Wednesday, August 27, 2008

Preparation Before the day & On the day?

A job interview can be a horrible, stressful, awkward experience. But it needn't be that way. The job interview is your chance to show people who you are and what you're capable of. The secret of a successful interview lies in preparation - do your homework and an interview can be a positive, useful experience.

With my handy tips can help with nerve-calming and how to do your best on the big day.

Preparation

It makes sense to know a little bit about the company that you want to work for, so before your interview do some research:
  • Look at the company website
  • Quiz anyone you know who has worked there
Then, be ready with a few questions for the interviewer which show that you have done your homework. The recruiter wants to know that you are on the ball.

Also prepare answers to standard questions and check the format of the interview - for example will there be any personality or skills testing?

Before the day

  • Read through your CV

    and application letter and take additional copies
  • Check buses/trains/parking/directions

On the day

  • Turn up on time
  • Dress appropriately
  • Be nice to everyone you meet from the receptionist onwards - you neverknow who might have a say in your appointment
  • Make the most of your research - mention some of the facts you have gleaned about the company
  • Find out as much as you can about the job - how else will you be able to decide if they make you an offer?
  • If the first interview is with a recruitment consultant, pump him or her for as much information as possible about the organisation and the job

Don't:

  • Be late - in fact, try to arrive early
  • Criticism of current or previous employers
  • Answer a question with another question
  • Interrupt the interviewers - although they may interrupt you
  • Leave without finding out when you will hear if you have made it to the next round of the recruitment process, and what that will involve

Clothes and appearance

What you wear speaks volumes

. A job interview, however, is a time for your experience, skills and qualifications to speak for you, not your clothes. Follow My simple rules and you shouldn't go wrong:
  • Wear something conservative, smart and clean
  • Wash your hair and trim your nails
  • Don't wear too much make-up or jeweller

How to Negotiate your package?

You've finally been offered the job you want - the only problem is that the salary isn't quite what you were expecting.

Most recruiters leave some room for negotiating the remuneration package but it's a delicate process. Demand too much and you might not get the job or your new employer might expect more than you can deliver.

Finding the correct level can be tricky, but with my tips you can avoid selling yourself short:

  • Go back to the career plan - does this job fit into the plan, and if not, do you really want it?
  • Check out salaries on offer for similar roles
  • Work out what you need in terms of salary to make the job worthwhile or even affordable. Don't forget extra costs you might incur from changing jobs, such as travel costs, loss of company pension, childcare, or relocation
  • Expecting a prospective employer to match or improve on your existing earnings? Include all your benefits plus expected bonuses or pay rises when calculating your current salary
  • Be prepared to negotiate. Some firms are flexible about benefits too. Research from Hewitt Associates suggests that two in three employers either operate a flexible benefits policy or are considering implementing one
  • Ask your prospective employer to honour any holiday you have already booked
  • Be realistic - if you ask for much more than the original offer, you could appear demanding and out of touch

So now you know the best course of action to take to ensure you get the salary you want, what do you need to avoid doing?

  • Don't resign from your current job until you have a firm offer you can accept in writing
  • Your new job will be dependent on good references - including your current employer so make sure you are still delivering the goods
  • Don't lie about your current salary - your P45 tells the truth!
  • Don't take the first thing that comes your way. If you are in a position to turn it down or if you have any doubts about the job, then don't take it

Make your CV stand out

The step-by-step guide to making your CV unmissable
Employers can access thousands of CVs from online databases - so how do you make yours the one they pay attention to?

Mind your language

Some of the methods you'd use to create an attention-grabbing printed CV aren't available to you online ? you can't use unusually-coloured paper, for example. And it's unwise to experiment with fancy fonts or backgrounds, as these may not be readable when your CV is opened on different PC. This means that it's up to you to use words to make your CV stand out from the crowd.

Always try to keep your CV short and to the point - make every word mean something. Focus on communicating specific achievements and skills, giving examples. Avoid cliches and empty phrases - for example, instead of writing that you have "leadership qualities" write "headed a team of five secretaries and administrators".

