Campus selection often provides a good break to students at the start of their career. Here is how you could try to improve your competitive edge during the selection process.
Selectors look out for candidates with the right kind of qualifications and attitude.
Students of professional courses look forward to campus selection since it eliminates the hassles of preparing and sending job applications to different organisations, interviews at various venues and so on. Moreover, the assurance of a good start in one's career even before the completion of their course motivates students to excel in their studies.
Placement cells in several reputed engineering and management institutions help students in achieving success in the campus recruitment process. However, students should plan and play their roles wisely to get the best results.
While the students are saved from the bother of a tiresome hunt for employment after graduation, campus selection helps companies in identifying easily young talent that match their requirements.
Should students make any special preparations for handling the campus selection process effectively? The answer is an emphatic `yes'. The preparation depends to a large extent on the recruitment process of the company. Although every company arrives with the intention of spotting the best talent, the definition of talent varies. Each management may have its own priorities of skills, knowledge or competence that is expected from the candidates. Depending on these, the company evolves its own selection process. The students' preparations would have to be in tune with the relevant selection process of the company concerned. But there are certain common elements that would help candidates to prepare for a campus interview. Let us briefly examine the important aspects
Preparing a good c.v.
This should highlight our skill, knowledge and capabilities that would satisfy the demands of the job we are interested in.
Information about
the company
Specific knowledge of the company that includes the following features would be of immense value: history of the company, products and services and their merits, fields of activity, headquarters and location of other units, paid up capital, number and classification of employees, principal competitors and their products, research and development, pattern of growth, outstanding achievements, salary structure and opportunities offered for professional advancement.
Details about the
prospective job
These details could be gathered from sources such as business journals, finance pages of good daily newspapers, job advertisements, share notifications, company brochures, and most importantly Websites. Any opportunity to discuss the organisation with its employees should be gainfully utilised.
Written tests
If the company usually conducts written tests with objective questions, one should master the techniques to answer them.
There would be a time limit that is deliberately introduced in the test, with a view to spotting the best talent among the candidates.
Further, we should try to find out the areas of knowledge that are usually checked and evaluated by the company concerned.
Some firms may focus on academic subjects of the relevant standard based on the minimum entry qualification that is mandatory for the job.
Engineering firms and IT organisations that conduct campus recruitments in technical institutions sometimes opt for questions from Mathematics, Physics, and Chemistry at the Class 12 level.
Some tests include sections on verbal skills (vocabulary, synonyms, antonyms and so on), quantitative aptitude (school arithmetic), reading, comprehension and psychometric analysis (personality, attitudes, composure and consistency).
There may be exercises to test the candidate's aptitude, ability to understand data and awareness of computers.
The scheme may be different for business schools; the emphasis would be on analytical skills, problem solving, decision-making and case studies.
Some employers may check the candidate's general awareness or general intelligence through graded quizzes.
The philosophy behind this approach is that the university or board has already evaluated the technical or professional knowledge of the candidate.
If an intelligent person with the required educational qualification is selected, he could be given in-house training to enable him to discharge efficiently the duties assigned to him. Interested candidates may gather information from senior students on the kind of tests administered by different companies that arrive on the campus.
We should, however, be prepared to tackle the tests even if there is a change in style.
There would be interviews or group discussions to assess the personality of the candidate.
Interviews
We should practise to master the strategy to succeed in interviews and group discussions.
Mock sessions guided by experienced trainers would help to correct errors in style and mannerisms.
The interview may lay more emphasis on personality traits than on academic subjects. However, for design jobs or others of a purely technical nature, the subject areas may be given priority.
Sometimes, the interview may focus on the candidate's academic subjects.
The interviewer would try to evaluate the candidate's analytical skills or other communication skills.
In such instances, if the candidate gets stuck in a topic, he may even be allowed to choose a favourite topic, for further interaction.
Those who are overconfident may delude themselves into believing that they need no special training for clearing tests, interviews or group discussions.
