SOFT SKILLS LAB

Chapter 1:Session 1
Summer Internship Project

Background
Management pedagogy lays more importance on practical training than merely sharing knowledge.
Management experts have alwaysadvocated and emphasized on skills development and havebelieved
that skills are learnt hands on. The skills required to manage businesses can only be inferred and
imbibed through actual experience.
Positive Attitude, updated skills, new areas of expertise and Knowledge are critical to achieve
success at work place especially when they are honed through self-exploration. In line with this
thought,Summer Internship program of 14 weeks is conceived that allows you this space for self-
exploration. Interns get a hands on feel of 'real' jobs in their chosen fields of specialization, and this
experience comes with no direct responsibility.This program offers brilliant opportunities to students
to work closely with professionals in business corporations of all sizes, leading to novel work place
experiences, wider professional networks, adjusted attitudesand highly valuable learnings.

Self-awareness and self-reflection post SIP – Perhaps one of the most critical lessons from the
internship experience is that reflecting upon the process and understanding how it impacted you is
just as important as the internship itself. Taking the time to understand what you liked, what you
didn’t like, what your challenges were, and what you could have done better differently will help
you gain a clearer idea of what you got out of the internship. Furthermore, regardless of whether you
decide to return to your employer or pursue other opportunities it will inform what direction you
decide to pursue next. Using this time to talk to others (classmates, professors, alum) write or
journal, or just articulate your experiences is a valuable opportunity. Your reflections on SIP and
Self awarenesswill pave the road for your career by giving you clarity on career choices you make
and also helps recruiters appreciate the value additions you took away.

Session 2
Top skills sought by recruiters.
Here’s a look at the 10 top skills that will be in demand in 2020:
1.Complex problem solving

To put it simply, problem solving is all about using analysis to make decisions and implement
solutions. While this skill has topped the list across the last decade, the demand by 2020 will vary
across sectors. Whereas it will shrink in segments like infrastructure and energy due to greater
automation, it will escalate in others like professional services and information and communication
technology (ICT) for the same reason.
2. Critical thinking

The ability to use logic and reasoning to evaluate situations is going to become progressively more
important in the next few years. Though it’s a skill that has always been considered essential,
increased complexity and sophistication of businesses in the coming years will mean more and more
employers will be looking for critical thinking abilities in the candidates they interview.
3. Creativity

The importance of creativity will transcend fields where they have traditionally been dominant like
media and entertainment and felt across different sectors.
Employers will want to hire creative employees because they are the ones who will come up with
ideas, big and small, to grow the company. Out-of-the-box thinkers, those who come up with ways
to apply the new technology and create new products and services, will be in demand.
4. People management

Are you a people person? If you want to succeed in 2020, you better be. People skills, in a nutshell,
are attributes and competencies that allow one to play well with others. Good communicators, people
with empathy and the right tone and body language score high on this count.
5. Co-ordinating with others

The report defines this skill as “adjusting actions in relation to others’ actions”. In other words,
flexibility of approach in relation to your co-workers.

6. Emotional intelligence

EI is one that ranks fairly high on the priority list. Those high on emotional intelligence can help
defuse stress and conflict, and enhance communication to achieve maximum effectiveness at work.
The link between greater emotional intelligence (EQ) and higher productivity has been well
documented through studies in the past. EQ will remain among the top skills for employees despite
the evolution of the job market by 2020.
7. Judgment and decision-making

Do you think on your feet? Are you willing to be held accountable? Can you be relied on to choose
between possible solutions to a problem instead of sitting on the fence? If the answer to all of the
above is yes, you are ready to work in 2020.
8. Service orientation
A helpful attitude will take you places in 2020. WEF forecasts that service orientation, defined as
“actively looking for ways to help people” will become an important core skill in the near future.
9. Negotiation

The art of negotiation may have moved down the scale of priorities, but it has not lost its utility. The
ability to reconcile differences between people and bring them together will still be a prized talent.
10. Cognitive flexibility

