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ICC Cricket World Cup 2011 – Fixtures
Below is the entire fixture schedule for the 2011 ICC Cricket World Cup.

All match start times are listed in GMT – please adjust for your time zone accordingly.


Start Time Teams Venue
19 Feb,2011 08:30 AM GMT IND vs BAN Shere Bangla National Stadium, Mirpur
20 Feb,2011 04:00 AM GMT NZ vs KEN MA Chidambaram Stadium, Chennai
20 Feb,2011 09:00 AM GMT SL vs CAN Mahinda Rajapaksa International Cricket Stadium, Hambantota
21 Feb,2011 09:00 AM GMT AUS vs ZIM Sardar Patel Gujarat Stadium, Motera
22 Feb,2011 09:00 AM GMT ENG vs NED Vidarbha Cricket Association Stadium, Nagpur
23 Feb,2011 09:00 AM GMT PAK vs KEN Mahinda Rajapaksa International Cricket Stadium, Hambantota
24 Feb,2011 09:00 AM GMT SA vs WI Feroz Shah Kotla, Delhi
25 Feb,2011 04:00 AM GMT AUS vs NZ Vidarbha Cricket Association Stadium, Nagpur
25 Feb,2011 08:30 AM GMT BAN vs IRE Shere Bangla National Stadium, Mirpur
26 Feb,2011 09:00 AM GMT PAK vs SL R.Premadasa Stadium, Colombo
27 Feb,2011 09:00 AM GMT IND vs ENG M.Chinnaswamy Stadium, Bengaluru
28 Feb,2011 04:00 AM GMT ZIM vs CAN Vidarbha Cricket Association Stadium, Nagpur
28 Feb,2011 09:00 AM GMT WI vs NED Feroz Shah Kotla, Delhi
01 Mar,2011 09:00 AM GMT SL vs KEN R.Premadasa Stadium, Colombo
02 Mar,2011 09:00 AM GMT ENG vs IRE M.Chinnaswamy Stadium, Bengaluru
03 Mar,2011 04:00 AM GMT SA vs NED Punjab Cricket Association Stadium, Mohali
03 Mar,2011 09:00 AM GMT PAK vs CAN R.Premadasa Stadium, Colombo
04 Mar,2011 04:00 AM GMT NZ vs ZIM Sardar Patel Gujarat Stadium, Motera
04 Mar,2011 08:30 AM GMT BAN vs WI Shere Bangla National Stadium, Mirpur
05 Mar,2011 09:00 AM GMT AUS vs SL R.Premadasa Stadium, Colombo
06 Mar,2011 04:00 AM GMT SA vs ENG MA Chidambaram Stadium, Chennai
06 Mar,2011 09:00 AM GMT IND vs IRE M.Chinnaswamy Stadium, Bengaluru
07 Mar,2011 09:00 AM GMT CAN vs KEN Feroz Shah Kotla, Delhi
08 Mar,2011 09:00 AM GMT PAK vs NZ Pallekele International Cricket Stadium, Kandy
09 Mar,2011 09:00 AM GMT IND vs NED Feroz Shah Kotla, Delhi
10 Mar,2011 09:00 AM GMT SL vs ZIM Pallekele International Cricket Stadium, Kandy
11 Mar,2011 04:00 AM GMT WI vs IRE Punjab Cricket Association Stadium, Mohali
11 Mar,2011 08:30 AM GMT BAN vs ENG Zahur Ahmed Chowdhury Stadium, Chittagong
12 Mar,2011 09:00 AM GMT IND vs SA Vidarbha Cricket Association Stadium, Nagpur
13 Mar,2011 04:00 AM GMT NZ vs CAN Wankhede Stadium, Mumbai
13 Mar,2011 09:00 AM GMT AUS vs KEN M.Chinnaswamy Stadium, Bengaluru
14 Mar,2011 03:30 AM GMT BAN vs NED Zahur Ahmed Chowdhury Stadium, Chittagong
14 Mar,2011 09:00 AM GMT PAK vs ZIM Pallekele International Cricket Stadium, Kandy
15 Mar,2011 09:00 AM GMT SA vs IRE Eden Gardens, Kolkata
16 Mar,2011 09:00 AM GMT AUS vs CAN M.Chinnaswamy Stadium, Bengaluru
17 Mar,2011 09:00 AM GMT ENG vs WI MA Chidambaram Stadium, Chennai
18 Mar,2011 04:00 AM GMT NED vs IRE Eden Gardens, Kolkata
18 Mar,2011 09:00 AM GMT NZ vs SL Wankhede Stadium, Mumbai
19 Mar,2011 03:30 AM GMT BAN vs SA Shere Bangla National Stadium, Mirpur
19 Mar,2011 09:00 AM GMT AUS vs PAK R.Premadasa Stadium, Colombo
20 Mar,2011 04:00 AM GMT ZIM vs KEN Eden Gardens, Kolkata
20 Mar,2011 09:00 AM GMT IND vs WI MA Chidambaram Stadium, Chennai
23 Mar,2011 08:30 AM GMT A1 vs B4 (1st Quarter Final, C) Shere Bangla National Stadium, Mirpur
24 Mar,2011 09:00 AM GMT A2 vs B3 (2nd Quarter Final, D) Sardar Patel Gujarat Stadium, Motera