Their hopes of performing well at the appropriate time without any kind of prior training is likely to be proved wrong.
Any human activity has room for improvement and the race for campus selection is no exception.
It is wise to strengthen our competitive skills through planning and guided practice, for achieving success in campus recruitments.
Personal characteristics Personality traits that are often checked are the following:
* Poise.
* Clarity of expression.
* Cleanliness.
* Comprehension.
* Confidence.
* Style of dressing.
* Temperament.
* Getting along with others.
* Initiative.
* Intellectual curiosity.
* Interest in challenges.
* Ability to maintain confidentiality.
* Leadership qualities.
* Listening with patience.
* Meeting people.
* Patience.
* Pleasantness.
* Courtesy.
* Prioritising.
* Problem-solving ability.
* Pronunciation.
* Reasoning.
* Respect of opponents.
* Response to new ideas.
* Selection of appropriate ideas.
* Teamwork.
* Tolerance.
* Wealth of ideas.
* Willingness to accept responsibility.
Saturday, February 16, 2008
Try to be yourself
Here are a few tips on how to judge situtations correctly in the course of an interview and come out with just the right response. At every stage, the candidates should bear in mind that the interviewers are the job-givers and they are the job-seekers.
Be honest
Confess ignorance if such is the case. No attempt to deceive the board by pretending to know something you do not know will ever succeed. The interviewers will naturally be endowed with more knowledge and experience in the relevant area. Once your deception is exposed, your credibility is lost.
The board may not show any further sympathy to you. This can lead to your rejection. Keep in mind that there is no person who knows everything. Ignorance is no crime, but deception is certainly one.
Even as a matter of policy, honesty is the best. This holds good in interviews as well. It is another matter if you guide the board to an area where you are strong. That is no deception, but only a healthy interview technique.
Time is precious
The interview board, that understands the candidate's anxiety, often asks some simple question such as "How did you come to Mumbai?" or "How was your journey?" in the opening stages of an interview. This has the sole objective of reducing the candidate's mental tension, if any, and making him/her feel relaxed.
Answers to such questions must be as brief as possible. The precious time allotted to us to prove our mettle for the job through significant questions and answers should not be wasted by discussing trivia.
Do not take sides
For interviews at higher levels, questions that require answers on controversial issues may be raised.
Never give the impression that you are a bigot. There is no harm in your favouring a side, if you have sound arguments to substantiate your conviction. However, do not ignore the valid points on the other side.
They should also be indicated, and your opinions and inferences presented, keeping a balance. This is appreciated when much can be said on both sides. The board would focus its attention not on which side you support, but how logically you establish your position based on reasonable arguments.
Do not jump the gun
Some candidates often try to be over-smart by beginning their answer even before the interviewer has completed the question.
You should not fall into this trap. For one thing, no one likes being interrupted. Further, the interviewer may have in his mind a question that is beyond what you have guessed. Perhaps he wants to make a statement, and seek your reaction if you should like to oppose it.
Wait patiently till the question is complete and reflect at least for a couple of seconds before you answer. Remember that your response need not be as instantaneous as the return stroke of a tennis player facing a serve.
Be specific
On specific questions of fact in a subject area, never prefix phrases such as "I think", "probably", "maybe", "I suppose", etc. For example if a candidate is asked - "What is the capital of Bhutan?" he should not say "I think it is Thimphu". It is not a matter of opinion. The right way to answer is by just saying - "Thimphu".
Do not let your guard down
During lengthy interviews, candidates may fall a prey to some kind of risky delusion. Although during the initial stages the candidates are nervous, after sometime they begin to feel at home.
They run the risk of letting their guard down and begin to regard the board members as friends or equals. Some candidates may start talking in a lighter vein or crack jokes. Candidates may feel free to open up and present all their personal details.
This propensity certainly damages a candidate's prospects for selection. At every stage, candidates should bear in mind that the interviewers are the job-givers and they are the job-seekers.
Even though some members may speak in a very friendly tone as equals, the candidate has to regard them as his/her superiors at the time of the interview.