Try something different

Experiment with a functional CV instead of making a chronological list of your previous jobs. A functional CV consists of a series of skills headings under which you list concrete examples of things you've done that demonstrate your expertise in these areas.

For example:

Recruitment and selection
  • Placed job advertisements in local press
  • Scheduled interviews with candidates
  • Checked references

Alternatively, you add a skills table to your chronological CV, so that employers can see at a glance what you can do. For example:


Software:
MS Word
Excel

Administrative:
Diary organisation
Arranging travel

Be a softies

Emphasize your soft skills in your skills summary. These are what a lot of employers are looking for, so if you're known for your diplomacy or your excellent communication skills, say so.

Make your personal profile punchy

Some websites give you the opportunity to include a personal profile which acts as an introduction to your CV. This should be

a few short sentences communicating your skills and the type of person you are

, so think about what you have to offer and what you want to convey. For example:

"Highly trained and experienced legal secretary. Reliable, calm under pressure and looking forward to facing new career challenges. Excellent communicator and organiser with experience in event planning, administration and training."

Be aware of employers' needs

Some organisations don't like opening attachments because of the viruses they may contain. When asked to email a CV to an employer, paste it into an email as well as attaching it, so they have a choice.

Consider a personal website

Personal websites are a way of telling employers more about your skills and allow you to be more creative than a CV. They are also a way of showing off your IT abilities. Consider setting one up and putting a link to it in your CV - but remember to keep it professional - all the personal content on your MySpace site might not go down well with prospective employers.

Thursday, August 21, 2008

Questions You May Be Asked During an Interview

Being prepared is half the battle.
If you are one of those executive types unhappy at your present post and embarking on a New Year's resolution to find a new one, here's a helping hand. The job interview is considered to be the most critical aspect of every expedition that brings you face-to- face with the future boss. One must prepare for it with the same tenacity and quickness as one does for a fencing tournament or a chess match.
1. Tell me about yourself.

Since this is often the opening question in an interview, be extracareful that you don't run off at the mouth. Keep your answer to a minute or two at most. Cover four topics: early years, education, work history, and recent career experience. Emphasize this last subject. Remember that this is likely to be a warm-up question. Don't waste your best points on it.

2. What do you know about our organization?

You should be able to discuss products or services, revenues, reputation, image, goals, problems, management style, people, history and philosophy. But don't act as if you know everything about the place. Let your answer show that you have taken the time to do some research, but don't overwhelm the interviewer, and make it clear that you wish to learn more.

You might start your answer in this manner: "In my job search, I've investigated a number of companies.

Yours is one of the few that interests me, for these reasons..."

Give your answer a positive tone. Don't say, "Well, everyone tells me that you're in all sorts of trouble, and that's why I'm here", even if that is why you're there.

3. Why do you want to work for us?

The deadliest answer you can give is "Because I like people." What else would you like-animals?

Here, and throughout the interview, a good answer comes from having done your homework so that you can speak in terms of the company's needs. You might say that your research has shown that the company is doing things you would like to be involved with, and that it's doing them in ways that greatly interest you. For example, if the organization is known for strong management, your answer should mention that fact and show that you would like to be a part of that team. If the company places a great deal of emphasis on research and development, emphasize the fact that you want to create new things and that you know this is a place in which such activity is encouraged. If the organization stresses financial controls, your answer should mention a reverence for numbers.

If you feel that you have to concoct an answer to this question - if, for example, the company stresses research, and you feel that you should mention it even though it really doesn't interest you- then you probably should not be taking that interview, because you probably shouldn't be considering a job with that organization.

Your homework should include learning enough about the company to avoid approaching places where you wouldn't be able -or wouldn't want- to function. Since most of us are poor liars, it's difficult to con anyone in an interview. But even if you should succeed at it, your prize is a job you don't really want.

4. What can you do for us that someone else can't?

Here you have every right, and perhaps an obligation, to toot your own horn and be a bit egotistical. Talk about your record of getting things done, and mention specifics from your resume or list of career accomplishments. Say that your skills and interests, combined with this history of getting results, make you valuable. Mention your ability to set priorities, identify problems, and use your experience and energy to solve them.

5. What do you find most attractive about this position?
What seems least attractive about it?

List three or four attractive factors of the job, and mention a single, minor, unattractive item.

