[AVOID] How to avoid Email Recruitment Scams [TIPS]

I still remember the day I created my first email address. It was a fad, then, to have an email address and a person not having one was, well, considered an outcast in a subliminal sense.

Over the past many years since opening my first email address and then many from various providers and giving it out, I've become infuriated with the amount of SPAM I receive daily most of which are people wanting to donate money to me, Banks giving me my lost relative's inheritance, winning various lotto/lotteries or sweepstakes many times over to simple recruitment scams.

Had I accepted the lotto/lotteries or sweepstakes, by now I would be the richest person on earth.

Today, I'm going to talk about email recruitment scams and the things to look out for and avoid them when you see these red flags.

Most of the times your email provider will filter them out and stop them from reaching your inbox altogether, but in the event that it does reach your inbox you should check once, if necessary, (unless you have hordes of them in your inbox) and delete them without remorse.

RED FLAG TIP # 1:

Always check from where the email came from (check out the email sender).

I have highlighted the places in red where the emails are not even generated from the company address. Do not, and I repeat, do not reply to these types of email address and they will get your information and would put it to bad use.

To see the actual email address press the small drop-down arrow box circled in green in the image above.


RED FLAG TIP # 2:

Secondly, recruitment companies will never ever ask you to pay their accountant any personal money for recruitment. Many of the MNCs that are doing recruitment never ever ask for money at all.

I have highlighted in red where they ask for money upfront for recruiting you as an employee in their concern as a "refundable" security deposit.

Believe me, it is only for their security that they are asking the money to be paid and that too to their accountant. Rest assured, when you go there or even phone them about this the company shall deny all this and tell you flat out that they are not indulging in these types of things.

Also, note that the email address and phone number of the recruiting officer are not provided. Even if they are provided, always check and verify the information in TIP # 1, the originating and reply-to email address.

In the above screenshot, the email of the recruiting officer or the reply-to email address should end with an "@amec.com" address, but for fooling you and making you think that this is a legitimate email address that has originated from the company, they have provided the full details. This is a big NO, NO and a big RED FLAG as to the reply-to address being of another company other than the original company's own email address.

Hope these Tips have helped you in gauging how to check your emails and see how these online fraudsters gone at great lengths to trick you into paying them money by various means.

Do not fall prey to these methods and save yourself from losing yours or your family's hard-earned money by just giving it to an unknown person or group who tell that they will get you employed or are calling you for interviews at a long off place.

Best of luck for a prospective and bright future!

Image Source: FreePik


[ABOUT: Devesh Prabhu is an avid blogger and has been blogging posts and rants on many subjects through his various blogs. He has been associated with the blogosphere for the past 8/9 years and inadvertently left the blogging scene albeit to concentrate on his personal life, but his desire to be among his readers brought him back.]

[NOTE: The article "[AVOID] How to avoid Email Recruitment Scams [TIPS]" first appeared on the "All About Profession Blog."

[DISCLAIMER: All content provided on this blog is for informational purposes only. The owner of this blog makes no representations as to the accuracy or completeness of any information on this site or found by following any link on this site. The owner will not be liable for any errors or omissions in this information nor for the availability of this information. The owner will not be liable for any losses, injuries, or damages from the display or use of this information. These terms and conditions of use are subject to change at anytime and without notice.]

What Does Your Handwriting Mean?

If letters slant to the left: Indicates introspection and a lot of emotional control.

If letters slant to the right: Reveals a person who’s outgoing, friendly, impulsive, and emotionally open.

If letters are straight up and down: The sign of someone who’s ruled by the head, not the heart.

Letters that slant in more than one direction: Indicates versatility and adaptability.

An erratic slant: Usually means a lack of flexibility.

Heavy pressure writing (like you can feel the rib made on the back of the paper): The writer is agitated.

Moderate pressure (the writing is dark, but you can’t feel the rib on the other side of the paper): Shows ability to deal with stress.

Light pressure: Indicates someone who seems to take life in stride.

Tiny letters: Indicate the writer is has somewhat low self esteem but is intelligent.

Small letters: The hallmark of quiet, introspective types – they’re generally detail- oriented and have good concentration.

Large letters: Sign of a confident, easygoing individual.

Huge letters: Indicate someone who’s theatrical, usually loud, and needs to be the center of attention at all times.

Wide letters (their width and height are about the same): The mark of someone who’s open and friendly.

Narrow letters: Show someone who’s somewhat shy and inhibited but very self- disciplined.

Letters that don’t touch: Indicate an impulsive, artistic, sometimes impractical free thinker.

Some letters connecting: Means the writer’s personality blends logic and intuition.

All letters making contact: The sign of someone who’s highly cautious.

A curved first mark: Shows a person who’s traditional and plays by the rules.

A straight beginning stroke: Reveals someone who’s rigid and doesn’t like being told what to do.

A final stroke straight across: The writer is cautious.

An end mark that curves up : Reveals generosity.

Perfect penmanship: The hallmark of a communicative person.

An indecipherable scrawl: Indicates a person who’s secretive, closed-up and likes to keep his thoughts to himself.



Via: Facebook: Useful Info

Image source: FreePik


[ABOUT: Devesh Prabhu is an avid blogger and has been blogging posts and rants on many subjects through his various blogs. He has been associated with the blogosphere for the past 8/9 years and inadvertently left the blogging scene albeit to concentrate on his personal life, but his desire to be among his readers brought him back.]

[NOTE: The article "What Does Your Handwriting Mean?" first appeared on the "All About Profession Blog."

[DISCLAIMER: All content provided on this blog is for informational purposes only. The owner of this blog makes no representations as to the accuracy or completeness of any information on this site or found by following any link on this site. The owner will not be liable for any errors or omissions in this information nor for the availability of this information. The owner will not be liable for any losses, injuries, or damages from the display or use of this information. These terms and conditions of use are subject to change at anytime and without notice.]

50 Common Interview Questions & Answers

Review these typical interview questions and think about how you would answer them. Read the questions listed; you will also find some strategy suggestions with it.

1. Tell me about yourself?

Answer: The most often asked question in interviews. You need to have a short statement prepared in your mind. Be careful that it does not sound rehearsed. Limit it to work-related items unless instructed otherwise. Talk about things you have done and jobs you have held that relate to the position you are interviewing for. Start with the item farthest back and work up to the present.

 

2. Why did you leave your last job?

Answer: Stay positive regardless of the circumstances. Never refer to a major problem with management and never speak ill of supervisors, co-workers or the organization. If you do, you will be the one looking bad. Keep smiling and talk about leaving for a positive reason such as an opportunity, a chance to do something special or other forward-looking reasons.

 

3. What experience do you have in this field?

Answer: Speak about specifics that relate to the position you are applying for. If you do not have specific experience, get as close as you can.

 

4. Do you consider yourself successful?

Answer: You should always answer yes and briefly explain why. A good explanation is that you have set goals, and you have met some and are on track to achieve the others.

 

5. What do co-workers say about you?

Answer: Be prepared with a quote or two from co-workers. Either a specific statement or a paraphrase will work. Jill Clark, a co-worker at Smith Company, always said I was the hardest workers she had ever known. It is as powerful as Jill having said it at the interview herself.

 

6. What do you know about this organization?

Answer: This question is one reason to do some research on the organization before the interview. Find out where they have been and where they are going. What are the current issues and who are the major players?

 

7. What have you done to improve your knowledge in the last year?

Answer: Try to include improvement activities that relate to the job. A wide variety of activities can be mentioned as positive self-improvement. Have some good ones handy to mention.

