery of assigned work, under a module lead or team lead supervision. Needs to understand technology and quality processes within Cognizant

Job Requirement

� Working knowledge of the technical platforms of the project

� Applies design specifications techniques under supervision of the module leader / Project Lead

People Interactions

� Within own team or department at operational level.

� Client interaction in some cases.

Organization Marketing Statement

Cognizant (NASDAQ: CTSH) is a leading provider of information technology, consulting, and business process outsourcing services, dedicated to helping the world’s leading companies build stronger businesses. Headquartered in Teaneck, New Jersey (U.S.), Cognizant combines a passion for client satisfaction, technology innovation, deep industry and business process expertise, and a global, collaborative workforce that embodies the future of work. With over 50 delivery centers worldwide and approximately 171,400 employees as of December 31, 2013, Cognizant is a member of the NASDAQ-100, the S&P 500, the Forbes Global 2000, and the Fortune 500 and is ranked among the top performing and fastest growing companies in the world. Visit us online at www.cognizant.com or follow us on Twitter: Cognizant.

Cognizant India Careers- IT Associate Jobs - Projects

Gujarat Mineral Development Corporation Limited (GMDC) recruits Database Administrator

Gujarat Mineral Development Corporation Limited (GMDC) invites online application for the recruitment of Database Administrator for B.Tech./B.E./M.Sc/MCA holders

Company name : Gujarat Mineral Development Corporation Limited (GMDC)
Posts : Database Administrator
Qualification : B.Tech./B.E./M.Sc/MCA
Salary : Rs. 30,000/-P.M.
Location : Gujarat
Last date to apply : June 30, 2014.

APPLY ONLINE

 

Details of Post :

Database Administrator

1. Post: Database Administrator on Contractual Basis


2. Salary Consolidated Salary of Rs. 30,000/-P.M. Annual Increment maximum upto 10%


3. Contract Period 3 Years


4. Vacancy General-01; SEBC-01; Total-02


5. Age Candidate should have born on or after 30-06-1979 (May be relaxed for departmental candidates) 5 year relaxation in age available for candidates of reserved category


6. Qualifications B.Tech./B.E./M.Sc. (IT/Computer) /M.C.A. with Minimum 55% Oracle Certified DBA (OCP), Oracle Certified for Oracle Apps will be preferred


7. Experience Minimum 03 years of experience in managing Oracle Database, Experience in managing oracle apps in Linux/ Unix will be preferred.


8. Other Benefits Uniform, Shoes, CUG-Sim Card, Canteen Subsidy etc. as available to other contractual employees of the corporation

Interested candidates should apply online on i-Recruitment portal through link available on GMDC’s website www.gmdcltd.com latest by 24:00 Hours, June 30, 2014. Applicants are further advised to fill all the requisite details (Date of Birth, Category, Address, Valid E-mail Address, Qualification with percentage, Past Experience) in support of their candidature on iRecruitment portal of GMDC. Incomplete applications shall be rejected and no physical application shall be entertained.

General Manager (HR)
GUJARAT MINERAL DEVELOPMENT CORPORATION LIMITED
(A Govt. of Gujarat Enterprise)
CIN No.: L14100GJ1963SGC001206; ISO 9001:2008 Certified
“Khanij Bhavan”, 132 ft ring road, University Ground, Vastrapur,
Ahmedabad–380 052
Ph: 079-27913200/27913501, Fax: (079) 27910969 / 27911151

Gujarat Mineral Development Corporation Limited (GMDC) recruits Database Administrator

Tuesday, June 24, 2014

Aon Hewitt India Careers- IT Technical Consultant Jobs

Job Title-Technical Consultant

Aon Hewitt – Noida, Uttar Pradesh

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The Technical Consultant role is responsible for designing the application architecture for large and complex technical solutions and defines the product-level technology strategy keeping the focus on requirements, such as scalability, performance, load time etc. The Technical Consultant is a specialist in at least one key technology and provides technical leadership and direction to all the phases of a project including design, development, and implementation.

The responsibilities of this role include performing a high-level review of key deliverables. Typically, this role is

responsible for quality products and services for a single client engagement across multiple projects. Over time, the role may manage the overall engagement for multiple clients across multiple projects.

The Technical Consultant maintains ongoing communication with the Project Manager by participating in key project review points with both onsite/offsite team and client connects.

Requirements Elicitation, Understanding, Analysis, & Management

• Understand the project’s Vision and requirements, and contribute to the creation of the supplemental requirements, building the high-level technical specifications for a particular platform and/or service solution.

• Review the functional and non-functional requirements to evaluate the feasibility of the technical design.

Project Planning, Tracking, & Reporting

• Based on the requirements, provide initial project efforts from a technical perspective.