It implies the ability to use different sets of rules or combine different processes to get the results
you want. The ability to mix-and-match ideas, systems, processes, materials and data to create new
products or ideas is going to be a sought-after skill in future.
 Session 3
Writing SIP script
SIP experience of a candidate is a critical area of evaluation for recruiters.This gives them an
opportunity to understand your attitude towards work and learning, along with the skills you have
developed ,knowledge and expertise you could bring to the table.It is always a good idea to write
down the internship experience in a structured manner and go through the script repeatedly.This
helps you to quickly recall and articulate their experience fluently without eliminating important
parts of SIP.
The components to be covered are-
Company Details:Prepare a concise write-up on the company, its products / services,operations,
size, number of employees etc.Also prepare the list of their competitors and their size adding high
qualityresearch inputs about the sector in which the company is operating and the challenges faced
by the industry itself.
Objectives:Write down in two or three simple sentences why the company hired you.
Method in which the work was done: In simple language start writing how you went about your
SIP work. What business gaps did you identify? Did you use any theoretical models or concepts that
were taught in your 1st and 2ndsem courses? Or how did you plan to execute the tasks you were
assigned to deliver, what plan of action did you come up with to produce the expected result.
Contibution:In simple language start writing how you went about your SIP work.While you detail
the work you undertook, make sure you quantify your efforts and contribution such as the number of
cold calls you made in a day, the number of financial products you sold, the revenue you generated
for the company,the percentage increase in customer base because of a new process you followed/
put in place,the number of clients you spoke to in order to collect feedback on a service the company
offered etc.Keep in mind that no work is too insignificant.
Findings / Observations:Record the insights you might have gathered during the internship by
reflecting on what is that you learnt that your text books didn’t tell you. What action or process
brought out a small or big revelation that might favour or hinder a business process.
Some examples-The insights you gathered during your project about customer preferences, your
findings on how salesperson’s diligence, information communication, and inducements directly
affected buyer satisfaction and indirectly increased trust;if you interned in a product centric
company,you might have understood that the strength of the company comes from the diversity of
the products offered that are considered innovative and unique when compared with the competitor
products;How technology has changed the face of HR and will completely augment the HR
functions in the future and thatit will not make the HR obsolete but enables the department into
becoming more efficient and a strategic territory.
Learnings: This is the most important part of your SIP.Try to recall three or four significant
learning.Some examples connected with SIP in Sales:
How to handle difficult customers; Importance of having a thorough knowledge of product and
service offering; Practical aspects of closing a sale; Not to give up after multiple unsuccessful
attempts in convincing a Buyer; Understanding the idea of aligning brand story, mission, and vision
of business with every social media post or campaign that is run for business; how internship
experience developed skills and expertise that are required for social media marketing. etc.
 Session 4

Highlighting your skills learnt during SIP

In order to leverage your Summer internship experience and impress the recruiter, you must
establish your SIP’s relevance to the job position you are applying for.The challenge is when
your internship doesn’t match the role you are applying for.Lets say your SIP was in a domain
that you don’t specialize or don’t intend to specialize in.In that case how do you impress the
recruiter on skills match?
There is a sure shot way to impress your recruiter on skills match.Lets see how-
 As a first step, You must take the time to review your scope of work during the internship
and identify the tasks that were similar or relevant to the job position you are applying
for.For example while discussing your learnings and skills you acquired, highlight that SIP
gave you first hand experience of facing a customer (relevant in any industry)
 Many industries will also look for adjacent skills. For example, You may want to highlight
that doing SIP in a bank helped you to learn about various financial instruments of
investments (that makes it relevant for insurance, brokerage firms, wealth management
services). It can be vice versa too.
 You may have handled different Types of customers and this can be highlighted as a relevant
factor in another industry. For example, someone having done an SIP in OYO rooms, can
highlight that they learnt intricacies of handling corporate accounts. Someone having done an
SIP in Paperboat can highlight that they have gained experience of handling retailers, which
makes it relevant for FMCG/Pharma companies as well.

Sessions 5
Summer Internship Project

SIP Presentations
Presenting Summer Internship experience to recruiters and other industry professionals in your
network in a lucid and crisp manner is a very important skill to be developed.You ace the
presentation when you organize your thoughts in a logical sequence and present it confidently.
 Make sure you bring out the best aspects of your SIP details.
 Use the same flow/components as discussed above.
 Your energy and enthusiasm while presenting reflect the level of your interest and
engagement with the work you carried out.
 You must be able to do an elevator pitch of 1 minute or scale up the pitch to 3 minutes as the
case may be.
 Use domain specific terms and key words to give your presentation a professional appeal.
 Practice your presentation several times and video graph the presentation. Play the video and
look carefully from audience perspective.Check for good eye contact, poised body language,
voice modulation and intonation. Ask your friend for feedback on the video.
 Do not tend to move quickly to post covid side of your project. Take time and discuss the
initial days of your SIP elaborately.
 Session 6

Useful Skills inventory

 Effective  Stress management  Attention to detail

communication
 Problem-solving  Adaptability
 Emotional intelligence
 Productivity&  Teamwork
 Conflict management organization
 Responsibility
 Teamwork skills  Critical thinking
 Openness
 Creativity  Leadership
 Adaptability
 Problem-solving  Extroversion
 Time management
 Leadership  People skills

