Monday, 29 August 2016

Software Developer/ JIRA Developer

The candidates fulfilling these below criteria are eligible to attend interview.


Job Description:

    Experience Level: 4-6 years
    Sr. Software Engineer (Java) will become part of the IT Applications team. The team develops custom applications and workflows and trains staff on the use of our IT applications such as Confluence, JIRA, etc. We are looking for a candidate who will develop front-end and back-end expertise with Atlassian JIRA and Confluence. Ideal candidates have both in-depth technical skills and the ability to develop exemplary client-facing skills. Candidate will work on supporting and developing solutions for Atlassian applications, which will include customizing workflows to improve the business process and developing new JIRA or Confluence Add-ons.

    Qualifications: 

    Bachelor degree or equivalent experience
    Experience in Java 6, 7, or 8 application development

Salary:Not Disclosed by Recruiter
Role Category:Programming & Design
Role:Software Developer

Keyskills:

Various careers in Mobile Technologies,Requirements, Eligibility

With the growing pace of Communication and Globalization, Sources of data communication have been growing in all the sectors. Now a days, one of the fast growing spot in the stream of communication is the Wireless and Mobile Technology. The Mobile Phone Companies whether GSM or CDMA, are providing lucrative services at affordable prices to the consumers. The mobile phone companies are doing lot of research in enhancing their services to attract new customers. According to one news report, India is one of the World’s fastest growing mobile phone markets. As per TRAI ( Telecom Regulatory Authority of India )

Mobile  and  Wireless  technology  has  become  a fire wave  of the future  to benefit  every  aspect  of our life including  Business,  Personal,  Education,  Medical, Entertainment as well as global communication. More than sixty percent of the world’s population has gone mobile using stylish and excellent featured Handsets, Computers, Laptops, Net books, Palmtops, Personal digital Assistants, Tablets, Smart Phones with GPS devices and wireless terminals. These equipments are delivered with WiFi, Bluetooth, 3G / 4G services, Virtual private networks and other advanced communications technologies.

The job opportunities in this stream are not restricted to the Manufacturing, Repair, Maintenance of mobile handsets but lot of career options are available which are generally not given too much importance.

The career options in the wireless and mobile technologies include :

Mobile Phone System Engineer
Android, Blackberry, iPhone, Windows Mobile Applications Developer
Mobile Applications Testing Specialist
IPAD Developer
Game Developer
Mobile Architect / Mobile Software Platform Architect
Mobile Technicians
Mobile Plant Equipment Mechanic
Telecommunications Tower Installation and Maintenance Engineer
Mobile Security Expert
Mobile Phone Verification Manager
Mobile Architect Customer Care Officer Marketing Manager Technical Support Engineer
KPI ( Key Performance Indicator ) Engineer.





The stream of Mobile and Wireless Computing is specialization and expertise oriented. This stream requires candidate to possess an Engineering Degree with specialization in Mobile Computing, Wireless, Tele­communications or any other streams related specifically with Networking. In many cases, CCNACCNP could be an option. Some of the educational qualifications required to join the stream of mobile and wireless computing are :


B.E. / B.Tech. in Electronics and Communications Engineering
M.Tech. Wireless Sensor Networks
Diploma Holders in Electronics and Communications Engineering
Certificate in Mobile Technology Certification in Wireless Networking Associate of Science in Mobile Technology
Associate degree in Mobile Communications Technology Bachelor’s degree in Mobile And Networks Engineering Master’s degree in Information Technology—Mobility
Master’s degree program in Mobile Technology and Business
Learning Design and Technology Masters Program ( Education )
Ph.D. with specialization in Telecommunications, Wireless Networks, Mobile Computing, Mobility, Security, Wireless Sand Networking.

The career in mobile and wireless workforce is very demanding now a days. Escalating use of wireless devices such as smart phones, notebooks, cell phones and laptops has generated motivation as well as competition to ensure these tools function effectively and securely.

Following are some of the job profiles in Wireless and Mobile Communications :
 
 Mobile Application Developer
Technical Requirements and Job Description

In – depth knowledge and experience in HTML 5.
Strong Knowledge of Java Script, Object Oriented Java Script and Jquery
Basic understanding of Android SDK
Experience in an Innovation and Research team
Exposure to programming using J2ME, Android/IPhone application SDK’s
Understanding of Bluetooth, Wireless Data Link Layer, including WLAN, Wi­Fi and WiMAX Research Oriented towards mobile network protocols, including GSM, 2.5G and 3G
Well aware or the latest advancements in mobile technologies and implementation
Aptitude to analyze and develop algorithms for mobile applications
Hands – on experience in the identification, discovery, evaluation and in – depth analysis of security issues of the various mobile software platforms.

Sharepoint and Mobile Expert :
 
Technical Requirements and Skills Required

Experience on Microsoft Share Point 2007/2010
Should be having in depth knowledge of workflows, solutions, templates, Integration of Sharepoint with other applications. Detailed Knowledge in ASP.Net, ADO. Net, C#, SQL, Silver Light
Experience in K2 Blackpearl, Connect etc. preferred
Mobile Apps Development Skills and Research Oriented
Well versed with MOSS 2007, WSS 3.0 and Microsoft Share­Point Foundation 2010
Workflow automation using Info Path, custom web part development and document management, features development
WSS building blocks such as Features, Application Pages, Site Pages, Web Parts, Custom List Types, Site Columns, Content Types, Custom Workflows and site definitions
Info Path forms design and publishing, BDC, excel calculation services and shared services.