Do not blow your trumpet
We should present a true picture of ourselves in the matter of knowledge and skills.
Any attempt to present a different façade is bound to fail before a discerning board of interviewers. Blowing your trumpet or trying to indicate your links with VIPs may have a negative effect. If we indicate our qualifications and experience as required, the rest of the job lies with the board.
Do not get provoked
Attempts would be made to provoke you.
Bear in mind that the board is testing your mental equilibrium and maturity.
For example, a candidate seeking selection as a marketing professional may be tested for his reactions before a difficult and demanding customer who may speak ill of the product which is being promoted.
The member may play the role of the customer using rude or insulting language. The professional, who should know that the customer is the king, should behave with equanimity. If you do so, you pass the trial.
Maintain your composure
At every stage of the interview, you should hold firmly to your self-confidence.
Remember you are undergoing a crucial test that may turn your life one way or the other.
A slight setback should not drive you to desperation.
It is quite possible that you could not answer a couple of questions.
But that is not the end of the road.
There will be further questions that you can answer.
No candidate would normally answer all the questions with total precision. Still they would be selected for the job.
This thought should come to our mind, when you fail to give the right answer to a question.
Do not acknowledge acquaintances
There is the remote possibility that a member of the interview board may have some connection with you, your parents or your family.
In the interview room, you should not try to discuss this. Act normally, as with any other board member.
Be honest
Confess ignorance if such is the case. No attempt to deceive the board by pretending to know something you do not know will ever succeed. The interviewers will naturally be endowed with more knowledge and experience in the relevant area. Once your deception is exposed, your credibility is lost.
The board may not show any further sympathy to you. This can lead to your rejection. Keep in mind that there is no person who knows everything. Ignorance is no crime, but deception is certainly one.
Even as a matter of policy, honesty is the best. This holds good in interviews as well. It is another matter if you guide the board to an area where you are strong. That is no deception, but only a healthy interview technique.
Time is precious
The interview board, that understands the candidate's anxiety, often asks some simple question such as "How did you come to Mumbai?" or "How was your journey?" in the opening stages of an interview. This has the sole objective of reducing the candidate's mental tension, if any, and making him/her feel relaxed.
Answers to such questions must be as brief as possible. The precious time allotted to us to prove our mettle for the job through significant questions and answers should not be wasted by discussing trivia.
Do not take sides
For interviews at higher levels, questions that require answers on controversial issues may be raised.
Never give the impression that you are a bigot. There is no harm in your favouring a side, if you have sound arguments to substantiate your conviction. However, do not ignore the valid points on the other side.
They should also be indicated, and your opinions and inferences presented, keeping a balance. This is appreciated when much can be said on both sides. The board would focus its attention not on which side you support, but how logically you establish your position based on reasonable arguments.
Do not jump the gun
Some candidates often try to be over-smart by beginning their answer even before the interviewer has completed the question.
You should not fall into this trap. For one thing, no one likes being interrupted. Further, the interviewer may have in his mind a question that is beyond what you have guessed. Perhaps he wants to make a statement, and seek your reaction if you should like to oppose it.
Wait patiently till the question is complete and reflect at least for a couple of seconds before you answer. Remember that your response need not be as instantaneous as the return stroke of a tennis player facing a serve.
Be specific
On specific questions of fact in a subject area, never prefix phrases such as "I think", "probably", "maybe", "I suppose", etc. For example if a candidate is asked - "What is the capital of Bhutan?" he should not say "I think it is Thimphu". It is not a matter of opinion. The right way to answer is by just saying - "Thimphu".
Do not let your guard down
During lengthy interviews, candidates may fall a prey to some kind of risky delusion. Although during the initial stages the candidates are nervous, after sometime they begin to feel at home.
They run the risk of letting their guard down and begin to regard the board members as friends or equals. Some candidates may start talking in a lighter vein or crack jokes. Candidates may feel free to open up and present all their personal details.