 

8. Are you applying for other jobs?

Answer: Be honest but do not spend a lot of time in this area. Keep the focus on this job and what you can do for this organization. Anything else is a distraction.

 

9. Why do you want to work for this organization?

Answer: This may take some thought and certainly, should be based on the research you have done on the organization. Sincerity is extremely important here and will easily be sensed. Relate it to your long-term career goals.

 

10. Do you know anyone who works for us?

Answer: Be aware of the policy on relatives working for the organization. This can affect your answer even though they asked about friends not relatives. Be careful to mention a friend only if they are well thought of.

 

11. What is your Expected Salary?

Answer: A loaded question. A nasty little game that you will probably lose if you answer first. So, do not answer it. Instead, say something like, That's a tough question. Can you tell me the range for this position?

In most cases, the interviewer, taken off guard, will tell you. If not, say that it can depend on the details of the job. Then give a wide range.

 

12. Are you a team player?

Answer: You are, of course, a team player. Be sure to have examples ready. Specifics that show you often perform for the good of the team rather than for yourself are good evidence of your team attitude. Do not brag, just say it in a matter-of-fact tone. This is a key point.

 

13. How long would you expect to work for us if hired?

Answer: Specifics here are not good. Something like this should work: I'd like it to be a long time. Or as long as we both feel I'm doing a good job.

 

14. Have you ever had to fire anyone?

Answer: How did you feel about that? This is serious. Do not make light of it or in any way seem like you like to fire people. At the same time, you will do it when it is the right thing to do. When it comes to the organization versus the individual who has created a harmful situation, you will protect the organization. Remember firing is not the same as layoff or reduction in force.

 

15. What is your philosophy towards work?

Answer: The interviewer is not looking for a long or flowery dissertation here. Do you have strong feelings that the job gets done?

Yes. That's the type of answer that works best here. Short and positive, showing a benefit to the organization.

 

16. If you had enough money to retire right now, would you?

Answer: Answer yes if you would. But since you need to work, this is the type of work you prefer. Do not say yes if you do not mean it.

 

17. Have you ever been asked to leave a position?

Answer: If you have not, say no. If you have, be honest, brief and avoid saying negative things about the people or organization involved.

 

18. Explain how you would be an asset to this organization?

Answer: You should be anxious for this question. It gives you a chance to highlight your best points as they relate to the position being discussed. Give a little advance thought to this relationship.

 

19. Why should we hire you?

Answer: Point out how your assets meet what the organization needs. Do not mention any other candidates to make a comparison.

 

20. Tell me about a suggestion you have made?

Answer: Have a good one ready. Be sure and use a suggestion that was accepted and was then considered successful. One related to the type of work applied for is a real plus.

 

21. What irritates you about co-workers?

Answer: This is a trap question. Think really hard, but fail to come up with anything that irritates you. A short statement that you seem to get along with folks is great.

 

22. What is your greatest strength?

Answer: Numerous answers are good, just stay positive. A few good examples: Your ability to prioritize, your problem-solving skills, your ability to work under pressure, your ability to focus on projects, your professional expertise, Your leadership skills, your positive attitude

 

23. Tell me about your dream job?

Answer: Stay away from a specific job. You cannot win. If you say the job you are contending for is it, you strain credibility. If you say another job is it, you plant the suspicion that you will be dissatisfied with this position if hired. The best is to stay genetic and say something like: A job where I love the work, like the people, can contribute and can't wait to get to work.

 

24. Why do you think you would do well at this job?

Answer: Give several reasons and include skills, experience and interest.

 

25. What are you looking for in a job?

Answer: See answer number 23.

 

26. What kind of person would you refuse to work with?

Answer: Do not be trivial. It would take disloyalty to the organization, violence or lawbreaking to get you to object. Minor objections will label you as a whiner.

 

27. What is more important to you: the money or the work?

Answer: Money is always important, but the work is the most important. There is no better answer.

 

28. What would your previous supervisor say your strongest point is?

Answer: There are numerous good possibilities: Loyalty, Energy, Positive attitude, Leadership, Team player, Expertise, Initiative, Patience, Hard work, Creativity, Problem solver

 

29. Tell me about a problem you had with a supervisor?

Answer: Biggest trap of all. This is a test to see if you will speak ill of your boss. If you fall for it and tell about a problem with a former boss, you may well below the interview right there. Stay positive and develop a poor memory about any trouble with a supervisor.

 

30. What has disappointed you about a job?

Answer: Don't get trivial or negative. Safe areas are few but can include: Not enough of a challenge. You were laid off in a reduction Company did not win a contract, which would have given you more responsibility.

 

31. Tell me about your ability to work under pressure.

Answer: You may say that you thrive under certain types of pressure. Give an example that relates to the type of position applied for.

 

32. Do your skills match this job or another job more closely?

Answer: Probably this one. Do not give fuel to the suspicion that you may want another job more than this one.

 

33. What motivates you to do your best on the job?

Answer: This is a personal trait that only you can say, but good examples are: Challenge, Achievement, Recognition

 

34. Are you willing to work overtime? Nights / Weekends?

Answer: This is up to you. Be totally honest.

 

35. How would you know you were successful on this job?

Answer: Several ways are good measures: You set high standards for yourself and meet them. Your outcomes are a success. Your boss tells you that you are successful.

 

36. Would you be willing to relocate if required?

Answer: You should be clear on this with your family prior to the interview if you think there is a chance it may come up. Do not say yes just to get the job if the real answer is no. This can create a lot of problems later on in your career. Be honest at this point and save yourself future grief.

 

37. Are you willing to put the interests of the organization ahead of your own?

Answer: This is a straight loyalty and dedication question. Do not worry about the deep ethical and philosophical implications. Just say yes.

 

38. Describe your management style?

Answer: Try to avoid labels. Some of the more common labels, like progressive, salesman or consensus, can have several meanings or descriptions depending on which management expert you listen to. The situational style is safe, because it says you will manage according to the situation, instead of one size fits all.

 

39. What have you learned from mistakes on the job?

Answer: Here you have to come up with something or you strain credibility. Make it small, well-intentioned mistake with a positive lesson learned. An example would be working too far ahead of colleagues on a project and thus throwing coordination off.

 

40. Do you have any blind spots?

Answer: Trick question. If you know about blind spots, they are no longer blind spots. Do not reveal any personal areas of concern here. Let them do their own discovery on your bad points. Do not hand it to them.

 

41. If you were hiring a person for this job, what would you look for?

Answer: Be careful to mention traits that are needed and that you have.

42. Do you think you are overqualified for this position?

Answer: Regardless of your qualifications, state that you are very well qualified for the position.

 

43. How do you propose to compensate for your lack of experience?

Answer: First, if you have experience that the interviewer does not know about, bring that up: Then, point out (if true) that you are a hard-working, quick learner.

 

44. What qualities do you look for in a boss?

Answer: Be generic and positive. Safe qualities are knowledgeable, a sense of humor, fair, loyal to subordinates and holder of high standards. All bosses think they have these traits.

 

45. Tell me about a time when you helped resolve a dispute?

Answer: Between others. Pick a specific incident. Concentrate on your problem-solving technique and not the dispute you settled.

 

46. What position do you prefer on a team working on a project?

Answer: Be honest. If you are comfortable in different roles, point that out.

 

47. Describe your work ethic?

Answer: Emphasize benefits to the organization. Things like, determination to get the job done and work hard but enjoy your work are good.

 

48. What has been your biggest professional disappointment?

Answer: Be sure that you refer to something that was beyond your control. Show acceptance and no negative feelings.

 

49. Tell me about the most fun you have had on the job.

Answer: Talk about having fun by accomplishing something for the organization.