Mobile User Interface Designer

Experience  in designing and prototyping  UI is mandatory.  Should be able to deliver the changing customer requirements
Should have knowledge of all Emerging Technologies Should have excellent Written and Oral Communication Web Design experience
Ability to create rapid and high – fidelity wireframes
Experience of working on Mobile Application Design — Mobile Web, iPhone, Android.

Mobile Repair Engineer 
 

Diploma in Electronics and Communications Engineering is needed or Fresh Engineering Graduates
Sound knowledge in Basic Electronics
Thorough knowledge in mobile phone repair at component level
Good rework skill at component level like BGA, Micro BGA ICs replacement
Good knowledge in Fault Analysis and Removal techniques
Basic Technical requirements are : Image processing and computer vision algorithms.
Coding in C / C++, Matlab Specific knowledge in the following areas is a plus : Machine learning and Pattern recognition, Optical character recognition Object detection and tracking algorithms.
Additional skills : Strong programming skills, Strong communication and presentation skills.

J2ME Mobile Programmer

Experience in J2ME App development required. Familiarity with game development & design process. Knowledge of mobiles and Mobile gaming industry.Highly skilled J2ME Developer who will be responsible for developing high quality mobile games. Candidate should have experience in game development.

iPhone Trainee / Android Trainee / Blackberry Trainee

Should to have excellent Communication Skill
Willingness to learn and take up new challenges
Candidate must have strong knowledge of C & C++ & JAVA
Interested candidates can walk in with their resume and walk out with offer

iPhone/Android Developer

Develop and maintain the iPhone application code base Detailed knowledge of applications development on Android Rapid prototyping and implementation of iPhone applications Mentor and improve the team’s technical skills
Work in small, focused, engineering teams to create and develop new iPhone Apps
Experience with Objective­C/Cocoa, Xcode / Interface Builder Expertise in creating well­defined iPhone User Interfaces Detailed Knowledge of iPhone SDK including SQLight database Experience working with Wireframes.

Mobile Games Programmer

Mobile games developer is responsible for developing interactive games for various mobile handsets. Mobile games are downloaded very frequently from the server and cloud service providers.
To join any organization as game developer, the candidate should be very good in programming and logic development. Moreover, the detailed knowledge of multimedia applications are required to be successful in the stream.Candidates with Bachelor’s degree in engineering or science can join this stream.

Technical Requirements and Skills
To review game specifi­cations, technical analysis & control implementation to ensure adequate balance To maintain, build & evolve the porting processes & systems in partnership with Technology team Expertise in multi development programming languages C,C++, Obj C
Detailed knowledge and skills in software design and OO concepts
Good Knowledge of 20/30 Graphics engines/libraries like OPEN GL ES.


Mobile Testing Engineer

Mobile Testing & QA Team in the organization keeps track of the bugs, complaints as well as removal or existing problems. Candidates with strong knowle­dge and testing along with a passion for quality and customer satisfaction are required

Should have exposure to UI Layer Testing of VAS / Telecom domain
Must have worked on technologies like SMSC, MMSC, WAP, Mobile devices etc.
People with telecom, mobile applications and product development background are highly preferred
Should have demonstrated consistent performance during current and previous assignments and have averifiable track record of experience
Telecom testing background preferably in VAS. Must have worked on testing tools and good knowledge of scripting languages with 2 – 6 years of experience Domain­Mobile, Operating System ­Android, Languages ­Java Script, CSS, Protocols – HTTPS Mandatory Requirement Android, Java Script, CSS, HTTPS, Project Details Browser testing, Test page creation, Browser knowledge( JS, CSS, HTTP etc).

Mobile Security and Surveillance Expert

Mobile security and surveillance professionals keep track and record each and every activity related to their network. It involves the maintenance and analysis of log files generated on regular basis as millions of customers use their network for calls and messaging.

Technical Requirements and Skills

Test and implement mobile applications
Good understanding of Android, Blackberry, iPhone technologies
Strong knowledge in some focused areas in Android like Application Components, Security
Good understanding on simulator and proxy server
End­to­end synchronized testing of Mobile Application
Knowledge of high­end mobile devices and its supported simulators
Security testing of mobile application using any tools
Preparing technical and design documents
Provide feedback on specific issues/improvement areas
Discuss the application features and functionalities
Preparing functional specification and design documents and user manuals
Review and do code walkthrough
Discuss and implement best practices on the following aspects of the application:
General functionality;User Interface; Quality Performance; Security Scalability; Reliability
High availability