6. Why should we hire you?

Create your answer by thinking in terms of your ability, your experience, and your energy. (Seequestion 4.)

7. What do you look for in a job?

Keep your answer oriented to opportunities at this organization. Talk about your desire to perform and be recognized for your contributions. Make your answer oriented toward opportunity rather than personal security.

8. Please give me your defintion of [the position for which you are being interviewed].

Keep your answer brief and taskoriented. Think in in terms of responsibilities and accountability. Make sure that you really do understand what the position involves before you attempt an answer. If you are not certain. ask the interviewer; he or she may answer the question for you.

9. How long would it take you to make a meaningful contribution to our firm?

Be realistic. Say that, while you would expect to meet pressing demands and pull your own weight from the first day, it might take six months to a year before you could expect to know the organization and its needs well enough to make a major contribution.

10. How long would you stay with us?

Say that you are interested in a career with the organization, but admit that you would have to continue to feel challenged to remain with any organization. Think in terms of, "As long as we both feel achievement-oriented."

11. Your resume suggests that you may be over-qualified or too experienced for this position. What's Your opinion?

Emphasize your interest in establishing a long-term association with the organization, and say that you assume that if you perform well in his job, new opportunities will open up for you. Mention that a strong company needs a strong staff. Observe that experienced executives are always at a premium. Suggest that since you are so wellqualified, the employer will get a fast return on his investment. Say that a growing, energetic company can never have too much talent.

12. What is your management style?

You should know enough about the company's style to know that your management style will complement it. Possible styles include: task oriented (I'll enjoy problem-solving identifying what's wrong, choosing a solution and implementing it"), results-oriented ("Every management decision I make is determined by how it will affect the bottom line"), or even paternalistic ("I'm committed to taking care of my subordinates and pointing them in the right direction").

A participative style is currently quite popular: an open-door method of managing in which you get things done by motivating people and delegating responsibility.

As you consider this question, think about whether your style will let you work hatppily and effectively within the organization.

13. Are you a good manager? Can you give me some examples? Do you feel that you have top managerial potential?

Keep your answer achievementand ask-oriented. Rely on examples from your career to buttress your argument. Stress your experience and your energy.

14. What do you look for when You hire people?

Think in terms of skills. initiative, and the adaptability to be able to work comfortably and effectively with others. Mention that you like to hire people who appear capable of moving up in the organization.

15. Have you ever had to fire people? What were the reasons, and how did you handle the situation?

Admit that the situation was not easy, but say that it worked out well, both for the company and, you think, for the individual. Show that, like anyone else, you don't enjoy unpleasant tasks but that you can resolve them efficiently and -in the case of firing someone- humanely.

16. What do you think is the most difficult thing about being a manager or executive?

Mention planning, execution, and cost-control. The most difficult task is to motivate and manage employess to get something planned and completed on time and within the budget.

17. What important trends do you see in our industry?

Be prepared with two or three trends that illustrate how well you understand your industry. You might consider technological challenges or opportunities, economic conditions, or even regulatory demands as you collect your thoughts about the direction in which your business is heading.

18. Why are you leaving (did you leave) your present (last) job?

Be brief, to the point, and as honest as you can without hurting yourself. Refer back to the planning phase of your job search. where you considered this topic as you set your reference statements. If you were laid off in an across-the-board cutback, say so; otherwise, indicate that the move was your decision, the result of your action. Do not mention personality conflicts.

The interviewer may spend some time probing you on this issue, particularly if it is clear that you were terminated. The "We agreed to disagree" approach may be useful. Remember hat your references are likely to be checked, so don't concoct a story for an interview.

19. How do you feel about leaving all your benefits to find a new job?

Mention that you are concerned, naturally, but not panicked. You are willing to accept some risk to find the right job for yourself. Don't suggest that security might interest you more than getting the job done successfully.

20. In your current (last) position, what features do (did) you like the most? The least?

Be careful and be positive. Describe more features that you liked than disliked. Don't cite personality problems. If you make your last job sound terrible, an interviewer may wonder why you remained there until now.

