Decoding the interviewing process and job placements

What is the interview process we may ask ourselves in simple sense? As a matter of fact there is more to things or in that capacity interviewing than just meet the eyes to start with. Again there is no difference when it entangled the manner in which interviewing process can take shape in the contemporary society, especially within the domain of growing technological communication. Mass media have given a new definition to the conventional methods of the interviewing, hiring and placements among job seekers.

Let’s start with the job interviewing process or for the better part placements that consultants facilitate. There are no sure shots tips in matter of decoding the interviewing and placements process. However, the first thing that job seekers should consider is researching on the company background for clarity of the overall process, starting from detailed job requirement, course of personal interview and how placements take place vis-a-vis.

Secondly, taking short steps such as researching and addressing the reporter’s questions, of why, what, where and how the system work should assist individuals to build up a solid mindset that set the tune for the bigger picture of the interviewing and job placements process.

Considering the same, the viable point of representation should reflect the core HRM methodology and HRD in the individual context. Getting a favorable calls does not meant that the job is already in the baggage, however, job seekers have to find a means to channelize their competencies where the interviewing process comes as one formidable platform. Hence, interviewee is entrusted to be prepared with specific ideas based on job requirement and expectation of experts in the fields of HRM. To be precise interviewee needs to be prepared with case scenario and building a solid approach to face the reality with confidence and charm, giving attention to details and facilitating the communication process one to one that gets the attention of interviewer.

Going back to all the details, the manner in which job placements take shape is based on the solid outcome of the interviewing process. However, in recent time, the placements trends are also catching up among services providers, seen as a combination of both interview and placements in a single block. Hence, interviewee at the onset of a favorable call from interviewer needs to set the grounds work and bottom-line for interviewing itself. No matter what, as the case can be looked at effective communication gives an edge and, the process overall accounts the adage, ‘every cloud has a silver lining’.

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IMPROVEMENT IN PLACEN\MENT AFTER RECESSION

Recession blues, it seems, are finally over. The signs of retreat are clearly visible at Shri Ram College of Commerce, where at the beginning of the placement season a student of BA (honours) economics has been offered an annual package of Rs 32 lakh — the highest ever in the history of the college — by a multinational bank. According to principal P C Jain, the placement season this time is going to be much better than last year, with 12 companies having already visited the college. ‘‘The average salary package being offered this time is Rs 7-8 lakh, which was hard to even think of last year. In fact, if I remember correctly, an offer this big has never been heard of in Delhi University before,’’ Jain said. This first-of-its-kind offer, from Deutsche Bank, has gone to Adit Mathur out of nearly 200 students from the economics batch. He is elated and looking forward to join the bank. ‘‘They have offered me a job in the global market division after training. I may be posted in London or Singapore. Though I did not really prepare for the placement season, I had worked really hard in academics,’’ he said. This alumnus of Sardar Patel Vidyalaya, Lodhi Estate, said he was upbeat about the placement season this year since the economic situation had started looking up. ‘‘I was also considering higher studies in economics as there is always an uncertainty about what to do after college. But I was sure the placements would be much better this year,’’ he said. The placement drive had begun in SRCC in mid-August. If placement cell officials are to be believed, this time many companies approached the college on their own, unlike last year when the college could manage to get only 15 companies. The highest offer last year was around Rs 10 lakh. However, this year, 13 companies have already visited the campus. ‘‘It is the first time Deutsche Bank has come to recruit undergraduate students in DU. The placement season has just begun and already McKinsey Knowledge Centre, Deloitte, Bain Capability Centre, Jaypee Capital, Futures First and Nomura have been here,’’ said placement coordinator Arpit Panjawani.

IMPROVEMENT IN PLACEN\MENT AFTER RECESSION

Recession blues, it seems, are finally over. The signs of retreat are clearly visible at Shri Ram College of Commerce, where at the beginning of the placement season a student of BA (honours) economics has been offered an annual package of Rs 32 lakh — the highest ever in the history of the college — by a multinational bank. According to principal P C Jain, the placement season this time is going to be much better than last year, with 12 companies having already visited the college. ‘‘The average salary package being offered this time is Rs 7-8 lakh, which was hard to even think of last year. In fact, if I remember correctly, an offer this big has never been heard of in Delhi University before,’’ Jain said. This first-of-its-kind offer, from Deutsche Bank, has gone to Adit Mathur out of nearly 200 students from the economics batch. He is elated and looking forward to join the bank. ‘‘They have offered me a job in the global market division after training. I may be posted in London or Singapore. Though I did not really prepare for the placement season, I had worked really hard in academics,’’ he said. This alumnus of Sardar Patel Vidyalaya, Lodhi Estate, said he was upbeat about the placement season this year since the economic situation had started looking up. ‘‘I was also considering higher studies in economics as there is always an uncertainty about what to do after college. But I was sure the placements would be much better this year,’’ he said. The placement drive had begun in SRCC in mid-August. If placement cell officials are to be believed, this time many companies approached the college on their own, unlike last year when the college could manage to get only 15 companies. The highest offer last year was around Rs 10 lakh. However, this year, 13 companies have already visited the campus. ‘‘It is the first time Deutsche Bank has come to recruit undergraduate students in DU. The placement season has just begun and already McKinsey Knowledge Centre, Deloitte, Bain Capability Centre, Jaypee Capital, Futures First and Nomura have been here,’’ said placement coordinator Arpit Panjawani.