Marketing Skills
 Data analysis  Project/campaign  Brand management
 Web analytics management  Creativity
 SEO/SEM  Social media and  Copywriting
 HTML & CSS mobile marketing  Storytelling
 Wordpress  Paid social media  Sales
 Email marketing advertisements  CMS Tools
 Web scraping  B2B Marketing  Search Engine and
 CRO and A/B Testing  The 4 P-s of Keyword
 Data visualization & Marketing Optimization
pattern-finding  Consumer Behavior
throughcritical Drivers
thinking
Sales Skills

 Customer  Persuasion  Communication skills

Relationship  Effective  Social media/digital
Management (CRM) communication and communication
 Cold-calling sociability  Teamwork
 Negotiation  Empathy  Time management
 Public speaking  Networking  Buyer engagement
 Closing  Creativity  Product knowledge
 Lead generation  Problem Solving  Buyer-Responsive
 selling


Accounting and Finance Skills

 Microsoft Excel  Cognos Analytics  Anti

(Advanced) (IBM) moneyLaundering
 Enterprise Resource  Visual Basic  Clear communication
Planning  Accounting Software  General business
 Big Data Analysis &  Revenue recognition knowledge
SQL  Numerical
 KnowYour Customers competence
(KYC)  Accuracy
 Attention to detail


Business Analytics
 SQL (a must) and  Entity Relationship  Machine learning
Hive (optional) Diagrams  System Context
 Programming  Wireframes Diagrams
language (R, Python,  Big Data tools  Business Process
Scala, Matlab)  Microsoft Visio Modeling
 STATA, SPSS, SAS  Agile Business  Technical and non-
 Data Mapping Analysis technical
communication
 Chapter 2
Session 7
Group Discussion-Introduction
GD Introduction
Group Discussion is a deliberate and purposeful interactive oral process used as a tool by hiring
professionals to evaluate your fitment to a job role. Your ability to perform well in a GD by way of
examining the constructs of the GD topic, analyzing the facets of the topic, expressing views or
opinion about the topic, supporting their own views through examples or facts and figures, building
on the thoughts and ideas expressed by other group members, demonstrating critical thinking skills
and moving towards a palpable solution, and the ability to work in a team are some of the important
parameters of evaluation.
A number of students think that GD is very similar to a Debate. Debate is competitive in nature
while group discussion is a co-operative group process. In a debate, a speaker can speak either ‘for’
the topic or ‘against’ the topic whereas in a GD, the speaker can express both. The final decision or
result in a debate depends on voting while in a GD, the group reaches group consensus.
Therefore, a left,right or a neutral standpoint can be assumed on the topic without fanatically arguing
for any one of them. It’s all about examining the possibilities that the topic brings to the anvil.
Session 8
Types of GD
Factual Topics

Factual topics are about practical things, which an ordinary person is aware of in his day-to-day life.
Typically these are about socio-economic topics. The topics are typically drawn from current affairs.
A factual topic for discussion gives a candidate a chance to prove that you are aware of and sensitive
to your environment. It’s important to keep update of knowledge.
Eg:Do we need another lockdown? How Covid 19 has changed our lives for good, Can we totally
ban Chinese products?

Opinion Seeking Topics : In such topics, you are asked to put across your opinions and point of
views. The panelists look for candidate’s ability to form an opinion which is rational and well-
articulated. Alsoyour ability to work in a team and leadership skills are judged.
Eg: Nuclear Family or Joint Family, Love Marriage or Arranged Marriage, Democratic or
Authoritarianand so on.

Case study topics

Case studies try to simulate a real-life situation or a Business situation. Additional Information that
could be used to fill any gaps in the case study will be provided as annexures. Students are expected
to piece together the case study with relevant information and move towards resolving the issue/
situation. In case studies there are no incorrect answers or perfect solutions. The purpose of a case
study discussion is to evaluate the ability to think critically about the situation from various angles.

Controversial Topics

Controversial topics are the ones that are argumentative in nature. The idea behind giving a topic
like this is to see how much maturity the candidate is displaying by keeping his temper in check, by
rationally and logically arguing his point of view without getting personal and emotional.
E.g. Women are better managers, Reservations should be removed, Religion & Politics, Existence of
God and so on.

Abstract Topics

Abstract topics are about intangible things and often their possibility cannot be ruled out. These
topics test your lateral thinking and creativity. Such topics can be interpreted in different ways by the
candidates. In such topics, the comprehension skills and communication skills are judged.
E.g. All that glitters is not gold, A walk to remember,Has the Dragon crossed it line? etc.

You will be able to perform well if you have cultivated the habit of reading and are in tune with
current affairs and Business news.

