Redefine Preparation Preparation

IMS GHAZIABADUniversity Courses Campus, NH-9,

Adhyatmik Nagar, Ghaziabad, Pin – 201015, India.www.imsuc.ac.in

EditorsDr. Sapna RakeshMs. Priyanka SadhnaMs. Raunak BhardwajMs. Sapna KumarMs. Anuradha Bhardwaj

Editors: Sapna Rakesh • Priyanka Sadhna • R

aunak Bhardwaj

Sapna K

umar • A

nuradha Bhardwaj

Let’sRedefinePreparation

Let’s Redefine Preparation

IMS GHAZIABADUniversity Courses Campus

`899

ISBN 978-93-90252-33-6

9 0 1 0 0

9 97 62 3 323 9 08 5

Let’s Redefine Preparation is the first comprehensive book that explains all the recruitment processes of the organizations- and how to clear those rounds with the

right set of competencies. A degree and diploma do not guarantee employability. This robustly effective book changes the way we think about recruitment processes, in order to get placed in the desired organizations. Packed with practical insights,

you can identify and learn how you can leverage opportunities and prepare effectively to get selected by the recruiters and propel yourself to get

the most out of every moment at the workplace.

An essential read for all the job aspirants and new entrants at the workplace!

LET’S REDEFINE PREPARATION

LET’S REDEFINE PREPARATION

Editors

Dr. Sapna Rakesh Ms. Priyanka SadhnaMs. Raunak Bhardwaj

Ms. Sapna KumarMs. Anuradha Bhardwaj

BLOOMSBURY INDIABloomsbury Publishing India Pvt. Ltd

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BLOOMSBURY, BLOOMSBURY PRIME and the Diana logo aretrademarks of Bloomsbury Publishing Plc

First published in 2018

Copyright © IMS Ghaziabad, University Courses Campus, 2018

IMS Ghaziabad has asserted its right under the Indian Copyright Act to be identified as the Editor of this work

All rights reserved. No part of this publication may be reproduced or transmitted in any form or by any means, electronic or mechanical, including photocopying,

recording, or any information storage or retrieval system, without prior permission in writing from the publishers

This book is solely the responsibility of the author and the publisher has had norole in the creation of the content and does not have responsibility for anything

defamatory or libellous or objectionable

Bloomsbury Publishing Plc does not have any control over,or responsibility for, any third-party websites referred to or in this book.All internet addresses given in this book were correct at the time of going

to press. The author and publisher regret any inconvenience caused ifaddresses have changed or sites have ceased to exist, but can accept

no responsibility for any such changes

ISBN: 978-93-90252-33-6

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Typeset by Fortune Graphics Printed and bound in India by Replika Press Pvt Ltd

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To all the aspirants who want to prepare effectively for job interviews.May you all enjoy while researching, preparing, and appearing for

recruitment processes and grab the upcoming opportunities by your wit, relentless efforts, and dedication.

Contents

Acknowledgements ixEditors’ Note xi

SECTION ONE: WRITING FOR EMPLOYMENT 1

1. Career Portfolio 22. Resume, Curriculum Vitae and Cover Letter 12

SECTION TWO: WRITTEN ABILITY TEST 23

3. Definition and Purpose of WAT 244. Effective Writing Skills 33

SECTION THREE: IMAGE MANAGEMENT 45

5. The Importance of ‘Managing Image’ 466. Corporate Attire and Etiquette 55

SECTION FOUR: GROUP DISCUSSION 65

7. Definition, Purpose, and Types of GD 668. Skills Evaluated in a Group Discussion 75

SECTION FIVE: JOB INTERVIEW 85

9. Meaning, Objective and Types of Job Interviews 8610. Competencies Gauged in Personal Interviews 99

SECTION SIX: WORKPLACE ETIQUETTE 113

11. Managers’ Expectations 11412. Ten Behaviors to Follow 126

APPENDICES 137

Appendix I: List of WAT Topics 137Appendix II: List of GD Topics 138Appendix III: List of Common PI Questions 139

About the Editors 140

Acknowledgements

Three years ago, we all thought of writing ‘Lets Redefine Preparation’ to offer the most suitable steps to the job aspirants for getting through the placement rounds. We all knew that it will take much hard work, immense time, and efforts to settle into research and prepare the subject matter, with peculiar emphasis on corporate expectations.

We are grateful to many people out there, who believed that this book can act as a catalyst for job seekers and prepare them by understanding the four Ws namely why, what, when, where, and one important H-How? The book is a team effort of authors, reviewers, editorial panelists, designers, and production specialists. We would also like to thank HR managers, corporate leaders, job seekers, faculty and students who read the drafts of the book and provided valuable feedforward. This book would not be possible without the support and guidance of our mentor CA (Dr.) Rakesh Chharia, Treasurer, IMS Ghaziabad, University Courses Campus. We thank him for his great ideas and thinking out of the box. Our colleagues who offered down to earth reality checks and provided all of us with great insights and suggestions also deserve special shout-outs. We must thank our students Jhalak Mittal and Animesh Ojha, for developing creatives by using their vivid imagination.

The team of Bloomsbury was indispensable to the writing of this book, as they gave the initial ideas which later took the shape of chapters with clarity and analytical rigor. They offered worthy assistance for honing minute details by reading every draft of each chapter. Deep thanks to Ms. Komal Kapoor for generously reading our drafts and offering thoughts for further improvement. Indebted to all the people who have given us the opportunities and guidance over the course of our book progress and have encouraged us to believe in this project and nail the core ideas behind the book.

Editors’ Note

Knowledge and skills are the two sides of a coin. In the hiring process, candidates who are able to exhibit this combination are able to reach a higher level of impact. The most important part of the job-hunting process is to understand the correlation between the preparation and the final outcomes. Certainly, the first and foremost aspect is understanding ‘self ’ and find the right equilibrium point to move forward in the career chosen. Ultimately it’s our choices that we make that shapes our present and future.

We all hear these terms quite often – interviews, jobs, and placements. A substantial number of students after completing their education are still searching for their career aspirations. The blunt truth is that, when it comes to career decisions, we get carried away by peer pressure. Before entering the workforce, the first and foremost thing is to understand our competencies and passion. Second, we should instill in us a belief in ourselves, backed by hard work and consistency. It’s good to ask ourselves “What are my career aspirations?”, “Which profile suits me?”, “Do I need to work in traditional or contemporary organizational structure?”, “How can I make myself employable?” Perhaps, there is a strong need for job aspirants to rise to their true potential.

Today many of the colleges across different states of India are bringing metamorphic changes in the education system to minimize the skill set gap between academia and industry. However, let’s understand that the training for enhancing employability differs across industries and corporate, rather than ‘one size fits all’ approach. Now, one needs to fit in the job description offered by the companies by understanding the key requirements of each profile and organizational culture. This further brings the obvious question – how?

We need to remove the impediments by focusing on various levels of recruitment processes, starting from writing for the job by making a resume or a CV, to the final personal interview. One can get rid of rejections by doing a thorough research of the industry, company, common recruitment steps, followed by developing a suitable set of competencies and etiquette. It is paradoxical that candidates prepare in the same manner for any company or profile, but now it’s not about you, it’s about your match with the company work environment and key responsibility areas ( KRAs).

This book is for those who are just starting out to appear for interviews in private companies and even for those who have faced rejection because of poor preparation. Our intention is to offer practical solutions based on reality and provide answers to your unending list of questions relating to reasons for selection or rejection for the job interview.

xii Let’s Redefine Preparation

Career Development Centre at IMS Ghaziabad, University Courses Campus wrote this book after gaining a decade of experience in training and counseling for adults. After working with thousands of males and females candidates, who wish to make a career in private organizations, we’ve realized that many people cannot afford to take expensive training programs and the follow-up modules. This book is the solution to help you redefine your preparation and suggest result-oriented solutions.

HOW IT WORKS?

This book uses well-researched publications and real-life practical experiences of the hiring managers and employers. The book is split into sections and within each section, there are chapters that explain crucial points to getting selected in the various rounds of the recruitment process.

Each section of this book is read by focus groups including HR managers and corporate leaders to ensure that each chapter is absolutely significant and effective. The chapters are further simplified and designed with an amalgam of result-driven ways for clearing each round of the recruitment process. The first section explores the very first step, which is the creation of a resume to let you know the intricacies involved while drafting the same. The second section covers the written ability test, highlighting the approaches which you can use for effective writing. The third section addresses the concept of image management for making powerful impressions while meeting someone in a corporate setting for the first time. The fourth and fifth section provides all the details on types of group discussion and personal interview along with approaches for fitting into the job description and organizational culture. The sixth section illustrates the code of conduct at the workplace for establishing a credible and professional outlook of oneself by sticking to some imperative work habits in the initial years of one’s career.

In this book, we will help you to leverage your potential to create stellar results leading to selection in the company that you’ve applied for. The steps laid down will provide you the direction to where you need to go for exemplary results. By following this book, you yourself and also the others around will be able to see a significant difference and improvement in your preparation. The book deliberately invites you to follow a structured process and prepares you for managing the squeeze. So please ask yourself- “What should I do to get selected in the desired company?”. Take the plunge and indulge yourself in this book for getting ahead and gaining a competitive advantage. Ultimately, the aim of the book is to enable you to land in your dream job, with suitable competencies.

Let’s go! And let’s redefine preparation.

Section One

WRITING FOR EMPLOYMENT

“The closest to perfection a person ever comes, is when he fills his out job application form.”

– Stanley J. Randall

CAREER PORTFOLIO After studying this chapter, you should be able to:• Understand the meaning and purpose of the career portfolio • Know about the various documents and their relevance • Learn the elements of professional portfolio for getting desired

outcomes• Explain how technological advancements are changing the hiring

process

How to build up a strong profile for making a positive impact?

James, an aspiring marketing manager, had always been a smart and diligent candidate any organization would love to have. Being in the final year, she was actively looking for a job in the industry of her choice. She tried it all, prepared an amazing resume, enrolled herself for campus placement, built her on the companies target list, submitted the job application on every job-hunting portal. She also emailed her resume while mentioning her skills, achievements, and interest. To further reflect the learnings extensively, she enlisted the minute details too encompassing all the academics and co-curricular activities done at school and college level. She was happy to see that her resume was now 4 pages in length having all the possible details, one can think of. Even after putting

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4 Let’s Redefine Preparation

so much hard work, the response from everywhere was not so encouraging. Her resume was not getting shortlisted. However, she did not give up. She visited the companies in person and dropped a copy of the resume which she believed were good for her. She was quite hopeful this time. But days passed by, and all the efforts were not yielding the anticipated results. She got to know later that one of her friends had received a call from the same company. She started thinking about what made Kate get through the same, though both of them had similar achievements and participation. James then called Kate and asked for help. She was generous and shared her career portfolio with her. She was taken aback to see her work accomplishments and the way she has presented it. And also felt that her resume was not exaggerated, rather specific with filtered details. James eventually noticed that she has done numerous mistakes, which need to be corrected. After becoming more entrenched in a complex and seemingly unending search, she decided to adopt a different approach. It was typically at this point she realized how unprepared she was.

INTRODUCTION

As young aspirants, all have specific targets to achieve. Whether it is getting into a preferred college or organization, exploring and advancing the career opportunities, or rather metamorphically transitioning it for being employable. Ambitious candidates, therefore, focus on acquiring knowledge, and, skills in order to achieve and accomplish the goals. But let’s acknowledge and understand that finding a job is a daunting task, and finding a suitable job is a herculean task. With over brimming competition and uncertain business situations, it has become even all the more difficult. The good news is that an amalgam of ways and strategies can be crafted to grab one’s dream job. The first step is to find ways to market yourself, followed by a series of recruitment processes. This step revolves around increasing one’s visibility and hoping that companies approach the candidate after getting insights about some basic professional and personal details of the candidates. In this direction, for ensuring a good connection with the employers and distinguish oneself from the other competitors out there, one needs to create a portfolio of career-related documents. These job search documents are known by different names like work portfolio, professional portfolio, rating portfolio, and presentation portfolio.

Career portfolio is a substantial and powerful interviewing tool for the job aspirants that provide tangible evidence of skills and knowledge through visual representations of capabilities, knowledge, and experience. Job search documents are the supporting documents that can be added to the job application to make it more convincing. Generally, a career portfolio comprises a resume, academia & work experience details, and other

Career Portfolio 5

supporting documents. A complete portfolio contains all the documents that are able to reflect one’s skills and abilities. However, in this www dot landscape, the ways have changed.

In the era of artificial intelligence, assisted vetting, social online networking, and professional online platforms like LinkedIn; traditional job-search documents have lost their relevance. Perhaps, the old-fashioned ways of applying for a job only with a CV or resume may not produce the expected results. Having relevant additional documents can give an extra edge to the applicants over others. When contemplating additional portfolio items that could influence the employer’s decision, additional documents can be of great help too, such as appreciation letters and certifications. At the time of the interview, having these additional documents often boost up the confidence level of the applicant and also helps him/her to talk about such achievements at length.

HOW TO MAKE A CAREER PORTFOLIO?

In order to reflect proper insight into one’s knowledge, experiences, strengths it is absolutely necessary to make a well-constructed professional portfolio. Continuous and systematic collection of own relevant documents are proof of the knowledge and achievements which forms the basis of portfolio building (Márta Kis & Dr. György Seres, 2017).

Portfolio can be like a binder with pages or a presentation (images, files, videos) on a tablet or a personal online space in the form of a website or a blog. In fact, having online portfolios serves far better than binders that need to be carried around. So, digital versions are flexible and preferable. However, in this dynamic workplace environment, ‘one size fits all’ might not give the desired results. The documents may therefore need some selection and filtration in terms of the profile, field, and industry. Before building a portfolio one should analyze and brainstorm about his/her core strengths, achievements, recruiters’ expectations, requirements of the job – especially the key responsibility areas (KRAs). There are no scientific ways of building a perfect portfolio. Still, certain generic steps to build a professional portfolio are as follows:• Collecting all the educational degrees, certifications, diplomas, and

supporting documents• Building an impressive resume or CV, preparing a personal statement

that provides an overview of the career journey, knowledge, background, and long-term goals


• Keeping the photocopy of the entire set along with photographs- either scanned or printed

• Arranging the documents in the order of relevance

“Presentations aren’t about the presenter, they’re about the audience and what the audience needs.”

– Simon Raybould

ELEMENTS OF A PROFESSIONAL PORTFOLIO

The supporting documents to be added vary from profession to profession and industry to industry. The following is the catalog of the portfolio given by Márta Kis & Dr. György Seres (2017) highlighting the major elements for the students pursuing higher education.

Fig. 1: Elements of Work Portfolio

Documents to reflect personal skills comprise mark sheets, educational degrees, diplomas, and other proofs of formal or organized training/learnings. The second group embraces successfully completed internships, live projects, or additional work done to bridge the gap between the academia and the industry. One may also demonstrate the contribution made to the company through appreciation letters, reports, evaluations, or even the photos of products that one has worked on! The third group consists of all the certificates and diplomas acknowledging the practical skills learned. Lastly, the fourth group is all about the supporting documents related to the successful completion of the project undertaken, publications, or any such similar creation.

Career Portfolio 7

“Documentation is a love letter that you write to your future self.”– Damion Conway

The detailed portfolio on the other hand includes the following elements:• Personal statement• Resume or CV• Reports and evaluations• Degrees, certificates and diplomas• Research summaries• Drawings and designs, if any• Appropriate professional licenses• Awards• Letter of commendations/endorsements• Letter of references• Merit reviews• Project summaries• Visual presentations• Video snippets• Photographs• ArticlesThe abovementioned list is not exhaustive. One may choose to have any document type as per relevance and convenience. It’s just not necessary to add all the details, as one needs to be extremely critical while selecting the document type, as they act as question papers to the interviewers! Whether on paper or on screen, it is excellent to make these parts of the interview.

“Before anything else, preparation is the key to success.”– Alexander Graham Bell

BENEFITS OF CAREER PORTFOLIO

Job seekers and students have reported that developing portfolios is extremely helpful. Also, nowadays the demand for e-portfolios has increased, wherein the recruiters are able to zip through the personal and professional aspects of the candidate easily. It further helps to have a meaningful discussion during the interview process. When aspirants are shortlisted for face to face interview with potential employers, their e-portfolio can be used as strong support in their presentation (Abdallah Tubaishat, 2015). The various benefits of having a work portfolio are as follows:


1. Self-assessment and awareness: Candidates by making their portfolio can easily evaluate their progress and can derive a meaningful reflection of the learnings and accomplishments for having better analysis and apprehensions about one’s knowledge and skills (Elizabeth S. Anderson & Roger Smith, 2016)

2. Focused interview preparation: Having a portfolio provides a blueprint to the interviewee and enables him/her to present in a focused manner.

3. Showcase one’s skills in a professional manner: Candidates need to limit their resumes to one page, which makes it difficult for them to showcase their skills. Therefore, having supporting documents can help in providing a detailed picture to the interviewer.

4. Demonstrate the outcomes/results clearly: Supporting documents in the portfolio enables the candidates to present the outcomes of their work. It’s a great way to reflect the concrete contribution made. For instance, in a physical portfolio, a graphic designer may include the graphics in the portfolio whereas a front-end developer may have the online/offline details of the website interface.

5. Provide tangible proof of academic performance: One may add documents like mark sheets, certifications, diplomas, and research project details. It’s a great way to reflect sincerity, dedication, and commitment.

6. Enhances confidence by giving edge over others: Having good and complete portfolio help the job aspirants to prepare well and face the interview with confidence.

7. Personal database collection and evidence: Creating a work portfolio enables the candidate to have a complete database. Portfolios are useful tools for gathering evidence about one’s performances and supporting their personal and professional development (Domac et al., 2016). Also, portfolio gives visual credence to what one says one can do and makes him memorable among the jumble of candidates.Besides all these advantages of having a career portfolio one should

ensure that the work portfolio is properly organized and the information disclosed is true and authentic.

“Incorrect documentation is often worse than no documentation.”– Bertrand Meyer

DIGITAL FOOTPRINTS AND E-PORTFOLIOS

Richardson (2008) defines digital footprints as “online portfolios of who we are, what we do, and by association, what we know”. A digital footprint

Career Portfolio 9

is like a trail and an inevitable aspect in the online connected world. A digital footprint can influence one’s online reputation and even the credit rating (Wyner, 2015). Employers increasingly place a greater emphasis on social media reputation while institutes are using social media interactions to see whether the prospective student should be given scholarships (Laurence Brooks De Montfort University, 2017). Surrounded in the digital environment, now an entire industry has formulated and created positions that solely focus on having professionals that serve as subject matter experts on social media. Therefore, using social platforms can prove to be effective and methodical when it comes to building relationships, creating new job opportunities, and developing a strong professional reputation and presence (Weiner, 2016). With an average of 400+ million users on LinkedIn and 2 new members joining every second, technology has created an even stronger outreach for influencers. CEOs, top executives, and hiring managers are all on LinkedIn. These key professionals are observing and following others out on a daily basis, and are reciprocating the gesture with requests for effective networking (Weiner, 2016).

“Your network is your net worth.”– Porter Gale

Candidates need to be cautious while creating their digital footprints in order to have a good chance of getting selected by their desired organizations. There is a number of web portals including professional networking sites, blogs, and vlogs that are popularly used by the candidates to build online work portfolio like LinkedIn, WordPress, Weebly, Wix etc. These platforms also offer facilities to build professional digital portfolios with great ease.

ePortfolio can be in form of a presentation or video on a tablet or a website where the interviewers can go through candidates’ profiles. Websites are the most preferred ways for ePortfolio development as a personal website demonstrates one’s personality, skills, and uniqueness to the potential employers in a way that no simple resume can. One may curate the online portfolio by adding a portfolio section. The profile may include the projects that one wants potential employers to see. One thing that needs to be taken care of in the case of a digital portfolio is being consistent in updating on a regular basis. It is good to share one’s accomplishments or milestones, as a career is all about learning and evolving. Lastly, one should always have the backup of the ePortfolio to prevent last-minute havoc due to unanticipated glitches.


“Marketing your presence on social media is as important as creating your presence.”

– Unknown

SUMMARY AND IMPLICATIONS FOR JOB SEEKERS

To build rapport with potential employers and to come across as a competent and worthy candidate for the job, one needs to create a portfolio of career documents. A perfect portfolio can be the one that has a suitable mix of documents that demonstrate a candidate’s technical knowledge, soft skills, achievements, strengths, and something that can give a better reflection of one’s work. These documents are not usually submitted along with a resume but are generally carried along in an interview. The candidate may choose to have any document type as per relevance and convenience. Besides numerous benefits of a work portfolio, this way of presenting oneself provides a leap to the applicant and enhances the chances of selection and networking. Lastly, with the digitization of business and advent of numerous personal and professional social handles, employers’ expectations and focus have shifted from traditional ways of job application to digital portfolios that seem more creative, as they enable recruiters to know the candidate in detail and his/her USPs in no time. ePortfolios and digital footprints created on various online platforms are increasingly becoming a new way of marketing self. Aspiring job candidates and even budding entrepreneurs must adopt the latest changes in the industry and prepare themselves to stand out from the masses. The amount of effort the candidates put into the preparation of portfolio before the applying for a job usually pays off.

QUESTIONS FOR REVIEW

1. What is the relevance of creating a career portfolio?2. What are the main elements of a professional portfolio?3. List the benefits of ePortfolios.4. How digital footprints are changing the scenario these days?5. Explore the pros and cons of having a blog, vlog, and website to market

‘self ’?

TEAM EXERCISE

• Objective: To understand how to create a professional portfolio.• Procedure: All the participants are required to go through a particular

profile related to their specialization and analyze the associated key

Career Portfolio 11

roles. Subsequently, they need to identify the documents, especially the one that showcases their strengths and skills justified by the following:– Qualification– Certifications– Diplomas– Degrees– Work Experience, if any– Summer internship/Live projects and training– Documents/presentation slides showcasing the nature of work done– Achievements and accoladesAfter shortlisting the relevant details, all the participants are required to

create their ePortfolios, while keeping in mind their career goals.

REFERENCES

Brooks, Laurence (2017). “Digital Footprints–Should We Be Worried?”Bogg, Daisy, and Maggie Challis (2016). Evidencing CPD: A guide to building your

social work portfolio. Critical Publishing.Domac, S., Anderson, E.S., & Smith, R. (2016). Learning to be interprofessional

through the use of reflective portfolios? Social Work Education, 35(5), 530-546.Moore, S.C. (2012). Digital footprints on the internet. International Journal of

Childbirth Education 27 (3):86Internet Society (2014). Digital Footprints: An Internet Society Reference Framework

Internet Society.Kis, M., & Gy, S. (2017). Portfolio approach in higher education”. Journal of Applied

Multimedia, 3.Perkins, O. (2015). More than half of employers now use social media to screen job

candidates, poll says; even send friend requests.Richardson W. (2008). Footprints in the Digital Age. Educational Leadership 66(3):

16-19.Tubaishat, A. (2015). Can e-portfolio improve students’ readiness to find an IT Career.

Issues in Informing Science and Information Technology, 12, 198-202.Wyner, G. (2015). Digital Footprints Abound. Marketing Insights 27 (1): 16-17Weiner, W. (2016). The influence of social media on job seekers in the digital age.

Career Planning and Adult Development Journal, 32(3), 26.

“Quality is more important than quantity. One home run is much better than two doubles.”

– Steve Jobs

RESUME, CURRICULUM VITAE AND COVER LETTERAfter studying this chapter, you should be able to:• Understand the meaning of resume, CV, and cover letter• Understand the Applicant Tracking System and Video Resume• Identify suitable layouts and templates for resume and CV• Develop resume, CV, and cover letter with suitable headings &

content• Differentiate between chronological, functional, and hybrid

formats.

What mistakes in job applications can land you in difficult situations?

Ryan, a star performer of the college and a fresher with a bachelor’s degree in business administration from a renowned college was in dire need of the job. With a perfect blend of good practical exposure to the industry along with proficient hard and soft skills, he was a complete package any organization would love to hire! Taking the help of one of his friends, he prepared 3 pages long curriculum vitae and uploaded it on various job portals. He was pretty confident about his selection.However, with no interview call even after a month, he got extremely disappointed. He then decided to go aggressively for walk-ins organized by different companies. But there too he could not even make it up to CV shortlisting! After so many failed attempts, he consulted his cousin who was working as an HR manager in a renowned hiring firm. Soon, he figured out that the prime reason for not even getting a call for an interview was his CV that was full of errors! He realized that CV is something that is

2


responsible to cast the first impression and needs to be precise and impressive. He also realized that rigorous research about the company and job description will be able to make a difference.He developed his own simple template and made a one-page- resume with brief details of his professional journey. While applying for the job, he figured out the exact KRAs after analytically going through the job description and company profiles and started forwarding profile-specific tailored resume for different vacancies. Also, he limited the job applications to only those profiles that matched his skill set, personality, and knowledge. He was finally able to get 5 interview calls from renowned corporations in less than a month!

RESUME, CV AND COVER LETTER

The foremost step of any recruitment process is the submission of a resume or CV. This is probably the first chance to cast a good impression, and also get it shortlisted through manual or automated processes using artificial intelligence. Experts believe that there are no fixed rules to build good job applications. Recruiters are not interested in knowing the general traits but the specific skills set which may make the candidate a good fit in the particular job role. Therefore candidates prefer to make a resume over CV.

