#Global recruitment service in india

[mahamayak]

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[metamatar]

It's interesting how Trivs argument seems to really just boil down to "the US's interests in Israel contradict their interests in Saudi so therefore social imperialism wrong" shocking that there's some sort of contradiction here if only there were some ideology that can reconcile actually existing contradictions

dont think u addressed the contradiction here. its a matter of balancing impacts. symmetric comparisons. so for onlookers, its that saudi arabia is fundamentally a state that can fund its military with oil if it really needed to. it lacks expertise atm, so it needs to buy a lot of equipment and training and its country doesn't have a real military culture to drive recruitment. that is always a much slimmer line of dependence than israel that relies on the us (a) for establishing its legitimacy globally for a state that is openly in violation of un rulings on territory and regularly condemned by the general council (b) for its service oriented high tech economy and (c) needs the us to continue a genocidal project of exterminating palestinians that is fundamental to the nature of israel itself: see the nakba and the clear alignment of the zionist project with the west from the beginning. saudi arabia's military interests are a lot more contigent and wahhabism can often be ideologically influenced by anti americanism - if not historically straight up influenced by the animating spirit of arab anti colonialism.

sure, israeli support sours relationships in the middle east to - this is pretty much why many observers think hamas chose to attack now - to sink normalization. but there was a path to normalization in the first place? pre oct 7, saudi arabia was unmoved by the existing nature of us arms support for israel. has egypt opened the rafah border crossing? nobody except the houthis has actually really allied themselves against israel materially. the costs of supporting israel to the us are not really meaningful, as long as arab populism can be crushed, even if palestinian support is all time high in civilian populations almost no big alliances have come from this.

the us always courts multiple parties in the region: both pakistan and india are in separate security alliances with us and as siva mentioned yday both have historically been courted by the us. it depends on who its claws can be sunk deeper into - in the 70s it was pakistan bc murdering bengalis was the animating project of the nation state that needed the money and was a bigger in.

[mileapo]

Mile & Apo: It takes two to triumph

IN THE GLITZY REALM OF entertainment, where talent often shines like a beacon, there occasionally emerges a pair of stars whose chemistry transcends the screen. Such is the case with Mile and Apo, two charismatic Thai actors whose TV show KinnPorsche has become a global sensation, watched by millions of viewers from Russia and India, to Poland and Peru.

The two have risen from relative obscurity to become the new ambassadors of Dior, mobbed by teenage girls when they arrived in Mumbai earlier this year to attend a Dior fashion show.

On the surface, the Thai series KinnPorsche seems to have thrown the rulebook of “How to make a hit TV show” out the window. It is a mafia story filled with surly men, bloody gang fights and epic shoot-outs – which, yes, is a mainstay of TV programming. But the radical twist is this: the two main characters are a mafia boss’ son (played by Mile) and his male bodyguard (played by Apo) who – surprise, surprise – fall in love with each other.

In the history of TV, there has never been a hit crime series centred on a gay plot. But when KinnPorsche debuted in April 2022 on Thai TV and global streaming service iQiyi, it almost instantly became the top trending title in neighbouring countries such as Singapore, Indonesia, Malaysia, Vietnam and the Philippines.

Soon after, it claimed Europe, finding particular popularity in Poland, Turkey, Italy and France. Then it stormed its way into North and South America, where it was a top trending topic in the US, Mexico, Brazil, Argentina, Ecuador and Colombia.

No one – not even the cast and producers – thought the show would be this successful. It seems to have fed into some untapped market for female audiences who love action shows, but don’t care to see yet another threateningly perfect actress couple up with their fantasy man.

If you ask any fan what it is about the show that makes them sweat, swoon or quiver with delight, they’ll answer quite simply: Mile and Apo.

Double or nothing

At their photo shoot in Bangkok’s top restaurant Nusara, which overlooks the splendid temple complex Wat Pho, the models-turned-actors are in their element. They tailor their bodies and facial expressions instinctively for the camera, conveying a range of emotions, from sultry and mysterious to bright and playful. The slinky Dior suits, with their clean lines and minimal embellishments, don’t hurt either.

Mile (or Phakphum Romsaithong) and Apo (or Nattawin Wattanagitiphat) recently released their new film Man Suang in cinemas. It is a big-budget political thriller set during the 19th century reign of Rama III, replete with historically authentic sets and costumes.

Apo plays a traditional dancer who is recruited to spy in an elite club and uncover a plot to overthrow the order of the king. Finding a kindred spirit in the club’s taphon drummer (played by Mile), the two team up to stop the underground rebellion.

Speaking with the help of a translator, Mile, 31, explains: “We hope the movie reaches out to a wide audience. We wanted it to have both commercial and critical success, something that could show Thai history and culture to the world, but also be fun and entertaining enough to be a popcorn movie for the masses.”

Both actors note how T-pop (the shorthand for Thai popular entertainment) has been hyped as the next global sensation after K-pop and J-pop, following the massive success of Thai stars such as Lisa Manobal, Bright Vachirawit and Win Opas-iamkajorn.

“And it can happen,” says Apo, 29, also through a translator. “Thai people are very humble, gentle, hardworking and friendly. We can blend into any culture. If anything, Thailand has served as a melting pot for different cultures – just as Singapore has. Our culture can be easily embraced by the world.”

The duo believes that the global audience has transformed in recent times. “They’re now more welcoming of stories from different parts of the world, especially if those stories involve characters going on a journey to discover themselves and make themselves better, stronger, wiser and happier,” says Apo. “That’s why when I look for new projects these days, I look for the ones that carry the messages of self-actualisation.”

Mile concurs, adding: “I’ve always believed in ‘high risk, high return’. KinnPorsche was a risky proposition, because it took a mafia crime genre and placed it in the Boy Love category (a niche genre involving gay romance). But I believed in the project’s potential from the start – even if I never thought it’d become the cultural phenomenon that it is today. Its success has only strengthened my belief in ‘high risk, high return’.”