Coordination for application testing on the following areas: General functionality
Load / Stress testing Performance testing Security
General quality
Conduct application walkthrough
Assist in doing UAT
Take and act on the specific feedback on functionality, user interface, performance etc. Desired Candidate Profile
1. MBA/MCA from a reputed university / institution
2. Certification from MS, is a plus point
3. 3 to 4 years in building and managing web applications using PHP and MySQL
4. 2 to 3 years in developing mobile / tablet applications, Mobile browser, WAP applications on Android, iOS etc.
5. Optional: Experience in Mobile WAP, Mobile Applications (Java based, iPhone and Blackberry), Mobile Games, and Web projects for GSM/GPRS and
CDMA based Handsets
6. Knowledge of Web / Mobile Widgets, x­Commerce (B2B, B2C), x­Business Intelligence, and Enterprise Applications, DRM
7. Exposure on UI development
8. Strong knowledge of .PHP , XML, AJAX & MySQL
9. Hands on exposure to building Web services using SOA
10. Good knowledge of T SQL
The main areas currently being addressed are Surveillance Systems, Ruggedisation,  Marine Systems, Communication  Systems & Networks, Night Vision Devices, Mobile Surveillance Vehicle Systems and Homeland Security Systems. In this context, the position provides critical technical support to the various projects in the Mobile Surveillance Vehicle Systems domain.

Key Objectives of the Job

Development, System integration and completing customer acceptance trials for various Mobile Surveillance Vehicle Systems and related projects.

Major Deliverables

Understanding customer requirements. Solution Architecture & Design
Assist in project costing and preparation of the technical proposals Attending customer meetings and convincing the customer on the design Co­ordinating with vendors/ subcontractors
Astute Project Management Skills to ensure on time completion of the project at an optimal cost while maintaining quality
Be able to ensure delivery and acceptance by the customer
Desired Candidate Profile
5 years of experience in delivering Mobile Surveillance Upgrade Projects.
Should have passion for technology and exhibit high energy to drive a team of highly motivated individuals to deliver Mobile Surveillance Solutions. Experience in leading a team of 5­10 members.

Experience in working with multi­site cross­functional and cross­business teams.
Proven ability to collaborate with both technical and non­technical staff (including vendors).
Cross­functional project execution leadership including concept discussion, program execution, prototyping, design validation, and release to production
Reconnaissance and Surveillance Vehicles
Vectronics
Understanding of functioning of electro mechanical system and on board power system management
Having a thorough understanding of QA & QC procedures
Sound knowledge of system integration and interoperability issues
Sound knowledge of requirements of the defence systems
Sound knowledge of EMI/ EMC requirements of defence systems
Knowledge of storage and maintenance
Confident, self­driven, with proven track record of accelerated growth in previous organizations.



In case you are looking for job/job change on mobile platform send your profile to currentopenings@exaltconsulting.in











Wednesday, 17 August 2016

Shattering the Myths Around a Career in Software Testing

“It is a myth that software testing is inferior to development”

 

There are many myths about pursuing a career in software testing - it is not considered a challenging career path, on par with software services in terms of growth and compensation. Let us take a fresh view of what this field has to offer globally - the changing trends in the market, the skill sets required, and the growth and career opportunities that are available to a software test engineer.

Breaking the first myth


Most organizations recognize software testing as an independent professional discipline. Software Testing not only brings objectivity and transparency to the defect reporting process, but also improves the core business strategy. Software testing has undergone huge changes due to focus in technology, methodology, and more importantly, business dynamics.
Looking at the global trends in the software testing field, we see that the market opportunity for the Indian offshore testing companies is huge. Currently, the Indian software testing industry holds close to 50% of the global outsourced testing market. The Indian market requires almost 35,000 testers to bridge the gap, which will continue to increase to almost 1,65,000 in the year 2013 as per IDC Projections.

With focused development of testing frameworks and solution accelerators, the Indian software industry is all set to consolidate its position as a leading high-end provider of testing services. We not only offer high quality software testing services, we are also capable of conceiving high quality testing solutions. From projects which fielded 3 to 5 test engineers, now we have large teams supporting complex testing projects as a part of their COEs (Centres of Excellence). This brings to light that job opportunities are abundant in the testing scene!

Testing as a serious career option

Once we have broken the myth on job opportunities in the testing field, we now break the second myth that a tester has a limited role to play in the industry. As a career option it is not just open for software professionals but also for professionals from other industry domains, as software testing is not just confined to application testing but covers the whole process of development and quality norms.

According to the Agile principle of early involvement, a software tester is expected to get involved from project inception. Testing activity starts right from the requirements-definition stage. In many organizations today, test driven development is the norm. This increased focus on quality has greatly increased the scope of testing activity. Testing has become a serious career option for software engineers. In fact a fresher or someone with 2-3 years of experience might eventually find testing to be the fastest way to gain domain expertise. Testing is now compared at par with other IT services in terms of revenue for companies.

Apart from a great career that includes growth and compensation at par with others in the industry; you will get multiple opportunities to work on a wide spectrum of domains and technologies. Software testing professionals have many interesting options today to design their career path based on individual preferences. If you specialize in a particular kind of testing, you can grow as a test architect; focusing on technical testing. Alternatively, you can specialize on a domain and become a functional expert. You also have the option to get into ground-breaking areas such as professional games testing and mobile device testing.

A fresher who enters the industry as a test engineer, can choose the testing line or else move towards the quality assurance line where he can become QA lead and then QA manager. A typical career path for a professional tester would unfold as a junior test engineer, test engineer, test analyst, test lead, QA manager, followed by program manager/COE head.


