Tuesday, December 8, 2009
Monday, June 29, 2009
8 things to make an impressive CV
In the article below 12 things your CV should not have we discussed the common errors applicants make when drafting their CVs or resumes. Following the article we received a large number of queries from readers, asking what information should they include in their CV, to make it impressive.
This article is an attempt to help the readers design an impressive and user-friendly CV. If you ensure that you include this information in your CV, the chances of it meeting the interviewer's expectations are increased.
~ Begin with name and contact details
Make this information available at the beginning of your CV. This should include your postal address, phone number (preferably mobile number) and e-mail address (only one). If a company wants to call you for an interview or needs to communicate with you for any further information, they will look out for this information. If it is buried somewhere inside the CV it will not only put them off but also reduce their chances of contacting you.
~ Write an appealing career summary
This is your chance to bring forward relevant strengths and skills to the recruiter. Everything in your CV should support your Career Summary. If there's anything that doesn't support your Career Summary, you should reconsider listing it.
You should write your Career Summary around your skills, attitude, knowledge and experience. There are two schools of thought on writing the career statement.
Some people think that it should be a short 30-40 word paragraph while others give it liberty to be covered in 4-5 bulleted points. Whatever you decide on, ensure that everything relevant that you want to sell to the prospective employer is covered here. At the same time, it should not become nauseating.
~ Focus on your work experience, responsibilities and achievements
If you are an experienced candidate, your work experience is your main asset. Include the details of the relevant jobs you have done in the past. You should present your work experience in a chronologically descending order ie the last company first.
This should include the name of the company, your designation and tenure followed by your job responsibilities and achievements. It is always better to present this information in bulleted format rather than a clumsy paragraph. Mention some figures when you talk about your achievements.
For example:
Worked as Business Development Manager for XYZ Company from June 2000 to January 2004.
Job responsibilities:
* Setting up 7 franchisees across 4 countries
* Maximising the business from existing customers to the tune of $ 200,000
~ Your next asset is your educational qualification
Educational qualifications play an important role in the recruitment of freshers. If you are a fresh candidate, focus your CV on your qualifications and achievements during your student life.
~ Write about your out-of-work achievements, interests and hobbies
These reflect your personality and skills. Present the relevant achievements in the order of priority ie the most important achievement first. Similarly, present your interests as well. Write about the achievements that display a facet of your personality. For example, if you have been the president of your college, do mention it. It shows your leadership skills.
~ Write short sentences with more impactful words
Lengthy CVs put the recruiter off. Keep the sentences short and use words that demonstrate your hold of the situation like managed, arranged, supervised etc.
~ Formal font faces
A font like Verdana-10 should be good for the content while the Name at the top can be written in Verdana-12, with a bold font face.
~ Use the same tense through out the CV.
Changing the tense in every second line leaves the reader confused and annoyed.
Now, put together both the articles (i.e) the below 12 things your CV should not have and 8 things to make an impressive CV. Draft and re-draft your CV keeping the points mentioned, till you are satisfied that you have presented the facts in the most impressive and convincing way.
This article is an attempt to help the readers design an impressive and user-friendly CV. If you ensure that you include this information in your CV, the chances of it meeting the interviewer's expectations are increased.
~ Begin with name and contact details
Make this information available at the beginning of your CV. This should include your postal address, phone number (preferably mobile number) and e-mail address (only one). If a company wants to call you for an interview or needs to communicate with you for any further information, they will look out for this information. If it is buried somewhere inside the CV it will not only put them off but also reduce their chances of contacting you.
~ Write an appealing career summary
This is your chance to bring forward relevant strengths and skills to the recruiter. Everything in your CV should support your Career Summary. If there's anything that doesn't support your Career Summary, you should reconsider listing it.
You should write your Career Summary around your skills, attitude, knowledge and experience. There are two schools of thought on writing the career statement.
Some people think that it should be a short 30-40 word paragraph while others give it liberty to be covered in 4-5 bulleted points. Whatever you decide on, ensure that everything relevant that you want to sell to the prospective employer is covered here. At the same time, it should not become nauseating.
~ Focus on your work experience, responsibilities and achievements
If you are an experienced candidate, your work experience is your main asset. Include the details of the relevant jobs you have done in the past. You should present your work experience in a chronologically descending order ie the last company first.
This should include the name of the company, your designation and tenure followed by your job responsibilities and achievements. It is always better to present this information in bulleted format rather than a clumsy paragraph. Mention some figures when you talk about your achievements.
For example:
Worked as Business Development Manager for XYZ Company from June 2000 to January 2004.
Job responsibilities:
* Setting up 7 franchisees across 4 countries
* Maximising the business from existing customers to the tune of $ 200,000
~ Your next asset is your educational qualification
Educational qualifications play an important role in the recruitment of freshers. If you are a fresh candidate, focus your CV on your qualifications and achievements during your student life.
~ Write about your out-of-work achievements, interests and hobbies
These reflect your personality and skills. Present the relevant achievements in the order of priority ie the most important achievement first. Similarly, present your interests as well. Write about the achievements that display a facet of your personality. For example, if you have been the president of your college, do mention it. It shows your leadership skills.
~ Write short sentences with more impactful words
Lengthy CVs put the recruiter off. Keep the sentences short and use words that demonstrate your hold of the situation like managed, arranged, supervised etc.
~ Formal font faces
A font like Verdana-10 should be good for the content while the Name at the top can be written in Verdana-12, with a bold font face.
