1 "TAKE NO AS A QUESTION ": JOBS
Showing posts with label JOBS. Show all posts
Showing posts with label JOBS. Show all posts

Monday 15 September 2014

How Xiaomi prices its high-end phones at low prices: a short lesson in the Economics of Pricing

How Xiaomi prices its high-end phones at low prices: a short lesson in the Economics of Pricing


On June 6, 2010,  eight partners came together to co-found a software startup that would create a new custom ROM based on Android. The startup wanted to create an easy-to-use interface that could provide added functionality to Android. The strong team was led by a CEO who had had successful exits in the past. Lei Jun who founded Joyo.com in 2000, which was later acquired by Amazon in 2004, also held positions at Kingsoft, leading the company to its IPO on the Hong Kong stock exchange.
Jun launched the startup’s firmware, called MIUI, in August, 2010 and soon realized that his company had to build hardware to go with the MIUI experience. The first handset was launched in August next year – the Mi One, a top spec phone with a great price way ahead of its time. Since then a lot many things have changed for Xiaomi. For one, the 4-year-old ‘startup’ has beaten Samsung to become the largest smartphone maker in the largest handset market of the world – China.
In the second quarter of 2014, Xiaomi shipped more than 15 million of its devices, compared to 13.2 million of Samsung. The firm that terms itself a ‘mobile internet company’ rather than a ‘handset manufacturer’, shipped 18.7 million devices in 2013 and is already on its way to an ambitious target of 60 million devices this year. Within four years of its inception, Xiaomi has gone from being a startup to a $10 billion upstart and has every smartphone-maker in its cross-hairs, as it keeps undercutting on price and sells high-end specs at low prices.
Xiaomi Pricing strategy



But how does Xiaomi do it? Is it losing money on every device it sells? Or does it have an innovative strategy of its own?

The pricing conundrum and a wee bit of Economics

Pricing is probably one of the most difficult parameters to optimize, for any company. It’d seem simple enough – just sell the product for more than what it costs. But price is determined by several other factors like branding, positioning, marketing, and many times more important than most – psychology.
For example, if you want to price your products at a premium, the product needs to have a unique positioning, in terms of USP of the product or a never-before-seen innovation. You can then employ the WTMWB pricing strategy – What The Market Will Bear, and try to sell at premium prices as fast as possible before the competition get s on to your USP and tries to undercut you. This strategy works best with ‘Early Adopters’ as these are the set of people who are not very price-sensitive and look to get their hands on new, innovative technologies.
The GPMT strategy in pricing
GPMT or Gross Profit Margin Target is what the companies usually look at when trying to set prices. In simple terms, it is the gross profit margin that they need to pay back their expenses and generate positive net income and cash flow.
Mathematically, GPMT = (Price of the product – Cost of the goods and services being sold) / Price of the product
In a typical, manufacturer-distributor-retailer model, the manufacturer aims for a GPMT of 50%, that is it wants to sell the product at twice the cost price. The latter two look at a GPM of 10-15% and 30-50% respectively.
By now it should be easy to understand that when you are buying a product, you are paying not just for the cost of the material, manpower etc involved in it, but also the profit margin (quite obvious) and the costs incurred in marketing, brand positioning and advertising.
A typical smartphone maker puts its products on shelves of thousands of its retail stores across geographies which incur staff, real-estate and maintenance costs. This of course on top of the extravagant spending that goes into grabbing the eyeballs of customers, advertisements – print, digital, banners, hoardings, TV ads etc.
Now imagine a manufacturer that takes out several parts from the above equation. It doesn’t believe in traditional advertising, shuns the concept of retail stores and chains and decided to do all its selling online. Don’t you see how that would lead to a significant amount of reduction in the ‘Cost price’? Well, among several other things, this is exactly what Xiaomi does.
Hugo barra quote