Software testers are professional investigators:


With greater clarity on job opportunities and career path, we also break another myth that Software Testing professionals “don't get involved in high-end and challenging work” or that software testers’ are not as “cerebral” as their counterparts in software development. “With the lines between development and testing blurring, a test engineer is no longer considered as someone good at clicking a button on the application’s user interface. There are many more activities and skills expected from a test engineer” says Ramana.
Software testing as an activity is most effective and beneficial when it moves away from being reactive towards being proactive. That’s why we can say Software testers are professional investigators. As a test engineer, you play an important role in ensuring that the final software application or product meets the desired quality standards (and the success or failure of the application or product largely depends on its quality).

So a tester needs to have excellent Communications skills, Technical skills, Leadership qualities and Analytical / Judgement skills. He or she must develop out of the box and critical thinking, be creative and strive for excellence. They should have the ability to communicate well to a diverse group of people together with confidence and passion towards the field. Technical skills would need to be supplemented with good domain knowledge. This includes an ability to write code, good understanding of systems and application architecture, and knowledge of databases.

There are many open source testing tools (for test automation, performance testing, data validation, etc.). Getting familiar with these tools and with their basics is mandatory, as sooner or later you will need to use them. Understanding terms like TDD, Agile testing, Risk & Model based testing, Customer experience testing, Security testing, Performance testing and Performance fine tuning, etc are important. Developing a basic understanding of the key activities in domains like Banking, Financial Services, Insurance and Telecom, among others, will allow you to enhance test effectiveness. So it is important to take exams and get certified in these domains as well.
So if you have a critical, investigative mind, a strong technical background, and an ability to communicate and connect with people, then a career as a Software Testing Professional awaits you!



Monday, 8 August 2016

Salary Negotiations: How to Get What You're Looking For



Sometime within the next few days, you'll be sitting down at a table and engaging in a negotiation with potentially high stakes. While you'll be making a case for a salary increase, the person across from you will be playing her hand with the best interests of the company in mind.
No matter what happens during the process, remember that you aren't alone. Salary negotiation is an art and a science that's been practiced in the civilized world for thousands of years. If you need help or have questions, get them resolved before you begin the process. Don't wait until you're sitting at the table trying not to look flustered. And remember, once you a strike a deal, you've set a precedent and assigned a specific value to your work. At the same time, your employer will have clarified how much or how little your work means to the company. Use this information as your decide whether to stay with this employer or look elsewhere.
Under the best of circumstances, you'll walk away feeling like you've come out ahead, dollar-wise. But negotiating a salary isn't like buying a car. The two participants don't shake hands and part ways once this transaction is over. Instead, they ideally move forward into a functional, ongoing relationship on which both of them depend for mutual success.

Negotiating a Pay Raise: Considerations for the Employee

1. Stay confident. You're just one person, and you'll be going toe-to-toe against an entire institution. But don't let that rattle you. You aren't begging for a handout like Oliver Twist. You're offering your talent, your skills, and your time in exchange for a fair price. Know that you have other options. Even during this bleak economy, there are plenty of other employers who would be happy to bring you on board and pay you what you're worth. Keep this in mind throughout the entire process.
2. Careful research can help you with item 1. Find out exactly what other companies are paying in your area, and find out what the same job brings in from employers outside your industry. Head for the internet well in advance of the meeting and start searching.
3. Measure the data you gathered in item 2 against your track record in this position. An average employee in this geographic area and this business may make $40,000 per year. But are you an "average employee?" Probably not. Be ready to prove it with a clear record of your contributions, and a list of the ways in which you've shown higher-than-average levels of talent and dedication.
4. Keep a cool head. We always gain slight advantage during a negotiation when we can afford to stay impersonal and dispassionate about the outcome.
5. If you can, let the employer speak first. Her opening bid will set the tone for the entire process, and her opening bid may place the odds in your favor.
6. What does your employer know about your life and personal ambitions? If she's smart, she'll be factoring these things into the discussion. For example, if you're ambitious and gunning for a senior position, she may remind you that this company offers more room for growth than their competitors do. And she may make offers designed to keep you happy while keeping the final salary number in check. If you're willing to accept an adjusted benefits package in lieu of a higher salary, she may propose this as a solution (or you may suggest it.) The same applies to a change of title, an increase in status, a nicer office, more flexible hours, or a better parking arrangement. If you aren't interested in alternative benefits, stay focused and steer the conversation back to your salary.
Source: Live career


Monday, 18 July 2016

Frequently Asked Questions About Salary Negotiation: The Complete Job Offer and Salary Negotiation FAQ for Job-Seekers


20 of the most frequently asked questions about salary and job-offer negotiation

 


1. Can any job-seeker negotiate a job offer?

The short answer is that every job-seeker — from entry-level to executive — has the option to negotiate a job offer.That said, salary negotiation is much more common with professional positions and at higher levels.But any job-seeker has the power to request a better job offer — as long as that request is supported by evidence showing why s/he should be paid more.

We know of entry-level job-seekers who have requested — and received a higher hourly wage of $.50 to $1 more an hour, which seems small, but adds up quickly (especially when you consider future raises will be based on starting pay).

We also know executives who negotiated tens of thousands of dollars more in annual pay, bonuses, and other compensation.

A few employers simply will not negotiate on salary — but even these employers are open to negotiating other parts of the job offer, such as relocation costs, tuition reimbursement, vacation time, healthcare options, pension options, and more… See more in Salary FAQ #9.