~ Use the same tense through out the CV.
Changing the tense in every second line leaves the reader confused and annoyed.
Now, put together both the articles (i.e) the below 12 things your CV should not have and 8 things to make an impressive CV. Draft and re-draft your CV keeping the points mentioned, till you are satisfied that you have presented the facts in the most impressive and convincing way.
12 things your CV should NOT have
Your CV is your marketing brochure through which you try to sell a commodity, ie your skills to the potential buyer ie the prospective employer. The sole purpose of your CV is to fetch you an interview call. Nothing more, nothing less.
However, creating a CV isn't as simple as just using flowery language and pretty fonts. There are certain things that put recruiters off and if you want to make a good impression, make sure you do not commit these mistakes in what is arguably the most valuable document of your job hunt.
While the rules listed are well-founded, they are not carved in stone. At times you will need to break the rules. If you want to add these things knowingly and purposefully to your CV we advise you to do that.
The points mentioned here are not listed in the order of priority; instead they are listed in the sequence in which they usually appear on a CV.
~ Colorful or glossy paper and flashy fonts
Your CV is a formal, official document. Keep it simple.
~ Resume or CV at the top
Many people tend to add headings to their CV. The usual are CV, Curriculum Vitae and Resume. Do not do this.
~ Photographs until asked
Do not add your photo to the CV until you have been asked for it. Photographs are required only for certain types of positions like models, actors etc.
~ Usage of 'I', 'My', 'He', 'She'
Do not use these in your CV. Many candidates write, 'I worked as Team Leader for XYZ Company' or 'He was awarded Best Employee for the year 2007'. Instead use bullet points to list out your qualifications/ experience like: Team leader for XYZ Company from 2006-2007.
~ Spelling mistakes and grammatical errors
Proofread your CV until you are confident that it doesn't have any spelling mistakes or grammatical errors. These are big put-offs for the recruiters. Moreover, sometimes these mistakes might land you in an embarrassing situation.
A candidate who submitted his CV without proofreading it committed the mistake of wrongly spelling 'ask' as 'ass'. Now you can imagine the type of embarrassment he must have faced during the interview, when the interviewer pointed it out. These mistakes tend to convey a lazy and careless attitude to the interviewer.
~ Lies about your candidature
Do not lie about your past jobs or qualifications or anything which might have an impact on the job. You may be able to secure a job with these lies today but tomorrow you may lose it as well.
~ Abbreviations or jargon that is difficult to understand
People screening your resume usually belong to the HR department. If they do not understand what the abbreviations and jargon mean, they will simply dump your CV in the trash can. Avoid over-using such terms as far as possible.
~ Reasons for leaving last job
Leave these reasons to be discussed during the personal interview. For example, some candidates write: Reason for leaving the last job: Made redundant. Avoid making such statements in your CV, they add no value. Besides, if you do get an interview call, chances are the interviewer will address the issue.
~ Past failures or health problems
Mentioning these immediately slash your chances of getting an interview call.
For instance, you have a gap in your employment because you started your own business which did not do well. Some candidates might write -- Reason for gap in employment: Started own business which failed. Do not do this type of injustice with your job hunt at this stage of writing the CV.
~ Current or expected salary
Leave it to be discussed while negotiating the salary.
~ Irrelevant details
Leave out the details like marital status, sex, passport number, number of kids, age of kids. These are usually irrelevant for most interviewers but at times could be used as a basis for discrimination.
~ References
Do not include them until asked. In fact, it is not even required to mention the line 'Reference available on request'. If the recruiter requires a reference, he/she will ask you to bring it along for the interview.
Now that you have run through the list, take a fresh look at your CV and prune away unnecessary details and unaffordable blunders that could have cost you your dream job.
However, creating a CV isn't as simple as just using flowery language and pretty fonts. There are certain things that put recruiters off and if you want to make a good impression, make sure you do not commit these mistakes in what is arguably the most valuable document of your job hunt.
While the rules listed are well-founded, they are not carved in stone. At times you will need to break the rules. If you want to add these things knowingly and purposefully to your CV we advise you to do that.
The points mentioned here are not listed in the order of priority; instead they are listed in the sequence in which they usually appear on a CV.
~ Colorful or glossy paper and flashy fonts
Your CV is a formal, official document. Keep it simple.
~ Resume or CV at the top
Many people tend to add headings to their CV. The usual are CV, Curriculum Vitae and Resume. Do not do this.
~ Photographs until asked
Do not add your photo to the CV until you have been asked for it. Photographs are required only for certain types of positions like models, actors etc.
~ Usage of 'I', 'My', 'He', 'She'
Do not use these in your CV. Many candidates write, 'I worked as Team Leader for XYZ Company' or 'He was awarded Best Employee for the year 2007'. Instead use bullet points to list out your qualifications/ experience like: Team leader for XYZ Company from 2006-2007.
~ Spelling mistakes and grammatical errors
Proofread your CV until you are confident that it doesn't have any spelling mistakes or grammatical errors. These are big put-offs for the recruiters. Moreover, sometimes these mistakes might land you in an embarrassing situation.
A candidate who submitted his CV without proofreading it committed the mistake of wrongly spelling 'ask' as 'ass'. Now you can imagine the type of embarrassment he must have faced during the interview, when the interviewer pointed it out. These mistakes tend to convey a lazy and careless attitude to the interviewer.
