YES GATEWAY – About this Program:

YES Gateway is a competitive program conceptualized and administered by YES PeopleTech Solutions Pvt. Ltd., for students pursuing studies in management (MBA). This program will provide opportunities to students to work on real time research projects in close guidance with experts from the corporate world.
A 45day competitive program to work on selected Industry specific projects.
Students will undergo a selection process to participate in the program.
Best two projects will be awarded a Certificate from YES PeopleTech Solutions and a Cash
prize of Rs.10,000/- each.

Intent and coverage:
YES Gateway is designed keeping mind the need of an effective, structured and a professional avenue for campus and industry collaboration. It provides opportunity to students in having a firsthand understanding of different industries at both Micro and Macro level.

Key Drivers:
This competitive program will have Professionalism, Transparency and High performance as the key drivers for every plan and action right from calling for nominations till the selection of winners.

Program Design:
YES Gateway is an annual event that will identify the suitable and interested students to perform macro and micro level industry specific research projects. This will be a 45day program and the top 2 best research reports across industries would be recognized and rewarded.

Instead of Astrological Signs, how about these .. What’s Your Business Sign?

1) MARKETING You are ambitious yet stupid. You chose a marketing degree to avoid having to study in college, concentrating instead on drinking and socializing which is pretty much what your job responsibilities are now. Least compatible with Sales.

2) SALES Laziest of all signs, often referred to as “marketing without a degree.” You are also self-centered and paranoid. Unless someone calls you and begs you to take their money, you like to avoid contact with customers so you can “concentrate on the big picture.” You seek admiration for your golf game throughout your life.

3) TECHNOLOGY Unable to control anything in your personal life, you are instead content to completely control everything that happens at your workplace. Often even YOU don’t understand what you are saying but who the hell can tell. It is written that Geeks shall inherit the Earth.

4) ENGINEERING One of only two signs that actually studied in school. It is said that engineers place ninety percent of all Personal Ads. You can be happy with yourself; your office is full of all the latest “ergodynamic” gadgets. However, we all know what is really causing your “carpal tunnel syndrome.”

5) ACCOUNTING The only other sign that studied in school. You are mostly immune from office politics. You are the most feared person in the organization; combined with your extreme organizational traits, the majority of rumors concerning you say that you are completely insane.

6) HUMAN RESOURCES Ironically, given your access to confidential information, you tend to be the biggest gossip within the organization. Possibly the only other person that does less work than marketing, you are unable to return any calls today because you have to get a haircut, have lunch AND then mail a letter.

7) MANAGEMENT/MIDDLE MANAGEMENT Catty, cutthroat, yet completely spineless, you are destined to remain at your current job for the rest of your life. Unable to make a single decision you tend to measure your worth by the number of meetings you can schedule for yourself. Best suited to marry other “Middle Managers” as everyone in your social circle is a “Middle Manager.”

8) SENIOR MANAGEMENT (See above – Same sign, different title)

9) CUSTOMER SERVICE Bright, cheery, positive, you are a fifty-cent cab ride from taking your own life. As children very few of you asked your parents for a little cubicle for your room and a headset so you could pretend to play “Customer Service.” Continually passed over for promotions, your best bet is to sleep with your manager.

10) CONSULTANT Lacking any specific knowledge, you use acronyms to avoid revealing your utter lack of experience. You have convinced yourself that your “skills” are in demand and that you could get a higher paying job with any other organization in a heartbeat. You will spend an eternity contemplating these career opportunities without ever taking direct action.

11) RECRUITER, “HEADHUNTER” As a “person” that profits from the success of others, most people who actually work for a living disdain you. Paid on commission and susceptible to alcoholism, your ulcers and frequent heart attacks correspond directly with fluctuations in the stock market.

12) PARTNER, PRESIDENT, CEO You are brilliant or lucky. Your inability to figure out complex systems such as the fax machine suggest the latter.