The Pricing strategy employed by Xiaomi

To start off with Xiaomi sells its products online only, through ecommerce. This ensures that it doesn’t have to worry about the costs of warehousing and distribution.
“We are an e-commerce company. We live on the internet. We are selling exclusively through e-commerce. And the price there can be much lower, because the price on e-commerce is essentially fulfillment and shipping cost,” explains Hugo Barra, VP Global, Xiaomi while exclusively speaking with YourStory.
Xiaomi also shuns traditional models of advertising and depends solely on Social Media marketing and word-of-mouth.
“We don’t invest in traditional marketing. We live on the social media which is a lot less expensive to us,” adds Barra.
Apart from this, Xiaomi cuts cost at every stage. It sources components itself and deals with these sellers with a different strategy. Xiaomi also bets on ‘Moore’s Law’. Unlike other bigger players who discontinue their models after 6-8 months in the market, Xiaomi sells it products for upto 18-20 months after launch. This means that, in accordance with Moore, the price of the individual components have gone down while the price of the phone remains constant throughout.
But the most important thing to note is that Xiaomi is a ‘mobile internet company’. It is looking to make money, not on its hardware, but by selling apps, games and special Android themes and Internet services on top of its custom MIUI – a pricing strategy very well-adopted by the e-commerce behemoth Amazon.
In the past too, many Chinese handset players have entered the market with low-priced phones. But with low prices tagged along the low quality as well, giving the Chinese market a bad name. Xiaomi and Barra set the tone right by bringing high-end quality with affordable prices.

On the Chinese market and being called the ‘Apple of China’

Xiaomi has been time and again called the ‘Apple of China’. The fact that Lei Jun launches the phone in typical Steve Jobs-esque manner and attire doesn’t help refute the cause. But ask anyone from the Xiaomi team on their comparison with Apple and they will start off with their admiration for the Cupertino-based phone maker.
“Apple is one of the most extraordinary that the world has ever seen, and will continue to be for a long time. On that account one would say that being compared to Apple is a great thing,” Barra starts off.
Barra goes on to differentiate Xiaomi, though.
The reality is that we are a lot more and a different kind of company. You could say that Xiaomi is like bits and pieces of Google, and Apple, and Amazon. We have the Software engineering horsepower of a Google, the design ambitions of an Apple and the e-commerce platform and customer service focus of an Amazon.
Barra believes that the smartphone industry from China has already left a significant legacy over the last couple of years. Talking about products from China, Barra mentions Oppo, OnePlusOne and Huawei who have come out with world-class products.
“Looking at these products no one can say that they are less interesting or less appealing than products coming out of Korea, Japan or the US,” he summarizes.
‘Apple of China’ or not, one thing is for sure that Xiaomi has made significant strides into whichever markets it has entered in a relatively short period of just four years.
















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How to interpret what your recruiter means