~ Lies about your candidature
Do not lie about your past jobs or qualifications or anything which might have an impact on the job. You may be able to secure a job with these lies today but tomorrow you may lose it as well.
~ Abbreviations or jargon that is difficult to understand
People screening your resume usually belong to the HR department. If they do not understand what the abbreviations and jargon mean, they will simply dump your CV in the trash can. Avoid over-using such terms as far as possible.
~ Reasons for leaving last job
Leave these reasons to be discussed during the personal interview. For example, some candidates write: Reason for leaving the last job: Made redundant. Avoid making such statements in your CV, they add no value. Besides, if you do get an interview call, chances are the interviewer will address the issue.
~ Past failures or health problems
Mentioning these immediately slash your chances of getting an interview call.
For instance, you have a gap in your employment because you started your own business which did not do well. Some candidates might write -- Reason for gap in employment: Started own business which failed. Do not do this type of injustice with your job hunt at this stage of writing the CV.
~ Current or expected salary
Leave it to be discussed while negotiating the salary.
~ Irrelevant details
Leave out the details like marital status, sex, passport number, number of kids, age of kids. These are usually irrelevant for most interviewers but at times could be used as a basis for discrimination.
~ References
Do not include them until asked. In fact, it is not even required to mention the line 'Reference available on request'. If the recruiter requires a reference, he/she will ask you to bring it along for the interview.
Now that you have run through the list, take a fresh look at your CV and prune away unnecessary details and unaffordable blunders that could have cost you your dream job.
Here's how to write the perfect CV
Writing a winning CV is not as tough as you might think -- as long as you know the basic rules.
We invited readers to send in their CVs, which were analysed by HR trainer and CV expert Kshipra Singh. Among the numerous responses we received was GA reader Raamachandren R's CV. Here we present his CV along with an analysis and an edited version.
Certain details have been removed to protect privacy.
Words you should NEVER use?
While using the right words can strengthen your CV, the wrong words can cost you the opportunity to bag your dream job. You should ensure that you use the most suitable words to present your candidature but also make sure you do not use wrong or negative words and phrases.
There are certain words which are seen frequently on CVs but actually only serve to irritate recruiters/ interviewers and at times may even cost you the interview call, as they paint a misleading picture of you. In our last article, we saw 10 power words for your CV. This article explains the type of words you should not use on your CV. While you may choose to use them if necessary, for most situations they would be better left out.
Responsible for
This is a very common set of words seen on CVs. While the candidates do not realize, these are a set of most irritating words selectors see on the CVs. Until you provide additional information to show them how did you help the organization with this responsibility, these words are meaningless.
For eg, it doesn't make any sense if you just say "Responsible for promoting the product in north region".
The selector would wonder: When? For how long? What was the outcome? and may finally dump your CV thinking that the candidate is not mature enough. However, if you write "Promoted the product XYZ in "alpha" districts of north India from 2004-2006 achieving a visibility of 75 per cent", it will definitely add value to your CV.
I failed
Never ever use the word "fail", "failed" in your CV. While there is nothing bad about failing in something you do. After all, it is only when one tries that one fails. However, mentioning it on your CV shows that you have nit been able to make your peace with it or recover from it. While you should not lie in your CV, it doe not mean that you need to bare your soul either. Discuss such issues only if asked.
I hate my boss
This is another thing which you can absolutely do without on your CV. Discuss only when asked and even then, do not rant and rave. There are chances that the person interviewing you might know your current/ ex-boss.
I've been laid off
Lay offs are hitting almost every sector and noone is really safe. It need not necessarily be your fault that you were laid off, it could just be the effect of the current market situation. So, you don't need to mention the fact that you have been laid off on your CV. If you are called for the interview, you can address the issue then.
I suffer from...
Do not write about your health problems on your CV. They might be minor but may end up costing you an interview call. If you have a break in your career owing to health problems, leave them to be discussed in the interview, if asked.
Family ties
Unless you are applying for a job where the employer has to bear the expenses of your family or the information is going to have an impact on your working conditions, this information is useless to the interviewer.
Political affiliations and inclinations
You may have a political affiliation or inclination but your CV or interview is not the place to talk about it.
There are certain words which are seen frequently on CVs but actually only serve to irritate recruiters/ interviewers and at times may even cost you the interview call, as they paint a misleading picture of you. In our last article, we saw 10 power words for your CV. This article explains the type of words you should not use on your CV. While you may choose to use them if necessary, for most situations they would be better left out.
Responsible for
This is a very common set of words seen on CVs. While the candidates do not realize, these are a set of most irritating words selectors see on the CVs. Until you provide additional information to show them how did you help the organization with this responsibility, these words are meaningless.
For eg, it doesn't make any sense if you just say "Responsible for promoting the product in north region".
The selector would wonder: When? For how long? What was the outcome? and may finally dump your CV thinking that the candidate is not mature enough. However, if you write "Promoted the product XYZ in "alpha" districts of north India from 2004-2006 achieving a visibility of 75 per cent", it will definitely add value to your CV.
I failed
Never ever use the word "fail", "failed" in your CV. While there is nothing bad about failing in something you do. After all, it is only when one tries that one fails. However, mentioning it on your CV shows that you have nit been able to make your peace with it or recover from it. While you should not lie in your CV, it doe not mean that you need to bare your soul either. Discuss such issues only if asked.