• Communicate regularly with the Project Manager to share the status of the development effort and escalate issues, if any.

• Provide inputs to the Project Quality Plan.

• Identify and manage all technical risks for the project.

• Participate in project review meetings.

• Participate in key client meetings.

• Builds strong working relationship with both internal and external teams including ITS and client technology teams.

• Provide inputs and support for strategic sales efforts from a technical perspective.

Design

• Define the product-level technology strategy.

• May design the application architecture for smaller scale, less complex technical solutions and define components of design.

• Review and validate the High-Level Design (HLD)/Integrated System Design created against the functional architecture and knowledge of industry trends and developments.

• Identify the scope for improvement in HLD and suggest possible solutions.

• Do performance evaluation and implementation of the feasibility of HLD.

• Ensure the design integrity of the solution such that it meets the agreed functional and non-functional requirements.

• Ensure compliance of the design to standard industry requirements/frameworks (such as Zachman) from a technology perspective.

Development & Support

• Define and deploy standards for design and development including coding standards.

• Identify and manage reusable code and ensure high quality creation of code.

• Assist in deploying/migrating the product within the client environment.

• Review the overall Use Case Diagram to ensure that the Use Cases are within the defined scope of the Vision.

• Conduct technical project reviews on key deliverables.

• Identify and document best practices for a technology area and post project lessons learnt.

• Troubleshoot complex high-level design issues and provide appropriate solutions.

• May review analysis and tests, providing service specific expertise.

Coaching

• Act as a technical subject matter expert for the internal team on areas such as system functionality and approach including solving systems operations issues, performance initiatives. Leverage existing knowledge and expertise in multiple ways.

• Coach the development team on changes in the technology area.

Process Management

• Adhere to the project process.

• Participate in root cause analysis.

• Participate in performance standards discussions.

• Recommend process improvements and identify opportunities to define/follow standard operating procedures.

• Analyze the ongoing process to identify process improvement opportunities.

People Management

• Build the team to meet the project requirements by identifying training needs and planning and offering internal/external training.

Qualifications

:

Formal Education & Certification:

• Bachelor’s degree (with preferred concentrations in Math, Actuarial Science, Finance, Computer Science, Economics, MIS, Engineering) or equivalent work experience. Masters Degree in related areas a plus.

• Computer application certifications, as applicable.

Knowledge & Experience:

8 + years of industry experience within the specific domain/service area including:

• Experience in understanding business requirements and translating them into High-Level Design solutions

• Experience in managing the technical design of one or more projects

• Technical Leadership

Work Conditions:

• Occasional evening and weekend work to meet deadlines.

• Sitting for extended periods of time.

• Dexterity of hands and fingers to operate a computer keyboard, mouse, and to handle other computer components.

• Lifting and transporting of moderately heavy objects, such as computers and peripherals.

• Physically able to participate in training sessions, presentations, and meetings.

• Some travel may be required for the purpose of onsite/offsite software and system development management.

This job description indicates the general nature and levels of work expected of the incumbents. It is not designed to cover or contain a comprehensive listing of activities, duties, responsibilities or competencies required of an incumbent. Incumbents may be asked to perform other duties as required.

Aon Hewitt India Careers- IT Technical Consultant Jobs

Amazon is searching for Freelance Developers and Offering up to Rs.9.00 lakhs

Amazon is offering $5,000 per app optimized for Fire Phone, paid out in tax-free Amazon Coins, the digital currency that lets you buy stuff in Amazon’s Appstore. Each developer account can create up to three qualifying apps for a total potential payday of $15,000.

We first heard about the story on AndroidPolice.

Of course, there are some strict guidelines to follow in order to qualify for the full $5,000 per app.

Basically, Amazon is ensuring that its new 3D “Dynamic Perspective” feature will be used to some extent in the app, which would help the feature from falling into gimmicky obscurity. Dynamic Perspective is a bit similar to the parallax feature on iPhones, but it takes things to another level by using the Fire Phone’s extra cameras to add 3D depth to apps and home screens, so that things shift and react to your movements.

Other than that, Amazon is also requiring apps to integrate with its multitasking user interface “Carousel” to keep browsing between different apps cohesive.

Why is Amazon offering developers essentially free money?

It’s important to remember that Amazon is entering the smartphone market at a time where fragmentation is at an all time high. This trend can increase the workload for developers seeking to offer their app on as many platforms as possible, an issue Android has run into into in the past, and Apple could face if it continues to expand its iPhone product line.

This is simply Amazon’s way of compensating developers for taking the extra time to make sure their app plays well with Fire Phone…

Read More Click here..