How to interpret what your recruiter means

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It is not just the candidates who are found wanting on the honesty quotient. Often, it is the recruiters too. Their motivations, though, are vastly different. Recruiters, like most of us, dislike having to say ‘No’ or ‘You are rejected’ to eager job seekers. Struggling against tight deadlines, they don’t have the time or the motivation to keep everyone updated. By decoding recruiter speak, you can reduce uncertainty and respond appropriately.
STAGE 1: CONNECTING
“Consider you for future vacancies”
When a recruiter says that there is no suitable vacancy, he means it. He adds your resume to the database and forgets you along with the hundred others who apply. When a vacancy turns up, he finds you in the database and also looks for candidates from other sources.
RESPONSE: Can you help the recruiter by referring suitable candidates for the current assignment? Keep track of news about your target firm and remain connected with the recruiter through professional networking sites to seize opportunities quickly.
“Salary depends on interview and experience”
The recruiter has little say on your salary since he is merely a facilitator. However, salary bands are usually fixed and the recruiter believes that you are in the target range and may accept an offer after negotiation.
RESPONSE: If you have rigid salary expectations, make it clear at the beginning. Better still, avoid salary discussions till you have had a chance to sell yourself to the hiring manager. Meanwhile, conduct thorough research on standard salaries for that position.
“Got your reference from somebody”
Some recruiters may lie if they believe that candidates are more open when told that they have been referred by someone instead of being told that they are found through a job portal, networking site or a company page.
RESPONSE: This does not affect your chances of getting the job. If it is a concern, clean up your online profiles.
“We have a great working culture”
This is standard marketing speak. Neither the recruiter nor you can accurately evaluate this.
RESPONSE: Ignore what the recruiter says. Ask around in the industry to find out whether the attrition rates are lower than industry averages, thus indicating a contented bunch of people at work.
STAGE 2 DELAYING “Interviews are still on”
This is usually true, but can mean different things. Either the firm will wait till all shortlisted people are interviewed, or they are not completely sure about any candidate, including you. They would like to search some more.
RESPONSE: This is an excellent time to share additional relevant information with the recruiter like your latest sales breakthrough or the employee of the quarter award you received. Also, ask if there are any specific concerns regarding you and address them.
“Awaiting a reply from the hirer”
Sometimes another candidate has been selected and they are negotiating to see if he will accept the offer. If their first choice drops out of the race, you may be in the reckoning as their second or third choice.
Keep your job search on while you wait for the cards to play out. If you get an alternate offer, let your recruiter know that you have a deadline and will move on.RESPONSE: Keep your job search on while you wait for the cards to play out. If you get an alternate offer, let your recruiter know that you have a deadline and will move on.
“Position is on hold”
Sometimes employers figure out that there is a budget constraint or that there is no urgency to fill a vacancy. At other times, this simply means that you were not selected for the position and the recruiter is extremely uncomfortable in conveying the bad news to you.
RESPONSE: In either case, you are unlikely to make any headway. Let the recruiter know that you will be interested if it opens up again.
STAGE 3 DISCONNECTING
“You will hear from us”
This is usually followed by a complete silence from the recruiter’s end. This could simply mean that the employer is having trouble deciding on the best candidate. On many occasions, a recruiter turns silent when you are no longer in the reckoning for the role.
RESPONSE: Follow up with a call to the recruiter. Ask if he can share a deadline for the decision to be made. If not, follow up subsequently on e-mail to signal your interest in the role.
“The job description has changed”
For new and untested roles, employers often learn a lot during the interview process and thus make mid-course changes to the job profile. At other times, employers are not happy with the candidates they speak to and tweak the profile to attract a fresh set of applicants.
RESPONSE: You have not been selected for the role that was available when you applied. Indicate your availability in case the role comes up again; continue with your job search.
“We filled it internally”
This may be true or may indicate that someone else was selected. This statement is the nicest way for the recruiter to close communication and avoid unpleasantness.
RESPONSE : Thank the recruiter for the clarity and carry on with your job search.


















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Five campus hiring miscommunications

Five campus hiring miscommunications

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“Location preferences will be noted”

You will be asked to fill a form with your top three location preferences. However, you will be staffed only where there is a business requirement. Your choice is not the top priority. Ask for a location guarantee if it is critical.

“Your salary will be…”

The salary promised to you is likely to be the cost to company, which will include gratuity and PF, medical insurance, travel reimbursements, performance-linked bonus, even training costs. Ask what your actual monthly cash in hand is likely to be.

“You will get a bonus”

Your bonus could be a sign-on bonus, a retention bonus or even a guaranteed bonus, all of which come with a payback clause in case you decide to quit early. Performance bonus may depend on both your own as well as that of the team or company.

“You have a job offer from us”

But not necessarily a job. Many job offers come with a deadline for acceptance, deadline for joining, and are subject to background verifications coming clear. Miss out on deadlines at your own peril.

“Everyone is hired at the same level”

This is a false impression students carry. Most firms, if asked, are willing to give due credit to work experience, additional qualifications, and also offer special incentives to get the right person. Always explore and negotiate.















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5 risks one must take for a successful career

