Sr. Recruiter

Job Revolution Recruitment Services Pvt. Ltd. is an ISO 9001 and 2008 certified company. We are expanding our team for Dehradun and Noida offices.
We are looking for MBA HR professional who can handle end to end recruitment for Pan India Level. Candidate must be having sound knowledge of recruitment with excellent communication skills.
Interested candidate send their resumes at or call at 9045011193

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Sr. Hybris Developer

Urgent requirement for Sr. Hybris Developer for 3 leading IT company. Working location will be Hyderabad. We have total 15 vacant position. Candidate must be having 5 Years of experience in Hybris.

share your cv at or call at 9045011193

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Junior Hybris Developer

We are hiring Junior Hybris Developer for leading IT company for Hyderabad location. Candidate must be having 5-6 years of total experience in IT and 2 to 3 years of experience in Hybris is a must. Salary is no bar for deserved candidates. There are 22 opening for the same profile. Kindly send your cv at or call at 9045011193

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Ways to enhance performance of recruiters in today’s scenario

Understanding current performance of Recruiter

Do you know which team member is finding the most new clients? Whose your strongest proactive recruiter making the most phone calls and adding the most candidates? Which star performer is filling the most vacancies and earning most money?

Finding and engaging passive candidates is becoming a bigger challenge for recruiters-

If the right candidates aren’t coming to you what do recruiters do? Where do recruiters go to find them? And how do they connect so they can convince them you have the opportunity that candidates didn’t even know they wanted?

We have to assess recruiters strengths, weaknesses and areas of improvement in order to remove troubles and attain business goals.

Data Support:  Tracking recruiters day to day activities and providing data through portals, social media websites, networking, so that they can attract more and more candidates for a particular vacancy.

Using software, e-recruitment, inclined recruiters to attain small goals and execute daily tasks, giving short term goals and inclined them with incentives will motivate recruiters to perform more effectively.

Time Management: A recruiter must become a master at time management, after all each job opening is a project that calls for strategy, sustained efforts and do it all as quickly and accurately as possible. Recruiters must be trained on time management, effective project planning and each job opening heads towards closing.

Improving Negotiation Skills: Focusing towards negotiation skills and convincing skills are two most important skills that a recruiter must hold, so if they are missing in a recruiter so training should be provided to overcome this weakness.

Planning and Prioritizing: Recruiters will have to plan and prioritize their tasks each and every day before starting them and move forward by proper planning, setting short terms targets and achieving them, allocating time frame for daily calling and spending time on social media for searching candidates or creating blueprint for tomorrow’s success.

Cost: We need to focus on daily cost of recruiting and searching candidates on portals and social media, so that we can minimize cost of recruiting by looking at exact profiles matching client requirements and fulfill their requirements before deadlines.

In all for improving recruiter’s performance take a look at their daily, weekly, and monthly plans, aligning them with attractive incentives and motivating them by appraising their performances once targets are achieved.


Article by –

Priyanka Sharma (Sr. Recruitment Executive)

Job Revolution


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Evolution of Recruitment Techniques

Recruitment is a process of attracting, selecting and placing the right candidate for the right job at the given time and economy. Nowadays, when talking about the different methods to find a job, no one would ignore the Internet. It is amazing how the Internet has taken over the world in less than 20 years. But how were the companies recruiting before that? How would they let people know about their job opportunities?

Personally, I did not get to know that good old time, as I first looked for a job in 2005, not that far from today (even though evolution made its work since then on the online recruitment industry). So, I had to ask some help on this History class! Thanks to give me a opportunity share in this post, you will get a better understanding of how things have changed, and how they have not.

The Old-age (Days of Emperors): when a baby was born, he/she was believed to be the soldier and was taught the arts of war to join the Army. This was said to be ‘Self Recruitment’. Later, there were protests against the emperors for farms/fields and for the right to sell the goods directly to the public for a better price. As they progressed, entrepreneurs started recruiting the labor. My point is rather to focus on work as we consider it today: willing people getting money to use their skills in order to reach their employers objectives.

Industrial Revolutions (1760>1840): With the rapid increase of industries across nations was the need for more manpower. But, the working conditions were uncertain like – child labor, less wages, poor-living conditions and long working hours. Workers started forming unions to protest against this which led to first & second revolutions resulting in urbanization, decreased child labor, better wage and benefits. This encouraged people to migrate to urban cities. Agencies played a major role planning and recruiting the manpower. This had led many small & mid-sized agencies to scale-up and look at recruitment as the future. Walk-ins, references and standing on the roads advertizing their skills written on boards were the primary job searching avenues; Agencies advertised jobs through bulletin boards, newspapers, announcements & flyers in public places, theaters, town halls, etc,.