Source By- techgig.com

Amazon is searching for Freelance Developers and Offering up to Rs.9.00 lakhs

Monday, June 23, 2014

Nainital Bank Career-Management Trainees Jobs for Direct Interview Basis

The Nainital Bank Limited invites application for the recruitment of Management Trainees with Post Graduation holders

Company name : The Nainital Bank Limited
Posts : Management Trainees
Qualification : Post Graduation
Salary : Rs. 18,000-23,000/- p.m
No of Openings : NA
Location : Uttarakhand
Last date to apply : 20.07.2014

APPLY ONLINE

Details of Post : Management Trainees

Eligibility Criteria:

Age- Candidate should be in the age group of 21-27 years as on 30.06.2014. Upper age limit may be relaxable by -5- years in case of suitable SC/ST candidates, subject to production of Caste Certificate to the satisfaction of the Bank.

Qualification- Graduation with minimum 60% marks and Post Graduation with minimum 55% marks in any stream (Arts/Science/Commerce/ Management/ Agriculture/Information Technology/ Computer Science/ Law/HRM) from recognized University/ Institute. The SC/ST candidates will be given relaxation of 5% in the minimum required percentage of marks. Proficiency in Computer Operations and knowledge of Hindi & English both languages are essential.

Fee: Rs. 800.00 (Rupees eight hundred only) in case of general candidates and Rs. 400.00 (Rupees four hundred only) in case of SC/ST candidates against proof of caste certificate, as above. The required fee is to be remitted through NEFT as per details given below:

        Beneficiary : The Nainital Bank Limited
        Branch : Mall Road Branch, Nainital
        Type of Account : Current Account
        Account No. : 100214
        IFC Code : NTBL0NAI001

 

Proof of payment of fee with MUR No./ NEFT Sequence No. be appended with the application form.

 

Remuneration- During the period of two years’ assignment, as Management Trainee, shall be eligible for consolidated lump-sum amount of Rs. 18,000.00 per month in the first year and Rs. 23,000.00 per month in the second year. The selected Management Trainees, after completion of active Two Years satisfactory assignment as Management Trainee and found suitable shall be absorbed in Bank’s service as DRO’s in Officers Grade/Scale-I, at sole discretion of the Bank.

Other conditions-

Eligible short listed candidates will be required to appear for personal interview at place and date notified by the Bank, at their own expenses.

The Candidates may down load Application Form for this purpose from the link and required information/details/ be sent therein together with self- attested requisite documents as proof of academic qualification, date of birth, post qualification experience (if any) and Caste etc. Incomplete Application in any manner and also not supported with required documents shall be rejected straight way, without written information in this regard. Request for acceptance of supportive documents, if any, not appended with application at later stage shall not be entertained at any cost. The Candidates should ensure that information in appended application are in typed form only. Hand written Application either in full or in part shall not be considered and shall be liable to be rejected, without assigning any reason.

Before dispatch, the Candidates must ensure mention of “Application for Management Trainee”, on the top of front side of envelope in bold letters. Last date of receipt of application is July 20, 2014.

Application fee is non- refundable. This is the duty of the candidate to ensure that he/she fulfills eligibility criteria in all respect. Reasons for rejection of application shall not be communicated by the Bank in writing. However, list of rejected application shall be displayed on Bank’s web-site. No correspondence will be entertained in this regard.

Mere eligibility does not confer any right upon the candidate to be called for personal Interview. The Bank reserve the right to short list amongst eligible candidates applied for Management Trainee, in case applications are received in huge number.

Mention of e-mail ID of candidate, applying for Management Trainee, is compulsory [Please refer serial Number 5 of Application]. Application without valid e-mail ID shall be rejected as all communiqué in this regard to all eligible candidates shall be made by the Bank through e-mail only.

Selected Management Trainees may be allotted/assigned any of the Branch/ office of the Bank, present or future at sole discretion and emerging exigencies of the Bank.

It is duty of the Candidate to visit regularly his/ her e-mails, as all information connected with subject matter shall only be sent by the Bank on e-mail ID only, provided by the Candidate in appended Form. No separate communication by Post/ Courier shall be made by the Bank in this regard.

Eligible candidates may send their duly filled and signed application in a closed envelope addressed to: The Vice President [HRM], The Nainital Bank Limited, Head Office, Seven Oaks Building, Mallital, Nainital, Uttarakhand – 263 001 on or before July 20, 2014. Applications received after July 20, 2014 shall be liable to be rejected.