A resume is a French word that means ‘summary’. It is a document containing the appropriate aspects to attract the desired recruiters. The resume is concise and framed with precision. Curriculum Vitae is a Latin word, which means ‘ the course of ones’ life’. It is a detailed document that highlights the summary of all the qualifications and achievements (Kolin, 2012). Whether it’s resume or CV- both are developed to create a positive impact on the prospective employer. However, resumes are shorter than CVs. New entrants are expected to make not more than a one-page resume, unlike CV. CVs are appropriate for positions, wherein all the details of each and every aspect are required about one’s career (Ireland S., 2000; Enelow, 1997). Resumes are tailored and customized as per the job requirements. Some companies prefer to have a CV instead of a resume to get all the information about prospective employees. But in India, the majority of the organizations request for resume to gauge the skills of the candidates as per the specific job description.

A cover letter complements the resume or CV. Earlier, the cover letter was sent along with the resume for the applied job position, but now it has taken a new shape. Now email has become the most common way of sending mails. The body of the email reflects the cover letter, which states the specific reasons to apply for the position offered. In the cover letter, it’s a good way to reflect the achievements and accomplishments to accentuate

Resume, Curriculum Vitae and Cover Letter 15

the skills, that the employer is looking for. By making paragraphs on introduction, rationale and the closing statement along with the necessary attachments can help the HR manager to make a decision. Also, the mention of transferable skills adds more value to the resume, CV, or cover letters, such as organizational skills, data management, research and analytical skills, management skills, and many more.

All the above-mentioned documents are the marketing tools to promote self and advertise the relative strengths and achievements to catch the eye of the employers. They are therefore extremely important, as it’s a key to get a call for the next recruitment round!

APPLICANT TRACKING SYSTEM

In big and renowned organizations, Applicant Tracking System is used (ATS) to shortlist job applications. This software collects and scans all the information to narrow down the number of job applications received. It searches the keywords in various categories of resume, such as work experience, skills, certifications, education, etc., to gauge whether the candidate is suitable and matches with the job description offered by the respective company. If the keywords match with the list of approved requirements, it’s then ranked by relevance; and if it doesn’t match with the list of requirements then the job application is automatically discarded. Therefore, to make resume ATS friendly, it is suggested that one uses the specific keywords, pdf format, and label the sections right while using job-related skills and action verbs.

VIDEO RESUME / CV

Considering the pandemic situation, many organizations are demanding ‘Video Resume or CV’ from the candidates these days. Video Resume or CV is a short visual recording provided to the recruiters, in addition to the written job application. It is usually emailed to the employers along with a resume attachment. It is a great platform to display personality traits in a span of one-two minutes. In this video, it’s important to consider one’s ‘professional image’, therefore the attire and presentation skills play a crucial role. While making a video resume, first understand that every industry is unique, therefore the content should match with the target audience. One should be fully prepared with ‘what to say’ and ‘how to say’?. The clarity in speech with a noise-free environment, neutral background, and appropriate lighting also play an important role in enhancing the professional image of the video resume. For effective display, one can also take the help of


video editing tools. Some candidates make a common mistake of reciting their resume or CV, instead, they should be taking this opportunity to share experiences and competencies that match with the position offered.

JOB APPLICATION TEMPLATES

Hunting for jobs, spiffing up applications, preparing for enervating interviews, and writing an effective CV or resume are the important aspects before appearing for the job interview. There are so much differing advice and recommendations out there, it’s difficult to figure out where to start. Should it be limited to one page? Should it include personal interests or hobbies? What should be the correct order that hits the bull’s eye? All these questions in black could not have single answers in whites.

So, the main rule behind building a perfect CV or resume is to follow the industry trend and meet the expectations in order to get through the screening round. One has to brainstorm hard and find out what all needs to be included and what not according to the industry expectations. After all, it is the marketing document that speaks about the candidate. Therefore, it should be concisely and explicitly written, which gives the perfect mirror image of one’s personality, skills, and abilities. The focus should be entirely on presenting fundamental and factual information that provides a transparent picture. Also, recruiters may use job application characteristics to judge whether or not applicants possess certain job related, underlying attributes. Furthermore, they can draw inferences from information disclosed to evaluate the applicant’s employability. Recruiters also analyze the applications on the basis of ‘person-job fit theory’ and ‘person-organization fit theory’ to check the potential degree of confluence between person, job profile, and organization.

“Hiring the right people takes time, right questions and a healthy dose of curiosity.”

– Richard Branson

An applicant has many options to choose from a variety of resume layouts. The choice of style is a personal preference; however, a few key items should be considered including format and presentation. The format should be consistent throughout the document with appropriate spacing. The aesthetic aspects of application have a substantial impact on being shortlisted for the job.

There are a number of templates that are available online or on application software like MS Word or Canva in a portrait view with A4 size.


Depending upon the choice of presentation of information, there could be different templates of the CV or resume. The important points while framing the same are as follows:1. The Font: In order to make the application legible, the font size should

be between 12-14. The font type to be used should be consistent in the entire document. Professional fonts that are commonly used are Times New Roman, Calibri, Arial, New Century Schoolbook, Corbel, and Georgia.

2. The Format: Job applications are sent as an attachment in the emails along with the cover mail (traditionally known as cover letter). The application should be sent as pdf file as it is a reliable format to export documents.

3. The Paper Type: The print out of the resume should be preferably taken on a comparatively thicker paper of 100-120 gsm. Ivory paper, parchment paper or executive bond papers are considered good options for this purpose as they are commonly used paper used in professional settings.

COMPONENTS OF CV AND RESUME

The information to be presented on the CV or resume may be divided into the following various components/headings:• Personal information• Career objective• Educational credentials• Work experience• Internships• Certifications• Workshops, conferences & seminars• Skills & abilities• Awards and achievements• Publications• Projects• Professional memberships

While making resume or CV, ask the following questions beforehand, in order to make a good reflection of one’s skills and potential: 1. Is the resume hitting the bull’s-eye? Generic statements do not work anymore. Specific orientation exhibits

clarity which assists the employer to understand effectively, with no scope of vagueness.


2. Is it highlighting profile requirements? It is absolutely necessary to tailor the content as per the specified

requirements. A mismatch among the parameters mentioned and the profile offered can lead to rejection of the resume.


3. Is the length appropriate? The appropriate length of the resume does not exceed one-two pages.

Therefore, one should be selective in the format style also. Remember KISS formula works well here – Keep It Short & Simple!

4. Are there any grammar errors? The majority of the employers are pissed off badly with the incorrect

usage of words and spellings. Spell/Grammar Check tool should be used on Microsoft Word to avoid one of the worst situations and undoubtedly the most embarrassing one.

5. Is it presentable? Presentation Matters! CV and resume template, the usage of correct

color scheme, font size and font type should be appropriate. A sober color scheme should be used.

TYPES OF RESUME

A resume can be categorized broadly into three different types:1. Chronological Resume: As the name implies, this resume comprises the

work history in chronological order. It begins with the current position and ends with the earliest position. Many employees prefer this as it gives an overview of the experience. This could be a good option for those who have solid employment background without any lapses in job history.

2. Functional Resume: Also known as a skill-based resume, it focuses on the skills and expertise gained in different profiles handled while de-emphasizing on work history. Many recruiters like this as it straight away reveals the abilities one has to offer to the employer. Moreover, opting for a functional resume is better for the candidates who have time lapses in their work history, new graduates with little work experience, or the candidates who have diverse occupations with no single career path.

3. Hybrid Resume: This job application is nothing but a blend of the above two types namely chronological and functional. Here both skills and traits along with work history chronologically are highlighted, by mentioning things that are relevant for a particular job vacancy first. While some candidates list recent degrees and experiences that are more relevant to the job profile.While framing any of the above-mentioned resumes, the utmost

importance should be given to the job description of the designation one desires. It is important to know what are the requisite skills and abilities or what are the selection criteria for the job. If the employer is looking for


creativity and diligence, then these are the things that should be reflected. One should also visit the company’s website to find out its vision and mission, team profiles, for mentioning the matching skills and traits aligned with the company’s culture.

“Choose a job you love, and you never have to work a day in your life.”– Confucius

Action Verbs

The following action verbs are used in a resume or CV:Addressed Administered Advertised Analyzed ArbitratedAssessed Assisted Attained Audited AuthoredBudgeted Categorized Chaired Classified CollaboratedCompiled Composed Conceptualized Conducted ConferredConsolidated Contributed Coordinated Corresponded DemonstratedDesigned Developed Diagnosed Discussed DistributedDrafted Edited Engineered Estimated EvaluatedExecuted Experimented Explored Expressed FacilitatedFormulated Generated Headed Illustrated IncorporatedInitiated Installed Investigated Involved MarketedModified Monitored Negotiated Operated OriginatedOutlined Overhauled Oversaw Participated PresidedProcessed Proposed Presented Reconciled RectifiedRepresented Researched Resolved Retrieved ReviewedScheduled Selected Specified Streamlined StrengthenSupported Surveyed Upgraded Volunteered Validated


A resume or CV is the first formal document provided to the company by the interviewee for a specified position/job in an organization. It is one copy available with the recruiter to peruse with unwavering attention. The purpose of this document is to get the employers interested with a dual rationale of accomplishment of the company’s as well as the candidate’s objective. Resume or CV makes the first impression which might have long-lasting serious consequences! The three main differences between CV and resume are related to the content, length, and purpose. Whether it is a CV or resume, for making a robust professional image, one has to be careful while making such documents. The knowledge and skills mentioned in the


CV or resume will help the candidates to develop a competitive image by advertising capabilities effectively. The choice of words, design, the format has a great impact, therefore it should be chosen carefully. Through extensive research, one can make a lot of difference and portray the suitability for the profile offered.


1. What are the basic differences between a CV and a resume?2. How one can be sure that their resume or CV will be shortlisted for the

profile offered?3. Explain the relevance of making a hybrid resume.4. What are the major headings used in a resume?

TEAM EXERCISE

• Objective: To make effective resume• Time: Approximately 120 minutes• Procedure: Each of the participant is required to shortlist the profile

from the job portal and develop resume accordingly, while using the appropriate keywords, suitable format and highlighting the skills that match the job position.

REFERENCES

https://www.indeed.com/career-advice/resumes-cover-letters/difference-between-resume-and-cv

https://www.naukri.com/blog/difference-between-cv-and-resume-2/ P. Kolin, Successful writing at work: Cengage Learning, 2012.S. Ireland, The Complete Idiot’s Guide to The Perfect Resume, 2nd Ed. ed. Indianapolis:

Macmillan USA, Inc., 2000.W.S. Enelow, 100 Winning Resumes for $100,000+ Jobs: Resumes that Can Change

Your Life: Impact Publications, 1997.

Section Two

WRITTEN ABILITY TEST

“A professional writer is an amateur who didn’t quit.”– Richard Bach

DEFINITION AND PURPOSE OF WATAfter studying this chapter, you should be able to:1. Define WAT2. Understand the difference between WAT and GD3. Purpose of introducing WAT in placement process4. Layout of WAT

Why being adept at written communication critical to success?

Marie, an aspiring sales manager, applies in an organization for the profile of associate sales manager. The role requires the ability to handle changing needs, strong customer service skills, and proficient communication skills. She learns about the role and key responsibility areas through the detailed job description provided by the company. While doing research of the company, she finds out the change in the recruitment and selection process of the corporation. There were three rounds in the entire process namely the technical ability round to gauge hard skills, the Written Ability Test to test writing skills, and the final personal interview round. She was pretty confident about her technical competencies and was sure that she could come out as an influential and deserving candidate in PI round too. But she was not sure about the written ability test and was unsure of the purpose as to why the corporation has included it in the selection process…

INTRODUCTION

Best companies attract the best employees who in turn help them to deliver the best products or services and attain organizational goals. Companies

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through their extensive recruitment process aim to hunt the right talent with the right attributes for the right profile. Over the past several years, pre-placement assessments have become an intrinsic part of the selection process. Pre-screening has always been the best method of selecting talented candidates for jobs. However, the type and format of these examinations may change over time and vary from industry to industry and organization to organization. Employers use these ability tests to gauge a candidate’s competence, performance, and personality.

Communication skills continue to top recruiter’s list of skills needed in the organization (Alshare et al., 2011). Writing is a ‘threshold skill’ for hiring and promotion among professional employees. As per a survey conducted in 2004 by an organization revealed that employers spend billions annually correcting writing deficiencies. More than 40 percent of responding firms offer or require training for salaried employees to improve their writing skills. Writing errors specifically spelling errors can be perceived as an employee lacking an important skill- effective communication-which is considered to be the most desirable attributes in the workplace. Lexical and grammatical errors are perceived as more detrimental and less forgivable for recruiters. (Martin-Lacroux C, 2017). The gap between the employer’s expectations and the applicant’s performance in spellings and grammar is growing. Nowadays, spellings and grammatical errors may cause direct or indirect costs, such as delays, training costs, lack of productivity, a decrease in the perceived quality of the website, or reduced intention to purchase from an online store. Hence, in order to minimize these administrative and training costs, more organizations are including written ability assessments in the recruitment process itself.

The gap between employer’s expectations and actual skills demonstrated by employees particularly lie in the case of writing skills (National Association of Colleges and Employers, 2010). Employers perceive basic writing mechanics to be the most important communication skills category. Therefore, one such employer’s preferred ability test is a written ability test.

“All good writing start with terrible first efforts. You need to start somewhere.”

– Anne Lamott

WHAT IS WRITTEN ABILITY TEST (WAT)?

Written Ability test also known as writing aptitude or academic writing test, is an assessment that is used to analyze and gauge aspirant’s writing skills,

Definition and Purpose of WAT 27

coherency and clarity of thought process. The objective of the assessment is to test how effectively a candidate can communicate the ideas and formulate appropriate response in a given time.

The format of written ability test may be different as per the organizational and profile requirements. It may comprise essay, self-introduction, paragraph writing, email writing, statement of purpose, report writing, case writing, letter writing, content rephrasing or multi-choice objective tests for grammar or spellings, etc. The topic of the assessment could be as per the subjective discretion of the recruiter. However, topics at times are chosen from current national or international economic, political, religious, financial, social, sports, or business affairs. One’s writing gives a glimpse into candidates’ philosophy, belief system, guiding principles giving a reflection of the entire personality.

There are various parameters like writing ability, subject knowledge, critical and analytical thinking, comprehensiveness of perspective, the robustness of reasoning and the simplicity of expressions that can be gauged to evaluate a candidate’s writing competence. Companies may also gauge the command over one particular language through WAT or may include having certification from a recognized organization as the eligibility criteria.

Due to industry expectations, a lot of management institutes like international MBA programs, are also now adapting selection procedures, and ask for essays and statement of purpose (SOP). The majority of IIMs have adopted WAT as part of the selection process for admissions. In fact, many have replaced the Group Discussions with WAT.

In WAT, candidates need to have their own reasoning besides sound subject knowledge. They also need to reflect on how independently and critically they can think. It also provides a reflection of one’s personality through thoughts and views jotted down. WAT requires greater concentration and more discipline, unlike group discussion where one has the freedom to borrow the content in real-time.

“The way you communicate reveals everything about you. Words are the clothes your thoughts wear.”

– Amanda Patterson

PURPOSE OF WAT

Management programs instill the skills required to manage the affairs of the company. This requires good and effective writing skills. Having written ability round in the recruitment process serves a number of objectives:


1. Industry Requirement: Employers perceive basic writing mechanics to be the most important communication skills category. Moreover, poor writing skills can cost the company as big as a dream project. Any written document is a standard of the company as well as its seriousness towards a task. Any recklessly drafted document can taint the image of the company resulting in unpleasant consequences like inviting and legal suits. Thus recruiters make sure that the candidate who is finalized has good written communication skills.

2. Clarity of Thought and Perception: Recruiters intend to know the point of view and mindset of their potential employee. IQ is a traditional concept now, mark sheet alone is not the criteria for selection in a company. It takes beyond what can be seen on a piece of paper. A person having a brilliant idea in mind but having inferior articulation is of no use to the company. Conducting WAT is a brilliant way of assessing the articulation of an individual.

3. Creative and Technical Writing Skills: The majority of the workplace profiles require candidates to make business and project reports. A poorly drafted technical writing can result in huge losses. Thus, having effective writing skills becomes a pre-requisite for selection.

4. Language Assessment: Employers may need to know the candidates’ command over the language along with the proficiency level. Thus, having WAT in the selection process clear insights into a candidate’s competence.

5. Business Correspondence: Besides routine work, the employee needs to communicate with colleagues or the customers on daily basis. Thus, one needs to have effective skills in writing for coherent communication. Although, the amount of time spent by the graduates in writing formal letters and reports may be less than half of their day to day work, but email is now an extremely important form of business communication and cannot be omitted (Kotzee, B. & Johnston R., 2011).

6. Minimizing Training and other Administrative Costs: Employers spend a huge amount in training employees after hiring. Pre-assessment of writing skills will not only save the training cost but also prevent the occurrence of other administrative losses caused due to poor business communication.

7. Right Recruitment: The only skilled candidate who scores well in the assessment would be shortlisted for the final round. Thus, pre-assessment would ensure that the right talent finds the right place.


WAT TOPICS

The topic given for WAT depends on the competency that the recruiter wants to gauge in a candidate. The topics for WAT can be categorized in the following three heads:1. Case Study-Based: When the recruiters want to know the situation

handling or problem-solving skills of a candidate then a case study-based topic is introduced during the process. The case introducing a problem would require strong analytical and problem-solving skills on part of the candidate. The idea is to gauge their logical and quick thinking along with perspective towards the introduced problem.

2. Abstract: Topics like ‘Blood is thinner than water’ or ‘Grass is always greener on the other side’ are abstract topics that require imaginative and creative thinking skills. The lateral thinking skills are also put to test by introducing such topics for writing.

3. Factual: As the name is self-explanatory, topics which are based on available facts and data are factual topics. For example, ‘Smoking is injurious to health’ and ‘Education policy of India’. Such topics assess the knowledge of the candidate. The factual topics are also given to check the general knowledge and awareness.

4. Controversial: Topics that generate controversy like ‘Women empowerment is a major reason for increasing cases of divorce cases in India’ and ‘ Reservations should be removed’ are introduced to check the viewpoint of the candidate as the topics have the capability to fume anyone during discussion both verbally as well as in writing.WAT topics are more or less similar to the topics of Group Discussion.

But due to the fact that Group Discussion may not allow each candidate to showcase their potential, it has been taken over by WAT.

“An important idea not communicated persuasively is like having no idea at all.”

– Bill Bernbach

WRITTEN ABILITY TEST VS GROUP DISCUSSION

S. No. Written Ability Test (WAT) Group Discussion (GD)1. Only one individual is assessed at

a time.Multiple people are assessed at the same time

2. More technical due to grammatical rules, spelling, vocabulary, sentence drafting.

Less technical as recruiter might ignore when many people speak at a time.


S. No. Written Ability Test (WAT) Group Discussion (GD)3. It is important to knit the thoughts

and present them in a structured manner.

It does not follow a structure, the discussion takes place as the points are raised and countered.

4. No real time borrowing of knowledge can happen.

Knowledge can be borrowed in real time by observing other people speaking.

5. Written form of communication Verbal form of communication

Points to be Noted

While appearing for the Written Ability Test following points should be considered:1. Keep Reader in Mind: Writing is for the reader. If the message conveyed

is not interpreted in an intended manner, the exercise will be futile and there will be bleak chances of getting selected for the next round.

2. Think for the Initial Few Minutes: Whatever time is allotted for the WAT exercise, an initial one-third of it should be reserved for gathering and jotting down the points and for deciding the flow of the writing. This will save the candidate from confusing the reader. A logical flow will make the message clear and understandable.

3. Keep the Sentences Short: Lengthy sentences would make it difficult for the readers to understand the interconnectivity of multiples ideas discussed in one line. To the point information is effective and easier to understand.

4. Easy Vocabulary: At the time of drafting a piece of writing during placement process, the target audience will not be known. Using a simple and easy to understand vocabulary words will make it easier for the readers to understand the thought process of the writer.

5. English Usage: It is not a compulsory requirement to be an expert at English to produce a good piece of writing. Having basic knowledge and command of the language will suffice.

6. Read Extensively: The LSRW skills (Listening, Speaking, Reading and Writing skills) are always interconnected. If a person wants to enhance one of the four skills, the other three should be practiced. To be a good writer, one must have good reading and listening skills.

7. Include Facts and Figures: There are certain facts and figures which can be used in majority of cases like the GDP, sex ratio, inflation, scams to name a few. Having updated knowledge of a number of such facts and figures can help in making the content-rich.


“If you want to be a writer, you must do two things above all others: read a lot and write a lot.”

– Stephen King


To reach to the top of the stairs, one needs to climb the very first step first. Similar is the case when any new skill is to be developed or enhanced. The first step is to know where one is and where to reach. For a few, the next step will be clearing the WAT by drafting good sentences that are to the point. Developing written communication skills can be a daunting process. Once the basics of writing skills are learned, the next step is to be effective at it. Keeping in mind the changing trend in the selection procedures in the industry, job aspirants need to focus on skill enhancement and particularly writing skills. In these times when the entire world is seen as one market and everyone has become more global in focus, it has become more important than ever before to be adept at it. Whether the communication is within the organization or with someone outside, the quality of it helps to establish credibility for self and for the company as well.


1. What is WAT? Why is this assessment replacing GD?2. What is the difference between Written Ability Test and Group

Discussion?3. What is the purpose of including WAT in the placement process?4. What points must be kept in mind while attempting WAT?

TEAM EXERCISE

• Objective: Enhancement of writing skills through peer review• Time: 45 Minutes• Procedure:

1. Create a team of three members.2. Each team member is required to draft a piece of writing on the

given topic.3. The writing will be exchanged within the same group.4. Each team member will make the necessary corrections for further

improvement.


REFERENCES

Alshare, K.A., Lane, P.L., & Miller, D. (2011). Business communication skills in Information Systems (IS) curricula: Perspectives of IS educators and students. Journal of Education for Business, 86(3), 186–194.

Kotzee, B., & Johnston, R. (2011). “Can”t String a Sentence Together’? UK Employers’ Views of Graduates’ Writing Skills. Industry and Higher Education, 25(1), 45–52. doi:10.5367/ihe.2011.0026

Martin-Lacroux C. (2017). “Without the spelling errors I would have shortlisted her...”: The impact of spelling errors on recruiters’ choice during the personnel selection process. Int J Select Assess. 2017; 25: 276–283. https://doi.org/ 10.1111/ijsa.12179

National Association of Colleges and Employers (2010). Job outlook 2011 survey. Retrieved from http://career.pages.tcnj.edu/files/2011/ 07/Job_Outlook_2011_Full_Report_PDF1.pdf

“Communication works for those who work at it.”– John Powell

EFFECTIVE WRITING SKILLSAfter studying this chapter, you should be able to:1. Discuss the difference in communication and effective

communication2. Explain the relevance of formal tone in WAT3. Role of 7Cs for effective communication4. Know the relevance of giving structure to the writing

Why organizations are glued to effective writers?

Bella and Emil are friends studying in the same college. Both have the same areas of interest and specialization subjects as well. Bella has better technical knowledge than Emil but is less social and participative. Emil loves reading and participating in various competitions. He also is a social being.Bella approaches Emil to draft her mails and applications most of the time. One day a faculty observed Emil writing for Bella, she interrupted and asked the reason. She shared that her writings are not understood by the recipients in an intended manner. On delving into the underlying reasons it was found that Bella is not so good with spellings and punctuations leading to misinterpretation of her messages. Also, she is not able to understand from her reader’s perspective. When Bella’s faculty discovered this, she suggested her to read more. After few months Bella observed a difference in her skills. She started drafting her own e-mails and also became a confident communicator.

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Effective Writing Skills 35

EFFECTIVE WRITING SKILLS

From stone age to modern age there has been a paradigm shift in the forms and methods of communication. Human species have observed evolution in communication over the years. Sound languages like grunting or guttural sound which are high pitched or low pitched were used for communicating messages. Also, smoke signals and cave paintings communicated a number of messages like danger, the story of battles, culture, and many more. Realizing the need to record the transactions at a later stage gave birth to a written form of communication. One of the reasons for the evolution of modes and forms of communication is to communicate effectively, where the message sent is decoded and interpreted by the receiver in the same way as the sender wants.

In this fast-paced world, where everybody is running out of time, it is very important to communicate the thoughts and ideas to other people in a way that is short, crisp, and laser compelling. The discussion in this chapter will revolve around two things- effective communication and writing skills. To begin with, let’s understand what the meaning of the word effective is. In layman language, effective means which has an effect. But is this all? The answer is, no. It is not just that the communication should have an effect on the readers because that effect might be the same or different than what the writer wants them to have. The purpose of communicating the message will be met when the reader is able to interpret it in the same way as the writer wants. Then the message is effective. Effective communication determines the commitment in any organization and ensures that the predetermined goals are achieved in an organization (Daniel et al., 2016). Talking about writing skills, it’s not only about putting the thoughts on a piece of paper but to have technical knowledge about presenting the thoughts in a specific style and format which will differ from situation to situation.