2. How do I know my market value to prospective employers?
Research.


Understanding your value in the employment marketplace — including in your current organization — is critical information you should have at your fingertips.

You may think you need or deserve a certain salary — but no employer cares about your wants and needs. What employers WILL listen to is evidence of your value — proof that validates your salary request.

You can gather research on your value from multiple sources.

3. Since I don’t like confrontation and conflict, should I even bother with salary negotiation?

We’ve never thought of salary negotiation as confrontation — but we do understand the notion of not enjoying haggling.

Why doesn’t an employer just offer the best possible salary and be done with it? Of course, sometimes they do their best… but it all comes down to budgets and limited resources and a desire to get the best deal.

What should you do — especially if you dislike the process? Do it anyway. If you don’t like the process, conduct your salary negotiation in writing (see Salary FAQ #20).

Here are the main reasons you should negotiate the salary you deserve (or get as close to it as possible):

Future raises will be based on your initial salary, so you will continue to earn less than your market value for as long as you stay with that employer.
Pension and 401K contributions are often based on your salary, so the smaller your salary, the smaller the contribution to your retirement funds.
Future employers may ask for a salary history — and some will base their salary offer on what you are earning at your current employer.
Your mental well-being and attitude can be seriously dragged down by feeling undercompensated, undervalued — which could eventually affect your performance.

4. I don’t even know the salary/pay for the job I am seeking. Should I ask about it before I go on an interview?
For job-seekers, information and knowledge are always key to a successful job-search, but if you don’t know the pay, do NOT contact the hiring manager because you’ll be seen as ignorant at best, and overly focused on money at worst.

You should have some idea of what a prospective employer pays employees in the same or similar positions to the one you are seeking — otherwise you are wasting both your time and the time of the prospective employer.

Your options are to conduct research to uncover the salary/pay information or call the HR (human resources) department of the organization. Contacting HR should be a last resort. It’s much better to use your network or dig via the Web to find at least a ballpark figure of what to expect.

5. When is the best time for job-seekers to bring up salary in a job interview?
Never early in the process; rarely in the first interview. The only possible exception to this rule is for sales positions, as employers want to hire people who will aggressively close deals.

In subsequent interviews, experts are split about the best method for dealing with salary.

The old rule was that the job-seeker should NEVER raise the subject until the employer makes the first move, usually by asking a question such as, “what kind of salary are you expecting?”

But salary guru Jack Chapman suggests the rules have changed, stating that the first person to mention salary wins. By stating your desired salary first (assuming it is within the salary range the employer is willing to offer), you stand a greater chance of receiving it or something just below it than if you wait for the employer to offer a lower salary — forcing you to work at justifying something higher and closer to your desired salary level.

The best advice is to use your judgment based on the job you seek, the employer’s reputation, and the feel of the interview. If you sense you are the top candidate — the best candidate — be proactive in about the salary you seek. If you are unsure, it’s probably best to play it safe and wait for the employer to make the first move.

6. How should job-seekers handle salary history requests from prospective employers?
Unless you want to have your application discarded, you have to provide it.

Most job-seekers do not want to provide this information because most of us are not the best salary negotiators and often feel underpaid — and we want to break the trend by receiving a salary based on our value, not on what we have been paid.

Having your salary history gives employers a strong upper hand in salary negotiations, which may result in your again being underpaid.

How can you break the cycle? First, don’t rely on job postings. Instead, use your network to get insider information on job openings and apply directly to the hiring manager. Second, disclose your salary history, but also state your salary requirements (based on your market value). Third, state that your salary history is confidential and you will only disclose the information to the hiring manager — but know that by not disclosing, you will probably be screened out.

Never lie about your salary history, but do include your total compensation — which may include salary, bonuses, and other incentives.

7. What’s the best way to respond to a salary requirement request from a prospective employer?
Salary requirement requests, like a salary history requests, is a tool employers use to either screen out job-seekers (those requesting either too little or too much) or to gain an upper hand in eventual salary negotiations.

We don’t see much harm in a salary requirement — because if the employer is unwilling to pay you your market value, it would be a massive waste of your time and energy to go through the entire process and receive a low-ball offer.

But — and this piece of advice is critical — you MUST have an accurate idea of your market value. (See Salary FAQ #2.)

Your best response is to provide a salary range to the employer, starting with your salary floor (the minimum salary you would accept) and continuing to a higher level. (“Per your request, and based on my research, I expect a salary in the range of $45,000-$55,000.”)

There are other options, but these may or may not screen you out since you are not directly answering the employer’s request: First, suggest you know the employer pays competitive wages (thus praising the organization but not giving it an upper hand). Second, state that your salary is flexible and negotiable. Third, state that you prefer to discuss salary in the interview.

8.When should a job-seeker begin negotiating salary?
In all honesty? Before you even start job-hunting. Why? Because good salary negotiation requires knowing your market value and an understanding of the jobs you are desire and are qualified for.

You should also consider every aspect of contact with the employer — emails, phone calls, interviews, company visits/tours — part of salary negotiation because as you are building your case for being hired, you should also be subtly building your case for the salary you seek. Acting professionally and showcasing your personal brand will not only get you the job offer, but should also help you achieve the offer you seek.