One-two punch

The road to success has been winding for both actors. Though born with the magnetic allure of leading men, they’ve had to work hard to secure roles over countless rivals, as strikingly handsome as they are. Having appeared in smaller parts before, it was the smash success of KinnPorsche – a show that almost didn’t get made because of funding issues – that catapulted them into not just the Thai limelight, but the global stratosphere.

Asked what Dior’s artistic director Kim Jones thinks of KinnPorsche, the duo laughs. Apo says: “We don’t know if he’s seen the show – we didn’t ask him. But we do know that our fans had been bombarding his Instagram account for a while, telling him about us, asking him to check us out, before he signed us up – well, at least that’s what he told us when we met him for the first time.”

“But for all you know, he could be binge-watching the series right now,” quips Mile, prompting another round of chuckles.

As the two men trade jokes in Thai, it’s clear that they share a genuine friendship. Their camaraderie is palpable, adding an extra layer of authenticity to their on-screen chemistry. Their behind-the-scenes antics and playful banter in candid posts have become fan fodder, launching thousands of TikTok videos and memes.

Mile says: “We’ve only become better friends in these past two-and-a-half years. We’ve become more synchronised, and our mindsets and energies are moving at the same pace. I can look at Apo and more or less understand what’s going on in his mind. We have small conflicts, of course – it’s normal among friends – but it’s usually something so minor, we can resolve it quickly.”

The best part of their friendship? Their shared love of dad jokes – that genre of silly, cheesy jokes with predictable punchlines that fathers supposedly love to tell their kids.

But Mile confesses: “I don’t tell dad jokes because I like them, to be honest. What I really, really want to tell are smart jokes, witty jokes… But I’m so bad at making jokes that they always come across as dad jokes, no matter how hard I try.”

Apo interjects: “Do you wanna hear a good dad joke?” Then, switching from Thai to halting English, he says slowly: “Hey you… watch where you walk… or you will… fall… into… my heart.”

[recruitment-10]

Unlocking Opportunities: Top 10 Recruitment Companies in India

In the dynamic landscape of India’s job market, the role of recruitment companies in India has become indispensable. These firms serve as catalysts, connecting talented individuals with organizations seeking their skills. Whether you’re a job seeker exploring new career avenues or an employer searching for the perfect fit, partnering with the right recruitment company can make all the difference. Here’s a curated list of the top 10 recruitment companies in India that are making waves in this industry;

Ananta Resource Management: In the bustling landscape of recruitment firms, Ananta shines as a beacon of excellence and reliability. With a commitment to delivering tailored solutions and fostering meaningful connections, Ananta Resource Management stands out as the premier choice for organizations seeking top-tier talent and job seekers aiming for their dream careers.

Website: https://www.anantaresource.com/

ABC Consultants: ABC Consultants, with over five decades of experience, stands as a beacon of reliability and expertise in the Indian recruitment sphere. Specializing in various sectors such as IT, FMCG, and healthcare, ABC Consultants offers end-to-end recruitment solutions tailored to meet your organizational needs.

Website: https://www.abcconsultants.in

Team Lease Services: Team Lease Services is synonymous with agility and efficiency in recruitment solutions. From temporary staffing to payroll management, Team Lease caters to diverse sectors, including manufacturing, retail, and ITES, providing a seamless recruitment experience.

Website: https://www.teamlease.com/

Randstad India: As a global leader in HR services, Randstad India brings its unparalleled expertise to the Indian market. With a strong foothold in sectors like IT, BFSI, and healthcare, Randstad offers comprehensive recruitment and workforce solutions.

Website: https://www.randstad.in/

Kelly Services India: Kelly Services India is renowned for its innovative workforce solutions and extensive network of clients and candidates. Offering recruitment, outsourcing, and consulting services, Kelly Services is a go-to partner for staffing needs across various industries.

Website: https://www.persolkelly.co.in/

Manpower Group India: Manpower Group India’s legacy of excellence spans the globe, offering holistic recruitment solutions and talent development services. With a focus on sectors ranging from IT to engineering, Manpower Group ensures seamless workforce management for its clients.

Website: https://www.manpowergroup.co.in/

Gi Group India: Gi Group India brings its global prowess in recruitment and HR services to the Indian market. Specializing in staffing solutions and recruitment process outsourcing, Gi Group caters to clients across various sectors with its tailored workforce management solutions.

Website: https://in.gigroup.com/

Adecco India: Adecco India, a stalwart in the staffing industry, offers end-to-end recruitment and HR consulting services. With a vast network and expertise across sectors, Adecco simplifies the hiring process, ensuring seamless workforce solutions for its clients.

Website: https://www.adecco.co.in/

Hudson Global: Hudson Global specializes in executive search and recruitment services, focusing on senior-level hiring needs across industries such as IT, BFSI, and healthcare. With its customized solutions, Hudson Global ensures the perfect match between talent and opportunity.

Website: https://www.hudsonrpo.com/

Naukri.com: Naukri.com, India’s leading online job portal, revolutionizes recruitment with its vast database and specialized hiring solutions. Serving as a bridge between employers and job seekers, Naukri.com offers unparalleled visibility And access to talent across diverse industries.

Website: https://www.naukri.com/

Conclusion

By leveraging the expertise and services of these top recruitment companies, you can unlock a world of opportunities, whether you’re a job seeker or an employer. With their comprehensive solutions and industry insights, these firms ensure that talent meets opportunity seamlessly, driving success and growth in India’s dynamic job market. Partner with them today to embark on a journey of innovation and excellence in recruitment.

[zvaigzdelasas]

In April 1950, Owen Lattimore, one of America’s most esteemed Sinologists, received a request for a copy of his brand new book, Pivot of Asia: Sinkiang and the Inner Asian Frontiers of China and Russia.

Such requests for Pivot of Asia—an insightful work on the history, culture, and economy of Xinjiang (Sinkiang), a province in Northwest China sharing a long land border with the Soviet Union—were probably not rare, but this one was different.

Postmarked from New Delhi, the letter was written by a group of three political refugees from Xinjiang. The authors of the letter asked not just for a copy of the book; more importantly, they wanted Lattimore and his “friends” in the American government to support Xinjiang in the wake of the Chinese revolution.