I hate my boss
This is another thing which you can absolutely do without on your CV. Discuss only when asked and even then, do not rant and rave. There are chances that the person interviewing you might know your current/ ex-boss.
I've been laid off
Lay offs are hitting almost every sector and noone is really safe. It need not necessarily be your fault that you were laid off, it could just be the effect of the current market situation. So, you don't need to mention the fact that you have been laid off on your CV. If you are called for the interview, you can address the issue then.
I suffer from...
Do not write about your health problems on your CV. They might be minor but may end up costing you an interview call. If you have a break in your career owing to health problems, leave them to be discussed in the interview, if asked.
Family ties
Unless you are applying for a job where the employer has to bear the expenses of your family or the information is going to have an impact on your working conditions, this information is useless to the interviewer.
Political affiliations and inclinations
You may have a political affiliation or inclination but your CV or interview is not the place to talk about it.
10 power words for your CV?
So far, our articles on CV writing mainly discussed what you should or should not write in your CV. The purpose of this article is to go a little deeper into the content of your CV and see what type of words can make the selector immediately shortlist your CV for an interview.
The basic purpose of these words is to demonstrate your hold of a particular situation and the actions you took to achieve a result or come out of a situation. One important thing to note here is that the immediate past tense of a verb is more powerful than the verb itself. Using a past tense also shows that you actually completed the work you started successfully. Adding some figures and facts along with these verbs would add more impact.
Let's see with an example how each word can be utilised to its full power:
1. Achieved
Good example: Achieved the target of implementing the software onsite for 200 users 15 days before the deadline.
Bad example: To implement the software onsite.
This sounds more like a responsibility. The interviewer is mainly interested in knowing about your output.
2. Built
Good Example: Built new premises to convert the study centre into a residential college accommodating 200 students.
Bad example: Building a new premise for the residential college.
3. Developed
Good example: Developed guidelines for 50 users to understand and use the new process for client handling.
Bad example: Developing guidelines to use the new process for client handling.
The selector and the interviewer will be amused with questions like: What guidelines? When? For whom?. The good example here answers these queries and shows your output rather than your responsibility.
4. Eliminated
Good example: Eliminated the use of thick brown tape for sealing the packages to reduce the cost by over 15 per cent.
Bad example: To eliminate wasteful of resources.
The selector will again have the questions like 'what type of resources?', 'how did your action help?'
5. Forecast
Good example: Forecast a downturn in the FMCG business because of economic slowdown. Suggested measures to combat it and achieve the quarterly target.
Bad example: To analyse and forecast the market.
6. Introduced
Good example: Introduced a new process to handle queries from potential customers to increase the conversion rate by 60 per cent.
Bad example: Introducing a new process to handle client queries.
7. Modernised
Good example: Modernised a chain of 15 retail outlets across three states to meet the taste of urban youth.
Bad example: To modernise the look of retail chain outlets.
8. Organised
Good example: Organised reseller conferences in three cities while maintaining a close co-ordination with three internal departments and four vendors.
Bad example: Organising events like exhibitions and retailer conferences.
9. Recommended
Good example: Recommended five new ways to ensure that the company is able to roll out the new version of its 'small car' before the launch of Nano [Images].
Bad example: Recommending ways for the company to roll out its new 'small car'
10. Secured
Good example: Secured first position in the university while pursuing MBA course and helped the college stand at the top of the list.
Bad example: University topper during MBA.
How do I use these in my CV?
1. List your responsibilities and achievements.
2. Find the one word that best describes your role in that situation such as manage, co-ordinate, plan, advise etc.
3. Begin your sentence with the past tense of the verb you decide to use for every responsibility.
4. Add some figures and facts to your statement.
If you are stuck with finding a good word to describe your action in the CV, take a look at this list of some frequently used action words.
Achieved
Acquired
Attained
Analyzed
Assessed
Appraised
Completed
Composed
Created
Designed
Developed
Directed
Drafted
Established
Eliminated
Ensured
Forecast
Found
Introduced
Investigated
Implemented
Launched
Liaised
Managed
Marketed
Operated
Organised
Presented
Procured
Provided
Promoted
Recruited
Revised
Researched
Recognised
Resolved
Scheduled
Secured
Scored
Solved
Supervised
Terminated
Targeted
Trained
Taught
Teamed Up
www.CareerRide.com, Addresses technical and personal aspects of an interview.
The basic purpose of these words is to demonstrate your hold of a particular situation and the actions you took to achieve a result or come out of a situation. One important thing to note here is that the immediate past tense of a verb is more powerful than the verb itself. Using a past tense also shows that you actually completed the work you started successfully. Adding some figures and facts along with these verbs would add more impact.
Let's see with an example how each word can be utilised to its full power:
1. Achieved
Good example: Achieved the target of implementing the software onsite for 200 users 15 days before the deadline.
Bad example: To implement the software onsite.
This sounds more like a responsibility. The interviewer is mainly interested in knowing about your output.
2. Built
Good Example: Built new premises to convert the study centre into a residential college accommodating 200 students.
Bad example: Building a new premise for the residential college.
3. Developed
Good example: Developed guidelines for 50 users to understand and use the new process for client handling.
Bad example: Developing guidelines to use the new process for client handling.
The selector and the interviewer will be amused with questions like: What guidelines? When? For whom?. The good example here answers these queries and shows your output rather than your responsibility.
4. Eliminated
Good example: Eliminated the use of thick brown tape for sealing the packages to reduce the cost by over 15 per cent.