This propensity certainly damages a candidate's prospects for selection. At every stage, candidates should bear in mind that the interviewers are the job-givers and they are the job-seekers.
Even though some members may speak in a very friendly tone as equals, the candidate has to regard them as his/her superiors at the time of the interview.
Do not blow your trumpet
We should present a true picture of ourselves in the matter of knowledge and skills.
Any attempt to present a different façade is bound to fail before a discerning board of interviewers. Blowing your trumpet or trying to indicate your links with VIPs may have a negative effect. If we indicate our qualifications and experience as required, the rest of the job lies with the board.
Do not get provoked
Attempts would be made to provoke you.
Bear in mind that the board is testing your mental equilibrium and maturity.
For example, a candidate seeking selection as a marketing professional may be tested for his reactions before a difficult and demanding customer who may speak ill of the product which is being promoted.
The member may play the role of the customer using rude or insulting language. The professional, who should know that the customer is the king, should behave with equanimity. If you do so, you pass the trial.
Maintain your composure
At every stage of the interview, you should hold firmly to your self-confidence.
Remember you are undergoing a crucial test that may turn your life one way or the other.
A slight setback should not drive you to desperation.
It is quite possible that you could not answer a couple of questions.
But that is not the end of the road.
There will be further questions that you can answer.
No candidate would normally answer all the questions with total precision. Still they would be selected for the job.
This thought should come to our mind, when you fail to give the right answer to a question.
Do not acknowledge acquaintances
There is the remote possibility that a member of the interview board may have some connection with you, your parents or your family.
In the interview room, you should not try to discuss this. Act normally, as with any other board member.
The personality factor
Personality assessment plays a key role in the recruitment process. Which aspects of personality are usually tested? What is emotional quotient? Can you improve it?
EVERYBODY HAS an identifiable pattern of personality that helps others to predict to a reasonable extent his/her reactions to various situations. Personality is influenced by the factors such as genetics, upbringing and experience. In other words, heredity and environment play key roles. You may say that a person is affable, assertive, bold, caring, cooperative, domineering, enthusiastic, gentle, hesitant, inconsistent, just, kind, loyal, moderate, naughty, outspoken, persuasive, quizzical, relaxed, sensitive, shy, tolerant, uncompromising, warm, zealous, etc. Several qualities do aggregate in a person.
Questionnaires
Questionnaires have been intelligently devised to assess personal qualities through one's responses to a series of questions. It may be noted that here are no `right' or `wrong' answers in this exercise. Further, no tight time limit is prescribed for furnishing answers. An expert can construct a personality profile from a series of answers given by a particular candidate.
For example, a large number of well-constructed questions like those given below can bring out your nature.
* I prefer to talk to one person and not to a group - [True/False]
* When someone relates a story, I have an inclination to check its veracity - [True/False]
Honesty matters
While answering the questions, the best policy is honesty. If you try to make a clever guess of the requirements of the employer and then try to cook up answers artificially, you are not likely to succeed in the effort involving a large number of questions.
Remember what Mark Twain said, "If you tell the truth you don't have to remember anything." Jerome K. Jerome's words are also relevant in this context: "It is always the best policy to tell the truth, unless, of course, you are an exceptionally good liar."
Further, even if you succeed in hoodwinking the examiner, you fail ultimately since you are attempting to secure a job that does not suit you. The test gives you an opportunity to discover the real you.
Do not be under the impression that any one type of personality is better than another. Each personality suits a set of jobs. After all, the questionnaire offers you reliable guidance as to what occupation would give you job satisfaction. If you are really not good at mixing well with others, why should you go for a public relations job?
Different styles
You may be asked to write about your dream job and its characteristics in terms of environment, responsibilities, professional prospects, challenges, opportunity for service, and remuneration.
It is not just one type of questionnaire that is being used in all situations. There are different styles such as 16 PF and OPQ (16 Personality Factor Questionnaire / Occupational Personality Questionnaire).
