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November 23, 2009
Ten Ways to Improve Your Communication Skills
So Why Didn't We Shortlist You?
So Why Didn't We Shortlist You?
You didn’t seem to know which school or which job you were applying to
Your letter began “Dear Sir/Madam” - couldn’t you check on our documents the actual name of the head? And find out if it’s a male or a female?
You didn’t do as we asked you to
We asked for a supporting statement of no more than 2 sides A4, you sent one which was 4 sides long Or one which was two sides, but in a tiny, tiny font Or just one paragraph.
Form completed in a scruffy fashion
You were trying too hard to impress us
A CV beginning with your mission statement: “An educator seeking appointment in fast-paced demanding professional environment where I can utilise my skills, education and experience to groom myself”. What does this actually mean? And why do I care about your desire to groom yourself - I am looking for my advantage, not yours.
TYPES OF INTERVIEW
Formal and structured Interview: This interview is based on through job analysis, which directs the flow of interview.The questions cover all pertinent facts.The same questions are asked to all candidates which helps in better evaluation.
Indepth Interview: This is more suitable in selecting the candidates for high end technology and high skill jobs. Experts in the relevant areas test the candidates ,knowledge and understanding of the subjects and assess his expertise.They determine suitability of candidates for the jobs in questions and based on these evaluation.
Group Interview :This method is resorted to when the number of applicants is high and time available for interviewing is short.This method is useful in while recruiting for entry level and junior management position.
Stress Interview: the objective is to test the applicants abilities to performs and deliver under stress.Interviewers put the interviewee under stress by repeatedly interrupting him, criticizing his answer,asking him unrelated questions or keeping quiet for long time after interviewee has finished talking.
This is standardized procedure to measure intelligences or aptitude or personality of aspirants. This is one of the important parts of selection process of many domestic and international organizations. This help employer to find best match of individual to occupation and working ambience. It should be standardized, reliable, predictive and non discriminatory. The information given by the candidates is checked by references after final decision taken and before offer is to made.This reference might have been work related (such as former supervisor or co worker) or they might have been personal (such as friend, clergy, or family members). In either case, to the extent that you could, you provided the organisation with a list of people who you believed would generally speak favourably about you.
Once the candidates are evaluated and final decision is taken, then the offer letters is made which is formal, written and requires acceptance in writing.The objective of the offer letter is " we are pleased to select you for our esteemed organisation:
This is very common in hiring process .This is in fact mentioned in the clause in offer letter to the candidates , which says that the offer is conditional on the candidates being medically fit..
Orientation is process by which we introduce new employees to the organisation, their superiors, coworkers and job.The orientation process provides a foundation upon which new employees can build their skill and contribute to our efforts to providing responsive and effective services to the organisation.
Issues in Recruitment and Selection:
The chances of failure will be high if the RPO do not understand the Vision and recruitment strategy of an organization.The entire success of organization depends upon people and their integrity towards employers. Better recruitment begets better results this is true in every aspects.
Organisation could offer job to which they thought of valuable but it does not means poach and hunting 100% right perspectives.This spoil the goodwill of an organization to some extent.The organization might practice Coordinate Recruitment.
This is common in today's scenario of fierce competition.
Authenticity of resume is questionable in this stiff competitive world. Prospective employers are using track methodology to judge reliablility of the content by references, educational qualification, talking to candidates over phone, previous employer reputation etc.
This is obstacle in popularizing e recruitment, but rate of enhancement in PC penetration is our country is quite high so in near future we donot take it as challenges. Lets we have to set modus operandi for online recruitment which will guide prospective employers and aspirants/jobseekers both.
Technologies have created impact on every function of an organisation and Recruitment and Selection is not an exception. An employer prefers to contact or interact people to feel and understand would be HR asset for them. This will help the organisation to manage expectation of would in best possible manner.
Demonstrate Your Problem-Solving Skills in the Interview
Demonstrate Your Problem-Solving Skills in the Interview
Succeeding at an interview is often more of an art than a science. While your experience, education, and other qualifications play a significant role in the hiring decision, the hire is still very much based on the personal opinion of the interviewer. He or she will make a decision about whether to hire you based not only on your qualifications, but also on whether your personality will fit in at their company. Often the interviewer's instinct decides who will get the job offer.I don't suggest you try to obtain a personality transplant to succeed in an interview. If you really won't fit in at a particular company, you don't want to work there. But what you can do is be personable and professional. Smile, look the interviewer in the eye, and engage in a two-way conversation. Listen carefully, respond thoughtfully, and don't digress into personal details.
Interviewers need to be convinced that you will be able to fix their problems and help their company achieve its goals. One of the best ways to answer interview questions is to use your career success stories. Career success stories are tales of the defining moments in your career when you overcame significant challenges to succeed. These stories create a memorable impression and give the listener anecdotes about you that identify your ability to handle the tasks at hand, solve complex problems and provide a solution.
Personal anecdotes demonstrate your unique ability to solve problems. When you tell success stories, you illustrate how you went about handling a difficult situation at work. Here's the idea -- at some point in your career, you were faced with what seemed to be an insurmountable problem. If the problem continued, there would have been severe consequences. Rather than sit back and watch things fall apart, you took initiative and implemented a plan to solve the problem and bring about a positive result.
