Continue reading Cut through the noise and identify real experts who actually get things done" />

Author: Rasan Samarasinghe

A multifaceted professional known for diverse interests and contributions in various fields, including management, technology, education and entrepreneurship. Also the founder of ITPro.lk, bringing a unique perspective and industry knowledge to writing.

Cut through the noise and identify real experts who actually get things done

Many people struggle with this, especially now when everyone has a polished CV, LinkedIn title, a fancy website, or a polished social media profile claiming they’re a “guru” or “specialist.”

Here are a few ways to cut through the noise and identify real experts who actually get things done.

Track Record Over Talk

Look for results, not just words. Have they solved real problems? Delivered measurable outcomes? Helped others achieve success? You can ask questions such as “Can you show me examples of your work?” or “What did you achieve in your last project?”

What Do Others Say? (Reputation)

Trusted referrals are gold. What do clients, peers, or people from the industry say about them? Remember, true testamonials come from unexpected people in unexpected situations or places.

Do They Ask the Right Questions?

Real experts don’t jump to solutions instantly. They ask smart questions, dig deeper into your problem, and customize their solutions. They sometimes say, “I don’t know, but I’ll find out”.

Depth Over Hype

They speak with clarity and depth, not just buzzwords. If someone can explain a complex concept in a way that makes sense to you, that’s a strong sign they know their stuff.

Test Small, Then Go Big

If you’re hiring or working with someone, start with a small project or trial period. If they deliver value early, it’s a good sign.

They Keep Learning

Real experts are always learning, adapting, and improving. They stay current and aren’t stuck in outdated methods. You can ask questions like “What’s the latest thing you learned or tried in your work?”

These are just a few points. You can utilize the ones you prefer to strategize and succeed in your recruitment.

Finding Your True Worth – How to Figure Out the Right Salary

Figuring out the right salary for your role can be tricky. Everyone seems to have an opinion, but how do you know what’s real?

1. Opinions/Social Media or Forums (Least Reliable)

People love to talk about salaries on social media and in casual conversations. Remember that opinions are often Trojan horses for hidden agendas. People often have their own reasons for saying what they do. Sometimes, people are motivated to post false numbers to influence opinions and set certain expectations in the job market. Also, they might exaggerate to look good and impress others in public while downplaying their earnings when talking to coworkers. It’s hard to know what’s true.

2. Surveys (Better, But Not Perfect)

More structured than opinions. Helps to collect more information, including the demographics of the participants so you can analyse them better. But since the answers are self-reported, this information can contain biases and false information.

3. Research (The Best Method)

The most reliable way to understand salaries is through proper research. This means gathering data from multiple sources such as gossip, surveys, and websites like Glassdoor. If you can, try to get information directly from companies. By comparing and cross-checking, you get a clearer, more accurate picture. When you’re looking at all this information, remember that some sources are more reliable than others. If you have solid information from a trusted source, give more weightage to that. The more sources you check, the closer you’ll get to knowing your true worth.

Finally, don’t rely on just what people say. Mix sources, trust reliable ones more, and do your homework. That’s the scientific way to know your true worth.

Salary Transparency – Reality, Trends, and Possible Candidate Pitfalls

Salary transparency is still a fresh concept in Sri Lanka. While it’s not yet widespread, we’re starting to see some early trends emerge locally as companies experiment with openness about pay.

Is There a Real Trend in the World?

Yes, salary transparency is a growing global trend, especially in places like the U.S. and Europe, where laws and worker expectations are pushing companies to share pay details. A real-world example is Buffer, a tech company that adopted full salary transparency in 2013. They publicly share every employee’s salary online, from the CEO to entry-level staff. Buffer says this openness builds trust and boosts job applications, proving it’s not just a passing fad but a shift toward fairness and accountability in workplaces worldwide. Sri Lanka might be behind, but the global movement could inspire change here too.

Benefits of Sharing Salary in Job Ads

Posting salaries in job ads can attract the right candidates. People who know what they want and won’t waste time if the pay doesn’t match. It also cuts recruitment effort by filtering out mismatches early, saving companies time and resources.

Challenges with Transparent Salary

However, transparency isn’t all smooth sailing. One challenge is employee morale. As an example, at Reddit, which removed salary negotiations to promote fairness, some workers still felt uneasy comparing their pay to new hires, showing how openness can spark tension. Another issue is competitors poaching talent. If a rival firm sees your salary range, they might offer more to lure staff away.