50. Do you have any questions for me?

Answer: Always have some questions prepared. Questions prepared where you will be an asset to the organization are good. How soon will I be able to be productive and What type of projects will I be able to assist on? are examples

And, finally, Best of Luck! Hope you will be successful in the interview you are going to face in the coming days.

 

"Never take some one for granted, hold every person close to your heart, because you might wake up one day & realize that you have lost a diamond while you were too busy collecting stones."

 

Remember this always in life!

Image Source: @Freepik

Difference: C.V,, Resume, & Biodata

People use the words RESUME, C.V., & BIO-DATA interchangeably for the document highlighting skills, education, & experience that a candidate submits when applying for a job. On the surface level, all the three mean the same. However, there are intricate differences.

RESUME:
Resume Is a French word meaning "summary", and true to the word meaning, signifies a summary of one's employment, education, and other skills, used in applying for a new position. A resume seldom exceeds one side of an A4 sheet, and at the most two sides. They do not list out all the education and qualifications, but only highlight specific skills customized to target the job profile in question.

A resume is usually broken into bullets and written in the third person to appear objective and formal. A good resume starts with a brief Summary of Qualifications, followed by Areas of Strength or Industry Expertise in keywords, followed by Professional Experience in reverse chronological order. Focus is on the most recent experiences, & prior experiences summarized. The content aims at providing the reader a balance of responsibilities and accomplishments for each position. After
Work experience come Professional Affiliations, Computer Skills, & Education

C. V.: CURRICULUM VITAE:
C. V. Is a Latin word meaning "course of life". Curriculum Vitae (C. V.) is therefore a regular or particular course of study pertaining to education and life. A C.V. is more detailed than a resume, usually 2 to 3 pages, but can run even longer as per the requirement. A C. V. generally lists out every skills, jobs, degrees, & professional affiliations the applicant has acquired, usually in chronological order. A C. V. displays general talent rather than specific skills for any specific positions.

BIO-DATA:
Bio Data the short form for Biographical Data, is the old-fashioned terminology for Resume or C.V. The emphasis in a bio data is on personal particulars like date of birth, religion, sex, race, nationality, residence, martial status, & the like. Next comes a chronological listing of education and experience. The things normally found in a resume, that is specific skills for the job in question comes last, & are seldom included. Bio-data also includes applications made in specified formats as required by the company.

A resume is ideally suited when applying for middle and senior level positions, where experience and specific skills rather than education is important. A C.V., on the other hand is the preferred option for fresh graduates, people looking for a career change, and those applying for academic positions. The term bio-data is mostly used in India while applying to government jobs, or when applying for research grants and other situations where one has to submit descriptive essays.

Resumes present a summary of highlights and allow the prospective employer to scan through the document visually or electronically, to see if your skills match their available positions. A good resume can do that very effectively, while a C.V. cannot. A bio-data could still perform this role, especially if the format happens to be the one recommended by the employer.

Personal information such as age, sex, religion and others, and hobbies are never mentioned in a resume. Many people include such particulars in the C.V. However, this is neither required nor considered in the US market. A Bio-data, on the other hand always include such personal particulars.

Things To Do If You Lose Your IT Job

As the financial crisis plays itself out across global markets, pink slips are flowing like Mountain Dew at a WOW tournament. And while it's only natural to feel apprehension about IT job security, some are discovering opportunity in the wake of unemployment.

When Robert Fleming was laid off from his job as an IT administrator for an Ottawa software firm two months ago, he went through a period of three weeks doing nothing but trying to cope emotionally to his situation. Then he followed the time-honored advice of experts. "I made looking for a job my job," he said. Even so, he found he had plenty of time left over to spend with friends and family.

Good thing, too. In the end, he got his current job -- working the help desk at a government agency -- from his mother's hairdresser's son. "I was visiting my mother, and she came home from the salon and said, 'I think I have something for you,'" he said. "It's six degrees of separation out there, and your opportunities can come from unlikely places."

Laid off. Downsized. Words that are heard often these days. That you would devote a significant amount of your time to finding another job -- as Fleming did -- is a given. But even the most aggressive job hunt won't take all your waking hours. There are only so many jobs ads to answer on Monster.com and Craigslist. Only so many recruiters who will take your calls. So to ward off what Fleming calls "the utter crazies," most unemployed IT workers are finding other outlets for their physical, intellectual, and emotional energy.

1. Get Smart: Learn New Skills:
David Christiansen wasn't technically laid off, but the writing was on the wall. Christiansen, who writes the TechDarkIT.com blog -- which he calls a "corporate IT survival guide" -- had an IT position at a Portland, Ore., company that was struggling.

Budgets were being cut, projects canceled, and little by little his department was getting chiseled away. For reasons he still can't figure out, he was allowed to stay. But there was -- literally -- nothing to do.

Having had a deep-seated ambition to work for a startup, he decided to learn more leading-edge technologies. "I'd literally show up in the morning with a book and study all day," he said. Among other things, he taught himself Ruby on Rails, which helped him land his current job as senior software developer at the Collaborative Software Initiative, in Portland. "There are so many opportunities to pick up new skills -- classes, books, Web sites -- no one has any excuse for not refreshing their capabilities," he said. In fact, he wrote "Slacking Off During A Recession" for his blog, in which he recommended that IT workers take a little time during their current workday to learn new skills that will actively advance their ability to survive should there be a layoff.

Marketing guru and author Seth Godin also recommends slacking. "Become an expert. For free, using nothing but time, you can become a master of CSS or HTML or learn Python," he recently wrote on his blog.

2. Jump-Start A New Venture:
Hyatt. Burger King. FedEx. And, of course, Microsoft. What do these companies have in common? They were all started during recessions. Which illustrates the point that for Type A people, there's probably just one way to fill up those days: Keep working. Although there's less seed money, and venture capitalists are being tight with the purse strings, opportunities with Web 2.0 technologies, new handheld devices, and other innovations are bountiful.

The tools you'll need to build your empire are plentiful, and many of them are FREE. Investing time and earning sweat equity could be the path to your next job -- or even independence.

3. Get In Shape:
Long hours behind a desk can lead to flab, fatigue, and mounting stress. The best remedy is physical activity, but who's got the time when deadlines loom and the BlackBerry never stops blinking?

After being laid off from his long-time job at Liz Claiborne, Tom Reeve -- who had been a senior IT manager in charge of planning and implementing new technologies and business processes -- decided to put an emphasis on his health. "I'm in the habit now, if I don't go to the gym every day, that I really feel it," Reeve said. "I've focused on changing my lifestyle, so hopefully when I go back into the workforce I will have gotten into a much healthier daily routine."

Although he's also spending more time with family, his sons are well into the teenage years, "and progressively want less of my time," he said. Still, they've taken small family trips and engaged in activities of mutual interest, like history.

Reeve is looking for an executive-level IT position, and, "fortunately for me, I can still wait it out a little bit more. So I've enjoyed the stress-free time." Reeve said he looks younger, feels younger, "more like 35 than 49," as well as rejuvenated. "I'm ready to go back to work when I find the right situation," he said.

4. Spend More Time With Friends, Family:
Mike Boyarski has a much more relaxed attitude toward his now-free days. He received a generous pension when downsized from his job as director of partner relationships for a large Silicon Valley company. He's taking his time looking for work. "I'm not going to jump at the first thing that comes my way," he said. "I have the time to wait for the right opportunity." In the meantime, he has lots to keep him busy: two small children, aged two years, and four months, respectively.