BITTEN BY RECESSION,IIM-L SHY OF DISCLOSING PLACEMENT OFFERS

Call it meltdown effect, summer placements at the Indian Institute of Management, Lucknow (IIM-L) began amid uncertainty and utmost secrecy.
While the tension was evident on the campus following global market recession, neither students nor the faculty members divulged any detail about the placement process such as number of companies queuing up, offers on the first day and so on.
The IIM-L administration was cautious in divulging details of this year’s summer placement that they have even denied entry of outsiders, especially the media, to the institute for the next six days. “It is a policy decision that no information about the placements goes out of campus till the companies select the students,” said Professor Sushil Kumar, the in-charge of the Placement Cell.
Nearly 320 students are applying for the summer placements this year.
Earlier, the IIM-L had decided not to reveal stipend offered during summer placements or salary offered during final placements but for the first time, the institute is not disclosing even the number of companies visiting for the summer placements.
A senior faculty member said: “We have to keep it process a secret because we do not want any negative mindset to affect the placements. We will allow entry to media once the placements are over on November 13.”
A student said: “Last year, there were nearly 400 summer placement offers for around 240 students. During the final placements, these companies gave preference to students, who had joined them for summer placements.”
He added, “This year, students are preferring Indian companies considering that owing to economic recession, many MNCs may undertake a job cut in future and do not turn up for final placements.”

RECESSION BOOSTS PLACEMENT COURSES

University psychology departments are experiencing a surge in demand for their four-year placement courses, The Psychologist has learned. Applications to Cardiff University's 'Psychology with Professional Placement' course, for example, have more than tripled from 100 last year to 350 this year. Aston University in Birmingham told us that they are experiencing a similar phenomenon, with more than 95 per cent of this year's cohort opting to go on placement. It's possible the economic downturn has made students more conscious of the need to develop hands-on skills and experience before competing in the job market. 'Students are very aware of the need for soft skills in the current world of work and the placement year gives them just that,' says Dr Carl Senior at Aston University. Students on Cardiff's placement course work in a range of forensic, clinical, educational and business settings, from the Centre for Vision Research, York University, Toronto, to HMP Holloway, to Meadowbank special school. At Aston, students are also placed with partners all over the world from Harvard University to the Maudsley Hospital. Other institutions that offer psychology placement courses include the Universities of Bath, Kent and Middlesex, with the latter having also confirmed a rise in placement demand to The Psychologist. The University of Surrey, where all students go on a placement year, have experienced a 100 per cent increase in applications since 2006. Lecturer Dr Rob Hughes at Cardiff University says students gain a great deal from their placement experiences: 'They are introduced to the practical application of psychological skills and may also gain communication and team-working skills, data gathering, time management and organisational skills, have the opportunity to develop their initiative, independence and capacity to take on responsibilities.' One consequence of the rising demand for placement courses is that psychology departments are seeking more placement partner organisations. And according to Hughes, potential partners can benefit a great deal from getting involved: 'Organisations that volunteer will have someone join their team who is typically very motivated and hungry to put the two years' worth of grounding they will have already received in psychological knowledge and skills into practice. Indeed, feedback from placement organisations about students' performance has been almost universally very positive.'

RECESSION AND PLACEMENT

What is Recession ?
Recession means a temporary decline in the economic prosperity or economy. It is basically a fall of economy and decline in the economic condition for a small period of time . Our world is currently living in the verge of a great economic downfall or we can even consider it as a crises . It has basically effected nearly all the sectors of economy , but majorly it has effected Banking sector .
Reason for recession
..It wasn't just a day mistake which has just put us in front of this huge problem .. Few years ago US economy was increasing at a very faster rate and there was huge boom in real state and housing sector. Since rate was really high it was difficult for a common person to buy an asset for him . So, US lending institutions and mortgage firms came with a new solution of giving loans to non- potential buyers to purchase these asset with a interest rate double than what usually being taken from a potential buyer .So, gradually a huge money got involved in this business as the profit was huge . Finally non - potential buyers were unable to pay the bills and they became the lost entity of the lending institution , they recovered the asset but no one was buying them and finally situation of bankruptcy prevailed in these organization . As these institution is basic structure for nearly all the sectors a state of recession developed in whole US and Europe and gradually reached to Asian countries .
Effect of Recession on Placement in Indian Engineering colleges
Now if we think about the placement scenario of Indian Engineering colleges we should look at recession according to India's prospective . Since very few Indian banks or organization were involved in this type of practice so in this prospective , recession does not have much effect on Indian economy . But since Indian IT sector is partially being flourished by US economy and lending institution , we can't neglect it's devastating effect on Indian IT sector .
The effect is clear as top hiring IT companies has clearly stated that they will go slow on campus hiring. Most likely every college would see a decline in there placement this year. IIT's has already hit the blow and IIT Pawai has recorded only 53 % Placement this year , but yeah the fact is that actually many people opted for higher studies rather than doing a job during recession.So , Conclusion is this that even people would be getting placed during campus placement there will be a huge decline qualitatively as well as quantitatively . People should try some new options or new tactics which they have presently in this tough time . People can either go for Higher studies like MBA , MS form foreign studies , but the scholarship amount has also been reduced since the time of recession in US based Universities . People can go for their own start-ups or anything like this . But the fact is that if you get a job now, even it is below your standard , don't loose it , because as recession is a temporary condition you would be much better than the people who are not opting for job , after this temporary time get over if you would be continuing the job till that time . According to the news since Indian government and even US government is trying to raise the conditions of the financial institutions or organization, this time won't last for much . I am hoping that this time soon get over so that we can again see the flourishing economic time and better placement.

IIM placement under weather,blame it on recession

The CAT is one of the most competitive exams in the country but aspiring students could find that admission to an IIM just might not get you that dream job
This year more number of companies called IIM Bangalore to woo students with dream jobs and hefty pay packets. The companies participating in the placement went up to almost 100 from last year's 66. But that is on invitation and not because the popularity of these schools has increased.
"Number of offers per company have gone down. We had anticipated it and hence compared to 66 or so companies last year, we had invited close to 100 companies," said the Associate Professor of Placement at the IIM-Bangalore, Sourav Mukherji.
The initial pay packages offered are by and large the same this year too but IIM-Bangalore foresees that the packages for final placements could be higher.
That's because the students are only interns for about 10 to 12 weeks and pay packets offered may increase when final recruitment happens in March.
"It would be far greater a challenge for us when it gets to the final placement because companies are not recruiting. We have to try all our means just as we did during summer to reach out to companies and ask them to come and take our student," Mukherjee added.
The CAT entrance test held on Sunday gains significance on these counts. Will aspirants then stop eying B-school listing, then?
"I don't see that happening because close to two lakh 80 thousand students will be attempting. If at all (there are any effects of the recession) perceptible thing, then maybe next year. But again, one can't say much," Mukherjee said.