Possible Candidate Pitfalls

Candidates need to watch out for tricks too.

Bait and switch recruitment: Some companies post high salaries in ads but never hire. Their real goal is to look like a top paying company.

Selective transparency: Organizations might display salaries only for their highest-paying roles while keeping compensation for average positions undisclosed.

Range manipulation: Some employers post extremely wide salary ranges (e.g., “50,000-120,000 based on experience”) that provide little meaningful information

Salary transparency is creeping into Sri Lanka, following a real global trend. It promises better hiring and trust but brings challenges and pitfalls too. For now, both companies and candidates here need to tread carefully as this idea takes root.

Two Types of CVs – Which One Do You Have?

When applying for jobs, your CV is crucial in getting noticed and securing an interview. In a previous post, I discussed how simply enhancing a CV isn’t the only factor affecting your job search. However, this doesn’t mean we should neglect optimizing our CVs before applying.

Personally, when reviewing or helping someone enhance their CV, I notice two main types of optimization.

CVs Optimized for Shortlisting

First, there are CVs optimized for shortlisting. These CVs are designed to pass applicant tracking systems (ATS) and capture recruiters’ attention. They include relevant keywords from the job description, a clean, structured format, and highlights of your skills and achievements. The goal is to get past initial filters and increase your chances of an interview.

CVs Optimized for Truthfulness

Second, there are CVs optimized for truthfulness. These CVs focus on accuracy and honesty. Instead of manipulating content to match job descriptions, they reflect your real skills and experience, avoid exaggeration or buzzwords, and provide a clear, authentic view of your career. This builds realistic expectations and fosters trust with potential employers.

Which type is better? That’s the question I keep pondering. I’ve noticed most people try to make their CVs pass computer filters and catch a recruiter’s eye. Personally, I believe prioritizing truthfulness is most important, something often lacking in today’s job market. When everyone’s worried about keywords and how their CV looks to computers. I’m wondering if we’ve lost sight of the value of genuine representation in our professional narratives. It’s a thought I wanted to share and explore.

This is my personal opinion. I’d love to hear your thoughts in the comments!

Polishing Your CV, is Really a Solution?

I run ITPro.lk, a platform that processes IT job applications daily. A frequently asked question is: “I am applying for jobs, but I am not getting a good response. Can you review my CV and tell me how I can improve it?”. From what I’ve seen, most CVs are well-written and don’t need major improvements. The internet is already flooded with CV guides, YouTube Gurus, templates, and services, which has helped to raise this standard.

The real challenge today is discovering the truth about candidates and the companies/roles they apply for. Both sides often present polished, unrealistic versions of themselves online, creating a trust gap in the employer-candidate relationship.

This reminds me of how relationships worked before the internet and social media. Back then, connections were deeper and more genuine. Today, the initial contact is easy and cheap. Despite better communication tools, the quality of relationships has declined today. The same is happening between employers and candidates.

Focusing too much on perfecting CVs to solve employment issues is like blaming your horoscope for relationship problems. It misses the real issues of authenticity and trust.

Knowing the Status of Your Job Application: Is It a Right or a Privilege?

Have you ever applied for a job and waited weeks or even months without hearing back? You’re not alone. Many job seekers face this frustrating situation, and it often leaves them wondering: Do I have the right to know the status of my job application? Let’s break this down in simple terms.

Job Applications: A Free Commodity, Not a Paid Service

When you order food through Uber Eats or track a package from an e-commerce site, you expect updates. Why? Because you’ve paid for a service. But job applications are different. Applying for a job is free. Companies don’t charge you to submit your resume or attend an interview. Since it’s a free process, some argue that candidates can’t demand updates or transparency. After all, you’re not paying for the service.

But here’s the thing. Just because something is free doesn’t mean it shouldn’t come with basic courtesy. While companies aren’t legally obligated to share application statuses, doing so can create a positive impression and build trust with candidates.

Exposing Application Status: A Company Decision

Whether or not to share the status of a job application is entirely up to the company. Some organizations have automated systems that send updates at every stage, like “application received,” “under review,” or “position filled.” Others prefer a more personal touch, where recruiters or hiring managers communicate directly with candidates.