Bad example: To eliminate wasteful of resources.
The selector will again have the questions like 'what type of resources?', 'how did your action help?'
5. Forecast
Good example: Forecast a downturn in the FMCG business because of economic slowdown. Suggested measures to combat it and achieve the quarterly target.
Bad example: To analyse and forecast the market.
6. Introduced
Good example: Introduced a new process to handle queries from potential customers to increase the conversion rate by 60 per cent.
Bad example: Introducing a new process to handle client queries.
7. Modernised
Good example: Modernised a chain of 15 retail outlets across three states to meet the taste of urban youth.
Bad example: To modernise the look of retail chain outlets.
8. Organised
Good example: Organised reseller conferences in three cities while maintaining a close co-ordination with three internal departments and four vendors.
Bad example: Organising events like exhibitions and retailer conferences.
9. Recommended
Good example: Recommended five new ways to ensure that the company is able to roll out the new version of its 'small car' before the launch of Nano [Images].
Bad example: Recommending ways for the company to roll out its new 'small car'
10. Secured
Good example: Secured first position in the university while pursuing MBA course and helped the college stand at the top of the list.
Bad example: University topper during MBA.
How do I use these in my CV?
1. List your responsibilities and achievements.
2. Find the one word that best describes your role in that situation such as manage, co-ordinate, plan, advise etc.
3. Begin your sentence with the past tense of the verb you decide to use for every responsibility.
4. Add some figures and facts to your statement.
If you are stuck with finding a good word to describe your action in the CV, take a look at this list of some frequently used action words.
Achieved
Acquired
Attained
Analyzed
Assessed
Appraised
Completed
Composed
Created
Designed
Developed
Directed
Drafted
Established
Eliminated
Ensured
Forecast
Found
Introduced
Investigated
Implemented
Launched
Liaised
Managed
Marketed
Operated
Organised
Presented
Procured
Provided
Promoted
Recruited
Revised
Researched
Recognised
Resolved
Scheduled
Secured
Scored
Solved
Supervised
Terminated
Targeted
Trained
Taught
Teamed Up
www.CareerRide.com, Addresses technical and personal aspects of an interview.
Writing a CV that stands out??
hen you apply to a job opening there would be dozen other candidates applying for the same post. So, how do you ensure your resume stands out from the pile? What is it that companies look for while short-listing candidates? Here is a lowdown.
An entry- level resume
Highlight your non-academic achievements too: At entry-level when you have no industry experience, underscore your other achievements. "Highlight projects that you have done, awards you have bagged and companies you have interned with," says Rajesh AR, VP, temp staffing unit, TeamLease Services.
Companies also give high rating if they see you are a team person and enjoy good inter-personal relationships. So, if you are part of student's associations or an NGO, stress on these points. Of course, academics is the first thing that recruiters see, but extra curricular excellence does count.
Talk only about business interest: Trash the habit of mentioning interests like singing, dancing, music, swimming, painting or astrology. That's a complete passe. "Talk only about your business interest," says Sunil Kalra, consultant to a leading HR firm. And be well prepared. If you say your interest lies in reading, "Then know the book inside, out, upside, down," emphasises Kalra.
Gain proficiency in a professional area: While studying, gain competency in an area that will hold you in good stead in your professional career. Learn basic computer skills. Having done that, move on to adding other skills like Coral Draw if you want to get into computer graphics or learn accounting software Tally if you see your future in accounting.
A mid-level executive's resume
Quick TakeFlexibility and responsibility: When you have gained 3-4 years of experience, review your CV. For a person with 2-4 year's of experience and more, the thrust shifts on industry knowledge and his adaptability in the organisation, among other qualities. "At this stage, cultural fit is given more importance, flexible approach matters and the learning starts playing an important role", says Rajesh AR. The organisation sees if you have been flexible in previous roles and whether you are prepared for a new responsibility.
Personal initiatives: The companies also see the personal initiatives that you have taken to add on to your skill and knowledge base. While it hints your progressive mindset, "It also subtly, positively speaks of your career consciousness", says Kalra. Candidates should highlight those events where their ideas have been implemented; their analytical skills have been applauded.
Other must-dos
Be specific: If you are applying for a position in sales and marketing vertical, a requirement which is across industries, should you tailor your CV every time? Not really. Just be specific and highlight the best fit experiences.
Remain updated: Be aware of the news and current affairs. "Read newspapers", advises Rajesh AR. Read business writers. Focus more on your field
Communication skills: Work on your verbal communication skills and writing skills. Prior to the interview, prepare a list of questions that a recruiter might ask, write down the answers and read it aloud to yourself. Keep your answers to the point. Use these pointers and rest assured you will get an interview call no sooner your CV reaches the recruiter.
An entry- level resume
Highlight your non-academic achievements too: At entry-level when you have no industry experience, underscore your other achievements. "Highlight projects that you have done, awards you have bagged and companies you have interned with," says Rajesh AR, VP, temp staffing unit, TeamLease Services.
Companies also give high rating if they see you are a team person and enjoy good inter-personal relationships. So, if you are part of student's associations or an NGO, stress on these points. Of course, academics is the first thing that recruiters see, but extra curricular excellence does count.