Pre & post World Wars – (1914>1945>later): As the army was in the battle, many positions were open. Companies and the government approached the agencies to recruit manpower. Agencies began to advertise for members of society who were not called into military service.  Once the war ended, the agencies remained with the purpose of finding the returning war veterans (with their new skills) a job. Distributing the CV/resume (self-written, hire type-writers, take the help of agencies) was the new job searching avenue during this time. Agencies had ownership of candidates CVs’ written by them.

The management/storage of information was quite challenging as the agencies needed to store files and archives of masses of CVs, This problem was solved in 1983 (launch of MS Word) and with the rise of internet and technology between late 1980s and early 1990s.

Birth of Public agencies: First proposal to establish a public agency (“Office of Addresses and Encounters”) was in 1650 by Henry Robinson which was rejected by The British Parliament.

Since the beginning of the 20th century, every developed country has created a public recruitment agency as a way to combat unemployment and help people find work.

Birth of Private/for-profit agencies: The first private recruitment agency ‘Engineering Agency’ in the USA was formed by ‘Fred Winslow’ in 1893. It later became part of General Employment Enterprises who also owned Businessmen’s Clearing House (est. 1902). In 1906, Katharine Felton had started a recruitment agency as a response to the problems brought on by the San Francisco earthquake and fire.

Regulation of the Recruitment Agencies:  In 1919, International Labour Organization of US recommended for the abolition of fee-charging agencies.  After 14 years of discussions by the government and agency unions about this convention a bill was passed in 1933 that resulted in abolition of for-profit agencies if the agencies were not licensed and a fee scale was not agreed in advance. In most countries, agencies are regulated. Like, UK – Recruitment agencies Act 1973; Germany – Employee Hiring Law of 1972, etc. Recruiters began to work for the client as an increasing amount of corporate and expanding businesses began to outsource their hiring needs to recruitment agencies. With the larger size of the company and growing needs for mass consumption, the complexity of internal processes increased considerably, and the working processes started to get more specific: production, business development, management.

Until the late 1990’s, the best way to hire people that were not necessarily your daughter or your nephew was to post an announcement in the newspapers. Almost all the newspapers had a job section, or “job board”. At the time, companies had to pay for the surfaces of their announcements! So they were keeping it simple and straight. And no Google search engine to help you know more about the position or the company.

The Internet age > Today: When Internet started to get big, a lot of “job boards” made their apparition on the web. Many of them still exist today, and, created in 1999, is probably the best example of how the business has grown since then. In 2012, the company generated over a billion US dollars turnover. Thousands of online recruitment websites were born and died during the last 15 years, as it is a very competitive and aggressive market.

Just like the dating websites, some recruitment websites started to consider candidates and companies as parties looking for one another. It is actually the personal and professional social networks that made this evolution possible. By making less taboo the professional world (on LinkedIn, you can check the profile of your N+3, and even connect with her/him), people and companies have started accepting that online recruitment could be more than job boards, to become actual professional matching websites. And as innovations always come in grapes, such websites rapidly evolved to become smarter and closer to the actual needs and expectations of both companies and candidates. This last generation is called “affinity matching”. A sort of “Attractive World” for recruitment.

In 2000s, Web 1.0 and its sequel Web 2.0 have highly influenced recruitment industry by letting recruiters leverage Social Media. The concept of “Head-hunting” became ever popular while Mobile based recruitment was popping in the market. With several sources available and the need for niche talent, recruitment/sourcing has transformed from being a task to a Research Function. Agencies started forming exclusive sourcing teams and research functions. Today, web based self-branding has become a necessity that most of the applicants, recruiters and agencies have online presence. Be it LinkedIn, Facebook, Twitter, Google+, wordpress, etc. This is an ever-ending list. Few recruiters/candidates own blogs, websites, online portfolios/resumes making web/internet ‘One World Database’ and the trend of ‘Cloud Sourcing’. Although the rise of the internet, job portal & social networking has been seen as positive & improved the quality of a recruiter’s candidate search. Therefore in recent years, it has become a trend for recruitment agencies to differentiable themselves from their competitors using various tools, specialization & recruitment methods whereas in specific agency would have ownership of a single candidate CV written on a piece of paper.  This new technique includes sourcing the resumes/e-profiles of applicants from web (including but not limited to) search engines, social/professional portals, blogs, e-directories, etc – to keep it short, everywhere!