21. What do you think of your boss?

Be as positive as you can. A potential boss is likely to wonder if you might talk about him in similar terms at some point in the future.

22. Why aren't you earning more at your age?

Say that this is one reason that you are conducting this job search. Don't be defensive.

23. What do you feel this position should pay?

Salary is a delicate topic. We suggest that you defer tying yourself to a precise figure for as long as you can do so politely. You might say, "I understand that the range for this job is between Rs.______ and Rs.______. That seems appropriate for the job as I understand it." You might answer the question with a question: "Perhaps you can help me on this one. Can you tell me if there is a range for similar jobs in the organization?"

If you are asked the question during an initial screening interview, you might say that you feel you need to know more about the position's responsibilities before you could give a meaningful answer to that question. Here, too, either by asking the interviewer or search executive (if one is involved), or in research done as part of your homework, you can try to find out whether there is a salary grade attached to the job. If there is, and if you can live with it, say that the range seems right to you.

If the interviewer continues to probe, you might say, "You know that I'm making Rs.______ now. Like everyone else, I'd like to improve on that figure, but my major interest is with the job itself." Remember that the act of taking a new job does not, in and of itself, make you worth more money.

If a search firm is involved, your contact there may be able to help with the salary question. He or she may even be able to run interference for you. If, for instance, he tells you what the position pays, and you tell him that you are earning that amount now and would Like to do a bit better, he might go back to the employer and propose that you be offered an additional 10%.

If no price range is attached to the job, and the interviewer continues to press the subject, then you will have to restpond with a number. You cannot leave the impression that it does not really matter, that you'll accept whatever is offered. If you've been making Rs. 3,00,000a year, you can't say that a Rs. 2,00,000 figure would be fine without sounding as if you've given up on yourself. (If you are making a radical career change, however, this kind of disparity may be more reasonable and understandable.)

Don't sell yourself short, but continue to stress the fact that the job itself is the most important thing in your mind. The interviewer may be trying to determine just how much you want the job. Don't leave the impression that money is the only thing that is important to you. Link questions of salary to the work itself.

But whenever possible, say as little as you can about salary until you reach the "final" stage of the interview process. At that point, you know that the company is genuinely interested in you and that it is likely to be flexible in salary negotiations.

24. What are your long-range goals?

Refer back to the planning phase of your job search. Don't answer, "I want the job you've advertised." Relate your goals to the company you are interviewing: 'in a firm like yours, I would like to..."

25. How successful do you you've been so far?

Say that, all-in-all, you're happy with the way your career has progressed so far. Given the normal ups and downs of life, you feel that you've done quite well and have no complaints.

Present a positive and confident picture of yourself, but don't overstate your case. An answer like, "Everything's wonderful! I can't think of a time when things were going better! I'm overjoyed!" is likely to make an interviewer wonder whether you're trying to fool him . . . or yourself. The most convincing confidence is usually quiet confidence.

Wednesday, August 20, 2008


Recruiter or Recruitment, which means the solicitation of individuals to fill jobs or positions or roles within any group, such as an organization or corporation or sports team, where IT Recruiters are specifically to fill the positions in IT companies.

Recruiters can be divided into two groups.
  • Those working internally for the welfare of one organization called HR.
  • Those working for multiple clients in a third-party, sometimes called Headhunters or Third Party Recruiters or a professional recruiter like Consultancy business.
Third Party Recruiters or Headhunters called as an IT Recruiters in Organizations

A Third Party Recruiter acts as an independent contact between their client companies and the candidates they recruit for a position. They can specialize in client relationships only, and in finding candidates. Most recruiters tend to specialize in permanent or full-time, direct hire positions or contract positions, but occasionally in both.

Executive search agents/professionals who typically have a wide range of personal contacts within the area in question, a detailed specific knowledge of said area, and typically operate at the most senior level. Executive search professionals are also involved throughout more of the hiring process, conducting detailed interviews as well as only presenting candidates to clients where they feel the candidate in question will fit into the employment culture of the client. Executive search agencies typically have long-lasting relationships with clients spanning many years, and in such cases the suitability of candidates is paramount. It is also important that such agencies operate with a high level of professionalism.

