Blog

Job opening for #WomenInTech #DiversityHiring #FemaleLeadersInTech

It’s easy to say now is not a great time to be a woman in tech. Women are still in the minority. They hold only 24% of computer science jobs, down from 37% in 1995, and occupy roughly 11% of executive positions in Silicon Valley. Gender ratios are as low as 1 female to every 4 male engineers in top tech companies like Google.

And things aren’t looking up – especially when women receive lower salary offers than men for the same job at the same company 63% of the time and their earnings are on average 29% less.

It’s not all bad news, though. All female support networks and networking sites dedicated to providing platforms for women in tech have sprung up in both the virtual and physical world, and it’s this outpouring of support and a dedication to profiling role models in the sector which can drive the change needed to increase female participation.TOP FEMALE INFLUENCERS IN TECH

YouTube has increased the number of female employees there from 24% to 30% from 2014 Over that same time period, the number of women working at Google has grown by just 1% to 31%. In the last 12 months, Facebook, Apple, eBay, and Microsoft hired 1% more women. LinkedIn increased their female staff by 3%. Google’s gender ratio stayed the same.

Female tech leaders of the world’s most powerful women are in strong positions to start to turn things around in the tech world.

Forbe’s Top 18 Most Powerful Women In Tech

  1. Sheryl Sandberg, COO, Facebook
  2. Susan Wojcicki, CEO, YouTube
  3. Ginni Rometty, CEO, IBM
  4. Meg Whitman, CEO, HP
  5. Angela Ahrendts, Senior VP, Apple
  6. Safra Catz, Co-CEO, Oracle
  7. Ruth Porat, CFO, Alphabet
  8. Lucy Peng, Executive Chair, Alibaba
  9. Amy Hood, CFO, Microsoft
  10. Jean Liu, President, Didi Chuxing
  11. Roshni Nadar Malhotra, CEO, HCL Technologies
  12. Gwynne Shotwell, COO, SpaceX
  13. Solina Cahu Hoi Shuen, Director, Li Ka Shing Foundation
  14. Lam Wai Ying, Chair, Biel Crystal
  15. Mary Meeker, Partner, Kleiner Perkins Caufield & Byers
  16. Jenny Lee, Managing Partner, GGV Capital
  17. Kirsten Green, Founder, Forerunner Ventures
  18. Belinda Johnson, Chief of Business Affairs, Airbnb

Inspiring right!?!

Looking forward to Connecting with #WomenForceInTech, 10+ years experienced SAP Professional In India.

“Technical Product Manager” OR “Project Manager” OR “Lead Architect” OR “Solution Architect” OR “Technical Architect” OR “Lead Developer”

With any of the below SAP modules,

SAP BASIS Administration, S/4 Hana Accounting OR EM Logistics General, SAP Business Suite on HAN, SAP BODS, SAP HCM ( on-premise HCM, Payroll & Legal Reporting), SAP Hybris Commerce, SAP MDM, SAP SD Sales Order Management, SAP SuccessFactors Integrations, SAP-Retail.

Share your interest with me,

Direct: +91-80-66560177; Email: krishnaprasad.prasanna@careernet.co.in

No hard feelings, Boys!

No hard feelings, Boys! Share your “She inspired me” Stories to me, let the world know, and

Feel free to refer your friends and colleagues.

Stay Fabulous and Keep inspiring!

Respect,

Krishna

Content Source/Inspiration-
influence.onalytica.com,
www.dailyworth.com,
www.forbes.com

RECRUITMENT MARKET RESEARCH ON ARTIFICIAL INTELLIGENCE

RECRUITMENT MARKET RESEARCH ON ARTIFICIAL INTELLIGENCE

images

OBJECTIVES OF THE STUDY
● To define, describe, and forecast the artificial intelligence (AI) market segmented
on the basis of technology, offering, end-user industry, and geography
● To provide insights on the market size, in terms of value, for various segments
with regard to three main factors –
○ AI professional’s Anatomy.
○ Major Contributors (Company list),
○ Recruitment insights

Click the link below for the detailed report:

RECRUITMENT MARKET RESEARCH ON ARTIFICIAL INTELLIGENCE -Report

Break the box- Sourcing strategies

 

Out of the box,  Break the box. Sourcing strategies

More than finding a right candidate, it is difficult to attract a right candidate to a company.

Talent attraction will be eased by having a pleasant environment, encouraging team and recognition factors.

Below are some of the break-the-box attraction strategies, By publishing these strategies through proper channels, companies can get social in the market and will set a new trend, which will make the talents to turn heads.

Attractive Interview modes:

  1. Competition based Interviews (Coding / Puzzles/ Fuzzy logic)
  2. Interview on a playground- Invite candidates to a playground and test. Trust me, it’s fun!

Set hurdles or obstacle course, problem-solving & team building activities. Make them compete on an Obstacle course against time and play with the employees and other candidates.

  • We can see their agility, energy, confidence, determination, quick reactions and problem-solving attributes
  • It’s not only about the winner, We can hire candidates based on their attitude like positive mindset, “not giving up today” attitude, team engagement, team coordination
  • And, we will be able to set a highly energetic and competitive team

Add on advantages:

  1. Gadget upgrade – Give an exchange on laptop/ mobile/ electronics / smartwatch.
  2. TaskGenie: Tell us your wish.Ask the employee’s, for their wishes or dreams. Consider and help them for making a dream come true. Example, Road trip, yacht sailing, luxury car ride, Help an NGO foundation
  3. Win-a-Trip to the moon or just pick your spot in the world
  4. Cross Studio: Master a tongue or tech or art (Learn a new language or technology or arts)

For stress buster:

  1. Provide an exclusive bar/club/pub membership
  2. Throw In-house parties
  3. Motivate them to get in shape, So they win an awesome gift.
  • Have an in-house trainer and Coach who will help the candidate in the gym, diet and physical routine
  • Motivate employees to work out regularly and compete in physical exercise
  • Do a minute seconds plank before the meeting

Out of the box hiring method:

Influence/provoke candidate’s spouse or a family member and they will take care of the all other formalities. With a correct pitch, they will motivate and influence them to join our company. Promise candidate’s spouse that

  • Your better half will reach home by an hour earlier than his regular time and can have a good quality family time
  • No business calls, once he is away
  • He will get a hike to pay 2-3 installments/bills/ EMI in advance
  • Annual foreign tours with family
  • If he get’s in shape after joining the company, he can win an awesome prize
  • Monthly film outing + Shopping & dining voucher for the family
  • Loan facilities & referral (gold) bonus

 

PLEASE LET ME KNOW YOUR  VIEW, THOUGHTS, AND SUGGESTIONS.

Write me: tom.krishna2@gmail.com