5 risks one must take for a successful career

10tiwRiskAydınMutluiStockphoto-1317324025164Risks are an investable part of a successful career. Unless you take certain risks you cannot be successful. Many successful leaders/entrepreneurs have spoken about why one needs to face their fears and take more chances for a successful career. 
Career decisions are the most crucial decisions of one’s life and most of these decisions involve risk-taking. We tend to view risk-taking negatively but some risks do pay-off in the long run. Asif Upadhye, chief fun officer, Never Grow Up, lists some of them for our readers:
Be the first to step up: Take initiative. Be the one person people can depend on. Make your enthusiasm contagious. Rise to the occasion because luck favors the one who takes the first step into unchartered waters.
Step out of your comfort zone: You pick a job. They pick you. Then, you are given a role that defines you. You toil day and night to become the best in your area. You understand everything about your department but very little about how other supporting departments work. Therein lies your downfall. No one will want to promote a fish in a pond, who does not have an idea of how the ocean operates. Go out there and learn something new.
Unlearn, relearn: It’s fast, efficient and optimal. The patterns are set and why would you want to unsettle things that are running smoothly? Why look at a new perspective? We’d say, why not? What if someone has a better, faster or cheaper way of getting the same job done? This would lead to an improved level of success. Unseen opportunities often come when you take the risk to relearn and unlearn.
Have a voice: Don’t play it safe. If you are in a meeting and your boss asks for an opinion, don’t be afraid about making a mistake or being cross-questioned. A lot of times people shy away from responding wondering how others will react to their ideas. Remember, no successful person achieved greatness by sitting on the bench. What if your boss actually ends up liking the idea?
Fail and be good at it: Accept that by following the above steps you may occasionally fail. Don’t let the fear of people judging you or the act of failure deter you from reaching your true potential. Success won’t fall into your lap, you have to pursue it. We learn from our risks and those lessons take us onto a better, brighter path.
Besides these risks, there are some risk factors also which one must understand for a successful career. These include:
Compensation: While the pay package could be hefty, there are chances the role may not match the job description and there will disappointment later.
Future of the organisation: The candidates need to do a research to gauge the future of the organisation in the related industry. Understanding and studying the balance sheet is the key to reducing the risk.
Boss and colleagues: While this is a proven fact that employers leave bosses and not the organisation, one should take up this risk provided the job is good.
(With inputs from Salil Desai, director-Human Resources, Sofitel Mumbai BKC)
















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Multinational Vs Start-up – Which is better?

Multinational Vs Start-up – Which is better?

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8 key factors to consider while choosing between a start-up and an MNC…
Gone are the days, when having a job offer from an MNC was the ‘ultimate’ opportunity. In the age of entrepreneurship, start-ups have become the coolest place to work, from top to bottom. The situation gets confusing when one has to evaluate a job option between an MNC and a start-up, as both offer unique advantages. It is rather tough to choose relatively unknown firms over well known MNC brands.
To make the right choice, one should evaluate both options on parameters such as work environment, job security, exposure and job role. Sathyanarayana TK, vice president- human resource, Robert Bosch Engineering and Business Solutions Limited shares 8 key factors to consider while choosing a job between a start-up and an MNC.
  1. Greater Exposure and Freedom to Deal with a Dynamic Environment: Start-ups have relatively leaner approach to situations and processes. This has a bearing on SPEED, speed to reach out, speed in decision making and finding solutions. The factor of ‘Freedom @ work’ is also higher, as things are less formal and not very rigid inter-functional boundaries. One handles additional roles and takes on higher responsibilities thereby widening ones experience and exposure. The ability to work in a volatile environment and be networked in frugal structures goes a long way in learning to deal with dynamic situations that generally exist in a start-up.
  1. Developing Overview: The advantage of a start-up is that you can see the product, end to end, from the conceptualisation phase to delivery to post delivery. So, the individual gets an opportunity to develop a better perspective and overview.
  1. HR Systems: The way start-ups and MNCs manage their human resources are also very different. Attraction and retention policies vary in two areas. While MNCs look at volume hiring, start-ups do specific/niche skill hiring. Selection, integration and development processes also differ accordingly. Opportunities for formal learning and job rotations tend to be higher in an MNC.
  1. Mature Processes: MNCs always have the advantage of established brand image, well developed networks across regions, mature policies and processes, stable organisation structures – be it people or business. It is usually uniform and adapted to the specific country where it is located. MNCs also have specific orientation on societal benefits, environmental concerns apart from key financial indicators. All these aspects bring a degree of stability and predictability as compared to a start-up.
  1. Facilities: MNCs generally offer better infrastructure like gyms, cafeterias and ample technology resources whereas in a start-up these facilities may be restricted. While start-ups may encourage young professionals to be more creative, the lack of access to technology may be a hurdle.
  1. Rewards & Recognition: The employee at a start-up takes up higher risks which are linked to a potential to earn higher rewards via a bonus or a variable pay program. There is an opportunity to achieve higher recognition in a shorter span of time.
  1. Honing Skills: Dealing with a larger level of responsibility, quick pace of decision making and the pressure to perform could also lead to a sharpening of skills in a relatively lesser time in start-ups.
  1. Sense of Belonging: Along with quicker recognition, the smaller size of a start-up also leads to feeling connected within the organisation and having a sense of belonging.
The good news for us in India is that there are large MNCs that offer excellent careers and there are many start-ups with innovative ideas for products and services along with solid business strategies.
Looking at the large number of opportunities, one should first assess their strengths and interests and review the advantages and disadvantages. This would help them choose the organisation that best fits their personal and professional aspirations.