Session 9
GD process
The panel which normally comprises of the technical and HR (Human Resource) experts of the
company will observe and evaluate the members of the team. The rules of the GD – the time limit,
panel’s expectations etc are usually explained after the initial introduction by the panel, soon after
the topic or case to be discussed is given to the groups. The panel does not interfere during the
discussion, it only observes. The panel at its discretion may provide some time to think over the
topic or may ask them to start immediately. Each candidate is supposed to express their opinion
either supporting or against the topic. The discussion carries on till the panel signals termination. It is
left to the discretion of the panel to extend or cut short the given time.
The four major areas evaluated by using GD as an evaluation tool are: Subject knowledge, oral
communication skills, leadership skills and team management.
As participants you must possess a thorough understanding of the topic on which you are supposed
to speak. Be prepared to talk on a wide range of subjects and stay abreast of the current events,
national and international affairs, burning social and economy related topics, scientific and
environmental issues, key newspapers’ controversial topics and any experience that may be expected
of an educated person. As a member of the group, you are expected to contribute substantially to the
discussion. The originality of your ideas, your knowledge and initiative and your approach to the
topic or case contribute to your success in the group discussion.
Once you have understood the topic or issue, you should be able to generate ideas as well as
organize them so that you present it well. You will have to demonstrate the ability to analyze facts or
information in a systematic way. A person putting forward new ideas that may work will be accepted
as the natural leader of the group. The panel will observe the ideas put forward, their originality, the
depth of analysis and their relevance to the topic.
As a member of the group, you are expected to contribute substantially to the discussion. The
originality of your ideas, your knowledge and initiative and your approach to the topic or case
contribute to your success in the group discussion. The best way to equip yourself is to read daily
newspapers, good magazines, national and international journals and also watch new bulletins and
informative programmes on the television. Internet is the greatest boon which provides you with
everything you are looking for. The World Wide Web is a vast database of current authentic
materials that present information in multimedia form and reacts instantly to a user’s input.
The greater your knowledge of the subject, the more enthusiastic and confident you will be during
the discussion. Once you have understood the topic or issue, you should be able to generate ideas as
well as organize them so that you present it well. You will have the ability to analyze facts or
information in a systematic way. A person putting forward new ideas that may work will be accepted
as the natural leader of the group. The panel will observe the ideas put forward, their originality, the
depth of analysis and their relevance to the topic. Problem solving skills are essential and do not
hesitate to give solutions. Your approach to the case study will be observed keenly by the evaluators.
Oral Communication Skills: If subject knowledge is important, communication skills is more
important as without expression, the knowledge is of no use. As the exchange of ideas in a group
discussion takes place through speech, one of the pre-requisites of success in a GD is the ability to
speak confidently and convincingly. Good communication skills include active listening, clarity of
though and expression, apt language and proper nonverbal clues. Listening Skills: One of the
weaknesses of most human beings is that we love to listen to our own voice rather than listen to
others. Listening is as important as speaking in a GD, unless you listen, you cannot contribute to the
stated purpose of communication. It is extremely important to listen very carefully, only then you
will be able to pick up the thread of discussion and continue. Only active participation as a listener in
a group makes a person a good leader. A leader is identified by the panel.
Clarity is the art of making yourself clear to the audience. Only when your expressions are clear, you
can convince your team and the panel. More than words, it is the tone in which they are spoken that
conveys the message. You should not be too loud or too soft. A lively and cheerful voice with
appropriate modulations will attract the audience. Proper articulation of words, achieved through
phonetic accuracy is very essential slang, and artificial accents are to be avoided.
The flow of language must be smooth. Use simple language and avoid long winding sentences.
Appropriateness of language demands that there should be no errors of grammar. Do not use
unfamiliar phrases and flowery language. Be precise. Be polite and courteous.
Non verbal clues include eye contact, body movements, gestures and facial expressions. The panel
very keenly watches the non verbal behavior of the team. They generally evaluate the body language
cues of the team to determine personality factors such as nervousness, co-operation, frustration,
weakness, insecurity, self confidence, defensiveness, etc. A candidate who appears professional is
more likely to be noticed by the panel. A confident posture, appropriate facial expressions and
meaningful eye contact with the team will create a good expression.
The selection panel notes the differences in the amount of participation of the members. They
observe the silent spectators, the ever dominating but not contributing much, member who
participates actively exhibiting his knowledge and the moderate ones. Your ability lies in analyzing
the problem well and making others to endorse your view. Finally while appreciating others point of
view, you should effectively present yours without contradicting other’s opinions. Your ability in
convincing the team is your success