In terms of actually negotiating your salary or job offer, you should only do so once the offer is on the table — and only after you have had time to digest it. Once you receive the offer, thank the employer and express your enthusiasm, then request time to consider it.

Once you’ve had time to consider the entire package (salary, other compensation, benefits), then — and only then — should you enter negotiations, which can be done in person, via phone, or by email. To learn how to negotiate at this stage, see Salary FAQ #19.

9.Why should I even bother reviewing the benefits of a job offer?
While salary and other compensation are very important, how a prospective employer handles benefits can make or break a great job offer.

Employers offer many types of benefits, but the key ones to review are health insurance, life insurance, pensions, and vacation days.

Probably the biggest consideration for job-seekers these days is health insurance. Most employers offer healthcare coverage as a perk to full-time employees, but the key elements to examine include the extent of the coverage and how much the organization contributes to its cost. You could actually end up with a lower net salary when you factor in how much you have to pay for healthcare.

Life insurance is another fairly standard benefit — and often extended to not just the employee but also to family members. Again, examine how much the company contributes to the life-insurance premium.

The days of big corporate pension plans are long over, but many organizations do offer a 401k or IRA plan to help employees save for retirement. Review how much the employer contributes and whether the organization matches employee contributions.

Finally, examine vacation and personal-day policy. Taking time away from work — no matter how much you love your job — is essential to mental health. How much time will you get on joining, how will it accrue as you advance within the organization, and can you carryover time from one year to the next.

For salespeople and others who travel for business, the other consideration to review is compensation for car travel — whether you receive a company car or get reimbursed for personal vehicle use.

Besides these major benefits, other benefits that could be part of your compensation package include: disability insurance, profit-sharing, stock options, relocation and moving expenses, tuition reimbursement, dependent care, and club memberships.

10.How should a job-seeker respond when the interviewer asks about salary expectations?
This is a tricky one for job-seekers, and it partly depends when the interviewer asks you the question.

If it’s at the beginning of an interview — especially a screening interview — then the question is not as much about negotiating salary as it is about whether your expectations are within the employer’s salary range. Your answer, of course, should fall within that salary range. You can also provide a rough salary range that you know falls closely within the employer’s salary range. If you have not done salary research, your best answer is to say something like, “I’m looking for a competitive salary, which I know your company offers its employees.”

If the question comes later in the interview — and especially in a second or subsequent interview — then the question takes on much more importance, and you should be prepared to have your salary-negotiation hat on. At this point, you should have a few salary numbers in your head — including the minimum salary you would accept, as well as your ideal salary. If you’re confident in your standing, respond with the ideal salary. If you’re not as confident, pick a number between your ideal and your minimum. Remember that the employer will NOT negotiate higher, so it’s always better to start the negotiation at a higher number in case the employer has a lower salary in mind.


11. I’ve been underpaid by my current employer and worried that the trend will continue with my next employer. How do I avoid this happening?
By the amount of emails we receive from workers and job-seekers, you would think the vast majority of us are underpaid — and it’s certainly possible many of us are.

You can attempt to break the cycle of being underpaid — and help secure yourself a better future — by conducting thorough salary research and knowing your market value.

But knowing your market value is not enough — you have to be able to document that value, not only through salary studies and other documentation but also through your previous workplace accomplishments (focusing on revenue generation, cost savings, and the like).

If the prospective employer knows your previous salary history, your battle will be even harder, but there’s no harm in documenting your market worth… regardless of your previous pay levels.


12. If I receive a job offer that seems perfect, do I need to do anything more than simply accept it?
What’s wrong with saying yes right there in the interview?
Well, of course, if it really is the perfect offer with the perfect employer, you could accept it on the spot, but it’s always best to take time and reflect on the offer — and make sure you know all the details of the offer, including compensation and benefits.

You should graciously thank the employer for the job offer, then ask about getting the details in writing (which should automatically grant you some time). If the offer is already in writing, then request a few days to review the details.

All reasonable employers understand the complexity of these situations and are willing to grant you the time. In fact, some employers might view you as rash and impulsive if you don’t take the time to carefully review the offer.

Just make sure you reply with your answer (unconditional yes or with a counteroffer) in the allotted time period.


13.How should a job-seeker handle an employer who demands an immediate answer to a job offer?
Walk away. Better, run away.

Employers who demand an immediate answer from you are trying to bully you into a decision — a decision that should be evaluated when you have a clear head and not in the moment of excitement about getting the offer.

This employer — and the one in the next FAQ — are the worst.


14. Why is getting an offer in writing so important? And what should I do if the employer refuses to provide the offer in writing?
The biggest reason to get a job offer in writing is so that you can review all the details. Most hiring managers, for example, can tell you the salary and provide an overview of the benefits, but it’s unlikely s/he’ll know all the details about co-pays and vacation time, and when the health insurance kicks in.

Having the offer in writing gives you the information you need to determine if the offer is one you want to accept, negotiate, or reject.

Just as with the previous FAQ, if the employer refuses to put the offer in writing, walk away because you’ll probably have many more headaches and heartaches to follow. Employers who refuse to put an offer in writing are hiding something… or perhaps just plain lazy or sloppy.


