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The net savvy Jobseekers in India need to reevaluate the platforms on the internet available for job hunting.

Lima Sehgal

Ever since the PC became an integral part of the job hunting process, a certain element of sloppiness has crept in.

Look at the care we take to camouflage our resume in the brief-case. In contrast, it is with such a devil may care attitude that we flaunt it on the www worldwide. How indignantly we demand the headhunter’s client list before giving him our resume, but not care two hoots about hosting it on every available job website. And oops! The trail blaze of cc’s (carbon copies for the uninitiated) that some of us do…

There is an urgent need to define the actual utility value of the internet in the job hunting process to make it truly useful.

Perhaps addressing needs is a better beginning than trial and error. The job websites are waiting for a cue. Are they supposed to be an information base for jobs available, or an advertising platform for resumes, or an electronic placement service? Today, it is a rudimentary service trying to survive by the strength of its hit counter, knowing, that the day the hit counter becomes an obsolete measurement of utility, it would be a beginning to leading somewhere.

The net savvy job seeker must use the same spit and polish that goes to shining shoes. Just because the PC offers the option of job hunting (only) in your underwear, that is no reason to discard the outerwear. The only dilemma being whether to keep (the) Windows open or shut (pun intended).

But watch out – the virtual world is getting real.

Copyright © 2011, Jobnet magazine, issue 84

Republication or dissemination of the contents of this article are expressly prohibited without the written consent of the publishers of Jobnet magazine

Posted under Articles by Lima Sehgal

It’s time to realize that it is no longer the same old game that has gone electronic. Certainly not!

Lima Sehgal

The passivity with which a large majority of job seekers devour information amazes me.

Basking in the epi-centre of a tornado is quite an unprofessional attitude towards one’s survival.

Because of the tremendous volume of information, the job hunting game for many has boiled down to just a process of finding and searching information.

A few grey hairs is no longer a qualification for a seasoned job hunting professional. It’s time to realize that it is no longer the same old game that has gone electronic. Certainly not!

Somehow, one must shift the concentration to the search techniques themselves, rather than focus on the catch and match as an end-all.

Application of information is becoming crucial, especially if you are competing in the international job market, where finding job openings does not translate as a complete operation. One also has to have an idea as to what makes it tick.

This is one market that breaks the hypothesis that the world is round — or even around!

Copyright © 2011, Jobnet magazine, issue 109

Republication or dissemination of the contents of this article are expressly prohibited without the written consent of the publishers of Jobnet magazine

Courtesy Jobnet’s Directory of Placement Consultants

Posted under Articles by Lima Sehgal, Articles from Jobnet Magazine, Job Hunting Tips

Employeers also need to impress good candidates during interviews.

Vijaylakshmi D’Souza

You may consider a more relaxed environment like inviting a senior level candidate for lunch at a restaurant or inviting a group of trainees for an orientation meeting or presentation.

Most hiring managers are so focused on the selection process that they neglect the fact that they are also being evaluated by the jobseeker during an interview. Jobseekers examine the environment as well as the employees of an organization and use these inputs for taking a decision about a job offer. Usually companies believe that a posh office décor will suffice but it is not so. A company is also judged by the kind of people who represent the company during an interview.

So take time to prepare for the interview selection and assessment processes but remember you are the first impression of your company that the jobseeker will have. Decide on what kind of first impression you want to create.

Good candidates have choices. They are not going to be desperate to get into your organization. You will have to sell your organization to them and convince them that it is a good choice for them. It can done in subtle or obvious ways.

But the best way to convey this message to them is to make a jobseeker look at the long term perspective and the growth with your company. But be honest. In today’s job market scenario we tend to treat all jobs as short term and temporary. But at least we can be honest about how this stepping stone would benefit the jobseeker.

The important factor that counts is easy to remember – put yourself in the jobseeker’s side to the table to improve your perspective

Copyright © 2011, Jobnet magazine, issue 179

Republication or dissemination of the contents of this article are expressly prohibited without the written consent of the publishers of Jobnet magazine

Posted under Articles from Jobnet Magazine

Jobs like marriage is about finding the right match, but finding the match right match is not all there is to marriage.

There are various perceptions about finding jobs.

Lima Sehgal

Those who believe that finding the right job is about formula find that the neighbour who has the greener grass in his backyard is not likely to share the formula with them.

Those who believe that miracles rule successful jobhunting also find that the guy next door is better blessed.

For those who see the hand of karma, are least stressed. The wait and watch style in jobhunting is relaxing as long as it does not become too long.

