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Can I appear in the JEE Advanced with an overall 67% being from the scheduled caste?Important information regarding marks in CLASS XII (OR EQUIVALENT) BOARD EXAMINATION FOR ADMISSIONThe candidates should satisfy at least one of the following two criteria for admission to IITs:Must have secured at least 75% aggregate marks in the Class XII (or equivalent) Board examination. The aggregate marks for SC, ST and PwD candidates should be at least 65%. orMust be within the category-wise top 20 percentile of successful candidates in their respective Class XII (or equivalent) board examination.The percentile calculation will be done for the required subjects in a single academic year only. Therefore, candidates appearing for improvement in Board examinations can EITHER appear in one or more subjects and secure 75% aggregate marks (65% for SC, ST and PwD) after improvement, OR, appear for improvement in ALL subjects to be in top 20 percentile (see section titled “Regarding the cut-off marks for the top 20 percentile”) of the corresponding academic year.The marks scored in the following five subjects will be considered for calculating the aggregate marks and the cut-off marks for fulfilling the top 20 percentile criterion.PhysicsChemistryMathematicsA language (if the candidate has taken more than one language, then the language with the higher marks will be considered)Any subject other than the above four (the subject with the highest marks will be considered).For calculation of the total marks for five subjects, if the marks awarded in a subject is NOT out of 100, then the marks will be scaled (up or down) to 100 so that the total aggregate marks is out of 500.If a Board awards only letter grades without providing an equivalent percentage of marks on the grade sheet, the candidate should obtain a certificate from the Board specifying the equivalent marks and submit it at the time of acceptance of the allocated seat. In case such a certificate is not provided, the decision taken by the Joint Implementation Committee of JEE (Advanced) 2018 will be final.In case any of the subjects Physics, Chemistry, Mathematics and Language are not evaluated in the final year (e.g., in a 3-year diploma course), then the marks for the same subject from the previous year/s will be used for calculating percentage of aggregate marks.For candidates who appeared in the Class XII (or equivalent) Board examination for the first time in 2017 and reappeared in ALL subjects (for whatsoever reason) in 2018, the best of the two performances will be considered.If a Board gives aggregate marks considering both Class XI and Class XII examinations (in the 10+2 system), then only Class XII marks will be considered. If a Board gives aggregate marks considering the results of all three years of a 3-year diploma or courses of equivalent duration, then only the marks scored in the final year will be considered. Similarly, for Boards which follow a semester system, the marks scored in the final two semesters will be considered.If a Board does not give marks scored in individual subjects but gives only the aggregate marks, then the aggregate marks given by the Board will be considered as such.For more refer to Will I be eligible for the JEE Advanced? I got 72% in boards. If taking the Improvement exam in two subjects crosses the barrier of 75%, will I be eligible for it, or the top 20 percentile will be considered?
How do you form a board and add people to it in a tech startup? What's the normal protocol for signNowing out to someone to be on your board?Recruiting outside directors for your board is very simple. If you have a mutual friend (check LinkedIn) you can ask him to make the introduction. Schedule a call or meeting and start selling. The meeting is much like an investor pitch meeting. You need to sell. BUT, think long and hard about bringing on directors, especially when the company is young. Before you raise outside capital it is best to keep your board very small consisting of the co-founders. Bringing an outsider on your board at this point would be a mistake for a number of reasons. First, most outside directors will want you to carry a D&O insurance policy - something that you shouldn't purchase until AFTER your Series A. Second, your Series A investor may not like your director or you might have to give up one of your seats for the outside director or remove him. Don't complicate your life. If you have someone you want to bring on board as a director, create an unofficial advisory board and issue him options. He'll avoid the liability and you'll get all of the upside of his counsel. Once you've raised your Series A your board will likely consist of five directors. Usually two seats occupied by co-founders, two seats occupied by investors and one outside director. If you have leverage as a co-founder you might be able to secure the third seat for yourself. To start (assuming you don't have a third director in mind) you can have the shareholder agreement allocate 1.5 votes to each of the co-founders - the board would consist of four directors, the two co-founders with 3 votes an the investors with 2 votes. You can also enter into a side voting agreement that requires both co-founders vote together. If you have a third director in mind you can allow the common shareholders to elect him - i.e. in theory keeping some control of the seat.