The approach a company takes often depends on its values and resources. Automated systems are efficient, but they can feel impersonal. On the other hand, human interaction takes more time and effort but can leave a lasting positive impression on candidates.

The Culture of Ghosting: A Sri Lankan Perspective

In Sri Lanka, ghosting, a suddenly cutting off communication without explanation is a common practice, not just in dating but also in professional settings. If someone doesn’t want to deliver bad news or feels uncomfortable saying “no,” they might simply disappear. This cultural tendency often spills over into recruitment, leaving job seekers in the dark about their application status.

While ghosting might seem like the easier option, it can harm a company’s reputation. Candidates who are ignored may share their negative experiences, which can deter others from applying in the future.

A Solution for Transparency

At ITPro.lk, we believe in the power of human connection. Our platform allows recruiters to manage candidate application statuses and notes internally, but we also encourage them to communicate these updates to applicants. Whether it’s through automated emails or personal calls, keeping candidates informed is a small step that can make a big difference.

What’s Your Opinion?

So, is knowing the status of your job application a right or a privilege? While it may not be a formal right, it’s certainly a matter of respect and professionalism. Companies that prioritize transparency and communication not only stand out but also build stronger relationships with potential employees.

What do you think? Should companies be more transparent about job application statuses? Or is it okay to leave candidates waiting without updates? Share your thoughts in the comments below!

Discovering Your Ideal Career Path: A Breakdown of the Self-Assessment Survey

Living in a world full of choices and opportunities, we are often influenced by others when making decisions. But are we truly making the right choices when it comes to important matters? I wanted to create a self-assessment survey to help people figure out the ideal career path tailored to them. This is specifically designed for individuals looking to make a choice in the IT field.

For the initial version, I’ve kept it ultra-simple. The survey consists of just four multiple-choice questions. If you’d like to try it out, here’s the link: https://itpro.lk/mypath

Logic Rules to Map to Career Pathways

The first question gathers input about the user’s preferred tasks, while the remaining three validate the initial choice. Based on their answers, the survey suggests career paths best aligned with their preferences.

Recommending Software Development:

  1. Task: A (Building software).
  2. Skills: Intermediate/Advanced programming.
  3. Motivation: High earning potential, Opportunities for creativity.
  4. People/Tasks: Prefers technical tasks.

Recommending Data Science/Analysis:

  1. Task: B (Analyzing data).
  2. Skills: Intermediate/Advanced programming.
  3. Motivation: High earning potential, Job stability and security.
  4. People/Tasks: Prefers technical tasks.

Recommending UI/UX Design:

  1. Task: C (Designing visuals).
  2. Skills: Beginner/Intermediate programming.
  3. Motivation: Opportunities for creativity.
  4. People/Tasks: Prefers technical tasks.

Recommending Cybersecurity:

  1. Task: D (Solving security challenges).
  2. Skills: Intermediate/Advanced programming.
  3. Motivation: High earning potential, Job stability and security.
  4. People/Tasks: Prefers technical tasks.

Recommending Quality Assurance:

  1. Task: E (Testing and improving quality).
  2. Skills: Beginner/Intermediate programming.
  3. Motivation: Job stability and security.
  4. People/Tasks: Prefers technical tasks.

Recommending IT Academic:

  1. Task: F (Teaching IT concepts).
  2. Skills: Beginner/Intermediate programming.
  3. Motivation: Helping others, Leading and organizing teams.
  4. People/Tasks: Enjoys working with people.

Recommending IT Management (Project/Product):

  1. Task: G (Managing teams and projects).
  2. Skills: Beginner/Intermediate programming.
  3. Motivation: Leading and organizing teams.
  4. People/Tasks: Enjoys working with people.

Recommending to try different paths

If the answers provided by users don’t align with any of the options, the system suggests exploring different paths to discover the most suitable career for them.

That’s all for now, folks! 🙂 I know it’s a very basic tool, and its recommendations shouldn’t be taken too seriously. I just recommend giving it a try for fun. I’m working on a more advanced version to share with you in the future.

Outsourcing HR Processes: A Guide for Startups and SMEs in Sri Lanka

Managing HR can be challenging for startups and small to medium-sized enterprises (SMEs) in the software and IT industry in Sri Lanka. Balancing core business activities with HR responsibilities often strains limited resources. This is where outsourcing HR processes comes into play. Outsourcing can help businesses focus on growth while ensuring efficient HR management. But is it the right choice for your company? This article aims to explore the pros and cons.