Important dates to remember :

Last date to apply : 20.07.2014

Nainital Bank Career-Management Trainees Jobs for Direct Interview Basis

Indian Army Jobs- Recruits Short Service Commission April-2015 Batch

Indian Army invites online application for the recruitment of Short Service Commission for B.E/B.Tech holders

Company name : Indian Army
Posts : Short Service Commission
Qualification : B.E/B.Tech
Salary : 21,000/- p.m during Training After Training 60,000 /- p.m
No of Openings : 121
Location : Delhi
Last date to apply : 23/07/2014

 

Official Notification

APPLY ONLINE

 

Details of Post :

Short Service Commission

Applications are invited from married/unmarried MALE and unmarried female Engineering Graduates and also from widows of Defence Personnel for Grant of Short Service Commission in the Indian Army in all Arms/Services. Course commencing in April 2015 at Officers Training Academy (OTA), Chennai, Tamil Nadu.

Nationality: A candidate must either be : (i) A citizen of India, or (ii) A subject ofBhutan, or (iii) A subject of Nepal, or (iv) a Tibetan refugee who came over to India before the 1st of January 1962 with the intention of permanently settling in India or (v) a person of Indian origin who has migrated from Pakistan, Burma, Sri Lanka and East African countries of Kenya, Uganda, the United Republic of Tanzania, Zambia, Malawi, Zaire and Ethopia and Vietnam with the intention of permanently settling in India. Provided that a candidate belonging to categories (ii), (iii), (iv) and (v) above shall be a person in whose favour a certificate of eligibility has been issued by Government of India. Certificate of eligibility will however not be necessary in the case of candidates who are Gorkha subjects of Nepal.

Age Limit: (i) SSC(Tech)-44 Men and SSC(Tech)-15 Women :-20 to 27 years at the time of commencement of course. Born between 02 Apr 88 and 01 Apr 95 (both dates inclusive). (ii) For widows of Defence Personnel with four years age relaxation- SSCW(Non Tech) – 19 to 29 Years. Born not earlier than 02 Jan 86 and not later than 01 Jan 96 (Both dates inclusive).(iii) For SSCW(Tech) – 20 to 31 Years. Born not earlier than 02 Apr 84 and not later than 01 Apr 95 (Both dates inclusive)

Educational Qualification: Candidates should have passed Engineering Degree or appeared in the final year examination of Engineering course. The candidates appearing in the final year examination of Degree Course should be able to produce the Engineering Degree within 12 weeks from the date of commencement of training at OTA. Such candidates will be inducted for on Additional Bond Basis for recovery of the cost of training at OTA as notified from time to time as well as stipend and pay & allowances paid, in case they fail to produce the requisite Degree Certificate.

PAY AND ALLOWANCES: The candidates will be given a stipend of Rs. 21,000/- p.m. (Rs 15,600/- as pay in Pay Band plus Grade Pay of Rs. 5,400/-). On completion of training they will be commissioned in the rank of Lt and entitled to pay as admissible to the rank. Army also provides free Medical Facilities for self & dependents, Canteen facilities, Entitled Ration, Mess/Club/Sports Facilities, Furnished Govt. Accommodation, Car/Housing Loan at subsidized rate. For details of pay and allowances and facilities visit website www.joinindianarmy.nic.in.

For all queries regarding allotment of centres, date of interview, merit list, joining instructions and any other relevant information please visit our website www.joinindianarmy.nic.in, or contact Tele No. (011) 26173215 (between 2PM to 5PM Monday to Friday). Address:- Directorate General of Recruiting, AG’s Branch, IHQ MoD (Army), West Block-III, R.K.Puram, New Delhi-110066.

Important dates to remember :

Last date to apply : 23/07/2014

Indian Army Jobs- Recruits Short Service Commission April-2015 Batch

5 tips to ace a telephone interview

Telephonic interviews can be taxing but you have to crack it to improve your chances of getting the job

Telephone interviews are a sniff test to judge whether you are worthy to be considered for the next level of the hiring process. Most organisations use it as a first step to check candidate credentials and suitability, including communication skills, confidence and level of interest.

These typically last for 20-30 minutes. The questions are focussed on general competencies and skills. While most things work to the advantage of a candidate, they can be nerve-racking at times. Here are a few helpful tips:

Manage surroundings: Being in an environment ofyour choice is a big advantage. The challenge is to manage it well. Nothing is more distracting or upsetting in a telephonic interview than interruptions in the conversation. Ensuring that the place is quiet is the primary step. Ashish Bakshi, senior manager-Human Resources, MediaTek India feels that disabling extra phone features is a highly professional step and ensures smooth, uninterrupted flow. Have your notes, a copy of resume and interview details in front of you. Put them in an order so that you can easily reach for information you might want to refer to.

