Pleasure of Working with iPlace

Author- Sujata Koul/Sheena Kirkland


An incredible experience that has been the best so far! iPlace provides a rostrum where everyone can share their knowledge and experience to lead the company towards its goal. Although, having a prior experience working as an HR executive with an IT training institute, I consider this as my first professional experience in the true sense. I have learnt the actual meaning of professionalism here. iPlace has offered me more than what I could have yearned for in my professional life and that too in just less than a year. I am delighted to be a part of such an esteemed organization.

Recruiting for various clients from different domains and business sectors is not that easy when you do not have any prior exposure to this field. However, the training, support and guidance provided at iPlace makes one feel comfortable and perform their best. And this is what is highly commendable at iPlace. People have the quest to perform well and for that, management never lacks in providing all the needed space to the concerned employee. What do you think is the most important asset for any business to thrive? I believe it has to be the employees and in order to retain them trust plays an important role. At iPlace i sense and feel that trust!

You cannot learn everything by listening to or watching some one doing it. You have to implement things on your own and while doing so you are prone to make mistakes. I have made many mistakes at iPlace and that too on a very critical client. Still i was trusted by the management and provided with a chance to prove myself. At present, the status of that client is stable and finally we are out of the ‘danger zone’.

Progress comes with time and every one grows in an organization. At iPlace i have felt that change and today i find myself with a high level of confidence, maturity and of course self esteem. If we go by Maslow’s hierarchy of needs, at the bottom of the pyramid is physiological needs followed by safety at second level. At the third level is belongingness which is followed by self-esteem. At the fifth and top level of the pyramid is self-actualization. My experience here proves that iPlace is dedicated towards helping employees reach their individual goals. iPlace pushes each employee to find the top level of the pyramid by boosting their confidence.

What counts most is probably the money at the end of the day but let me assure you that iPlace makes it sure that justice is done to employees in this regard as well. I am contended and happy because what i carry along with me is truly precious. I have received an award which is undoubtedly a strong foundation for my career.


Winning the iPlace Mission Award

Author: Kaushal Sampath/Alex Kage


Let me start with introducing what iPlace Mission Award is all about. Like most companies iPlace has a yearly recognition of an employee in respect to the excellence in services by an individual. This award is not for an individual who has accomplished great success as per a designation or a position. This is award stands for the contribution made to the company in regards to performance, team building, mentoring, work ethics, partnership, work habits, timeliness, efficiency, dedication and the most important following the iPlace Mission statement.

What is the iPlace Mission statement?

The Mission of iPlace is to maximize the financial returns to: iPlace, Clients and employees through excellence in international recruiting.

Here are a few key parameters:

  • Integrity: We do what we say and do what is right.
  • Performance-based culture: We invest in our iPlace employees through performance-based incentives and training.
  • Respect: We treat everyone with dignity and welcome different perspectives.
  • Knowledge and creativity: We promote and support innovation, risk-taking, sharing ideas, and continuous learning.
  • Professionalism: We understand our client needs and the urgency of delivering on our commitments.
  • Partnership: We are true business partner and support win-win relationships based on sharing risks and rewards.

iPlace introduced this award in 2008. This award is the highest award to be achieved by any individual employee at iPlace. What makes this even more prestigious is the fact that the winner is nominated by fellow peers and not the management. In other words, this is an award by the employee for an employee. The nominees for this award are solely based on a vote out. Every individual employee votes for his/her most deserving peer and the person with the highest vote is shortlisted. In 2008, the employees of iPlace had nominated their top three contenders for this award. The final result was decided on a lottery picked by these three contenders.

What is the prize?

The most interesting part of this award is the prize. In 2008, iPlace decided to reward the winner a fully – paid vacation for 4days and 3 nights in a 5 star resort in Goa. Every year this prize gets bigger and bigger. The runners up also received gift vouchers as a token of appreciation in achieving this excellent mark by the iPlace management. For me, every individual standing on the podium for that prize is a winner, irrespective to who wins the lottery.

For me the prize wasn’t everything, it was all about the pride in getting nominated by your peers for this award. It was an honor for me to stand up there with the best at iPlace.

Cold Calling – The 4th Dimension of Recruiting

Author – Payal Paul/Amber Day


Cold calling is one of the most underutilized tools in recruiting. I have had success using cold calling techniques for recruiting and here I am just writing my thoughts and some pointers. In recruitment cold calling can be used as an important tool for name generation. It helps growing a recruiter’s network and getting the best candidates that are not found on the job portals. Cold calling is extremely effective if done the right way and targeted at passive candidates. The results from cold calling may vary and you can look at some very productive long term benefits.

There is a major advantage that a cold caller has, i.e. you can spend time going after the best of the best. The target ideally should be the superstar candidates, those elusive professionals who never go job hunting because the jobs always hunt them. These superstar placements are highly coveted by every recruiter because these candidates carry a lot of credibility to the recruiting company as well as to the clients.

When using cold calling as a tool, recruiters cannot directly use the techniques from sales there are a lot of subtle changes and it will work effectively only when supported by other recruiting methods.