"I'm spending a lot of time hanging out with them, going to the park, really enjoying myself," he said. Because he and his wife have always been conservative with money, they were prepared for such an eventuality. Boyarski estimates he has six to nine months he can spend in this fashion "before worrying."

5. Volunteer To Help Others:
Phil Freeman was a quality assurance manager at NetApp when reorganization forced him out in early February. He's currently doing all the right things to dig up opportunities. Networking. Answering ads. Talking to recruiters. But to fill what would otherwise be empty days, he's also doing a lot of volunteering.

He goes down to the senior center at the City of Sunnyvale, in California, where he lives, and helps organize and supervise activities, serve meals, and otherwise do what he can to help. "It's energizing," he said. "Helping other people is the best way to keep your mind off your own problems."

It's also a good way to put your new skills into practice. If you're learning a new programming language, or honing your MySQL abilities, taking on a project that forces you to apply what you're learning in a real world way might look good on your updated resume. It will almost certainly feel good to have acquired new knowledge, and to have helped someone else in the process.

Jobs That Will Never Go Away

Choosing a career path can be challenging. Half of all college students change their majors at least once as they travel the sometimes bumpy road that will lead right degree. If you want to follow your dreams as well as provide for a certain future, take heart. As long as human beings continue to inhabit the planet, there are many worthwhile and fulfilling jobs that will never go away.

Accountant
As long as there are taxes, there will be a need for skilled accountants to work with clients, helping them keep their books in order. While accounting technology becomes more sophisticated, many accountants also assist clients with the technological aspects of record keeping and tax preparation. An online degree can prepare you for this field by providing accounting coursework and career training. Many assistant accountants begin with training and an associates degree. Armed with a bachelor's degree in accounting, you could make an average annual salary of $63,180, according to the Bureau of Labor Statistics (BLS).

Computer Support Specialist
If you thrive on helping your friends and family solve their computer woes, consider becoming a computer support specialist. With computers playing such an important part of daily life, computer support specialists provide their clients much needed technical assistance. As a computer support specialist, you will meet with clients in person or answer questions remotely, via Internet, or on the phone. Many computer support specialists either have a bachelor's degree in computer science or an associates degree in a computer-related program. In 2007, computer support specialists made an average annual salary of $45,300, according to the BLS.

Entrepreneur
To be an entrepreneur you need to be an independent, outgoing risk taker as you establish your own business or company. Although it may be hard to know whether a business will succeed, there will always be a need for a variety of goods and services and businesses to supply them. An online degree in business can help make your dreams a reality, as you earn your associates or bachelor's degree. Although salaries can vary greatly with the self-employed, small business owners made an average annual wage of $36,000 to $75,095 in 2008, according to Pay Scale.

Mechanic
As anyone who commutes or runs to the store knows, we live in a nation of automobiles. If you know the make and model of every automobile that zips by and have an interest in what's under the hood, consider becoming an automotive service technician or mechanic.

Automotive service technicians and mechanics diagnose problems with cars and light trucks and fix them. Mechanics need to be analytical, good problem solvers, and willing to work with computerized diagnostic tools and programs as well as traditional tools. You can also specialize in an area such as brakes or cooling systems. Online career training can get you started. Programs range from six months to two years. Mechanics made an average annual salary of $36,480 in 2007, according to the BLS.

Paramedic
Paramedics make life and death decisions, assessing injuries and providing emergency medical care. To be a paramedic you have to be agile, strong, and be willing to work under pressure. Although the hours can be long, many paramedics find great satisfaction in helping others. An EMT paramedic has usually taken courses in anatomy and physiology and completed a one-to-two-year program -- or the equivalent of an associates degree.

Basic and intermediate certification can get you started in this fast paced, much needed career. According to the BLS, paramedics earned an average of $30,870 annually in 2007.

Teacher
As long as human beings continue to have children, there will be a need for teachers. If you enjoy working with young children and want to teach, you can make $50,040 on average annually if you are an elementary school teacher, and $52,450 annually if you are a secondary teacher, according to the BLS. Elementary teachers have the pleasure of teaching all subjects. Secondary teachers also get to follow their bliss. By focusing on specific certification areas, secondary teachers specialize in the subjects they want to teach. Many online programs can get you started towards a bachelor's degree in education and certification.

Whatever your calling may be, with the right degree and career training, your career prospects for these much-needed jobs can help keep you from becoming outsourced or even worse, obsolete.

Self Management

You are responsible for everything that happens in your life. Learn to accept total responsibility for yourself. If you do not manage yourself, then you are letting others have control of your Life. These tips will help "you" manage "you."

Here is a list of things that help you in self management and which will in turn lead you to the path of success:

-) Look at every new opportunity as an exciting and new-life experience.

-) Be a professional who exhibits self-confidence and self-assurance in your potential to complete any task.

-) Agree with yourself in advance that you will have a good attitude toward the upcoming task.

-) Frequently ask, "Is what I am doing right now moving me toward my goals?"

-) Do it right the first time and you will not have to take time later to fix it.

-) Accept responsibility for your job successes and failures. Do not look for a scapegoat.

-) Do not view things you do as a "job." View all activities as a challenge.

-) Use your subconscious mind by telling it to do what you do want. Instead of telling yourself, "I can't do that very well," say, "I can do this very well."-) Give yourself points for completing tasks on your "to-do" list in priority order. When you reach 10 points, reward yourself.

-) Practice your personal beliefs. It may be helpful each morning to take 15 minutes to gather your thoughts and say a prayer.

-) Make a commitment to show someone a specific accomplishment on a certain date. The added urgency will help you feel motivated to have it done.

-) Practice self-determination, wanting to do it for yourself.

-) Believe that you can be what you want to be.

-) Never criticize yourself as having a weakness. There is no such thing. You are only talking about a present undeveloped skill or part of yourself that if you so chose, you can change. You do not have any weakness, only untapped potential.

-) Be pleasant all the time-no matter what the situation.

-) Challenge yourself to do things differently than you have in the past. It provides new ideas and keeps you interested.

-) Talk to yourself. A self-talk using positive affirmation is something that is common among all great achievers. They convince themselves that they can accomplish their goals.

-) Create your own "motivation board" by putting up notes of things you need to do on a bulletin board or special wall space. It is an easily visible way to see what you need to work on. When an item is done, remove the note. Also keep your goals listed and pictured on your board.

-) Stay interested in what you are doing. Keep looking for what is interesting in your work. Change your perspective and look at it as someone outside your job would,

-) Establish personal incentives and rewards to help maintain your own high enthusiasm and performance level.

Management Traps and How to Avoid Them

Weak managers set weak goals
As a manager your role is to get specific jobs completed by employees in the most optimal, efficient and innovative manner and in order to do that, you need to set clear objectives. Successful managers set SMART goals - goals that are specific, measurable, achievable, realistic and time-based. They are able to communicate these goals clearly, simply and concisely to their employees so that none are vague or uncertain about expectations. By all means reach for the stars in your objectives but to do so without supplying employees with the training, resources, flexibility and freedom they need to accomplish their goals and a schedule of regular supervision and feedback is to set them (and yourself) up for failure.


Weak managers micro-manage - effective leaders inspire
The days of command and control organizations are long over - today's managers recognize that in order to leverage their skills and maximize their team's output they need to adopt a flexible approach and 'lead' their teams to excellence rather than closely supervise, instruct and control them. The best leaders communicate to their employees a vision and ignite in them the fire, motivation and desire to work towards making this vision a reality. Good leaders unleash their employees to innovate and achieve optimal solutions by communicating top-level goals and objectives and a suggested blueprint for success then leaving the employees to determine how to get there most optimally while ensuring they have the aptitudes, training, resources and work environment necessary to achieve superior results. While a program of regular feedback and supervision is essential, managers should ensure that their management style is not repressive, meddling or overly overbearing. The golden rule is to communicate the 'what' and the 'why' of the work that needs to be done and leave the employees to determine the 'how' without burdening them with strict instruction manuals or prescribed rules and patterns that are largely redundant and inconducive to speed, creativity, progress and innovation.