Show enthusiasm: Remember, there is no benefit of expressions and eye contact to show your excitement and interest in a telephonic interview. You need to demonstrate your enthusiasm and interest through verbal interjects. Ensure that you reinforce positive affirmative words into the conversation pauses, such as ‘Yes’,  ‘Sure’, ‘Understood’, ‘All Right’.  A smile can do the trick. Smiling when you speak brings energy and excitement to your voice.  This can be sensed by the interviewer. When you smile, you will be more relaxed and you will sound more confident and assertive, said Bakshi.

Communicate effectively: Clarity of communication and thoughts is important. Do not engage in any activities that will hinder your speech such as smoking or eating. Sound communication is also the basis for someone to judge confidence levels. Hence, it is important to constantly improve upon your communication skills, believes Bakshi. Ensure that you are clear and audible.

Listen: Let the interviewer complete his/her question or thought and avoid any kind of interruption. Being a good listener is important and it is much more crucial in a telephonic conversation. If there is any doubt in any question, make sure you clear it before answering else it will look like you are not attentive. Once you have understand the question, respond proficiently and to-the-point.  Reinforce the positive and avoid the negative.

Practice: Probably the most important component is to be well prepared to handle a telephonic interview. Bakshi advises doing mock telephonic interviews to avoid fumbling and hitches during the actual interview. During these mock interviews make a note of areas where you need to focus on, be it tangible or intangible – environmental, behavioural or technical.

Apeksha Kaushik, TimesJobs.com Bureau

 

5 tips to ace a telephone interview

Flipkart To Hire 12,000 People in 2014

NEW DELHI: Flipkart will hire 12,000 people this year to beef up its support and technology operations as the homegrown firm witnesses strong surge in online shopping in the country.

The online marketplace giant has already chalked out an ambitious plan to expand its reach across India, the world’s third largest country in terms of internet users.

READ ALSO: Flipkart on intern hiring spree

“As business scales up, our focus on hiring is going to be pretty aggressive. We are looking to increase our current team strength from 13,000 to 25,000,” Flipkart chief people officer (CPO) Mekin Maheshwari told PTI.

The firm will be hire across levels and functions, with senior leadership and technology hiring being the priority, he added.

“In engineering alone we plan to have a 1,200 strong team by the end of 2014,” Maheshwari said.

As part of its expansion drive, the Bangalore-based firm will also increase its sellerbase to 12,000 covering 30 cities before the end of 2014.

The company is in talks with manufacturing clusters like Tirupur and Ludhiana as part of bringing more sellers on-board to meet the strong growth in demand. It plans to tie-up with clusters in Surat, Agra and Ludhiana, where synthetic apparels and leather items are produced.

Flipkart has also tied-up with with small and medium enterprise (SMEs) promotion bodies to provide micro, small and medium entrepreneurs infrastructural support in data analytics, marketing and customer acquisition to help them scale their businesses.

The company last month acquired online clothing seller Myntra Designs for an estimated Rs 2,000 crore in a deal that will give it control of roughly half of nation’s e-commerce market by sales.

READ ALSO: Flipkart, Myntra merge in Rs 2,000 crore deal

According to Technopak Advisors, India’s e-commerce sector is expected to have 7% share of country’s retail market amounting to $60 billion by 2023.

As per tech giant Google, the size of the industry was $1.5 billion in 2012 (exclusive of tickets) and grew to $2.5-2.8 billion in 2013.

The number of online shoppers also more than doubled — 20 million in 2013 from 8 million in 2012. The average consumer basket has grown by 50-80% online.

Source By- Techgig.com/timesofindia.indiatimes.com

Flipkart To Hire 12,000 People in 2014

Saturday, June 21, 2014

ABB Careers- Senior Engineer - Sales

Job Title- Senior Engineer – Sales

Location: Faridabad,Haryana,India

Contract type: Regular/Permanent

Date posted: 2014-06-19

Job function: Sales

Publication ID: IN54062594_E5

APPLY ONLINE

You a Senior Engineer – Sales, you will be part of Power System Operation Center, India, aiming to develop a global value chain, where key business activities, resources and expertise are shared across geographic boundaries in order to optimize value for ABB customers across markets. It provides high quality engineering and commissioning support to Business Units and Centers of Excellence across the ABB world. This is an important step from ABB’s Global Foot Print strategy. PS Operation Center Services are System design, Primary side design, Secondary side design, Sourcing, Installation and commissioning.

Tasks:

You a Senior Engineer – Sales, you will be responsible for exceeding business target and be accountable for profitable service business in zone. Ensuring risk review and mitigation process is in place and strictly followed for new proposals. Understand customer’s requirement and proposed solution as per requirement and handle the exiting channel partner and develop new channel partners in key business area. Co-ordination with project execution team to ensure on time delivery and closing of projects. Ensuring service growth strategies are in place and implemented consistently across the Zone

Requirements:

Your Bachelor Engineering in Electronic/ Instrumentation/ Electrical with 5 to 8 years of experience will be an ideal fit. Good knowledge and understanding of DCS/PLC, SCADA, Instrumentation Products and Power plant experience will be perfect fit. Previous knowledge of ABB automation products will be an advantage.

