HOW TO EXPRESS YOURSELF IMPRESSIVE DURING INTERVIEW

Expressing in front of any one at the time of interview is not an easy task. But some are smart to make it easy and even got selected. Now the young generations are very dynamic and very flexible to change. So, these advantages make them more effective in the job market. With more highly qualified people available for work this makes jobs market incredibly competitive. New generation job seekers are willing to change, and easy to accept new habits and culture. They are hungry to get jobs and can easily switch job when they get chance or new opportunity. So, now a day’s youngsters are preferred for jobs. 

Youngster has to know the market before entering the job. so, that they should understand about them self very much. Every youth should be true with their resume as now a day’s many of the job seeker is lying with resume it may affect in the long run e.g if anybody is at senior level position and having a good repo in the industry but at any stage it found that he/she has lied in the resume. Whole career get spoiled and it makes a black mark in his/her talent. All the good and hard work ruined. Anyone is well within your right to let potential employers/industries/colleagues – whoever it may be when trying to impress! – know how good you are at certain tasks. Some time ball shaped personalities becomes a very good sales persons and push the boundaries of a team’s structure. Always try to highlight the strong points. If you’re claiming to be an expert in area, prove it. Actions speak louder than words. Just saying you are good at sales or teamwork or management isn't enough. It is an easy to everyone. To do your research! There is such a wealth of information out there; that there really is no excuse to not be fully brushed up on the area you want to stand out in. youth should have to know the market. Putting in the time means anybody should be able to have a two-way conversation with a potential employer as opposed to an interview question-and-answer session. 

If anybody is looking for a new job, or for a promotion, be realistic. Look for the average wages in this area. Asking for higher than this amount will look both cheeky and like you haven’t bothered to investigate the details. A lot of business is still a lot about who you know and not necessarily about what you know. 

Social networking is one of the easiest ways to explore themselves. Now a day’s most popular social networking sites can be used to take the advantage for research, public views, and growth also. It the easiest way to meet the maximum number of people without any boundary and can keep your words publicly. Providing something useful for them could show off your strengths, put you in their good books and make you first on their list if a position opens up. Other benefits buy making an online presence is your accessibility. If you aren't in the social networking then for many people, you simply don’t exist. Connecting through the internet means you can access those you can’t in person. This could potentially build a relationship. Try to make yourself active user in social networking sites.  

Always use your USP (Unique Selling Proposition) because this is the only things that you have and in which you are more confident. The hard truth is that there are plenty of other people who could do your job just as well as you or better than you. So, think what makes you special and accept your weakness and start working on it. Focus more on selling your strong points and admit your shortfalls. Many interviewer ask about your weakness during  interview but many of then tell none. This statement shows that you are unprepared.  Try to make yourself better by doing some extra effort. Best where to do the effort is to get knowledge as much as possible.  Grow your network as big as possible.  Every efforts and practices gives result, but it requires time. Always “be yourself” and accept the verity as soon as possible. The soon you accept the soon you will find the changes within yourself.  World goes on its way and every person has their own view to see the things and  to judge them. The fact that you are trying to better yourself will speak volumes and should increase your confidence.

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BE AN EXCELLENT RECRUITER

Be an excellent recruiter

As we know recruitment is one of the essential part of the HR related activates. We can’t take recruitment unconscientiously. Most part of the HR activities starts from recruitment and if the intake is dreadful in any business then it affect the whole culture of the organization.

It is very necessary to know the type of business before the recruitment. A recruiter is supposed to very much aware of the required skills for a specific business. A recruiter mostly recruits for three levels which are 

1.      Junior level

2.      Middle level

3.      Senior Level

For all this levels few things are common which has to look after by the every recruiter like the defined role and responsibilities for every position or levels, skills, experience, and the qualities to contribute to the business. Recruiters have to create a pool to attract the candidates. It should be clear that as much the volume of the candidates that much will be the good opportunity to full fill the required candidates. A recruiter must have to look after the two sources of candidates.