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An unprecedented growth in demand for professional service led the company to set up another office, South of India in Bangalore city in 1998.
Our consultants are drawn from within the industry and enjoy a high professional valuation of their experience.
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Tab also enjoys the reputation of being one of the first to place candidates internationally since 1997. Successful mandates executed range from COO,CFO to mid management and executive roles. Countries covered are Bangladesh, China, Egypt, Hong Kong, Indonesia, Singapore, Sri Lanka, U.K and U.S.A.
Times are a changing and to support the globalization we are constantly shopping for talent overseas especially at the senior levels. In addition to a strong database of Indian nationals working overseas we have an established network of candidates based out of Bangladesh, China, Europe, Hong Kong, Indonesia, Mexico, Philippines, Pakistan and Sri Lanka.
TAB through its resource base can help you to tap your requirement of man power from within the industry in India and Overseas.

The Informational Interview

On the opposite end of the stress spectrum from screening interviews is the informational interview. A meeting that you initiate, the informational interview is underutilized by job-seekers who might otherwise consider themselves savvy to the merits of networking. Job seekers ostensibly secure informational meetings in order to seek the advice of someone in their current or desired field as well as to gain further references to people who can lend insight. Employers that like to stay apprised of available talent even when they do not have current job openings, are often open to informational interviews, especially if they like to share their knowledge, feel flattered by your interest, or esteem the mutual friend that connected you to them. During an informational interview, the jobseeker and employer exchange information and get to know one another better without reference to a specific job opening.

This takes off some of the performance pressure, but be intentional nonetheless:

Come prepared with thoughtful questions about the field and the company.
Gain references to other people and make sure that the interviewer would be comfortable if you contact other people and use his or her name.
Give the interviewer your card, contact information and resume.
Write a thank you note to the interviewer.

Surabhi Singh PGDM I

The Screening Interview

Companies use screening tools to ensure that candidates meet minimum qualification requirements. Computer programs are among the tools used to weed out unqualified candidates. (This is why you need a digital resume that is screening-friendly. See our resume center for help.) Sometimes human professionals are the gatekeepers. Screening interviewers often have honed skills to determine whether there is anything that might disqualify you for the position. Remember-they do not need to know whether you are the best fit for the position, only whether you are not a match. For this reason, screeners tend to dig for dirt. Screeners will hone in on gaps in your employment history or pieces of information that look inconsistent. They also will want to know from the outset whether you will be too expensive for the company.

Some tips for maintaining confidence during screening interviews:

Highlight your accomplishments and qualifications.
Get into the straightforward groove. Personality is not as important to the screener as verifying your qualifications. Answer questions directly and succinctly. Save your winning personality for the person making hiring decisions!
Be tactful about addressing income requirements. Give a range, and try to avoid giving specifics by replying, "I would be willing to consider your best offer."
If the interview is conducted by phone, it is helpful to have note cards with your vital information sitting next to the phone. That way, whether the interviewer catches you sleeping or vacuuming the floor, you will be able to switch gears quickly.

Sukhbeer Kaur PGDM I

ERIC EDUCATION REPORT

A brief narrative description of the journal article, document, or resource.
A preliminary survey of trainees' pre- and postrelease interactions with the State Employment Service (ES) was conducted by the Experimental Manpower Laboratory for Corrections (EMLC) as part of an overall evaluation of Manpower Development and Training (MDT) program effectiveness at Draper Correctional Center, Elmore, Alabama. Measures of the number and results of MDT trainees' interactions with ES offices before and after release from prison were made to determine the degree of effectiveness being achieved by ES personnel in securing training-related jobs for MDT trainees. Data were gathered from four sources: (1) the ES extension office records (at Draper) of 56 MDT trainees and an interview with the ES counselor stationed at Draper, (2) records of 41 MDT trainees (73% of the study group) released to the service areas of 13 ES field offices located throughout Alabama and interviews with office managers or responsible personnel in these offices, (3) postrelease interviews of 16 MDT trainees which had already been accomplished in connection with EMLC Objective 3, and (4) additional telephone interviews with 10 of those 16 MDT trainees. Results showed that the ES Draper Extension Office had placed 18 (32%) of the 56 MDT trainees in training-related jobs; 14 (25%) of them reported to work and 7 (13%) were still employed on those initial jobs at the time of the study. The 13 ES field offices placed 5 (12%) of the 41 MDT trainees released to their areas in training-related jobs. (Author)

recent job in automobile

The most common products to be promoted in this way are automobiles. Frequently, all the important vehicles in a movie or television serial will be supplied by one manufacturer. For example, The X-Files used Fords, as do leading characters on 24. The James Bond films pioneered such placement.[13] The 1974 film The Man with the Golden Gun featured extensive use of AMC cars, even in scenes in Thailand, where AMC cars weren't sold, and had the steering wheel on the wrong side of the vehicle for the country's roads. In XXY (2007) all vehicles depicted are Toyotas, even though the film takes place in South America; the film's credits acknowledge the automaker as having funded portions of the film's production. The last two Bond films had used vehicles from Ford or its subsidiaries. In Bad Boys 2, Transformers and The Matrix Reloaded, almost every car was made by General Motors.
Other times, vehicles or other products take on such key roles in the film it's as if they are another character. Nissan cars also feature prominently in the 'Heroes' TV show, the logos often zoomed in/out of or whole cars shown for a few seconds at the beginning of a new scene. In The Matrix Reloaded, a key chase scene is conducted between a brand new Cadillac CTS and a Cadillac Escalade EXT. The chase scene also features a Ducati motorcycle in the getaway. Three of the James Bond films starring Pierce Brosnan featured a BMW car before fan outcry pressured the producers to return to using the traditional Aston Martin, which was owned by Ford Motor Company at the time and thus brought in more product placement. In addition, a Shelby GT500 is used extensively at the beginning of I Am Legend. In the 2008 movie Taken, Liam Neeson drives Audi cars, first an A3 and a S8 in the final high speed scene on the streets of Paris. All of the cars in the video game Tom Clancy's Rainbow Six: Vegas 2 are manufactured by Dodge