13) GOVERNMENT WORKER Paid to take days off. Government workers are genius inventors, like the invention of new Holidays. They usually suffer from deep depression or anxiety and usually commit serious crimes while on the job…Thus the term “GO POSTAL”



Getting Started

Many people find it difficult to approach a stranger or someone they know very little about and begin getting acquainted process. It’s easier to do this in some situations than others. Being in a class, working with someone, being in a club, being at a party or living in a dormitory or an apartment complex can put people in face-to-face contact on a regular basis. Many of these situations will provide the participants with an indirect way of getting acquainted. For instance, in a club, the participants get to know each other through mutual participation in a club activity.

Whatever the situation, one must still make that opening line, “hello” and following sentence. Often the opener is most helpful and effective when it is directed at something common in the situation the two of you are in. For instance, your opener might focus on a book that the other person you want to meet is carrying or something about them like an insignia on their clothes or the fact that you are both interested in the same club. Or you might focus on the fact that you have the same hobby or that you both know a mutual friend. Focusing on these elements common to both of you can be more effective than asking for the time or commenting about the weather. It is important, however, to get beyond them to a common topic of interest.

Moving Along

Attempt to avoid getting mired and trading vital statistics about one another, such as: “Are you married?”,”Do you have any children”, “How long have you lived in this town?” One good way of getting beyond this type of questioning is to ask open questions as opposed to closed or narrow questions. Open questions, in general, demand more than a one or two word answer. Notice how much more information is required to answer a more open question than a closed one. “What do you intend to do with your political science degree?” cannot be answered easily with a single word or two. “Tell me something about what you do,” requires a longer answer than, “Do you like your job?” The open question demands a longer response that gives you more information you can react to and develop conversations about.

Also attempt to ask questions specific to the person rather than general questions. It’s better to say, “I noticed that when we talked about the situation with the President in class today, that you seemed to have a lot to say. How did you develop such a strong opinion?” that to say, “People sure have strong ideas about politicians, don’t they?” Give people opportunities to share personal information and feeling by the nature of you questions. Similarly, share free and unsolicited information about yourself by expanding on an answer to what might have been a yes or no question. Give the person that’s trying to get to know you more than they are asking for, more than their questions demand, without ending up spending the whole time talking just about yourself. What you hope to accomplish by these tactics is that you might find some mutual areas of interest and things you might have in common with the other person.

If the person you want to get to know gives signs that they want to continue the conversation, then by all means continue it, but be attentive to cues of disinterest or hesitation. Don’t rush a relationship. If it does not seem to be developing smoothly at the moment, let it slide and return to it at a later time to reopen it. People get to know one another through a mutual process of self-disclosure that takes place over time. In this process, they share information about themselves, and, at different points of this sharing process, each decides whether they want to continue sharing to deepen their relationship. You or they might decide that you want to maintain a relationship at an acquaintance level or deepen it further into a friendship or even an intimate one. The process is a gradual one. It is important not to rush it and yet not neglect it either. It is best to convey to the person that you feel positive about the relationship if that is the way you feel about it. If you feel ambiguous about how the other person is responding to the relationship, it is best to give the person the benefit of the doubt about their interest and not to just assume they don’t want a relationship of any kind with you. Obviously, this sometimes feels risky.

Risks and Rewards

Getting to know someone does mean risk, because rejection is always possible. Rejection, however, is much less harmful if you are prepared to understand rejection as not meaning that you are disliked or unlikable. The reasons we usually reject opening a new relationship is not because someone is not likable. It is usually because we already have a social network or established body of friends who meet our needs or that we can’t see any mutuality of interest between ourselves and the new person. Making friends and developing a social network is a process of shaking out and identifying a group of people who are somewhat similar to you. This means that some of the new people you meet are not going to be like you and are not going to want to continue the relationship with you –nor you with them.  Some are not going to “fit” with you, as you are not going to “fit” with them. If you would look at your actual experiences, you would probably see that you are actually disliked by very few people. You might have been indifferent about a lot of people while really liking a relatively few. Rejection is a two way street; we all reject and we all accept. Even if a given relationship you attempt does not work out, you can learn a lot about people and yourself in the process of trying to make it work that might help you as you pursue new relationships.