What we can outsource?


Outsourcing HR processes can cover a wide range of activities, including:

Payroll Processing: Calculating salaries, deductions, and taxes, and ensuring timely payments.

Recruitment and Staffing: Outsourcing recruitment tasks such as sourcing candidates, conducting initial screenings, and coordinating interviews.

Employee Benefits Administration: Managing employee benefits programs, including enrollment, changes, and compliance.

Training and Development: Outsourcing training program design and delivery, skills development, and compliance training.

HR Compliance and Legal Support: Ensuring compliance with labor laws, regulations, and handling legal matters related to HR.

Performance Management: Implementing performance appraisal systems, monitoring employee performance, and providing feedback.

Employee Relations: Handling grievances, disputes, and fostering positive employee relations.

Pros of HR Process Outsourcing

Cost Savings

Outsourcing HR processes can be more cost-effective than hiring a full-time HR team. You only pay for the services you need, which helps manage budgets better.

Access to Expertise

HR outsourcing firms have specialized knowledge and experience. They stay updated with the latest HR practices and legal requirements, ensuring compliance and best practices.

Focus on Core Business

By outsourcing HR tasks, you can focus on your core business activities like product development, marketing, and sales, which can drive growth and innovation.

Scalability

Outsourcing allows for easy scaling of HR services as your company grows. You can adjust the level of services according to your needs without the hassle of hiring and training new staff.

Improved Efficiency

Professional HR firms have streamlined processes and advanced technologies to handle HR tasks efficiently, leading to quicker and more accurate results.

Cons of HR Process Outsourcing

Loss of Control

Outsourcing means giving up some control over HR functions. This can be a concern if you prefer direct oversight of HR activities.

Potential Miscommunication

Working with an external provider might lead to communication gaps. Clear and constant communication is essential to ensure they understand your company culture and needs.

Security and Privacy Risks

Sharing sensitive employee information with a third party can pose security and privacy risks. Ensure the outsourcing firm has strong data protection measures in place.

Dependence on External Providers

Relying heavily on an outsourcing firm can make you dependent on their services. If they fail to deliver or experience issues, it can impact your HR operations.

Customization Challenges

Outsourced HR services might not always perfectly align with your company’s unique needs. Customization can be limited compared to having an in-house team.

Outsourcing HR processes can offer significant benefits, especially for startups and SMEs. It can lead to cost savings, and access to expertise, and allow you to focus on core business functions. However, it’s crucial to weigh the pros and cons carefully. Consider your company’s specific needs, potential risks, and the importance of maintaining control over HR functions. With the right approach, outsourcing HR can be a strategic move that supports your company’s growth and success.

Other Side: Things Job Applicants Never Tell You

While we’ve explored the less-discussed aspects of the recruitment process from the recruiters’ perspective, it’s equally important to consider the other side of the equation- job applicants. Just as recruiters have their unspoken realities, job seekers also have things they rarely disclose during the hiring process. Understanding these hidden truths can help both recruiters and employers build more authentic and productive relationships with potential employees.

The Applicant’s Unspoken Realities

Current Job Satisfaction

What They Say: “I’m looking for new challenges.”

What They Mean: “I’m unhappy with my current job, boss, or company culture.”

Why It Matters: Knowing this can help you understand their motivations better and assess if your company can truly offer what they are seeking.

True Career Aspirations

What They Say: “I’m excited about this position.”

What They Mean: “I see this job as a stepping stone to something else.”

Why It Matters: Recognizing their long-term goals can help in offering roles that align better with their career paths and increase retention.

Strengths and Weaknesses

What They Say: “My biggest weakness is that I’m too much of a perfectionist.”

What They Mean: “I’m mentioning a safe weakness to avoid appearing incompetent.”

Why It Matters: Digging deeper can reveal true areas for improvement and how they handle challenges.

Reason for Leaving Previous Job

What They Say: “I’m looking for growth opportunities.”

What They Mean: “I left because of conflicts, dissatisfaction, or job insecurity.”

Why It Matters: Understanding the real reason can help in assessing their fit within your organization’s culture.

Work-Life Balance Preferences

What They Say: “I’m flexible with working hours.”

What They Mean: “I need a job that respects my personal time and family commitments.”