Throughout this Evolution, one aspect has remained the same – ‘Change is the trend’. We will see continued transformation in future as well, especially in methodical and technical approach of recruiters. Data analysis/intelligence is expected to be a critical area of focus for the recruiters/agencies. Agencies, recruiters, candidates/applicants have high visibility in the internet world. So, everyone should be unique & innovative to offer a competitive-edge. In addition to your processes, tools, methodologies – your willingness to change for better will help secure the position in the competition!!!


Recruitment is ever-changing, ever-challenging and ever-transforming industry.


Happy Recruiting!

Article by-

Neelam Kashyap (HR Assistant Manager)

Job Revolution



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Upcoming Recruitment trends in India

Upcoming Recruitment trends in India

Human resource is the most precious resource for any organization. Recruitment of right person on the board of a company is indispensable for success of the organization. Human resources solution providers consist of dedicated team of experts which provides its clients with workforce solutions like hiring right candidate (temporary and permanent nature) to streamline the human resource processes at the clients end. Staffing industry works in an increasingly dynamic business environment today and has seen utmost transition in recent years. It has emerged its status from only “replacing absentee workers” to become “strategic partner” for its clients by providing entire gamut of employment solutions like providing corporate training, pay-roll processing, recruitment process outsourcing, etc.

The staffing industry in India is highly fragmented and provides services in varied streams such as Finance, Sales, Engineering, Information Technology and Management. Recent developments on the economic front like opening up of various segments like retails, aviation, etc. for FDI is also a boost for the segment as this will lead to increase in hiring activity. Growth economics shown by India has also attracted large MNCs to set their foot in the nation and ride the growth tide.

The Indian recruitment industry is driven by a number of factors including the growth of key client industry, large conglomerates entering into new business domains, entry of multinational companies in the Indian markets among others. Indian economy has been growing at an attractive rate backed by growth in its key customer industries like IT, ITES, retail, banking, health care and hospitality among others.
Also the industry is characterized by the increasing trend of private equity transactions and a number of mergers and acquisitions. Also, a number of companies have started outsourcing their recruitment processes to third party recruiters.

The report gives an in-depth analysis of the Indian recruitment market with major focus on permanent and temporary recruitment segments. It assesses the key opportunities in the market and also outlines the factors that are and will be driving the growth of the industry. Further, key players of the industry have been profiled and growth of the industry has been predicted taking into consideration the previous growth patterns, the growth drivers and the current and future trends

With GDP growth rate being pegged at 5.5 per cent against 4.7 per cent during the last financial year, according to the mid-year economic analysis 2014-15, businesses across all sectors are expected to grow.  In addition, India enjoys the competitive advantage of demographic dividend which would, together with the hiring intensity, mark a new era of recruitment in the country.


We chart out some key trends that would define the job market:


Match-making: With an outlook on changing needs, and characterizing manpower as key to business growth, increased job opportunities and a reservoir of available talent pool, hiring would not be only about sourcing, interviewing candidates, and getting the vacancy filled. Instead, it would be increasingly about matching the requirements of a role to a candidate’s capability and vice versa. Organizations would be increasingly looking for a quality talent pool for their open positions and right kind of matchmaking would definitely hold the answers to business growth and expansion.

Outsourcing: It has already been observed in recent times that business leaders, including many CEOs, are driving the talent agenda. The recruitment industry and especially the recruitment process outsourcing (RPO) specialists are increasingly making use of social media and analytics to deliver both efficiency and experience. These two important factors would be the new favourites while looking for quality talent and strategizing to retain the talent. In the present socio-economic scenario, this model would be easily adapted beyond the mass hiring sectors to the niche hiring ones like core pharma, and public services. The RPO systems working on a strong technology platform have the capability to perform job-candidate matchmaking and deliver world class experience to all parties involved while simultaneously managing cost and time efficiencies.

Hiring through Social Media is going to get bigger and bigger: With 243.2 million internet users and 106 million active social media users among a total population of over 1200 million, the social media wave is yet to get into the heart of India. Talking of using social media for recruitment, this penetration has been equally low, especially when compared to the global markets (where more than 90 per cent recruiters consider social media as one of their major tools). However, given its numerous benefits and ease of usage, there would definitely be an increased focus on social media channels in 2015. While the penetration might not reach 90 per cent in this year itself, according to ISR 2015, the number of recruiters accepting social media as recruitment and sourcing channel will certainly double.