Here are some quick pointers on the process of cold calling for recruiting:

  • Research: This is the most important aspect of cold calling for recruiting, the efforts invested in research will actually determine if you get reach your goal. Time spent on research should be the same or more than the actual time spent on the phone. Target candidates need to be identified first, either these candidates will come from the competitor companies or from using advanced internet research techniques. Research includes using different search engines, I am most comfortable with Google but when I tried Yahoo and Alta Vista I got different results. So do experiment with different search engines.
  • X-raying and Flip Searches: These techniques are perfect for target specific searches. Company websites are an excellent source of information for candidates. You can find names, email formats and entire directories in the websites. Specific department extensions are a good way to start cold calling. With a few names you can even research on websites like yellow pages, Dex online, etc. If you have the name of your target candidate you can look them up on social networking sites and contact them through these sites.
  • Preparation for the Call: First Impressions are the Most Lasting, and as recruiters we need to remember this as a rule of thumb. Once you’re talking to the candidate it’s the final call and there are no second chances, therefore it is crucial that you are at your very best with the candidates. You should sound as if you are speaking very causally but you should be very well prepared for every statement you make. The candidates’ questions and doubts should be anticipated and you should practice rebuttals for the objections that they could possibly have.
  • Phone Etiquette: Since you’re the person making the call without an invitation you need to be extremely polite and keep all the phone etiquettes in mind. There is always a thin line between being too aggressive and too passive; you want to sound assertive with the candidate on the phone. Detailed knowledge about the client and the job demonstrates thoroughness; not fumbling on the call demonstrates confidence to the candidate.
  • Scripting your Calls: At iPlace we follow a tried and tested method of scripting calls. This method has been very helpful to me personally because I find that every time I practice my script I always make changes to make it better. After your script is prepared you should practice it until it sounds like second nature to you. Your script should help you break the ice with the candidate and the script should be very interactive. The best sales people practice their scripts extensively and when they speak or they give their sales pitches they sound very natural. This is the goal for everyone working with a script.
  • Deal with Rejection: Such is the nature of cold calling, after preparing a lot and practicing your script with all the research you will still face numerable instances of rejection. It is a part and parcel of cold calling the best tip here is to take the rejection in your stride and move on to do the next call with more enthusiasm. (Easier said than done, I say!) But, knowing that you will face rejection a lot times helps you come to terms with it.
  • Network, Network and Network more: As a recruiter if a candidate says that he is not interested, that is not the end of the road for you. You can actually work on building a relationship with the candidate and adding him to your professional contacts. Keep in touch with the candidate and whenever they need a job or someone they know needs a job they will come looking for you. Now, this may not happen immediately but it surely will if you take the right steps. Always present the ‘what’s in it for me?’ side of the equation to the candidate.
  • Referrals:Everyone knows someone! As a recruiter your goal is to get introduced to everyone your candidate knows professionally. Ask for referrals on every call and don’t give up. Once you’ve built a relationship and the candidate trusts you more he will feel comfortable to you give you the contact information for other friends who you can recruit. Again the key here is keeping in touch with your candidates even though they may not be an immediate point of business.

The above mentioned tips have helped me considerably in my recruiting and cold calling efforts, please feel free to comment and add any more pointers that can be helpful for everyone.

iPlace Media Stars

The iPlace team is extremely creative and we see Sojwala and Aswathy who are the iPlace Media stars achieving the heights of creativity with their article. The article is titled – ‘Best Practices for Managing Offshore Recruiting Teams’.  This article has been very helpful to a lot of our clients and even the internal team in understanding how to work best with an offshore partner and the subtleties of offshore recruiting. Kudos to Sojwala and Aswathy!

Here is the link of the article, please be sure to read it and give us your valuable comments.

Tools to Get Effective Search Results from Google.

Author-Anusha Bhadauria / Carol Collins


Google – isn’t it an integral part of everyone’s life today? When we talk about searching something on the internet we use the term ‘Googling’. Personally I like Google a lot and I’m always learning new and cool tips to improve my searches on Google. There can be a number of reasons why we use only Google but overall it is the most popular search engine and ultimately the results matter. As we are very well know that best results can be generated by putting in the right keywords in the search. In addition to identification of keywords, there are different tools which can be used to refine and improve the search results. These tools help the search engine to understand exactly what we’re looking for in a better fashion, of course this helps Google give very specific results and the end result is that we’re all happy! I have learned these tools and techniques over a period of three and half years of experience in extensive internet research. I just wanted to share some quick key points that will definitely help you search with Google as well.

Starting with the basics:


:: OR operator can be used to connect different possibilities.

E.g. money OR currency, Web crawler will retrieve pages containing words either money or currency but both.


:: Similar to OR, AND can be used to connect all important keywords together.

E.g. money AND currency (money currency), Web crawler will retrieve pages containing BOTH the words money as well as currency. (There is no need to use AND in Google search engine, Google by default take space between the two words as AND.