The names of the letter’s three signatories—Muhammad Amin Bughra, Isa Yusuf Alptekin, and Colonel Adam Sabri—would have been immediately familiar to Lattimore, an expert on China’s ethnic borderlands. Describing themselves as “Turkestanis,” the trio of Uyghur men had long served the Chinese Nationalist Government in Xinjiang.

When the Chinese Nationalist Army in Xinjiang capitulated in September 1949, the three men faced an uncertain future. Accompanied by some 600 other Uyghur politicians and family members, they fled the provincial capital, Urumqi, just days before troops of the Chinese Communist Party arrived.

Writing from India, Bughra, Alptekin, and Sabri styled themselves rather pitifully, telling Lattimore they were “bereft of all valuables” and “penniless.” Despite their material condition, the men remained committed to telling the world of Xinjiang’s plight under the repressive regime of the Chinese and Soviet communists. [...]

Lattimore, Bughra, Alptekin, and Sabri wanted material and financial support. Addressing the China-expert as an “Adviser to the State Department,” they asked for “[help] from you or your friends,” noting that in the midst of the difficult journey to India, they and their 600 followers had lost all worldly possessions. If they were to survive in India—let alone agitate for the independence of Xinjiang—the three men desperately needed some assistance.

Upon reading the letter, Lattimore did seek out money for Xinjiang…but not in the way Bughra, Alptekin, and Sabri had hoped. The request prompted Lattimore to try to recruit a language and area studies expert for Johns Hopkins or another university in the United States. He sent off letters to the Foreign Service Institute, the American Council of Learned Societies (ACLS), and the University of Pennsylvania, all asking for funds to recruit a Xinjiang specialist. [...]

At the time of Pivot’s publication and Lattimore’s fundraising effort, the United States Consulate in Urumqi had closed, a CIA operative named Douglas Mackiernan had been killed while evacuating from Chinese Central Asia, and the People’s Republic of China and the Soviet Union had inked a series of agreements to jointly develop Xinjiang.

All of this meant that the United States was denied access to Xinjiang, an important listening post in the Global Cold War. Lattimore probably feared that a knowledge gap about this “pivotal” region in Central Asian and Sino-Soviet affairs would develop among policymakers and policy analysts in Washington. So to prepare for after the Chinese revolution, Lattimore wanted the United States to have academics and educators familiar with the languages and locales of Xinjiang.

[aronarchy]

BEYOND TRAFFICKING AND SLAVERY

The anti-trafficking rehabilitation complex: commodity activism and slave-free goods

NGOs that provide alternative, low-wage employment for “rescued” sex workers market their goods as “slave free,” yet engage in the same exploitative labour relations that they claim to detest.

Elena Shih

19 August 2015

Yan was a sex worker in Beijing for over five years. Sex work offered greater autonomy and better income relative to the typical low-wage service sector jobs available to rural-to-urban migrants like her. She began working in a massage parlour at the age of 18, after migrating from a rural part of Fujian Province in southern China. As an employee, she provided massages in addition to different sexual services, receiving a monthly salary as well as commissions based on how many clients she saw. After a disagreement with her manager over owed wages, however, Yan grew frustrated with her job and was recruited to work at a Christian vocational training and rehabilitation programme for sex trafficking victims in China. Her recruitment occurred not through a formal raid operation, but through weekly volunteer street outreach conducted by an American non-governmental organisation working in Beijing. While Yan and most of her co-workers do not consider themselves victims of trafficking, the American (NGO) that employs them sees sex work to be inherently exploitative and thus indistinguishable from human trafficking.

In recent years, anti-trafficking NGOs have created a cottage industry of “victim repair” through vocational training as a form of rehabilitation. Numerous faith-based and secular NGOs—working in Thailand, Cambodia, Nepal, India, Mexico, Moldova, Uganda, and the US—focus on selling wares made by the women they employ to raise funds and awareness about human trafficking. They insist that wage labour can provide sex workers with an economic alternative to commercial sex, but often do not separate the wage they offer from other subjective requirements of what it means to be a “dignified” and “free” labourer in the global economy. Jewellery, tote bags, blankets, and placemats are among the many products sold online and at anti-trafficking conferences and fairs, such as the annual “Freedom and Fashion” show in Los Angeles that attracts thousands of consumers each year.

The success of these NGOs stems from their ability to erroneously market the cause of human trafficking as synonymous with “modern-day slavery.” While sex work done by women like Yan carries various risks, it is not a form of “slavery” as modern abolitionists and anti-trafficking advocates insist. Their ubiquitous use of the label, however, serves to obscure the labour relations of sex work with ethical and moral concerns about sex, migration, and commerce. In doing so, these advocates fail to recognise the systemic and legal dimensions separating human trafficking from historical forms of chattel slavery and unfree labour, and ignore how anti-trafficking activism itself is a byproduct of race, national, and gendered forms of power. There exists a fundamental inequality between anti-trafficking activists in the global north and those they wish to assist.

Yan’s NGO trains former sex workers to make jewellery, which is then sold under the “fair trade,” “ethically sourced,” and “slave-free” labels through the vibrant anti-trafficking movement in the United States. Employees earn 1,800 yuan ($295) per month, similar to other low-wage jobs in Beijing where the monthly minimum wage is 1,720 yuan ($265). For most of the women this represents only one-third to one-fifth of their previous monthly earnings as sex workers. Meanwhile, the pieces Yan designs and produces for the NGO sell for up to $70 apiece at anti-trafficking fairs in the US. The “victim of trafficking” label adds tremendous market value to such products even though it does nothing for her wages.

In addition to vocational training, NGOs rely heavily on moral rehabilitation to “repair the victim.” The NGO employing Yan requires workers to contractually agree to neither sell sex nor patronise their former entertainment establishments in the future. They are also required to live in mandatory shelter housing, have a nightly curfew, and are forbidden from receiving male visitors during the weekdays. There is also optional daily Bible study, but if they choose not to attend, they must work through the hour making jewellery. So everyone goes.