15. I just received a better job offer than the one I accepted a few days ago. Can I rescind my acceptance of the first offer and accept the second one?
Of course you can, but you are treading on thin ethical ice. You made a commitment to the employer and if you retract your acceptance, your name may be mud within your industry and town. You never want to burn bridges as a job-seeker — because you never know when doing so will come back to haunt you.

If you are participating in job interviews with multiple organizations, and you receive a job offer that is acceptable — but not from your ideal employer — request as much time as possible to consider it. See more information in Salary FAQ #18.


16. Do all employers negotiate salary?
No. Some employers adhere to strict salary guidelines for hiring, while others simply offer the best salary possible. Either way, these employers will not negotiate salary.

That said, these employers (and most others as well) will typically be open to negotiating other aspects of the offer, such as vacation time, bonuses, and other benefits.


17.I received two job offers from different employers. How do I choose the best offer?
Lucky you! Nice job!

Some job-seekers would immediately accept the offer with the higher salary — and there is nothing wrong with doing so, but it makes sense to review all aspects of a job offer — as well as a few other intangibles, such as the reputation and culture of the organizations, room for personal and professional growth, and the like.

Assuming both organizations and offers are similar — and you would be equally happy working at either of them, then we suggest a very simple model of putting the offers side-by-side, comparing the details, and weighing the results.

18.I received a job offer from one company, but I really want to wait to see if I get an offer from my dream employer. What are my options?
You basically have two strategies you can enact — one for the company that made the offer and one for your dream employer.

For the company that made you the offer: As all job-seekers should do with any job offer, after thanking the employer for the job offer, request to get it in writing — and ask for enough time to review the details. Most employers will give you a few days, especially over a weekend.

For the dream employer: As soon as you have the offer from the first company, contact the hiring manager from the dream employer and provide an update, prefacing the news with something like, “I am not trying to change your process… it’s just that I know my expertise and experience are a great fit for you — and I know I can hit the ground running and get great results… but I have received a very attractive job offer from another organization and I only have so much time to give them an answer. Do you have any idea when you folks plan on making a decision?”

If it works out and the dream employer comes through with an offer — no harm, no foul. But do remember to still put the offers side-by-side to make sure the dream employer’s offer is what you really want. (See Salary FAQ #17).

If the dream employer will not budge, you have to make the decision whether to take the offer on the table or decline it and wait for the dream employer to complete its interviewing process. We strongly oppose taking the offer from the first employer on false pretenses, jumping ship to the dream employer if it eventually makes you an offer. (See Salary FAQ #15.)


19. What is the best strategy for job-seekers who want to negotiate salary? In other words, how do I successfully negotiate a better offer?
First a caveat: There is always some level of danger in an employer retracting its offer if it is offended by your negotiation tactics… so proceed carefully.

Most hiring managers typically make the strongest offer to job-seekers — after the long process of finding the ideal candidate, the goal is to hire that person.

That said, there are often items overlooked in the offer process that can be fixed through salary negotiation.

The key to successfully negotiating a better job offer is to carefully pick the one or two elements of the offer that you want to improve. Do not thank the employer for a great job offer and then present a 10-point counter-proposal that basically rips apart the original offer. (Amazingly, the job-seeker was stunned when the employer pulled the entire job offer.)

Here is where, again, the depth of your research will pay off for you. In making your case to the employer, focus on industry, professional, and local data. Showing an employer data that a person with your education, training, and years of experience should have a salary in a different range than the offer will go much farther than telling the employer you simply must have — or need — to have a higher salary.

Use any network contacts you have within the organization to also gain insights into its policies regarding salary and benefits. For example, we know one organization that starts ALL employees with two weeks of vacation for the first year, and then compensates for years of experience in the following year.

To summarize how best to negotiate a better offer:

Thank the employer for the offer
Use insider information to help you decide what to negotiate
Chose just a few items of the offer to negotiate
Use hard data to justify your request
Always be professional and courteous during the process.
How you negotiate is up to you — see the next Salary FAQ. 
20.Can I make a counter job offer by email, or do I have to do it in person or by phone?
Choose the method that is most comfortable to you.

Some people like negotiating over the phone or in person — usually these are the folks who are good talkers and enjoy negotiating.

Others do their negotiating in writing — feeling more comfortable negotiating with the written word.

Whichever method you choose, remember that the key to successful negotiation is to know what you want, prove that you deserve it, and ask for it professionally.

Final Thoughts on Salary Negotiation

The time to negotiate salary (and other parts of the job offer) is when you are in a position of greatest power — right after the job offer has been presented to you. Once you accept the offer, you cannot go back and ask the employer to make changes. Remember to enter your next job-search with the salary number you desire in your head — and your salary research completed.


Article By,

Dr. Randall S

Monday, 11 July 2016

4 Questions Successful People Always Ask Themselves





Wouldn’t it be fun to be an eccentric billionaire?

Riding your unicorn, the wind in your yacht, giving away tons of money for the powers of good (and maybe spending some of it on yourself?).

It could also be fun to be so successful that you have no major money or house worries, and every day you wake up to a job you love.

Either way, success smells good, doesn’t it? But how do you get there?

You can read the interwebs and find all sorts of interesting information on what successful people do in the morning, or how they structure their day, or even—wink—the questions that they ask themselves.