The 16 PF has 16 personality scales:
* Warmth
* Reasoning - general intelligence
* Emotional stability
* Dominance
* Liveliness
* Rule-consciousness
* Social boldness
* Sensitivity
* Vigilance
* Abstractedness
* Privateness
* Apprehension
* Openness to change
* Self- reliance
* Perfectionism
* Tension
Whatever might be the type of the questionnaire, it should fulfil two attributes - validity and reliability.
Emotional quotient
Intelligence plays a signifi- cant role in achieving career success. Intelligence quotient (IQ) is a popular term. But there is another term EQ that is supposed to be of greater significance in achieving success in any walk of life. EQ stands for emotional quotient, which is an index of emotional intelligence. Pioneering studies in this subject were carried out by Peter Slavey and John Meyer. IQ is inborn. It indicates a person's ability for effective memorising, efficiency for learning, capacity for logical thinking, and skill for quickly solving problems. There is a multiple intelligence theory that enunciates that there are different kinds of intelligences such as:
* Logical-mathematical intelligence
* Linguistic intelligence
* Spatial intelligence
* Bodily-kinaesthetic intelligence
* Musical intelligence Interpersonal intelligence
* Intra-personal intelligence
* Naturalistic intelligence
"Any occupation or task will involve a combination of these intelligences. Every individual has a differently balanced portfolio of abilities, which require careful nurture and attention to develop talents to the full potential." However you cannot enhance your IQ.
EQ that shows the ability for understanding your own as well as others' emotions is the aggregate of one's emotional competencies. It can be improved by conscious effort. Such improvement will help you in managing emotions, motivating yourself, and effi- ciently handling relationships. EQ is measurable. Further, high EQ helps you develop healthy soft skills and manage yourself to be responsible for your own happiness. It gives you a competitive edge. Qualities such as empathy, optimism, selfawareness and social arts (communication, leadership, negotiation, social analysis) have a key role in achieving success.
The key soft skills are:
* Curiosity, Logic & Creativity
* Leadership Cooperation & Collaboration
* Organisational Awareness
* Customer Service Orientation
* Organisational Skills
* Communications Skills
Hard skills such as technical competencies can be easily identified. But it is difficult to quantify soft skills. True intelligence is in fact the right combination of IQ and EQ. Your responses to a wide variety of situations can be used to measure your EQ.
Look at a few questions.
* I worry regularly in some circumstances - [True/False]
* For some things I have done in the past, I feel guilty - [True/False]
Imagine you're an insurance salesman calling prospective clients. Fifteen people in a row have hung up on you, and you're getting discouraged. What do you do?
* Call it a day and hope you have better luck tomorrow.
* Assess qualities in yourself that may be undermining your ability to make a sale.
* Try something new in the next call, and keep plugging away.
* Consider another line of work.
It is in our own interest that we make a deliberate effort to improve our EQ, so as to enhance our employability. Ý
EVERYBODY HAS an identifiable pattern of personality that helps others to predict to a reasonable extent his/her reactions to various situations. Personality is influenced by the factors such as genetics, upbringing and experience. In other words, heredity and environment play key roles. You may say that a person is affable, assertive, bold, caring, cooperative, domineering, enthusiastic, gentle, hesitant, inconsistent, just, kind, loyal, moderate, naughty, outspoken, persuasive, quizzical, relaxed, sensitive, shy, tolerant, uncompromising, warm, zealous, etc. Several qualities do aggregate in a person.
Questionnaires
Questionnaires have been intelligently devised to assess personal qualities through one's responses to a series of questions. It may be noted that here are no `right' or `wrong' answers in this exercise. Further, no tight time limit is prescribed for furnishing answers. An expert can construct a personality profile from a series of answers given by a particular candidate.
For example, a large number of well-constructed questions like those given below can bring out your nature.
* I prefer to talk to one person and not to a group - [True/False]
* When someone relates a story, I have an inclination to check its veracity - [True/False]
Honesty matters
While answering the questions, the best policy is honesty. If you try to make a clever guess of the requirements of the employer and then try to cook up answers artificially, you are not likely to succeed in the effort involving a large number of questions.
