Posts Tagged 'jobs'

Ariem Technologies – My Journey So Far and Job Openings

People have been asking me how my new job has been, so far? It is about time too. It’s been more than 2 months since I joined Ariem Technologies (thanks to Sateesh Andra, who introduced me to Ariem).

Before I go on and talk about what I do, let me take a moment to talk about what Ariem does.

We believe in simplifying access to information for the masses. Our first product is for the education segment and specifically, targeted at the teachers to help them reach the internet and create audio/visual content in a very simple way and deliver it in the classroom using our gadget. This truly helps bridge the digital divide between the teachers and the students. The simple appreciation, I’ve seen over the past few weeks in the eyes of the students for their teachers when they show them audio/visual content created by themselves, is testimony to the power it delivers to the teachers. And as far as the teachers are concerned, it is so simple to use and intuitive that they don’t feel that they are using something very complex.

Ok, now back to what I’ve been up to. We are trying to enter the school segment with a solution that on one end can be termed as affordable technology and on the other, is simple and extremely effective in delivering what a teacher would want to do in 90% cases – that is use audio/visual content to enhance the learning process in a classroom. We are developing several channels to convey our message and we’ve been approaching the schools directly, attending expos and conferences, maintaining a digital presence to spread the word. I’ve worked on creating the marketing collateral and the digital presence (the website is still work in progress, so if anyone wants to talk to us about it, I’m all ears!!!) and directly approaching the schools with our solution. Will keep posting more…as we go along.

In the meanwhile, we are looking to hire people – telemarketing, sales executives and trainers.

So, if you are a fresher or have some BPO/KPO/Admin role experience and want to work for an exciting startup, please do write to me for the telemarketing role.

For the sales role, we are looking for candidates who are passionate about making their career in the education industry and have had any kind of previous sales experience (FMCG, Insurance etc..). Again, if working for a startup excites you, do write to me.

For the training role, we are looking for current/ex-teachers who are passionate about training as a career. 

These roles will be based out of Bangalore, India. You can reach me here or send an email at jobs@ariemtech.com. Looking forward to hearing from interested folks.

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Job Postings and Inadequacy

Most job postings I come across look too good to be true. The requirements make the ideal person seem like a the job requires you to be a “versatile demi-god” with excellent communication, good team player, leader, many years of domain expertise, no travel compunctions, no work hour issues (read as work 24×7) and the list doesn’t end here…

This is the easy way to go about the process, put all the tangible and intangible best case requirements for the role in a piece of paper and hope to get a good fit on as many dimensions as possible. But, is there a better way to recruit without intimidating the worthy? I’ve seen some companies going to the other extreme, put out the company details and the basic minimum requirements and then trust the weeding process to bring out the best fit. Both these cases, when the job posting seems too good to be true and when the base case requirements are put out, the company can get inundated with tons of resumes and the weeding process cannot be efficient, to say the least.

 So, is there a more effective way? I was wondering if inbound marketing has a good answer to this. I’m referring to the process, where the company can use digital medium to communicate its stratgey, role requirements, a couple of interviews with people on the job (something real and tangible for the applicants). This will not only weed out the “not-so-fit” resumes, it will encourage the “best fits” to apply, n confident in the knowledge that there is a chance. It does force the company to do more work than usual for a job posting, but, seriously I don’t want to just see the postings that say- how great the company is and how great everybody is but rather how real the opportunity is and how excited (or not?) someone should be about it.

How about reaching out to potential recruits based on their activities in and around social media? How about creating the competitions where they can showcase what they can do? Some companies do it, most don’t. What do you think? Effective recruitment techniques, anyone? How do you get your job requirements across without overdoing it or underplaying it? Has anyone have success stories of recruiting via social media?


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