Technology adaptability: As increasing number of employers reach out to Tier II and Tier III cities to meet their hiring needs, increased usage of technology would not be a choice but a necessity. This would increase the adaptation of innovative tools like video interviewing, asynchronous interviewing and online assessments that not only will increase the efficiency of the hiring process by 50-60 per cent, but at the same time help in increasing the quality of hire.

Analytics: The business now expects HR leaders to be strategic partners. As the growth wave in business fires up the hiring engine of the organization, talent acquisition leaders are expected to have the armor of data. By using analytics, HR professionals would be ready to move from intuition-based decision making to data-driven decision making. A recent study by LinkedIn on global recruitment market shows that most organizations do not use data well in the space of talent acquisition. Though India, with 55 per cent score, is well above the global average of 24 per cent on how well analytics is used for talent acquisition process, this number would grow further as analytics enters more into workforce planning, workforce utilization, and simultaneously into untouched areas like sourcing.

Employee Referrals will grow in size and importance: Employee referrals will gain in importance with top global organization look at recruiting at least 50% of their new hires through employee referrals. The reason for the growing popularity of employee referrals will be more as a source of sourcing passive talent that would not otherwise be accessible to the organization.

Recruiting will increasingly rely on hard number based data to make decisions: As with all other business decisions, data will increasingly drive recruiting decisions as well as technology makes it possible to track the cost effectiveness and efficiency of different sourcing methods and techniques

Candidate experience: With everyone fighting the war to attract the best talent, it is only obvious that organizations are now focusing on delivering an unparalleled experience to candidates. Though a year ago this intent was limited to industries like IT/ITES, it will soon be adapted by others too. A good candidate experience is brilliant marketing for an organization and a bad hiring experience may cause the right applicant to turn down the job. Top talent has no desire to work in a disrespectful organization with leaders who simply don’t care about the recruiting process.

Online assessment: When you are operating in a country like India, which is on the verge of reaping the demographic dividend, frontline hiring becomes an integral part of the hiring mix. Conducting interviews is a mammoth task and does not deliver desired results. Online assessments are proving to be the best solution in such situations. Claiming to bring efficiencies in the range of 40-60 per cent, assessments are the new favorites amongst the industries like insurance, IT, BPO/ITES where frontline hiring forms a major pie of hiring mix. Many companies are working in a direction where interviews would be replaced by much more reliable online assessments.

Passive candidates will be targeted equally if not more than active candidates by employers: They have been attracting recruiters’ attention for quite some time now. And as increasing focus of organizations falls on “quality of talent” rather than time to fill or hiring manager’s satisfaction, this trend would grow further. There will be an upsurge in usage of tools like social media that encourage collaboration and help in engaging this set of job seekers. One can expect increasing number of organizations to have specific strategies for both active and passive jobseekers.

Passive Candidate Recruiting: India In Global Top 3

1.) Increase in Indian companies reaching out to passive candidates via proactive sourcing. India ranks 3rd (69%) compared to other countries in terms of hiring passive candidates.

2.) Companies in the US (83%) and China (72%) are most aggressively recruiting passive candidates.

3.) Globally, 75% of professionals consider themselves “passive” yet only 61% of companies consider recruiting passive talent.

Employer branding will be a key pull factor for candidates: In today’s world of talent wars, attracting candidates is considered as important as attracting customers. In such a scenario, recruiting will increasingly resemble a marketing function. Employer branding would gain more importance than ever. The near future will see employers across industries focus on building attractive employer brands, and using channels like social media and video marketing to reach the workforce apart from the traditional methods.


Recruitment on mobile phones: India is home to about 350 million unique mobile phone users that use this medium to surf the Internet. When talent spends such a large portion of their time on mobile, it makes sense for the recruiters to be there to attract their attention.  As per a recent LinkedIn report, there has been a 90 per cent increase in the number of mobile users who look out for job opportunities and 75 per cent increase in the users who apply for jobs through this medium. This would encourage a large number of employers to have mobile-optimized career sites and job postings.

The Future of Recruitment in coming years-

1.) Global recruiting leaders agree that social and professional networks are the most essential and long-lasting trend in recruiting. Indian firms consider utilising social and professional network as the most (39%) essential and long-lasting trend in recruiting for professional roles, followed by boosting referral programme (31%) and upgrading employer brand (27%).

2.) Candidate and job matching could reshape the recruiting industry – Improved candidate and job matching (personality fit, culture fit, etc) will the most (58%) important role in shaping the recruiting industry for the next five to 10 years.

The war for quality talent is bound to intensify in the coming decades, with more & more companies tapping to new innovative forms of sourcing candidates or exploring newer forms of talent pools available to bring on board. With the advent of social media platforms, leveraging social networks to hire candidates will be on the rise.