“Quotation Marks”

:: The quotation marks helps in generating results with Exact phrases.

E.g. (1) “money making blogs”, the pages retrieved by Web crawlers will contain this exact phrase.

E.g. (2) If we put word manage, the spider will bring results which include words -manage, managing, management, manager etc. But if we put word “manage” with Quotation mark, result will include the word MANAGE only.

Subtraction Mark (-) and Addition Mark (+)

:: Subtraction mark will make sure that the word following the “-” is not included in the search results.

E.g. money -cash, Web crawler will come up with pages containing money and without the word cash.

:: Similarly, Addition Mark will make sure that the search pages contains only the word followed by the “+” and not the plural or any tenses or synonyms.

Tilde/ Swung Dash (~)

:: Tilde helps in getting results with synonyms of the word followed by it.

E.g. ~resume, Web crawler will bring up pages with the words – resume, CV, bio data, curriculum vitae etc.


:: Define helps in getting the definition related to a particular word.

E.g. define:management. Spider will bring the results which contain definition of management.

Asterisk (*)

:: With Asterisk sign between two words, Web crawlers will come up with results where these two words are separated by one or more words.

E.g. money*currency, results will include pages where the words money and currency are separated by one or more words.

With operators mentioned above, Google also supports “Calculator Operators”

Subtraction (-)

:: 100 – 60

Addition (+)

:: 100 + 60

Multiplication (*)

:: 50 * 100

Division (/)

:: 100 / 2

Percentage (%) of

:: 50% of 500

Raise to the power of (^)

:: 3 ^ 5

Try it out, and compare the results. Use Google Cheat Sheet

My blogs:;

iPlace Team Photos

LinkedIn Tips and Tricks

Author – Sophia Simonlinkedin_070927_msI wanted to share my experience and some quick LinkedIn tips with everyone in my first blog post. It all started when I was new to recruiting in the nuclear industry sector. My biggest challenge was in finding candidates for expatriate assignments. I immediately started scourging the job boards and turning them upside down for the right candidates for my highly specific jobs. To add a cherry on the cake, the skills criteria for candidates were rigid and after a lot of futile attempts and frustration, I finally decided to go about this the right way. I had to come up with an ideal strategy and get over the job boards once and for all. My strategy involved some heavy duty passive sourcing.

The first networking tool which I thought of was LinkedIn. LinkedIn is my favorite networking tool right since I started recruiting and I always added a lot of professionals from various industry sectors to my LinkedIn network. But, when I started searching for experts within the nuclear industry; I wasn’t getting results that I could boast of. The main reason for this lack of success was that I didn’t have nuclear industry professionals in my LinkedIn network. Without further ado I had to start adding the who’s who of the nuclear industry in my LinkedIn connections. Where to start was the question? I sent out add requests to a whole lot of Nuclear professionals. But, I had a fear of rejection from candidates because this would drastically affect my cherished LinkedIn account. I did not want to take any chances. But, giving up was not the solution. So I had to be smart with LinkedIn. In my quest for nuclear industry expat candidates I found some really cool ways to work LinkedIn  which continue to help me tremendously.

Here are my special LinkedIn tips:

  • Send requests to all the candidates that you speak with right after you hang up. The candidates are more likely to add a recruiter that they have just spoken to rather than a stranger who approaches them on LinkedIn. Once the request is accepted it opens new doors of opportunity to connect with that particular candidate’s network.
  • Join groups where candidates with specific skills sets or a niche industry sector will have discussions on LinkedIn. Being a member of that group, the recruiter can send messages which go to everyone in the group. I had sent some messages giving a short introduction to the jobs and benefits for my client. The results were amazing and within a week I had over 150 contacts in the nuclear industry. Obviously I was thrilled and this worked! Many professionals even sent requests asking me to add them voluntarily. I guess being at the right place and at the right time means something on the internet too. J.
  • An excellent method of reaching out to people is to start a discussion in any of the groups by using links on the internet about that particular technology to bag responses from the professionals. Professionals will comment to posts and can be directly added to your LinkedIn connections. Another cool thing to do with discussion groups is to post job adverts in and hope for a placement from one of the solid responses.
  • Ask intelligent, technology specific questions to the people in your LinkedIn connections list. These questions are generally related to their industry, they can be found on the internet with a little bit of research or by staying abreast of the news, views and reviews in that technology specific sector.
  • Request for references or referrals by drafting very effective emails and send it to all the connections. The candidates forward the emails with job details to other people in their network and the job gets a wide publicity. A lot of the professionals in the candidates’ network will respond to the recruiters out of curiosity to know more about the job, client, salary, benefits, etc.

These techniques are simple to follow and I am still adding to the list. I will definitely share with everyone once I have some more cool LinkedIn tips. Before you start adding connections to your LinkedIn account please remember to have a very descriptive and concrete LinkedIn profile, the professionals will choose to network with someone who comes across as extremely credible. We will also discuss steps to create a great LinkedIn profile in the upcoming posts. Happy reading and happy networking!