HAPPY NEW YEAR

Personality Developement

TRAITS FOR BUILDING POSITIVE PERSONALITY :

1. Accept Responsibility :
The price of greatness is the responsibility – Winston Churchill
“Responsibility gravitates to the person who can shoulder them.”
-- Elbert Hubbard

Society is not destroyed by the activities of the rascals, but by the inactivity of good people.


2. Show consideration :
Show consideration, courtesy, politeness and caring.

3. Think Win-Win :

4. Choose your words carefully:
The principle is your speaking must be better than silent, rather be silent.
Words spoken out of bitterness can cause irreparable damage. The way the parents speak to their children in many instances shapes their children’s destiny.

5. Never Criticize, Complain and Condemn

6. Smile and Be Kind :

Smile is the shortest distance between two people.

7. Put Positive interpretation on other people’s behavior:
We see the world not as it is, but as we are.

So when we are interpreting other peoples behavior negatively we just reflecting our own mentality to this situation. In contrast when interpret positively, chances that other people may realize its negativity and change or amend this.

8. Be a Good Listener :
Effective communication is 50% listening, 25% speaking, 15% reading and 10% writing. So when we listen carefully then 50% communication is done.

9. Be Enthusiastic :
Nothing great was ever achieved without enthusiasm
--- Ralph Waldo Emersion

10. Give honest and Sincere Appreciation :
The desire to feel important is one of the greatest craving in most of the human beings and it can be a great motivator. Honest and sincere appreciation makes one feel important and promote these positive qualities in him. In contrast giving false and insincere appreciation is flattery or sycophancy which in the long run is harmful to the recipient.

11. When you make a mistake, accept it and make it easy to amend:
Mistakes are to be learned from. So accept it immediately and make change or amend easy.

12. Discuss but don’t argue:
Arguing is like fighting a losing battle. Even if one wins in the argument, the cost may be more than the worth of victory.
An Ignominious victory is a defeat itself.

13. Don’t Gossip:
Gossip may lead to slander and defamation of character. People who listen to gossip are as guilty as those who do the gossiping.

14. Turn your promises into commitment:
Commitment leads to enduring relationship through thick and thin. It shows in a person's personality and relationship.

15. Be grateful but do not expect gratitude:

16. Be dependable and practice loyalty:
An ounce of loyalty is worth more than a pound of cleverness.
Ability without dependability is of no worth.

17. Avoid bearing grudges:
Life is too small to bear grudges.

John Kennedy once said “forgive the other person but don’t forget their name.” Means “if one cheated me once it is his fault, but if cheats me twice then it is my fault.”


18. Practice honesty, Integrity and Sincerity:
Lies may have speed, but the truth has endurance.
Honesty, Integrity and Sincerity have more enduring effect than the opposite.

19. Practice Humility:
Don’t be cheated regularly to forgive.
Confidence without humility is arrogance. Sincere Humility is the foundation of all virtues. It is a sign of greatness.

20. Be understanding and Caring :
The best way to be understood is to be understanding. And the basis of real communication is also understanding.

21. Practice courtesy on daily basis :

22. Develop a sense of humor:
Have a sense of humor and you will possess the ability to laugh at yourself. A sense of humor makes a person likable and attractive. Some people are humor-impaired.

23. Don’t be sarcastic and put others down :

24. To have a friend be a Friend :
Mutual trust and confidence are the foundation stones of all friendship.

25. Show Empathy :
Empathy alone is a very important characteristic of positive personality. People with empathy ask themselves this question, “how would I feel if someone treated me that way?”

THINK DIFFERENT

Personality Development Tips-

1. If you want to progress in life than honestly analyze the traits of your character.
2. Do not laugh at people when they are in difficulty or trouble other wise you will loose your personality in a moment.
3. This is a great way to develop your personality by listening everyone politely, even if their ideas are baseless or not of your interest.
4. During conversation do not keep talking yourself too much.
5. When ever somebody brings any gift for you, don’t forget to praise it. It does not matter even if you were expecting something else.
6. Make other feel that you love them.
7. Keep your moral high in case of defeat and be more polite on being victorious.
8. Solve your problems in a creative way. Try your best not to let these spoil your relations with your friends.
9. Enlist your bad habits and try to get rid of them.
10. We should not uplift our standard of living but also help others to do so. Try to remove the feeling of inferiority in others by loving them and by keeping good behavior towards them.
11. Be careful of what your say about others because others will say the same thing about us at different times and at different places and in this way form a public opinion about us.
12. Some people often have a favorite sentence which they repeat frequently. We should try and get rid and get rid of such a habit.
13. Independence increases our good qualities and personality and slavery bad qualities.
14. Independent thinking and freedom to work is the only source of progress and welfare.
15. Love is the greatest magic in this world. You can do every thing with help of love. Develop this art to improve your personality.
16. Positive attitude is of great importance in our personality. No body like people who have narrowed out look. In life only that person is considered well behaved who has positive and healthy bend of mind.
17. The real beauty of man lies not in his physical appearance but in his work and good qualities. That is why it is important that we improve mental outlook to develop our personality.
18. Every individual should develop the ability to adjust with others, because basically man is a social animal, so one can not survive by living alone.
19. Some people keep repeating a particular statement and it becomes a part of their nature. At the most you may repeat a statement twice but it you do it more than that it leaves a bad impact.

Handling People

Fundamental Techniques in Handling People

1. Don't criticize, condemn or complain.
2. Give honest and sincere appreciation.
3. Arouse in the other person an eager want.

Six ways to make people like you

1. Become genuinely interested in other people.
2. Smile.
3. Remember that a person's name is to that person the sweetest and most important sound in any language.
4. Be a good listener. Encourage others to talk about themselves.
5. Talk in terms of the other person's interests.
6. Make the other person feel important - and do it sincerely.