Session 10
Presentation and Etiquette
 If you initiate the GD then greet the group.
 Do contribute your thoughts and ideas to the discussion
 Listen carefully while others speak.
 Look at the group when you speak and avoid looking at the recruiter.
 As far as possible build, elaborate or add your thoughts to the preceding speaker’s ideas.
 It’s always a good idea to enter the discussion at least thrice in order to get noticed by the
recruiter.
 Don’t interrupt when others are speaking.
 Don’t hesitate to politely remind that someone in the group is taking too long to express his
thoughts
 Don’t ask someone else to speak up.It’s not your business.
 Agree to disagree.Don’t argue.
 Speak clearly so that others understand what you are saying.
 Pay attention to your sitting posture.Sit straight and look interested in the discussion.
 Energy and enthusiasm catches the attention of the recruiter
 Be in formal attire.
 Look crisp and thoroughly groomed.
 In case of online GD process or presentation,keep a notepad and pen handy. Jot down some
points quickly.
 Look at the camera while speaking and not at the monitor.When others are speaking you can
look at them on the monitor.
 Soft Skills
Chapter Number: 11
Topic: Group Discussion: Non-Verbal Skills

Figure 1: IBS Group Discussion

The conversation is of prime importance and it is an important activity in the placement

process. A large number of MBA aspirants prepare passionately for important GD topics and
appropriate answers to some of the common interview questions. However, shocking as it may be,
what you speak during the procedure carries only a part of the entire weightage that the process
holds.
What interviewers and GD panel members use to evaluate your personality is more than the words
you speak. The panel members and interviewers keenly observe the body language of the candidates.
What they perceive about your personality can easily make or break your chances of getting
admission in a B-school. Therefore, it is very important for every candidate to portray a positive
body language to be able to create a good impression in the interview.
Figure 2: Mehrabian Law
The most commonly and casually cited study on the relative importance of verbal and nonverbal
messages in personal communication is one by Prof. Albert Mehrabian of the University of
California in Los Angeles. In the 1970s, his studies suggested that we overwhelmingly deduce our
feelings, attitudes, and beliefs about what someone says not by the actual words spoken, but by the
speaker’s body language and tone of voice.
In fact, Prof. Mehrabian quantified this tendency: words, tone of voice, and body language
respectively account for 7%, 38%, and 55% of personal communication.
“The non-verbal elements are particularly important for communicating feelings and attitude,
especially when they are incongruent: if words and body language disagree, one tends to believe the
body language.”
If a speaker’s words and body language differ, listeners are more likely to believe the nonverbal
communication of the speaker, not his words. For example, if a person states, “I don’t have a
problem with you!” while avoiding eye-contact, looking anxious, and maintaining a closed body
language, the listener will probably trust the predominant form of communication, which according
to Prof. Mehrabian’s findings is non-verbal (38% + 55%), rather than the literal meaning of the
words (7%.)
The Importance of Non-Verbal Cues in a Group discussion
It shows agreement/disagreement: Not only through your words you can show your agreement or
disagreement to a particular point, your body language and non-verbal expressions also has the
power to demonstrate it. Nodding of the head, waving of hands and the movement of your face can
tell clearly whether you are agreeing to some point or not.
Affirmation: Remember that you are not the only one during the group discussion to speak. There
are other people as well who are there to put forth their points. A simple nod of the head shows that
you are validating or approving someone’s point.
Hand Movements/Gestures: Suppose someone is giving a presentation, but his hands are pulled
behind tightly and closed. How would it look like? It will seem as if he has just gobbled all the
information and throwing it out. Will you feel interested in such presentation? Probably not. So,
moderate hand movements and gestures will make others feel that you yourself are well aware of the
topic that you are going to present.
Paying Attention: When you maintain an eye contact, it shows that you are listening to what the
other person is saying. And when you do not maintain eye contact, it somehow shows your
distracted mind during a group discussion, which may have a negative outcome. So, whether or not
you are paying attention to the point will be visible through your body language itself.
Your Interest/Inclination: You believe it or not, but your body language speaks a lot whether you
are taking a keen interest in the discussion or not. If you are crossing your arms or not maintaining
proper eye contact or look here and there instead of paying attention to the discussion, this means
you are not taking interest. So, check that.
Your Voice Tone/Pitch: This also sets the tone of the discussion in a right or wrong manner. I met
some people whose normal voice seems like they are arguing with someone whereas some people
may have a very feeble voice and you might find it difficult to listen to them properly. Your voice is
also an important aspect as to how loud or how low your voice is.
Facial Expression: Our entire face is very expressive if we know how to utilize it in a correct way.
All the feelings including sadness, happiness, anger, disgust, fear, panic – all are visible on our face
only to an extent. Our face is capable of showing many feelings and emotions. So, your frowning
and shrinking of eyebrows will show it all whether or not you are in support of the point.
Conveys Emotions: Though there should be no place for emotional eruption during a group
discussion, the non-verbal mode of communication conveys a lot about your emotions. For example,
shrinking nose, raising eyebrows, yawning, rolling eyes, deep sigh, folded or open arms - all these
non-verbal communications tell a great deal about your present mental/emotional condition.
Body Language: Things to Consider