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Saturday 13 September 2014

Key skills for a successful career as an SEO Expert

Key skills for a successful career as an SEO Expertimage


At one time, SEO was not a separate profession. Web masters performed some basic SEO for the sites they managed. But today, the demand for good SEO experts is constantly rising, with high demand for junior/entry level professionals
Many young professionals, looking for an interesting career path in digital space, wonder if Search Engine Optimization (SEO) is a good road to take. It is indeed but since it’s a specialised role, the skill requirements are also distinct. Aditi Oberoi, co-founder & CMO, Digital Academy reveals the key skills required to make a successful career as an SEO Ninja.
Stay ahead of the curve: SEO requires a combination of art and science of digital marketing. The job is always exciting. There’s always something to test and something new to learn. You must always be prepared to up-skill and stay ahead of the curve.Presentation1
Work with other marketing channels: Quality SEO requires research, training and experience. Google is constantly evolving its search algorithm and companies are struggling to keep up with these changes with respect to their SEO activities. Over the year, one of the biggest change has been that SEO has become an integrated part of the marketing process. If you want to be successful as an SEO expert you really need to understand social media and how to use it, distribute content and gain more links. You also need to be well versed in PR and outreach.
Be agile and creative: With an average of two daily algorithm tweaks, Google keeps the SEO industry on its toes all the time. Further, search engines (particularly Google) have grown very complex with a myriad of new variables at play. This means that if you are not agile, creative, analytical and data-driven, you will hardly succeed in a big way. So it’s very important to keep experimenting, testing new techniques, investigating the impact of old activities and using web analytics extensively.
Create killer content strategies: Today,SEO is more than pure on-page and off-page optimisation. It is a blend of creating a content strategy based on what the prospect really needs and putting that strategy in place. SEO is dynamic; therefore, SEO experts should always be flexible. The love of developing content marketing ideas and strategies can take an individual a long way in this career choice.
SEO requires patience: SEO professionals and customers both need to understand that SEO takes constant effort and time. It could take months to move ahead in the ratings or to build effective links. Additionally, if you stop optimising for some time, most likely you will experience a considerable drop in ratings. You need lots of motivation and patience to not give up when things are not going your way.