Win people to your way of thinking

1. The only way to get the best of an argument is to avoid it.
2. Show respect for the other person's opinions. Never say, "You're wrong."
3. If you are wrong, admit it quickly and emphatically.
4. Begin in a friendly way.
5. Get the other person saying "yes, yes" immediately.
6. Let the other person do a great deal of the talking.
7. Let the other person feel that the idea is his or hers.
8. Try honestly to see things from the other person's point of view.
9. Be sympathetic with the other person's ideas and desires.
10. Appeal to the nobler motives.
11. Dramatize your ideas.
12. Throw down a challenge.


"Do not believe in anything simply because you have heard it. Do not believe in anything simply because it is spoken and rumored by many. Do not believe in anything simply because it is found written in your religious books. Do not believe in anything merely on the authority of your teachers and elders. Do not believe in traditions because they have been handed down for many generations. But after observation and analysis, when you find that anything agrees with reason and is conducive to the good and benefit of one and all, then accept it and live up to it. ~Buddha"

ACT WISE WORK SMART

BODY LANGUAGE

BODY LANGUAGE........
Body language reflects how much a person is confident in his own skin.It is a form of non-verbal communication, consisting of body pose, gestures, and eye movements. Humans send and interpret such signals unconsciously.

It is often said that human communication consists of 93% body language and paralinguistic cues, while only 7% of communication consists of words themselves - however, Albert Mehrabian, the researcher whose 1960s work is the source of these statistics, has stated that this is a misunderstanding of the findings (see Misinterpretation of Mehrabian's rule). Others assert that "Research has suggested that between 60 and 70 percent of all meaning is derived from nonverbal behavior."

Body language may provide cues as to the attitude or state of mind of a person. For example, it may indicate aggression, attentiveness, boredom, relaxed state, pleasure, amusement, besides many other cues.

Physical Expression

Physical expressions like waving, pointing, touching and slouching are all forms of nonverbal communication. The study of body movement and expression is known as kinesics. Humans move their bodies when communicating because, as research has shown^{[citation needed]}, it helps "ease the mental effort when communication is difficult." Physical expressions reveal many things about the person using them. For example, gestures can emphasize a point or relay a message, posture can reveal boredom or great interest, and touch can convey encouragement or caution.

• One of the most basic and powerful body-language signals is when a person crosses his or her arms across the chest. This can indicate that a person is putting up an unconscious barrier between themselves and others. It can also indicate that the person's arms are cold which would be clarified by rubbing the arms or huddling. When the overall situation is amicable, it can mean that a person is thinking deeply about what is being discussed. But in a serious or confrontational situation, it can mean that a person is expressing opposition. This is especially so if the person is leaning away from the speaker. A harsh or blank facial expression often indicates outright hostility.

• Consistent eye contact can indicate that a person is thinking positively of what the speaker is saying. It can also mean that the other person doesn't trust the speaker enough to "take his eyes off" the speaker. Lack of eye contact can indicate negativity. On the other hand, individuals with anxiety disorders are often unable to make eye contact without discomfort. Eye contact is often a secondary and misleading gesture because we are taught from an early age to make eye contact when speaking. If a person is looking at you but is making the arms-across-chest signal, the eye contact could be indicative that something is bothering the person, and that he wants to talk about it. Or if while making direct eye contact a person is fiddling with something, even while directly looking at you, it could indicate the attention is elsewhere. Also there are three standard areas that a person will look which represent different states of being. If the person looks from one eye to the other than to the forehead it is a sign that they are taking an authoritative position. If they move from one eye to the other than to the nose, that signals that they are engaging in what they consider to be a "level conversation" with neither party holding superiority. The last case is from one eye to the other and then down to the lips. This is a strong indication of romantic feelings.

• Disbelief is often indicated by averted gaze, or by touching the ear or scratching the chin. When a person is not being convinced by what someone is saying, the attention invariably wanders, and the eyes will stare away for an extended period.

• Boredom is indicated by the head tilting to one side, or by the eyes looking straight at the speaker but becoming slightly unfocused. A head tilt may also indicate a sore neck or Amblyopia, and unfocused eyes may indicate ocular problems in the listener.

• Interest can be indicated through posture or extended eye contact, such as standing and listening properly.

• Deceit or the act of withholding information can sometimes be indicated by touching the face during conversation. Excessive blinking is a well-known indicator of someone who is lying. Recently, evidence has surfaced that the absence of blinking can also represent lying as a more reliable factor than excessive blinking.
  

SOME EXPRESSION WHICH HAVE HIGHER CHANCES TO BE NOTICED FAST.


1. Don’t cross your arms or legs – You have probably already heard you shouldn’t cross your arms as it might make you seem defensive or guarded. This goes for your legs too. Keep your arms and legs open.

2. Have eye contact, but don’t stare – If there are several people you are talking to, give them all some eye contact to create a better connection and see if they are listening. Keeping too much eye-contact might creep people out. Giving no eye-contact might make you seem insecure. If you are not used to keeping eye-contact it might feel a little hard or scary in the beginning but keep working on it and you’ll get used to it.

3. Don’t be afraid to take up some space – Taking up space by for example sitting or standing with your legs apart a bit signals self-confidence and that you are comfortable in your own skin.

4. Relax your shoulders – When you feel tense it’s easily winds up as tension in your shoulders. They might move up and forward a bit. Try to relax. Try to loosen up by shaking the shoulders a bit and move them back slightly.

5. Nod when they are talking – nod once in a while to signal that you are listening. But don’t overdo it and peck like Woody Woodpecker.