At a similar project in Bangkok, Thailand, workers are not required to live on site. Many hold part time jobs in other service industries so that they can make enough money to support their family on a minimum wage salary, which in Thailand is 300 baht per day ($10 a day). They work an array of low wage and unprotected positions, such as waitresses, nannies, cooks, house cleaners, etc. to make up the difference between their former wages as sex workers and their current wages as “rehabilitated victims of sex trafficking.” These workers choose to remain in these jobs as jewellery makers for a number of reasons. Several have converted to Christianity and enjoy working at a company that vibrantly integrates their faith alongside the workday. Others claim significant benefits to working for “foreigners” in China and Thailand. These include their social perception amongst family and peers as well as the material benefits—such as weekends and Christian holidays—that are not offered by the majority of low wage labour opportunities in Beijing and Bangkok. Those workers who have not converted to Christianity—the vast majority—generally see minimal differences in the labour relations of their new occupation, but this narrative of transformation and dignified work provides a convenient and satisfying fiction for activists and consumers of jewellery.

While some former sex workers consider such work desirable and the social conditions at minimum bearable, the imposed social and moral restrictions cause many others to leave the programmes. After working as a jewellery maker for three years, Yan decided to leave the NGO because she saw limited opportunities for upward mobility relative to the daily social restrictions of work. Once Yan returned to her hometown in Fujian Province, she found herself once again facing limited opportunities in low-wage service sector employment. She attempted to sell jewellery in local marketplaces, but quickly learned that she could not earn a living wage doing so. After three years of vocational training, she was left without a financially viable vocation, and chose to work a smattering of low wage occupations including restaurant work and in garment factories. Many others who leave vocational training programmes choose to return to sex work. However, many of these women go back to work with new emotional burdens. These are the result of years of mandatory life counselling and repentance therapy under vocational training, which drove home the message that sex work is immoral and sex workers are in need of repair.

Contradictory moralising

The forms of “rescue” and “victim rehabilitation” promoted by both of these NGOs often contradict their benevolent positions, because the labour requirements of such minimum wage work perpetuate the same forms of restriction and coercion that they associated with sex work. In practice, such contradictions have significant implications. Both organisations reject the applications of migrant workers who are victims of non-sexual labour exploitation, as rehabilitative labour jobs are available exclusively to former sex workers. This attends to the fact that one of the fundamental reasons why organisations focus on jewellery making is not because it’s a desired local craft or a viable vocation, but because it is a trade that is regarded as is feminine and feminising. As one activist boldly claimed while selling jewellery at a Southern California anti-trafficking fair, “jewellery making restores femininity to where femininity has been lost.”

The niche market around the products of former human trafficking victims—“buying for freedom,” as it is frequently marketed—is based on deceptively simplistic narratives created by the organisations that sell these products. In China, for example, the branding of slave-free products relies on the stereotype of innocent, young subordinate women forced into sex work to support their families. Likewise, in Thailand, Christian organisations demonise Buddhist and animist spiritual practices as those that subordinate women through deep-seated religious and cultural norms. These narratives work to gain sympathy and support for these NGOs, but rarely do these simplistic stories recognise the complex decision-making processes of women to willingly, or unwillingly, enter sex work.

The focus of anti-trafficking NGOs on moral re-education, labour training and the sale of their products does not increase the long-term economic prospects of former sex workers—it only generates income for NGOs and privileges the perspective of cosmopolitan global activists. Rather than rescue, sex workers have long asked for increased employer accountability, health and safety measures, and protections from police abuse. The focus on rehabilitation through labour, particularly when framed within the interests of human trafficking, has silenced these concerns and has resulted in increased surveillance, stigmatisation, and unwarranted and unwanted rescue from sex work.

The anti-trafficking rehabilitation complex and marketing of slave free goods is intentionally facile. It simplifies the realities of sex work as a means to obscure systemic questions about labour relations and labour rights across many different, low-wage working arrangements. It also avoids asking important questions regarding the power imbalance that exists between “victims” and their rescuers/employers, on one hand, and how that plays out regarding women’s rights over their bodies, labour, choice and agency on the other. In the global anti-trafficking marketplace, women’s global subordination is consistently reproduced under the benevolent guise of rescue and rehabilitative labour, and the promise that we can shop our way to dignity and freedom. 

A previous version of this article was published in the Winter 2014 issue of “Contexts.”

[theresearchblog]

Online Recruitment Platform Market Detailed Strategies, Competitive Landscaping and Developments for next 5 years

Latest released the research study on Global Online Recruitment Platform Market, offers a detailed overview of the factors influencing the global business scope. Online Recruitment Platform Market research report shows the latest market insights, current situation analysis with upcoming trends and breakdown of the products and services. The report provides key statistics on the market status, size, share, growth factors of the Online Recruitment Platform The study covers emerging player’s data, including: competitive landscape, sales, revenue and global market share of top manufacturers are LinkedIn (United States), Monster (United States), Indeed (United States), CareerBuilder (United States), Naukri.com (India), Seek Limited (Australia), Zhilian Zhaopin (China), DHI Group, Inc. (United States), SimplyHired, Inc. (United States), StepStone (Germany),

Free Sample Report + All Related Graphs & Charts @: https://www.advancemarketanalytics.com/sample-report/116557-global-online-recruitment-platform-market

Online Recruitment Platform Market Definition:

Online recruitment platform is also known as E-recruitment or an internet recruiting platform that allows businesses to use various internet-based solutions for online advertisement and job listing to hire the best candidate for the particular job role. In today’s time increasing use of internet and evolution of advanced technologies has made easier to scout candidates and conduct the interview. The platforms offer facilities for job seekers to upload their details and resumes online.