On one hand non-written form of communication requires less or no efforts on the part of communicator, on the other handwritten communication requires more conscious efforts. Written communication involves greater chances of misinterpretation if not used carefully. We belong to an epoch where effective communication is considered to be an inevitable skill, be it front end job or back end job, having command of the language is a pre-requisite to carve a niche in the industry. Today, understanding the requirements of the industry is very important. Growing and prospering well and above all get absorbed by the industry, the candidates are expected to respect the industry requirements (Kassim, H., & Ali, F. 2010).


Written communication skill is one of the demanded skills by the industry. Irrespective of the fact that a person has just stepped into the industry or is a part of it for a decade or two or more, being adept at written communication is a necessity. The ability to communicate with the superiors, subordinates, vendors, clients, agencies, and various parties to an organization regardless of the sector is indispensable. In the epoch where the industries across the globe are witnessing 4th Revolution, embracing the digital modes of written communication like e-mails, presentations, proposals, and the website is a requisite. Good communication skills help to land into a good job, bag in promotion, a dream project, and what not . At the workplace, any document that is drafted is a reflection of the company (Ranaut, B. 2018). Also, professional writing requires one to be adept not only at the basics of a language but beyond that.

As discussed in the previous chapter, the Written Ability Test is used as a tool in the final placement process, to assess the written ability of a candidate due to a variety of reasons. The chances of a candidate getting selected in the process depend on how effectively the thoughts are expressed through WAT. Though it is not communicated as a requirement, but it is implicit. Good written communication skills contribute majorly to the success of an individual (Amutha, M.M., 2010). Employees driven by the old school of thought hold the view that writing is a professional writer’s task, which is not true. Those who suffer from writer’s block should be happy knowing that written communication being a skill can be developed gradually.

WAT is replacing group discussion to analyze the clarity of thought process in candidates who are applying for higher education. It is increasingly used as a tool these days not only by the management schools but also by corporate, and the trend is on the rise. Forms of written communication at the workplace are e-mail, online social media content, business proposal, tender, memo, letter, website, and contract to name a few.

“Good writing is clear thinking made visible.”– Bill Wheeler

FORMAL AND INFORMAL TONE IN WRITING

Though slangs, contractions, and emojis are widely used in personal communication but using a well-drafted formal communication is still recognized at the workplace (Chayya, N., 2018). Emails, which takes formal language is the primary mode of communication at the workplace. Generally academic and business writing includes books, research papers, brochures,


news releases, proposals, letters, employee manuals, job descriptions and reports to mention a few of them. The formal language is constituted of two features as mentioned below (Scholz, T., & Conrad, 2011):1. Personal Pronouns: Formal writings witness little use of personal

pronouns like ‘I’, ‘You’, ‘He’, ‘She’, etc. For example:(a) Informal: We believe the practice is unfeasible. Formal: It is believed the practice is unfeasible.(b) Informal: During the workshop, I asked the students about their

learning. Formal: During the workshop students were asked about their

learning.2. Hedging Expressions: These are the set of words used for more polite

and less direct conversations. For example:(a) Direct: It is difficult to say that… Less Direct: It is sort of difficult to say that…(b) Direct: I want to have a word with you… Less Direct: Can I have a word with you...

SETTING THE BACKGROUND

Employers complain about the writing skills of its employees. Although there are many business writing training programs in easy reach of the students at the undergraduate, graduate, and postgraduate level, but still there is a significant gap between the employer’s expectations and the actual skills of the employees. Communicating the thoughts by drafting a laser-compelling message can be a daunting task. But the following points can help to frame sentences and write effectively:1. Purpose: The writer should always start with the end in mind. If the

writer is not clear with the message to be communicated, the readers will not be able to connect well. The purpose of the intended message is usually to inform, to explain, to narrate, or to persuade. Receiving a mail and spending five good minutes in reading it and then re-reading it, without being able to decode the purpose of the mail, is no less than a frustrating experience.

2. Target Audience: Empathy is a very important feeling which is required to be a good writer. Wearing the reader’s hat is necessary for understanding their experience even before delivering the content. A certain set of words might be offending for some, which should be avoided. Also knowing the audience is required to have an idea about their needs. A letter written to a lawyer can have technical words


related to the profession but if the same tone or language is used to communicate with an intern then the purpose will get defeated.

STRUCTURE AND ORGANIZATION

The writing process starts with the conception of the idea followed by the free flow of thoughts on a piece of paper. Attempting to write the perfect piece in the first attempt kills creativity and the content loses its essence. Everyone has a different style of writing so what suits one might not prove successful to the other person. After giving words to the thoughts and pouring them out on a piece of paper in the form of a rough draft, grouping the thoughts and structuring them under the three distinct heads of introduction, body paragraphs and conclusion, are really beneficial. The beginning says what the writing will be about, the body paragraph talks about the topic and the conclusion reflects what the writing was about (Wali, O., & Madani, A.Q., 2020). Without categorization, the scattered words would make less sense and will not be effective. IBC approach mentioned bellow, is widely used approach for written communication:1. Introduction: The introductory paragraph lays down the background

of the idea or message to be conveyed. It can define the topic or give a brief about its history. This paragraph should include the hook point to intrigue the readers, with the aim to keep them glued till the end. For instance, the topic is global warming; the writer can begin by defining the burning issue along with the hook to it. The hook can be the raising concerns across the world due to global issues.

2. Body Paragraphs: This paragraph elaborates and discusses the central point or the hook statement mentioned in the introduction. The writer can give evidence in the form of statistics, facts, researches, case studies, or examples to make the point clearer and authentic. Considering the same topic -global warming, facts and data gathered by NASA showing that Greenland has lost an average of 286 billion tons of ice per year between 1993 and 2016, can enhance the writing impact. Quoting the authentic source adds quality to the writing.

3. Conclusion: This paragraph sums up the discussion by restating the point under discussion. Also, it should list down the takeaways for the readers or a plan of action on their part. For instance, the urgent call of action needed to tackle the issue of global warming can be listed out, like, reducing the emission of greenhouse gases and how individuals can do their bit to help.


“The trouble with so many of us is that we underestimate the power of simplicity.”

– Robert Stuberg 7Cs OF COMMUNICATION

WAT is a very good tool to peep into the thinking process and outlook of the candidates. 7 Cs of communication also known as 7 Principles of Communication is a checklist for effective professional communication. It soars the chances of the message being understood in an intended manner.1. Clarity: It is of utmost importance to make the message clear. The

purpose of communicating the message will get defeated if it is not understood by the receiver or not interpreted in an intended manner. Using complex and flowery language might make the message ambiguous. Thus, complex phrases and words should be avoided in writing.

2. Conciseness: Sentences drafted should be short and simple; including more details to a single sentence might result in confusing the reader. Also, it will become difficult to establish an understanding of a highly complex sentence. Crisp and to the point messages are comprehensive and are retained by the readers easily.

3. Concreteness: The message should be concrete in the sense that there should be no room for misinterpretation. The facts and figures, research conclusions should be mentioned in the message to give substance to it. Also quoting the source of all such information will add weightage to the points discussed.

4. Correctness: The drafted message should be correct in all the aspects as a message full of errors lead to disinterest and misinterpretations. Appropriate use of vocabulary words, correct usage of grammar, correct spellings enhances the quality and impact of the message.

5. Consideration: The message should be organized by keeping the readers in mind. By being aware of their values, beliefs, desires, and emotions, an effective writer is able to focus on the ‘you viewpoint’ rather than the ‘I viewpoint’.

6. Completeness: The writer should make sure that the communicated message should be complete otherwise, it may raise doubts in the mind of readers, thus, failing to deliver the purpose. A well-crafted piece of writing, having all the required details help the reader to get the answer to all the questions and take effective decisions accordingly.


7. Courteousness: All people like to be respected and would want the communicator to be polite. When the message being communicated is polite, candid, respectful yet professional, the readers will be able to understand it effectively.

“A good communication is a bridge between confusion and clarity.”

– Nat Turner

Other than this, the following should be considered to enhance effective writing skills:1. Grammar Check: There should be no room for any grammatical error.

Punctuations and spellings should also be checked thrice before the final submission. Imagine there is a meeting next week, but while forwarding the information mail, past tense is used in place of the future, it might result in chaos. Nowadays there are various tools available online which can guide on the correct usage of grammar in writing such as ‘Grammarly’.

2. Vocabulary: The vocabulary used should not be difficult for the readers to understand otherwise it will be a daunting task to decode the message. In the fast-paced world nobody has time to sit with a dictionary in hand to understand the meaning of flowery words. The drafted message should be easy to read and understand.

3. Short and Simple: Always follow the KISS (Keep It Short and Simple) rule while drafting the sentences. A lengthy sentence discussing two, three, or more ideas in a single sentence might be confusing and ambiguous. The same applies to the paragraphs in writing (Wali, O., & Madani, A.Q. 2020). Discussing more than one idea in a paragraph is not a good idea.

4. Abbreviations: Using abbreviations is allowed in writings but is not suggested. A universally accepted abbreviation can still be used, say, IT which stands for Information Technology or CV which stands for Curriculum Vitae.

5. All Caps: Any content written in all caps/upper case is considered to convey strong emotions (Rosen, 2010). It can be anger, disappointment, or sadness which can deviate the writing from one of the seven Cs that is all about being courteous and polite. Other than in abbreviations, all caps should be avoided.

6. Jargons: Specialized terminologies which are industry-specific or area-specific is a jargon. As they are field-specific their scope is limited and any person falling outside that field will not be able to understand it.


In certain cases, the same word has different meanings in different industries. Say, ‘plant’, which means a group of interrelated machinery in the manufacturing industry and a living organism in common parlance.

7. Transition to Next Paragraph: The paragraphs which are well connected makes better sense. There should be a smooth transition between paragraphs to establish interrelation and better understanding. Words like however, furthermore, despite this, perhaps, whereas and many more can be of great help.

8. Avoid Egocentrism: Egocentrism says that, if I like chocolates, then everybody likes chocolates. It is the inability to differentiate between self and others. While writing, the expectations of the audience should be given priority over what the writer wishes to communicate.

“The difference between right word and almost right word is the difference between lightning and a lightning bug.”

– Mark Twain

It is observed since the beginning of the 21st century that texting on informal platforms and social media has affected the writing styles of the youth, as such platforms have minimum character requirement thus resulting in more usage of abbreviations like LMAP, IDK , ROFL, LOL to name a few (Rosen, 2010). People have forgotten the correct spellings which they learned back at school. Before has become b4, fine has become f9 and so on. Various researches also show that there are serious writing skills deficiencies observed in the majority of candidates who apply for the job. Thus it has become essential to learn one of the most demanded skills that is- the written communication skills.

“If you don’t have the time to read you don’t have the tools to write.”– Stephen King

SUMMARY AND IMPLICATIONS FOR THE JOB SEEKERS

A well written document can help the company achieve the goal, a poorly written document at the same time can ruin the image of the company and might put them in a trouble as well. For this reason, the recruiters demand communication skills as one of the most demanded skills in candidates now, both verbal and written. Poor writing skills can be taxing for the job aspirants as well as for the companies. Developing the habits of reading


can help in acquiring knowledge as well as writing skills. A person having effective writing skills is able to perceive the target audience’s emotions and intentions and express the same with great conviction. Candidates having people skills, and are good at public dealing, usually have good social skills, and are observed to be effective writers. There is no perfect writing style or strategy, what works is reading, observation, and practice.


1. What is the difference between communication and effective communication?

2. Why is it important to give structure to your writing?3. What are the consequences of not drafting a concrete message?4. Explain the concept of egocentrism. How does it affect communication?5. At workplace any document that is drafted is a reflection of the company.

Elucidate.

TEAM EXERCISE

• Objective: Understanding the relevance of 7Cs in communication.• Time: 60 Minutes• Procedure:

1. Create a team of 7 people.2. Each team member will draft a piece of writing where they will

omit any one or two Cs from the seven Cs of communication.3. The writing will be exchanged within the group.4. Each team member will check the paper they will receive and mark

the Cs absent from the writing. Also mention the impact of missing it on the interpretation of the message.

REFERENCES

Amutha, M.M., 2010. Oral and written communication skills. Journal of Literature, Culture and Media Studies, 2(3), pp.30-38.

Chhaya, N., Chawla, K., Goyal, T., Chanda, P., & Singh, J. (2018, June). Frustrated, polite, or formal: Quantifying feelings and tone in email. In Proceedings of the Second Workshop on Computational Modeling of People’s Opinions, Personality, and Emotions in Social Media (pp. 76-86).

Daniel, E. C., & EZE, O. L. (2016). The role of formal and informal communication in determining employee affective and continuance commitment in oil and gas companies. International Journal of Advanced Academic Research-Social & Management Sciences, 2(9), 33-44.


Kassim, H., & Ali, F. (2010). English communicative events and skills needed at the workplace. : Feedback from the industry. English for specific purposes, 29(3), 168-182

Ranaut, B. (2018). Importance of Good Business Writing Skills. International Journal of. Halasz, M. E., & Kowalewski, S. J. UTILIZATION OF WRITING INTENSIVE CLASSES TO IMPROVE WRITTEN COMMUNICATION SKILLS OF BUSINESS STUDENTS. Journal for Advancing Business Education, 7.

Rosen, L. D., Chang, J., Erwin, L., Carrier, L. M., & Cheever, N. A. (2010). The relationship between “textisms” and formal and informal writing among young adults. Communication Research, 37(3), 420-440.

Scholz, T., & Conrad, S. (2011, June). Style analysis of academic writing. In International Conference on Application of Natural Language to Information Systems (pp. 246-249). Springer, Berlin, Heidelberg.

Wali, O., & Madani, A. Q. (2020). The Importance of Paragraph Writing: An Introduction. organization, 3(07).

Section Three

IMAGE MANAGEMENT

“How you carry yourself speaks volume about how you feel about yourself.”

– Cindy Ann Peterson

THE IMPORTANCE OF ‘MANAGING IMAGE’After studying this chapter, you should be able to:

1. Understand the importance and relevance of ‘Managing Image’ in a professional set-up

2. Identify the factors influencing the perception of employers3. Evaluate and enhance the image for getting the desired results in

the recruitment processes 4. Determine the steps to be taken for enhancing professional image

5How much time does it take to form an opinion about the interviewee?

Sofia was an average student throughout her schooling years. She never gave any importance to various activities happening around her. Somehow she believed that she is a non-performer and success and career goals are not her cup of tea. Everyone around her used to say she is not made to achieve heights in career. She is destined to lead an average and unnoticed life. Sofia eventually also conditioned herself to remain invisible and never took initiative for any activity or task. She had no idea what she was good at and assumed that she possesses no skills. When she reached the final year of her graduation she accidentally registered for an industry expert talk. When she attended the talk she realized that the speaker is not asking the candidates to be exceptional, rather he was explaining to them that practice and perseverance are the keys to success. Everyone is capable of learning new things and their age is just right to gain and polish skills. He suggested students to take initiative without the fear of failure. Sofia also decided in her heart that she will give it a try, she will take part in all the activities of her college. She started participating in debates and extempore, various club engagements, and cultural events. Slowly she started


losing the fear of public speaking and was confident in front of gatherings. Now she was very comfortable in various presentations and great at teamwork. Due to various engagements, she learned time management and was able to handle the pressure of completing the task on time. During the placement time, it came as a surprise to Sofia that her transferable skills and conviction in self fetch her a very good job in an organization of repute. This made her believe that no rocket science is required to succeed in a career rather it’s the right attitude and skill development that helps in making the right image and achieve the career goals.

WHAT IS AN ‘IMAGE’?

The dictionary meaning of the image says “An image is an impression presented to the public of an individual, company, public figure, etc., especially as achieved by careful calculation aimed at creating widespread goodwill”. To understand it better it may also be explained as a mental representation or pictorial recall of something which is previously perceived, in absence of the original thing. Everyone has a personality that determines the boundaries of success and life fulfilment. Now the question arises- Is it necessary to give importance to the image we frame on others? The answer lies in another question- In today’s competitive world, is it necessary for an individual to make his/her mark all the time and everywhere? Is it necessary to not only notice the surroundings but being noticed as well? If the answer to these questions is yes then without any ambiguity, it becomes not only necessary but essential to understand what kind of image is being formed of an individual in the mind of others. By forming an image or impression that makes the individual affable, pleasant, nice to be around, and easy to work with or get along nicely – he/she becomes the person who generally is chosen as a friend or a colleague at work. Image is the reflection of not only one’s appearance but a complete persona. The personality is reflected in characteristics, the outlook or appearance thought process along with communication abilities, etiquette, and physical attributes. Everyone gets influenced by an impressive personality, appropriate dressing, positive thought pattern, confident body language, and communication style. These personality traits put together forms an image that is magnetic and lasts for long. Visual presentation of self is therefore directly connected to identity (Netta Norava, 2018). All these skills that can be learned and polished with training and practice.

The Importance of Managing Image’ 49

IMAGE MANAGEMENT AND ITS RELEVANCE

In the recent past, there have been numerous studies done in the field of understanding the relationship between interviewees using certain impression or image management tactics, for achieving better interview ratings and actual outcome in terms of hiring recommendations and job offers. In any organization, interviews are a widely used phenomenon, which are impacted by various extraneous factors. Among many more, one such extraneous factor is impression management or image management tactics which can be explained as a conscious or unconscious attempt to control and present the desired image that is projected in social, formal or professional interactions and is commonly used by interviewees frequently.

During the employment interview process, interviewees use varied combinations of few or many image management techniques like assertive self- promotion, ingratiation, formal grooming, presentation skills, cross-culture-management, communication skills, and many more. Assertive self-promotion is one of the majorly used styles by the interviewees as compared to various defensive styles like justifications and excuses. It is the style of a verbal description of past experiences in a way that demonstrates competencies and suitability as per the job description and organizational culture. Not only the way the interviewee expresses his/her views but also the complete conduct of the interviewee plays a vital role in the perception formation in the eyes of the interviewer. Technical, communication, and presentation skills along with grooming and basic etiquette do wonder for the candidate to get a positive response from the interviewer in the form of a job offer. Therefore, it becomes of prime importance to focus on the knowledge base and also the complete personality and presentation of oneself as well.

Understand it like this, A and B both are excellent cooks, both wanted their recipes to be added to the menu of the restaurant they are working for, now the chief chef asked them to prepare their respective recipes and let him taste, whichever will be selected, shall be considered for the addition on the menu. Now both A and B started exploring the best ingredients which may add the best of the flavors and textures to the recipe, practiced many times so that they can make it taste best. In this time of preparation, A was completely focussed on the flavor, texture, taste, proportion of ingredients, exact cooking time, the intensity of heat or flame required, and all other intricacies of preparing the dish, on the other hand, B was also focussing on all these attributes to best of his caliber, but along with the basic recipe he also made a strategic presentation plan. B decided according to the final


color of the recipe, what should be the color of the crockery he will be dishing out the recipe in, what should be the shape of the plate and cutleries he will be using to present the recipe, what will be that unique touch of his in the recipe that will make him show his set of values, beliefs, and style in the recipe. At the time of decision making, A presented the recipe which was very good in taste utilizing resources that were present on the spot, wherein B presented the same recipe which was equally good in taste in every thoughtfully planned and designed presentation. Although key attributes of both the dishes were the same but little understanding and focus on the prodigious presentation made the B leave a lasting impact on the chief chef. Therefore, it is imperative to not only work on the knowledge base but various facets of individuality or personality in order to make a staggering first impression or simply any time impression.

In today’s competitive world everyone has to work on creating his or her brand image which can have long and strong retention in minds of the employer or interviewer. Candidates often mistake the physical appearance as their personality or image, however, there is a lot more beyond physical appearance that contributes to the image. It is therefore important to understand other facets better and work on them to add a lot more value to self which will enhance confidence and self-esteem. Mannerism, etiquette, and good behavior make a man popular in a positive light which increases the possibility and success by many folds.

FACTORS INFLUENCING IMAGE

Self- development is a great key that opens up the gateway to success. Most people have a poor opinion of themselves. The first step towards having a likable or respectable personality is to have the right feelings about self. If someone lacks confidence it is very easily sensed by others and in the professional world, it becomes even more evident. In profession or even personal life how far up one climbs the ladder of success largely depends on self-development. Working on self for positive development is a systematic process, it does not happen on its own, so it becomes all the more important to be focused, systematic, and vigilant.

It will not be an exaggeration to mention that recruiters’ decision of making a choice of the best suitable candidate from a pool of resume falling in gets influenced by the factors based on the values and believes of the industry and organization in different phases of recruitment. An organization’s norms affect the recruiters’ perception of the best suitable employee. His decision of what an employee should be like is based on the organization’s perception of the workforce. Generally, organization


norms either emphasize cohesion, i.e. employee shall be the best fit in the organizational culture, or fairness, i.e. everyone shall be treated equally (Sima Wolgast, 2017). Cohesion and fairness are important prospects of decision making but along with them, recruiters’ decision is also based on the norms of the candidate being culture-fit, group-fit, and job-fit. Hence studying and understanding cross-cultural management, teamwork, and a deep understanding of job descriptions and job requirements becomes an essential part of preparation. When applicants are from distant regions recruiter focuses more on questions pertaining to the match between the applicants’ abilities and specific demands of the job offered (Sima Wolgast, 2017). The following steps are required to enhance one’s image:1. Goal Setting and Preparation: It’s completely in the hands of the

traveler to sit in a boat and become the victim of circumstances or take the command of the boat and sail through the rough waves. Setting aims in life helps to chart the route, plan actions, and formulate strategies to reach there. If it is kept in mind that the course of preparation for the interview process shall revolve around the basic three factors – culture-fit, group-fit, and job-fit, it becomes strategically structured to plan the preparation process. Knowing and analyzing the requirements of the job offered, then formulating the preparation plans according to the organizational culture helps in setting the meaningful aim and moving ahead towards achieving the goal. Successful people are blessed with exceptional talents and skills or successful people inherit their success are nothing but unfortunate misconceptions and many candidates fall prey to this. Success comes from the skills and attributes that can be learned. To achieve success attributes like being goal-oriented & organized, flexible, confident and self-discipline are to be worked on.

When preparing for an interview ponder over three basic and very important personal questions:(a) Who are you?(b) What are your skills?(c) How to develop oneself?

2. Knowledge: Knowledge is power. It is essential to gather knowledge, explore all the possible opportunities in the work arena, be globally sensitive and updated. Knowledge not only enhances and enlightens the thought process but also empowers the individual with confidence. It teaches how to think positively and efficiently even in odd circumstances.

3. Presentation: Smart, crisp, and appropriate presentation of self prove a stimulus for the candidates. By observing successful people in various


fields like marketing, business, movies, media or even politics, it is seen and concluded that the majority of successful individuals in almost every field have a keen taste of presenting themselves in professional conduct and attire. A smartly dressed up person is universally admired and easily accepted. A dynamic personality and comprehensive information has capability of creating a pictorial depiction of every information shared.

4. Self-Motivation and Optimism: Optimism is the fuel of life. Nothing can be achieved until there is an internal motivation in the individual to accomplish the targets set. Motivational beliefs have a significant influence on various educational or occupational activities (Jiesi Guo, 2016). Personal efficacy and self-concept are considered to be a determinant of behavioral choices (Jiesi Guo, 2016). Using conversational language which is warm, natural and positive leaves an impression that most of people like and also it is most easily understood.

5. Forming a Powerful Impression: Generally, there is no fixed formula for creating a great impression and it’s often the case that professionals who are generally nice and pleasant, are more focused on their jobs than prioritizing a first pleasant impression. However, in the world of cut-throat competition making a great first impression is also essential for aspirants as well as professionals. Giving genuine compliments, letting people talk about themselves, having a people-centric approach in conversation, a nice smile on the face, firm handshake, pleasant eye contact, great listening skills are the foundation of forming a powerful impression. For the candidates who are preparing for the interview, scripting a formal introduction can be of great help. While making the introduction chronology of events and describing skills and abilities are major impactful areas. A confident and well-articulated introduction not only enhances the confidence in the candidate but also leaves a powerful impression on the interviewer.

Understand the basic – Where, What, and Whys of hiring is very important for the job-seeking candidate. Multiple research works have been carried out in this field. A survey on around 225 employers of US-based organizations was conducted to examine and understand the role of internships in securing entry-level positions. Also, this survey looked into the qualities employers desire and where they find their new hires. The following points reflect the ways of enhancing the professional image:(a) 91% of the employers who participated in the survey said students

should have one or two internships before graduating, whereas 87% had an opinion that the internship should last at least 3 months.


(b) On the parameter of ‘Important’ or ‘Very important’ – the key skills which a candidate should possess were rated as communication skills (98 percent), positive attitude (97 percent), and team work skills (92 percent) for entry-level positions.

(c) Employers use social networks to verify the various degrees, diplomas and certifications of the candidates. At times, social networks are also used for background checks.

(d) Managers rank the following attributes of candidates as ‘Important’ or ‘Very important’ attributes when they review the resume of the job seeker – candidate’s qualifications in relevant course (69 percent), referrals from faculty or boss (65 percent), leadership positions on campus (50 percent) and entrepreneurial attitude (29 percent).