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As an intern, you’ll develop skills highly valued in the professional world such as project management, presentation, communication and time management skills. Furthermore, you will gain the ability to manage multiple projects, develop interpersonal skills, and solve problems. You’ll be exposed to diverse cultures from around the world through your fellow interns; you’ll learn to collaborate, to be adaptive, to build rapport and to self-reflect for continued personal growth.
Introductory Training
All interns will receive introductory training at the World Youth Alliance headquarters in New York City throughout the course of their internships. Interns will receive basic training from WYA staff in the following areas:

The Meandering Style

This interview type, usually used by inexperienced interviewers, relies on you to lead the discussion. It might begin with a statement like "tell me about yourself," which you can use to your advantage. The interviewer might ask you another broad, open-ended question before falling into silence. This interview style allows you tactfully to guide the discussion in a way that best serves you.

The following strategies, which are helpful for any interview, are particularly important when interviewers use a non-directive approach:

Come to the interview prepared with highlights and anecdotes of your skills, qualities and experiences. Do not rely on the interviewer to spark your memory-jot down some notes that you can reference throughout the interview.
Remain alert to the interviewer. Even if you feel like you can take the driver's seat and go in any direction you wish, remain respectful of the interviewer's role. If he or she becomes more directive during the interview, adjust.
Ask well-placed questions. Although the open format allows you significantly to shape the interview, running with your own agenda and dominating the conversation means that you run the risk of missing important information about the company and its needs.

USHA KUMARI PGDM I

The Directive Style

In this style of interview, the interviewer has a clear agenda that he or she follows unflinchingly. Sometimes companies use this rigid format to ensure parity between interviews; when interviewers ask each candidate the same series of questions, they can more readily compare the results. Directive interviewers rely upon their own questions and methods to tease from you what they wish to know. You might feel like you are being steam-rolled, or you might find the conversation develops naturally. Their style does not necessarily mean that they have dominance issues, although you should keep an eye open for these if the interviewer would be your supervisor.

Either way, remember:

Flex with the interviewer, following his or her lead.
Do not relinquish complete control of the interview. If the interviewer does not ask you for information that you think is important to proving your superiority as a candidate, politely interject it.

Deyani Sharma PGDM I

Finding a Job
by ResumeEdge.com - The Net's Premier Resume Writing and Editing Service

You know exactly what kind of career you want. Your resume is perfect. You've forced your friends to spend hours asking you practice interview questions. Everything is in order - except you don't know how to go about finding the job openings.

The first step is to shift your networking skills into high gear. Start asking friends and family members to ask their co-workers, friends, hairdressers, optometrists, accountants, and other acquaintances if they've either heard of any available, relevant job openings, or if they know of someone to whom you ought to talk.

Another good way to make connections is to contact your college alumni office or career services center to see if either has a list of alumni who have volunteered to serve as mentors and contacts to young jobseekers.

Also, if you've held internships in the past, get in touch with your employers and co-workers from those experiences and ask if they can point you in the right direction.

While there's truth to the adage that the best jobs are never advertised, that doesn't mean you can't find a good job outside the networking realm:

Check out Internet job listings.
Go to trade websites for the career field in which you're interested. Often, occupations have professional associations with websites that include job listings. If you don't know the name of the association or trade organization that unifies your potential colleagues, do a search or ask someone in the field. Those websites are also an excellent way to cull contact names.
Go to job fairs. You can usually find advertisements for job fairs in your local newspaper.
Visit the websites of companies for which you would like to work. See if they have any job listings posted within the site.
If you're interested in working for a medium- or large-sized company, call the human resources departments of potential employers and ask if they have any job openings.
Read the classified section of the newspaper. If you want to relocate, find out what newspapers serve the places you'd like to live and then browse those papers' classified sections on the web.
The most important thing to remember is that the job search is often like a roller coaster ride. You might find some great opportunities, only to find that positions have been filled. And, in turn, you might investigate something you don't think you're interested in, only to strike a gold mine. The important thing is to keep you head up, and keep pushing forward. As long as you're persistent and patient, you will either find a good job, or you'll find a job that will serve as a transitional job that will open doors for you.



Ravikant Singh PGDM I

Behavioral Interview

Behavioral interview is a relatively new mode of interview that was developed in the 1970's by industrial psychologists. The underlying principal is that past performance is the best indicator of future performance. Actually, behavior-based interviews are said to be 55 percent predictive of future on-the-job behavior, while traditional interviews are only 10 percent predictive. They can help hiring managers get more objective information about a candidate's job-related skills, abilities, interest and motivation, and make more accurate hiring decision. Currently, 30 percent of all organizations are using behavior based interviews to some degree.

In behavior-based interviews, you are asked to give specific examples of when you demonstrated particular behaviors or skills. Questions usually start with "Tell me about a time when..., Describe a situation where you had to...," or " Give me an example of..." These are the prefaces to behavioral questions. Sometimes, these questions may be followed by a series of probing questions like "What might you done differently?", "How has the experience affected the way you would approach the situation today?", etc.

So what are employers looking for with these type of questions? As the name implies, they are looking for your behaviors and skills that are equated with success. These skills may be technical skills or performance sills (such as creativity or decisiveness). So understanding the most wanted skills may be helpful to your interviewing.