Market Drivers:

Increasing Use of Online Recruitment Platforms for Potential Talent Scouting Across the Globe

Increasing Use of the Internet and Advanced Technologies to Reach Bigger Audience

Market Opportunities:

High Adoption by the SMEs Due to Its Cost-effectiveness and Flexibility

Market Trend:

Development of Innovative Features in Online Recruitment Applications by the Providers

The Global Online Recruitment Platform Market segments and Market Data Break Down are illuminated below:

by Type (Permanent, Part-Time, Internship), Vertical (BFSI, IT & Telecom, Healthcare, Food & Beverages, Real Estate, Travelling & Hospitality, Media & Entertainment, Automotive, Others), Enterprise Size (Small & Medium Enterprises, Large Enterprises)

Region Included are: North America, Europe, Asia Pacific, Oceania, South America, Middle East & Africa

Country Level Break-Up: United States, Canada, Mexico, Brazil, Argentina, Colombia, Chile, South Africa, Nigeria, Tunisia, Morocco, Germany, United Kingdom (UK), the Netherlands, Spain, Italy, Belgium, Austria, Turkey, Russia, France, Poland, Israel, United Arab Emirates, Qatar, Saudi Arabia, China, Japan, Taiwan, South Korea, Singapore, India, Australia and New Zealand etc.

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Strategic Points Covered in Table of Content of Global Online Recruitment Platform Market:

Chapter 1: Introduction, market driving force product Objective of Study and Research Scope the Online Recruitment Platform market

Chapter 2: Exclusive Summary – the basic information of the Online Recruitment Platform Market.

Chapter 3: Displayingthe Market Dynamics- Drivers, Trends and Challenges of the Online Recruitment Platform

Chapter 4: Presenting the Online Recruitment Platform Market Factor Analysis Porters Five Forces, Supply/Value Chain, PESTEL analysis, Market Entropy, Patent/Trademark Analysis.

Chapter 5: Displaying market size by Type, End User and Region 2015-2020

Chapter 6: Evaluating the leading manufacturers of the Online Recruitment Platform market which consists of its Competitive Landscape, Peer Group Analysis, BCG Matrix & Company Profile

Chapter 7: To evaluate the market by segments, by countries and by manufacturers with revenue share and sales by key countries (2021-2026).

Chapter 8 & 9: Displaying the Appendix, Methodology and Data Source

Finally, Online Recruitment Platform Market is a valuable source of guidance for individuals and companies in decision framework.

Data Sources & Methodology The primary sources involves the industry experts from the Global Online Recruitment Platform Market including the management organizations, processing organizations, analytics service providers of the industry’s value chain. All primary sources were interviewed to gather and authenticate qualitative & quantitative information and determine the future prospects.

In the extensive primary research process undertaken for this study, the primary sources – Postal Surveys, telephone, Online & Face-to-Face Survey were considered to obtain and verify both qualitative and quantitative aspects of this research study. When it comes to secondary sources Company's Annual reports, press Releases, Websites, Investor Presentation, Conference Call transcripts, Webinar, Journals, Regulators, National Customs and Industry Associations were given primary weight-age.

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[risebird3]

RiseBird: Transforming Technical Hiring with Video Interview Service.

A groundbreaking solution has been developed in Bangalore, the epicenter of India's tech boom, to handle one of the most urgent problems facing businesses today: finding top-tier tech talent. Risebird, a Bengaluru-based video interview platform, is used by businesses for their tech jobs.Ready to revolutionize the way requirements are handled. Risebird is ushering in a new era of efficiency and effectiveness in the hiring process with an exclusive combination of "Hire Technical Interviewer" services and a pioneering "Interview-as-a-Service" platform that enables on-demand interviewing.

Hire Technical Interviewer Services:

Risebird's ability to provide highly qualified and specialized technical interviewers is one of the company's key selling points. Finding and evaluating the appropriate technical expertise can be a difficult task in today's tough job market. Risebird is aware of this difficulty and has built a pool of skilled technical interviewers who excel at assessing applicants from diverse backgrounds.

Whether you're looking for engineers, data scientists, software developers, or cybersecurity specialists, Risebird's technical interviewers are knowledgeable about the specifics of each position. They add sector-specific experience to your recruitment process, guaranteeing a thorough and accurate assessment of candidates. Not only does this free up valuable time for your internal teams, it also significantly increases the efficiency of the technical appointments you hire.

Interview-as-a-Service (IaaS):

“Interview-as-a-Service” offered by Risebird is revolutionizing the talent acquisition industry. Both recruiters and potential candidates can benefit from the intuitive and user-friendly experience provided by this state-of-the-art platform. Modern video technology is used to provide remote interviews that are just as intimate as in-person interviews.

Here's how it works: Recruiters can schedule interviews with candidates, who can choose from a variety of formats and role-specific interview questions. The Risebird platform manages all the details, including scheduling interviews and managing the recording and replay of videos. This not only streamlines the process, but also frees up recruiters to focus on what really matters – evaluating candidates' qualifications and potential.

On-demand Interview Services:

Risebird provides the flexibility that the current job market demands through its on-demand interviewing services. Risebird has you covered whether you need to fill a critical position immediately, have had an unexpected increase in hiring demands, or simply want to maintain a steady flow of talent. You can conduct interviews on your schedule and at the push of a button, avoiding hassles and ensuring a steady stream of qualified applicants.

The RiseBird Advantage:

Risebird offers an exclusive blend of know-how, cutting-edge technology and unique convenience features, ready to improve the effectiveness and success of your recruitment process. Here are some reasons why companies looking for technical skills prefer Risebird

Quality Control: By ensuring that only the most qualified applicants advance through your hiring process, our skilled interviewers reduce the chance of costly hiring errors.

Cost-Effective: Risebird's Interview-as-a-Service reduces your recruitment costs by removing the need for substantial travel and resource allocation.

Time Efficiency: Say goodbye to time-consuming logistics and scheduling hassles. The employment process is streamlined by Risebird, enabling you to make quick, data-driven decisions.

Global Reach: Risebird's platform makes it easy to conduct interviews with applicants from around the world, giving you access to a talent pool that isn't bound by location.

Flexible Scaling: Adjust the size of your recruitment initiative as needed to guarantee that you always have the best talent for your projects.

In conclusion,Risebird, a Bangalore-based video interview platform, offers a full range of services that is revolutionizing the way businesses approach tech hiring. Risebird gives companies the tools they need to empower strong technical teams more quickly and with better assurance. These tools include technical interviewer services, interviewing as a service, and on-demand interviewing capabilities. If you're ready to take your technical recruiting process to new heights, Risebird is your trusted partner on this journey.