Talk only about business interest: Trash the habit of mentioning interests like singing, dancing, music, swimming, painting or astrology. That's a complete passe. "Talk only about your business interest," says Sunil Kalra, consultant to a leading HR firm. And be well prepared. If you say your interest lies in reading, "Then know the book inside, out, upside, down," emphasises Kalra.
Gain proficiency in a professional area: While studying, gain competency in an area that will hold you in good stead in your professional career. Learn basic computer skills. Having done that, move on to adding other skills like Coral Draw if you want to get into computer graphics or learn accounting software Tally if you see your future in accounting.
A mid-level executive's resume
Quick TakeFlexibility and responsibility: When you have gained 3-4 years of experience, review your CV. For a person with 2-4 year's of experience and more, the thrust shifts on industry knowledge and his adaptability in the organisation, among other qualities. "At this stage, cultural fit is given more importance, flexible approach matters and the learning starts playing an important role", says Rajesh AR. The organisation sees if you have been flexible in previous roles and whether you are prepared for a new responsibility.
Personal initiatives: The companies also see the personal initiatives that you have taken to add on to your skill and knowledge base. While it hints your progressive mindset, "It also subtly, positively speaks of your career consciousness", says Kalra. Candidates should highlight those events where their ideas have been implemented; their analytical skills have been applauded.
Other must-dos
Be specific: If you are applying for a position in sales and marketing vertical, a requirement which is across industries, should you tailor your CV every time? Not really. Just be specific and highlight the best fit experiences.
Remain updated: Be aware of the news and current affairs. "Read newspapers", advises Rajesh AR. Read business writers. Focus more on your field
Communication skills: Work on your verbal communication skills and writing skills. Prior to the interview, prepare a list of questions that a recruiter might ask, write down the answers and read it aloud to yourself. Keep your answers to the point. Use these pointers and rest assured you will get an interview call no sooner your CV reaches the recruiter.
Wednesday, December 17, 2008
Are you a Graduate or a Post Graduate let it be...How can you prepare well for an interview which decide your Carrier
Think if you are recruited by a Human resource professionals
Are you ready to answer the following questions?
* What can you tell me about the position?
* What type of person you are seeking?
* What can you tell me more about the department?
* Who is the manager I would be working for and what is their management style?
* May I have a copy of the written job description?
* What would a typical working day be in this position?
* How would you describe your company culture?
* What is your company’s mission statement?
* Why is this position open?
* Is this job opening due to growth or replacement? (if replacement)
What happened to the previous person in the position?
* How much does the position pay?
* What is the compensation range for this position?
* What benefits are provided to your employees?
* Do you have a tuition reimbursement plan?
* Do you have an employee stock purchase plan? Do you participate?
* What is the typical career path for this position?
* What type of internal and external training do you provide?
* How are performance appraisals conducted within your organization?
* How are promotions evaluated within your organization?
* What is your organization’s commitment to diversity?
* How diverse is your executive management team?
* What is your retention rate within the company? Within the hiring department?
* Has your company had any layoffs in the past two years? What was the criteria
for deciding who would be laid off? Do you foresee any additional layoffs in
the near future?
* What is the next step for consideration?
* When will you be making a decision on this position?
Recruited by a Hiring Managers
Are you ready to answer the following questions?
* What are the most important skills and attributes you are looking for in
filling this position?
* What would be a typical working day for this position?
* How many hours of work per week would be required to be successful?
* What is the organization structure of your department?
* How would you describe your company culture?
* What are your organizational values? How do these values influence your
decision-making?
* What is your vision for your department over the next two to three years?
* What major challenges are you currently facing as a manager?
* What is your competitive advantage in the marketplace?
* What makes your company better than your competitors?
* What are the areas where your competitors are better than your company?
* Who do you consider your customers to be?
* What is your value proposition to your customers?
* What business problems keep you awake at night?
* Can you tell me more about the other people in the organization I would be
working with? Can I meet with any of them before accepting an offer of
employment?
* What would you consider to be exceptional performance from someone performing
in this position in the first 90 days?
* What is the internal perception of pursuing further education, such as a
Master’s degree?
* What is your management style?
* How do you typically make decisions?
* What is your preferred method of communicating with your team?
* How are you measured as a manager?
* What can I do to make you successful?
* How long have you been with the organization?
* What has been your career path within the organization?
* What will be the measurements of my success in this position?
* Do you have an employee stock purchase plan? Do you participate?
* Who are the primary constituencies that you are responsible to support?
Shareholders? Customers? Employees? How do you make decisions which conflict
with the needs of these different constituencies?
* How does the pressure of Wall Street expectations affect the short-term
decision making among managers?
* What are the organizational goals?
* What are the metrics used to measure whether or not you are achieving your
goals?
* How far out into the future is the organization planning?
* Do you have strategic planning within your organization? How often is it done?
Who participates? What is the typical planning time horizon?
* How are new strategic initiatives communicated to the organization?
* Is your department considered to be a profit center or cost center? What are
the financial expectations of the department?
* Do you have control over your own budget? How is the initial budget amount
determined?
* Are budgets made at a centralized location, then rolled down, or decentralized,
then rolled up?
* What is your approach with regard to the use of technology?
* Is there anyone within your organization who is considered to be a thought
leader within the industry? What is it about that person that makes him/her a
thought leader?
* What is the next step in the interviewing process?
If you are recruited by a Headhunters/Third-party recruiters
Are you ready to answer the following questions?
* Where did you get my name?
* What is the name of the employer?
* Who is the hiring manager?