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Tuesday 9 September 2014

Keep your professional networking profile updated

Keep your professional networking profile updated


Social-Media-blog-berozgarThough online recruitment portals and employee referrals are the preferred recruitment channels, organisations are invariably leveraging professional networks to review candidate profiles and support recruitment cycle for niche profiles. Candidates need to take note of this trend.
We live in the age of virtual social networks where most of us – especially the Gen Y – have an active profile on more than one social network – either professional or personal or both.
Social media networks are not just places to network and chat casually. They are increasingly emerging as personal branding tools for individuals which contribute in building their complete virtual personalities, reflecting their interests, ideologies, personal aspirations, professional specialisations and more.
Social networking for a job seeker
For job seekers, irrespective of the number of years of experience, building their own personal brand via professional social networks is emerging as a necessity to differentiate themselves from their competitors floating in the large job-seeker pool.
When it comes to hiring, it is common practice for recruitment heads to use social media as a supporting tool in the whole process of sourcing candidates. For example, when the recruitment heads receive profiles of shortlisted candidates, they try to gauge their potential by scanning through the recommendations they have received from industry leaders and peers on their respective professional social network profiles.
How professional networks are supporting recruitment cycles
Experts say that though social media may emerge as a supporting channel facilitating capture of niche talent, it might not surface as the only means for sourcing candidates.
This is corroborated by a recent TimesJobs.com survey which highlighted recent trends reflecting the most preferred recruitment channels of Indian businesses. The survey brought out that the most preferred methods for sourcing candidates in India are online job portals (55%) and referrals fromcompany employees (33%).
Only less than 9 per cent hiring across the surveyed companies happened via social media hiring channels. These organisations leverage professional social networks for mainly three reasons:
  • Assessing personality: Once the applicants are shortlisted using traditional recruitment channels, hirers use social networks to get a deeper understanding of the applicant’s overall personality which might not be reflecting in the formal resume
  • Hire niche talent who are passive job-seekers: The second reason is to tap the niche talent who are domain specialists. Such professionals might not at that point in time be actively looking for a job. Hence, they are unregistered with online job portals and not discoverable to the employer. Intel is one such company which is using professional social network for this. Preethi Madappa, director – HR, Intel South Asia said, “At Intel, the professional social networks have enabled us to reach out to potential candidates who are armed with certain critical skills.”
  • Enmeshing professional networks with contests to tap talent: The basic concept of professional social network is also being increasingly interwoven with online contests aimed at testing the skills of interested candidates. This is emerging as a focused approach to reach out to the required target candidate profiles. “Today, the professional social networks are being explored by many companies to crowd source profiles and procure CV’s through contests and seminar platforms,” said Richa Pande, VP & Head – Human Resources, Ramco Systems.






 

 

 

 

 

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Workforce to surge 30-50% at e-commerce, FMCG, retail & BFSI companies ahead of festival season

Workforce to surge 30-50% at e-commerce, FMCG, retail & BFSI companies ahead of festival seasonimage


This festive season that’s just around the corner will see a jobs boom—staffing companies are being flooded with demands for more workers as the economy starts looking up again and consumers feel emboldened enough to loosen their purse strings after being frugal through a prolonged slowdown.
Amazon, McDonald’s and others are set to hire a large number of people — some of them temporary, some full-time — and the trend is seen extending to smaller towns as well.
Workforce numbers will likely surge 30-50% at e-commerce, fast-moving consumer goods, retail and BFSI (banking, financial services and insurance) companies as consumer spending is expected to shoot up in the next three months.Workforce to surge 30-50% at e-commerce, FMCG, retail & BFSI companies ahead of festival season
Workforce to surge 30-50% at e-commerce, FMCG, retail & BFSI companies ahead of festival season
Amazon will Pay Attendance Bonus
Staffing firms are going all out to grab as many people as they can and some companies are getting innovative as they look to sweeten the bait. E-commerce giant Amazon will pay an ‘attendance bonus’ for members of its logistics team over the next three months to ensure minimum absenteeism and strengthen the delivery team with more contract employees.
“They will almost double their numbers in the logistics section and the attendance bonus is one of the many incentives the company has planned,” said a person who didn’t want to be named. “We do not comment on what we may or may not do in the future,” Amazon said in reply to an email sent by ET.
It’s not just temporary staff, companies will also take on permanent workers who are directly employed. Temporary workers are supplied by staffing firms, which pay their salaries and benefits. Such workers will be especially in demand to handle an increase in customers in segments such as call centres, housekeeping, deliveries and those who track goods.
The $6-billion taxi rental market in India will see Ola Cabs adding more drivers, incentivising them through a possible cut in the commission it charges for the next three months. “This will help to get more drivers on our platform and more incentives may be rolled out,” said Anand Subramanian, marketing communications head for Ola Cabs.
The company has 18,000 cars and about 24,000 drivers on its platform and expects a 30% increase during the festive season. Rituparna Chakraborty, senior vice-president and co-founder of staffing firm TeamLease Services, said there has been a sharp uptick.
“There is definitely a welcome surge in hiring at the moment in anticipation of the festival season and (this) shall carry on till about the end of January 2015,” Chakraborty said. “Our projection shows that the surge (in temporary hiring) would be around 50% of what happens all year long in these sectors.”
The boom won’t be concentrated to just the big cities. A large part of the hiring is driven by optimism shown in consumer durables, ecommerce, hospitality and airlines and will take place in tier II and III cities, noted the staffing firm.
For Randstad India, another staffing company, mandates have come from BFSI and consumer durable firms. “Home, auto loans shoot up during this period and more workforce is needed to manage customers,” said Aditya Narayan Mishra, president, staffing, Randstad India.
The Bangalore-based company said there will be at least a 30% increase in demand for workers this festive season compared with other months of the year.
Another Bangalore-based recruitment company’s staffing team expects a 40% surge in demand for temporary employees during the festive season based on mandates it has got this month. “One company almost plans to double the number of its customerfacing employees,” said a senior executive of this company who refused to be named.
Fast food chain McDonald’s is also geared up for higher staffing during the next three months. “We are looking to add about 10% of our total workforce across all our restaurants (including delivery) in anticipation of the demand peaking during the forthcoming festival season,” said Rudra Kishore Sen, director, operations, McDonald’s India (north and east). This additional hiring stems directly from consumer sentiment picking up, Sen said.

