For most of us jobhunting is a dubious cocktail.

Perhaps what is shared by most jobseekers is the fact that jobs have to be caught and got. Most of us are armed with lists of where to go and whom to ask which get taken out and dusted free of the cobwebs of the mind, on a need basis. Added to which are a few new things which others are using.

After all, what is the fuss when all one wants is the next best job.

Easier said than done, but jobs like marriage is about finding the right match, but finding the match right match is not all there is to marriage.

Going beyond methodology implies that one discards tried and tested methodologies, or logical courses, in favour of creating something new. We favour following the herd, then trying to beat it by being the first at getting to greener pastures. Since everyone else has the same idea, we get hurt in the stampede.

Competing for jobs definitely means using a strategy that no one else has.

Copyright © 2011, Jobnet magazine, issue 189

Republication or dissemination of the contents of this article are expressly prohibited without the written consent of the publishers of Jobnet magazine

Posted under Articles by Lima Sehgal

Work Patterns and its effects in work groups

- HR, human resources departments can improve work performance and productivity within their organization by understanding the effect of employee mind- sets and by creating specific workgroups accordingly.

Ujjal Ghosh

A Mind is always independent on certain specific set of encumbrances on few specific issues like:

- Perceptions

- Acceptability

- Individual character, as how other’s perceive on a particular issue/s

- Understanding Patterns; sublime, disillusioned, conflicting, humility, defused understanding

These are partial implications, normally seen working at the back of any mindset; these are typical type of situations, with which one normally interfaces, under various kinds of situations.

GROUP

Formation of Social Groups, divulging into core functionaries on uncommon acceptability through understanding, discussion; coming in terms with the mental framework of core attitudes of mindset of individuals in a group-

- A sub group formation through ultimate weeding out of ‘Ultimate Issues”, on which “Acceptability” is established.

- WORK PATTERNS V/S WORK GROUPS have a Deeper implications of a Mutual understanding of mindset carrying a particular level of cross patterns of perceptions, on acceptability in direct relevance of an individual character/s of an individual, besides grooming of such patterns from a scratch of issues – whether he is in a team or individually representing his patterns, wavelength of thinking.

- The Deliberations at the individual level affects the “Group” Behavior patterns with which an individual attaches himself or herself. The conjugations of core sublime issues and those of disinclined issues.

Along with this is attached-

-Definition as outlined by” SELF” and how are “OTHERS” in a group so formed.

- How am ‘I’ different from other on one or more Issues?

- Ability to disassociate on variances, mobility factors as is brought into the foray of abilities, discussions and issues having some common factors of dependability.

- Challenges of diversified human behavior patterns.

- Their combinations the Do’s and Don’ts of minute variations.

- Culmination of several behavioral patterns.

The fear, psychosis within self, others in the group (A group would implicate heterogeneous group) A homogeneous group is a rare combination of factors which combines understanding, acceptability, rejection of common issues) with which a ‘Group’ intends to proceed with furtherance of their motives, aspirations.

ABSOLUTE INTEGRITY or absolute rejections are the Two Factors that comes into the forefront of discussions.

- We all fall into the above submissions, categorically representing the ‘Positive’, ‘Negative’ factors working with the human behavior.

- A lot of Interesting Submissions are seen falling in line which is being generated on the following aspects: -

- A near conflict type of resolutions

- A near acceptability on ‘Core Issues’

- A neutral type of reaction

- Deviation on submissions on ‘I’, ‘You’, ‘We’, ‘They’, ‘Us’ while submissions are generated

- Legible and Illegible competency factors

Some CORE Areas will remain the Grey Areas where people Do Not wish to divulge which is the most challenging part of human submissions.

- Here it is CAN WE Or CAN WE NOT accept specific egos, Id, superego that is attached with such Human Behaviourial submissions.

- More Challenging is the Individual v/s the group submission that is either alienated with certain specific submissions since somewhere down the line “We” are not very specific with ourselves, due to the peculiarities of ideologies imbibed in our mindset.

- No Assumption is a combination of Fair and Unfair, till it is finally accepted or rejected per the total submissions are generated out of the discussions we all participate and opine our views and opinions.

- VASTAVIKTA or the Truth always has to come in the forefront, that is the individual’s opinions, views are normally seen transpiring out of self submissions and could be a graveyard of non-acceptance, rejection and dejection.

- The Challenges are many, which have to be seen with role clarity, group dynamism, hidden implications of individual behaviour v/s group submissions.

- Some Thoughtful reservations on the following can throw light on following submissions: -

-Key accountability

-Reservations on specific issues shared and unshared

-Repercussions of Groups in discussions that are shared out of submissions in groups.