Additional information:

Any further information required please feel free to write a mail to sweety.saha@in.abb.com

ABB Careers- Senior Engineer - Sales

The 10 Unique Soft Skills Employers Desire in New Hires

In a survey this spring 77 percent of employers surveyed by CareerBuilder said they were seeking candidates with soft skills — and 16 percent of the respondents considered such qualities more crucial than hard skills. Soft skills relate to the way employees relate to and interact with other people. The Multi-Generational Job Search Study 2014 by Millennial Branding said employers ranked the following as the most highly desired qualities in candidates: communication skills, a positive attitude and the ability to work in a team, all of which can be labeled soft skills or emotional intelligence.

Hard skills, on the other hand, are teachable abilities or skill sets that are easy to quantify, such as a proficiency in a foreign language or computer programming. While hard skills might be developed on the job, employees should come to an organization already in possession of soft skills. When employees lack these basic soft skills, it can hurt the overall success of the organization.

The soft skills that employers are seeking, according to CareerBuilder, Millennial Branding and others, include the following:

Related: Being Consistent Is Not the Same as Being Perfect

1. Being dependable. Employers value workers they can rely on to get the job done. There’s nothing better than an employee who is available at the drop of a dime, arrives to work on time and delivers quality results.

During the interview process, hiring managers should ask candidates about their work ethic. Dependable employee are individuals who meet deadlines, are team players and stay focused at work.

2. Pulling together a presentation. Regardless of their position, most employees are expected to make presentations to management, co-workers, customers and clients in some fashion.

For example, an in-house graphic designer might receive an email from the head of the marketing department about a new client. Although this employee isn’t a communications professional, she might be asked to pull together branding ideas in a presentation for the client.

Related: Want to Solve Problems More Efficiently? Do This.

3. Solving problems. Especially for fast-paced organizations, strong employees can think critically and effectively solve problems.

During the job interview, hiring managers should ask candidates about a time when they had to overcome a challenge in the workplace. This will help a hiring manager gauge the candidate’s ability to solve problems, be resourceful and face obstacles at work.

4. Coaching co-workers. According to Millennial Branding report, 92 percent of employers value strong teamwork skills.

Strong employees are individuals willing to help co-workers and coach them along the way.

Let’s say a new employee has been hired and added to a group project. The new employee probably doesn’t have a clue about what’s going on yet. In this scenario, an employee who’s been on the team a while should take the new worker under his wing and coach the person through the new project.

5. Fitting into the company’s culture. The Millennial Branding survey also revealed that 43 percent of employers want to hire employees who are a great cultural fit.

Cutural fit refers to when a candidate’s values align with the employer’s. If an employer values a balance between work and fun in the office, say, then hiring managers should search for candidates who share this outlook.

Related: How to Hire Someone Aligned With the Company’s Mission

6. Voicing opinions while being open to feedback. Employees who are confident in their ideas but open to feedback can play influential roles in a workplace. During a brainstorming session, for example, such an employee would not only share ideas but also challenge others’ by asking thoughtful questions. This can create a stimulating discussion and even spark innovation.

7. Being flexible and focused. Deadlines and projects can change at a moment’s notice. Employees need to quickly adapt while remaining focused on meeting deadlines.

For example, an employee may have just received an assignment and deadlines for the week. But Wednesday arrives and the manager decides everything needs to be shifted to arrive a day earlier. A flexible employee would be able to quickly adapt to these changes and focus on projects with top priority.

Related: 10 Tips for Unleashing Your Creativity at Work

8. Being creative and innovative. Whether the employee is an accountant or art director, creativity is what sparks change in the workplace.

During an interview, the hiring manager should ask the candidate about a time when he or she was assigned a new project. The candidate should respond highlighting personal examples of thinking outside of the box to achieve results.

9. Developing new work processes. Employees with the ability to analyze work processes and discover new ways to complete them efficiently are valuable to employers. Not only does this save employers time, but it can also add to the bottom line.

10. Taking initiative. An employee demonstrates initiative by coming up with an idea and putting it into action.

For example, an employee might develop an idea for social-media marketing campaign that will build awareness for the organization.

After a company hires an employee, managers will want to gauge whether the employee will follow through in exhibiting soft skills. Some HR technology products let employers detect who has certain skills on the job. Talentoday is a skills assessment platform that helps employers measure soft skills and personalities through a variety of tests.