According to a research conducted by New York Times Job Market, the following skills are most in demand by employers:

Ability to work in a team environment (89%)
Ability to learn quickly (84%)
Presentation/verbal communications (76%)
Multi-tasking (73%)
Time Management (69%)
Skills most in demand for management candidates:

Leadership (67%)
Strategic Thinking (56%)
Skills most in demand for administration candidates:

Technical (25%)
Analytical (24%)
Skills most in demand for entry-level positions:

Ability to learn quickly (32%)
Furthermore, employers said they were willing to pay more money to candidates who have the following skills:

Multitasking (65%)
Can quickly learn on the job (64%)
Possess strategic thinking abilities (61%)

Puneet Kumar PGDM I

Are You Prepared to Answer These Critical Job Interview Questions? - Download My FREE Report Now to Find Out!"
Here's what you'll discover today:

Why the most common job interview questions are answered "wrong". (They'll tell you there 'is no wrong way to answer this'. Oh really?)
How make any interviewer sit up and take notice as you turn one "ho-hum" question into the dynamic answer he really wants but rarely gets.
The one question nearly every job seeker dreads hearing and how you can answer with rare poise and confidence every time
Another question where most interviewers miss the point. Get this right and you'll elevate yourself to the top of the heap... instantly.

Saloni Singh PGDM III

A Question of Integrity
During a client-intake session with Amanda, a recent college graduate, she told me her current job title was "Director of External Public Relations." I couldn't help but think that was an impressive title for a 22-year-old. After prodding a little, I discovered the real story. It just so happens that this particular client worked for her aunt in a two-person office and there were occasions when she wrote press releases and spoke to reporters regarding the latest company happenings.

Though she did participate in public relation activities, the title of Director of External Public Relations was a bit of a stretch. An employer would have had the same reaction I did. He or she would have doubted her claims and as a result, wouldn't have bothered calling her in for an interview.

Lesson Learned: Your resume has to be believable. If an employer has any inkling you are being deceitful, your resume will go in the trash. And even if you are able to get through the resume review and interview process with half-truths, be warned: once hired, you will be expected to deliver.

Gaurav Panwar PGDM III

Poor Communication Skills Are a Real Killer
Amit was extremely qualified for all the positions he applied for, but he was receiving no bites. After careful review of his resume, I noticed that although he claimed to be an excellent communicator, he failed to communicate his value. It was obvious the resume was homespun and lacked the finesse needed to garner the attention of hiring managers. He was under the impression that once he received an interview, he would be able to communicate exactly why he was qualified for the position. Unfortunately, he never received that chance.

Lesson learned: Simply writing "strong communication skills" isn't going to be enough to convince a decision maker that you can successfully interact with others. A hiring manager is going to look to your resume as verification of your claims; and if you aren't able to effectively put two sentences together, they are going to question not only your communication skills but also your ability to do the job.

Anoop Chauhan PGDM I

Presentation is Everything

The way the resume is structured, organized, and written also alludes to your personal characteristics. Using actual client stories and the top three characteristics employers seek, I'll discuss common mistakes jobseekers make in the presentation of their resumes.

Manish Kumar Verma PGDM III

Your Resume Should Have Character

The notion that employers are only interested in where you have been and where you are heading is pure nonsense. Experienced hiring managers take into account both your experience and your character. After all, in the end, they are hiring a human being, not a robot. Still, many believe that personal attributes just take up space and make the resume "fluffy."

After reading countless job descriptions that make it a point to mention personal characteristics and speaking directly with hiring managers on this specific topic, I've come to realize that it's not the inclusion of personal attributes that make resumes superficial. It's how the characteristics are presented that is the cause of concern. In this article, I will focus on the top three characteristics employers seek (good communication skills, honesty, and a strong work ethic) and discuss how you can seamlessly integrate them into your resume. Now let's get started.

Print out your resume and take a look at it. If you find that you carelessly threw some of the characteristics mentioned above in your resume without making supporting statements to back them up, then the reader will question the sincerity of your claims.

Here's an example of a superficial sentence: "Possess a strong work ethic and recognized for the ability to deliver results." Although the sentence covers attributes employers seek, the sentence needs to be spiced up.

For example, a more compelling sentence is: "Demonstrated record of consistent performance and ability to establish strong presence within global markets (e.g. China, Italy, Sweden), generating 6- and 7-figure revenue gains."

Notice the difference? In the original sentence, the declaration didn't carry much weight. Simply stating you have certain characteristics doesn't make it so. The reader will be scratching his or her head and thinking, "Oh yeah? Prove it."

The revised sentence takes a different approach. Instead of stating personal characteristics outright, the sentence demonstrates results; therefore the reader can deduce that the candidate has all the right characteristics. This will leave the reader thinking, "Interesting stuff. I'll put this candidate in the must-call pile."
Sonal Bajpai PGDM III

SOFTWARE JOBS INDIA NEWS 1 DEC 2009

Foreign firms boost UK IT workforceContractor UK, UK - 3 hours ago... The growth in jobs central to offshore outsourcing ... of increased offshore outsourcing of computer services (away ... locations such as Ireland, Australia and India. ... UK is net gainer from IT outsourcing and offshoring trends.

Exodus of jobs overseas may be overstatedMiddle East North Africa Financial Network, Middle East - 1 hour agoWASHINGTON _ From India to Mexico, software programmers ... in terms of a choice between jobs at home or ... not offshoring," said Jess Blackburn of computer giant Dell

Wake up, America: The alarming realities of today's reverse brain ...Enter Stage Right, Canada - 8 hours ago... Today, the manufacturer of high-end computer chips boasts a ... to high-tech entrepreneurs in India's "Silicon Plateau ... 35 years in senior financial jobs at Citibank

Software Jobs India News

Contractor UK, UK - 3 hours ago... The growth in jobs central to offshore outsourcing ... of increased offshore outsourcing of computer services (away ... locations such as Ireland, Australia and India. ... UK is net gainer from IT outsourcing and offshoring trends.