Weak managers are afraid of hiring/cultivating strong leaders
Strong leaders/managers have the self-confidence to hire the best people, take them to new levels and cultivate in them all the qualities needed to make them in turn effective leaders of the future. Weak leaders replicate themselves in their hiring decisions and hire mediocre players, mistakenly believing that an employee with more skills, acumen or industry knowledge than themselves will ultimately undermine them or make them look bad. The best managers are characterized by an ability to stimulate their employees to superior performance and through coaching, training, feedback as well as by example, inspire in them all the qualities needed to make effective managers. A good manager helps employees achieve their full potential and constantly raises the bar so that employees never stop learning, innovating and growing. Coaching, training, career planning and programs for ongoing growth and development of key staff are high on the priority lists of the best managers.


Weak managers belittle their employees
Bosses who favor the archaic 'tough' management style where employees are singled out for public reprimand and negative feedback is plentiful while recognition and positive reinforcement are scarce will fail to win the loyalty, respect and commitment of their teams over the long run. Without an inspired, fired up, self-confident employee base these managers set themselves and their teams up for failure. Effective leaders by contrast, respect their employees and give them regular feedback with intelligent constructive criticism and loudly laud special accomplishments in both public and private, while communicating any negative feedback ONLY in private and focusing such criticism strictly on the job performance, not the person's character. Strong leaders recognize and reward a job well done. These leaders inspire their teams to perform at their best and are able to elicit from them a high degree of loyalty and a 'hunger' to raise the bar and continuously excel. In such organisations, employees are not afraid to challenge their boss's ideas or upset the status quo in the interest of innovation and excellence and are encouraged to take risks to elevate the business to a new level. The autocrats and bureaucrats on the other hand sap their employees' self-confidence, drive and energy with their overbearing management style and fail to induce in them any motivation to raise the bar or excel.

Weak managers have obsolete skills-strong leaders constantly reinvent themselves

In today's knowledge-driven economies and highly competitive environment, skills, training and education rapidly become obsolete and effective managers know that they must constantly re-educate themselves and update their skills to maintain an edge. While over-confident managers with an inertia to further education fall by the wayside, good managers regularly take an honest inventory of their skills and abilities and upgrade their technical knowledge and soft skills wherever appropriate. They encourage their teams to do likewise with sound career planning and performance appraisal programs and an emphasis on training and self-education.

Weak managers have poor communication skills
Good communication includes cultivating and maintaining open channels of communication with the team and others in the organisation, giving constructive, intelligent feedback, eliciting ideas through brainstorming sessions or otherwise, articulating the company vision and mission in no uncertain terms, setting clear objectives and listening attentively with an open-mind to employees grievances, suggestions and any other issues. Effective leaders have an open-door policy that welcomes input, suggestions and feedback from employees and recognize that good ideas and the next best idea/process/innovation can come from anywhere. Strong leaders listen; weak leaders talk. Strong leaders pay attention to their employees and encourage them to express professional opinions and ask for more responsibility; weak leaders think they are above such open-door policies. Employees who are not listened to and are not made to feel important or respected as professionals or individuals are unlikely to innovate or express any exciting new ideas that can move a company forward.


Weak managers blame
Everybody makes mistakes and strong leaders protect their good people from taking the fall when they err. Good bosses recognize that the occasional slip-ups are inevitable and can be learning opportunities and are ready to take personal responsibility when the team makes a misstep. A good boss realizes that his most promising employees want to succeed, will grow as a result of their mistakes and are unlikely to repeat the same mistakes. They do no set their people up as a negative example for the rest of the organization nor point fingers when the going gets tough. Good bosses are personably accountable for their actions as well as the actions of their subordinates and do not allow a culture of blame to permeate the organisation.


Weak managers take full credit for their team's accomplishments
While weak leaders usurp all the credit for a job well done by their teams, the strongest leaders will give the full credit to the team as a whole or the team member responsible for the project. Strong leaders motivate, energize and inspire by giving credit where credit is due and being generous with reward and recognition wherever appropriate. Strong leaders publicly thank their employees for a job well done and recognize that a motivated, successful, energized team will reflect directly on the boss.


Weak managers thrive on bureaucracy
Weak leaders are fond of, augment and live well with the layers and bureaucratic shackles that tie an organisation down; strong leaders remove them. Today's effective leaders recognize that in order to compete they must operate like a small company with a high level of speed, responsiveness and flexibility. They realize that to maintain their edge in today's marketplace their organization needs to be responsive to changing market conditions and remove the shackles, boundaries, layers, clutter and obsolete policies, procedures and routines that get in the way of the freedom and free flow of people, resources and ideas.


Weak managers are divorced from their teams
Effective managers genuinely care about their employees and take the time to get to know them and to understand their strengths, weaknesses, what makes them tick and their goals and ambitions. They also take the time to learn something about their personal life. While weak managers will maintain an outdated aloofness and a formal distance from their teams, exceptional managers are able to bring out the best in every employee and win their loyalty and respect by understanding their unique needs, motivations and abilities and showing the team that they are important and personally significant. Strong managers are team players and through their constant involvement with their teams communicate to them that they are there for them and supportive of them. Effective managers by building a supportive work environment, build a camaraderie and team spirit that enthuses and excites the team to new levels of performance.

Write a Resume That Will Land an Interview

1. Understand the resume’s purpose.
   Your resume and cover letter are tools to land a job interview. Not the job, just the interview. Think of a resume as a fact sheet and a cover letter as an explanation of those facts. Lose sight of this and you may overwrite, over explain, and convolute. But a resume is also your public relations advocate and should be flattering. Maybe your record isn’t long or perfect, but don’t let your resume knock you out of contention before you have a chance to talk your way into the job.
   


2. Research resume templates and cherry-pick what to use.
   Look at sample resumes for your field. Check out: www.resumetemplates.org, or www.collegegrad.com/resumes. Once you find a template or format that makes sense for your goals and experience, don’t feel you must follow its structure exactly.
   


3. Delete the objective statement.
   Your objective is to get the job; you know it, the employer knows it. Unless you really need to fill space, explain your objectives in your cover letter. Cover letters allow you to tailor your goals to the job you are applying for and creating a good cover letter
   is key.


4. Add creative space, if necessary.
   If you don’t have much experience, your credentials can look pretty lonely on the page. No one expects a young person to have as much to say as a person who has been working for twenty years. The results of thoughtful spacing? An easy-to-read resume.
   


5. Add new activities to your resume.
   Volunteer at the soup kitchen or the animal shelter. Get active in your community. If you volunteer at something related to the field you want to work in, everyone wins. Add this activity to your resume immediately.
   


6. Think creatively about your accomplishments.
   Some of your achievements may not have happened within the confines of a job. For example, if you worked on a major research project in school, you can describe your project and the skills it developed. Here is a list of resume action words
   that may help jumpstart your memory.


7. List jobs first, and in reverse order.
   List your most recent job at the top and the rest in descending order. This is the order employers/recruiters expect to see your experience; don’t disappoint or confuse them. A rare exception to the rule: if you are graduated from a prestigious college and you’re working at a filler job. All you Harvard degree graduates who are scooping ice cream, list your Harvard education first.
   