(e) The major turn off for the employers is respondents unpreparedness (42 percent) and a bad attitude (26 percent). How a candidate presents his/her skills and abilities to the interviewer,

are integral parts of the Image management required by every candidate to put the best professional profile. During the interview, it is not only about the content or technical knowledge that is delivered by the candidate, but also about how it is delivered, the school of thoughts the interviewee belongs to, the attitude the interviewee carries and the communication style followed in the interviewee possesses. Therefore, to enhance employability, working on personal-enhancement and polishing the professional skills to present the right image is inevitable.


It takes 5-7 seconds to form an image or impression about anyone, so all the time everyone undergoes an invisible scanner which makes it all the more important to be alert about self-presentation. When it comes to employability, the right attitude, pleasing personality, interpersonal skills, and communication style have a crucial role to play. When preparing for the interviews, a very careful investigation is required of both internal as well as external factors. Employers prefer to hire employees who have been able to build their professional image, which is suitable for the profile and the organization. By enhancing learnability and availing opportunities at the school, graduation and postgraduation level, one can work on developing a robust professional image.



1. Do employers who offer unpaid internships take advantage of students, knowledge, and skills? Under what circumstances one shall take an unpaid internship?

2. Describe important factors influencing the candidature of a job seeker?3. List and describe the factors that help in forming lasting first impression

during an interview.

TEAM EXERCISE

• Objective: To provide participants with the practical knowledge and skills necessary to explore and present themselves in front of the audience and various speaking situations.

• Activity: Make a group of 5 members, each member shall speak in front of the group for a minimum of 2 minutes about himself and all other members shall make a note of their observations about his/her image. Once all members finish their presentation, all are required to discuss various aspects noted and what kind of image projection is made by the speaker.

REFERENCES

Guo, J., Nagengast, B., Marsh, H.W., Kelava, A., Gaspard, H., Brandt, H.,... & Brisson, B. (2016). Probing the unique contributions of self-concept, task values, and their interactions using multiple value facets and multiple academic outcomes. AERA open, 2(1), 2332858415626884.

Wolgast, S., Bäckström, M., & Björklund, F. (2017). Tools for fairness: Increased structure in the selection process reduces discrimination. PloS one, 12(12), e0189512.

“It’s not about the dress you wear, but the life you lead in the dress.”

– Diana Vreeland

CORPORATE ATTIRE AND ETIQUETTEAfter studying this chapter, you should be able to:1. Understand the importance of attire and presentability in

organizations2. Explain the message communicated by the dressing style3. Identify appropriate attire as per roles and goals4. Know one of the ways to make an impactful impression

Does your attire speaks volume?

Peter was a brilliant student throughout his life. He always stood in the top 2 rank holders of the class. He possessed excellent communication style and good technical skills. He was always engrossed in his research and studies. He has the ability to understand and analyze critical situations and take decisions accordingly. He was very polite and shy in nature, so was far away from aggression and disputes. He had a keen interest in the banking sector and was aiming to acquire the position of Relationship Manager with high profile clients of a multinational bank. When he went for his interview it went really well and he was appreciated by panelists for his critical thinking, persuasive, and decision-making skills. But the final comment that he received from the panelist was that instead of having all the required skills and technical knowledge for the profile, they were sorry to inform him that he was not the chosen one. The reason being the misfit outlook as per the organizational culture. When Peter reached home back he analyzed his look for the interview. His hair was a little overgrown which he thought was okay, he chose to wear a printed-colored shirt without the tie. His mismatched socks were peeping out of his trousers and he completely forgot to polish his shoes. This made him

6

Corporate Attire and Etiquette 57

understand that it’s not only the skills and knowledge which is going to help him sail through the interview process but also how well he fits in the role and organization through his appearance. The Relationship Manager profile at the end of the day is all about meeting the clients regulary and representing the company!

WHAT IS ‘ATTIRE APPROPRIATENESS’?

Many a time in this journey of life, encounters happen when someone looks so confident, memorable, and charismatic that it becomes difficult to not acknowledge the strength and magnetism the individual holds. The impact and impression carve in-depth image and a lasting memory in the minds of others. However, there is theoretical support to the argument that individuals use clothing as a platform based on which, they design or construct their image in the workplace, also try to figure out how their attire is perceived by others (Frith & Gleeson, 2004).

Here, the point of consideration is – Is it something special they are born with or something they have learned along the way? Is it only their knowledge and skills or their appearance as well which was working for them? Is it possible to convey values and believes without actually speaking about them? Is it possible to showcase and make others understand how serious or casual approach one has towards any event or task? Above all, what helps an individual in making his/her presence felt anywhere and everywhere?

Now, to answer these questions, it’s very important to be aware of certain facts, which somewhere, in the race of burning desire of being successful, people tend to overlook. Postgraduates, graduates and learners generally focus on the technical knowledge they acquire during their course, exposures they get, experience in the marketplace, client handling, or various other domains, where they wish to move ahead in their career. In all this learning what is missed sometimes, is the importance of actually gelling with the ambiance, looking, feeling, and being a part of the environment and projecting the most appropriate image, not only showcasing skills and knowledge but self-presentation as well. Appropriate appearance makes employees feel more competent, trustworthy, and authoritative (Katherine Karl et al., 2017).

ATTIRE AND EXPECTATIONS

To understand and study, what is the importance of appropriate attire, a survey was conducted in Japan in the year 2012 by distributing self- administered


questionnaire to the visitors of five pharmacies, the study aimed to find out the importance of physician attire in inspiring the confidence and preference of patients, also to understand factors influencing the impression made by the attire worn by doctors (Hiroshi Kuriahara, 2014). In the questionnaire, the questions were asked addressing six criteria, namely doctor’s attire, speech, age, gender, qualification, and reputation. Also, participants were shown photographs of five different types of attires for doctors and asked to rate the appropriateness of each style using a five-point Likert scale. Out of all participant’s results, the speech was the most important factor in determining confidence in doctors followed by a very minute degree of difference in reputation and attire. Attire falls at an extremely significant factor position, which builds up the patient’s confidence in the doctor. The doctor’s white coat was rated as the topmost appropriate attire which should be worn by a doctor to gain the confidence of the patient. The study reveals that it’s not only the skill that a professional needs to gain confidence in their clients, but is the justice they do with the attire and appearance that the client has for that profession. If the profession is justified with the image and attire as well, it makes an impactful impression.

Appropriate dressing is an available and effective tool that helps in creating a positive and impactful first impression. It also allows others to decode and recognize credibility and ability. Carefully selected, this resource can have a positive effect on the wearer. Prepared with appropriate attire as a resource, one feels more confident, capable, and credible. It also depends on the industry and organization one is working for, or how much importance does attire appropriateness holds to achieve personal roles and goals. Therefore, a comprehensive understanding of dressing cues and messages hold extreme importance in climbing the ladder of success not only professionally but on the personal front as well.

VALUE YOUR PRESENCE

Before reaching to the workplace, the main hurdle that all job applicants face is to impress the interviewer and crack the interview. Of course, skills and knowledge plays a very important role in an interview, but on other hand, it is also very important to discern that in the short duration of a personal interview one has limited chances of displaying entire knowledgebase, hence it becomes very important to nail the situation with the most appropriate self-presentation and the power lies in the attire and values and beliefs being reflected by overall personality.


Now the question arises, how to narrow down the confusion to figure out correctly how to dress appropriately for any particular occasion. This becomes very easy if the following prompters are answered mindfully, whatever the occasion or situation is, self-presentation counts. Before getting ready for any occasion just gather a few answers to be most appropriate.• Where am I going?• What am I supposed to do there?• Who will I be meeting there?• What do I want or need to accomplish today?• What impression do I want my clothes to project?• Which clothes will help me form the desired impression and why?

Quiz in this same manner whenever it is required to influence the opinion or action of yourself or others. Clothes that fulfill all the mentioned requirements will enhance confidence and credibility.

LANGUAGE OF ATTIRE

Dressing appropriately for the workplace takes a certain amount of mental as well as physical efforts, particularly for those who care a great deal about every task they do or their presence or image at the workplace. There may also be a certain amount of dissonance between what individuals believe that they are expected to wear and what they would prefer to wear. To undo this dissonance it is inevitable to develop an understanding of what is the expectation of the organization or the profile or of the interviewer. In the case of job seekers or postgraduates/graduates who are preparing for their interview, it is very important to, first of all, do detailed research of the profile and organization they are applying for. Until the job profile is not understood it is next to impossible to figure out which attributes and skills would be expected from the candidate. For example, aspirants of the retail & marketing industry are required to be cooperative, flexible, approachable, stylish, smart, and receptive whereas for manufacturing firms its important that the candidate is stable, dependable, consistent, and sober. Hereby, it becomes necessary to understand the language of attire, that which attire will speak about the personality of the individual, and how to coordinate the most appropriate attire for the professional scenarios.

SCALING UP

Research on workplace attire has found that individuals’ sense of appropriateness of their attire has a significant impact on their attitude


and performance (Katherine Karl et al., 2017). Attire plays a key role in organizational settings, recognizing this fact various organizations utilize workplace attire policies to help to build their desired corporate culture and reflect a brand image that may enhance customers’ perceptions of the service quality. Organizations also use dress code policies not only to standardize appearance whereas but also to identify various roles or hierarchy within the organization (Bazin & Aubert-Tarby, 2013). Hence, it becomes all the more important to understand the roles and goals one is going to play in the organization along with the expectations of co-workers. The points mentioned below are important to consider:1. Formal Dress Code: Not only for employees but industry aspirants also,

it’s mandatory to reflect the appropriate message through their outlook. For candidates who are getting ready for their interview, it is always advised to wear strict formals, i.e. collared formal shirts with formal trousers. Also, a two-piece suit may be the right choice in colors like black, brown, grey, beige, and navy blue. White crisp shirt and black formal trousers are a never go wrong combination, but to add a little flavor to the personality light-colored shirt with dark trousers is a good choice too. When a collared shirt is used either by a male or female, it automatically enhances the level of formality of the individual. The angles added by the collars enhance the sharpness of the personality and make the look appropriate for the formal meetings. The look speaks volumes about the individual being approachable, sincere, functional, and consistent. It is most appropriate for the entry-level profiles of marketing, retail, business development, and fashion consultant. If the choice of the candidate(female) is Indian attire even then adding collared crisp kurta with narrow pants leaves the same impact. Again, very important, choice of the color for the attire makes or breaks the image of the candidate. Whether the choice of dress is Western or Indian, for formal meetings especially interviews, colors should be chosen wisely. Neutral colors like black, white, brown, beige, grey never go wrong with the formal setup. To raise the level of formality a bit higher, adding a matching necktie or a scarf tied neatly around the neck (female) enhances the precision substantially.

2. Print & Pattern: In formal collared shirts or tops, there are plenty of patterns and prints available. At times candidates get puzzled in picking up the write print or pattern for the shirt. For interviews or important business meetings solid colored shirts are the best pick, however, patterns like pinstripes or single-colored small checks may be picked to break the monotony. Finer the pattern, the lesser the color contrast,


the higher the level of formality. Multicolored checks, broad stripes, geometric patterns, abstract prints should be avoided on the day of the interview or important meetings.

3. Raising the Formality: To show a higher level of credibility and responsibility adding a formal jacket always works. It makes the individual more formal, precise, influential, dependable, and persuasive. One important point to keep in mind is, for business meetings, presentations, conferences it’s fine to have an unmatched formal coat or jacket but if the attire is for an interview; its advisable to go for a matching formal coat suit. The unmatched formal coat shows the individual in the light of being more creative, friendly, flexible, and less formal which does not go very well with the strict formal setup of the interview. Whereas, if the candidate is going for a creative field, these sets of attributes will work in favor, so the choice of attire should be made keeping all these aspects in mind. In case, the organization has asked candidates to appear for interviews in semiformal or smart casual dress code, unmatched suits can be considered a good choice. Khaki pants or cotton pants with semiformal shirts or polo T-shirts are also smart to pick for a semi-formal look. At times candidates get confused in choosing between a formal two-piece suit and three-piece suit for the interview. For entry-level or even mid-level interviews two-piece suit is appropriate. Three-piece suits bring in a lot of authoritativeness which is not appropriate for these levels of interviews.

4. Fit and Comfort: Not only the choice of attire makes a good impression but the fit of the outfit also plays a very important role. Imagine wearing an ill-fitted, uncomfortable outfit for the whole day and trying to deliver the best of the work. The uncomfortable attire lowers down the efficiency, also if the fit is not proper the formal look loses its impression. Tight fitted, skin showing attires are not considered appropriate for formal occasions. It is very important for young professionals to understand that the fashion world and business world are completely different arenas. Both have their own rules and regulations, liberties, and shortcomings. Being appropriate as per the roles and goals opens the doors to success by keeping self-esteem high.

5. Accessorising: The art of accessorizing the outfit also enhances the impact and appropriateness of the complete look. A formal strap watch, an appropriate belt that matches the shoe color adds aesthetics to the entire look. Large-sized buckle belts, bold-colored socks, visible tattoos or body art, lots of finger rings or blingy jewelry brings down the formal look. For female candidates use of fancy hairstyles or glossy makeup,


dark lip colors are a strict no-no. For shoulder-length hair its fine to leave them open, but well set and kept at a position such that hair does not fall on the face and bother the candidate while conversing, in case of longer hair it’s always good to tie them in a neat ponytail or clean bun. In the corporate world presentability, impressive personality, pleasing style of conversation plays a very vital role, so going for an interview with a complete washed off face might not be a very good idea to leave a lasting impression, therefore it is essential to put on little basic makeup which enhances the facial features naturally and raises confidence of the candidate many folds.Choosing solid shirts or collared tops over dressy or printed top with

varied necklines is always better, to pair up solid formal skirt or formal trousers are a good pick. Closed foot ware with little heel qualifies best as formal footwear for females. Very high heels or ill-fitted sandals that bring discomfort in the walk should always be avoided. Some basic fine pieces of jewelry are good to pick which goes with the attire candidate chooses for interview or presentations. Well-manicured hands with light-colored nail polish bring confidence in firm shake hands as well as the movement of hands during conversation or presentations. Nicely groomed hair, clean nails, polished shoes, soothing fragrance completes the formal look which impresses everyone.

Studies show that both men and women who value their workplace attire admit that it makes them feel more competent at work. A strong sense of competence facilitates cognitive processes including quality of decision-making (Peluchette et al., 2017). When it comes to action, individuals with high self-esteem choose to perform more challenging tasks, invest more effort and persistence, and, when faced with setbacks, recover more quickly than those with low self-esteem. Thus, for some individuals dressing appropriately for work may result not only in feeling more competent but also in being able to perform more effectively on a variety of tasks.


The image chosen by someone to be portrayed in front of others is a significant reflection of the real self. Looking ‘the part’ or best fit in the desired role is essential in the world of professionalism or business to make the presence felt or leave a lasting impact. It will not be an exaggeration to state that looking appropriate in the given context is instrumental when the context is of a job hunt, striving for promotions, increments, and self-growth. Projecting a confident and job fit professional image plays a significant role


in assisting others in developing a favorable opinion about the candidature one carries. The image projected through the appearance signals a positive message to the employer. Attire appropriateness is an available and effective tool that helps in creating a positive and impactful first impression. It also allows others to decode and recognize credibility and ability. A positive personal appearance is one of the most effective ways to improve behavior and enhance performance level or productivity. When the appearance is appropriate for the occasion, the act becomes more secure, at ease, mannerly, competent, and best of the abilities. Not only it affects self-performance but also the way others react or respond. Appearance makes a strong statement about the personality, values, attitude, interests, knowledge, ability, roles, and goals of an individual. Attractive, appropriate, and well-groomed people create a positive first impression and others are more likely to perceive their credibility and regard more favorably.By dressing in appropriate formals, employees feel more consistent with what is deemed as appropriate in their workplace. It also allows them to accomplish their task in better ways and interact more effectively with others in the workplace. The dressing is not always only about fashion but it is about function. Looking good is not necessary always. An occasion appropriate appearance is an open invitation to others to become acquainted with the person behind the well- presented image. Doing justice with the profession, not only in performance but also in presenting an appropriate professional look, builds up the confidence of co-workers as well as clients in the credibility of the professional. Always remember what matters is not only what you wear, but it’s how and why you wear it.

QUESTIONS TO REVIEW

1. “One must look the part to feel the part”. Discuss.2. Why it is important to be appropriate with your appearance? What

effect does it leave?3. What is industry-specific attire and why is it important?4. Discuss the relation between confidence, impression, and attire.5. Discuss your choice of attire for the interview of Sales Executive, Business

Development Executive, and Financial Trainee in the Retail Industry. Give a reason for the choice of clothes and color combinations.

6. How and why the dressing of a Radio Jockey shall be different from a Software Engineer?


TEAM EXERCISE

• Objective: To make participants understand that considerable efforts put for the purpose of expressing oneself appropriately radiate an image of both self-respect and self-worth which is very important to enhance the confidence level.

• Activity: List 5 professional and social events you are going to participate in the near future or you have attended in the recent past. Design your wardrobe strategy for each event and explain the reasons for the choice of attire you have made for every event, also explain the message and impression potrayed by each clothing combinations used.

REFERENCES

Bazin, Y., Riot, E., & Aubert-Tarby, C. (2013). Dressing professional, an aesthetic experience of professions. Society and Business Review.

Frith, H., & Gleeson, K. (2004). Clothing and embodiment: Men managing body image and appearance. Psychology of Men & Masculinity, 5(1), 40.

Kurihara, H., Maeno, T., & Maeno, T. (2014). Importance of physicians’ attire: factors influencing the impression it makes on patients, a cross-sectional study. Asia Pacific family medicine, 13(1), 2.

Karl, K., Peluchette, J.V.E., & Collins, A. (2017). Employee Self-Perceptions Regarding Workplace Attire in Turkey. Journal of Organizational Psychology, 17(6).

Section Four

GROUP DISCUSSION

“Great minds discuss ideas, average minds discuss events; small minds discuss people.”

– Eleanor Roosevelt

DEFINITION, PURPOSE, AND TYPES OF GDAfter studying this chapter, you should be able to:1. Understand the importance of group discussion in the recruitment

process2. Know the objectives behind employing a GD by various

organizations3. Gain insights about different types of GD conducted 4. Know the Do’ and Don’ts for getting through a GD successfully

7What is the need of a group discussion?

Tina, a student in the final year of a professional course was approaching the crucial time of placements. She read about various GD topics, saw videos of group discussions, and prepared to enter into controversial discussions. Tina was very confident that she surely will perform very well in her group discussion. On the day of GD, her group having 10 candidates were provided with a case study and were asked to analyze the case and present their observations and recommendations. After reading the case, she realized that she didn’t remember the subject well and this brought her under a lot of pressure. This sudden change in the expected setup confused her. She realized most of the candidates could link the academia and the industry learnings and exhibited logical reasoning and critical thinking skills. She could not even paraphrase the sentences, as she was not well versed with the basic concepts. Students who had the knowledge could take the discussion forward, but those who copied others and did not make substantial contributions were not selected.


INTRODUCTION

Group discussion is a way to engage and evaluate the participants for shortlisting them. Group discussions help to generate creative thinking, structured presentation of the thoughts, improves analytical abilities, and above all opens up the thinking process to provide different approaches to a single topic. Regular participation in group-discussions improves confidence and enables a profound and in-depth understanding of the subject. Selection in an organization or management college largely depends on the performance of the candidate during group discussion.

WHAT IS A GROUP DISCUSSION?

In the context of organizational communication, a group discussion (GD) is carried out when individuals interact with each other, share their viewpoints, and agree to disagree as a member of the group. In other words, a discussion is an activity of coming together and conversing about a specific topic. As per Argawati (2014), a small-group discussion involves dividing the large classroom into small groups of students to achieve specific objectives; it permits students to assume more responsibility for their own learning, develop social and leadership skills and become involved in an alternative instructional approach.

With reference to the latest trend of recruitment followed unanimously in various industries, the group discussion is an integral part of the recruitment process. Not only practiced by corporates, but it is a mandate for the students to go through this process to secure a position in higher education in institutes of repute. GD is a methodology to gauge the knowledge and soft skills of an individual, in a defined set of participants and time period. In this methodology, the group is given a particular topic to think about. After a gap of 5-10 minutes, the topic is discussed for 15-30 minutes/ or as directed. Group discussion is a thought-provoking, creative, and dynamic activity that stimulates reflective thinking and brings out various aspects of personality. Due to the fact that group discussions are systematic and purposeful interactive process, they are considered as a very important activity in academics, business, and administrative spheres.

Now the question arises that is group discussion and debate the same? In debate also participants are supposed to share their viewpoint and opinion on a certain topic. Each participant argues and tries to prove his or her point. However, the students preparing for higher education or placements must understand the difference between these two activities. Debates are competitive in nature whereas group discussions are co-operative group

Definition, Purpose, and Types of GD 69

processes. Debate works in improving critical thinking through arguments, engaging in research, conducting analysis, and showing assumptions. On the other hand, group discussion is a method used in business as well as in academic learning to classify and evaluate the available information and practice critical thinking. Using the discussion method, students or candidates preparing for placements can be taught to identify problems and classify pieces of information to make intelligent decisions. Therefore, senior HR managers and industry experts consider group discussion as a reliable strategy to analyze various skills and attributes possessed by the candidates. Also, group discussion provides pragmatic training to every student at the graduate and postgraduate level to discuss and put forward his/her point of view about any particular topic. It also provides an opportunity to understand and train oneself to express his/ her views on serious subjects in a professional manner. It works as a catalyst in improving the thinking, listening, and speaking skills of candidates.

“The aim of the argument or discussion, should not be victory, but progress.”

– Joseph Joubert

THE OBJECTIVES OF GD

The group discussion involves an exchange of thoughts and ideas among members of the group. The basic objective of the group discussion is to assess the candidate on two basic parameters mentioned below:1. Knowledge: Knowledge relating to academics, the area of specialization,

and general awareness are gauged in a GD. The candidates are expected to possess a basics understanding of the topic on which they are supposed to speak. For this, the candidates must prepare themselves to talk about a wide range of subjects and topics. Being abreast of the current affairs, national and international developments, social and economical topics, scientific and environmental issues along with controversial topics is essential. The best way to enhance knowledge is to read newspapers, informative magazines, national and international journals apart from academics books. It is evident that the greater the knowledge of the subject, the more enthusiastic and confident the candidate is during the discussion. But only having knowledge of the topic or subject will not fetch the desired results. The ability to generate ideas, analyze facts, and organizing the information in a systematic way is also required to make a meaningful discussion. The panel observes the originality of ideas and the way they are put in front of the other members.


2. Skills Assessments: Various skills like interpersonal skills, leadership skills, listening & articulation skills, and ability to keep calm can be easily assessed in a group discussion. Also, the attitude, rapport-building, team management skills, participation, positivity, patience, assertiveness, (Indrajit Banerjee, Brijesh Sathian, 2018) are able to make a lot of difference. Broadly all that the panel observes in a GD is categorized in two areas – the content and the process. The content is all about ‘what’ or the ‘matter’ spoken by each interviewee, whereas, the process refers to the ‘how’, ‘when’, and ‘why’ of the content delivered by the participant during the GD. Both the categories are equally important and are given adequate attention at all stages. The participant needs to practice well for the group discussion to present the skills that match best with the profile. High-quality content contribution by one with no regard to the ‘process’ can be detrimental. Also, the following questions relating to non-verbal cues are relevant in a GD:• Is the participant addressing the whole group or is focusing on a

particular participant?• Does the body language of the interviewee become aggressive at a

heated discussion?• What kind of facial expressions, gestures, sitting positions, or body

movements are projected during various stages of the discussion?

“If we only discuss issues with people who agree with us, we stop learning and become self-righteous.”

– Jesse Lyn Stoner

TYPES OF GROUP DISCUSSIONS

Depending on the profile requirement and organizational culture different organizations conduct group discussions in various forms. The candidate should not get confused or surprised if he/she encounters different types of GD, rather they should be ready for it even if the recruiter asks something to discuss, which is completely out of the box. The four major types of GD are as follows:1. Structured GD: Structured Group Discussions are the default or

traditional form of GD which are most commonly used by the organizations. In this style, the group size is generally 6 to 10 candidates (Indrajit Banerjee, Brijesh Sathian, 2018). The group is given a topic for discussion with a time limit between 10 to 20 minutes for discussion. While the discussion is going on, the panel observes each participant


for their leadership quality, communication ability, clarity of thoughts and ability to present an opinion convincingly. It is completely at the discretion of the interviewer that he/she sets some guidelines for the candidates, or includes any brief about the topic. Broadly the candidates shall expect three types of topics in GD

• Current Affairs • Abstract Topics • Social and Controversial Topics2. Unstructured GD: Many organizations and higher education institutes

at times follow the unstructured group discussion format. In this format, a topic may be given for open discussion or even the participants can be asked to come up with a topic for discussion with mutual consent. Unstructured GD can also have no set of clear instructions. The panel expects the group to arrive at the desired topic or achieve the given objective in the course of the discussion. Apart from discussion, a task can also be given to the group to perform and summarise the same. Generally, a time limit is not given in unstructured group discussions and at times, a leader of the group is appointed to carry out the process smoothly.