For each appropriate interview question, relate it to a similar situation earlier in your career, talk briefly about how you handled it, and highlight the results. These stories demonstrate to the interviewer that you have specific experience in dealing with similar situations.
For example, let's say you were asked in an interview, "How do you deal with high-pressure situations?"
You could simply answer: "I'm very good when faced with high-pressure situations. I dealt with them all the time at my last job."However, this response doesn't do much to convince the interviewer of your abilities.
Use a career success story instead:
"I'll give you an example.
I was leading a team of national account sales reps in the fourth quarter of the year. We were in the running to be the top sales team in the country in our organization. Prior to the fourth quarter, we hadn't even made the top 10. Our sales were good, but we wanted to finish the year as No. 1. I organized and led a sales-planning retreat to motivate my team to accomplish three things:
First, we identified each of our prospects and determined exactly what we could close before the end of the quarter.
Second, I had each rep -- with the assistance of his or her support team -- lay out a tactical plan for winning that business prior to the year's end.
Third, I asked each rep to make a specific sales commitment with support from their team. The bottom line was that we not only surpassed our overall sales plan, we blew away the competition. Every sales rep hit his or her goal, some topping it by 75 to 100 percent. As a result, our sales-team production exceeded 250 percent of the target and we were recognized as the top team in the nation. As our award, my team joined the company's top executives on a five-day trip to Paris."
The key to any interview, particularly if it's for a new field or new job, is to make the connection between your unique abilities and related situations in the new field through your success stories. Although it may be a new industry or job you are pursuing, there are many similarities to the day-to-day challenges and opportunities. Your career success stories bridge the gap.
Few Select Interview Questions
Few Select Interview Questions in Job Interviews
Why have you selected to join us?Where do you want to be in 5 years?
Describe your ideal career?
Tell me something about yourself.
How did you apply for the job?
Why do you want to work here?
November 21, 2009
Advertising Industry: Eligibility and Qualifications
Placements in Advertising Industry
Educational: Most advertising agencies recruit candidates with a formal management or advertising/mass communication qualification. Preference is given for MBA's for posts in the market research, client servicing and media planning departments.
In the creative department, on the other hand, a general BA with a command of the language of communication plus knowledge of designing packages like Photoshop, coral draw or fine arts is the requirement.
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Personal attributes: Basic qualities like creativity and flair for writing or ability to translate ideas into a visual format are required for making a successful career in this field. They should have insight into the interests of people from all walks of life, ability to work as part of team, mental and physical toughness to be able to withstand high pressure and criticism, must be sociable and have calm temperament. Market and media researchers should have an analytical and logical brain. Those in creative field should possess artistic abilities to make the ad appealing to the masses.
Guidelines for Preparing a Resume
Guidelines for Preparing a Resume
Name, Address and Telephone: One has to give his/her permanent address with phone number if any. If you have an e-mail address, include that too.
Objective: It should be brief and to the point. It must give the employer an idea about your work preferences and where you want to be in your career, in future.
For example:
- Seeking a challenging position with opportunities for career advancement and learning.
- To have a long career in the (particular field), gain further skills and attain the goal of the organisation aiming at mutual growth.
Profile: This category is optional but valuable. Here one should give an overall picture of his/her abilities and accomplishments. You must stress on your particular strengths. sd
For example:
- Good knowledge on Internet security, E-commerce Transactions, System Analysis etc.
- More than one year experience in the particular industry.
Educational Qualification: Here one has to include your degree, specialisation, institutions attended, year of graduation, subsidiary subjects studied, and any special workshops, seminars, related courses or projects done. You can give your qualifications separately as academic and professional or technical if any.
Career Graph or Work Experience: One must give details regarding the place you have worked, the position you held, your responsibilities and achievements if any, duration of work etc. List the name of the organisation, give a brief description if you prefer and the place it's located. Then give your work responsibilities with an emphasis on achievements- (work projects done, targets achieved etc.) and the dates or period you have served in the organisation.
Personal Profile: Your personal details like date of birth, permanent address and contact number, e-mail, passport details if any, hobbies, languages known etc.
References: References should be given with prior consent from the relevant people. This must include their name, address and phone number. It is not essential to give references in a resume. You can state that references can be furnished if needed.
November 19, 2009
Targeted Resume
Targeted Resume
A targeted resume is used to focus your resume toward a specific career objective, performed in a specific industry, and for a specific company. The content of a targeted resume is written to highlight the skills, qualifications, and experience that match the requirements of your job target. You may want to consider writing a targeted resume when:* You know the title of the position you are interested in and have a good idea of the qualifications that will be required for entry into this position.
* You are sending your resume in response to an employment advertisement.
* You are writing or revising your resume to apply to a specific company.
* You have several different specific career objectives and want a different resume for each one
November 17, 2009
Tips to Write a Resume
Tips to Write a Resume
Gather and Check All Necessary Information - Learn to write a resume by writing down information under headings.Finance Rules the Roost in IIM-C Placement
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