Source By- techgig.com/entrepreneur.com

The 10 Unique Soft Skills Employers Desire in New Hires

Electronics Manufacturing To Generate 28 million Jobs In India, Says IT Minister

Communications and Information Technology Minister Ravi Shankar Prasad said electronic equipment manufacturing would be a top priority for the Modi-led BJP government, adding that it would generate employment to the tune of 2.80 crore jobs.

Due to the rising consumption of electronic goods in India, the demand is expected to increase to $400 billion by 2014 and within a few years, import of electronics will surpass the fuel bill.

Talking about the increasing participation of Chinese equipment manufacturing firms in the country and the potential security threat, the minister said, “I want to assure the nation that whosoever are the electronics manufacturers, India’s security will always be of paramount.”

Chinese equipment manufacturing firms, such as Huawei and ZTE, have faced some tough time in India over the past couple of years for alleged involvement in cyber espionage.

Prasad has already seen presentations from equipment makers such as Samsung and Nokia.

As a second priority, he has laid down the alignment of national optic fibre network.

The minister expects 50,000 gram panchayats to be connected by National Optic Fibre network by 2014-15, another 1 lakh by 2015-16 and by 2016-17, the remaining will be connected. According to him, every panchayat should have facilities like e-education, tele-medicine, etc.

“The government programme should be delivered to the panchayats. We have taken the issue very seriously,” he said.

Prasad also said that the agenda to improve the situation of the State-owned BSNL and MTNL would be addressed on a priority basis. “Both these organisations have not received the attention they needed. They need proper infrastructure support and my government is committed to give them that.” He also proposed to set up a system in his chamber from where he can gauge towers of these State-owned firms.

The minister, however, refused to comment on the key issues of the sector such as spectrum sharing, improving the merger & acquisition scenario or even the next round of spectrum auctions.

The ministry, which is plagued with controversies, saw favouritism to some firms during the tenure of the former telecom minister A. Raja. Prasad also said that during his tenure, all decisions would be taken on merit. “The days of lobbying and favouritism are over,” he added.

The government is also keen to start a new programme for postal banking services as India has 1,55,000 post offices across the country and subsequently, a deep penetration and wide reach.

(Image: Facebook account of Communications and Information Technology Minister Ravi Shankar Prasad.)

Source By- techgig.com/businessinsider.in

Electronics Manufacturing To Generate 28 million Jobs In India, Says IT Minister

Wednesday, June 18, 2014

IBPS Recruitment RRB-III Recruitment Exam 2014

Company Name : IBPS
Official Website : www.ibps.in,www.employmentnews.gov.in
Job Type :Banking
Job Name :  Latest Gramin Bank Jobs ,IBPS RRB Gramin Bank Jobs

Official Ntification

APPLY ONLINE

 

Latest Gramin Bank Recruitment 2013-14| Latest IBPS RRB Gramin Bank Recruitment 2013-14 in Employment News 25th to 31st December 2013 .Welcome to Jobspy.in:  Latest IBPS RRB Notifcation 2013-2014 released by various Public and Private Sector Banks during the week 25th to 31st December 2013 have been summarized here for the benefit of aspirants of Latest Bank Jobs in Different Cadres and Categories in various Public and Private sector banks. Latest Gramin Bank Recruitment 2013-2014 notifications and Latest IBPS RRB Gramin Bank Notifications 2013-2014 will be published in the Employment News Magazine and on its official website is www.employmentnews.gov.in. Latest Gramin Bank Recruitment 2013-14| Latest IBPS RRB Gramin Bank Recruitment 2013-14 in Employment News 25th to 31st December 2013 .Summary of various IBPS RRB Bank jobs and Gramin Bank jobs in India notified by different Banks (Latest Gramin Bank Jobs Recruitment 2013-2014 in various states of Govt of India will be updated on Employment News 25th to 31st December 2013) in the fourth week of December 2013 have been listed for the ease of the Latest Gramin Bank Job aspirants and Latest IBPS RRB Gramin Bank Recruitment aspirants.