Why It Matters: Being clear about work-life balance can help attract candidates who align with your company’s policies and culture.

Salary Expectations

What They Say: “I’m open to discussing salary.”

What They Mean: “I have a minimum salary requirement but don’t want to seem greedy.”

Why It Matters: Having an open and honest discussion about salary expectations can prevent future dissatisfaction and turnover.

Company Research

What They Say: “I’ve researched your company thoroughly.”

What They Mean: “I’ve skimmed through your website and read a few reviews.”

Why It Matters: Providing more information about your company’s culture, mission, and values can help candidates make more informed decisions.

Bridging the Gap

Just as recruiters try to understand and mitigate biases in their processes, job seekers often aim to present the best version of themselves, sometimes glossing over less favorable truths. To make better hiring decisions, both parties can benefit from open communication and mutual understanding.

For Recruiters

  • Encourage Honesty: Create a safe space for applicants to share their true aspirations and concerns.
  • Ask Open-Ended Questions: This can help reveal more about the candidate’s genuine motivations and experiences.
  • Provide Clear Information: Be upfront about job expectations, company culture, and growth opportunities to help candidates make informed decisions.

For Job Seekers

  • Be Transparent: Honesty about your career goals and expectations can help you find a job that truly fits your needs.
  • Research Thoroughly: Understanding the company’s values and culture can help you assess if it’s the right place for you.
  • Communicate Needs: Clearly express your requirements for work-life balance, career growth, and other important factors.

By recognizing and addressing the unspoken realities on both sides, we can work towards a more authentic and effective hiring process. After all, transparency and honesty are key to building trust and ensuring long-term satisfaction for both employers and employees.

The Unspoken Truths About Recruitment, What They Never Tell You

Listen to what people say, but understand them by watching what they are doing.

This golden strategy unlocks many opportunities in identifying needs. When applied to recruiters, it provides valuable insights into their processes and priorities.

Who Are the Recruiters?

We refer to the individuals within an organization involved in shortlisting your CV, conducting interview panels, and making decisions about your salary and hiring confirmation. They play a crucial role in matching candidates with job vacancies.

Job Vacancy Advertisements is The Tip of the Iceberg

Job vacancy advertisements often focus on the hard skills required for a role. However, there are many unspoken requirements and preferences. Understanding these can give you a significant advantage.

The Interview Focus

About 80% of interviews focus on evaluating the candidate, leaving very little time for the candidate to learn about the company and the team they will be working with. This imbalance can leave candidates unaware of the full scope of the company’s needs and culture.

Unspoken Factors in Recruitment

Profile Picture in Your CV: Including a photo on your CV is a debated topic. The general recommendation is to include a picture if your appearance is relevant to the role. However, it’s fine to have or not have a photo. If someone shortlists your CV based on a positive impression of your photo, that’s great. If they decide not to choose you based on your photo, it’s also fine, you likely wouldn’t fit well in their environment anyway.

Sexual Attractiveness: While it may be uncomfortable to acknowledge, physical attractiveness can play a role in hiring decisions. Studies have shown that attractive individuals are often perceived more positively and may have an edge in job interviews. This isn’t fair, but it’s a reality in many workplaces.

Your Personality: Your personality creates an emotional response in others, which can influence their decision-making process. This response varies depending on the personalities of the interview panel. Positive feelings during interviews can increase your chances of being selected. Interviewers document their feedback using factual information, but these facts often stem from their emotions, even if unconsciously.

The Realities of a Competitive Job Market

In highly competitive job markets, your CV might sometimes go unnoticed among many applications. This is not necessarily a reflection of your abilities but can be due to recruiters’ oversight or the sheer volume of applications.

Emotional Decision-Making

No matter how skilled you are, hiring decisions are often influenced by personal preferences and emotions. Recruiters tend to select candidates they feel a connection with.

Solutions

It’s important to acknowledge that not all recruiters fall into the pitfalls mentioned above. Many recruiters and hiring managers are aware of these potential biases and actively work to mitigate them in their processes. Probably we could discuss them in a new article.

Moving Forward

Understanding these dynamics can help you navigate the recruitment process more effectively. Stay true to yourself, present your best qualities, and remember that finding the right job is also about finding the right cultural fit.

Do you have anything in your mind? Feel free to share in the comments section, and let’s discuss!