* Are you working with HR or directly with the hiring manager?
* How are you involved in the hiring process?
* Are you working on a retainer or contingency?
* What will be the interviewing process?
* Why is this job open?
* Is this job opening due to growth or replacement?
* If this is a replacement, what happened to the previous person in the position?
* How much does the job pay?
* Are there any additional pay components beyond salary?
* Are you working on this exclusively or are other firms working on it as well?
* Have you ever placed candidates with this client before?
* Where is the job located?
* Is this at the company headquarters/corporate office?
* Is the company profitable?
* Have they laid off any employees in the last year?
* How would you describe the company culture?
* What is the background of the person I will be interviewing with?
* What is the interviewing style of the person I will be interviewing with?
* Who has final hiring decision authority?
* What will you do with my resume?
* Will my resume be given out to any other client without my permission?
If at all all these things are not matched...just think they are not a Qualified Employer for you and for your Carrier...:)
Post your Suggestions and Queries....
There are two kinds of people in the world.
Those who walk into a room and say, "There you are" and those who say, "Here I am" If we could sell our experiences for what they cost us, we'd all be millionaires.
Are you ready to answer the following questions?
* What can you tell me about the position?
* What type of person you are seeking?
* What can you tell me more about the department?
* Who is the manager I would be working for and what is their management style?
* May I have a copy of the written job description?
* What would a typical working day be in this position?
* How would you describe your company culture?
* What is your company’s mission statement?
* Why is this position open?
* Is this job opening due to growth or replacement? (if replacement)
What happened to the previous person in the position?
* How much does the position pay?
* What is the compensation range for this position?
* What benefits are provided to your employees?
* Do you have a tuition reimbursement plan?
* Do you have an employee stock purchase plan? Do you participate?
* What is the typical career path for this position?
* What type of internal and external training do you provide?
* How are performance appraisals conducted within your organization?
* How are promotions evaluated within your organization?
* What is your organization’s commitment to diversity?
* How diverse is your executive management team?
* What is your retention rate within the company? Within the hiring department?
* Has your company had any layoffs in the past two years? What was the criteria
for deciding who would be laid off? Do you foresee any additional layoffs in
the near future?
* What is the next step for consideration?
* When will you be making a decision on this position?
Recruited by a Hiring Managers
Are you ready to answer the following questions?
* What are the most important skills and attributes you are looking for in
filling this position?
* What would be a typical working day for this position?
* How many hours of work per week would be required to be successful?
* What is the organization structure of your department?
* How would you describe your company culture?
* What are your organizational values? How do these values influence your
decision-making?
* What is your vision for your department over the next two to three years?
* What major challenges are you currently facing as a manager?
* What is your competitive advantage in the marketplace?
* What makes your company better than your competitors?
* What are the areas where your competitors are better than your company?
* Who do you consider your customers to be?
* What is your value proposition to your customers?
* What business problems keep you awake at night?
* Can you tell me more about the other people in the organization I would be
working with? Can I meet with any of them before accepting an offer of
employment?
* What would you consider to be exceptional performance from someone performing
in this position in the first 90 days?
* What is the internal perception of pursuing further education, such as a
Master’s degree?
* What is your management style?
* How do you typically make decisions?
* What is your preferred method of communicating with your team?
* How are you measured as a manager?
* What can I do to make you successful?
* How long have you been with the organization?
* What has been your career path within the organization?
* What will be the measurements of my success in this position?
* Do you have an employee stock purchase plan? Do you participate?
* Who are the primary constituencies that you are responsible to support?
Shareholders? Customers? Employees? How do you make decisions which conflict
with the needs of these different constituencies?
* How does the pressure of Wall Street expectations affect the short-term
decision making among managers?
* What are the organizational goals?
* What are the metrics used to measure whether or not you are achieving your
goals?
* How far out into the future is the organization planning?
* Do you have strategic planning within your organization? How often is it done?
Who participates? What is the typical planning time horizon?
* How are new strategic initiatives communicated to the organization?
* Is your department considered to be a profit center or cost center? What are
the financial expectations of the department?
* Do you have control over your own budget? How is the initial budget amount
determined?
* Are budgets made at a centralized location, then rolled down, or decentralized,
then rolled up?
* What is your approach with regard to the use of technology?
* Is there anyone within your organization who is considered to be a thought
leader within the industry? What is it about that person that makes him/her a
thought leader?
* What is the next step in the interviewing process?
If you are recruited by a Headhunters/Third-party recruiters
Are you ready to answer the following questions?
* Where did you get my name?
* What is the name of the employer?
* Who is the hiring manager?
* Are you working with HR or directly with the hiring manager?
* How are you involved in the hiring process?
* Are you working on a retainer or contingency?
* What will be the interviewing process?
* Why is this job open?
* Is this job opening due to growth or replacement?
* If this is a replacement, what happened to the previous person in the position?
* How much does the job pay?
* Are there any additional pay components beyond salary?
* Are you working on this exclusively or are other firms working on it as well?
* Have you ever placed candidates with this client before?
* Where is the job located?
* Is this at the company headquarters/corporate office?
* Is the company profitable?
* Have they laid off any employees in the last year?
* How would you describe the company culture?
* What is the background of the person I will be interviewing with?
* What is the interviewing style of the person I will be interviewing with?
* Who has final hiring decision authority?
* What will you do with my resume?
* Will my resume be given out to any other client without my permission?
