Chain

Whenever we receive a requirement form any of our client, it is cascaded down to all in the team. The team is on the job immediately, shortlisting candidates from the data base. If need be, suitable candidates are head-hunted.

Once the shortlisting process is done, these candidates are validated for their suitability. Then those who are suitable are forwarded to the clients' HR team.

The team at JVS and the candidates whose profiles were forwarded wait anxiously for the feedback from the client. Unless the HR team at the Clients' receive the feedback form the HODs to whom they had forwarded the profiles, they cannot revert to us.

At times, the positions which were requisitioned get filled up "internally", "put on hold", "will be filled up by the head office". In these circumstances, the efforts that had gone in for validating and forwarding profiles go waste.

We source for such candidates on behalf of our clients, who are looking for interesting and challenging roles in their careers. We also check with them on their location preference. However, clients are more particular to hire local candidates.  At times, candidates refuse an opportunity because the work location is too far!!!

A candidate ultimately joining a client's organisation is like arranging a wedding between two partners!!!

Physically Challenged Offered Employment

Quite some time back I had posted in this blog about opportunities for the physically challenged. In fact, I had campaigned for this cause with a couple of our clients. Incidentally one of them has offered employment for 5 such candidates and they have joined yesterday. I am so happy. Hope there will be many more employers coming forward to assist us in this cause.

Newer tie - up

Please follow our tweets @jvsconsultants for our regular updates on our client requirements.

The Team - Who we are

V.Sridhar
Chief Consultant

Sridhar is a Post Diploma holder in Advanced Hospitality Management from the famous I.H.M, Mumbai. He has varied experience in the industry for about 2 decades both in India and overseas. He trained in the Taj group of hotels in Chennai and Mumbai and later on been associated with leading brands in India and abroad. His career gave him the opportunity to don different roles in the capacities of Executive Chef, HOD, Training Manager, team member on board luxury cruise lines in U.S.A, etc.,
He has been instrumental in establishing  close business links with leading hotel and restaurant chains since establishing in 2005, across India.

Deepa Sridhar
Senior Consultant

Deepa’s role in supporting Sridhar comes by virtue of her exposure to the hotel and recruitment businesses. She is a Hotel Management graduate with experience in leading hotel groups like the Oberois, The Narang group, etc. She has had a steady tenure with a leading recruitment firm in India for the Cruise Companies in the USA, Italy, etc. Leading a team of 4, she was instrumental in setting up the entire branch office in Chennai and overlooking the entire operation of South India.

Subsequent to the stint with the Cruise recruitment company, Deepa moved on to take up a challenging assignment in Dubai in a recruitment firm offering professional recruitment solution for all verticals. She had an international exposure there, which gives her an added advantage in handling and executing HR solutions more closely matching to the requirements of the clients, she deals with. She deals with our “diamond” clients and is responsible for handling all their requirements.

G.Sriram
Consultant


Sriram joined the team in 2010 upon his return from his assignment from Seoul. After graduating in Hotel Management, he has had exposure in leading hotel brands like Taj, G.R.T, Ashok and the last being in a speciality Indian restaurant in Seoul. He is responsible for all office administration and communication with the candidates.




Contact
JVS Consultants
New: 46, North road,
West CIT Nagar,
Chennai – 600 035.
Phone: 24338130
Mobile:  9380791 328
Mail – jvsconsultants05@gmail.com

Follow us on twitter for latest updates

Follow us on http://twitter.com/#!/jvsconsultants for our regular updates on current requirements.

Who decides?

There are a number of factors influencing the decision of a student on deciding what course he should be doing soon after his schooling. Most influencing factor is, what kind of job opportunity will the course offer? Some of the other factors include - will there be overseas opportunities, will the opportunity pay well, etc.

The sad part is that the student overlooks the fact whether the opportunity is going to suit him. While there are so many opportunities available, many are trapped in their "chosen" fields.

There was a time when hotel management was considered a good option after schooling for its immediate job opportunity and overseas options as well. As IT revolution hit the country, and with related industries opening up, the demand for the course went down. Slowly the standard of the students seeking admission for hotel management also went down. Many who do hotel management these days diversify soon after their course for various reasons.

There are hardly any HM graduates willing to take up entry level opportunities in the hotel industry. They like to compare themselves with their counterparts in other industries at managerial level right from beginning. While the salary structures in other industries are comparatively much higher, hotel industry is still  lagging behind in pay-outs to attract fresh candidates.

Differently Abled

Today I had a meeting with the top people of a trust who are in the activity of helping differently abled people make a living. We exchanged information on the capabilities of such people and the expectations our clients generally have for the candidates.

In fact, it came as a surprise that the govt., is supporting the cause of employing differently abled people by supporting 100% of their PF and ESI contributions for 3 years.

I am sure there could be various opportunities made available for the differently abled people to make a decent living. Some of the examples we discussed where they could fit in were in the positions of telephone operators, reservation assistants, purchase or stores assistants, Team members in operational departments in QSR chains, etc.

I was also told that they would remain more loyal than the other candidates in their jobs. This could also pave way for the corporates to offer their bit towards social upliftment.

A new decade begins

Once every 10years, we have the opportunity to say Happy New Decade...However, we always tend to only look at the past decade and prefer looking forward for the New Year.

The goals of the organisations are pretty clearly set - both long term and short term. It is more like a living being - only being more long term than the people who move in and out of it in course of time.

I was recently having a conversation with a friend on what makes certain organisations tick for a person, while others do not? It is very evident that as long as the values of the person match with those of the organisation he works for, they tend to get along well. This happens very rarely. So, the individual has to compromise to "fit-in" into the culture of the organisation. This is what some organisations call as flexible attitude.

We, at JVS, try to match the aspirations of the individuals with those of our clients by creating a common platform.

In this new decade, we aspire to match the aspirations of our candidates in finding their perfect career opportunity.