6. Don’t slouch, sit up straight – but in a relaxed way, not in a too tense manner.

7. Lean, but not too much – If you want to show that you are interested in what someone is saying, lean toward the person talking. If you want to show that you’re confident in yourself and relaxed lean back a bit. But don’t lean in too much or you might seem needy and desperate for some approval. Or lean back too much or you might seem arrogant and distant.

8. Smile and laugh – lighten up, don’t take yourself too seriously. Relax a bit, smile and laugh when someone says something funny. People will be a lot more inclined to listen to you if you seem to be a positive person. But don’t be the first to laugh at your own jokes, it makes you seem nervous and needy. Smile when you are introduced to someone but don’t keep a smile plastered on your face, you’ll seem insincere.

9. Don’t touch your face – it might make you seem nervous and can be distracting for the listeners or the people in the conversation.

10. Keep you head up – Don’t keep your eyes on the ground, it might make you seem insecure and a bit lost. Keep your head up straight and your eyes towards the horizon.

11. Slow down a bit – this goes for many things. Walking slower not only makes you seem more calm and confident, it will also make you feel less stressed. If someone addresses you, don’t snap you’re neck in their direction, turn it a bit more slowly instead.

12. Don’t fidget – try to avoid, phase out or transform fidgety movement and nervous ticks such as shaking your leg or tapping your fingers against the table rapidly. You’ll seem nervous and fidgeting can be a distracting when you try to get something across. Declutter your movements if you are all over the place. Try to relax, slow down and focus your movements.

13. Use your hands more confidently – instead of fidgeting with your hands and scratching your face use them to communicate what you are trying to say. Use your hands to describe something or to add weight to a point you are trying to make. But don’t use them to much or it might become distracting. And don’t let your hands flail around, use them with some control.

14. Lower your drink – don’t hold your drink in front of your chest. In fact, don’t hold anything in front of your heart as it will make you seem guarded and distant. Lower it and hold it beside your leg instead.

15. Realize where you spine ends – many people (including me until recently) might sit or stand with a straight back in a good posture. However, they might think that the spine ends where the neck begins and therefore crane the neck forward in a Montgomery Burns-pose. Your spine ends in the back of your head. Keep you whole spine straight and aligned for better posture.

16. Don’t stand too close –one of the things we learned from Seinfeld is that everybody gets weirded out by a close-talker. Let people have their personal space, don’t invade it.

17. Mirror – Often when you get along with a person, when the two of you get a good connection, you will start to mirror each other unconsciously. That means that you mirror the other person’s body language a bit. To make the connection better you can try a bit of proactive mirroring. If he leans forward, you might lean forward. If she holds her hands on her thighs, you might do the same. But don’t react instantly and don’t mirror every change in body language. Then weirdness will ensue.

SOFT SKILL-1

Soft skills

What is soft-skill???

Soft skills is a sociological term relating to a person's "EQ" (Emotional Intelligence Quotient), the cluster of personality traits, social graces, communication, language, personal habits, friendliness, and optimism that characterize relationships with other people. Soft skills complement hard skills (part of a person's IQ), which are the occupational requirements of a job and many other activities.

A person's soft skill EQ is an important part of their individual contribution to the success of an organization. Particularly those organizations dealing with customers face-to-face are generally more successful if they train their staff to use these skills. Screening or training for personal habits or traits such as dependability and conscientiousness can yield significant return on investment for an organization. For this reason, soft skills are increasingly sought out by employers in addition to standard qualifications.

It has been suggested that in a number of professions soft skills may be more important over the long term than occupational skills. The legal profession is one example where the ability to deal with people effectively and politely, more than their mere occupational skills, can determine the professional success of a lawyer.

Examples of soft skills

• Participate in a team (see team building)
• Lead a team (see leadership)
• Unite a team amidst cultural differences
• Teach others
• Provide services
• Negotiate
• Motivate others
• Make decisions
• Solve problems
• Observe forms of etiquette
• Interact with others
• Maintain meaningless conversation (small talk)
• Maintain meaningful conversation (discussion/debate)
• Defuse arguments with timing, instructions and polite, concise language
• Feign interest and speak intelligently about any topic
• Listening
• Coaching

  

Top 60 soft skills

The Workforce Profile defined about 60 "soft skills", which employers seek. They are applicable to any field of work, according to the study, and are the "personal traits and skills that employers state are the most important when selecting employees for jobs of any type."

1. Math.
2. Safety.
3. Courtesy.
4. Honesty.
5. Grammar.
6. Reliability.
7. Flexibility.
8. Team skills.
9. Eye contact.
10. Cooperation.
11. Adaptability.
12. Follow rules.
13. Self-directed.
14 Good attitude.
15. Writing skills.
16. Driver's license.
17. Dependability.
18. Advanced math.
19. Self-supervising.
20. Good references.
21. Being drug free.
22. Good attendance.
23. Personal energy.
24. Work experience.
25. Ability to measure.
26. Personal integrity.
27. Good work history.
28. Positive work ethic.
29. Interpersonal skills.
30. Motivational skills.
31. Valuing education.
32. Personal chemistry.
33. Willingness to learn.
34. Common sense.
35. Critical thinking skills.
36. Knowledge of fractions.
37. Reporting to work on time.
38. Use of rulers and calculators.
39. Good personal appearance.
40. Wanting to do a good job.
41. Basic spelling and grammar.
42. Reading and comprehension.
43. Ability to follow regulations.
44. Willingness to be accountable.
45. Ability to fill out a job application.
46. Ability to make production quotas.
47. Basic manufacturing skills training.
48. Awareness of how business works.
49. Staying on the job until it is finished.
50. Ability to read and follow instructions.
51. Willingness to work second and third shifts.
52. Caring about seeing the company succeed.
53. Understanding what the world is all about.
54. Ability to listen and document what you have heard.
55. Commitment to continued training and learning.
56. Willingness to take instruction and responsibility.
57. Ability to relate to coworkers in a close environment.
58. Not expecting to become a supervisor in the first six months.
59. Willingness to be a good worker and go beyond the traditional eight-hour day.
60. Communication skills with public, fellow employees, supervisors, and customers.