3. Case Study: This is a specialized type of technique used mainly by a few premier institutions and renowned companies. In this type of group evaluation, a case or a short situation is given to the participants to discuss the situation and recommend the best possible solution or course of action. In this case, all the participants possess the same set of information, and the evaluation is done based on the information processing and analytical skills of the participants. Problem-solving and critical skills are of prime importance here; also the participants should focus on his/her convincing skills to arrive at a mutual solution to the problem.

4. Role Play: A role-play type of GD is the one where a situation is described and every participant is required to take a specific role in the situation and take the discussion forward towards the best possible recommendation. The candidates are evaluated on their reasoning skills and the consistency of the decision-making skills. Needless to mention that in this type of group discussion a lot of chaos is generated and team management skills are therefore essential.

IMPORTANT DO’S OF A GROUP DISCUSSION

1. Generate supportive data: The use of facts and figures and statistics in GD adds value to the discussion. The participants should be very sure


about the validation of the data quoted. The facts or statistics used by participants provide strong support to the point presented.

2. Be an active listener: Listening carefully to the points mentioned by other participants will help to avoid any pitfall. Active listening also helps the candidate to prevent the repetition of any point already presented. In case the topic is not understood well, listening to others can work to figure out some reference.

3. Be assertive and not aggressive or passive: Being assertive means putting points in front of others in a way that it sounds polite, firm, persuasive, and with some objective. Getting involved emotionally in an argument or taking it as a personal affront if others disagree are signs of aggressive behavior. While not speaking and just listening without making a contribution is a passive behavior. Successful leaders are assertive, therefore the candidate needs to work towards developing an assertive communication style to achieve success in GD or the selection process as a whole.

4. Speak clearly and let others also speak: While performing in a GD the voice of the speaker should be audible to all group members, the pace should be neither be too fast nor too slow. The candidate who tries to speak maximum and not let others speak are not usually considered as the best fit for the organization.

5. Body language: A formal body language well-practiced in advance keeps the candidate at peace at the time of the GD. During the discussion, if the candidate gets conscious of body language it will become evident in the communication pattern. Body language should be simple and formal, while delivering the content.

SOME DON’TS OF A GROUP DISCUSSION

1. Direct eye contact with the panel members or addressing them during the GD should be avoided.

2. One must not initiate the discussion if the topic is not understood well.3. Interrupting other members when they are speaking should be avoided,

in case any participant is taking too long to present his point a soft intervention is recommended.

4. Avoid speaking turn by turn as it leads to unnatural discussion and the whole group can be declared disqualified.

5. Asking for a vote during the GD should be avoided, decisions have to be arrived at, by discussion and consensus.


6. Changing opinions/stand frequently with every point given by other participants may leave an impression of a lack of knowledge and decision-making skills.

7. Do not lean forward or point a finger towards other members during any stage of the GD.

8. The use of aggressive body language or unpleasant words is a strict no.


A group discussion has now become an important tool for the selection of an applicant in the desired organization. It helps in forming an opinion about a large number of candidates in a short period and that too on a common platform. In this methodology, the group of candidates is given a topic or a situation with a few minutes to think about the same, and then asked to discuss it among themselves for a specified time period. The GD is conducted to check the applicant’s behavior, participation, and contribution in a group. It also helps the recruiter to know whether the candidate is open-minded in accepting contrary views. Moreover, the candidate is judged on various other parameters like the ability to accept others’ points of view and adding value and direction to the discussion. Controlled body language and a firm eye contact add confidence to the candidature of the participant. The participants are expected to know the ropes and express the topic well, with a degree of assertiveness and substantial reasoning.


1. Why organizations conduct a group discussion?2. State the skills and attributes which are evaluated during the group

discussion process.3. Is it correct to take a definite stand in the group discussion and then

later on during the process switch over to another stand? Why or why not?

4. What should be the course of action if the meaning of the topic given for the discussion is not very clear to the participant?

5. ‘GD is used more as an elimination technique rather than as a selection technique’. Discuss.

TEAM EXERCISE

• Objective: To make the participants understand the pressure during the discussion, help them breeding fresh ideas, exchange inputs, and identify a solution to a specific problem or issue.


• Procedure: Make groups of 10 members and identify a topic to discuss. While one group is discussing the topic, the rest of the groups will make their observation of each participant and shall discuss once the GD is over.

REFERENCES

Bahar, A.K. (2014). Transactional Speaking: A Guide to Improve Transactional Exchange Skills in English for Group Discussions (GD) and Interviews. Samata Gowa: Gunadarma Ilmu.

Banerjee, I., & Sathian, B. (2018). Small group discussion technique in Pharmacology: An insight from a medical school in Mauritius. Quest International Journal of Medical and Health Sciences, 1(1), 5-7.

“None of us is as smart as all of us.”– Kenneth H. Blanchard

SKILLS EVALUATED IN A GROUP DISCUSSIONAfter studying this chapter, you should be able to:1. List the common skills evaluated by the recruiters in a GD2. Explain how knowledge and skills together are required to get

through the job selection process3. Know the underlying reasons for rejecting the candidates in a GD4. Learn the correlation between skills and workplace productivity

Are you ready for real time assessment?

Annie a students of the post-graduate program was keen to make a career in Multi-National Company. She left no stone unturned to develop her technical skills and started taking a step back from participation in college annual festivals, volunteering work, and even resigned from the student committee. After intense research, she applied for the companies in her desired profiles. Based on her enriched resume, she was able to get calls from all the three companies. All the companies had three basic rounds involving written ability test, group discussion, and personal interview. In the first company she got through the WAT, but could not clear the GD round. In the second company, she cracked WAT and also spoke at length in the GD round to ensure that she gets selected for the subsequent personal interview round. She felt dejected to find out that she did not clear the GD. She approached her mentor in the college to know what can be the probable reason for not getting shortlisted. By two mock group discussions, the mentor could clearly assess the underlying reasons. She was then informed that she is excellent in technical skills but lacks the ability to put her point forward in

8

Skills Evaluated in a Group Discussion 77

an assertive way among the team participants. Her statements came as mere sentences as one-way communication rather than a discussion that involves empathizing with others and responding accordingly. Her lack of interpersonal skills was clearly the reason for not making up for the final round of personal interviews. She thanked her mentor and saw her GD mock recordings, where she analyzed better ways of responding. She understood that she needs to be courteous, polite, and assertive at the same time by including others in the discussion as well. Finally, the day arrives that she was waiting for- her last opportunity in the third company. She got through the GD this time and also the personal interview.

INTRODUCTION

Group discussion is not only about having the knowledge, but mainly about exhibiting the skills. It helps the recruiters to understand how the candidates behave in a group, as now companies work in teams. Group discussion further assists in understanding the open-minded approach of job aspirants. It’s the candidates’ ability to give new dimensions to the group discussion to carry forward the discussion and reach a suitable conclusion. Some job aspirants think group discussion is all about speaking, but it’s also about giving reasonable time to others to put their opinions forward, while also giving credit to the fellow participant. By exhibiting verbal communication, nonverbal communication, willingness to accommodate others’ viewpoints cognitive ability, and cooperating in a group discussion can explain the GD topic clearly. In other words, GD is all about explaining the key points as well as considering others’ perspectives too by having a flexible approach.

All the candidates must spend considerable time understanding the GD topic, as once the GD topic is clear, then it becomes easy to build up logical reasoning and frame quality arguments. Also, the opening statements should be articulated well so that all the participants can have an insightful understanding of the topic. Many think that group discussion is all about grabbing the attention of the recruiters by dominating others. However, it’s about maintaining the team spirit and arriving at a consensus by repeating others’ points of view, but also by sticking to your point assertively. A people-centric approach is required to win the group discussion rather than a self-centered approach. Best of team players in the group discussion try to maintain the decorum of the group, exchange ideas clearly, minimize the conflict, and acknowledge other’s opinions.

Also, one should understand that workplaces involve a lot of brainstorming sessions including several discussions, debates, and critical decisions. All such instances happen when employees know how to


participate in healthy group discussions. Many recruiters by this technique figure out how candidates act and respond in a discussion for having fruitful results. KEY SKILLS TO REFLECT IN GD

1. Leadership: Leaders have a different approach to people as they acknowledge different viewpoints, rather than complaining about them. In a group discussion, one can exhibit leadership skills by establishing a connect with the other participants. With great leadership skills, one can develop the right rapport in the group and take the discussion forward in the right direction. In other words, leadership is not about ‘command and control’ but ‘connect and nurture’. It refers to the ability to inspire and reflecting calmness ( McDermott et al., 2011). Even, when disagreeing to a point, one can exhibit leadership skills by respecting others’ points of view and making others feel good about it. What really separates leaders from others is their way of approaching others, as they don’t talk to impress but to connect. While speaking in the discussions, it’s important to give participants some inputs to feel, remember, and take action. By maintaining an attitude of generosity even in controversial topics, a true-leaders will contribute to the group discussion by effective listening and responding, rather than reacting. At times discussion begins losing relevance, the participant who helps the team members to get back on track and encourage all to reach the conclusion is the one who is believed to have the potential for leadership roles.

“Leadership is a series of behaviors, rather than a role of heroes.”– Margaret Wheatley

2. Initiative: It is often said that initiators don’t wait for others to motivate them. They push themselves to act and are able to influence others. Being the initiator of the group discussion is a big responsibility as it’s important to take the discussion forward with the right framework. The participant who intends to be the initiator to make an impactful strong impression should be having an in-depth knowledge of the topic and its associated facts and figures. It is not about initiating the discussion for the sake of starting it, but to give the right direction to all the participants. For making initiation effective, it is always good to start with a definition, quotes, facts, anecdotes, and thought-provoking


statements. Grabbing the first opportunity to speak will work well if the points mentioned are accurate. Starting on a good note and encouraging others to contribute their viewpoints indicates high initiative, clarity of thoughts, and high confidence levels. The superficial way of initiating can act as a redundant technique leading to unfavorable consequences.

“Initiative is doing the right thing, without being told.”– Victor Hugo

3. Team Management Skills: Working in diverse and dynamic teams is the need of the hour. Each and every person in the organization has to work and perform in a team. Teamwork promotes a fulfilling way towards meaningful work to achieve a common goal. It plays a crucial role in increasing the productivity and profitability of any organization (Soni and Vishal, 2018). Best of organizations want all the teams to work together effectively as a high-performing team, as they are able to achieve sustainable and superior results. The participant who is able to collaborate, engage, behave with optimism, and is highly motivated is able to reflect his team management skills. Team performers understand that team success is eventually more important than individual success. They are the ones who want to do best for their designated teams by encouraging healthy competition. Effective team members recognize each other constantly and believe that everyone matters. They cooperate with all to get things done and find solutions. In a group discussion, asking for others’ viewpoints, keeping morale high, resolving differences in opinions, and pulling everyone together in one direction can help the recruiters to identify the candidate’s team management skills.

“Great things in business are never done by one person. They’re done by a team of people.”

– Steve Jobs

4. Assertive Communication Skills: Different people have different viewpoints and in a diverse workforce, conflicts are bound to take place. While communications, ‘how you’ say is even more important than ‘what you say’. The assertive communication style encourages affirmations without attaching the feelings and rights of other people (Sims, 2017). In other words, it’s all about respecting oneself and others involved in the discussion. Surprisingly, organizations do not have a good number of assertive communicators. They always look for this


skill in their prospective employees who can figure out a sweet spot between passive and aggressive communication style. Employees having an assertive communication style are the ones who do not tear out others. They express their opinions and viewpoints while considering and respecting the rights of others. By being more assertive, one can enhance self-esteem and create a win-win situation. It’s good to keep one’s emotions in check to give a new dimension to the interactions. At the workplace, assertive communicators are able to manage the squeeze and get the work done by improving relationships, unlike passive and aggressive communicators. In a group discussion, one can exhibit assertive communication skills by using the right set of words, pitch, gestures, facial expressions, and acknowledging others’ viewpoints. The idea behind the same is to let not anyone feel offended and dejected.

“The only heathy communication style is assertive communication.”

– Jim Rohn

5. Effective Listening Skills: The four areas of communication are- speaking, reading, listening, and writing, out of which listening is the most important (Pourhosein Gilakjani and Mohammadreza Ahmadi, 2011). Listening has two main purposes – connecting with people and learning. Unlike hearing, it is something that one consciously chooses to do to develop understanding. It is a skill that requires the processing of information with focused involvement. In other words, hearing doses not require effort as one is accustomed to hearing different types of sounds. But listening is focused as it requires concentrated attention. Active listening is a prerequisite to healthy workplace relationships. In a group discussion, it is absolutely necessary to be an active listener and pay attention to the other candidates to cite their viewpoints along. One should take considerable time to understand and figure out the meaning behind the words, rather than just jumping to assumptions, judgments, and conclusions. Interruption and not allowing others to complete their viewpoints can make other participants annoyed and frustrated. It’s good to concentrate on others’ words and emotions and then focus on finding the real meaning. By interrupting and not allowing others to complete their viewpoints, one can exhibit poor listening skills. Most of the job aspirants should understand that the main aim of listening is to develop an understanding rather than responding.

“It takes a great man, to be a good listener.”– Calvin Coolidge


6. Problem Solving Skills: Today the work environment is extremely competitive and complex in nature. For ensuring long term success, in a highly diverse landscape, it is necessary to fully leverage the resources and keep pace with the accelerated changes. Best companies surround themselves with problem solvers, as every single day organizations make decisions and explore the opportunities for growth and development. A significant amount of time is spent in problem-solving by paying heed to divergent viewpoints, as at the end of the day it’s all about taking concrete decisions in the face of complexity. Effective problem skills ability help to thrive in the ever-changing business landscape for meeting the short term and long term goals. Collaborative problem solving is the need of the hour in the complex modern business environment today (Graesser et al., 2018). In a group discussion candidates proficient at problem-solving are able to make their presence felt by listing all the possible obstacles and breaking down silos. They also engage the other participants by articulating the topic well. Open-minded team members can be effective problem solvers by thinking out of the box and being creative. However, this ability comes from great thinking, knowledge, and logical reasoning. While discussing the topic, it’s good to see the opportunity to explore within the topic and make a conscious effort to go beyond a fixated mindset and acknowledge the suggestions of others.

“If you want to have the biggest impact, the best way to do this is to make sure we always focus on solving

the most important problems.”– Mark Zuckerberg

7. Time Management Skills: All the employees in any organization are required to complete the tasks in a specified time period. Poor time management skills can often result in delays and dissatisfaction at work. High performing employees master time management skills as they believe that time is undoubtedly the most important resource. For instance, an elevator pitch is also about reaching the anticipated outcome in 30-60 seconds. Time management has a strong impact on an individual’s work performance and achievements ( Razali et al., 2018). An effective employee always breaks down the daily tasks and is able to differentiate between urgent and important tasks, as prioritizing is the key to move forward. Even in a group discussion, candidates need to figure out how he/she can break down the points and focus on discussing the most relevant points in the first half of the GD, as one


might not get chance to speak in the second half. It is no secret that effective time management can help to put down the anxiety levels in the group discussion too. By watching the watch constantly, one can plan and prioritize the length and depth of content. GD is usually for 15–20 minutes, wherein approximately 10 participants contribute. Perhaps, one candidate has not more than 2 minutes to speak, considering all wish to discuss the topic shared. Time management, therefore, can be a game-changer by delivering the relevant viewpoints in time. Recruiters value company executives who follow deadlines, as they are able to schedule the work effectively and pay close attention to time wasters. Also at the workplace, it’s clearly the time management that makes a healthy work-life balance.

“Time is the scarcest resource, and unless it is managed nothing else can be managed.”

– Peter Drucker


Group Discussion is more like a rejection round rather than a selection round. Many companies resort to this technique in pool campus placement to manage a large number of applicants. Also, group discussion is a technique to lower down time and financial resources. While preparing for group discussion one needs to pay unwavering attention to skills including leadership, initiative, team management, assertive communication, effective listening, problem-solving and time management. As rightly said-one should not be a noun but a verb. Therefore, such skills should be visible in action. Replete with knowledge about the topic and the right skill set, one can influence others and lead the group in the right direction. In case of having a peripheral interest in the topic, it is suggested to avoid being the initiator of the GD and refrain from palavering. Some candidates think that group discussion is all stretching the topic and speak constantly, but it is about saying the right things, at the right time.

Workplaces are all about meaningful discussions enabling all the employees to discuss the issues, identify opportunities, and seize them for the profitability of the organizations. And workplaces are also about accepting differences in opinions and taking decisions for betterment. Corporate culture is engulfed in discussions, encouraging dialogue, and appreciating the diversity of thoughts and opinions. GD is therefore should not be restricted to placement processes, the techniques should be carried forward in order to


promote healthy workplace relationships and attainment of organizational goals. Eventually, what matters in any discussion is brainstorming the topic, while empathizing with others and come to conclusion based on consensus!


1. Make a list of benefits of skills that are required at the workplace. Explain how such skills can be demonstrated in a group discussion?

2. How can one lead the group discussion?3. Identify the ways of assertively communicating in a controversial group

discussion?4. What is the role of the initiator in a group discussion?5. Is it the ‘quality’ or ‘quantity’ that matters in a group discussion?

TEAM EXERCISE

• Objective: To know how to demonstrate the right set of skills in a group discussion

• Time: Approximately 90 minutes• Procedure: Divide the class in 5 equal groups with 5 different

controversial group discussion topics.Each group will be given 15 minutes to complete the group discussion.

All the participants will be asked to share the feedback of each and every participant of his/her group. Participants will then come to a consensus to shortlist the students who are able to make a substantial contribution to the GD, while discussing the scope of improvement in the remaining candidates. Constructive feedback will help all to evolve as active participants who are able to use an amalgam of knowledge and skills.

REFERENCES

Graesser, A.C., Fiore, S.M., Greiff, S., Andrews-Todd, J., Foltz, P.W., & Hesse, F.W. (2018). Advancing the science of collaborative problem solving. Psychological science in the public interest, 19(2), 59-92.

McDermott, A., Kidney, R. & Flood, P. (2011). “Understanding leader development: Learning from leaders,” Leadership & Organization Development Journal, 32(4), 358–378.

Pourhosein, G.A., & Ahmadi, M.R. (2011). A Study of Factors Affecting EFL Learners’ English Listening Comprehension and the Strategies for Improvement. Journal of Language Teaching and Research, 2(5), 977-988.

Razali, S.N.A.M., Rusiman, M. S., Gan, W.S., & Arbin, N. (2018, April). The impact of time management on students’ academic achievement. In Journal of Physics Conference, Vol. 995, No. 1, pp. 1–7.


Sims, C.M. (2017). Do the big-five personality traits predict empathic listening and assertive communication? International Journal of Listening, 31(3), 163-188.

Soni, Vishal Dineshkumar, Importance and Strategic Planning of Team Management (June 1, 2020). International Journal of Innovative Research in Technology, July 2020, Volume: 7, Issue: 2, pp. 47-50, http://ijirt.org/master/publishedpaper/IJIRT149921_PAPER.pdf

Section Five

JOB INTERVIEW

“Success demands singleness of purpose.”– Vince Lombardi

MEANING, OBJECTIVE AND TYPES OF JOB INTERVIEWSAfter studying this chapter, you should be able to:1. Explain the meaning, importance, and objectives of job interviews2. List the 4 important types of job interviews3. Understand the ‘person-job fit’ and ‘person-organization fit’4. 3Rs and STAR technique for answering questions effectively

9Do employers look for good candidates or suitable candidates?

Jane, the student of the undergraduate program was promoted to the post of class representative in her college. She always achieved the first rank in almost all the subjects. She had been credited with a lot of certifications for enrolling in different diplomas while pursuing graduation. There was no doubt that she would certainly get selected in her dream companies quite easily. Needless to say, she was extremely optimistic about her selection. When the companies started visiting the campus for placements, she was taken aback. She reasoned that her inability to develop rapport was the prime reason for not getting selected in most of the companies. Next, she analyzed her performance in each interview that led her to the conclusion that different companies have a different set of expectations. For instance, she found that management job roles are more inclined towards, assertive communication skills, time management, effective decision making and proactive behavior, while IT-based companies were more inclined towards logical reasoning, process-driven strategy, ability to ideate, and project management skills. Jane


began developing a comprehensive plan for herself to face interviews effectively. She focused more on improving her technical and behavioral competencies. In addition to this, she also realized that rigorous research about the company and job description will be able to make a difference. While applying for the job, she figured out the exact KRAs required to manage the offered work profile. Also, she filtered her choices that matched her skill set, personality traits, and knowledge. She was finally able to grab one of the positions offered by a management company.

MEANING AND IMPORTANCE OF JOB INTERVIEWS

Different organizations develop their different methods of assessment to know the personality types, abilities, and competencies (Gardner et al., 2012). The challenge of all the organizations today is to recruit and retain the pool of employees for meeting the desired goals. Various organizations are witnessing the change in the job interview pattern as now the focus is on having multi competent employees, who are able to drive results and achieve the organizational goals in the stipulated time period. Due to the ever-changing business landscape, turbulent markets, global competition, demanding customers, and quality consciousness, the organizations are eager to hire candidates that are a fit for the job and the organizational culture.

The most popular methods of recruitment are job interviews. Interviews refer to the face to face interaction between the interviewer and the interviewee to gather accurate information. In the context of the job, it is an attempt to collect maximum information about the candidate to check his/ her suitability as per the job description and organizational culture. It is a planned conversation, which serves a data gathering mechanism. It is a very common selection method that facilitates the task of HR managers in selecting the right person for the right position. Many researchers have claimed interviews as the most valid method for determining candidates’ interpersonal skills, motivational aspects, and determining the candidate’s job and organizational fit.

Hiring the right personalities are crucial to organizations to strengthen existing teams and save costs ( Jamil and Neem, 2013). In today’s scenario, the quality of talent hired is more important than the quantity. As righty mentioned by management guru, Sumantra Ghoshal “ You cannot manage a third-generation company with second-generation processes with first-generation employees”. The interview helps to determine the educational qualification, skills, knowledge, work experience, and the facts mentioned in the job applications. Moreover, through interviews recruiters look for

Meaning, Objective and Types of Job Interviews 89

core competencies in the candidates that are crucial to their organization and job position. This interesting interaction helps the interviewer to gather information and evidence-based on the job specifications, to provide an opportunity for the interviewee to perform best and to give a realistic picture of the organization and the job profile. The interviewers pay heed to the candidate’s characteristics, behaviors, and reactions ( McCarthy et al., 2018) by asking a variety of questions.

Asking questions and answering questions forms an integral part of any conversation. Questions work as powerful tools that can also facilitate the process of interpersonal bonding. While answering questions in interviews, it is therefore important for the candidates to focus on tone and sequence in order to build up a productive and enjoyable interaction. The questions asked by the interviewer are either open-ended or close-ended.

Open-ended questions give candidates the freedom to answer the questions asked by the interviewer, in their own words. Candidates while answering such questions expound on the topic, which in turn helps the recruiters to peek behind the veil and seek accurate information revealing true traits and abilities in an effective way. It is a great opportunity for the candidates to showcase their learnability, problem-solving skills and critical thinking skills. Such questions usually begin with 5Ws and 1H – Why, What, When, Who, Where, and How. Some of the examples of open-ended questions are listed below:• Tell me about yourself.• How did you handle your last project?• What are your opinions about our products and services?• What could you have done better in your internship?• Why do you want to work with us?

Close-ended questions are extremely specific in nature, which are answered in one or two words such as “yes”, ‘no” or “maybe”. The answers to such questions have limited and straightforward response, which makes the situation even more intense. The ideal way of answering the questions is to justify the answer with a couple of sentences highlighting situations and examples.

Some of the examples of close-ended questions are listed below:• Are you ready to relocate?• Do you have a diploma in digital marketing?• Are you comfortable working on MS excel?• Would you consider using our products and services?• Do you have work experience?


OBJECTIVES OF JOB INTERVIEWS

The objective of the interviews is to select the fitting personalities in respective organizational cultures based on performance, values, communication and emotional etiquette ( Tienari et al., 2016; Gardner et al., 2012). Job interviews are conducted to assess the knowledge, skills, and attitude (KSAs). In other words, interviews are conducted to evaluate the psychological traits, sociological and latent qualities. The main objective of the personal interview is to hire the right person with the right competencies at the right time. Through interviews, employers confirm competence, assess interpersonal skills, determine motivation, verify the problem-solving approach, and evaluate communication skills. The three main objectives of the personal interviews are as follows:1. Will you be able to fulfill the job responsibilities? The job description mentioned by the companies for the job aspirants

describes the skills and competencies for the role offered. In other words, it reflects the nature of the job, list of duties, and responsibilities associated with the job. It lays out the actual skills that the employers are looking for. It is considered as a tool to measure the performance in the future. While preparing for the job interviews, candidates answer questions in a casual way, while the appropriate way is to associate most of the answers with the job description. In short, the candidates are expected to paint a complete picture of their technical and soft skills which finds a good connect with the professional environment. For instance, when going for a finance profile, an amalgam of logical reasoning, analysis, adaptability, and resilience is required to perform the responsibilities effectively as well as efficiently.