Shake Hands Properly

The handshake is a courteous way to acknowledge your interviewer but you should not take
initiative to shake hands. Let the interviewer shake hands with you as this is the right way to proceed
in an interview. The handshake is the first unspoken assessment of your personality. So, make every
effort to impress your interviewer with a confident and firm handshake. Some candidates may shake
hands too firmly while others might engage in too limp a handshake. The former might indicate
aggressiveness and dominating attitude while the latter one is a sign of weak personality—both of
which aren’t good. A proper handshake is firm to the right extent, gives the right kind of contact for
an appropriate duration. With a smile and good eye contact, it becomes a good one.
Smile
A smiling face portrays exuberance and eagerness and it is a good way to impress your interviewers
and the panel members of the group discussion. A smiling and happy demeanor shows that you are
really happy to be where you are. But, don’t go overboard with it as an artificial or oversized smile
can have the wrong effect. An experienced interviewer will immediately know if you are acting or
forcing the smile in a certain way. It is good to smile sometimes when you actually mean it during
the interview and group discussion rather than grinning constantly without any reason.
Be Careful Of Personal Space
Individual cultures and faiths in the different candidates who come for admission to the MBA
program tend to make them different in all aspects including an appropriate personal space. Some
people may feel comfortable speaking only inches from the other person while others may need a
decent space. When sitting in a group discussion, you must ensure that you respect the personal
space that the candidate sitting beside you. Similarly, when in front of your interviewer, be careful of
how far or close you sit.
Be Expressive and Open
Your physical gestures must be expressive and open. You must try to engage your interviewer by
gesturing positively such as keeping your palms straight and open which demonstrates honesty. You
should never bang your hand on the table and always avoid pointing fingers to make a point during
the group discussion and personal interview. These negative physical gestures would not go well
with your interviewing panel and should be strictly avoided.
Demonstrate Inquisitiveness
Maintaining an eye contact and nodding your head are the best ways to show your eagerness or
interest in an interview as well as the group discussion. The panel will appreciate that you are
actively engaged in the discussion and paying attention to what the others are saying. Lack of eye
contact and other listening cues would suggest your disinterest in the interview and weaken your
chances to succeed.
Body Language: Things You Should Avoid

Looking Disinterested
Physical gestures such as rubbing the back of the head, touching the nose or hair would signal your
disinterest in the interview. Therefore, these actions should be avoided in spite of the bouts of
nervousness and stress that you might be experiencing before the interview. Try to sit straight
confidently without leaning too forward or bending too backwards during both the group discussion
and interview.
Signaling Nervousness
Some candidates may unknowingly grab their folder or bag too tightly or may constantly touch and
wipe their face in front of the interviewer. Other gestures such as tapping the fingers, biting or
licking the lips, frowning, adjusting hair or clothing again and again must also be avoided for a
positive impression on the panel members. These gestures signal the candidate’s nervousness even
though he may be trying hard to hide it. The interviewers are smarter and more experienced than you
are, so, they can easily perceive gestures that portray anxiety or nervousness. So, try to remain calm
and relaxed and do not make unnecessary movements. While being nervous is natural and many
interviewers may not find it negative, it will still increase your inhibitions and degrade your
performance.
Getting Too Relaxed
Lounging with your arms and legs dangling would suggest you are getting too relaxed for the group
discussion and interview. Similarly, crossed feet and completely stretched out legs also demonstrate
you are very relaxed for the group discussion and this may also be taken for over confidence on your
part. Therefore, you should try to show some seriousness by listening attentively and speaking
meaningfully without making any carefree gestures that undermine your intent and eagerness in the
selection procedure.
Becoming Defensive
Crossing your arms in front of the interviewer can be perceived as being defensive. It might also
suggest that according to you, whatever you are saying is correct and you do not want to
accommodate someone else’s views or opinions at all. Therefore, it is advised not to cross your arms
during the interview and discussion processes. Instead, sit upright with your arms rested on your
thighs to cut out a confident picture.
It might be easy to prepare for the group discussion and the verbal component of the personal
interview by studying hard and being well versed with the latest happenings of the world. But
candidates should understand that portraying a positive body language is as important as speaking
and performing well in the group discussion and personal interview. It is not just about questions and
their right answers, but about participating in the selection processes with a favorable body language.
Show them that you have the power of expression in you!
The Do’s & Don’t @ Online
The Do’s
You should have a white background
You should be dressed in formals
Manage your gestures.
You should pay attention to your grooming
Girls should tie up their hair. With a little makeup.
Boys should have neat and short hair.
Boys should be neatly shaved.
Talk with confidence.
Put your phone or camera in a stable place, so that the screen does not move.
Look at the lens of the phone and not the screen, that ways you maintain “eye contact”.
Sound enthusiastic and motivated.
Always sit straight.
Keep the surrounding clean and clutter free.
Start confidently and with a good opening.
Smile and say “thank you” at the end.