Remember what Mark Twain said, "If you tell the truth you don't have to remember anything." Jerome K. Jerome's words are also relevant in this context: "It is always the best policy to tell the truth, unless, of course, you are an exceptionally good liar."
Further, even if you succeed in hoodwinking the examiner, you fail ultimately since you are attempting to secure a job that does not suit you. The test gives you an opportunity to discover the real you.
Do not be under the impression that any one type of personality is better than another. Each personality suits a set of jobs. After all, the questionnaire offers you reliable guidance as to what occupation would give you job satisfaction. If you are really not good at mixing well with others, why should you go for a public relations job?
Different styles
You may be asked to write about your dream job and its characteristics in terms of environment, responsibilities, professional prospects, challenges, opportunity for service, and remuneration.
It is not just one type of questionnaire that is being used in all situations. There are different styles such as 16 PF and OPQ (16 Personality Factor Questionnaire / Occupational Personality Questionnaire).
The 16 PF has 16 personality scales:
* Warmth
* Reasoning - general intelligence
* Emotional stability
* Dominance
* Liveliness
* Rule-consciousness
* Social boldness
* Sensitivity
* Vigilance
* Abstractedness
* Privateness
* Apprehension
* Openness to change
* Self- reliance
* Perfectionism
* Tension
Whatever might be the type of the questionnaire, it should fulfil two attributes - validity and reliability.
Emotional quotient
Intelligence plays a signifi- cant role in achieving career success. Intelligence quotient (IQ) is a popular term. But there is another term EQ that is supposed to be of greater significance in achieving success in any walk of life. EQ stands for emotional quotient, which is an index of emotional intelligence. Pioneering studies in this subject were carried out by Peter Slavey and John Meyer. IQ is inborn. It indicates a person's ability for effective memorising, efficiency for learning, capacity for logical thinking, and skill for quickly solving problems. There is a multiple intelligence theory that enunciates that there are different kinds of intelligences such as:
* Logical-mathematical intelligence
* Linguistic intelligence
* Spatial intelligence
* Bodily-kinaesthetic intelligence
* Musical intelligence Interpersonal intelligence
* Intra-personal intelligence
* Naturalistic intelligence
"Any occupation or task will involve a combination of these intelligences. Every individual has a differently balanced portfolio of abilities, which require careful nurture and attention to develop talents to the full potential." However you cannot enhance your IQ.
EQ that shows the ability for understanding your own as well as others' emotions is the aggregate of one's emotional competencies. It can be improved by conscious effort. Such improvement will help you in managing emotions, motivating yourself, and effi- ciently handling relationships. EQ is measurable. Further, high EQ helps you develop healthy soft skills and manage yourself to be responsible for your own happiness. It gives you a competitive edge. Qualities such as empathy, optimism, selfawareness and social arts (communication, leadership, negotiation, social analysis) have a key role in achieving success.
The key soft skills are:
* Curiosity, Logic & Creativity
* Leadership Cooperation & Collaboration
* Organisational Awareness
* Customer Service Orientation
* Organisational Skills
* Communications Skills
Hard skills such as technical competencies can be easily identified. But it is difficult to quantify soft skills. True intelligence is in fact the right combination of IQ and EQ. Your responses to a wide variety of situations can be used to measure your EQ.
Look at a few questions.
* I worry regularly in some circumstances - [True/False]
* For some things I have done in the past, I feel guilty - [True/False]
Imagine you're an insurance salesman calling prospective clients. Fifteen people in a row have hung up on you, and you're getting discouraged. What do you do?
* Call it a day and hope you have better luck tomorrow.
* Assess qualities in yourself that may be undermining your ability to make a sale.
* Try something new in the next call, and keep plugging away.
* Consider another line of work.
It is in our own interest that we make a deliberate effort to improve our EQ, so as to enhance our employability. Ý
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