Recruitment

What is RECRUITMENT???

Recruitment refers to the process of attracting, screening, and selecting qualified people for a job at an organization or firm. For some components of the recruitment process, mid- and large-size organizations often retain professional recruiters or outsource some of the process to recruitment agencies.

The recruitment industry has five main types of agencies: employment agencies, recruitment websites and job search engines, "headhunters" for executive and professional recruitment, niche agencies which specialize in a particular area of staffing and in-house recruitment. The stages in recruitment include sourcing candidates by advertising or other methods, and screening and selecting potential candidates using tests or interviews.

Agency types

The recruitment industry has five main types of agencies. Their recruiters aim to channel candidates into the hiring organizations application process. As a general rule, the agencies are paid by the companies, not the candidates. David Lord of Executive Search Information Services suggests that "...retained search is a management consulting service. Contingency recruiting is one of many forms of candidate identification, no more, no less."

Traditional agency

Also known as employment agencies, recruitment agencies have historically had a physical location. A candidate visits a local branch for a short interview and an assessment before being taken onto the agency’s books. Recruitment consultants then work to match their pool of candidates to their clients' open positions. Suitable candidates are short-listed and put forward for an interview with potential employers on a temporary ("temp") or permanent ("perm") basis.

Compensation to agencies take several forms, the most popular:

• A contingency fee paid by the company when a recommended candidate accepts a job with the client company (typically 20%-30% based and calculated on the candidates first-year base salary – though fees as low as 12.5% can be found online, which usually has some form of guarantee (30–90 days standard), should the candidate fail to perform and is terminated within a set period of time (refundable fully or prorated)
• An advance payment that serves as a retainer, also paid by the company, non-refundable paid in full depending on outcome and success (eg. 30% up front, 30% in 90 days and the remainder once a search is completed). This form of compensation is generally reserved for high level executive search/headhunters
• Hourly Compensation for temporary workers and projects. A pre-negotiated hourly fee, in which the agency is paid and pays the applicant as a consultant for services as a third party. Many contracts allow a consultant to transition to a full-time status upon completion of a certain number of hours with or without a conversion fee.

Headhunters

A "headhunter" is industry term for a third-party recruiter who seeks out candidates, often when normal recruitment efforts have failed. Headhunters are generally considered more aggressive than in-house recruiters or may have preexisting industry experience and contacts. They may use advanced sales techniques, such as initially posing as clients to gather employee contacts, as well as visiting candidate offices. They may also purchase expensive lists of names and job titles, but more often will generate their own lists. They may prepare a candidate for the interview, help negotiate the salary, and conduct closure to the search. They are frequently members in good standing of industry trade groups and associations. Headhunters will often attend trade shows and other meetings nationally or even internationally that may be attended by potential candidates and hiring managers.

Headhunters are typically small operations that make high margins on candidate placements (sometimes more than 30% of the candidate’s annual compensation). Due to their higher costs, headhunters are usually employed to fill senior management and executive level roles. Headhunters are also used to recruit very specialized individuals; for example, in some fields, such as emerging scientific research areas, there may only be a handful of top-level professionals who are active in the field. In this case, since there are so few qualified candidates, it makes more sense to directly recruit them one-by-one, rather than advertise internationally for candidates. While in-house recruiters tend to attract candidates for specific jobs, headhunters will both attract candidates and actively seek them out as well. To do so, they may network, cultivate relationships with various companies, maintain large databases, purchase company directories or candidate lists, and cold call prospective recruits

Niche recruiters

More and more we are seeing the emergence of specialized firms which only staff for a very narrow specialty. Because of their focus, these firms can very often produce superior results due to their ability to channel all of their resources into networking for a very specific skill set. This specialization in staffing allows them to offer more jobs for their specific demographic which in turn attracts more specialized candidates from that specific demographic over time building large proprietary databases. These Niche firms tend to be more focused on building ongoing relationships with their candidates as is very common the same candidates are placed many times throughout their careers.

In-house recruitment

Larger employers tend to undertake their own in-house recruitment, using their human resources department, front-line hiring managers and recruitment personnel who handle targeted functions and populations. In addition to coordinating with the agencies mentioned above, in-house recruiters may advertise job vacancies on their own websites, coordinate internal employee referrals, work with external associations, trade groups and/or focus on campus graduate recruitment. While job postings are common, networking is by far the most significant approach when reaching out to fill positions. Alternatively a large employer may choose to outsource all or some of their recruitment process(recruitment process outsourcing).

Passive candidate research firms and sourcing firms

These firms provide competitive passive candidate intelligence to support company's recruiting efforts. Normally they will generate varying degrees of candidate information from those people currently engaged in the position a company is looking to fill. These firms usually charge a per hour fee or by candidate lead. Many times this uncovers names that cannot be found with other methods and will allow internal recruiters the ability to focus their efforts solely on recruiting.

Process

Job analysis

The proper start to a recruitment effort is to perform a job analysis, to document the actual or intended requirement of the job to be performed. This information is captured in a job description and provides the recruitment effort with the boundaries and objectives of the search. ^[1] Oftentimes a company will have job descriptions that represent a historical collection of tasks performed in the past. These job descriptions need to be reviewed or updated prior to a recruitment effort to reflect present day requirements. Starting a recruitment with an accurate job analysis and job description insures the recruitment effort starts off on a proper track for success.

