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What is Your Greatest Strength?

What is Your Greatest Strength?
How Do You Answer the Job Interview Question –  What is Your Greatest Strength “If you fail to prepare, then be prepared to fail”- This saying hundred percent fits the rule of the game when it comes to job interview. Spade-work is absolutely essential: – about the company in which you are seeking a position, key members involved in the making of the company, the culture and other prospects. FIQ’s of JIQ’S: Let us look at some of the common and frequently asked questions in interviews and try to understand what the interviewer expects your answer to be. Try to gauge the underlying purpose of the question in relevance to the job being applied for and please also realize the fact that interviews are acid-tests to estimate your personality as a whole; not simply your knowledge, skills and experience. What do they mean by strength? Strength is nothing but what you are good at. Say, you might be good at singing, you might be good at ballet dancing, and you might be good at even eaves-dropping! But is it a pleasant or an appreciable attribute to be discussed when it comes to your job interview? Always remember when asked about your strengths, you have to pin-point the qualities that are needed to complete the task you might be assigned for, in case you are selected. Everything in relation to the job position you are trying to acquire. Understand Employers’ Perspective and Satisfy Their Expectation: Neither be blunt nor blatant, try to give a big picture of all your experiences in the previous jobs as an impressive package and make the interviewer feel that you will definitely be an asset to the company. If it is a sales manager position, you might want to explain precisely how you completed your sales targets ahead of time, how you increased the growth rate of your company in a time-bound fashion and how you pulled your team through tough situations. If you are naturally good at communicating, no probs, but if not, it is better to have a list mentally prepared of your greatest strengths prior to an interview. By communicating, I don’t mean to say talking but making your point noted or reaching across. If you are a fresher, you have nothing to lose by being bold and assertive as it will only add to your experience. All mistakes are experiences which teach us “how not to perform a task” or “how not to behave in a particular situation”. Here is a list of the 10 most desirable traits that all employers love to see in their employees: A proven track record as an achiever…especially if your achievements match up with the employer’s greatest wants and needs. Intelligence…management “savvy”. Honesty…integrity…a decent human being. Good fit with corporate culture…someone to feel comfortable with…a team player who meshes well with interviewer’s team. Likeability…positive attitude…sense of humor. Good communication skills. Dedication…willingness to walk the extra mile to achieve excellence. Definiteness of purpose…clear goals. Enthusiasm…high level of motivation. Confident…healthy…a leader. Courtesy – http://dev.fyicenter.com Not everybody has all these qualities imbibed in them; it all lies in your expression of interest to learn those qualities which you are slightly lacking and enhance those qualities which you are already good at. It is that spark of enthusiasm makes you all different and more prospective than your competitors. With this question, the interviewer seeks to find out if: •    Your strengths align with the company’s needs •    You can do the job and perform like a rock star •    You are the best person for the job — no need to hold out for someone better •    You have...
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Resume for Sales / Marketing Manager

Resume for Sales / Marketing Manager
Resume for Sales Know the purpose of your resume Need help in creating or updating your resume? It certainly can be a tough task because your resume is going to be reviewed by software as well as by hiring managers. This new column brings you  top resume tips for choosing a resume format, selecting a resume font, customizing your resume, using resume keywords, explaining employment gaps, and more tips for writing interview winning resumes. Try to understand that the purpose of  building your resume is to land an interview and make it as precise as possible and impress the recruiters with your profile. Business and Marketing Writing   A great resume is one that highlights your strengths and emphasizes the highs of your career. It is imperative for every professional to get his resume periodically updated to move up the corporate ladder. A resume has four sections: Personal Information. This includes your full name, city, contact number, e-mail address and social media profiles. Your personal information can appear at the top center part of the resume with a header positioned below it. Employment History. Your work history must be arranged beginning from current or most recent employer. It must indicate your designation, inclusive dates of employment and a description of your scope of responsibilities. Educational Attainment. This should also be arranged according to highest level of education attained. Details should include degree earned, inclusive dates and relevant awards or achievements. You do not have to include information from secondary education and earlier. Special Skills. This section is where you highlight core competencies and other skills you have that are relevant to the job opening. What are the key ingredients of a great resume? A sparkling profile with sufficient emphasis on your key strengths. A cover letter that guarantees a personal interview. Customized and tailor-made resumes. Designed by skilled resume writing experts. Professional formatting and layout. What should be there in a profile statement? Understand that highlighting your skills and experience in your profile is the “Catch Point” to impress your new recruiters. Financial Planning and Strategy, Marketing Concepts, Positioning, People Management, Territory Management, Sales Planning, Competitive Analysis, Understanding the Customer, Product Development, Client Relationships, Creative Services are some of the criteria that make a marketing/sales manager stand out from the crowd. Try to bring out the achievements in your career till date and who might be the better master to do it other than yourself! Q: What’s the most common resume mistake? A: Making too many general claims and using too much industry jargon that does not market the candidate. A resume is a marketing document designed to sell your skills and strengths rather than just portray a bio of the candidate. For unemployed candidates, handing out resumes should be a full-time job. The majority of mid- to senior-level positions are filled through networking, so contact absolutely everyone you know in addition to recruiters who are in a position to hire you or share...
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Job Interview