Exodus of jobs overseas may be overstatedMiddle East North Africa Financial Network, Middle East - 1 hour agoWASHINGTON _ From India to Mexico, software programmers ... in terms of a choice between jobs at home or ... not offshoring," said Jess Blackburn of computer giant Dell

Wake up, America: The alarming realities of today's reverse brain ...Enter Stage Right, Canada - 8 hours ago... Today, the manufacturer of high-end computer chips boasts a ... to high-tech entrepreneurs in India's "Silicon Plateau ... 35 years in senior financial jobs at Citibank

CITY AND GUILD PLACEMENT

We will provide you 100% Job Placement with our certificate courses which are internationally certified by City & Guilds, UK. Our courses will make you ready to work in any global BPO, Customer Service and Retail industry within a short span of time. We provide the following courses to make you the most attractive candidate for the whole ITES, BPO and Retail Industry.

6 Ways To Overcome Shyness And Gain Confidence

Are you shy? Do you have difficulty coping with people or situations? Then I have good news for you. You do not have to suffer from shyness and you should not feel insecure and fear that you are being judged with every step you take.
Winning the war with shyness takes practice, but is definitely well worth the effort as the result is increasing confidence and self esteem. Wake up feeling good about yourself, able to face the world with confidence and security and the knowing that no feeling of shyness can come in your way of achieving your desires.
There are hundreds of books written on the subject of how beat shyness and gain confidence, but there are a few techniques that anyone can practice. Here are 6 suggestions of techniques on how to overcome your shyness:
1. Every morning, as soon as you get up, get in front of a mirror and say out loud "I feel terrific! I feel terrific! I feel terrific!" Repeat this affirmation with enthusiasm at least ten times everyday until it's ingrained into your subconscious mind. If feel a little self conscious to begin with lock yourself in the bathroom. The results will amaze you.
2. Feel good about yourself. Look your best. Dress up more often. This gives you an extra feeling of confidence and self esteem. On its own just knowing that you look good will boost your confidence and reinforce with others that there are things about you that are worth getting to know.
3. Take a risk at least once a day. It's very invigorating and conquering fears by taking risks helps you grow in confidence and self esteem. Start with small risks and fears and as you overcome them move onto bigger things. There's nothing you cannot do. Be confident in knowing that change can only help you grow, and boost your self confidence.
4. When you are engaged in a one to one conversation, or with a larger group of people, let them know that you're shy. This prevents them from misreading you and they are far more likely to invite you into the conversation rather than leave you just listening and wishing you could contribute.
Many people, me included, find following a conversation in a noisy room difficult. If you are having difficulty say so and move so that you can hear. People respect honesty, and vulnerability and you will attract more honest people into your life as a result.
5. Rejection is a fact of life that everyone experiences. It is rarely you that is being rejected. If you are rejected, for example if you ask someone for a date, remember that everyone has different likes and dislikes. You may be attracted to one type of person and not others. The same applies to other people and you are probably just not their type. That does not devalue you in any way. Accept this and know that you will get over it. Never take it personally and keep in mind that if people reject you it is because of their own likes and dislikes and not because of who you are. You are equally entitled to reject others because of your likes and dislikes.
6. Engage in an activities that make you feel excited and good about yourself or start a hobby that gives you a feeling of relaxation. This could be anything from gardening to Tai Chi to Karate. Take some lessons, learn or master a musical instrument or take singing lessons. Do something that excites you and take a risk. Exploring things that make you feel excited is a great antidote for shyness.

INFORMATION EXCHANGE

In the first place it was to promote and recruit tentmakers. There followed the need to provide guidance and advice, and to give thought to the preparation and training of potential tentmakers. In order to do this an extensive use of communication technology has taken place, and websites set up, particularly the TI website www.tentmakersinternational.info and also at TENTMAKERNET www.tentmakernet.com (Ari Rocklin) Many of the National TIE representatives have websites and through them are able to share their experience and offer training modules. Some thought has also been given to job opportunities - TI in the Philippines provides international lists of vacancies. There is a growing appreciation of the emerging role of business in mission, with the vision of Great Commission Companies in support of tentmakers and as platforms for mission

Tips on How To Build Self Confidence Today

There are very few people who could call themselves perfect and be right. Most of us need to build self confidence today, but the majority just either ignore the issues or concentrate on the negatives: stress, worry, jobs, money problems and relationship issues. Concentrating on these areas drains our self confidence rather than improving it.
If you could improve your self confidence you could make more money, look and feel better physically, or just be more relaxed with other people. Below there are five simple techniques that have been proved to help build self confidence today.
1. Talk to yourself. It sounds crazy but it works. All of us have a running monologue constantly in our heads, whether we realize it or not. Everything we see, hear, or touch sparks off an immediate dialog in our thoughts.
For those who lack confidence this monologue is filled with negative messages many of which are the negative side of adverts from television, radio, advertisement boardings, newspapers, and just overhearing other people talk.
These negative thoughts literally suck energy from our minds and bodies and block the flow of positive messages. We need to hear the positive messages as they will build self confidence today and raise our self esteem. Take control. Use your inner thoughts to talk to yourself in a positive manner, as often as you can.
As an example one of my regular sayings is "I like myself, I like myself, I like myself". I just repeat it for a couple of minutes. It sounds cheesy, but does build self confidence today – Try it. I bet that if you go to the mirror right now and repeat out loud "I like myself!" 50 times, it will be impossible to keep from smiling.
2. Dress as smartly and as classily as you can. You won't feel at your best if you don't look your best. You will be amazed at just how much more confidence you will have just looking your best. It just feels good when you are wearing your best clothes, are well groomed, and are surrounded by a clean environment. So what if it is Saturday, you need to build self confidence today not next week. Put on your nice clothes, get the car washed, style that hair! A hairdresser once told me "Everyday is show time!"
3. Increase your self esteem even more by giving thanks to what you are, how you look, and what you are doing. Say "thank you" to yourself to everything you see, all whom you meet, and each smile that you receive.
4. Stand or sit correctly: How you stand sends out a message to the World, and in turn, back to you. This results in improving how you feel about yourself and will build self confidence today and every day.
There is scientific evidence that shows how posture affects our mood. Do not slouch. Slouching produces a down mood. By slouching you are telling the world and yourself it doesn't matter, you don't matter. Standing tall and upright will actually lift your mood. Help build up your confidence by pulling back those shoulders, stop that slouch, and walk proud.
5. Smile. Just smile and things seem better somehow. Practice smiling regularly and get your facial muscles used to the physical act of smiling.
Go to the mirror and smile – make yourself. Not a grimace, but a proper smile. If you don't think you can try this:
1)Open your eyes as wide as you can – (try and get your eyebrows right up to your hair line)
2)Slightly open your mouth
3)Pull the corners of your mouth back towards your ears (If your not sure pull them back with your fingers so you know what it feels like then try again without your fingers).
4)Repeat 50 times. Get your facial muscles used to smiling and you will smile more and encourage smiles from others. This will make you feel happier and with that you'll build self confidence today.
About the Author