 

 

 

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Tuesday 2 September 2014

Samsung Galaxy S Duos 3 Now Reportedly Available at Rs. 7,999


Samsung Galaxy S Duos 3 Now Reportedly Available at Rs. 7,999

samsung_galaxy_s_duos_3_leak_maheshtelecom.jpg
Samsung might soon officially be launching the successor to the popular Galaxy S Duos 2 in India, said to be called the Galaxy S Duos 3, if information from an established retailer from Mumbai is to be believed.
Retailer Mahesh Telecom on Monday tweeted that the unannounced Galaxy S Duos 3 (G313HU) is now 'in stock' at a best buy price at Rs. 7,999, and with an MRP of Rs. 8,590. The retailer also posted specifications along with pictures of the box packaging on its Facebook page. So far, no announcement regarding the smartphone has been made by SamsungIndia, though with the credible track record of the retailer - the company is likely to do so soon.
As per the alleged Galaxy S Duos 3 box packaging images posted by the retailer, the Galaxy S Duos 3 will come with a 4-inch WVGA (480x800 pixels) TFT display; a 1GHz dual-core processor; a 5-megapixel rear camera with LED flash; GPS/ Glonass support; GPRS/ EDGE; 3G support, and a 1500mAh battery. The Android version was not listed by the retailer. One of the leaked retail box pictures show that the handset will come with support for 14 Indian languages.
The Mumbai-based retailer in the past has leaked details of Samsung handsets ahead of their official launch and that have been spot-on. The retailer had also revealed the price of the company's flagship smartphone, the Galaxy S5 ahead of its official release. Other Samsung handsets that have been leaked by the retailer include the Samsung Galaxy Grand Neo and the Samsung Galaxy Core 2.
Another budget Samsung handset, the Galaxy Star 2, was officially listed on the company's India e-store last week, priced at Rs. 4,580. Launched alongside the Galaxy Star Advance and Galaxy Ace NXT, the Samsung Galaxy Star 2 was officially announced at Rs. 5,100 without any availability details.

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Motorola 'Shamu' Nexus X Arrives in India; Moto X+1 Gets Pictured: Reports

Motorola 'Shamu' Nexus X Arrives in India; Moto X+1 Gets Pictured: Reportsmotorola_logo_brand_new_reuters.jpg