8. Omit your mailing address.
   Who is going to contact you by snail mail anyway? Your email address and cell phone number is all anyone needs to contact you. With your resume floating around the internet, keep some information private.
   


9. Figure out what keywords are relevant and use them.
   Some HR folks don’t read resumes any more. They have software that scans resumes for relevant keywords. Use nouns, like the names of the computer programs you know. Read tons of job descriptions and notice which words are used over and over.
   


10. Include accomplishments in addition to responsibilities.
    If you made a suggestion that your boss used, if you saved your company money, if you streamlined the work process, it counts. Don’t be shy about highlighting accomplishments on your resume. Back them up with statistics, if possible. How much money did you save the company? What percentage of the budget was it?
    


11. Keep the resume concise.
    Stick to one page, unless you have been working ten or fifteen years. If early jobs are not relevant, leave them off.
    


12. Never stop revising.
    Your resume can always be improved so keep tweaking it. Add a better word, a better phrase, a new accomplishment. Keep old versions of your resume in case you need information that you previously deleted.

Warnings

• Don’t Lie.
  You knew this would be on the list. Employers routinely check job histories and education claims. Lies about either your job history or degree are the easiest for employers to uncover. The newly named dean of admissions at MIT lied on her resume when applying for a clerical job twenty-eight years ago. With the promotion in the works, her lies were discovered and she was fired. Never lie!
  


• Omit the Ugly.
  Mediocre grade point average? Leave it off. Have a 4.0? Put it front and center. Not all information is mandatory. Some people omit listing jobs they only held a short time or that might give them a bad reference. However, if the omission creates a gap that you are asked about in an interview, remember tip number one: don’t lie.
  


• Mind the Gap
  I know someone who waitressed a couple of years after college. She omits her graduation year from her resume so there is no obvious hole, but no lies either.

Public Speaking Tips

Ensure your speech will be captivating to your audience as well as worth their time and attention. Videotape your presentation and analyze it. Emphasize your strong points during your presentation.

Be solemn if your topic is serious. Present the desired image to your audience. Appear relaxed, even if you feel nervous. Establish rapport with your audience. If a microphone is available, adjust and adapt your voice accordingly.

Master the use of presentation software such as PowerPoint well before your presentation. Persuade your audience effectively. Speak loudly and clearly. Sound confident. Maintain sincere eye contact with your audience. If what you have prepared is obviously not getting across to your audience, change your strategy mid-stream if you are well prepared to do so. Allow yourself and your audience a little time to reflect and think. Keep audience interested throughout your entire presentation. Remember that an interesting speech makes time fly, but a boring speech is always too long to endure even if the presentation time is the same.

Check out the location ahead of time to ensure seating arrangements for audience, whiteboard, blackboard, lighting, location of projection screen, sound system, etc. are suitable for your presentation.

Tell audience ahead of time that you will be giving out an outline of your presentation so that they will not waste time taking unnecessary notes during your presentation.

Here are just a few hints, public speaking tips and techniques to help you develop your skills and become far more effective as a public speaker.

• Mistakes
  Mistakes are all right.
  Recovering from mistakes makes you appear more human.
  Good recovery puts your audience at ease - they identify with you more.

• How to use the public speaking environment
  Try not to get stuck in one place.
  Use all the space that's available to you.
  Move around.
  One way to do this is to leave your notes in one place and move to another.
  If your space is confined (say a meeting room or even presenting at a table) use stronger body language to convey your message.

• Tell stories
  Stories make you a real person not just a deliverer of information.
  Use personal experiences to bring your material to life.
  No matter how dry your material is, you can always find a way to humanise it.
  
• Technology
  Speak to your audience not your slides.
  Your slides are there to support you not the other way around.
  Ideally, slides should be graphics and not words (people read faster than they hear and will be impatient for you to get to the next point).
  If all the technology on offer fails, it's still you they've come to hear.

• Humor
  Tell jokes if you're good at telling jokes.
  If you aren't good, best to leave the jokes behind.
  There's nothing worse than a punch line that has no punch.
  Gentle humor is good in place of jokes.
  Self-deprecation is good, but try not to lay it on too thick.

You can learn to enjoy public speaking and become far more effective at standing in front of a group of people and delivering a potent message.

And remember to keep practicing!

[Via: Email]

Type of Questions

Interviewers use five different types of questions - directive, non-directive, hypothetical, behavior descriptive, and stress. Being aware of the different types can help you in the preparation stage as you build your skills inventory. It may also help you focus in on exactly what is being asked and what the employer is looking for in specific questions.

Directive Questions
The interviewer determines the focus of your answer. The information that the interviewer wants is very clear. If you have completed the research on yourself, this type of question should be easy to answer.

Example: "What skills do you have that relate to this position?"

"I have very good communication and interpersonal skills that I have refined through several summer and part-time jobs working with the public. In addition, I am fluent in both English and French."

Non-Directive Questions
You determine the focus of your answer. The interviewer asks a general question and does not ask for specific information. The most common non-directive question is
"Tell me about yourself."

When answering the question, keep in mind that the employer is interested in knowing how your background and personality qualify you for the job. In your answer, you should cover four areas: your education, related experience, skills and abilities, and personal attributes. As you talk about these areas, relate them to the job you are seeking. Decide what your response will be before starting to speak, this helps to keep responses concise.

Example: " Tell me about yourself."

"I have a Bachelor of Arts Degree in Psychology, and have recently completed the course in Volunteer Management through the Volunteer Center of Winnipeg. These have given me a strong background in many of the principles of human behavior and the recruitment, training, and supervision of volunteers. I have experience in working with young adults in a helping capacity, both through my position as a Peer Advisor at the University of Manitoba, and as a camp counselor at a camp for behaviorally troubled adolescents. Both of these positions involved individual counseling, facilitating discussion groups, and teaching young people about health issues - all of which relate directly to the services which I would be training volunteers to provide within your organization. In addition, I thoroughly enjoy working with young people, and can establish rapport with them easily."

Hypothetical or Scenario Questions
When asking a hypothetical question, the interviewer describes a situation, which you may encounter in the position and asks how you would react in a similar situation. This is a good way to test problem-solving abilities. When answering this type of question, try applying a simple problem solving model to it – gather information, evaluate the information, priories the information, seek advice, weigh the alternatives, make a decision, communicate the decision, monitor the results and modify if necessary.

Example: "Suppose you are working your first day in our laboratory, and a fire at a nearby work station breaks out. What would you do?"

"Before I start working in any laboratory, I always locate the emergency equipment, such as eye washes, fire blankets and alarms. I would also review the safety protocols. So in this situation, I would be aware of these. As soon as I noticed the fire, I would shut down my experiment and if the fire is significant, I would pull the firm alarm and help to evacuate the lab. In the case of very small flame, I would ask the staff member at the station what I could do to help, Which would vary with the type of substances involved.”

Behavior Descriptive or Behavioral Questions
This type of question is becoming increasingly popular in interview situations. It asks what you did in a particular situation rather than what you would do. Situations chosen usually follow the job description fairly closely. Some employers feel that examples of past performance will help them to predict future performance in similar situations. There is no right or wrong answer to this type of question, but keep in mind that you should relate the answer to the position. If you are interviewing for a research position, talk about a research project you completed.

Example: "Give me an example of a work situation in which you were proud of your performance."

"While working as a sales representative for XYZ Company for the summer, I called on Prospective clients and persuaded them of the ecological and economic benefits of Recycling. I also followed up on clients to ensure that they were satisfied with the service They received. This involved both telephone and in-person contacts. I increased sales 34% over the same period in the previous year."
When preparing for this type of questioning, it is crucial that you review the skills and qualities that the position would require and identify specific examples from your past which demonstrated those traits.