Candidates who want to know more about Latest IBPS RRB Gramin Bank Recruitment 2013-2014 in various states of India and Latest Gramin Bank Jobs Recruitment 2013-2014 Notifications can see them published in employmentnews.gov.in and Employment News 25th to 31st December 2013-2014.More information in weekly article published in employmentnews.gov.in and Employment News 25th to 31st December 2013-2014 can be seen below.Employmentnews.gov.in Employment News 19th to 25th December 2013 provides list of Latest IBPS RRB Gramin Bank Recruitment Notifications . jobs listed in Employmentnews.gov.in Employment News 25th to 31st  December 2013 are for current week. Employmentnews.gov.in Employment News 19th to 25th December 2013 contains latest Gramin Bank Recruitment Notifications and Latest IBPS RRB Gramin Bank Recruitment Notifications

Latest Gramin Bank Recruitment 2013-14| Latest IBPS RRB Gramin Bank Recruitment 2013-14 in Employment News 25th to 31st December 2013 .Brief information on latest Gramin Bank Recruitments and Latest IBPS RRB Recruitment 2013-2014 Notifications (updates) released in the present week of December 2013 in employmentnews.gov.in and Employment News 25th to 31st December 2014 through Latest Gramin Bank Recruitment 2014, IBPS Recruitment 2014, Langpi Dehangi Rural Bank, Puduvai Bharatiyar Grama Bank, Pallavan Grama Bank,Corporation Bank, Aryavart Gramin Bank,Saraswat Coop Bank,Rajkot Nagarik Sahakari Bank,Karnataka Vikas Gramin Bank,Andhra Pragati Gramin Bank,Allahabad UP Gramin Bank and Uttar Bihar Gramin Bank has been provided along with various other Latest Govt Jobs Recruitment 2013-2014 notifications in the below table along with their web links & official websites of corresponding recruiting agencies, boards and institutions of government of India. Candidates interested to know more bout Latest Gramin Bank Recruitment 2013-2014 and Latest IBPS RRB Gramin Bank Recruitment 2013-2014 notifications and latest govt jobs updates released in the fourth week of December 2013 in employmentnews.gov.in and Employment News 25th to 31st December 2013 can go through the links provided on corresponding columns in the below shown table for more information on the details on Notified Latest Bank/Govt Jobs in Government of India, Public Sector Undertaking Banks,Companies and Corporations.

 

Vacancies  :  Summary of Latest IBPS RRB Gramin Bank Job vacancies in India are given below

Nam of the Recruitment	Vacancies	Post Name	Last Date	Web Site
Langpi Dehangi Rural Bank	15	Officer Scale I,IIOffice Assistant	06-01-2014	Click Here
IBPS	Not Specified	Technical Officer	26-12-2013	Click Here
Puduvai Bharatiyar GramaBank	30	Officer,Office Assistant	06-01-2014	Click Here
Pallavan Grama Bank	164	Officer Scale I, Office Assistant	06-01-2014	Click Here
Corporation Bank	192	Specialist Officer	10-01-2014	Click Here
Aryavart Gramin  Bank	871	Officer,Office Assistant	06-01-2014	Click Here
State Bank of India	09	Defense Advisors	10-01-2014	Click Here
Saraswat Co-op Bank	Undisclosed	Project Manager	Before the Link Expiry	Click Here
Rajkot Nagarik Sahakari Bank	Undisclosed	Senior Manager Cadre	28-01-2014	Click Here
Karnataka Vikas Gramin Bank	182	Officer Scale I,II,IIIOffice Assistant	02-01-2014	Click Here
Andhra Pragati Grameena Bank	177	Officer Scale I,II, IIIOffice Assistant	02-01-2014	Click Here
Allahabad UP Gramin Bank	282	Officer Scale I/Assistant	03-01-2014	Click Here
Uttar Bihar Gramin Bank	188	Officer Scale I,II,III,Office Assistant	30-12-2013	Click Here
State Bank of India	46	Management Executive	03-01-2014	Click Here
AIIMS JodhpurRecruitment	116	Professor Cadre	10-01-2014	Click Here
SSC NWR Recruitment 2013	85	Plant ProtectionOfficer	27-12-2013	Click Here
Tripura Police	32	Women ConstableDriver	30-12-2013	Click Here
Ministry of Finance	25	Director,Assistant Director	30-12-2013 or(within 30 days)	Click Here
Air ForceAFCAT 2014	Not Disclosed	CommissionedOfficers	12-01-2014	Click Here
Rajkot Nagarik Sahakari Bank	Not Disclosed	Senior Manager	23-12-2013	Click Here
GMR Delhi Air Port	Not Disclosed	IT Executive	ApplyBefore Link Expiry	Click Here
Bokaro Power SupplyCompany Ltd	54	Technicians,Attendants	02-01-2014	Click Here
Animal Husbandary Dept,Gujarat	19	Statistical Assistant	19-12-2013	Click Here
Tamil Nadu PublicService Commission	183	Horticulture Officer	16-03-2014	Click Here
Karnataka VikasGrameena Bank	182	Officer ScaleI,II,III	02-01-2014	Click Here
Andhra PragatiGramina Bank	177	Officer/Assistant	02-01-2014	Click Here

IBPS Recruitment RRB-III Recruitment Exam 2014

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