[outsourcingstaff1]

The Impact of IT Staff Augmentation on Reducing Time-to-Market for Products and Services

Reducing time-to-market for products and services is crucial for staying competitive. One effective strategy that companies like iValuePlus are leveraging to achieve this goal is IT staff augmentation in collaboration with outsourcing partners. In this blog, we'll explore the impact of IT staff augmentation on time-to-market, particularly for businesses located outside India.

Understanding IT Staff Augmentation and Outsourcing Partners

Before we delve into the benefits, let's clarify the concepts of IT staff augmentation and outsourcing partners:

IT Staff Augmentation: IT staff augmentation involves hiring skilled professionals on a temporary basis to complement your in-house team. These professionals work under your direct supervision, providing specific expertise when and where it's needed.

Outsourcing Partners: Outsourcing partners are external service providers who handle specific functions or processes for your business. They can be located anywhere in the world, offering cost-effective solutions for various business needs.

The Impact of IT Staff Augmentation on Time-to-Market

1. Rapid Resource Scaling

In the ever-evolving IT landscape, having the right skills at the right time is crucial. IT staff augmentation allows iValuePlus to quickly scale its workforce up or down, ensuring that projects are adequately staffed, and resources are optimized for maximum efficiency.

2. Access to Specialized Expertise

Outsourcing partners often bring specialized skills and domain knowledge to the table. Collaborating with such partners empowers iValuePlus to access niche expertise that might not be readily available in-house, thereby accelerating project timelines.

3. Reduced Recruitment Time

Hiring full-time employees can be a time-consuming process, especially when looking for top-tier talent. IT staff augmentation circumvents this challenge by providing instant access to a pool of pre-screened professionals, thereby slashing recruitment timelines significantly.

4. Geographic Flexibility

By outsourcing specific tasks or projects, iValuePlus can tap into a global talent pool without the constraints of geographic location. This geographical flexibility ensures that the right talent is available 24/7, reducing project turnaround times.

Leveraging IT Staff Augmentation and Outsourcing Partners: A Case Study

Let's take a look at how iValuePlus utilized IT staff augmentation and outsourcing partners to reduce time-to-market for their latest software product.

Case Study: iValuePlus Streamlines Product Development

iValuePlus wanted to develop a cutting-edge software product for their clients outside India. However, they faced challenges in assembling a team with the necessary skills within their local talent pool. To overcome this hurdle, they partnered with an outsourcing company known for its expertise in software development.

Through IT staff augmentation, iValuePlus seamlessly integrated external developers into their existing team, ensuring a smooth workflow. This collaboration allowed them to harness specialized skills and accelerated the development process.

The result? iValuePlus launched their product ahead of schedule, gaining a competitive edge in the market and boosting their reputation for timely delivery.

Conclusion

In the global business landscape, reducing time-to-market is a game-changer, and IT staff augmentation in conjunction with outsourcing partners has proven to be a powerful strategy. By swiftly scaling resources, accessing specialized expertise, reducing recruitment time, and leveraging geographical flexibility, Contact iValuePlus and scale your business to deliver products and services promptly.

If your business operates outside India and aims to accelerate time-to-market, consider harnessing the potential of IT staff augmentation and outsourcing partners. It could be the key to staying ahead in a highly competitive world.

[coochiequeens]

Experts say this practice carries a heightened risk of maternal mortality. It is not widely available in the UK, with triple embryo transfers banned in all but exceptional circumstances.” Surrogacy exploits poor women.

Shanti Das, Simon Bowers and Malia Politzer

Sun 18 Dec 2022 03.00 EST

Women recruited by an international surrogacy agency to carry babies for wealthy clients are being asked to undergo “unethical” medical procedures that increase their risk of serious complications, an investigation suggests.

New Life Global claims to have brokered more than 7,000 cross-border deals between clients mostly based in the UK, western Europe and North America and surrogates in countries including Mexico, Colombia, India, Ukraine and Georgia.

Facebook adverts offer women the chance to earn life-changing money to be surrogates, while marketing says “commissioning parents” including same-sex couples and those struggling with fertility problems are “guaranteed” a baby.

But a joint investigation by international media outlets including the Observer, funded by the Pulitzer Center and coordinated by Finance Uncovered, has found evidence of ethically questionable and potentially illegal practice by the agency, which has a UK-registered firm and offices around the world. New Life denied the allegations, saying it has helped thousands of couples “achieve their goals” and operates in full compliance with local laws.

Analysis of marketing materials, contracts and other documents suggests the company has for years taken advantage of lax regulation in developing countries to offer controversial services to clients not available to them in their home countries.

Websites for several New Life branches, including those in Georgia and Ukraine, promote multi-embryo transfer, which involves two or three embryos being implanted into surrogates and increases the chance of twins or triplets being born.

Experts say this practice carries a heightened risk of maternal mortality. It is not widely available in the UK, with triple embryo transfers banned in all but exceptional circumstances.

New Life branches, including those in Asia, Mexico and Ukraine, which is currently closed due to the war, also allow or have recently allowed clients to select the sex of their baby. Clients might want to do this “to balance the gender in the family”, to prevent genetic disorders linked to a particular sex and to meet “cultural and social norms”, its website says.

While permitted in those New Life locations, sex selection for non-medical reasons is banned in Australia, Canada, the UK and other countries in Europe. The Human Fertilisation and Embryology Authority, which regulates fertility clinics in the UK, said it had no control over treatments offered abroad but described the findings as “extremely concerning”.

It said selecting the sex of a child for any reason other than preventing serious inherited illness was allowed in some countries but “strictly prohibited by UK law”, and that the offer to implant multi embryos was “deeply worrying”. “A multiple pregnancy increases the risk of stillbirth, neonatal death and disability. Risks to [the surrogate] include late miscarriage, high blood pressure, pre-eclampsia and haemorrhage,” it said. There is no suggestion the practices were offered in the UK.