Job Interview
The Purpose of a Job Interview Interviewing cannot be viewed just as a two way conversation, but as a process of social interaction. Personal interview is the most flexible tool that helps to obtain the most accurate information about the prospective candidate as the presence of the interviewer makes it hard for the respondent to report incorrectly. You might have seen some poker players with a winning spree. That is because of their ability to guess opponent’s potential apart from their own knowledge about the game. The same applies to an effective interviewer who elicits the most appropriate information from the interviewee by gauging his potential and scope. Ambience: The ambience of an interview should facilitate the respondents to freely come out with their ideas about what they expect from the job and also what they are capable of contributing in terms of lifting the organization to greater heights. Fear generally grips freshers who may not have had exposure to such situations that decides their future. Even before completing their engineering or professional courses students get placed in very good companies that offer much scope in terms of pay and career advancement. It has become statutory for these students to express themselves in the most impressive manner to capture the interest of the interviewers and to outsmart their rivals competing for the same position or capacity. Body Language: Your body language speaks volumes about the self confidence you possess, whether you are really capable of leading. Pleasing personality is definitely a plus and it is a winning strategy to get noticed among the pool of prospects. Try to be as modest and dignified in your behavior and attitude but at the same time be self assured to avoid any question that falls beyond the scope of discussion or if it is aimed to puncture your ego. Stress Interviews: Most of the stress interviews are structured in order to test the tolerance level of the prospective employees given a crisis situation and also to judge their decision making skills in such a situation. Rapid fire questions are thrown before you, wherein either you can buy some time to think, keep quiet to prove your self control or burst open and check out. Higher level management interviews are of this order as managers of the senior levels and CEO’s are constantly exposed to pressure situations and they need to keep their think tank cool to keep going. Systematic interviewing using lucid language is welcome. The session must be to the point and the respondent should not lose interest in the interview. Emotional and leading questions better be avoided. The interviewer must be a trained man who has the ability to conduct the interview in the most natural way and also should be well informed about all the possible and important aspects about the prospective candidates. Hypothetical Questions: Recent trend is to ask hypothetical questions where the respondent has to place himself in a particular situation and arrive at solutions. This probes beyond the skill sets that the respondent possesses and it concentrates on the crisis management ability, presence of mind and the quick wit of individuals. Corporate companies conduct their interviews in a completely different manner. They are more concerned about the attitude, morale, soft skills, role analysis and the like. How an individual performs as a member of a team or a group and how well he can lead his team in times of crisis are a matter of concern in big corporates. Say for instance, if you are the head of a company, what possible changes would you bring in terms of sales, marketing and production? What will be...
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Recruitment

Recruitment
Recruitment Process Recruitment refers to that process carried on by the company to attract suitable candidates possessing the appropriate characteristics to help the organization reach its objectives. According to Byars and Rue, “recruitment involves a pool of people from which qualified candidates for job vacancies can be chosen.” The basic purpose is to develop a group of potentially qualified people. Recruitment Policy: The policies of recruitment are derived from the personnel policies of the organization where the company has to give due importance to government reservations, quotas, policies regarding sons of the soil, personnel policies of other organizations regarding merit, internal sources, social responsibility in absorbing minority sections, women etc. Sources of Recruitment: INTERNAL SOURCES: This include 1.       Present permanent employees 2.       Present temporary/ casual employees 3.       Retrenched or retired employees 4.       Dependents of deceased, disabled, retired and present employees. Why internal source is considered to be a better choice? To motivate the present employees To improve the morale aspect “Known devils are better than unknown angels”-The credibility of the present employees are well known and they can                be judged easily  Loyalty and sense of belongingness is there on the part of current employees  The employees become highly committed when they are given a chance as they tend to shoulder more responsibility  Employees’ psychological needs, economic needs for promotion and higher income can be satisfied  Cost of selection can be minimized  Similarly cost of training, induction, orientation, period of adaptability to the organization gets reduced  Trade unions are happy  Social responsibility towards the employees are discharged  Good understanding and co-operation extended by co-workers  Stability of employment is assured EXTERNAL SOURCES: 1.       Educational and training institutes 2.       Private employment agencies/exchanges 3.       Public employment exchanges 4.       Professional associations 5.       Data banks 6.       Casual applicants 7.       Similar organizations 8.       Trade Unions 9.       Social media networking sites like Facebook and Linked in offer a huge platform for both recruiters and job seekers to find the best possible match.  Why external source is considered to be a better choice? · The suitable candidates with skill set, knowledge and talent are generally available · Latest knowledge, skill, innovations or creative talent can be infused into the organization · Candidates can be selected without any pre- conceived notions or reservations · The cost shelled out for these external sources are minimum since they are placed in minimum pay scale · Expertise, excellence and experience in other organizations can be easily brought into the organization · Human resources mix can be balanced with different background, experience, skill etc. · Existing personnel will also broaden their personality · Quality of human resource will improve in the long run by development of unique culture RECRUITMENT TECHNIQUES: The management has to contact the prospective employees through various means and stimulate them for applying to the post prescribed. A. Promotions: This is a good technique to stimulate internal employees as they will be willing to shoulder more responsibilities if they are assured of promotions B. Transfer: If employees are transferred to the places of their choice, it will stimulate them C. Recommendations of the present employees: Management can contact, persuade the outsiders to apply for job in the organization through the recommendations to the candidates by the present employees, trade unions etc. D. Scouting: This is another way of recruiting where the representatives of a particular organization are sent to various sources of recruitment to motivate the prospective candidates to apply for the jobs. The representatives provide the necessary information about the company and clarify doubts of the candidates. E. Advertising: Though the popular and widely accepted way of recruitment, still it proves to be one-way communication. Newspapers, Magazines of all types, television and internet are the possible sources of advertising channels and internet marketing leads the rest. The technique of advertising should...
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Interview Interesting Aspects