Sourcing

Sourcing involves 1) advertising, a common part of the recruiting process, often encompassing multiple media, such as the Internet, general newspapers, job ad newspapers, professional publications, window advertisements, job centers, and campus graduate recruitment programs; and 2) recruiting research, which is the proactive identification of relevant talent who may not respond to job postings and other recruitment advertising methods done in #1. This initial research for so-called passive prospects, also called name-generation, results in a list of prospects who can then be contacted to solicit interest, obtain a resume/CV, and be screened (see below).jh

Screening and selection

Suitability for a job is typically assessed by looking for skills, e.g. communication, typing, and computer skills. Qualifications may be shown through résumés, job applications, interviews, educational or professional experience, the testimony of references, or in-house testing, such as for software knowledge, typing skills, numeracy, and literacy, through psychological tests or employment testing. Other resume screening criteria may include length of service, job titles and length of time at a job. In some countries, employers are legally mandated to provide equal opportunity in hiring. Business management software is used by many recruitment agencies to automate the testing process. Many recruiters and agencies are using an applicant tracking system to perform many of the filtering tasks, along with software tools for psychometric testing.

Onboarding

"Onboarding" is a term which describes the introduction or "induction" process. A well-planned introduction helps new employees become fully operational quickly and is often integrated with a new company and environment. Onboarding is included in the recruitment process for retention purposes. Many companies have onboarding campaigns in hopes to retain top talent that is new to the company, campaigns may last anywhere from 1 week to 6 months.

ROAD TO SUCCESS

CONFIDENCE BUILDING....

Confidence Building - What It Really Means......

We are going to let you in on a little secret - a secret that some people were seemingly born with while others only discovered in their latter years.

That secret reveals the true meaning behind confidence building and once you understand it, you just may begin to understand the behavior of those you encounter on a daily basis.

What is Confidence Building?

Understand that confidence building is nothing more than gaining the inner strength to do something - and then feeling comfortable about using that strength.

It's really just the act of making a decision, and then acting on that decision. Sounds pretty simple, but for some - perhaps even you - acting on a decision could be perceived as difficult or impossible as singing naked in front of our government's congress.

Believe me when I say there are some people who would do such a thing - and do it with no qualms whatsoever! But what is it about those people that allow them to do so?

Straight and simple, they have developed and used their confidence building skills.

The ability to feel confidence and act confidently in different situations is a skill that you can learn. It's also a skill that you can improve and eventually master with enough practice.

Confidence Building Practice

Let's say that you've worked at the same job for five years without a promotion even though you have the skills (and have proven it over and over) to move to a higher position.

In the past, you might have doubted yourself and refused to aggressively pursue a promotion because of a lack of confidence. You may have timidly mentioned something to your boss before, but quickly backed out when you noticed his initial reaction.

There are two powerful techniques you can use to develop and build your confidence for this and any other situation:

• Mind Sculpting - A powerful form of visualization used by top professional athletes that allows you to practice how to act with more confidence before you face a difficult situation.
• Anchoring - A technique that helps you establish a psychological link between an "anchor" (like a hand gesture) and a state of total confidence. You can use this anchor to feel more confident in any situation... in as little as five seconds.

7 Confidence building technique:

Confidence building techniques are a great way to help a person improve her self esteem, see her worth and project a more positive version of herself when out in public. Most people are not born with confidence. Instead, this is learned over time. The following are seven tips to help you improve your confidence.

1. One way to build your confidence is to celebrate when good things happen to you. If you receive a promotion, go out with friends, and if you earn a great grade on a paper, treat yourself to new clothing, a massage, or video game.
2. Next, you should remind yourself of your strengths. This way, even when you are feeling down, you can lift yourself back up by knowing that you are good at things and have worth in this world.
3. Practice things that make you nervous. If you know you have issues speaking in front of groups, read up on public speaking and consider taking a class on it.
4. Talk to friends when you are feeling insecure. The people in your life are there for a reason: they care about you. When worried about a test, a job interview, or life in general, call or email the people in your life.
5. Act on things rather than worrying about the future or dwelling on past mistakes. One of the best ways to speed past anxiety is to stay busy and to turn negatives into positives. Thus, if you feel embarrassed because you spilled water on your work computer, don't go straight home. Instead, make plans to go see your friends, go see a movie by yourself or head to the library to read.
6. Humor really is the best medicine for building confidence. The best way to build confidence is to learn to use humor to get through even the most awkward of situations. If you can get people to laugh with you rather than at you, it is bound to do wonders for your self esteem.
7. Lastly, it pays to plan ahead, If you know what to expect from a situation, it can make you feel more confident. Thus, if you are heading into an interview, read up on the company's history, mission statement and staff. Doing this will make you feel prepared, and this in turn will build your confidence.
   

wait for the coming posts about soft-skill building techniques....

A-Z about Resume Writing

Resume Writing
How to build a resume?

When you apply for a job, your prospective employer will want to see your resume. Your resume is a marketing tool that outlines your skills and experience relevant to the job. It can also be called your Curriculum Vitae (CV).

Your resume should be dynamic which means you should update it regularly, whenever you finish a job or complete a training course. It should also be tailored for each job you apply for. It might be a good idea to create a master resume and then use it to create tailored versions for each job application.

What to include in your resume?

Your resume should include your contact details, education, employment history, and the contact details for your referees. You can also include a statement of your career objective, relevant computer skills, relevant professional affiliations and other relevant skills (for example, languages). Some people like to include information about their hobbies and interests so that the employer can get to know more about their personality and interests outside of work.