The Don’ts
Do not touch your face too often.
Do not be unclear. Speak clearly and open your mouth well, while speaking, this will help you to
speak clearly.
Do not be nervous. Be confident and prepare your lines well in advance.
Do not be in a hurry. Speak slowly.
Do not be in a dark room.
Do not sit in a messy or cluttered room.
Do not read from the notes or look down.
Do not do heavy makeup or without any makeup on.
Do not wear casual clothes.
Do not sound under confident.

Soft Skills

Session 12

Group discussion: Assertive Skills

 Need for Group discussion skills

 Important skills
 Tips for leading group discussions

Need for group discussion

Interpersonal skills as per recent trends are as important as experience if not more. In fact, 94% of
the hiring managers will prefer a good inter-personal skilled employee who may be limited in
experience over someone who has a lot of experience but is not good with interpersonal
communication.
Developing group discussion skills is useful for everyday life as we regularly find ourselves having
discussions amongst friends, family, and colleagues. These may vary from very informal chats about
day-to-day matters, to more serious topics, for example a discussion about a recent current affairs
issue or a problem solution discussion
More importantly, group discussions are increasingly being used in the job market as a part of the
selection process. Group discussions are also a way of selecting or deselecting when recruiters are
faced with a large number of applicants for a single job. There are a variety of formats, but the key
skills remain very similar.
It is also noteworthy that group discussions offer a platform for extended and spontaneous speaking
(and listening!) practice by all of the contributors. Group discussion practice and skill development
is therefore useful for all students.
There are a variety of different types of discussions that can mimic the meetings, brainstorming
sessions and discussions that happen in the working place.
Decision making
Give and / or share their opinions on a given topic
Create something (e.g. plan)
Solve a problem
While participating in group discussions, it is important to know what kind and purpose of the
discussion is. Some discussion topics may fall into more than one of these categories, but it is useful
to consider a variety of formats to which the students can apply the skills they are learning.

Important skills for group discussions

To be able to participate in a group discussion successfully and effectively, there are some minimum
parameters every student should follow and develop abilities on.

Ability to Analyze the topic

This skill can be developed by taking the topic and examining, analyzing or mind-mapping all of the
possible sub-topics they could speak about.

Ability to Convince or Persuade

This skill is often checked by recruiters more so for customer relations or sales job profiles comes –
used to assess the decision making abilities as well.

Control over emotions

In case the group discussion is on a controversial topic, students may be asked to decide whether
they agree, disagree or have no opinion, making notes on their main arguments to support their
viewpoint. It is important in such discussions to keep voices low and try to control emotions as far as
possible.

Support
One of the most important things for students is to learn when it is and isn’t appropriate to interrupt
and how to do it. Very often students will talk over each other in an effort to get their point across
and forget to listen.
Interruption is not a good practice unless a particular speaker has been dominating the discussion for
too long, what the speaker is saying is completely irrelevant to the topic, or you don’t understand the
point he / she has made. However, even in these situations, there are some examples of polite
interjections such as ‘Can I just add something here?’, ‘Sorry I’d just like to clarify something,’ etc.

Tips for group leadership – Read below to obtain some helpful learnings on showing leadership
skills in group discussions and other forms of communication forms