25 Mar,2011 08:30 AM GMT A3 vs B2 (3rd Quarter Final, E) Shere Bangla National Stadium, Mirpur
26 Mar,2011 09:00 AM GMT A4 vs B1 (4th Quarter Final, F) R.Premadasa Stadium, Colombo
29 Mar,2011 09:00 AM GMT Winner C vs Winner E (1st Semi Final) R.Premadasa Stadium, Colombo
30 Mar,2011 09:00 AM GMT Winner D vs Winner F (2nd Semi Final) Punjab Cricket Association Stadium, Mohali
02 Apr,2011 09:00 AM GMT SF1 vs SF2 (Final) Wankhede Stadium, Mumbai

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7 Steps for Right Recruitment
1. Understanding the Requirement
Make sure you have understood the requirement very well. You should not only look at the technical requirements but also try to understand the entire environment and situation of the vacancy. Why the vacancy is there? Is it a new vacancy or a replacement? If it is a replacement, what are reasons the previous employee on that position left the job or shifted or promoted?
2. Analyzing the position and team situation
After understanding the requirement, make sure you analyze the team environment and situation where the vacancy is open. Figure out the size of the team one has to work with. For example, if the team size of the position is 10 people, and if the incumbent has never worked in such team size, he won’t be able to get adjusted easily. There are people who only get adjusted with small teams and there are also professionals who can only work in big teams. This is the case with leading and management positions as well. If you try to hire a person who has led a team of 100 people and if he has to lead a team of only 5 people, there are always chances that he will be not satisfied and not get adjusted in the environment.
One also needs to check what kind of person the incumbent has to work with. Who is his supervisor; what kind of attitude he has and so on. In most of the cases, the study has found that an employee leaves because of his supervisor. Ultimately, the supervisor is the person who deals with him directly!!
3. Sourcing the right person
After analyzing the above two steps, now is the time to look for a right person. Match the technical skills, match the above two criteria and then call him for the interview. Salary is always an important criteria so never forget to match what he expects, what he has drawn, what is he drawing and what you can offer.
4. Gathering basic information
Many recruiters find it silly to gather the basic information about the candidate. However, this is where they make a big mistake. Basic information like birth place, current location, family background, marital status, hobbies etc. make a big difference. These are the details which can help a recruiter to figure out the candidate's current situation, his attitude, his hidden talents and skills and many more.
For example, if you have sourced a candidate who is female, recently married; there are chances for her to ask for maternity leave and the organization has to suffer. If you have a candidate who is relocating himself from his native location to a distant place, there are chances that if he gets a good opportunity in his native, he will accept it and run away. Similarly, if you find out the hobbies of a candidate you can figure out little about his attitude. If a candidate has been a soccer player in past, he may prove to be a good team member. If he is tennis player, he may like to work independently and so on..