Key information that should be included:

• Contact details:
• name
• address
• phone or mobile number
  
• contact email
• Career objective
• Employment history:
• include all relevant work history, including volunteering and work experience
• provide details on the name of your employer, the job title, the period of employment and your key achievement
• Education and training qualifications:
• all relevant education and training qualifications should be listed in this section
• provide details on the name of the institution where you studied, course title and date completed
• Demonstrated skills:
• look at the details and selection criteria of the job
• consider what skills are required for the position and then list your relevant skills
• if relevant, include information about your proficiency in the range of relevant software programs you use. You usually record your proficiency as either 'basic', 'intermediate' or 'advanced'. Be honest as the employer will expect you to perform at the level you have indicated in your resume
• Special achievements:
• use this section to highlight your special achievements
• special achievements can be a work goal, community work, volunteering or a sporting achievement
• Referees:
• contact details for someone who has supervised your work (teacher, coach, supervisor) or who has a good knowledge of your ability to do the job.

You don’t need to include personal details such as your date of birth, marital status and gender.

The most important thing when writing your resume is to make sure that it is relevant to the job you are applying for.

Choosing your referees

Your referees can include a:

• previous employer
• teacher
• trainer
• co-ordinator of voluntary work
• person you’ve done ‘odd jobs’ for.

If you do have a strong work history, try to include at least two previous employers or managers.

When choosing your referees you should also make sure your referees know you well and can be contacted easily. Contact your referees to let them know you've put their names down and to get their consent to be named as a referee. You may also want to talk to your referee about the type of job you are applying for, the skills required and how you match the requirements of the job.

Formatting your resume

You want to make it as easy as possible for a potential employer to read through your resume so keep the format simple.

Do not use bold or italics formatting in the main text of your resume—only use this formatting for headings and sub headings. If your resume is longer than one page include page numbers, your name and contact number in the footer on all pages.

Updating your resume

Your resume is a living document so remember to update it regularly and keep copies of each update. You will find your resume a handy reference if you need to refer back.

A tailored resume is a great tool to enhance your employment opportunities and if you are not getting interviews with your current resume, then change it.

Presenting your resume

You should proof read your resume thoroughly. A good way to double check everything in your resume is to read it aloud or ask a friend or family member to read it.

When you are happy with your resume, you should print it on clean white paper. Some people like to present their resume in a folder.

You can also attach a covering letter. More information on writing to an employer is available:

It is also very important to follow any instructions the employer gives about presenting your resume.

When you go to an interview, it is a good idea to take two copies of your resume so you can leave one copy with the employer. If you are attending a panel interview, take one copy for each panel member.




Some MORE queries about RESUMES......................


What is the most common resume mistake made by job hunters?
Leaving out their Job Objective! If you don't show a sense of direction, employers won't be interested. Having a clearly stated goal doesn't have to confine you if it's stated well.

What's the first step in writing a resume?
Decide on a job target (or "job objective") that can be stated in about 5 or 6 words. Anything beyond that is probably "fluff" and indicates a lack of clarity and direction.

How do you decide whether to use a Chronological resume or a Functional one? The Chronological format is widely preferred by employers, and works well if you're staying in the same field (especially if you've been upwardly-mobile). Only use a Functional format if you're changing fields, and you're sure a skills-oriented format would show off your transferable skills to better advantage; and be sure to include a clear chronological work history!
What if you don't have any experience in the kind of work you want to do?
Get some! Find a place that will let you do some volunteer work right away. You only need a brief, concentrated period of volunteer training (for example, 1 day a week for a month) to have at least SOME experience to put on your resume.
Also, look at some of the volunteer work you've done in the past and see if any of THAT helps document some skills you'll need for your new job.

What do you do if you have gaps in your work experience?
You could start by looking at it differently.
General Rule: Tell what you WERE doing, as gracefully as possible--rather than leave a gap.
If you were doing anything valuable (even if unpaid) during those so-called "gaps" you could just insert THAT into the work-history section of your resume to fill the hole. Here are some examples:

• 2003-05 Full-time parent -- or
• 2002-04 Maternity leave and family management -- or
• Travel and study -- or Full-time student -- or
• Parenting plus community service

What if you have several different job objectives you're working on at the same time? Or you haven't narrowed it down yet to just one job target?

Then write a different resume for each different job target. A targeted resume is MUCH, much stronger than a generic resume.

What if you have a fragmented, scrambled-up work history, with lots of short-term jobs?
To minimize the job-hopper image, combine several similar jobs into one "chunk," for example:

• 20033-2005 Secretary/Receptionist; Jones Bakery, Micro Corp., Carter Jewelers
  

-- or--

• 2003-055 Waiter/Busboy; McDonnell's Restaurant, Burger King, Barista.

Also you can just drop some of the less important, briefest jobs.
But don't drop a job, even when it lasted a short time, if that was where you acquired important skills or experience.

What's the best way to impress an employer?
Fill your resume with "PAR" statements. PAR stands for Problem-Action-Results; in other words, first you state the problem that existed in your workplace, then you describe what you did about it, and finally you point out the beneficial results.

Here's an example: "Transformed a disorganized, inefficient warehouse into a smooth-running operation by totally redesigning the layout; this saved the company thousands of dollars in recovered stock."

Another example: "Improved an engineering company's obsolete filing system by developing a simple but sophisticated functional-coding system. This saved time and money by recovering valuable, previously lost, project records.

What if your job title doesn't reflect your actual level of responsibility?
When you list it on the resume, either replace it with a more appropriate job title (say "Office Manager" instead of "Administrative Assistant" if that's more realistic) OR use their job title AND your fairer one together, i.e. "Administrative Assistant (Office Manager)"

How can you avoid age discrimination?
If you're over 40 or 50 or 60, remember that you don't have to present your entire work history! You can simply label THAT part of your resume "Recent Work History" or "Relevant Work History" and then describe only the last 10 or 15 years of your experience. Below your 10-15 year work history, you could add a paragraph headed "Prior relevant experience" and simply refer to any additional important (but ancient) jobs without mentioning dates.