What is wrong with the hiring process and how could it be fixed? Endless forms have to be filled out, nothing is unified, and GitHub, StackOverflow (for developers) or Dribbble (for designers) are not taken into consideration.Finding the right job candidates is one of the biggest recruiting challenges. Recruiters and other HR professionals that don’t use best recruiting strategies are often unable to find high-quality job applicants. With all the changes and advances in HR technologies, new recruiting and hiring solutions have emerged. Many recruiters are now implementing these new solutions to become more effective and productive in their jobs.According to Recruitment strategies report 2017 done by GetApp, the biggest recruiting challenge in 2017 was the shortage of skilled candidates.The process of finding job candidates has changed signNowly since few years ago. Back then, it was enough to post a job on job boards and wait for candidates to apply. Also called “post and pray” strategy.Today, it is more about building a strong Employer Branding strategy that attracts high quality applicants for hard-to-fill roles.Steps for finding the right job candidates1. Define your ideal candidate a.k.a candidate personaNot knowing who your ideal candidate is, will make finding one impossible. To be able to attract and hire them, you need to know their characteristics, motivations, skills and preferences.Defining a candidate persona requires planning and evaluation. The best way is to start from your current talent star employees. Learn more about their personalities, preferences, motivations and characteristics. Use these findings to find similar people for your current and future job openings.2. Engage your current employeesYou probably already know that your current employees are your best brand ambassadors. Same as current product users are best ambassadors for product brands. Their word of mouth means more than anyone else’s.Encourage their engagement and let them communicate their positive experiences to the outside. Remember, your employees are your best ambassadors, and people trust people more than brands, CEOs and other C-level executives.Involving your current employees can not only help you build a strong Employer Branding strategy, but it can also help your employees feel more engaged and satisfied with their jobs.3. Write a clear job descriptionsEven though many recruiters underestimate this step, it is extremely important to do it right! Writing a clear and detailed job description plays a huge role in finding and attracting candidates with a good fit. Don’t only list duties, responsibilities and requirements, but talk about your company’s culture and Employee Value Proposition.To save time, here are our free job description templates.4. Streamline your efforts with a Recruitment Marketing toolIf you have right tools, finding the right job candidates is much easier and faster than without them. Solutions offered by recruitment marketing software are various, and with them you can build innovative recruiting strategies such as Inbound Recruiting and Candidate Relationship Management to improve Candidate Experience and encourage Candidate Engagement.Sending useful, timely and relevant information to the candidates from your talent pool is a great way for strengthening your Employer Brand and communicating your Employee Value Proposition.5. Optimize your career site to invite visitors to applyWhen candidates want to learn about you, they go to your career site. Don-t loose this opportunity to impress them. Create content and look that reflects your company’s culture, mission and vision. Tell visitors about other employees success and career stories.You can start by adding employee testimonials, fun videos, introduce your team, and write about cool project that your company is working on.Don’t let visitors leave before hitting “Apply Now” button.6. Use a recruiting software with a powerful sourcing toolToday, there are powerful sourcing tools that find and extract candidates profiles. They also add them directly to your talent pool. Manual search takes a lot of time and effort, and is often very inefficient. With a powerful sourcing tool, you can make this process much faster, easier and more productive. These tools help you find candidates that match both the position and company culture.7. Use an Applicant Tracking SystemSolutions offered by applicant tracking systems are various, but their main purpose is to fasten and streamline the selections and hiring processes. By fastening the hiring and selection process, you can signNowly improve Candidate Experience. With this, you can increase your application and hire rate for hard-to-fill roles. Did you know that top talent stays available on the market for only 10 days?8. Implement and use employee referral programsReferrals are proven to be best employees! Referrals can improve your time, cost and quality of hire, and make your hiring strategy much more productive. Yet, many companies still don’t have developed strategies for employee referrals.This is another great way to use your current employee to help you find the best people. To start, use these referral email templates for recruiters, and start engaging your employees today!GetApp‘s survey has proven that employee referrals take shortest to hire, and bring the highest quality job applicants.If you don’t have ideas about how to reward good referrals, here’s our favorite list of ideas for employee referral rewards.