This will be applicable both for Indian companies, global companies as well as companies who are planning to set up captives in India.


Article by-

Ankita Gaur (HR Manager)

Job Revolution


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Diploma Engineer Trainee

We are hiring 250 diploma candidates for one of the leading electrical and electronic company for Una Himachal Pradesh.

Salary- 6500 and canteen+ transportation

Qualification – Diploma All Stream (except civil)

Interview will be on 27th October.

Candidate send your cv at or call at 9756771113

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Recruitment Firm: Relevance in Present Scenario

Nowadays, it has been found that some of corporate feels that in view of future scenario, the recruitment firms will no longer be required due to emergence of new tools and techniques with potential of replacing the present recruitment system in vogue.

We had two hr conversation with few senior HR professional working in top echelons on pertinent HR issues wherein lot of ideas and thoughts were discussed. Few of the ideas that came out after prolonged discussion are as follows:

  • It was brought out by an HR executive that on posting for job vacancy on internet more than 500 responses was received in next 24 hrs. With this kind of direct responses he was wondering as to how long the recruitment firms will continue to exist.

Suddenly my voice breaks the ice  as I brought to his notice that  the recruitment firms are not postal services and then I asked him as to with how many persons you communicated thereafter regarding the job, how many responses were potential candidatures and were you really able to close your position???

As expected, I found him with no answers to my queries and then very mildly he brought out that it is not humanly possible to communicate with 500 responses in a couple of days. I smiled and told him that in a country like India which has such abundant talent and workforce there are more than 10 million people who are actively looking for a job or a change/transition. Here in lies the actual employability of recruitment firms to separate the wheat from the chaff and provide best suitable candidate.


  • Now a day’s referral schemes are in culture for immediate hiring, which is so far good for entry and middle level hiring but once you are hiring for critical position it could be extremely harmful for the company in the long run.

I would strongly recommended utilising services of a recruitment firm (third party) to get independent candidate because I have undergone similar situation when such referrals creates overwhelming influence for people who refer them especially when the referee also has a direct or indirect role to play in the hiring decision due to various undercurrents in the organisation and at times can also be attributed to office politics.


  • As per the challenges and competition, companies have to concentrate on core competencies and must outsource non-core activities like recruitment. Recruitment firms not only have more competency but also have a wide experience base by making use of latest and upgraded tools and techniques with best practices to find “Right Man for Right Job”.


  • If companies start calling candidates directly, it might create negative impact on prospective candidates that this company is not so big and even if a selected candidate do not join the organization, he never tells the exact reason to company executives but with an consultant he shares his motive for not accepting the offer and provides truthful feedback which is crucial for any firm as it’s an improvement in process.


  • Recruitment agencies play a mediator role like scheduling the interview as per the company and candidate availability, strong negotiation with both etc. If salary negotiations take directly by company then neither candidate nor company want to initiate as none of them wants to give up first. This never let down the prestige of a company.


  • For urgent hiring, recruitment firm will able to provide prompt solution rather than your own team. As recruitment firm always come across such kind of opening and have strong database along with standby relevant candidates.


  • The recruitment agencies can only sustain in market if they are upgraded using best practices and have expertise in the same domain. So there is a continuous improvement in process but for company recruitment team they have other routine work at hand and a company will never earn from that team even it is an expenses for the company to upgrade them on latest technology.


  • A lot of talent attraction is aimed at attracting applicants, whether they are responding to an advert, applying on spec, or through your website. A lot of these people may not be good matches for the role hence a lot of time will be invested in filtering, assessing, matching and communicating with them. Using a recruitment agency should mean that you see only candidates – job seekers who have been pre-selected to match all the criteria that you are looking for and who are worthy of consideration and interview.


  • It is also find that 45% candidates are not always active in internet or they are quite busy and such candidates are hard to find. They may be passive or may be selective. If someone is not able to respond on advertisement doesn’t meant that they are not a talent pool.


Finding such kind of talent pool is very tricky which is made possible by employing recruitment agency as they have both macro and micro knowledge of market scenario and possess sound network built on trust and reputation amongst these potential candidates.

  Article by Shishir Mohan (Business Head)

 Job Revolution



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We are hiring for STOREKEEPR/ SCM EXECUTIVE for leading hospitality company for Chennai and Hyderabad location. Candidate must have 4-5 years of experience in hospitality sector. He should have sound knowledge and skills of inventory control and management.

Salary will be 20000 per month.

Interested folks can apply by sending their resume at or call at 8267071117

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