Papi Reddy

Thanks for your response, Venogopal. I appreciate it.

I see that the thread has been inactive for over a year now. I would love to see more responses on this; especially from VK.

Usually, recruiters a candidate having several job changes in the past as just a sign of instability; there are, however, few recruiters who may look beyond and see the experience, skills and knowledge the candidate has acquired, working across multiple domains & organizations. If your were the hiring manager, how would you go about it in such a situation?

Thank you for responding, Mayank.

During a recent interview (for BPI Manager's position) that I attended, I was asked if I knew the formulas for different stat calculations. I replied that I did not. You can guess the outcome of the interview. Honestly, I don't think we need to know/remember these formulas; we have calculators/software for that. As excellence/transformation agents, we should be good with the concepts and methodologies. At lease, that is what I believe. I believe knowing formulas is desirable but not mandatory. I would like to know the thoughts/opinions of the other members on this. Please share.

At the outset, the question looks quite easy and simple to answer. However, when one starts thinking more about it, one would find it quite complex. This is something that is often debated: DO WE CREATE A PRODUCT TO SATISFY THE NEED(S) OF THE CUSTOMER OR DO WE CREATE A NEED FOR THE PRODUCT? Essentially, any product should be developed/created to meet the needs of the customer; the point to be noted here is the existence of the need. As cited in the question above, do customers always know what they want? The answer would be quite simple: No. While most products in the market are