-Accepting facts and Issues, which have a direct forbearance on Key Issues.

-What do ‘Others’ in the Group expect or are expecting out of one or several individuals on their submissions.

-Why am I involved in a Role Conflict, does it have any implication on my ‘Self’ and how are others accepting me with ‘Me’ and myself, outlook, integrity, unusualness on issues requiring deeper submission of facts and figures, which helps in figuring out on emotions, anger, ego, selfishness, unclarity etc.arising out of a particular situation.

-The ‘IF’s and BUTs of any Issue, which has direct relevance on the factors of implications both at the individual level as well as those existing at the work place.

Offshoot of any behaviour comes from -

-Individual Traits

-Ego

-Self submissions

-Issues that are perceived as RIGHT and WRONG

-Cross Cultural Conflict

-Misuse of Relationship existing at the work place

-Deceptively

-Habits of the people

-Case of Overworking

-Emotional Stress levels

-Holistic Exposures if any at the work place

-Convergence on Micro issues like Dos and Don’ts

-Role Clarity of Job Description of individuals

-Goals and objectives of individuals placed within the organization

-Complacency factors

-Understanding the Core Issue/s related with the work.

OBJECTIONS-

- Every work place has its own set of Objections these must be correlated and evaluated appropriately

- All the eventualities be given due consideration as per rules and regulations that are implied and explicit. The doctrine of ultra vires has to be taken into consideration.

- It is for the Senior and the Top Management to ensure that objections are handled appropriately with a set pattern of acceptability on issues that require an understanding with clear on issues. Objections are existent on the distortions that are existent amongst what is to be carried out actually and what is not carried out actually.

-Stop Misuse of power at ‘Unwanted’ places, requiring deliberations

-Check the Bottom Line of Issues seeking appropriate want of attention

-People must try to evaluate and try searching out a near submission of facts related to:

-Unanimous decisions

-No Anonymous submissions

-Dissemination of facts

-Clear on Appraisals and the Ratings

-Review Sessions of Upgrading Welfare and Social Commitments

-An ongoing exercise on SWOT analysis for all levels of people working in a set up.

-Clear concept of work structures, job stresses and job specifications verses their Correlation

-No Thinking Gaps and have clear concept between observations and the execution process.

-If there are lacunae in the system which is bound to arise these must be weeded out in short review sessions, through-

-Discussions

-Understanding about factors that are affecting issues at individual as well as group as sharing

Research on an on going basis on Specific Submissions

-Issues that require prominence

-Identify the Decision Makers; Doers: Executors; Implementers and finally the end result

This will enable to establish a cordial harmonious relationship at work place as well as with individuals.

Ujjal Ghosh

For Opinions/suggestions keep these posted at-

Buchun14@rediffmail.com

ujjal14@yahoo.co.in

Posted under Management Resources/ HR

I am beginning to suspect that there are an increasing number of jobseekers who have no ghost of an idea on the way job hunting works.

This idea of applying blind on the internet is getting scary. Our website for this magazine has a mobile number, which I used to keep with me. My nights were busy. Missed calls between 12.00 midnight to 2.00 AM from jobseekers politely enquiring if we were a placement firm; missed calls commencing from 5.00 AM onwards and complaints galore about us not responding to a resume sent. If I was actually a placement firm or a company, I wonder what would happen to them?

The recruitment business still remains a people business. The Placement firms continue to play a crucial role in the identification and assessment of job seekers. It would not be of any advantage to treat them as a piece of machinery. Or a call centre. Or just an Email ID.

People skills are an integral part of job hunting. Yet, we are beginning to overlook it. The old fashioned techniques of job hunting remain – intelligent interaction with human beings be it companies or placement firms, along with the basics of human courtesy.

My worst nightmare is real. A call that says – “I got your number on the net, but who are you?” The reply to that is obvious – I am the one who does not know you, or even wants to!

Perhaps it obvious that Jobseekers are divided into the haves and have-nots, primarily on the basis of their people skills. But what worries me is that nobody has any facts on the percentages.

Finding a job is not about sending a resume. Nor about messy communications.

But the worst we can do to ourselves is to do and not know what we do.  

ISSUE 172 Jobnet Magazine
Copyright © 2009, Jobnet magazine
Republication or dissemination of the contents of this article are expressly prohibited without the written consent of the publishers of Jobnet magazine.

jobseekers, job hunting, recruitment, placement firms

Posted under Articles by Lima Sehgal, Job Hunting Tips