If at all all these things are not matched...just think they are not a Qualified Employer for you and for your Carrier...:)
Post your Suggestions and Queries....
There are two kinds of people in the world.
Those who walk into a room and say, "There you are" and those who say, "Here I am" If we could sell our experiences for what they cost us, we'd all be millionaires.
Interview is not just for getting the job but more its like a PANEL of DISCUSSION were both of them should have a Queries
Do you think that you are on the right path with the interviewer?
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 well qualified, 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 happily 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 achievement and 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 employees 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 $______ and $______. 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 $______ 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 $80,000 a year, you can't say that a $35,000 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.
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 well qualified, 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 happily 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 achievement and 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 employees 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 $______ and $______. 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 $______ 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 $80,000 a year, you can't say that a $35,000 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.
The 25 most difficult questions you'll be asked on a job 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.
This article has been excerpted from "PARTING COMPANY: How to Survive the Loss of a Job and Find Another Successfully" by William J. Morin and James C. Cabrera. Copyright by Drake Beam Morin, inc. Published by Harcourt Brace Jovanovich.
Morin is chairman and Cabrera is president of New York-based Drake Beam Morin, nation's major outplacement firm, which has opened offices in Philadelphia.
1. Tell me about yourself.
Since this is often the opening question in an interview, be more careful 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. (See question 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 definition of [the position for which you are being interviewed].
Keep your answer brief and task oriented. 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."
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.
This article has been excerpted from "PARTING COMPANY: How to Survive the Loss of a Job and Find Another Successfully" by William J. Morin and James C. Cabrera. Copyright by Drake Beam Morin, inc. Published by Harcourt Brace Jovanovich.
Morin is chairman and Cabrera is president of New York-based Drake Beam Morin, nation's major outplacement firm, which has opened offices in Philadelphia.
1. Tell me about yourself.
Since this is often the opening question in an interview, be more careful 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. (See question 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 definition of [the position for which you are being interviewed].
Keep your answer brief and task oriented. 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."
Tuesday, November 11, 2008
How to prepare a Cover Letter
Occasionally, it is necessary to send a speculative job application to a potential employer.
This is particularly so when you've been affected by redundancy or have been out of work for some time, or when a new business moves to the area.
The key with a speculative application is to understand how the particular employer might need or use your skills, so you might need to research the company before applying for a position, just to make sure that they do use the skills you offer.
Whatever the case, a good job application cover letter will help you get through the door and so you should pay a lot of attention to getting things right.
If you want to avoid using the "Dear Sir / Madam", then take a moment to telephone the company and ask the name of the person responsible for recruitment in the area you are looking to work.
Here is an example of a speculative job application:
Your Address
Address 2
Address 3
Address 4
Postcode
Your telephone
For the attention of the Personnel Manager
Company Name
Company Address 1
Company Address 2
Company Address 3
Company Postcode
Nov 11 2008
Dear Sir / Madam,
My name is [your name here] and I am currently seeking employment as a [job title here].
I understand that you do employ people with my background, which includes x years experience as a [job title] with [old employers name here] and so thought that you might be interested in my application.
My CV is enclosed and I would be grateful if you would consider me for any current or future vacancies that might arise with your company.
As you can see, I live within easy commuting distance of your premises and can therefore attend interview at a time to suit you.
I look forward to your positive response.
Yours faithfully, [sincerely if writing to a named contact]
Your Name Here
This cover letter won't suit all situations, but it can be modified easily given a little thought.
Always include a CV with your covering letter and be sure to check that all contact information is correct and current.
This is particularly so when you've been affected by redundancy or have been out of work for some time, or when a new business moves to the area.
The key with a speculative application is to understand how the particular employer might need or use your skills, so you might need to research the company before applying for a position, just to make sure that they do use the skills you offer.
Whatever the case, a good job application cover letter will help you get through the door and so you should pay a lot of attention to getting things right.
If you want to avoid using the "Dear Sir / Madam", then take a moment to telephone the company and ask the name of the person responsible for recruitment in the area you are looking to work.
Here is an example of a speculative job application:
Your Address
Address 2
Address 3
Address 4
Postcode
Your telephone
For the attention of the Personnel Manager
Company Name
Company Address 1
Company Address 2
Company Address 3
Company Postcode
Nov 11 2008
Dear Sir / Madam,
My name is [your name here] and I am currently seeking employment as a [job title here].
I understand that you do employ people with my background, which includes x years experience as a [job title] with [old employers name here] and so thought that you might be interested in my application.
My CV is enclosed and I would be grateful if you would consider me for any current or future vacancies that might arise with your company.
As you can see, I live within easy commuting distance of your premises and can therefore attend interview at a time to suit you.
I look forward to your positive response.
Yours faithfully, [sincerely if writing to a named contact]
Your Name Here
This cover letter won't suit all situations, but it can be modified easily given a little thought.
Always include a CV with your covering letter and be sure to check that all contact information is correct and current.
Tuesday, September 9, 2008
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.
Also prepare answers to standard questions and check the format of the interview - for example will there be any personality or skills testing?
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
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.
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 bea 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? 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.
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.
SpecializationHeadhunters 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.
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
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
- Prepare job description and person specification
- Advertising the vacancy
- Managing the response
- Short-listing
- Arrange interviews
- Conducting interview and decision making
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.
Make sure you’ve prepared a brief reason for leaving. Best reasons: more money, opportunity, responsibility or growth.
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