Motorola's much-leaked 'Shamu' handset that is rumoured to be Google's Nexus X(and not Nexus 6 as previously rumoured) was spotted on an Indian import/ export manifest site. In the meanwhile, the much-anticipated successor the Moto X (Review |Pictures) is also claimed to have leaked in an image.
The Indian import/ export site, Zauba, lists (via PhoneArena) two 'Shamu Phones (Prototype)' as shipped on August 20 with model number Motorola XT1112. The smartphones were shipped from the United States, and had a declared value of Rs. 34,982 each.
To be noted is that import/ export website price listings are only declared values, and usually are not accurate reflections of actual market price.
The much-leaked Motorola 'Shamu' handset, expected to hit the market as the Nexus X, is rumoured to launch on October 31. Notably, recent reports have indicated Googlemight launch two Nexus smartphones instead of one 5.9-inch Nexus X only.
motorola_moto_x_plus_1_leaked_tktechnewsblog.jpg
Meanwhile, the much-awaited successor to the Moto X, thought to be called the Moto X+1, has also been leakedin a live image flaunting a leather back in black colour and a grey Motorola logo, ahead of the expected officiallaunch on September 4. Last week, the device had reportedly passed US FCC certification for AT&T and T-Mobile wireless carriers.
On Monday, TK Tech News posted new purported images of the Moto X+1, this time with a wooden back panel and the display turned on, revealing the icon for the Moto app. The website reported that the smartphone will feature an aluminium frame, and four sensors on the front panel that could either tie-in with the Moto and Moto Aware apps, or deliver a 3D interface.
Notably, the website also notes that the previously leaked Moto logo on the back panel of the smartphone is actually the power button, and also offers some gesture-based shortcuts. Finally, apart from wood, plastic, and leather, the website claims the Moto X+1 will ship with choice of denim as well as carbon fibre pack panels.
In April, @evleaks had tipped the Moto X+1 smartphone to come in 25 colour options in five categories - Cool, Neutral, Warm, Wood and Leather. The added leather finish back option (not available for original Moto X), was tipped to also include Red, Blue, and Grey colours.
So far, the rumoured specifications of the Moto X+1 include Android 4.4.4 KitKat; a 5.2-inch full-HD (1080x1920 pixels) display, a 2.4GHz quad-core Qualcomm Snapdragon 800 processor; an Adreno 330 GPU; 2GB of RAM; 16GB of built-in storage; a 12-megapixel rear camera, and a 2-megapixel front facing camera.


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Xiaomi Redmi 1S Goes on Sale for Flipkart First Subscribers on Monday

Xiaomi Redmi 1S Goes on Sale for Flipkart First Subscribers on Mondayxiaomi_redmi_1s_black.jpg

The Xiaomi Redmi 1Spriced at Rs. 5,999, is all set to go on sale in India starting Monday at 2pm IST exclusively for the first 2,000 Flipkart First subscribers who registered to buy the handset - ahead of the first flash sale for registered users on Tuesday.
The Redmi 1S will be available 1 day prior to its India availability only for select Flipkart First subscribers. However, the handset for general public will go on sale only on September 2 [Tuesday] at 2pm IST. The smartphone will be automatically added to the cart of the first two thousand Flipkart first customers who registered for the handset's flash sale on Tuesday.
Flipkart, the exclusive online retailer of Xiaomi handsets in India, sent an email titled 'Early Access to Redmi 1S' to its Flipkart First subscribers, saying, "The first two thousand Flipkart First subscribers who register to buy, will get the Redmi 1S added to their cart automatically and they can purchase the Redmi 1S on Sep 1 2pm IST, one day prior to its India launch."
Considering the limited stocks of the Redmi 1S will be available in India, the popular e-commerce giant has also announced that it will limit orders to one phone per registered email id. The email said, "Since stocks would be limited, we recommend you to login & buy immediately 2pm onwards. To ensure that all our customers can get their hands on Redmi 1S, we are limiting orders to one phone per registered email id."
Flipkart and Xiaomi, continuing the flash sale trend started with the Mi 3announcedlast week that 40,000 units of the new budget smartphone would be available on Flipkart for the first flash sale on Tuesday. The company, also referred to as 'China's Apple', had also claimed that over 100,000 people already registered for the Redmi 1S's first flash sale.
Xiaomi had faced a lot of criticism from Indian consumers due to the limited number of Mi 3 (Review | Pictures) units in each flash sale, and the speed of the stock being sold. It is yet to be seen how both the companies (Flipkart and Xiaomi) handle the sales of Redmi 1S in India.
Chinese handset maker also confirmed that it discontinued the Mi 3 in India, as Xiaomi's India Head, Manu Jain told NDTV Gadgets that the reports were off the mark.
Xiaomi Redmi 1S

Xiaomi Redmi 1S

Rs. 5999
  • Design
  • Display
  • Software
  • Performance
  • Battery life
  • Camera
  • Value for money
  • Good
  • Great battery life
  • Class-leading camera performance
  • Good display
  • Bad
  • Available RAM for apps is low
  • Boring design
Read detailed Xiaomi Redmi 1S review






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