Stress Questions
Some questions will surprise you and possibly make you feel uncomfortable during an interview.

For Example:" Which do you prefer, fruits or vegetables?"

There are many reasons why an interviewer might ask such questions. They may want to see how you react in difficult situations, or they may simply be trying to test your sense of humor. Such questions may directly challenge an opinion that you have just stated or say something negative about you or a reference. Sometimes they ask seemingly irrelevant questions such as, "If you were an animal, what type of animal would you be?"

The best way to deal with this type of question is to recognize what is happening. The interviewer is trying to elicit a reaction from you. Stay calm, and do not become defensive. If humour comes naturally to you, you might try using it in your response, but it is important to respond to the question. What you say is not nearly as important as maintaining your composure.

Example: "Which do you like better, Lions or Tigers?"

"Oh, lions definitely. They appear so majestic and are very sociable. To be honest, I think that seeing The Lion King four times has probably contributed to this!"

REASONS FOR REJECTION IN THE INTERVIEW

1. Poor attitude. Many candidates come across as arrogant. While employers can afford to be self-centered, candidates cannot.

2. Appearance. Many candidates do not consider their appearance as much as they should. First impressions are quickly made in the first three to five minutes. (For more info regarding Appearance, refer to the message 'Interview Etiquette' which I am going to post in the next post).

3. Lack of research. It's obvious when candidates haven't learned about the job, company or industry prior to the interview. Visit the library or use the Internet to research the company, then talk with friends, peers and other professionals about the opportunity before each meeting.

4. Not having questions to ask. Asking questions shows your interest in the company and the position. Prepare a list of intelligent questions in advance.

5. Not readily knowing the answers to interviewers' questions. Anticipate and rehearse answers to tough questions about your background, such as recent termination or an employment gap. Practicing with your spouse or a friend before the interview will help you to frame intelligent responses.

6. Relying too much on resumes. Employees hire people, not paper. Although a resume can list qualifications and skills, it's the interview dialogue that will portray you as a committed, responsive team player.

7. Too much humility. Being conditioned not to brag, candidates are sometimes reluctant to describe their accomplishments. Explaining how you reach difficult or impressive goals helps portray you as a committed, responsive team player.

8. Not relating skills to employers' needs. A list of sterling accomplishments means little if you can't relate them to a company's requirements. Reiterate your skills and convince the employer that you can "do the same for them".

9. Handling salary issues ineptly. Candidates often ask about salary and benefit packages too early. If they believe an employer is interested, they may demand inappropriate amounts and price themselves out of the jobs. Candidates who ask for too little undervalue themselves or appear desperate.

10. Lack of career direction. Job hunters who aren't clear about their career goals often can't spot or commit to appropriate opportunities. Not knowing what you want wastes everybody's time.

11. Job shopping. Some applicants, particularly those in certain high-tech, sales and marketing fields, will admit they're just "shopping" for opportunities and have little intention of changing jobs. This wastes time and leaves a bad impression with employers they may need to contact in the future.

Main Focus Areas in Any Personal Interview

* Personal details
* Academic details
* Your background
* Current affairs


Commandments for every personal interview

Even after months of preparation, some candidates do not perform well inside the interview room.The trick is to follow the below commandments practice them during mock interview sessions diligently. You are sure to crack the personal interview.

1. Whenever the interviewer asks any questions, listen carefully. Do not interrupt him midway. Ask for a clarification if the question is not clear. Wait a second or two before you answer. And don't dive into the answer!

2. Speak clearly. Don't speak very slowly. Be loud enough so that the interviewers don't have to strain their ears.

3. Brevity is the hallmark of a good communicator. An over-talkative or verbose person is disliked and misjudged instantly, so keep it short.

4. If you don't know an answer, be honest. The interviewer will respect your integrity and honesty. Never exaggerate.

5. Never boast about your achievements. Don't be overconfident -- it is often misinterpreted by interviewers for arrogance.

6. Don't get into an argument with the interviewer on any topic. Restrain yourself, please!

7. Remember your manners. Project an air of humility and be polite.

8. Project enthusiasm. The interviewer usually pays more attention if you display enthusiasm in whatever you say.

9. Maintain a cheerful disposition throughout the interview, because a pleasant countenance holds the interviewers' interest.

10. Maintain perfect eye contact with all panel members; make sure you address them all. This shows your self-confidence and honesty.

11. Avoid using slang. It may not be understood and will certainly not be appreciated.

12. Avoid frequent use of words and phrases like, 'I mean'; 'You know'; 'I know'; 'Well'; 'As such'; 'Fine'; 'Basically', etc.

13. When questions are asked in English, reply in English only. Do not use Hindi or any other languages. Avoid using Hindi words like matlab, ki, maine, etc.

14. Feel free to ask questions if necessary. It is quite in order and much appreciated by interviewers.

15. Last but not the least, be natural. Many interviewees adopt a stance that is not their natural self. Interviewers find it amusing when a candidate launches into a new accent that s/he cannot sustain consistently through the interview or adopts a mannerism that is inconsistent with their own personality.It is best to talk naturally. You come across as genuine.


Mind your body language!
1. Do not keep shifting your position.
2. Your posture during the interview adds to or diminishes your personality. Be a little conscious of your posture and gestures. They convey a lot about your personality.
3. Sit straight. Keep your body still. You may, of course, use your hand gestures freely.
4. Avoid these mannerisms at all costs:

- Playing with your tie
- Theatrical gestures
- Shaking legs
- Sitting with your arms slung over the back of the adjoining chair


Post interview etiquette
1. Make sure you thank the interviewers as a mark of respect for the time they have spared for you.
2. As you rise and are about to leave, make sure you collect up your pen/ pencil/ all other stationery.
3. After getting up, place your chair in its original position.


The last word
1. Some institutes (like the Faculty of Management Studies) ask you to deliver an extempore speech suddenly while the interview is going on. Be mentally prepared for the same.
2. Competition will be very tough. Every mistake you commit will turn into an advantage for the other candidates. Hence, be very particular about your preparation. Do not leave anything to chance or the last minute.
3. Remember you have to sell yourself in an interview.
4. Be very particular about what you write in your resume. Check and re-check your resume for facts, spelling errors, etc. Ensure that there are no grammatical errors in the descriptive type questions in the sheet.

INTERVIEW TIPS

Common interview questions

1. Tell me about yourself
The most often asked question in interviews. You need to have a short statement prepared in your mind. Be careful that it does not sound rehearsed. Limit it to work-related items unless instructed otherwise. Talk about things you have done and jobs you have held that relate to the position you are interviewing for. Start with the item farthest back and work up to the present.

2. Why did you leave your last job?

Stay positive regardless of the circumstances. Never refer to a major problem with management and never speak ill of supervisors, co-workers or the organization. I f you do, you will be the one looking bad. Keep smiling and talk about leaving for a positive reason such as an opportunity, a chance to do something special or other forward-looking reasons.

3. What experience do you have in this field?

Speak about specifics that relate to the position you are applying for. If you do not have specific experience, get as close as you can.

4. Do you consider yourself successful?
You should always answer yes and briefly explain why. A good explanation is that you have set goals, and you have met some and are on track to achieve the others.

5. What do co-workers say about you?

Be prepared with a quote or two from co-workers. Either a specific statement or a paraphrase will work. Jill Clark, a co-worker at Smith Company, always said I was the hardest workers she had ever known. It is as powerful as Jill having said it at the interview herself.