So next time you interview someone, make sure you gather the basic information.
5. Interviewing
I will not discuss about the common things we ask while interviewing a candidate. Most of the recruiters or interviewers know what he has to check. But there are some other factors which need to be considered while interviewing. These are not the questions but hints we can get while interviewing.
Body Language
Facial expressions
Speech
Attitude
Habits
6. Presenting profiles to management
It is very important for a recruiter to see how he is presenting the profile to the management. Once a recruiter has short listed one profile, he should wait for few more to get short listed. A recruiter should always give choices to the management and not just one resume. The management should have a chance to compare at least 3-4 profiles for a position. So make sure, you always present at least 3-4 resumes for a position to your management.
7. Recruiter as a sales person
I always consider a recruiter as a sales person. He is actually selling jobs to a right candidate and again selling the right candidate to the management. The sales always include after sales service. Always make sure you update the candidates and management about the latest status and keep both of them updated and posted.

7 Steps for Right Recruitment
1. Understanding the Requirement
Make sure you have understood the requirement very well. You should not only look at the technical requirements but also try to understand the entire environment and situation of the vacancy. Why the vacancy is there? Is it a new vacancy or a replacement? If it is a replacement, what are reasons the previous employee on that position left the job or shifted or promoted?
2. Analyzing the position and team situation
After understanding the requirement, make sure you analyze the team environment and situation where the vacancy is open. Figure out the size of the team one has to work with. For example, if the team size of the position is 10 people, and if the incumbent has never worked in such team size, he won’t be able to get adjusted easily. There are people who only get adjusted with small teams and there are also professionals who can only work in big teams. This is the case with leading and management positions as well. If you try to hire a person who has led a team of 100 people and if he has to lead a team of only 5 people, there are always chances that he will be not satisfied and not get adjusted in the environment.
One also needs to check what kind of person the incumbent has to work with. Who is his supervisor; what kind of attitude he has and so on. In most of the cases, the study has found that an employee leaves because of his supervisor. Ultimately, the supervisor is the person who deals with him directly!!
3. Sourcing the right person
After analyzing the above two steps, now is the time to look for a right person. Match the technical skills, match the above two criteria and then call him for the interview. Salary is always an important criteria so never forget to match what he expects, what he has drawn, what is he drawing and what you can offer.
4. Gathering basic information
Many recruiters find it silly to gather the basic information about the candidate. However, this is where they make a big mistake. Basic information like birth place, current location, family background, marital status, hobbies etc. make a big difference. These are the details which can help a recruiter to figure out the candidate's current situation, his attitude, his hidden talents and skills and many more.
For example, if you have sourced a candidate who is female, recently married; there are chances for her to ask for maternity leave and the organization has to suffer. If you have a candidate who is relocating himself from his native location to a distant place, there are chances that if he gets a good opportunity in his native, he will accept it and run away. Similarly, if you find out the hobbies of a candidate you can figure out little about his attitude. If a candidate has been a soccer player in past, he may prove to be a good team member. If he is tennis player, he may like to work independently and so on..
So next time you interview someone, make sure you gather the basic information.
5. Interviewing
I will not discuss about the common things we ask while interviewing a candidate. Most of the recruiters or interviewers know what he has to check. But there are some other factors which need to be considered while interviewing. These are not the questions but hints we can get while interviewing.
Body Language
Facial expressions
Speech
Attitude
Habits
6. Presenting profiles to management
It is very important for a recruiter to see how he is presenting the profile to the management. Once a recruiter has short listed one profile, he should wait for few more to get short listed. A recruiter should always give choices to the management and not just one resume. The management should have a chance to compare at least 3-4 profiles for a position. So make sure, you always present at least 3-4 resumes for a position to your management.
7. Recruiter as a sales person
I always consider a recruiter as a sales person. He is actually selling jobs to a right candidate and again selling the right candidate to the management. The sales always include after sales service. Always make sure you update the candidates and management about the latest status and keep both of them updated and posted.