Separate evidence suggests New Life may have flouted UK laws when brokering agreements linked to its London-registered entity, New Life Global Network LLP. While altruistic surrogacy is permitted in the UK, commercial surrogacy is banned, with those brokering or offering to negotiate surrogacy arrangements for profit risking a three-month prison sentence and unlimited fine.

New Life is registered in the UK and says on its website that it is headquartered in London. It is actively offering to “meet parents willing to discuss surrogacy/egg donation options” in the UK and has issued contracts bearing the name of its UK entity.

Three legal experts who reviewed New Life contracts said they believe the firm may have violated UK laws.

Dr Kirsty Horsey, an expert in surrogacy law at Kent University, said: “The terms of the agreement are: you will find me a surrogate and I will pay you money for it,” which she said appeared to be a “criminal activity on their part”. Professor Emily Jackson, an expert in medical law and ethics at the London School of Economics, said the documents looked “really concerning”, adding: “I would avoid this [agency] with a bargepole.”

Founded in 2008 by Georgian doctor Mariam Kukunashvili, New Life Global offers low-cost surrogacy to international clients, many of whom live in countries where surrogacy is illegal, prohibitively expensive or the number of surrogates is limited.

In the UK, commercial surrogacy is banned but altruistic surrogacy is permitted and surrogates can be paid reasonable expenses. An historic lack of surrogates has driven some to look abroad. In 2020-21, more than 300 applications for parental orders were made, around half of whichwere international surrogacy arrangements.

With “hundreds of employees” worldwide and at least 16 active websites advertising services in 10 languages, New Life is a major agency catering to the demand and boasts of a “world renowned reputation”.

The women it recruits as surrogates typically come from lower income countries where regulation is nonexistent or relaxed. The amount they can earn ranges but Facebook ads recruiting New Life surrogates in Colombia last year said they would receive $12,000.

Legal experts believe New Life’s decision to operate in “grey markets” where surrogacy is neither legal or illegal leaves both surrogates and commissioning parents exposed. In these countries surrogacy agreements are unlikely to be enforceable by law, they say. In the UK, all surrogacy agreements are legally unenforceable.

New Life has previously said lax regulation allows it to operate with more freedom. The website for its former Kenya branch, which has now been removed, said the absence of “strict criteria and legal restrictions” in the country allowed it to provide “the best possible service to our intended parents by adjusting to patient individual needs in a very flexible and comfortable manner”.

In an extreme example, its branch in Ukraine previously suggested babies born with disabilities could be legally abandoned at an orphanage if they were unwanted, telling potential customers from overseas that, in the event of their surrogate giving birth to a baby with an “anomaly”, they “have a right to leave the baby” at an orphanage. “In this case government dedicated office from government side undertakes the responsibility toward baby and no lawyer is needed for this,” an FAQ page told customers until 2015.

This weekend, New Life Global denied claims of unethical practice and said all its branches operate in jurisdictions where commercial surrogacy is legal. After being contacted for comment, the company removed a section on its Georgian website that said it recommended multiple embryo transfer. The site for its Ukraine branch continues to promote the procedure, telling clients that “generally, it is a good practice to transfer more than 1 embryos (2 or 3 ) at a time”.

David Bezhuashvili, the firm’s owner and husband of Mariam Kukunashvili, its founder, said the materials were out of date.

“The guideline for multiple embryo transfers has been changed ... and companies under New Life strictly follow the rules on one embryo transfer,” he said.

“We have assisted many people to overcome poverty and earn a living,” Bezhuashvili added. “We have made our worthy contribution to the cause of human importance.”

The company did not answer questions about its UK operations or the enforceability of contracts issued by its London registered company, which it said “acts as an international marketing and promotion tool” for affiliates around the world.

“Due to the limited functions of the company in respect of marketing and promotion, the ownership structure has been simplified by top management,” Bezhuashvili added. Financial statements filed by the company in October show it reported earning £343,000 in commission in 2021-22, more than double the year before.

The Department of Health said it was assessing evidence passed to it by the Observer and would refer it to relevant authorities if it appeared that UK laws on commercial surrogacy were being broken.“We encourage people considering surrogacy to remain in the UK, take independent legal advice and use recognised UK-based surrogacy organisations,” it said.

[mahamayak]

https://www.maatromhrsolution.com/hr-payroll-and-statutory-services/

https://www.maatromhrsolution.com/global-recruitment-services-in-india/

[vysystemsblogs]

Vy Systems is an accelerating global IT firm serving customers over 2 decades with Tech Consulting, Talent Sourcing, Software Training, IT Management Services and much more. https://vysystems.com/leadership-team/

[skilliq]

Python - IT Course for Your Career Growth

Python programming is the most promising job path in technology and business. Python job prospects are expanding rapidly on a global basis. Python is popular among large corporations due to its concise programming and quick readability. Python is an excellent tool for developing novel ideas. The number of candidates interested in Python is increasing on a daily basis.

What is Python Development?

Python is a high-level, object-oriented programming language used to create a wide range of desktop applications, systems, websites, and platforms. Although it is not the most extensively used language in the technology world, it is without a doubt the best choice for novices and learners.

Python Language Programming Scope:

Python is a multi-programming language since it includes all of the most recent programming features, such as C and C++. It is still the best language for swiftly developing applications.

AI and ML's preferred language

It includes a comprehensive collection of Library Tools.

A wide range of community services are available.

Better Code Readability Design

Python is a free and open programming language that enables multi-program paradigms.

Python collaborates with a wide range of programmes that specialise in machine language, the language of choice for artificial intelligence.

Python Career Opportunities

There are also numerous opportunities for newbies in the Python field. Python can help you advance your career if you approach it with the right perspective. You must have solid programming and problem-solving skills. Despite the fact that the Python course has a simple syntax, new pupils dislike it. It is straightforward to grasp, allowing newcomers to transition from another language to Python. Python programmers are in high demand in India.

Python language may pay between 3 and 5 lakhs a year for a fresher, and you can enroll in an advanced certification program in Python Development for a lucrative career.

Why Should You Choose SkillIQ for Python Training in Ahmedabad?