Psychometric Test

In addition to basing our judgments on our knowledge and interviews with candidates, we are also able to carry out evaluation tests. Such psychometric testing can augment the selection process and, in doing so, normally confirms our own judgment. Employees, who qualify in technical competencies, often fail to succeed due to a lack of certain behavioral competencies. In order to assess this level of fit either to a particular organization, team, core values or to a particular job we have on our panel Accredited Practitioner who using a software system produce a range of results summaries.

Psychometric Test

In addition to basing our judgments on our knowledge and interviews with candidates, we are also able to carry out evaluation tests. Such psychometric testing can augment the selection process and, in doing so, normally confirms our own judgment. Employees, who qualify in technical competencies, often fail to succeed due to a lack of certain behavioral competencies. In order to assess this level of fit either to a particular organization, team, core values or to a particular job we have on our panel Accredited Practitioner who using a software system produce a range of results summaries.

Psychometric Test

In addition to basing our judgments on our knowledge and interviews with candidates, we are also able to carry out evaluation tests. Such psychometric testing can augment the selection process and, in doing so, normally confirms our own judgment. Employees, who qualify in technical competencies, often fail to succeed due to a lack of certain behavioral competencies. In order to assess this level of fit either to a particular organization, team, core values or to a particular job we have on our panel Accredited Practitioner who using a software system produce a range of results summaries.

Psychometric Test

In addition to basing our judgments on our knowledge and interviews with candidates, we are also able to carry out evaluation tests. Such psychometric testing can augment the selection process and, in doing so, normally confirms our own judgment. Employees, who qualify in technical competencies, often fail to succeed due to a lack of certain behavioral competencies. In order to assess this level of fit either to a particular organization, team, core values or to a particular job we have on our panel Accredited Practitioner who using a software system produce a range of results summaries.

Psychometric Test

In addition to basing our judgments on our knowledge and interviews with candidates, we are also able to carry out evaluation tests. Such psychometric testing can augment the selection process and, in doing so, normally confirms our own judgment. Employees, who qualify in technical competencies, often fail to succeed due to a lack of certain behavioral competencies. In order to assess this level of fit either to a particular organization, team, core values or to a particular job we have on our panel Accredited Practitioner who using a software system produce a range of results summaries.

Psychometric Test

In addition to basing our judgments on our knowledge and interviews with candidates, we are also able to carry out evaluation tests. Such psychometric testing can augment the selection process and, in doing so, normally confirms our own judgment. Employees, who qualify in technical competencies, often fail to succeed due to a lack of certain behavioral competencies. In order to assess this level of fit either to a particular organization, team, core values or to a particular job we have on our panel Accredited Practitioner who using a software system produce a range of results summaries.

Psychometric Test

In addition to basing our judgments on our knowledge and interviews with candidates, we are also able to carry out evaluation tests. Such psychometric testing can augment the selection process and, in doing so, normally confirms our own judgment. Employees, who qualify in technical competencies, often fail to succeed due to a lack of certain behavioral competencies. In order to assess this level of fit either to a particular organization, team, core values or to a particular job we have on our panel Accredited Practitioner who using a software system produce a range of results summaries.

Methodology/ (Psychometric Test)

Many new Clients ask about our recruitment process. Here are a few pointers

We take the time to understand your company and people needs. We sit down in confidence with you in order to agree the details of both the role that you wish to fill and the profile of the ideal candidate you wish to place in this role.

We will propose to you the optimum method of filling the role - this will be a combination of industry networking, executive search and our exisiting database.

We locate candidates through our very extensive candidate database, industries library and through extensive networking. We are also experts in making cold calls to potentially strong candidates who may not be ordinarily job-hunting.

From our offices located in North and South of India we search throughout the region and very much define our search strategy on an assignment-by-assignment basis.
Throughout the process we would keep in close contact with you, both by phone and e-mail and in the form of weekly summary reports.

We work with you throughout the entire process of extending offers to the chosen candidates. We handle the entire reference checking process, quickly alerting you to any issues, which may need to be addressed. We remain involved up to and beyond the day a candidate joins your company

Methodology/ (Psychometric Test)

Many new Clients ask about our recruitment process. Here are a few pointers

We take the time to understand your company and people needs. We sit down in confidence with you in order to agree the details of both the role that you wish to fill and the profile of the ideal candidate you wish to place in this role.

We will propose to you the optimum method of filling the role - this will be a combination of industry networking, executive search and our exisiting database.

We locate candidates through our very extensive candidate database, industries library and through extensive networking. We are also experts in making cold calls to potentially strong candidates who may not be ordinarily job-hunting.

From our offices located in North and South of India we search throughout the region and very much define our search strategy on an assignment-by-assignment basis.
Throughout the process we would keep in close contact with you, both by phone and e-mail and in the form of weekly summary reports.