Specialization

Headhunters tend to either be generalists or specialists in a particular niche, with some recruiting firms also specializing in a geographical region as small as a city, and others recruiting worldwide. Niche headhunters may specialize in a specific industry or type of employee, such as medical specialists, information-technology professionals, senior-level executives, or sales professionals.


Hope it gives you the basic idea about the recruiters and recruitment

What is Recruitment?

Recruitment plays an important part of an organization’s human resource planning and their competitive strength. Competent human resources at the right positions in the organization are a vital resource and can be a core competency or a strategic advantage for it.

The objective of the recruitment process is to obtain the best quality employees that can be selected in order to help the organization to achieve its goals and objectives. With the same objective, recruitment helps to create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool. Recruitment acts as a link between the employers and the job seekers and ensures the placement of right candidate at the right place at the right time. Using and following the right recruitment processes can facilitate the selection of the best candidates for the organization.

In this is competitive world, with a flexibility in the labour market, recruitment is becoming more and more professional in each and every business arena's. Therefore, recruitment serves as the first step in fulfilling the needs of organizations for a competitive, motivated and flexible human resource that can help to achieve the organizational objectives.

Strategies to be performed while recruitment


Process of Selcetion in recruitment

The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organizations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows:

Identifying the vacancy:

The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. These contain:

• Role to be filled
• Number of persons
• Strategies to be performed
• Qualifications required

  • Preparing the job description and person specification.

  • Locating and developing the sources of required number and type of employees (Advertising etc).

  • Short-listing and identifying the prospective employee with required characteristics.

  • Arranging the interviews with the selected candidates.

  • Conducting the interview and decision making

Selection Process

  1. Prepare job description and person specification

  2. Advertising the vacancy

  3. Managing the response

  4. Short-listing

  5. Arrange interviews

  6. Conducting interview and decision making
The recruitment process is immediately followed by the selection process...rather it also depend upon the Skills and ability of the person should also be checked while recruiting and its more noted about the mental ability of the person and other stuff for Ex: its also depends on the personality, confidence, interaction etc.., Now a days the process of recruitment have their own methodologies to be followed....Tell me Whether its followed???
Some times but not on more times...

Is that enough if we finish an MBA in HR the Answer is ????? to become an HR or Recruiter for an Organization....Human Resource is not a professional Job on earlier stage its also called as Personal Manager in a firm....so its clearly clarify that its some thing related to personal (Employee to Employer) we should have a professional touch to that rather it should also contain a personal touch even all the organization will not do this except some then how come an employee have the belief.....

Why are you leaving (or did you leave) this position?

TRAPS: Never badmouth your previous industry, company, board, boss, staff, employees or customers. This rule is inviolable: never be negative. Any mud you hurl will only soil your suit.

Especially avoid words like “personality clash”, “didn’t get along”, or others which cast a shadow on your competence, integrity, or temperament.

BEST ANSWER:

(If you have a job presently)
If you’re not yet 100% committed to leaving your present post, don’t be afraid to say so. Since you have a job, you are in a stronger position than someone who does not. But don’t be coy either. State honestly what you’d be hoping to find in a new spot. Of course, as stated often before, you answer will all the stronger if you have already uncovered what this position is all about and you match your desires to it.

(If you do not presently have a job.)
Never lie about having been fired. It’s unethical – and too easily checked. But do try to deflect the reason from you personally. If your firing was the result of a takeover, merger, division wide layoff, etc., so much the better.

But you should also do something totally unnatural that will demonstrate consummate professionalism. Even if it hurts , describe your own firing – candidly, succinctly and without a trace of bitterness – from the company’s point-of-view, indicating that you could understand why it happened and you might have made the same decision yourself.

Your stature will rise immensely and, most important of all, you will show you are healed from the wounds inflicted by the firing. You will enhance your image as first-class management material and stand head and shoulders above the legions of firing victims who, at the slightest provocation, zip open their shirts to expose their battle scars and decry the unfairness of it all.

For all prior positions:
Make sure you’ve prepared a brief reason for leaving. Best reasons: more money, opportunity, responsibility or growth.

Process in recruitment while recruiting....