Getting to know anther person is often difficult and doesn’t happen as quickly or as smoothly as we’d like. (However, once you have connected and developed a friendship, having someone with whom you can share interests and feelings can make all the effort worthwhile.) Just remember, however, that having a friendship is like growing a garden. Each needs attention and nurturing in order to produce the best results. You can’t expect much from a garden that you let go to weeds through lack of attention.  Different relationships may also need different levels of attention. Some may need an occasional “checking in,” while others need some daily attention. Know how much you are willing to invest in a friendship. Don’t promise more than you are willing to do and set limits when you are being asked for more than you are willing to give. Relationships built on a sense of guilt are difficult to maintain and generally aren’t a lot of fun. Try to build your relationships on things that you mutually enjoy.

A Final Note

A last thing to be reminded of, perhaps, is that everyone has trouble establishing relationships from time to time and that not even the most successful people are successful every time. However, nobody is successful unless they try.




Most recruiting professionals seem to have fallen into their career by chance, luck, or fate. You don’t often hear kids saying they want to grow up and be a recruiter. Recruiting also isn’t typically the first thing on the tip of your tongue when you’re thinking about a new career path. So where do recruiters come from? How are they made? Are some people just born to be recruiters?


There’s no doubt that recruiters are passionate about what they do. They love tracking down great talent and making placements. The satisfaction of a good match keeps them driving. You have to be in tune with the industry in order to survive in it. May be that’s not something you can learn or be taught.


So if you’re thinking about starting a career in recruiting, ask yourself if you already have the following traits… or if a friend of yours is thinking about getting into the industry for that matter, ask them if they have these traits that maybe you take for granted in yourself


Invest in Success: To be successful in recruiting, you don’t have to be hell-bent on “success,”. However, you do have to care very deeply about professional advancement and peoples’ careers. You have to be invested in candidates and companies, which means caring about job satisfaction, personal issues, and career advancement. This translates into your own work as well – recruiters have to always be expanding their knowledge-base and connections. Recruiters have to believe that jobs, work, and professional success matter deeply to people’s lives and they must believe in the possibility of improvement.


Self-starter: In recruiting, no-one’s going to stand over your shoulder or hold your hand while you make phone calls. Only the independent will prosper. It’s up to you to research the right candidates, make the calls, set up appointments, push the interview, etc. If you have anxiety over talking to strangers or thinking on your feet, recruiting might not be the industry for you.


Detective: Love a good mystery? Recruiters need to love detective work. The issue in recruiting is that it’s really not like fitting together puzzle pieces. You don’t know exactly what you are looking for. You have to be able to take a rough idea and then hunt it down – recruiters “get” the position, and then identify the match when they see it. It’s an odd skill set, really – you have to be comfortable with using inexact and changing clues to find people, that are also unpredictable and unreliable. You have to be comfortable with this imprecision, but more importantly, enjoy the hunt for something as elusive and changing as human talent.


Strong Communicator: Are you persuasive? Do you know how to say the right thing at the right time? Better yet – do you know how to listen? Recruiting is about finding the right candidate for the right job as we always know. Your decision making process will be largely guided by the questions you ask and the answers you receive.


Driven by results: Sales makes the world go ’round – or at least it needs to make your world go round if you want to stay motivated. If you get excited about the quality and quantity of your work, then recruiting might be a great career choice for you. While you can certainly teach someone to make sales or drive customer behavior, you can’t force them to love it – that’s a passion you need to have inside of you. Recruitment, whether corporate or consultancies, is large self-directed



While you can train a good recruiter to become a great recruiter, the initial building blocks need to be there for that person to cut it in recruiting for the long term. Without passion and an ambitious attitude, most people get frustrated with the job and give up. There’s a reason the industry has such a high turnover rate – fresh recruiters just don’t last. It takes a special and unique kind of person to succeed in recruiting.