Choose SkillIQ for Python training and certification. SkillIQ, a professional IT training institute and incubator, provides information technology training to students, interns, new recruits, and others interested in pursuing careers in the IT business. They may improve their IT skills and perform well while working. Through internships and online training, we have designed professional training programmes for students and interns who have the necessary qualifications and real-world experience. The best and most experienced team of mentors from the actual world trains applicants using professional programmes and cutting-edge teaching methodologies.

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For detailed inquiry Contact us on: +91 7600 7800 67 / +91 7777-997-894 Email us at: info@skilliq.co.in

[mariacallous]

In a country understandably gripped by a feeling of autumnal doom, the 11th-hour cancellation of the latest burst of train strikes may look like a welcome outbreak of calm, and of tentative optimism. Though some sources whisper that the rail unions may be adjusting to the fact that the industry has very little money, the RMT’s Mick Lynch says the industrial action “has made the rail employers see sense”, implying concessions that have yet to become clear.

But from the perspective of the average passenger, even if the unions’ disputes with Network Rail and the train operating companies are somehow resolved, everyday life on the lines will still be a trial. The government, let us not forget, is on to its third transport secretary in not much more than six weeks, and the confounding mess now overseen by the freshly promoted Mark Harper almost defies description.

Besides the strikes, the most vivid example is the awful chaos currently gripping trains in the north of England and Scotland. Thanks to the train company Avanti West Coast, journeys between such cities as London, Manchester, Stoke-on-Trent, Birmingham and Glasgow have been cut back, only to be further plagued by cancellations, delays, overcrowding and grim customer service.

TransPennine Express (TPE) trains, which serve a huge range of towns and cities including Hull, Manchester, Glasgow and Sheffield, are in an even worse state of disarray. What both stories have in common is the involvement of FirstGroup, the multinational transport giant that claims to be in the business of “making travel smoother and life easier”. To an almost surreal extent, the current reality suggests the exact opposite: people peeing in Pringles tubes, lying on train floors and – particularly in the case of disabled travellers – enduring nightmarish experiences.

What is going on here? For a very long time, train companies have kept services running via drivers working on their official rest days and being paid overtime: a cheaper option, in the short term, than recruiting and training more staff. The result has been a precarious system kept running by goodwill – which, at Avanti and TPE, seems to have long since dwindled away. Rail experts say that the government has serially ignored FirstGroup’s failures, and carried on handing it fees and favours it simply doesn’t deserve. Tellingly, the Department for Transport’s solution to the west coast mainline’s meltdown has been to extend Avanti’s contract, a move that the train drivers’ union Aslef curtly sums up as “a slap in the face to passengers and staff”.

One thing is now clearer than ever. The recent history of Britain’s trains is much the same as that of the country itself: a hare-brained plunge into privatisation and crony capitalism, followed by endless underinvestment, chronic short-termism and that achingly familiar approach to industrial relations that regards partnership and consensus as suited only to wimps. Worse still, as with so many of the constituent parts of everyday British life, the pandemic delivered a shock from which the system shows no signs of any convincing recovery. The World Economic Forum now places the UK 29th in its global rankings for the quality of its railways, in between Kazakhstan and India. Compared with the rest of western Europe, what we now have to put up with is not just unacceptable. It is not normal.

In response to all these woes, the government has wriggled and writhed but not come up with anything that meets the scale of the railways’ problems. Two years ago, it began a shift away from so-called franchising arrangements with train companies to more straightforward contracts: instead of keeping revenue from tickets, the companies now get fixed fees and performance bonuses, and risk has largely been transferred to the state. On paper, that looks like a step in the right direction, but it might actually entail the worst of all worlds: trains still largely run by private firms on short contracts, which are therefore reluctant to invest for the long term; and a suddenly nervous Treasury eyeing a financially fragile railway system that it sees as yet another thing to cut.

In May 2021 the then transport secretary, Grant Shapps, announced a policy change centred on a new body called Great British Railways – which, it was said, would oversee “the backbone of a cleaner, more environmentally friendly and modern public transport system”. The plan is now nowhere to be seen. Last week’s apparent shelving of a new line connecting Hull, Leeds, Bradford and Liverpool arrives in the midst of other proposed improvements that are either uncertain or very late (a long-promised upgrade to lines used by TPE, for example, is only just beginning, after a decade-long delay). In that context, the government’s belligerent approach to the strikes – now seen in “minimum service levels” legislation aimed at weakening the impact of stoppages and curtailing basic employee rights – has just been a desperate distraction from a long record of torpor and inaction.

The only viable alternative is plain enough: the Labour party’s plan to renationalise the railways as train companies’ contracts expire (which would largely happen in the first term of the next government) and institute what the shadow transport secretary, Louise Haigh, calls “an integrated national system, with passengers as a proper priority, rather than shareholders, and long-term investment”. This sounds roughly like what we need, but make no mistake: given their dire and broken-down state, bringing the railways up to modern standards will take decades.

Last week, I travelled from my home in Somerset to the north-west. It used to be a simple enough journey, largely taken on a direct hourly service between Bristol and Manchester, which has now been cut to only two trains a day. This trip, by contrast, took the best part of six hours, and entailed three changes. Thanks to a cancellation of my final train owing to a “broken rail”, I spent a particularly joyous 45 minutes at Crewe – where, as the latest Avanti service arrived at the station, there came a striking announcement: “This train is very busy today. Customers with flexible tickets may want to travel on a different service for a more comfortable journey.” Where, you could only wonder, were these options of space and comparative luxury? Thanks to logic worthy of communist eastern Europe, the same incantation seemed to greet every Avanti train that stopped at the station.

On the platforms, there was a mood that seemed to mix fatalism with fury, as befuddled passengers asked for answers from staff who seemed to have no more clue than they did. The branch-line train I finally boarded was filthy, smelly – and, judging by its juddering motion and shabby decor, at least 30 years old. Here, once again, was the dullest, most everyday proof of failure on an unimaginable scale, and the evidence for a question we ought to be asking ourselves: if a 21st-century country cannot move its people from place to place, what kind of state is it in?

[rodegoode]

Sap Training London, Sap Fico, Sap Sd

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