“Responsibility finds a way. Irresponsibility makes excuses.”– Gene Bedley

2. Are you motivated for the job? HR managers before hiring, are keen to discover motivation among

the candidates. Motivation strengthens the behavior and gives route to behavior that in turns triggers the tendency to continue (Manzoor et al., 2012). In the work setting context it refers to the internal drive to achieve the objectives and initiate action that is target-oriented. Questions based to uncover motivational aspects are crucial, as motivated employees are high performing employees. Renowned companies also use psychometric assessments to develop a deeper understanding of personality traits, career interests, and motivation


for hiring the most suitable person, fit for the job offered. It is often said that’s easy to find candidates for the right skills but difficult to find highly motivated employees. Also, in any industry motivation is an important factor to consider for forecasting the productivity and the quality of work. Another aspect which is of great significance is to determine the motivational environment of the candidate which makes him/ her more productive.

“Whether you think you can, or you can’t, you’re right.”– Henry Ford

3. Will you be able to fit into the organization? Employers look for candidates whose values and beliefs align with the

organizational culture. The organization fit has positive consequences as it leads to a decrease in turnover and an increase in employee engagement and productivity. By asking situation-based questions, employers usually are in a position to assess the candidates effectively. For instance, an organization having team culture will not be able to hire an employee who is good at his/her domain skills but is unable to work effectively in teams. Job aspirants should therefore ensure that they visit the company’s websites, LinkedIn profiles, and videos to get a sneak peek into the organizational culture. Also, there is a strong relationship between employees’ organizational fit and his/her longevity at a company. However, nowadays , it’s a two-way deal as it is not only about candidates fitting into the organizational culture, but it’s also about organization, which also needs to fit with the employees’ beliefs and values.

“What people say, what people do, and what they say they do are entirely different things.”

– Margaret Mead

TYPES OF JOB INTERVIEWS

1. Face to Face Interviews: Also known as F2F, face to face interviews take place in a traditional format, where the interviewer meets the interviewee in person. This format has various benefits as it helps the interviewer to understand the social cues while observing the body language. It is a good opportunity for the interviewee to establish rapport with the recruiters and develop credibility. However, face to face interviews are time consuming and costly.


2. Group Interviews: In a group interview, several candidates are interviewed at the same point of time. At times, the group is given a topic to discuss amongst themselves. This type of interview helps the employers to gauge interpersonal and problem-solving skills of the candidates. To break through this kind of job interview, team management and assertive communication skills are required. By showing an attitude of gratitude, respecting others’ point of view and being non-judgemental, one can get away with better scores.

3. Telephonic Interviews: Usually, telephonic interviews are used by the companies to narrow down the number of candidates for the face to face interview. This format helps the companies to minimize the cost of interviewing and manage time effectively. Many companies in abroad start the hiring process with a telephonic conversation. It’s a great opportunity for them to screen the candidates in a relatively quick way. To ace the telephonic interview, it’s good to mention the skills and knowledge that match with the job description and speak clearly with the right pace , as talking on phone isn’t easy for all.

4. Video Interviews: After pandemic, video interviews have become a very common practice across all the industries. The content of the video interviews is quite similar to the telephonic interviews. But specifically, during video interviews one needs to have uninterrupted internet with a laptop and microphones. Candidates should also be careful about the background and should sit in an environment that is free from distractions. They should be using their professional user names and should dress appropriately, just like face to face interviews. Job aspirants must practice this beforehand, in order to be careful about their presentation, pitch, body language, and enthusiasm to convey optimism.

PREPARING FOR THE JOB INTERVIEW

Preparation for the job interview is required to meet the set of employers’ expectations regarding the job roles. Successful candidates are the ones who are able to demonstrate the knowledge and skills, while paying attention to the minute details.

The 3 essential Rs

After making an impressive resume or CV and cover letter, the aspiring job aspirants need to follow the 3Rs for making it to the final round of interview:


1. Research: Before facing any job interview, a thorough and detailed research about the company should be a mandate. Apart from the history, location and size of the company, the details about leading team, innovation, products and services, latest news, revenue model, competitor analysis, company quarter results, SWOT and PESTLE analysis helps the interviewee to answer the questions contextually. Seeking out such information will exhibit curiosity and an intensified desire to work with the respective company. Nowadays, some candidates for better rapport building, also research about the interviewers on LinkedIn and social media networks!

“Research is to see what everybody else has seen, and to think what nobody else has thought.”

– Albert Szent-Gyorgyi

2. Review: After researching, the next step is to review and customize the resume if required. In big and renowned organizations, Applicant Tracking System is used (ATS) to shortlist job applications. This software collects and scans all the information to narrow down the number of job applications received. It searches the keywords in various categories of resume, such as work experience, skills, certifications, education, etc, to gauge whether the candidate is suitable and matches with the job description offered by the respective company. If the keywords match with the list of approved requirements, it’s then ranked by relevance; and if it doesn’t match with the list of requirements, then the job application is automatically discarded. Therefore, to make resume ATS friendly, it is suggested that one uses the specific keywords by studying the website of the company, job roles, corporate culture and their recent achievements.

“Value your listening and reading time at roughly ten times your talking time.”

– Gerald McGinnis

3. Rehearse: All types of interviews whether face to face, video or telephonic should be rehearsed to analyze the mistakes and make necessary corrections for the final interview. By mock interviews, some of the points become evident that require drastic improvement. Also, it helps to improve the level of optimism, interest and engagement while answering the questions. It is good to look for common interview


questions and rehearse the answers. However, while rehearsing one should be careful that the responses are genuine, specific and impactful.

“The things which hurt, instruct.”– Benjamin Franklin

Person Job Fit Theory

Job fit vs. organization fit is generally the two ways of hiring a candidate. Person job fit refers to the alignment between the individual abilities and the job requirements (Wong and Tetrick, 2017). It refers to the knowledge, skills, and abilities that are required to do the job well. The theory revolves around the idea that closer match with the candidates, leads to greater job satisfaction, as well as work productivity and organizational commitment. Any candidate who fits in the job description tends to have a higher degree of work engagement and performance (Cai et al., 2018). Many managers have reported that candidates whose skills match with the job profile are able to meet their job requirements. To check person-job fit, recruiters ask questions related to competencies, capabilities, and interests. Usually fields requiring extreme critical technical skills such as engineering, medical, construction, analytics go for person job fit theory as they need to hire the people who have the skills for the job. However, the disadvantage of just using a job fit is that the employer might find someone with great qualifications, skills and knowledge but he/she might not be aligned well with the company’s vision and beliefs, leading to less engaged employees. Some of the job fit interview questions are as follows:• What job responsibilities do you usually enjoy the most?• How do you ensure that work is completed as per the target dates?• What online tools do you usually use in your respective domain?• How would you generate and analyze leads for business development?• What are the technological tools that you use while doing the work

with great precision?

Person Organization Fit Theory

Person organization fit theory refers to compatibility between the candidates and the organization. It is based on the attraction-selection-attrition theory (ASA) given by Schneider in 1987, which states that people are attracted to organizations with the same values, and organizations tend to hire such candidates who are congruent with the organization (Fan et al., 2018). Many managers have reported that employees’ person-organization fit is


important to consider during interviews as this parameter helps in attaining desired job performance, higher levels of job satisfaction, and organizational commitment (Mete et al., 2016). Recruiters apart from knowing the skills and abilities also try to gauge the comfort level of the candidate with organizational culture. Both person-job fit and person-organization fit are considered by the recruiters in the interview process to hire the most suitable employee who is able to work well while having job satisfaction. However, the disadvantage of just using an organization fit is that the employer might find someone who gels well with the organizational culture but has no skills to fulfill the job requirements. Therefore, the best hiring managers use a combination of both job fit and organization fit. Also, some companies look for employees who can be trained easily to have a win-win situation, rather than hiring rigid candidates. Some of the organization fit interview questions are as follows:• Do you like your college? What do you like/dislike the most about it?• What do you do in your leisure time?• How do you handle disappointments and disagreements?• Do you prefer to work alone or within a team?• What was the last book you read and why?

A good combination of job fit and organization fit leads to increased job satisfaction, organizational commitment, employee engagement and work productivity. To ensure the same, some employers arrange multiple rounds of interview, wherein in technical rounds, they assess the job fit and in HR rounds they assess the organization fit.

ANSWERING THE QUESTIONS

STAR Method

STAR technique helps the candidates to develop the right framework by building a meaningful story around the questions asked. STAR is an acronym that stands for Situations, Task, Action, and Results. It’s like a compelling narrative that helps the employees to know how well the aspirant fit with the job offered. The right way of using the STAR technique is to answer questions by giving two to three statements for each element. For instance, for answering the question – “Tell me a situation where you could achieve the goals even when the client was out of reach”. For answering such type of questions, candidates must focus on problem, action, and results, in order to build upon credible and logical explanations for sounding more convincing and genuine. Such answers are much deeper than just ‘yes’ or


‘no’. While answering the questions, one must try to move from negative aspects to positive orientation, by accentuating the learnings ( Gray, 2011).

STAR technique serves as a ready checklist which helps the candidates to answer the questions in the most convincing manner. The situation (S) consists of the background of highlighting the nature of work and the people involved. Task (T) incorporates the work designated and associated responsibilities. Action (A) refers to what the candidate did in the defined role while executing the task. Results (R) are all about mentioning the output of the task and the reasons for the same. Framing of answers with the STAR technique helps the recruiters to understand the job aspirants’ way of responding to issues in the future workplace. However, one must also understand that answers should not be exaggerated and candidates should not add irrelevant details, as it’s about the right combination of quality and quantity. This technique is the best way to answer the question comprehensively and share the learnings from past experiences. The desire to improvise, ideate, and learn is clearly reflected in the STAR technique, which in turn helps the job aspirant to ace the interview. Well, this technique is easy to understand, but it can only be used at its best when rehearsed properly. It’s not about impressing someone but it’s about sharing the aspects in the interview with honesty and grit.

“If you can’t explain it simply, you don’t understand it well enough.”– Albert Einstein


Personal interview is a two-way process between the interviewer and interviewee. The interviewer in this process evaluates whether the candidate is right for the job and the interviewee analyzes whether the job is right for him/her. It is an opportunity for the candidates to exhibit various competencies, skills and abilities by sharing the educational qualifications, using assertive communication skills, talking with confidence, reflecting positive attitude and people management skills. However nowadays organizations focus on both job-fit and organization-fit candidates who have the ability to meet job expectations and are also comfortable with the organizational culture. By answering the open-ended and close-ended questions carefully, candidates can avail this opportunity to exhibit their knowledge, skills, and abilities (KSAs) and personality traits for a win-win situation. The amount of time put into the preparation before the final interview usually pays off. By using 3Rs and STAR technique one can give cogent answers to the questions asked by explaining the situation, the


associated aspects and the final outcome. Employers do expect that the job aspirants come well researched and prepared to get through the series of interviews. Candidates must grab this opportunity and should leave no stone unturned before appearing for the final round, as preparation and execution are the keys to get through the interview.


1. What makes job interviews the most popular technique to hire the candidates?

2. What is the relevance of asking open-ended and close-ended questions in an interview?

3. What are the main objectives of conducting a job interview?4. Why it is important to analyze person-job fit and person- organization

fit in the interview round?5. How can you prepare for your job interviews effectively?

TEAM EXERCISE

• Objective: To understand how employers ask a series of questions to probe about the candidate’s suitability for the job and the organization.

• Time: Approximately 60 minutes• Procedure: Divide the class in two equal groups and give them a sample

job description from Naukri.com for any specific profile in a renowned organization. – Group No. 1 will explore the technical skills required for the job

and identify the key role areas. Subsequently, they need to identify the students in the class that are fit for the job based on technical skills, abilities and knowledge.

– Group No. 2 will explore the company’s website and the organizational culture and will identify the students in the class that are fit for the organization based on values and beliefs.

After discussion both the groups will share the names of the students shortlisted. The shortlisted students will explain why or why not they should apply for the job offering.

REFERENCES

Cai, D., Cai, Y., Sun, Y., & Ma, J. (2018). Linking empowering leadership and employee work engagement: the effects of person-job fit, person-group fit, and proactive personality. Frontiers in Psychology, 9, 1304.


Fan, P. (2018). Person–organization fit, work–family balance, and work attitude: The moderated mediating effect of supervisor support. Social Behavior and Personality: An International Journal, 46(6), 995-1010.

Jamil, R. & Neem, H. (2013) The Impact of Outsourcing External Recruitment Process on the Employee Commitment and Loyalty: Empirical Evidence from the Telecommunication Sector of Pakistan. Journal of Business and Management 8(2): 69–75. doi: http://doi.org/10.9790/487X-0826975.

Gardner, W.L., Reithel, B.J., Cogliser, C.C., Walumbwa, F.O., & Foley, R.T. (2012). Matching personality and organizational culture: Effects of recruitment strategy and the Five-Factor Model on subjective person–organization fit. Management Communication Quarterly, 26(4), 585-622.

Gray, K. (2011). You’re Hired! Practical Tips and Techniques for the Confident Interview. Legal Information Management, 11(1), 69-71. doi:10.1017/S1472669611000193

Kinnunen, T., & Parviainen, J. (2016). Feeling the right personality. Recruitment consultants’ affective decision making in interviews with employee candidates. Nordic Journal of Working Life Studies, 6(3), 5-21.

Manzoor, Q. A. (2012). Impact of employees motivation on organizational effectiveness. Business Management and Strategy, 3(1), 1-12.

McCarthy, J.M., Bauer, T.N., Truxillo, D.M., Campion, M.C., Van Iddekinge, C., & Campion, M.A. (2018). Improving the Candidate Experience: Tips for Developing ‘Wise’ Organizational Hiring Interventions.

Mete, E.S., Sökmen, A., & Biyik, Y. (2016). The relationship between organizational commitment, organizational identification, person-organization fit and job satisfaction: A research on IT employees. International Review of Management and Business Research, 5(3), 870.

Wong, C.M., & Tetrick, L.E. (2017). Job crafting: Older workers’ mechanism for maintaining person-job fit. Frontiers in Psychology, 8, 1548.

“Teaching kids to count is fine, but teaching them what counts is best.”

– Bob Talbert

COMPETENCIES GAUGED IN PERSONAL INTERVIEWSAfter studying this chapter, you should be able to:1. Understand the competencies required in today’s workforce2. Explain how competencies are evaluated in a personal interview3. Summarize the relationship between technical and behavioral

competencies for clearing an interview4. Prepare yourself effectively for answering the varied questions by

understanding the required competencies

10Have you ever wondered what do employers want?

Peter the member of the Marketing Club pursuing a postgraduate program, got through the very first job interview. He was always inclined to work with corporate, but didn’t know that this will happen so soon. His classmate Jack was heading the marketing club and he also appeared for the same interview but didn’t clear the final round. After taking feedback from the recruiters, the reason for the selection of Peter was clear. In the interviews, Jack and Peter faced the same set of questions. But both of them had given two completely different responses all together by using different approaches. During the interview, Jack was asked about his inclination towards marketing. He explained all the questions, the concepts, and all the key terms along with the necessary examples. Somehow, recruiters gauged that his social media profile was not that impressive. The profile offered by the company was completely about social media handling and digital marketing, but Jack didn’t have much to share about it. Also, his CV lacked basic keywords for the profile offered.

Competencies Gauged in Personal Interviews 101

He didn’t mention his collaborative assignments or projects and his style of working. Peter on the other hand explained all the answers by accentuating the situation relevant to the question asked. He shared the tools that he has used on his LinkedIn profiles and also the CV for effective online presence. He appeared to be a very creative person who thinks out of the box and believes in achieving the pre-determined objectives. He explained his active contribution to the marketing club and how he started from scratch and learned a variety of tools and techniques from his seniors by having constant interaction with them. His selection was clearly inevitable.

DEFINITION OF ‘COMPETENCIES’

Every organization in this intense competition needs to have employees equipped with competencies to perform at different levels. The classic researcher and author Drucker in 1985 defined competence as the ability of the employees to deliver superior performance in the role assigned. By utilization of competencies, organizations are able to manage the squeeze and gain a competitive advantage over the others. Competencies refer to an amalgam of knowledge, skills, and attitude (KSAs) that are associated with effective performance and can also be evaluated. In other words, competencies refer to the behavior adopted for creating a competent performance. Competencies and organizational success play an important role in organizational literature (Crook et al, 2011). Every job and workplace requires a unique set of competencies that reflects the underlying characteristics of each employee for achieving the work objectives. It is the combination of tactic, skills, behavior and, knowledge which results in better effectiveness and efficiency. Some of the competencies given by Bakanauskiene and Martinkiene (2011) are team management, self-development, planning, and organizing, stress management, accountability, analytical thinking, innovative thinking, and many more.

All the organizations strive for selecting the best candidates who can meet the organizational goals. When it comes to hiring job aspirants, who have no work experience or who have just finished their graduation/ postgraduation program often face competency-based interviews, as, without prior work experience, it is just not possible to assess the candidate’s skills mentioned in their CV or resume. Competencies evaluation helps to know the individual’s working style and can also help the recruiters to predict candidates’ behavior in the future. Usually, recruiters ask questions based on situations and expect the candidates to illustrate the answers with suitable real-life examples. In other words, questions in competency-based interviews refer to the activities conducted by the candidate at the college level and display its evidence while discussing the learning and the outcomes.


This technique is very beneficial to understand the career motivation and dedication of the job aspirant.

IMPORTANCE OF ASSESSING COMPETENCIES

To avoid excessive reliance on gut feeling, employers now focus more on finding evidence of the listed competencies that are crucial to the job position. It gives a platform to go beyond the educational qualification and know the candidate’s unique approach to doing a job-specific role. Most of the companies have a considerable number of competencies in their talent reservoir that are crucial for the success of the organization. The competencies evaluated in the interview generally include knowledge, skills, mindset, thought patterns, ways of thinking, feeling and responding, social motives, self-image aspects, and traits. As per Gaspar (2012) findings, candidates need to demonstrate competencies. However, self-promotion tactics should be exercised in a cautious way, ensuring that they are viewed as sincere.

An interviewee’s suitability is checked in the first four minutes by some interviewers and the rest of the time is spent on finding evidence to support their observations and judgments. Hiring managers look for candidates who exhibit suitable knowledge, skills and attitudes (KSAs) that match the job as well as organizational requirements. The majority of the questions, therefore, are behavioral in nature that tends to know the communication, result orientation and interpersonal competencies of the candidate.

KEY COMPETENCIES TO REFLECT

The crucial four core competencies that are evaluated by the interviewer are technical, managerial, human, and conceptual (Katz and Kahn, 1966). Technical/functional competencies refer to job-specific skills to do a particular work profile. For instance, in data analytics knowledge of software and excel refers to the functional competency. Managerial competencies are related to people and organization handling such as resources management, organizing, and planning. Human competencies are associated with knowledge, skills, and attitude for motivating and developing human resources. Conceptual competencies refer to abilities to think ahead and plan the future for business proactively. Some of the common competencies evaluated in a personal interview for jobs are as follows:1. Accountability: Accountability at the workplace is a fundamental

element of successful organizations. It is defined as being answerable at work for performing standards, fulfilling obligations, and duties.


It refers to the ownership at work and taking responsibility for the final outcomes. Accountable employees do not pass the buck to someone, rather take the charge. Accountability has a positive effect on task performance, job satisfaction, participation, and compliance. Organizations emphasize accountability to influence behaviors, norms, and appropriate social order. The interviewers like to observe the self-focused tactics of the interviewee (Barrick, 2009), where the candidate describes his/her positive qualities and exhibits responsibility and accountability. Shouldering responsibilities and not getting into the blame game, is the hallmark of integrity. Employees with a higher degree of accountability foster a culture of innovation and ensure to fulfill their responsibilities for the growth of the organization. To them being accountable is essential in life for their personal growth, as they believe in taking the onus of their actions and improvise for better results.

“A culture of accountability makes a good organization great and great organization unstoppable.”

– Henry Evans

2. Communications Skills: Communication skills happen to be the most important competency, which is required by almost all organizations across the globe. Workplace communication skills are diverse in nature as it refers to various genres including verbal, written, and now digital communication Keyton et al. (2013) stated 163 communication competencies that include effective listening, discussing, and asking questions. For instance, product-related communication refers to the ability to deliver effective presentations (Reinsch and Gardener, 2014), whereas behavior related communication skills refer to rapport building. Employers look for candidates who have professional, clear, and conversant communication skills and are able to express things back and forth. By having good communication skills, employees are able to interact and get the point across by tailoring the language and message as per the receiver. Also, by being an effective communicator, one can reduce conflicts at the workplace, eliminate the possibility of misunderstanding and keep the team working together harmoniously. Effective communicators at the workplace encourage a healthy work environment.

“Communication is the real work of leadership.”– Nitin Nohria


3. Critical Thinking: Critical thinking is considered as one of the most important competencies in the 21st century (Emily R. Lai, 2011). It refers to reasonable thinking that involves reflective skepticism for facilitating good judgment. In other words, critical thinkers question ideas and assumptions by identifying inconsistencies and errors in reasoning. While answering such questions, candidates must evaluate information by effective listening and discuss the situation and its multiple solutions. There is a strong correlation between critical thinking skills and decision making, as a well-thought decision is always based on facts, data and information. Candidates can relate to the situation they faced in the past, where a decision was based on a step-by-step approach and highlight how brainstorming helped him/her to come up with the most feasible solution. It’s always good to avoid jumping to conclusions and explain each and every possible alternative with logical reasoning. Employers values candidates that exhibit critical thinking competency as it leads to better problem solving, innovation, and helps the organizations to gain a competitive advantage.

“Critical thinking is the key to creative problem solving in business.”– Richard Branson

4. Customer Orientation: Organizations in this era of tough competition are not in a position to let their customers go. Therefore, organizations today are focusing on retaining customers along with acquiring a new consumer base. Candidates who show willingness, as well as ability in customer-oriented behavior, are preferred candidates, as they are the ones who will deliver excellent customer service (Narumon Pimpakorn, Paul G. Patterson, 2010). Best of employees see their job as helping customers, to do meaningful work. They believe in delivering empathy to customers by having a thoughtful dialogue. Best of the companies encourage in developing customer-oriented teams, who go beyond and always try to think of assisting the customers for building customer loyalty. Customer-focused interview questions are deliberately asked to know how the interviewee is able to handle challenging situations while maintaining healthy customer relationships. Also candidate’s emotional intelligence, humility and reflectiveness can help him/her to interpret customers’ expectations for a win-win situation.

“The customer’s perception is your reality.”– Kate Zabriskie


5. Functional/Domain/Technical Expertise: Domain relevant skills refer to the skills to perform a job in a specific role. Also, domain-specific skills foster a culture of creativity and innovation in the organization. Different skills and expertise are required in different domains. For instance, marketers are expected to have domain skills like negotiation, creativity, critical thinking, project management, and social media skills. On the other hand, HR job aspirants need to have domain skills in the areas of performance management, onboarding, learning and development, compensation laws, and employee management. Graduates must bring in domain-related competencies and the ability to execute it effectively (Prifti et al., 2017). Candidates should apply for the job where their technical skills are concrete. They are the indicators of one’s expertise to perform the job well by implementing professional knowledge and skills, obtained from either formal or informal education.

“The more we give importance to skill development, the more competent will be our youth.”

– Narendra Modi

6. Initiative: Initiative has become increasing essential at the workplace. Organizations these days look for our candidates who are proactive and have self-starting nature to accomplish the goals. It’s about doing things without being told and take action without waiting for someone to tell them what should be done. Also, it is observed employees who have long term career plans show initiatives and spot opportunities to develop rational persistence. Employees who do take initiative become stagnant, weary, and unproductive in a due course of time. Constant initiatives and learning from experience helps employees to keep on learning while improving themselves, as well as the processes. In interviews, sharing instances of taking initiative can help the recruiter to understand one’s scale of achievement in a real sense. Regardless of the obstacle faced, it’s good to discuss the action taken by spotting opportunities and being ‘gung-ho’ about every idea. Initiative-driven employees are able to perform at a higher level, leading to organizational effectiveness and achievement of strategic goals (Turek, Czaplinska, 2014).

“Taking initiative is a form of self-empowerment.”– Stephen Covey

7. Creativity Thinking Skills: The constant changes at the workplace are resulting in new ways of approaching the gaps and finding creative


solutions by transforming innovative ideas into reality. Creativity in the workplace context refers to solving a problem innovatively for increasing productivity. Employees with a creative bent of mind are often high performing employees, who act as a catalyst for collaboration and effective solutions. Creative employees are often seen embracing challenges and take reasonable risk to see how their idea works. This thoroughness often results in employee engagement at the workplace which improves overall team performance as a whole. By using the STAR technique interviewees can accentuate strong creative skills to gain an edge over others. For such questions, it is important to quantify with examples to make oneself stand out in the intense competition. For instance, by sharing how the creation of a shared google sheet helped your team is a reflection of using creativity for better outcomes.

“A creative man is motivated by the desire to achieve, not by the desire to beat others.”

– Ayn Rand

8. Interpersonal Skills: Interpersonal skills are applicable to all levels of management. Many employers have specified a strong preference for candidates who possess interpersonal skills (Hogan et al., 2013). Some also consider interpersonal skills as life skills as they help to relate to others. Good interpersonal skills are necessary for relationship management at the workplace for the mutual exchange of ideas and information. All the employees at the workplace are comfortable interacting and seek assistance from those who are adept in interpersonal skills. Best of leaders at the workplace have excellent interpersonal skills for managing teams effectively and enhance professional relationships for meeting the organizational goals. Recruiters are able to gauge the candidates’ ability to work with others by evaluating active listening, communication style, emotions management and dependability on others. Interpersonal skills have a positive impact on employees’ performance (Syahrudin, 2018).