What if you never had any "real" paid jobs -- just self-employment or odd jobs? Give yourself credit, and create an accurate, fair job-title for yourself. For example:

• A&S Hauling & Cleaning (Self-employed) -- or
• Household Repairman, Self-employed -- or
• Child-Care, Self-employed

Be sure to add "Customer references available on request" and then be prepared to provide some very good references of people you worked for.
How far back should you go in your Work History?
Far enough; and not too far! About 10 or 15 years is usually enough - unless your "juiciest" work experience is from farther back.

How can a student list summer jobs?
Students can make their resume look neater by listing seasonal jobs very simply, such as "Spring 1996" or "Summer 1996" rather than 6/96 to 9/96. (The word "Spring" can be in very tiny letters, say 8-point in size.)

What if you don't quite have your degree or credentials yet?
You can say something like:

• Eligible for Indian credentials -- or
• Graduate studies in Instructional Design, in progress -- or
• Master's Degree anticipated December 1997

What if you worked for only one employer for 20 or 30 years?
Then list separately each different position you held there, so your job progression within the company is more obvious.

What about listing hobbies and interests?
Don't include hobbies on a resume unless the activity is somehow relevant to your job objective, or clearly reveals a characteristic that supports your job objective. For example, a hobby of Sky Diving (adventure, courage) might seem relevant to some job objectives (Security Guard?) but not to others.

What about revealing race or religion?
Don't include ethnic or religious affiliations (inviting pre-interview discrimination) UNLESS you can see that including them will support your job objective. Get an opinion from a respected friend or colleague about when to reveal, and when to conceal, your affiliations.

What if you got your degree from a different country?
You can say "Degree equivalent to Indian Bachelor's Degree in Economics-Tehran, Iran."

What about fancy-schmaltzy paper? Employers HATE parchment paper and pretentious brochure-folded resume "presentations." They think they're phony, and toss them right out. Use plain white or ivory, in a quality appropriate for your job objective. Never use colored paper unless there's a very good reason for it (like, you're an artist) because if it gets photo-copied the results will be murky.

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Salary Negotiations

• You have a job offer in hand. How much leeway do you have to negotiate salary and other conditions of employment? The answer ranges from not much to a lot. One key factor is the discussion of salary, benefits, and working conditions that occurred during the interview process.
  You have likely shared your current or most recent salary with the potential employer; the potential employer may have shared the salary range for the position with you. The posted job ads may also have given you an idea about the salary range. Don’t count on this, however, since employers don’t want to lay their cards on the table first. After all, what candidate wants to be offered and accept a position in the low to mid-range of a stated salary range?
  Salary Negotiation From the Employer’s Point of View
  Consequently, the employer’s salary negotiation leeway depends on these factors:
  the level of the job within your organization,
  the scarcity of the skills and experience needed for the job in the job market,
  the career progress and experience of the individual selected,
  the fair market value for the job you are filling
  the salary range for the job within your organization
  the salary range for the job within your geographic area,
  the existing economic conditions within your job market,
  the existing economic conditions within your industry, and
  company-specific factors that might affect the given salary such as comparative jobs, your culture, your pay philosophy, and your promotion practices.
  Bottom line? How badly do you want and need this candidate? If you are too needy, your negotiation strategy will quickly turn into a capitulation. And, capitulation, paying more than you can afford, paying disproportionately to the pay ranges of your current employees, and paying a new employee salary and benefits outside of your comfort zone is bad for the employer and bad for the candidate.
  The new employee’s work is scrutinized under a microscope; employer expectations may be way too high. Fellow employees may resent the negotiated salary and think of the new employee as a prima donna. In a win-win salary negotiation, both employer and employee leave the negotiation feeling ready to get started on a long term, successful relationship.
  If you’ve ever been involved in an intense salary negotiation, you know that the negotiation can consume your mental and physical energy way beyond its importance. This is because, by the time you reach the stage of making an offer, you have spent the time to develop a pool of candidates. You have interviewed various candidates for weeks.
  Your organization has invested significant time and energy in wooing and getting to know your final choice candidate. More sophisticated candidates, higher level candidates, and candidates with significant career progress will counter your initial offer letter, so expect it.
  Additionally, expectations and needs of candidates can sometimes blind side the employer. If multiple people have conducted interviews – which I recommend – you have little control over the expectations expressed and what the candidate comes to believe about the position as a result of the interviews. You also have no control over the content of offers from other firms that can occur simultaneously.
  Salary Negotiation Tips
  While they are not meant to comprehensively detail how to conduct a salary negotiation, I offer you these hints and tips to ensure you conduct successful salary negotiations.
  Negotiation is not about winning – unless both parties win. If either party feels they have capitulated, not negotiated, both parties lose.
  Make every effort to identify the most recent salary and benefits your candidate received. Most organizations ask for salary on their job applications and in their job postings and ads. Some candidates offer W-2 forms and other proof of salary. You can also ask former employers during reference checking. You may not be able to match the salary but you will have a good idea of what the candidate will seek during salary negotiations.