Interview Interesting Aspects
Interview Interesting Aspects An interview can be explained as a mutual conversation or a one to one meeting that gets stretched into a “recruitment process or promotion.” In French, from which it originates interview means ‘inter-sight’ and in Latin, it is interpreted as ‘seeing each other.’ Nowadays interview is a powerful tool in psychology, in the healthcare profession as well as in business. Too many approaches in the interviewing process may be successful as fact finding tools but without looking at the dynamics existing between an interviewer and interviewee; such meetings then become lifeless.   The notion of an interview should not only aim at collecting scientific data but also look into the human aspect to capture the essence of a person. Only a trained interviewer must be allowed to evaluate the interviewee’s motivation, personality component and the influence of environmental/ emotional problems on him/her. The two common pitfalls in an interview are the ‘stereotyping’ of the individual and the unconscious exercise of personal bias. Is it wise to judge a person based on similarities to some other person/ trait? ‘Halo Effect’ is the tendency to judge a person based on one of a few specific characteristics- the traits liked or disliked by the interviewer need not be superimposed on the interviewee to decide if he is suitable for the job. All depends on the interviewer and his characteristics which help or hinder an interview from the interviewee’s view point. Care must be taken on the part of the interviewer not to conclude the interview in an abrupt manner and it is also necessary for him to create a favorable image for the company in the mind of the interviewee. The interview is not to be considered merely as a selection technique, but as a means of in- depth analysis that facilitates closer and enhanced communication. This approach is very much necessary for psychologists, teachers, managers, leaders and the like. Definition: The interview is a conversation with a purpose. There are three purposes. 1. Obtaining information– Collecting relevant data about the candidate’s background, training, education, experience and interests. 2. Giving information– Apprising the interviewee with the present position of the company, the future plans, specific job and the personnel. 3. Motivation– Instigating the candidate to join the company Advantages of Interview: Interviews prove as a better means to measure the ability and traits of a personality rather than through written tests or other techniques. It is easy to determine how a person reacts in a conversation and whether he is good looking (here it means if he/ she is presentable, looks are equally important). A skilled interviewer can easily determine the personality traits such as loyalty and responsibility that can be expected from the candidate during this personal meeting. Limitations of Interview: ·  Stereo typing ·  Halo Effect ·  Personal bias Interviewing Techniques: A. Patterned Interview: This was developed by Mc. Murry. Senior recruitment, promotion and appraisal interviews fall under this category. This patterned interview contains  no questions related to ‘job skills’. Basically it is conducted to appraise personality, motivation and interests. Reference checks and academic records determine knowledge and job competencies. The following personality traits could be measured through patterned interview according to Mc. Murry: i.  Stability ii. Ability to get along with others iii. Self-reliance iv. Willingness to accept responsibility v.  Freedom from emotional immaturity vi. Motivation B. Directive Style: This type of interview is appropriate when the interviewer seeks factual information only where the interviewee is not given much freedom of expression and so becomes defensive. There are also chances that the relationship between the interviewer and the interviewee might be  impaired. C. Non-Directive Style: This requires more time, and suitable for exploring sensitive matters, understanding feelings and...
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