We work with you throughout the entire process of extending offers to the chosen candidates. We handle the entire reference checking process, quickly alerting you to any issues, which may need to be addressed. We remain involved up to and beyond the day a candidate joins your company

Methodology/ (Psychometric Test)

Many new Clients ask about our recruitment process. Here are a few pointers

We take the time to understand your company and people needs. We sit down in confidence with you in order to agree the details of both the role that you wish to fill and the profile of the ideal candidate you wish to place in this role.

We will propose to you the optimum method of filling the role - this will be a combination of industry networking, executive search and our exisiting database.

We locate candidates through our very extensive candidate database, industries library and through extensive networking. We are also experts in making cold calls to potentially strong candidates who may not be ordinarily job-hunting.

From our offices located in North and South of India we search throughout the region and very much define our search strategy on an assignment-by-assignment basis.
Throughout the process we would keep in close contact with you, both by phone and e-mail and in the form of weekly summary reports.

We work with you throughout the entire process of extending offers to the chosen candidates. We handle the entire reference checking process, quickly alerting you to any issues, which may need to be addressed. We remain involved up to and beyond the day a candidate joins your company

Preparing for a successful negotiation…

Depending on the scale of the disagreement, some preparation may be appropriate for conducting a successful negotiation.
For small disagreements, excessive preparation can be counter-productive because it takes time that is better used elsewhere. It can also be seen as manipulative because, just as it strengthens your position, it can weaken the other person’s.
However, if you need to resolve a major disagreement, then make sure you prepare thoroughly. think through the following points before you start negotiating:
Goals:
what do you want to get out of the negotiation? What do you think the other person wants?
Trades:
What do you and the other person have that you can trade? What do you each have that the other wants? What are you each comfortable giving away?
Alternatives:
if you don’t reach agreement with the other person, what alternatives do you have? Are these good or bad? How much does it matter if you do not reach agreement? Does failure to reach an agreement cut you out of future opportunities? And what alternatives might the other person have?
Relationships:
what is the history of the relationship? Could or should this history impact the negotiation? Will there be any hidden issues that may influence the negotiation? How will you handle these?
Expected outcomes: what outcome will people be expecting from this negotiation? What has the outcome been in the past, and what precedents have been set?
The consequences:
what are the consequences for you of winning or losing this negotiation? What are the consequences for the other person?
Power:
who has what power in the relationship? Who controls resources? Who stands to lose the most if agreement isn’t reached? What power does the other person have to deliver what you hope for?
Possible solutions: based on all of the considerations, what possible compromises might there be?
Negotiating successfully…
The negotiation itself is a careful exploration of your position and the other person’s position, with the goal of finding a mutually acceptable compromise that gives you both as much of what you want as possible. People's positions are rarely as fundamentally opposed as they may initially appear - the other person may have very different goals from the ones you expect!In an ideal situation, you will find that the other person wants what you are prepared to trade, and that you are prepared to give what the other person wants.If this is not the case and one person must give way, then it is fair for this person to try to negotiate some form of compensation for doing so – the scale of this compensation will often depend on the many of the factors we discussed above. Ultimately, both sides should feel comfortable with the final solution if the agreement is to be considered win-win.Only consider win-lose negotiation if you don't need to have an ongoing relationship with the other party as, having lost, they are unlikely to want to work with you again. Equally, you should expect that if they need to fulfill some part of a deal in which you have "won," they may be uncooperative and legalistic about the way they do this.
Ravi Kant Singh
PGDM-01st Sem.

Making a Great First Impression!

Be on Time
The person you are meeting for the first time is not interested in your “good excuse” for running late. Plan to arrive a few minutes early. And allow flexibility for possible delays in traffic or taking a wrong turn. Arriving early is much better that arriving late, hands down, and is the first step in creating a great first impression.
Be Yourself, Be at Ease
If you are feeling uncomfortable and on edge, this can make the other person ill at ease and that’s a sure way to create the wrong impression. If you are calm and confident, so the other person will feel more at ease, and so have a solid foundation for making that first impression a good one. See our section on relaxation techniques to find out how to calm that adrenaline!
Present Yourself Appropriately
Of course physical appearance matters. The person you are meeting for the first time does not know you and your appearance is usually the first clue he or she has to go on.
But it certainly does not mean you need to look like a model to create a strong and positive first impression. (Unless you are interviewing with your local model agency, of course!)
No. The key to a good impression is to present yourself appropriately.
They say a picture is worth a thousand words, and so the “picture” you first present says much about you to the person you are meeting. Is your appearance saying the right things to help create the right first impression?
Start with the way you dress. What is the appropriate dress for the meeting or occasion? In a business setting, what is the appropriate business attire? Suit, blazer, casual? And ask yourself what the person you'll be meeting is likely to wear - if your contact is in advertising or the music industry, a pinstripe business suit may not strike the right note!
For business and social meetings, appropriate dress also varies between countries and cultures, so it’s something that you should pay particular attention to when in an unfamiliar setting or country. Make sure you know the traditions and norms.
And what about your personal grooming? Clean and tidy appearance is appropriate for most business and social occasions. A good haircut or shave. Clean and tidy clothes. Neat and tidy make up. Make sure your grooming is appropriate and helps make you feel “the part”.
Appropriate dressing and grooming help make a good first impression and also help you feel “the part”, and so feel more calm and confident. Add all of this up and you are well on your way to creating a good first impression.
A Word about Individuality
The good news is you can usually create a good impression without total conformity or losing your individuality. Yes, to make a good first impression you do need to “fit in” to some degree. But it all goes back to being appropriate for the situation. If in a business setting, wear appropriate business attire. If at a formal evening social event, wear appropriate evening attire. And express your individuality appropriately within that context.
A Winning Smile!
“Smile and the world smiles too.”* So there’s nothing like a smile to create a good first impression. A warm and confident smile will put both you and the other person at ease. So smiling is a winner when it comes to great first impressions. But don't go overboard with this - people who take this too far can seem insincere and smarmy, or can be seen to be "lightweights".
Surbhi Singh
PGDM-01st Sem.