6. What do you know about this organization?

This question is one reason to do some research on the organization before the interview. Find out where they have been and where they are going. What are the current issues and who are the major players?

7. What have you done to improve your knowledge in the last year?
Try to include improvement activities that relate to the job. A wide variety of activities can be mentioned as positive self-improvement. Have some good ones handy to mention.

8. Are you applying for other jobs?
Be honest but do not spend a lot of time in this area. Keep the focus on this job and what you can do for this organization. Anything else is a distraction.

9. Why do you want to work for this organization?
This may take some thought and certainly, should be based on the research you have done on the organization. Sincerity is extremely important here and will easily be used. Relate it to your long-term career goals.

10. Do you know anyone who works for us?
Be aware of the policy on relatives working for the organization. This can affect your answer even though they asked about friends not relatives. Be careful to mention a friend only if they are well thought of.

11. What kind of salary do you need?
A loaded question. A nasty little game that you will probably lose if you answer first. So, do not answer it. Instead, say something like, that's a tough question. Can you tell me the range for this position? In most cases, the interviewer, taken off guard, will tell you. If not, say that it can depend on the details of the job. Then give a wide range.

12. Are you a team player?
You are, of course, a team player. Be sure to have examples ready. Specifics that show you often perform for the good of the team rather than for yourself is good evidence of your team attitude. Do not brag; just say it in a matter-of-fact tone? This is a key point.

13. How long would you expect to work for us if hired?
Specifics here are not good. Something like this should work: I'd like it to be a long time. Or As long as we both feel I'm doing a good job.

14. Have you ever had to fire anyone? How did you feel about that?
This is serious. Do not make light of it or in any way seem like you like to fire people. At the same time, you will do it when it is the right thing to do. When it comes to the organization versus the individual who has created a harmful situation, you will protect the organization. Remember firing is not the same as layoff or reduction in force.

15. What is your philosophy towards work?
The interviewer is not looking for a long or flowery dissertation here. Do you have strong feelings that the job gets done? Yes. That's the type of answer were that works best here. Short and positive, showing a benefit to the organization.

16. If you had enough money to retire right now, would you?
Answer yes if you would. But since you need to work, this is the type of work you prefer. Do not say yes if you do not mean it.

17. Have you ever been asked to leave a position?
If you have not, say no. If you have, be honest, brief and avoid saying negative things about the people or organization involved.

18. Explain how you would be an asset to this organization?
You should be anxious for this question. It gives you a chance to highlight your best points as they relate to the position being discussed. Give a little advance thought to this relationship.

19. Why should we hire you?
Point out how your assets meet what the organization needs. Do not mention any other candidates to make a comparison.

20. Tell me about a suggestion you have made?
Have a good one ready. Be sure and use a suggestion that was accepted and was then considered successful. One related to the type of work applied for is a real plus.

21. What irritates you about co-workers?
This is a trap question. Think real hard but fail to come up with anything that irritates you. A short statement that you seem to get along with folks is great.

22. What is your greatest strength?
Numerous answers are good, just stay positive. A few good examples: Your ability to prioritize, Your problem-solving skills, Your ability to work under pressure, Your ability to focus on projects, Your professional expertise, Your leadership skills, Your positive attitude

23. Tell me about your dream job.
Stay away from a specific job. You cannot win. If you say the job you are contending for is it, you strain credibility. If you say another job is it, you plant the suspicion that you will be dissatisfied with this position if hired. The best is to stay genetic and say something like: A job where I love the work, like the people, can contribute and can't wait to get to work.

24. Why do you think you would do well at this job?
Give several reasons and include skills, experience and interest.

25. What are you looking for in a job?
See answer # 23

26. What kind of person would you refuse to work with?
Do not be trivial. It would take disloyalty to the organization, violence or lawbreaking to get you to object. Minor objections will label you as a whiner.

27. What is more important to you: the money or the work?
Money is always important, but the work is the most important. There is no better answer.

28. What would your previous supervisor say your strongest point is?
There are numerous good possibilities: Loyalty, Energy, Positive attitude, Leadership, Team player, Expertise, Initiative, Patience, Hard work, Creativity, Problem solver

29. Tell me about a problem you had with a supervisor?
Biggest trap of all. This is a test to see if you will speak ill of your boss. If you fall for it and tell about a problem with a former boss, you may well below the interview right there. Stay positive and develop a poor memory about any trouble with a supervisor.

30. What has disappointed you about a job?
Don't get trivial or negative. Safe areas are few but can include: Not enough of a challenge. You were laid off in a reduction Company did not win a contract, which would have given you more responsibility.

31. Tell me about your ability to work under pressure?
You may say that you thrive under certain types of pressure. Give an example that relates to the type of position applied for.

32. Do your skills match this job or another job more closely?
Probably this one. Do not give fuel to the suspicion that you may want another job more than this one.

33. What motivates you to do your best on the job?
This is a personal trait that only you can say, but good examples are: Challenge, Achievement and Recognition.

34. Are you willing to work overtime? Nights? Weekends?
This is up to you. Be totally honest.

35. How would you know you were successful on this job?
Several ways are good measures: You set high standards for yourself and meet them. Your outcomes are a success. Your boss tells you that you are successful.

36. Would you be willing to relocate if required?
You should be clear on this with your family prior to the interview if you think there is a chance it may come up. Do not say yes just to get the job if the real answer is no. This can create a lot of problems later on in your career. Be honest at this point and save yourself future grief.

37. Are you willing to put the interests of the organization ahead of your own?
This is a straight loyalty and dedication question. Do not worry about the deep ethical and philosophical implications. Just say yes.

38. Describe your management style.
Try to avoid labels. Some of the more common labels, like progressive, salesman or consensus, can have several meanings or descriptions depending on which management expert you listen to. The situational style is safe, because it says you will manage according to the situation, instead of one size fits all.

39. What have you learned from mistakes on the job?
Here you have to come up with something or you strain credibility. Make it small, well-intentioned mistake with a positive lesson learned. An example would be working too far ahead of colleagues on a project and thus throwing coordination off.

40. Do you have any blind spots?
Trick question. If you know about blind spots, they are no longer blind spots. Do not reveal any personal areas of concern here. Let them do their own discovery on your bad points. Do not hand it to them.

41. If you were hiring a person for this job, what would you look for?
Be careful to mention traits that are needed and that you have.

42. Do you think you are overqualified for this position?
Regardless of your qualifications, state that you are very well qualified for the position.

43. How do you propose to compensate for your lack of experience?
First, if you have experience that the interviewer does not know about, bring that up: Then, point out (if true) that you are a hard working quick learner.

44. What qualities do you look for in a boss?
Be generic and positive. Safe qualities are knowledgeable, a sense of humor, fair, loyal to subordinates and holder of high standards. All bosses think they have these traits.

45. Tell me about a time when you helped resolve a dispute between others?
Pick a specific incident. Concentrate on your problem solving technique and not the dispute you settled.

46. What position do you prefer on a team working on a project?
Be honest. If you are comfortable in different roles, point that out.

47. Describe your work ethic.
Emphasize benefits to the organization. Things like, determination to get the job done and work hard but enjoy your work are good.

48. What has been your biggest professional disappointment?
Be sure that you refer to something that was beyond your control. Show acceptance and no negative feelings.

49. Tell me about the most fun you have had on the job.
Talk about having fun by accomplishing something for the organization.

50. Do you have any questions for me?
Always have some questions prepared. Questions prepared where you will be an asset to the organization are good. How soon will I be able to be productive? And what type of projects will I be able to assist on? are examples.