Why the focus on questions? Well, there are many schools of thought on this but if I can borrow from Appreciative Inquiry, one of the reasons that questions are so important is because “words create worlds.”

What that means is that the questions you choose to ask yourself have a direct impact on the world you create for yourself.

For instance: Hating your job and spending most of your time asking: “Ugh, how did I get here?” can lead to one type of action. A type that probably involves your couch, wine, and some potato chips.

Or, you could ask instead: “What interesting job should I pursue next?” That question might create some brainstorming, good feelings, and—gasp—forward momentum. You see where I’m going with this!

So, what if we could change your career trajectory and make you more successful just by changing your questions? Interesting, right?

Ready? Let’s do it!



1. What Does Success Mean to Just Me (and No One Else)?

You know the worst game in the world? Comparing yourself to others (and then immediately feeling bad).

Sometimes this game is called the “Facebook News Feed.”

For many people, the knee-jerk reaction to this question is “money” or “position” or something related to money or position.

But think deeper—what does success truly mean to you?

I played the “more money, more promotions” type of success card when I was a consultant, and it didn’t make me happy.

I then played the “I need to be as successful as all of these other major players in my business” card when I became a career coach, and that also did not make me happy. What made me happy and much (much!) more successful in my coaching was to ignore everyone else and define it on my own terms. Ironically, of course, doing this lead to more money and a better position.

Here’s what’s important: You are unique, wonderful, and special. What makes you happy and proud is different from what makes me happy and proud.

So before we go any further, let’s start with that: What does success mean to you—and no one else?



2. What’s One Small Thing I Can Do to Get Closer to This Definition of Success, Today?

You know what sucks? Running a marathon.

Seriously, running for hours on end at the crack of dawn? That seems like the least amount of fun you can have standing up.

But running a mile? Or two? And slowly easing into things? Now that sounds interesting. I could do that.

You see where I’m going with this example. Sure, you can say “I’m totally going to find my passion and change careers this week, yes!” and then immediately start to feel overwhelmed and lost.

Or, you could say, “I want to find a job that fills me with excitement and energy. I’m going to set aside an hour each week to do some research, read some books, and talk to people. I’m not going to worry about getting to passion this second, I’m just going to focus on making progress.”

I think it’s so much easier to be happy when you see progress—and when you see progress, you are usually inclined to keep going, leading to more success.

It’s like a circle of awesome.

So let’s focus on you: What’s one small thing you can do to get closer to this definition of success?



3. What Would the Best Version of Me Do in This Situation?

We’ve all been in situations that are no fun. A bad boss, not getting promoted, not getting the interview or the job, or just feeling like a gigantic pile of failure.

Sometimes, all you want to do is give up, hide, or scream in the bathroom.

You aren’t alone.

But doing that doesn’t make you happy, and it certainly doesn’t make you successful.

So, the next time you find yourself struggling with a person or situation, or paralyzed by your own career fears, take a deep breath and ask yourself: “What would the best version of me do in this situation? Seriously?”

And then do that.

Why? Because you are pretty smart—sometimes all you need is a reminder.



4. What Was the Good That Happened Today?

I’m not going to quote all of the science behind gratitude at you because I’m sure you’ve heard about it.

Instead I’ll quote this from Richard Branson: “Right now I’m just delighted to be alive and to have had a nice long bath.”

Taking time to appreciate the small wins, the little pleasures, and the progress you’ve made is important.

Ben Franklin used to ask himself “What good have I done today?”—which is another form of the question that I really like. But either way, take a moment to enjoy what you are creating and accomplishing and doing in your life!

Nothing breeds more success than remembering your success!


Yes, these are big (big!) questions and they’re a whole lot easier to skim, than to actually answer. But I can promise you that if you truly take the time to think about your response, you will end up happy and successful.

Sometimes your career success starts with knowing what you actually want to be when you grow up. Need some help with that? Here’s a fancy-pants free workbook designed to help you find work you love (with all the right questions!).

Author:  Christie Mims

Friday, 24 June 2016

Indian Job market 2016





India is in the second place in terms of population, It is a biggest selling market for the technical products and is always a growing economy boosting many businesses to root up their products.

Due to political stability since year 2014 it is observed that many international business are trying to set their camps here and providing opportunities to the local talent.

As per the report of Economics Times the Indian Job Market is on revival mode and since year 2014 the visible growth is observed in the hiring rates of IT, Banking , Finance, Insurance , Production and Manufacturing sectors.

As Randstand Stated last year 10 laks opportunities were awaiting for year 2015 now as per the report of DNA this year i.e. in the year 2016 the over 10 lakh new hiring and hepty hikes are expected.

So all the job seekers there.. be ready for the opportunities. Keep yourself up to date with respect to your domain,also learn relevant interview techniques. You can find various tips and guidance about job interview  in our blogs and social media pages.

As per the experts of Exalt Consulting rate of new job openings is increasing since last year. Most of the vacancies are getting gathered from IT , BFSI and Manufacturing Industries, while Healthcare, Pharma and  FMCG are  slowly picking up.



In case you are looking for the change you can consult our executive on +91-080-40689595 in office hours or send an inquiry to currentopenings@exaltconsulting.in with your updated resume or simply
Click here to submit the query.

For Latest openings visit: www.exaltjobs.com