“Every interpersonal situation has a solution in which everyone wins.”

– Del Close

9. Logical Thinking: Logical thinking helps the employees to take relevant decisions based on facts and figures rather than emotional or gut feeling. The Greek word ‘logic’ means reason. In this intense competition, most


organizations now take decisions based on logic rather than emotions or gut feeling. For instance, an effective salesperson is the one who uses logical reasoning by using all the structured steps such as prospecting, preparing, approaching, presentation, negotiation, closing, and follow-up. In other words, logical thinking refers to cause and effect, in order to focus on the bigger picture. Recruiters seek logical employees to ensure a smooth decision-making process. Logical thinking skills are also significant in terms of career development, as they help you reason, prioritize, solve problems, and generate bias-free results by setting aside the assumptions.

“We cannot solve our problems with the same thinking we used when we created them.”

– Albert Einstein

10. Result Orientation: An ideal employee is result-driven and takes all the necessary steps to achieve the objectives. In many careers especially management, and law, result orientation is one of the key competencies that employers look for. Employees with result orientation skills focus on each and every detail of the tasks, set time-specific goals, and have a clear picture for accomplishing the short term as well as long term goals of the organization. In other words, it refers to the skills of converting the plan into action and proactively search for better solutions by learning from past experiences. Most of the leaders have a result-oriented approach for attaining the goals (Lin et al., 2014), as they are able to precisely define the anticipated result beforehand. In the interviews round, one exhibit result orientation towards the work assigned by discussing SMART goals (Specific, Measurable, Attainable, Relevant, and Time-Bound).

“Numbers have an important story to tell. They rely on you to give them a clear and convincing voice.”

– Stephen Few

11. Self-Motivation: Mangers now recite the mantra of having self-motivated employees in their organizations. Self-motivated or intrinsically motivated employees work for their interests, passion, and pleasure. They are intrinsically interested in their work profiles and possess an internal drive to complete the task without any external prodding and handholding. Some of the universities abroad


have revealed a positive correlation between self-motivation and work performance. By exhibiting self-motivation competency in the interview, employers assume that the candidate will work with full commitment and dedication. Also in this era of constant changes, employees should be self-motivated (Sumukadas & Sawhney, 2004). Self-motivated employees foster a culture of employee engagement, which is crucial for organizational growth. They proactively work with the internal drive without the intention of getting extra rewards. Self-motivated employees are most likely to be the top performers who achieve a better return on investment.

“Push yourself, because no one else is going to do it for you.”– Unknown

12. Team Management: The entire structure of work now revolves around team and workgroups. In a multicultural environment at workplaces, teamwork is more than just working together in a group. Teams consist of people having different outlooks, backgrounds, and abilities. Teamwork requires collaboration, cooperation, conflict management, and shared cognition amongst all the members (Tiffany Bisbey and Eudardo Salas, 2019). It is a multifaceted phenomenon that requires constant interaction and engagement for promoting workplace synergy. Many organizations are now shifting their focal point from leaders to the teams to meet the ever-changing demands of the business climate today. Organizations now are looking out for people who work together for the greater good by envisioning new solutions and learning from others. Candidates in the interviews can mention the accomplishments of their team projects while discussing the opportunities to work with other members by resolving differences and consensus-building.

“The strength of team is each individual member. The strength of each member is the team.”

– Phil Jackson


To meet employers’ expectations now candidates need to work on competencies development and be professionally competent for modern business organizations. Competencies are the layers of KSAs along with underlying traits and motives to perform a particular task in the most effective and efficient manner. Today organizations need employees who


are able to manage change, as the change is the only constant. To sustain in this environment of constant change, the companies need to hire drivers of superior performance with the right competencies who can help the organizations grow and achieve competitive advantage. The organizations now go beyond the technical skills and knowledge to hire someone who can successfully perform the tasks. Many renowned companies are now investing in competencies development of their employees to accelerate organizational development. Job aspirants should reflect competencies in their interviews in order to get selected in the respective companies. They should also use the STAR technique to explain the competencies in detail while focusing on the job description and the company’s corporate culture. The traditional selection criteria for hiring do not predict the employees’ performance effectiveness. The job role now is not limited to skills and knowledge, but also the personal characteristics of the employees. So, competencies are the future of hiring and training in years to come.


1. What are competencies?2. What are the common competencies evaluated by the HR managers in

the personal interview?3. How one can use an amalgam of technical and behavioral competencies

to clear the interview?4. Why managers today more attention to candidates while making the

final hiring decisions?5. What is the right way of answering the subjective questions asked by the

interviewer?

TEAM EXERCISE

• Objective: To learn about reflecting competencies in a job interview as per the given job description and workplace culture

• Time: Approximately 45 minutes• Procedure: The team exercise is to be done in a group of three. Each

group is assigned one of the following roles:– Alexa plays the role of the HR manager who intends to select a

suitable candidate for the profile ‘Digital Marketing’. She has got a work experience of 15 years in the HR domain – Talent Acquisition.

– Camila plays the role of an interviewee who has applied for the digital marketing profile and intends to get selected in the company. She is pursuing the final year of post-graduation in management.


– Peter plays the role of a trainer, who first guides Camila and explains the digital marketing competencies to gain an edge over others.

– Task: In the initial 25 minutes, all the group members need to understand the digital marketing competencies and go through the job responsibilities in this role on various job portals. Each group then conducts a mock interview of 20 minutes to decide whether the job aspirant looks suitable for the profile offered. After the completion of the interview, Peter describes the interview questions and the answers given. The entire class then discusses the responses given by Camila and suggest improvements.

REFERENCES

Bakanauskienė, I., & Martinkienė, J. (2011). Determining Managerial Competencies of Management Professionals: Business Companies Managers› Approach in Western Lithuania Region. Organizacijų vadyba: sisteminiai tyrimai (60), 29-43.

Barrick, M.R., Shaffer, J.A., & DeGrassi, S.W. (2009). What you see may not be what you get: relationships among self-presentation tactics and ratings of interview and job performance. Journal of Applied Psychology, 94(6), 1394.

Bisbey, T.M., Reyes, D.L., Traylor, A.M., & Salas, E. (2019). Teams of psychologists helping teams: The evolution of the science of team training. American Psychologist, 74(3), 278.

Crook, T.R., Todd, S.Y., Combs, J.G., Woehr, D.J. & Ketchen, D.J. (2011). Does human capital matter? A meta- analysis of the relationship between human capital and firm performance. Journal of Applied Psychology, 96: 443-456.

Gaspar Robert (2012). A Study on the Perception of Human Resource Executives On Competency Mapping for the Superior Results. International Journal of Social Science Tomorrow, 1(8).

Hogan, R., Chamorro‐Premuzic, T. and Kaiser, R.B. (2013), “Employability and career success: Bridging the gap between theory and reality”, Industrial and Organizational Psychology,Vol. 6, No. 1, pp. 3-16.

Katz Daniel and Kahn Robert (1966). The Social Psychology of Organizations. John Wiley & Sons, New York.

Keyton, J., Caputo, J.M., Ford, E.A., Fu, R., Leibowitz, S.A., Liu, T., & Wu, C. (2013). Investigating verbal workplace communication behaviors. The Journal of Business Communication (1973), 50(2), 152-169.

Lai, E.R. (2011). Critical thinking: A literature review. Pearson’s Research Reports, 6, 40-41.

Lin, S., Lamond, D., Yao, Y.H., Fan, Y.Y., Guo, Y.X., & Li, Y. (2014). Leadership, work stress and employee behavior. Chinese management studies.

Pimpakorn, N., & Patterson, P.G. (2010). Customer-oriented behaviour of front-line service employees: The need to be both willing and able. Australasian Marketing Journal (AMJ), 18(2), 57-65.


Prifti, L., Knigge, M., Kienegger, H., & Krcmar, H. (2017). A Competency Model for “Industrie 4.0” Employees.

Reinsch Jr, N.L., & Gardner, J.A. (2014). Do communication abilities affect promotion decisions? Some data from the c-suite. Journal of Business and Technical communication, 28(1), 31-57.

Sumukadas, N., & Sawhney, R. (2004). Workforce agility through employee involvement. Iie Transactions, 36, 1011–1021.

Turek D., Czaplińska I. (2014), Praktyki ZZL, klimat organizacyjny i postrzeganie wsparcia menedżerskiego a zachowania obywatelskie pracowników, “Organizacja i Kierowanie”, nr 4 (164)

Syahrudin, H. (2018). The Effect of Interpersonal Skills on Performance of Regional Secretariat Employees in Kapuas Hulu Regency. Jurnal Terapan Manajemen dan Bisnis, 4(2), 192-201.

Section Six

WORKPLACE ETIQUETTE

“A healthy attitude is contagious, but don’t wait to catch it from others. Be a carrier.”

– Tom Stoppard

MANAGERS’ EXPECTATIONSAfter studying this chapter, you should be able to:1. Discuss the diverse roles of a manager at the workplace2. Explain the features of four generations cohorts working together3. Know various types of organizational culture

11What do bosses expect from their employees?

Susan was an extraordinary student, extremely talented and proactive as well. She used to participate in the majority of the activities and competitions conducted by the college. Also, she was on the core committee of a few clubs at her college. Looking at her openness to learning made everyone believe that Susan will certainly grab a good job in campus placement. Susan appeared in the placement process of few companies and made it through various rounds of selection. She was selected by a couple of companies and decided to join one of them. In the initial two months, she failed to understand managers’ expectations. The workplace had a diverse workforce and she was quite new to this kind of a set-up. She also was unable to get clear directions from the colleagues, leading to confusion and delay in work. Eventually, she realized that she needs to first understand the pulse’ of the organization and observe people around, to make better decisions.


MEANING OF ‘WORKPLACE ETIQUETTE’

Many people might have heard about the word ‘workplace etiquette’ many times in their day to day life. However, very few might have wondered what exactly the meaning of the word ‘etiquette’ is? When most people think about this term what flashes in their mind is knowing which fork to use for dinner or how to speak in a formal meeting or treating a lady with mannerism. It is definitely all of these, but it has much more than what it is generally thought of. Etiquette is a word for simple kindness. Workplace etiquette is a set of implicit code that governs the social conduct of an employee at workplace whether old or new, which is expected without any exchange of words between the management and the staff. It guides an individual to behave in a situation, trifling or piffling and the way to handle it. It includes a wide range of aspects such as dress code, using technology during working hours, communication, healthy work relationships, and many more (Patricia Rossi, 2011).

Now the question is, at what times during the work hours is it needed to follow the code of conduct? The answer to this would be, at all times, beyond the working hours also. It is expected to follow the code of conduct from the time job search starts to the time employee leaves the company forever and after that as well. Someone talks loudly on personal calls, gossips, or lacks punctuality, this behavior does not necessarily make that particular employee an awful person, but such acts will reflect poorly on him.

For establishing a professional image amongst colleagues, vendors, clients, or even boss, need to have positive and lasting relationships that are authentic, the employee should have decent behavior. On the flip side, casual behavior and conduct can damage the reputation and career, thus limiting the opportunity and growth. There are instances where a person who bothers less about following the code is castigated and is usually not welcomed in the high-performance groups. D. Carmelita (2014), as many professional experts hold the belief that the code of conduct and the quality of industry are complementary to each other.

In this epoch, globalization is seen replacing geopolitics. Due to which at workplaces diversity is witnessed not only in terms of age, gender, caste but also culture and nationality (Ephraim Okoro, 2012). Every part of the world today is multicultural (Norine Dresser, 2012). Under such a varied environments, it becomes very important for one to be sensitive in terms of their conduction and behavior. It leads to sustainable business relationships across nations as well. Following the workplace, etiquette makes an individual

Managers’ Expectations 117

look cultured that will be recognized and appreciated wherever he goes. It teaches the way to talk, walk and most importantly behave at the workplace. It is essential for an everlasting first impression. And it is a known fact that the first impression lasts forever. For many golden opportunities likelihood of getting a second chance to improve the mistake is bleak. The way of interaction with superiors, subordinates, colleagues, parents, and friends speaks a lot about the personality and upbringing of an individual. It also enables to earn respect and appreciation in personal and professional life.

Imagine about an employee who does not know how to speak or behave publicly or someone who drafts unprofessional emails, how far will he be able to make it in his career. Will he be able to make it to a leading position? The answer is quite predictable. These trivial reasons are enough to miff the manager. To inculcate a feeling of trust and loyalty with the manager, to show a sense of responsibility and maturity, and to create a strong team, an employee should follow the workplace etiquette.

“Etiquette can be at the same time a means of approaching people and of staying clear of them.”

– David Riesman

MANAGERIAL ROLES AND ORGANIZATION CULTURE

In common parlance, a manager is considered as a person who is responsible for controlling or administering an organization or a group of staff. Henri Fayol (General Theory of Business Administration, 1949) believed that the management consists of five functions, i.e. planning, organizing, commanding, coordinating, and controlling. Classical Management Theory (the 1900s) believes that the workers only have physical and economic needs which reflected that the role of a manager was majorly administrative in nature. But with the changing times and the demands of the industry, the role of a manager has witnessed a paradigm shift. A manager is seen wearing various hats on the same day thus making the work more promising and challenging at the same time.

Henry Mintzberg Canadian academician and author of numerous books on management; came up with ‘Model of Managing’ in the year 2009. In this model, he argued that the work of a manager is not just controlling or doing or analyzing or decision making and henceforth. Instead, it is a combination of all of these acts and more. In his model he has emphasized three aspects majorly, working with and through information, people, and taking actions. He has classified 10 managerial roles into three categories,


viz., interpersonal roles, informational roles, and decisional roles. Under interpersonal roles a manager has to act as a figurehead where he has to discharge his social and legal responsibilities; as a leader who motivates, inspires, and guides; as a liaison where he is expected to communicate with external and internal contacts. Under informational roles a manager acts as a monitor, disseminator, and a spokesperson and is responsible for understanding the organization’s external and internal environment, communicating the information to other members in the organization, and act as a representative for his/her organization. Under decisional roles, he has to be an entrepreneur, disturbance handler, resource allocator, and negotiator.

Having reflected upon the diverse set of roles performed by the managers it is sure that they are crucial to the success of the organization. Despite of change in role of the manager over time, there is one function that has been a part of their role in all times and that is serving as a bridge between the top management and the front-line employees. The managers have to play in both arenas, management also and staff also. He should have the skills to function with both groups.

There has been a great shift in the ways the management has evolved over the years and thus the expectations arising from its employees. There has been a noteworthy advancement in the 21st century in myriad ways. This century has witnessed advancement in technology, where the world was introduced with mobile devices for communication, with more evolved computers and their adoption at workplaces.

Over the years, the scholars through their empirical research have laid the shreds of evidence showing that the efficiency and productivity levels in an organization are affected by its culture (Bruce M. Tharp, 2009). The style of management also gets affected by the culture adopted in an organization. The expectations of managers from its employees will vary with variation in the culture adopted at the workplace. There are four organization cultures viz-á-viz, hierarchy, clan, market and adhocracy. In each of the culture, the expectations of the managers will be different from its employees. Besides, the managers would look for such candidates who would easily collaborate in the team and produce optimum results for the organization. The following discussion delves into the expectations of managers in different organization cultures: 1. Hierarchy Culture: The managers in the organizations who have adopted

this culture, value a defined structure for decision making and control. The work and the employees in such organizations are governed by the rules, regulations and the set procedures drafted by the stakeholders.


The managers would hire people who believe in a formal and stable work environment. These organizations believe in ‘doing things right.’ Famed companies like Bharat Heavy Electricals Limited (BHEL), Ford Motor Company and McDonald’s follow hierarchy culture.

2. Clan Culture: This culture promotes collaboration and focuses on people rather than on competition. The managers heading such organizations give importance to flexibility and communication to lead the team. At the same time, they expect the employees to utilize the given flexibility and empowerment to collaborate their ideas with the team and produce the best results. Such organizations believe in ‘doing things together.’ Companies like Max Life Insurance, Tom’s of Maine and Zappos runs on the clan culture.

3. Adhocracy Culture: This work culture emphasizes flexibility and dynamism. The managers appreciate the innovative minds as the business environment is volatile in nature. The managers expect their employees to keep themselves updated with their surroundings and about the new developments. Employees who are risk-takers and who believe in experimentation are welcomed. Such organizations believe in ‘doing things first.’ Renowned company Google and Infosys follow adhocracy culture.

4. Market Culture: This culture, unlike the other three cultures, is aggressive. The companies operating in this environment compete with each other through cut-throat-competition. The managers of such combative organizations expect their employees to be result-oriented. Such organizations believe in ‘getting the job done.’ Thus, the employees need to be highly competitive to survive and subsequently outperform at their workplace. Intex Technologies, Amazon and Apple under Steve Jobs are a few examples of organizations working under market culture.

“Connect the dots between individual roles and the goals of the organization. When people see that connection, they get a lot of

energy out of work. They feel the importance, dignity and meaning in their job.”

– Ken Blanchard

Organizational culture is one of the decisive factors in the selection of a candidate for a particular position. The traits and skills of people working in diverse organizational cultures are different. As discussed above, the managers working in varied cultures will have distinctive traits. Thus,


the expectations of the different managers will also be ranging. It becomes important for aspiring employees to train themselves in a way that they imbibe the skills which are demanded by their company and its managers for surviving as well as for growing in that culture.

With the evolution of mankind and a plethora of changes observed in the last decades, the change in human behavior has also been observed. During the post-independence scenario when industrialization began in India, the industrial sectors were majorly under the control of the government who favored the hierarchy culture back then. With few traces of clan culture being followed by companies like Reliance and TISCO. When the major crisis hit the Indian economy in 1991, the government had to pave a way for the Reform Policy 1991 with LPG-Liberalization, Privatization, and Globalization as the main focus. Beyond that major shift, the MNCs were allowed in the country, and India was introduced to adhocracy and market culture.

“Empowerment is what managers do to people. Engagement is what managers do with people.”

– Henry Mintzberg

MANAGERIAL ROLES AND DEMOGRAPHY COHORT

Besides the organization culture, another facet affecting the management style is the generational differences. The managers from distinct generations show a pattern of variation in management approach and the expectations from its employees, which can be due to the commonly shared events of life. In today’s epoch, the Indian workplace is witnessing the contribution of four demography cohorts, namely Baby Boomers (1946–1964), Generation X (1965–1980), Generation Y-Millennials (1981–1994), followed by Generation Z (1995+). It is fascinating to observe the presence of multi-generational task force at a workplace and the inter-generational collaboration that is a challenging endeavor (Srinivasan, V. 2012). 1. Baby Boomers: Also known as Free-Gens, baby boomers were born

during 1946–1964. The managers belonging to this cohort are hardworking and devoted to work (Chi et al., 2013). They also believe in stability and working with one organization for the entire life. The managers who believe in the concept of lifetime employment and work would expect their employees to be loyal and diligent. These managers feel that the younger people at the workplace should be serious towards their work and respect the organization hierarchy. So the employees


working with baby boomer managers should respect them for their seniority and experience. Celebrated business tycoon, Warren Buffett, CEO of Berkshire Hathaway is a baby boomer.

2. Generation X: People from this generation are born during 1965–1980. The managers from this peer group are flexible and open to change. Their focus is on job satisfaction. Unlike baby boomers, they believe in work-life balance and do not believe in devoting the entire life to work. The employees who wish to work with managers from this generation should be open for learning and trainable. The employees who are reluctant to take feedbacks can face friction with such bosses as these managers are themselves open to critique for improvement. The employees who believe in the power of change will get well along with them. Satya Nadella, CEO of Microsoft belongs to generation X.

3. Generation Y: This generation is popularly known as millennial and is born during 1981–1994 and started their career somewhere around the 2000s onwards. Millennials in the workforce have become the buzzword. The managers belonging to this cohort value diversity as they have a global mindset. They are techno brilliant themselves so the team they create also has smart workers. The managers from this generation believe in work-life balance more than any other generation (Murray, A., 2011), so the environment they create at the workplace promotes work-life fit. An employee who is a workaholic is usually not welcomed by such managers as they believe in efficiency and quality rather than quantity of work and working for long hours. Besides the abovementioned traits, the employees who are adaptable, moving, team player and multitasking will work in amity with their managers at workplace. Mark Zuckerberg, Co-Founder and CEO, Facebook is a millennial.

4. Generation Z: Generation Z of the generation cohort refers to those who are born after 1995. Generation Z is determined to make their own ways and paths and enrich their life with experiences. To date, no other generation except Generation Z has been more accepting and open-minded (Pew Research Center, 2014). They are considered as initiators who love to work with challenges around, have a practical outlook, and are extremely ambitious (Bencsick et al., 2016). They have a lot of expectations and are inclined more towards experience. They are able to do multi-tasking while being productive at the same time. They look forward to work in a collaborative environment and solve the issue for a better today. This generation is more entrepreneurial in nature, less driven by money and also they want to be heard at their


workplace. Catherine Cook, founder of MyYearBook.com belongs to Generation Z.Steering through the segmented generation at the workplace provides

a proposition that the managers from varied demography cohort have a separate set of traits that is acquired by them during their years of growth, pertaining to the external factors. The baby boomers have witnessed the post-independence era where the family influenced most of the decisions of their children, followed by Generation X who have witnessed education taking an upper hand over the caste system. Generation Y witnessed a majority of reforms around them along with more opportunities when geographical boundaries vanished virtually due to the adoption of globalization in the country (Srinivasan, V. 2012). And Generation Z are now a part of the gig economy who work well in a collaborative and innovative work environment. As per various scholars and researchers, managing the workplace with a multi-generational workforce can create unrest and complications.

There is no single yardstick which can be used to manage the multi-variational workforce at the workplace. As there is no one size fits all, the relevance of training is gaining more importance. Considering the training requirements of the employees, they are trained in the probation period for a stipulated time, before they finally join the team. Few good organizations also consider psychometric tests as the eligibility criteria for selecting a candidate to save their time, money and efforts. Now the question is how it works? In the past few years, Human Resource Management has gained importance and it is introduced as a specialization in many national and global universities as well. One of the main jobs of the Human Resource Management Department (commonly known as the HR department) is to find ‘right fit for the right job’. This means that the person who is eligible to handle a particular post in terms of qualifications, required skills and behavioral traits should hold the position leaving behind nepotism as the age-old method of filling the vacancy. Along with gauging the IQ (Intelligence Quotient) of the candidate, the EQ (Emotional Quotient) is counted. To take advantage of multigenerational differences, it is inevitable to value the variations and uniqueness of it.

“Only when diverse perspectives are included, respected and valued can we start to get a full picture of the world.”

– Brene Brown


Nowadays, few renowned companies use psychometric tests to know the skills set in a candidate to match it with the right job. As per the researches, it has been observed that the MNCs use these tests more than Indian companies as a formal selection (Subhash C. Kundu, 2012). Many leading companies use psychometric assessment to weed out the candidates who are not fit to be taken to the next stage of recruitment, like Deloitte, JPMorgan, Procter & Gamble, Hewlett Packard, Ford motors, to name a few. To match the demand and the pace of the companies, the colleges are also coming up with training modules to train the students at workplace on developing their emotional intelligence (EI). It is needless to say that with each passing year the managers’ expectations from the candidates to be good at EI are increasing. As per the survey by the Society for Human Resource Management, Virginia, the United States, published in 2020, 18% companies use psychometric testing in the hiring process and this percentage is increasing at the rate of 10-15% per year.

Thus the candidates should make sure to work on their emotional intelligence to live up to the expectations of its managers. The managers believe that people with high EI create a positive, stress-free work environment and are also good at maintaining the healthy long-term relationships at work.

To excel at the workplace it is good to do thorough research of the company, its culture, the managers and their expectations. The employees need to be ready with their findings and research before getting into the workplace. This, help them to gel with the colleagues and understand the ways of doing the work.

SUMMARY AND IMPLICATIONS FOR NEW ENTRANTS

A manager is entrusted with diverse roles that lead to achieving the goal of the organization. Any manager would create a team who can help achieve the organizational objectives. With the shifting times, it is clear that it takes more than a degree to make a career and excel at it. Thus, an employee or a prospective employee who follows the code of conduct, knows how to behave with colleagues and respond accordingly.

It is interesting to note that in different work cultures the manager’s expectations would vary, thus making it daunting for the prospective employees to meet them. Not only this, there is a diversity at workplace in terms of generation as well, making the applicants’ job all the more subtle. By being emotionally intelligent, one can help steer through the expectations of the colleagues and superiors, successfully. It is not a hidden fact now that people who are assertive, empathetic, socially aware, adaptable,


self motivated, optimistic are successful. Among the top skills-adaptability, flexibility, emotional intelligence, cultural intelligence, diversity has been marked as the most demanded. In addition to this having the growth mindset, openness to learn and experiment, having a curious mind and learning from mistakes are the ways to climb the ladder and gain competitive edge over others.


1. What is workplace etiquette?2. How does the organization culture affect the manager’s expectations

from its employees?3. “Professional experts hold the belief that the code of conduct and the

quality of industry is complementary to each other.” Elucidate.4. Hoe one can work successfully with diverse generations?