If you’re in recruiting and love your job, be thankful that you found the profession or that the profession found you. If you’re thinking about getting into recruiting, do some soul searching before you dive in – recruiting isn’t for everybody, but for some people, it’s the only field that makes sense.



Best Regards




The Economic Times has proclaimed that the recruitment market is set to double in size in the next 5 years.

Recruitment today is driven by the numerous recruitment consultancies that recruit across industry verticals and that cater to specialist talent needs.

About 40% of management workforce finds their first job in recruitment and we all know for a fact that that recruitment on syllabus is covered for about 4%!!!! There evolves a question of scalability in the case of trainees.

The role of a recruiter at the Recruitment Consultancy is entirely different from a recruiter at an organization, recruiting for in-house manpower needs. While a typical recruitment cycle is like below,


It is not the same with a recruitment consultant. The process involves

This needs continuous accumulation of business intelligence, awareness of industry news, constant interaction with client and candidate. It also involves effective selling of organizations to the talent pool and the reverse. The amount of persuasion and perseverance employed by the recruiter on the right project at the right amount is what makes the role of a recruiter challenging like no other.

Today, we talk about talent pool decay. The job search engines are filled with job seekers who are caught in the vicious circle of quit-find-hike-quit. Any amount of search tends to yield the same sort of resumes again and again.

The TALENTED 20’s are not on these portals because, they are on their first / second jobs, proving their competence and so, quite passive on the job search. This dynamic, fresh talent is best fished out of where are they are found spending most of their time – ONLINE. A recruiter has to keep himself abreast of tools and tricks of recruitment as the market of job seekers evolve. What does it take to be this super recruiter is the million-dollar question we face today…?

The answer is LEARNING.

Success is not among those who are educated but, among those who

  • Learn,
  • Learn continuously and
  • Learn ahead of change!

What makes me happy by the end of a day is the fact that I have done a value addition to someone’s life / business. That is one of the perks of being in the LEARNING industry.



  • New Value Proposition: The Performance of HR Managers is now linked to profitability at an increasing number of companies.
  • Where HR meets Business :
      • Sends the HR manager out in the market with the sales team as part of its efforts to set up a shared service centre for HR.
    • MPHASIS’S :
      • Chief of HR is working on a project on business operations to streamline the processes and improve profitability.
      • It has asked its HR managers across delivery centres to better acquaint themselves with operational and commercial issues.
      • Has linked the KRAs of HR managers to value creation and Business Leadership goals.
      • Products has formed a separate HR team Headed by a general manager to drive productivity of sales force and create a future- ready sales organization.
    • HR-Business link in line with the new Wave of thinking on composite leadership.
  •  The trend is still many years to go before it becomes an Industry-wide phenomenon, seen taking shape mainly in MNCs.


Sport and cinema make a potent mix. Both give full play of life. So its common for filmmakers to put their storytelling skills into crafting exciting, edge-of-the-seat dramas about sporting icons and their inspirational feats.

1) Invictus (2009)

2) Raging Bull (1980)

3) Chariots of Fire (1981)

4) Lagaan (2001)

5) Rocky (1976)

6) The Hustler (1961)

7) Bend It like Beckham (2002)

8) Chak De India (2007)

9) The Wrestler (2008)

10) Beautiful Boxer (2004)

11) Hermano (2010)

12) Rudo y Cursi (2008)

13) Million Dollar Baby (2004)

14) The Damned United (2009)

15) The Fighter (2010)

16) Koni (1984)

17) Chennai 600028 (2007)

18) Cindrella Man (2005)

19) Iqbal (2005)

20) The Greatest Game Ever Played (2005)


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