1.      Internal sources

2.      External sources

For internal sources recruiters have to think for the suitable candidates from inside the business which is also known as IJP (internal job posting) in many organizations. Recruiters have to identify the staff that is capable for a sensible career development moves towards organization and him/her self. For external sources there are many tools to like advertisements it may be online or print media, Job portals, encouraging existing employees to make contacts, contacting universities and colleges, placement agencies and head hunters.

When the all the data of the candidates has been collected then recruiter has to short the few best of all them then have to arrange the interviews. According Dr. Tom Denham there are 8 types of interviews.

1. Informational Interview

The objective of this interview is to ask for advice and learn more about a particular career field, employer or particular job.  Interviewing experts in their field is one more way to become more occupationally literate.  The knowledge that you gain here will make you a sharper and more informed.  You will also make a contact and further develop your network.

2. Screening or Telephone Interview

A phone interview is a very cost effective way to screen candidates.  These can last anywhere from 10 to 30 minutes.  You should prepare for it like an open book exam.  It is recommended that you have in front of you your resume, the job description, a list of references, some prepared answers to challenging questions and perhaps something about the company.  The vast majority of communication is non-verbal.  Because they can’t see your body language, it is critically important to have positive and polished answers with energetic tone and inflection.  Be sure to ask what the next step is.

3. Individual Interview

This is the most common type and often called a “personal interview.”  It is typically a one-on-one exchange at the organizations offices.  In order to best prepare you will want to know the length of the interview which can usually range from 30 to 90 minutes.  If the interview is 30 minutes you have to be concise and have a high impact with your answers.  If it is 60 or 90 minutes you will want to go into much more depth and use specific examples to support your generalizations.

4. Small Group or Committee Interview

This is where you will be meeting with several decision-makers at once.  This can be an intimidating experience if you are not prepared.  It’s an efficient way to interview candidates and allows for different interpretations or perceptions of the same answer.  Be sure to make eye contact with everyone, no matter who asked the question.  It’s important to establish rapport with each member of the interview team.  Try to find out the names and job titles of the participants.

5. The Second or On-Site Interview

After your first interview, you may be asked back again for a “second date.”  They like you enough that you made the first round of cuts, but they would like to know more about you before making their final decision.  Second Interviews can last either a half or full-day so it is best to check again and get an agenda.  You may be meeting with three to five individuals.  This may include a representative from Human Resources, the department head, the office staff and the department head’s supervisor.  Be alert and enthusiastic at all times!  The more you know about the structure of the process, the less anxious you are going to feel and the better you will perform.  This is the last step before an offer is made.

6. Behavioral-Based Interview

The theory behind Critical Behavioral Interviewing (CBI) is that past performance in a similar situation is the best predictor of future performance.  CBI probes much deeper than traditional interviewing techniques.  You should prepare by thinking of specific examples that demonstrate your competence in core behaviors such as teamwork, problem-solving, communication, creativity, flexibility and organizational skills.  You will want to tell your story and structure it by stating your answers in terms of the situation, the task, what action you took, and what was the result or outcome.

7. Task Oriented or Testing Interview

This is a problem-solving interview where you will be given some exercises to demonstrate your creative and analytical abilities.  A company may ask you to take a short test to evaluate your technical knowledge and skills.  Sometimes a presentation to a group is necessary to determine your communication skills.  Try to relax as much as possible.

8. Stress Interview

During this rare type, the interviewer tries to bait you, to see how you will respond.  The objective is to find your weaknesses and test how you hold up to pressure.  Such tactics as weird silences, constant interruptions and challenging interrogation with antagonistic questions are designed to push your boundaries.  The question you have to ask yourself is: Do I want to work for a company that treats me this way even before the offer is made?  Rethink the corporate culture.

  After the selection of the candidates there should be a decision about their appointment and risk and benefit of appointing should be clearly explain. All the term and conditions between employer and employee has to explain to candidates and should be mutually agree.    

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