TEAM EXERCISE

• Objective: To understand the variation in expectation of managers within the teams in the organization

• Time: 2 days• Procedure:

1. Identify the managers in different departments at your workplace.2. Classify them under the four headings, Baby Boomers, Generation

X, -Generation Y and Generation Z.3. Make a presentation classifying the expectations of each of the

managers belonging to each generation cohort.4. Compare the variation in expectations of the managers from their

employees and discuss.

REFERENCES

Academic Conferences and Publishing Limited. Rossi, P. (2011). Everyday etiquette: How to navigate 101 common and uncommon social situations. St. Martin’s Griffin.

Bencsik, A., & Machova, R. (2016, April). Knowledge Sharing Problems from the Viewpoint of Intergeneration Management. In ICMLG2016 – 4th International Conference on Management, Leadership and Governance: ICMLG2016 (p. 42).

Carmelita, D. (2014). Impact of Business Ethics on the Performance of the Businesses. Scholedge International Journal of Business Policy & Governance, 1(1), 23-35.

Okoro, E. (2012). Cross-cultural etiquette and communication in global business: Toward a strategic framework for managing corporate expansion. International Journal of Business and Management, 7(16), 130.


Tharp, B.M. (2009). Four organizational culture types. Hawort Organizational Culture White Paper.

Chi, C.G., Maier, T.A., & Gursoy, D. (2013). Employees’ perceptions of younger and older managers by generation and job category. International Journal of Hospitality Management, 34, 42-50.

Srinivasan, V. (2012). Multi generations in the workforce: Building collaboration. IIMB Management Review, 24(1), 48-66.

Rajesh, S., & Ekambaram, K. (2014). Generational diversity in the Indian workforce: an Exploratory study. International Journal of Managerial Studies and Research (IJMSR), 2(7), 54-64.

Murray, A. (2011). Mind the gap: Technology, millennial leadership and the cross-generational workforce. The Australian Library Journal, 60(1), 54-65.

Kundu, Subhash C; Rattan, Desh; Ved Pal Sheera; Gahlawat, Neha (2015). Journal of Organisation and Human Behaviour; New Delhi, Vol. 4, Iss. 4, n/a.

Pew Research Center (2014). Millennials in adulthood: Detached from institutions, net-worked with friends. Retrieved from http:// www.pewsocialtrends.org/2014/03/07/ millennials-in-adulthood/

“Act as if what you do makes a difference. It does.”– William James

TEN BEHAVIORS TO FOLLOWAfter studying this chapter, you should be able to:1. Explain the important behaviors at the workplace 2. Explain the relevance of good work habits3. Differentiate between good and a great employee4. Establish the relationship between workplace etiquette and career

success

12What do bosses notice in their employees or prospective employees?

Ray was a mediocre performer throughout his academic career but whenever he was exposed to the practical aspect of the concepts he used to deliver the results. He had a curious mind and believed in learning new things and embracing change. He loved to learn the practical things and was always found participating in numerous co-curricular activities. He was not participative in the class, especially in core academic subjects, but loved to read and watch the recent news and development related to his area of interest. During the campus placement, Ray appeared for two best companies which were also his most preferred companies. His friends and professors had little hope for him getting selected. To everybody’s surprise, he was selected by both the companies.


Ray’s professors were surprised and out of curiosity wanted to know what worked for him in getting placed for both the posts he applied for. After taking his feedback they realized that openness to learn and the ability to ideate helped him to sail through the process successfully. Though he was not academically strong but was tenacious and resilient. Ray was extremely happy and was now confused in deciding the company that is suitable for him!

THE TEN BEHAVIORS

In the year 1995, Daniel Goleman coined the term emotional intelligence and since then it is gaining more importance than ever. He argued that EQ (Emotional Quotient) is more important than IQ (Intelligence Quotient) at the workplace. Emotional intelligence is related to positive outcomes (Miao, C., Humphrey, R.H., & Qian, S., 2017) as the emotions of a person lead to his behavior. It is important for the HR department to ensure that the individual’s behavior matches with the company and with job profile, to maximize the return on human capital. In short, they seek to find the right fit for the right job. Countries like the UK and the USA have been using the psychometric test at an extensive scale. Few companies and training institutions in India have started using them for better decision making. As per a survey, 75% of Times Top 100 companies use psychometric testing during recruitment including companies like Microsoft, JP Morgan, and Hewlett Packard, to name a few. Another survey conducted in 2018 by the Society for Human Resource Management revealed that 18% of companies use psychometric testing and this percentage is increasing by 10–15% every year. More companies each year are taking up the psychometric tests to know the behavior of the employees for ensuring a long-term, loyal, and productive collaboration. The recruiters ask probing questions from the candidates and wish to know their behavior to make the decision making more effective.

Office etiquette might differ from country to country, culture to culture, and company to company. For instance, there are work cultures where using mobile phones is considered as a waste of time but for generations like Digital Natives and Millennials who are born in the era of technology, find it difficult to keep their hands off it for a long period of time. So, they have found out ways to work on technology-driven devices.

Despite of all the debates, there are a certain set of behavior which is all-pervasive and is considered as an indicator of professionalism at the workplace:1. Honor Time: At certain times it is seen that people who are technically

brilliant also get fired or do not get a job they aspire for which they

Ten Behaviors to Follow 129

are certainly confident. The employees reporting late to the office can be considered as a sign of casual behavior. Managers would expect the empoyees to show up on time for the interview. Similarly valuing time is appreciated by the managers whether it is about reporting to the office in the morning or attending an official meeting or completing the assigned work. In certain studies time perspective is considered as a personality trait (Gupta, R., Hershey, D. A., & Gaur, J. 2012). Working from 9 to 5 doesn’t mean to arrive at 9 and leave at 5. It rather means, actually utilizing the work time judiciously and productively. Spending 15 minutes extra at the coffee machine or returning 30 minutes late from the lunch break reflects a carefree image of that person. Spending 15 minutes daily on a personal call would make it to over 90 minutes of unproductive time in a week. The majority of the organizations are customer oriented and want to create value for their customers. To provide that value to them the skills possessed by the employees also create a chain effect (Pluta, A., & Wojcik, G.P. 2015). It is noteworthy that the time is free but priceless.

“The key is in not spending time, but in investing it.”– Stephen R. Covey

2. Teamwork Skills: Individual commitment to a team effort makes a company work effectively. An organization is such an arrangement where nobody can work in isolation. It is the combined effort and commitment of each individual member that brings results to the company. Teamwork skill is a demanded skill in the industry (Al-Alawneh, 2011). There are certain people who are better performers as individual players than working in teams. But while working in an organization it is next to impossible to take all the tasks individually. Organizations always expect their employees to consider organizational benefits over individual benefits. While working in a team the individual members are expected to respect each other and be sensitive to others’ concerns, they should hold accountability, share their ideas, spread positivity, be open to learning and take criticism in a healthy way. Managers prefer a team which is cooperative agreeable, supportive and collaborative (Robles, M. M. 2012). Employees, who are not open to learning, not comfortable working in teams, and are often seen rigid.

“If everyone is moving forward together, then success takes care of itself. ”– Henry Ford


3. Self-Motivation: There are several theories for motivating the employees like Maslow’s Hierarchy of Needs, Herzberg’s Two Factor Theory, and many more, which are used by the managers. All the employees cannot be taken under the same cloak as a motivating factor for different employees is different. For instance, if one employee is motivated by money, the other might be motivated by appreciation. (Quratul-Ain Manzoor, 2012). One of the HR goals is to keep the employee motivated. But this makes the job of an HR manager critical, as he has to identify the motivating factor for each of its employees.

Nowadays, being a self-motivated person is among one of the highly demanded aspects in an employee. In the existing times, the concept of intrapreneurship is outspreading. Besides other employability skills, the intrapreneurial skills are coveted by corporate in an employee as it saves them time, money, and efforts of the managers. Mangers need not spend time motivating their employees extrinsically rather they would involve themselves in research and innovation. The intrapreneurs are looked at as leaders and one attribute needed in a leader is self-motivation. Such an employee does not need hand-holding, they are proactive and above all intrinsically motivated. They know how to achieve their goals and they also do not need reminders to complete the task before the deadline. The managers always wish to have self-motivated people in their teams as the driving efforts of people are needed to accomplish the organizational goal. Among various determinants of productivity, self-motivation is an important one.

“Motivated people always find a way. Unmotivated people will always find a way not to.”

– Ed Latimore

4. Goal Orientation: An employee who has a clarity of the goals is no less than a critical factor to success for an organization. Such people rather than focusing on the processes focus on the goal. The goal-oriented employees know, how to strategize, set the goals, review the progress and reset the strategy to achieve the desired goal. Fred C. Lunenburg (2011) stated in his findings that goal orientation ensures commitment which results in effective results. It has also been discussed in several types of research that goal setting is the cardinal delineation of many motivational theories like Maslow’s (1970), Herzberg’s (2009), Bandura’s Social Cognitive theory (1986), and more. This makes the reason for choosing goal-oriented candidates over other candidates


during the recruitment process explicitly. Irrespective of the industry or post, the goal-oriented employees are considered to be motivated and focused employees.

These days the organizations invest in training its employees due to the fact that the work is done through people and the efforts of employees produce results. Educated and well-informed employees always contribute better. They try to achieve the organization’s goal through the individual goal. If we look back this way, an organization’s goal can be achieved when the group goal is achieved which is the result of individuals’ goal achievement (Chadwick, I. C., & Raver, J. L. 2012). The managers are thus clear about having goal-oriented employees as their main motive for effective results.

“If you want to live a happy life, tie it to a goal, not to people or objects.”– Albert Einstein

5. Accountability: The managers appreciate the employees who hold themselves accountable for their actions, behavior, decision making, conduct, and also results. The accountability to attend the meetings in time, maintaining the standard of communication with outsiders, reporting to the office in time, meeting the deadlines, can be a few of them. Being accountable demands the employees to be consistent, and this helps the managers to maintain discipline at the workplace. The accountable employee is reliable, resourceful, and conscientious (Robles, M. M. 2012). Such employees are focused and align with the objective of the organization easily. They work in amity with their team and also promote task and interpersonal behavior within their teams (Amy L. Brownlee, Stephan J. Motowidlo, 2011). It is observed that few managers do not favor the concept of accountability in the work culture due to varied reasons. More accountability hampers democracy, freedom to work, and leads to subterfuges (Papadopoulos, Y. 2010). On the contrary few researchers strongly hold the view that when an individual is held accountable; they prove to be making good decisions. For the unity of direction, a high level of trust among the members of the team and for productive engagement incorporating accountability is a wise decision. Thus, the managers usually look for prospective employees who could comfortably align with such work culture.

“Accountability is the glue that ties commitment to the result.”– Bob Proctor


6. Respect Deadlines: Time management skill is one of the highly demanded employability skills by any organization. Successful managers hold the view that time management is life management. The organization runs through a framework. And to accomplish the set goals, a series of tasks and projects should meet the successful completion within the stipulated time period. As the managers are entrusted with managing these tasks efficiently, they look for such members in their team who could help in achieving the predetermined goals. In achieving these goals, setting the bottom line serves as a time control-mechanism (F C Lunenburg, 2011).

Managers consider the inefficiency to meet deadlines as a lack of effort and a moral hazard (Campbell, A., Ederer, F. & Spinnewijn, J. 2014). Procrastination is considered as substandard (Gupta, R., Hershey, D. A., & Gaur, J. 2012). Meeting the bottom line would not only help the employees to discharge the duties smoothly but also provide them with the opportunity to enjoy the manager’s faith in them. Respecting the deadlines helps the organization to be in good standing with its clients by proving them to be their credibility and their inclination towards enhanced productivity. As this is a marketable trait, it can serve as USP to many candidates by finding a place in their resumes. To keep a track of the deadlines planning keeping a to-do list, right resource management, and keeping a hidden buffer time might help.

“Everything is an experiment until it has a deadline. That gives it a destination, context, and a reason.”

– Brian Eno

7. Problem Solving Skills: Problem-solving is a universal skill that the employers demand in a prospective employee irrespective of the industry one is working in. As discussed above, the managers these days look for intrapreneurs who are leaders, as they want the employees to handle few things on their own and don’t rush up to them for petty issues and problems. When employees are in leadership roles they tend to develop problem-solving abilities. To have good problem-solving skills, having expertise and knowledge in the field is important. None of the business is untouched by the problems either simple or complex. The managers work with employees who help them is deriving solutions to the issues by applying their problem-solving skills. Problem-solving involves analyzing, assessing, evaluating, brainstorming, strategizing. In the competitive environment, the managers would lookout for someone


who would assist him in getting an edge over others. Managers also look for such people as anyone with these skills would be a confident person having belief in himself, who would face a difficult situation with patience. The adversity quotient of such employees is often high and they tend to exhibit adaptive performance in their workplace behavior.

“Leadership is self-made. People who have deliberately decided to become problems solver lead better.”

– Israelmore Ayivor

8. Flexibility and Adaptability: In the epoch of dynamism and uncertainties, being adaptable and flexible is the need of the hour. Accommodating employees are demanded across the globe to adapt themselves as per the ever-changing work environment. Having an adaptable and flexible team allows the organization to take risks and experiment for innovations. The employees who are adaptable prove to be better leaders and an asset to an organization. The working environment would introduce new situations that might involve adopting new technology or resolving conflict, availing big opportunities, face challenging times, and many more challenges. Rowing the boat at a different pace would steer the company through, rather than following the same traditional strategies, as now rigidity is generally not of much help (Kurt F. Geisinger, 2016).

Adaptability being counted as one of the 21st-century skills required at the workplace holds special importance for the managers. Managers on one hand don’t appreciate workaholics and at the same time don’t think high of employees who follow the clock all the time. They also look in employees, the zeal to change with the changing business environment. From the times the computers substituted humans to the times when pandemic Covid-19 forced the working population inside their homes, the change is constant.

“Adaptability to change is itself a hallmark of successful education.”– Peter Hilton

9. Learnability: An organization always promotes upskilling and upgrading of the employees (Kyndt, E., Dochy, F., Onghena, P., & Baert, H. 2012). The company these days invest in training its employees as it ultimately benefits the company. Changing the needs of the industry and customers make it necessary for the managers to hire


the employees who are growth-oriented and have a desire to learn. The knowledge already acquired becomes obsolete with the change in the business environment. The companies hire prospective employees who are trainable having less knowledge than the rigid ones having more knowledge.

Google which is a renowned technology company has an ITO (Innovation Time Out) policy through which it motivates its employees to spend 80 percent of their time on core projects and 20 percent of their working time on innovation. Human resource also seeks a willingness to learn as a trait in the new graduate employees (Elif Cicekli, 2013). It is said that one cannot serve from an empty vessel, filling and refilling is required. Upgrading and up-skilling meet the same purpose. To serve the company an employee should have updated knowledge and upgraded competencies.

“Love challenges, be intrigued by mistakes, enjoy effort and keep on learning.”

– Carol Dweck

10. Respecting Workplace Diversity: This is the epoch where the workplaces witness diversity by dint of caste, age, gender, language, race, and nationality. Apart from these, the diversity in the workplace is also witnessed on account of belief, values, experience, and viewpoint. Managers these days look for the employees who respect diversity and the reasons are simple (Dike, Priscilla, 2013). The diversity contains a variety of attributes and personalities. This can help in pooling ideas and analyzing it from the perspective of different hats. Diverse staff might help in expanding the business by reaching out to diverse customers. It also results in increasing commitment and performance (Patrick, H.A., & Kumar, V.R. 2012).

The managers would expect the employees to respectfully embrace this diversity. In the times of tough competition, the learning environment and growth-oriented staff is what is expected by any company. Researches have proved that diversity also helps in giving a broader perspective to the employees (Patrick, H.A., & Kumar, V.R. 2012). This fosters ana environment that breeds healthy competition and enhances the decision making ability of its employees. In upcoming times the diversity will increase, embracing it and capitalizing on it will be a win-win situation.


“Diversity is the engine of invention. It generates creativity that enriches the world.”

– Justin Trudeau

SUMMARY AND IMPLICATIONS FOR NEW ENTRANTS

There is one noteworthy point that more than intentions the actions speak about for anybody. Intentions do not have any message attached to it which the colleagues or manager will be able to interpret. Actions on the contrary, always have a message, sometimes through words other times through behavior which is interpreted by everybody around. Acts done intentionally or innocently are not decisive of one’s career but the consequences that follow are. Workplace etiquette is the set of few actions which define an employee, his personality, and image. The code of conduct is not a criterion for selection in any company so far or for promotions either. But it is a salient feature that decides the future of an employee. The human race has evolved over many years and is still evolving and there is to no end to learning and gaining knowledge. And this is possible only when the determination to strive for success pertains and one is open to learning. Meeting the organizational goals while following the code of conduct by reflecting professionalism is an integral reason for the bright future of the employees. Needless to mention, any company would do anything to retain its valuable and high performing employees.


1. Why is it important to follow the expected behavior at the workplace?2. Why the organizations prefer team players over individual players?3. How self-motivated employees are assets to the company?4. One should focus on upgrading and upskilling. Explain5. “The employees who are adaptable, prove to be better leaders and an

asset to an organization”. Justify.

TEAM EXERCISE

• Objective: Identifying 10 behaviors that should be avoided at workplace. • Time: 1 day• Procedure:

1. Create a team of 10 people.2. Each team member will state one behavior to be avoided at

workplace.


3. Have a group discussion on the implications of following the wrong behaviour at workplace.

REFERENCES

Al-Alawneh, M.K. (2011). Vocational education graduates’ generic skills as perceived by educators and employers in Jordan labor market. The IUP Journal of Soft Skills, 5, 7–20.

Amy L. Brownlee, Stephan J. Motowidlo (2011) “Effects of Accountability to Group Members and Outcome Interdependence on Task Behavior and Interpersonal Contextual Behavior”, Vol. 11, Iss. 1, pp. 24–35.

Campbell, A., Ederer, F., & Spinnewijn, J. (2014). Delay and Deadlines: Freeriding and Information Revelation in Partnerships. American Economic Journal: Microeconomics, 6(2), 163–204. doi:10.1257/mic.6.2.163

Elif Cicekli, PhD (2013). Human Resource Needs of Organizations in Terms of the Qualities They Need and Seek from New Graduate Employees.

Geisinger, K. F. (2016). 21st Century Skills: What Are They and How Do We Assess Them? Applied Measurement in Education, 29(4), 245-249.

Gupta, R., Hershey, D.A., & Gaur, J. (2012). Time Perspective and Procrastination in the Workplace: An Empirical Investigation. Current Psychology, 31(2), 195-211

Goal Setting theory of Motivation, Fred C. Lunenburg, 2011.Impact of Employees Motivation on Organizational Effectiveness, Quratul-Ain

Manzoor, 2012Kyndt, E., Dochy, F., Onghena, P., & Baert, H. (2012). The Learning Intentions of

Low-Qualified Employees. Adult Education Quarterly, 63(2), 165-169.Papadopoulos, Y. (2010). Accountability and Multi-level Governance: More

Accountability, Less Democracy? West European Politics, 33(5), 1030–1049. doi: 10.1080/01402382.2010.486126

Psychometric – An assessment tool for strategic HRM-Dr. Kar Subhasree, 2013.Robles, M. M. (2012). Executive Perceptions of the Top 10 Soft Skills Needed in

Today’s Workplace. Business Communication Quarterly, 75(4), 453–465.Patrick, H.A. , & Kumar, V.R. (2012). Managing Workplace Diversity.

Appendices

APPENDIX I: LIST OF WAT TOPICS

• Write your introduction in 500 words• Women Empowerment• Social Networking: Pros and Cons• Leadership Matters• Global Terrorism• NRC and CAA in India• Technological advancements in India• Water disputes between states in India• Globalization • My favorite movie/ book • Role of IT at workplace• Significance of democracy• Benefits of digitalization• My career goal• Global warming• Education needs to be practical• Caste system in India• Gender inequality at workplace• Corruption in India• What success means to you?• Freedom of expression• Your viewpoints on ‘NOTA’• RTI Act• Article 370• Section 377 of IPC• Make in India• FDI in retail: Boon or bane• Demonetization in India• GST reforms in India• Indo-US relations• India’s population is an asset• Winning attitude• StartUp India• Does India need a bullet train?

APPENDIX II: LIST OF GD TOPICS

• Gig economy• Coronavirus pandemic and its impact• Union Budget of India• Impact of technology on jobs• Ban on Chinese App• Women are better managers• Ban on single use plastic• Can India afford spending on ‘ Mission to Mars’• Strategy or Execution• Cashless economy• Hard work vs Smart work• Roses are red, crows are black• Merger of public sector banks• Reservations in India• Blockchain technology-Pros and cons• Data is the new oil• Work life balance is a myth• Me Too Campaign• Aadhar – Infringement of privacy or not?• Impact of westernization on India• Management – An art or science?• Every cloud has a sliver lining• Live and let die• YOLO philosophy of life• Change is the only constant• Rising NPAs• Love marriage vs. arrange marriage• Brain drain in India• Euthanasia: To do or not to do?• India needs more job creators than job seekers• Nepotism and its impact• E-learning vs. classroom learning• Smart phones: Painkiller or a pain• Atmanirbhar Bharat Abhiyaan• National Education Policy 2020

APPENDIX III: LIST OF COMMON PI QUESTIONS

• Tell me about yourself.• What is your career goal?• Why did you opt for this course/specialization?• Highlight your achievements.• What skills makes you sure for the profile that you have applied for?• What was the nature of work in your internship/live project with the

company? Explain your KRAs (Key Responsibility Areas).• What are your weaknesses? How are you trying to get rid of them?• What was the last book that you read?• Share a situation where you could handle a conflict in a team.• What challenges have you faced in your school, college and companies,

where you did your internship/live project?• Do you have any work experience? What profile were you in?• Why should we hire you?• What are your salary expectations?• How skilled you are in the profile offered?• Why you want to join our company?• Can you explain the SWOT of our company?• Where do you see yourself in five years from now?• Do you want to apply for higher education?• What motivates you to work and perform?• Are you ready to relocate?• What makes you better than the other job applicants?• Are you a team player?• Why there is a gap in your academics?• What do you in your free time?• Why did you change your subject areas?• Do you want to go for entrepreneurial ventures in future?• What are your favorite subjects?• Tell us something about your family background.• Who is your role model?• Why you want to make career in a private company?• What failures you faced till date?• What kind of work annoys you?

About the Editors

Dr. Sapna Rakesh is an accomplished management educationist and a renowned researcher. She is the Director and professor at IMS Ghaziabad, University Courses Campus. She is an expert in devising strategies for teaching, training, researching, pedagogy innovation and StartUp mentoring. Her research work is published in reputed national and international journals. She can be reached at [email protected]

Ms. Priyanka Sadhna is the Chairperson of the Career Development Centre and an assistant professor at IMS Ghaziabad, University Courses Campus. She is pursuing Ph.D in human resource management and has more than a decade of experience in the areas of training and counseling. Her research interest includes organizational behavior, workplace practices and competency mapping. Her recent research work is published in renowned international journals. She can be reached at [email protected]

Ms. Raunak Bhardwaj is working as an assistant professor in the Career Development Centre at IMS Ghaziabad, University Courses Campus since 2017. She is certified in emotional intelligence and DISC personality profiling. She is also the associate editor of ‘Bi Annual Newsletter’ of the Institute – ‘Pulse’. She can be reached at [email protected]/and linkedin.com/in/raunak-bhardwaj-7a200016b.

Ms. Sapna Kumar has over 10 years of experience in areas of training, marketing & public relations in the corporate and educational institutions. She is a certified trainer and her areas of interest are image management, corporate etiquette and soft skills. She is presently associated with IMS Ghaziabad, University Courses campus as an assistant professor in the Career Development Centre. She can be reached at [email protected]

Ms. Anuradha Bhardwaj is associated with IMS Ghaziabad, University Courses Campus as a trainer. She is internationally certified in Emotional Intelligence & Personal Profile Analysis. Her key interest lies in developing the metacognitive skills to encourage the students to strategize and drive their own learning. She can be reached at [email protected]

IMS GHAZIABADUniversity Courses Campus, NH-9,

Adhyatmik Nagar, Ghaziabad, Pin – 201015, India.www.imsuc.ac.in

EditorsDr. Sapna RakeshMs. Priyanka SadhnaMs. Raunak BhardwajMs. Sapna KumarMs. Anuradha Bhardwaj

Editors: Sapna Rakesh • Priyanka Sadhna • R

aunak Bhardwaj

Sapna K

umar • A

nuradha Bhardwaj

Let’sRedefinePreparation

Let’s Redefine Preparation

IMS GHAZIABADUniversity Courses Campus

`899

ISBN 978-93-90252-33-6

9 0 1 0 0

9 97 62 3 323 9 08 5

Let’s Redefine Preparation is the first comprehensive book that explains all the recruitment processes of the organizations- and how to clear those rounds with the

right set of competencies. A degree and diploma do not guarantee employability. This robustly effective book changes the way we think about recruitment processes, in order to get placed in the desired organizations. Packed with practical insights,

you can identify and learn how you can leverage opportunities and prepare effectively to get selected by the recruiters and propel yourself to get

the most out of every moment at the workplace.

An essential read for all the job aspirants and new entrants at the workplace!