While they are not meant to comprehensively detail how to conduct a salary negotiation, I offer you these hints and tips to ensure you conduct successful salary negotiations.
Know what your salary negotiation limits are. Base your limits on your internal salary ranges, the salary paid employees in similar positions, the economic climate and job searching market, and the profitability of your company.
Recognize that, if your salary is not negotiable, and even if it is, superior candidates will negotiate with you in other areas that may be negotiable. These include benefits, eligibility for benefits etc, tuition assistance, paid time off, a signing bonus, stock options, variable bonus pay, commissions, car allowance, paid cell phone, severance packages, and relocation expenses. In fact, sophisticated candidates will negotiate in all of these areas and more.
Even if you are convinced of the candidate’s potential positive impact within your organization, and a negotiating candidate is likely to keep reminding you, most organizations have limits. You will regret violating your limits; even if you have to start your recruitment over, you will save yourself years of headaches and prohibitive costsIn one company, a candidate tried to negotiate a severance package that provided six months of his base salary plus an additional one month for each year he worked for the company. Plus, he wanted all of this money in a lump sum upon dismissal. At $5769.00 per pay, the organization would have had to come up with approximately $116,000.00 upon his dismissal after only three years of employment. I don’t know too many small and medium-sized companies that can afford to negotiate salary in this arena or come up with a lump sum such as this.
If your initial offer is not negotiable, or barely negotiable, try to indicate that to the candidate when you make the offer. Recently, I made an offer to a special candidate whom an organization had been trying to hire. (They waited to make an offer until the right position opened up.)I said, "We are offering you $60,000 in base salary plus the potential to earn up to $20,000 in bonuses during your first year. Others who have been with us for up to nine years are within a couple thousand dollars of that base. So, you can see how much we value you. Additionally, as you build your accounts, some of our business developers are making well over $100,000.00." I was trying to tell her that the base was firm and that the upside potential in bonus was high.

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Interview Tips

TYPICAL QUESTIONS THAT AN INTERVIEWER WOULD ASK
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/Study-related items unless instructed otherwise. Talk about things you have done well at your college and how you wanted to perform in the first job.

2. Why Should We Employ You?
For this question, your answer should list out strengths that you feel are relevant to the job. Given below are some answers which could help you with your answers. However, structure them to suit your requirements.
I have good co-ordination skillsGood analytical skillsI can persuade people to see my point of view, and get the work doneMy greatest asset is my ability to motivate peopleEven during emergencies, I do not loose my coolI have good entrepreneurial skillsI have consistently met my deadlines and targetsCan say “no” to people when required to do so!I am very co-operative with my sub-ordinates, and would like to see them growI am a good team playerI am very flexible, and have the ability to work hard under difficult work conditionsI have the experience and knowledge relevant to this job (Here, give appropriate details and examples)

3. Do You Have Offers From Other Companies ?
This is of course a difficult question to answer. Obviously, you must have applied to other companies if you are looking for a job or would have some offers from other companies already. Therefore, do not lie that you have not. However, you are on thin ice here! The interviewer could be checking your honesty. On the other hand, he/she may also be trying to find out how focused you are - are you applying randomly, or is there a well-planned strategy?Whatever your answer, it should match your career goals.4. What Salary Are You Expecting?Try not to get into salary details early in the interview. If pressed, you could say that it all depends on the job, and would like to talk about it after a job offer. Say this in a convincing tone. In case you are asked this question in your latter interviews, give a direct answer. Do not sound apologetic while quoting the figure you have in mind.

SALARY EXPECTATIONS :
1. How much do you expect?
If you have done your homework, you would know how much other people in similar jobs are paid. Quote the range upfront.
2. How much do you think you are worth?
Work out how much you should be paid, given the market value of the job and your skills. If you can bring some extra skills to the table, do not hesitate to ask for more than the market value.
3. What kind of a culture are you comfortable with?
It is better to be frank about your preferences. Your interviewer will get a clear idea about your expectations.
4. Which is more important to you-salary, perks or growth opportunities?
This one will reveal the real you. So be sure what you are going to say. Above all, be true to yourself. If you think this is a negotiation move, then say clearly that you will never sell yourself short.
5. What do you know about our company?
Do not give your opinions about the company. Stick to reported facts that you have gathered from newspapers and so on. Talk about the product portfolio, size, income, and market perceptions of the company. Also it is better to refer details about each company before going for the interview from www.sendresume.in
6. Why should we choose you over someone else?
Talk clearly about problems that you have solved in your College/Project Team and highlight the quality required.
6. Your qualifications are excellent, but you may be overqualified for the position we have to offer?
Point out that more experience can never be a drawback. If you are multi-skilled, then highlight the fact that a company on the fast-track needs multi-skilled people. It needs people within different departments to work together. Also emphasise that the company's future growth will be an exponential function of your experience.
QUESTIONS YOU SHOULD ASK :
Interviewers usually round off by giving you an opportunity to ask questions. Treat it like a welcome opportunity.You could ask questions like.
a) Tell me about your company.
b) Now that I have outlined my career goals, do you think you can offer me the opportunities I need?
c) What kind of training and learning can I expect in your company?
d) Describe the work culture and the management style of your company?
e) What is the long-term vision of your company?
As a fresher, current position and status can impact the way you are interviewed. Fresh Out of College
The basis on which you will be judged is your academic background, family background, and interests.If looking for your first job, ensure that your previous experience, even if it is part-time, is noticed.Mention projects or responsibilities you may have undertaken. This will indicate your area of aptitude.You should be willing to put in regular hours, in line with the company's policies. The interviewer needs to know whether you can be punctual and put in full-time work.In case you have applied for the post of management trainee, you should display an ability to adapt, and indicate all-round interests. Moreover, you should have good interpersonal skills.You should be enthusiastic to learn, and show commitment towards the organization, as the company will be spending a lot on your training.
Bring with you :
a) Copies of your resumes
b) References and letters of recommendations.
First Impressions :
There is a common saying that minds are made up within the first 5 minutes of an interview. So keep in mind these important first impression indicators. Walk in the door as if you already work there, carry yourself as though you feel perfectly comfortable with the situation. Arrive on time or a little early. In the waiting area, politely tell the receptionist who you are meeting and in a friendly way, ask where you should sit. Take slow, deep breaths to help you remain calm and focused. When introduced to the interviewer, have a firm, but not painful, handshake. Smile. Have good posture when sitting or standing. Introduce yourself in a relaxed, confident manner. Have a well-groomed, professional appearance. Project a feeling of confidence. Bring extra copies of your resume, some thing to write on and something to write with.

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