Assertive Communication
Assertiveness is an important skill to develop, not only as a part of the group discussions being
participated in but as a general communication skill. Assertive communication skills form an
important part of enabling relationships – professional and personal. As a part of developing
assertiveness, try to introspect and think about usually how you react when someone unfairly
criticizes your work/ideas? Or think of the situations when you felt very upset about something
someone said – how did you react?
To understand what constitutes as assertive communication, it is important to understand the three
types of communication modes people use….
1. Passive – do not confront problems & people, dislike ‘rocking the boat’
2. Aggressive – ignores other people’s feelings, open & direct, not good at taking criticism
3. Assertive – able to state views/opinions without upsetting others, ‘win-win’ situation,
proactive
Why is assertive communication so important - Because it is an essential workplace skill. Also
because genuinely assertive people are better to work with and establish more effective relationships.
Technical and professional skills are highlighted by excellent interpersonal skills
Six statements that showcase assertive communication skills, as examples of communication when
you want to disagree or provide your own viewpoints as well, or when someone criticizes your
words…as can happen in a group discussion…
Agreeing in principle: “As a general rule you’re absolutely right …”
Agree with part of their argument: “Of course you’re absolutely right that …”
Admit it is a reasonable argument: “Yes, what you are saying is very logical …”
Appreciate their feelings: “I can totally understand why you feel that way …”
Raise objections as an afterthought: “Yes that seems true … but if …”
Show that you have anticipated that attack: “Thank you, I was hoping that someone was going to
mention that …” (useful if presenting idea at meetings!)
Other ways of displaying assertive communication…
If you know for sure you have done something wrong - calmly admit mistake without excessive
apologizing, both you and critic can maintain dignity and anger of critic is defused. Agree with the
critic’s values such as “Yes, I should have worked harder.”

When you are not sure why you are being criticized or your ideas/words are being disagreed with
aggressively – “Hmm, can you give examples of how and when I’ve acted in this manner?” Or “Can
you tell me what I’ve done to disappoint you?” Or “I would really be interested to know what
exactly in my ideas or opinions you find wrong or disagree with”
Remember in assertive communication, you agree with the other person’s feelings but ask for further
examples, evidences and stand by your own opinion as well.
Examples of subtle leadership in group discussions
Speak pleasantly and politely to the group
Respect and recognize the contribution of every member (and show it with a nod or a smile!)
Agree and acknowledge whatever you find interesting
Disagree politely because it is a discussion and not an argument! Be firm but gracious
Do a mental revision of what you are going to say. Think of how you can best answer the question or
contribute to the topic
Stick to the theme of discussion and not wander into other discussion / irrelevant information
Do not interrupt
Do not dominate the discussion and repeat your points or talk for too long
Start Smart and stay Smart
Be energetic throughout the discussion
Use a professional yet friendly tone.
Capture the appropriate information and try to make valid, impactful points right at the beginning
Give evidence and facts to support your interpretation or opinion

Summarize the discussion to illustrate understanding and listening abilities

Participate actively and speak up

During group discussions many people never speak up because they are afraid that people will judge
them for saying something stupid. This fear is not really justified. Generally, people are much more
accepting than we imagine. In fact, most people are dealing with the exact same fears. By trying to
speak up at least twice in every group discussion, you’ll become a better public speaker, more
confident in your own thoughts, and recognized as a leader by your peers.

Good Posture
Just the way a person carries herself tells a story. People with slumped shoulders and lethargic
movements display a lack of self-confidence. They are not enthusiastic about what they are doing,
and they don’t consider themselves important. By practicing good posture, you will automatically
feel more confident. Sit up straight, keep your head up, and make eye contact. Lean forward to show
your interest and nod in interest. You will make a positive impression on others and instantly feel
more alert and empowered.

In the end, just remember that group discussions are being conducted to assess your communication
skills, confidence, and ability to work and lead a team. The above tips and instructions, if followed
diligently and judiciously will go a long way in empowering you to be a leader in the group.
 Soft Skills
Session-13
Group Discussion -Leadership & Team Work

Productive business meetings require a leader with the ability to focus the discussion. Business
owners with effective group leadership skills, including the ability to listen and organize
discussions, can help the company focus on important details during meetings.

Organization

Effective business leaders plan the agenda for group discussions and develop a printed outline for
the meetings. Groups have more productive discussions when everyone has a copy of the printed
agenda before the discussion begins. This allows time to review the topics and focus on key issues.
The printed agendas should include large blank spaces so attendees can make notes. The leader
must also use organizational skills to focus the members on the agenda points during the
discussion. Leaders calling attention to the specific agenda points keep the group discussion
focused on decision-making.
Listening and Note Taking

Group leaders with highly developed listening skills are able to guide discussions by focusing on
what each person is saying during the meeting, while at the same time taking notes as the
conversation continues. By listening for repeated phrases and ideas, the leader can direct group
members in reaching agreement on topics. For example, if a leader hears members repeatedly refer
to job duties as "too complicated," she should focus the discussion by asking group participants
what specific things make the duties complicated.

Rephrasing

"Rephrasing" refers to techniques in which leaders ask for more clarification during a group
discussion. The leader will typically ask group members for more in-depth opinions after restating
the general discussion topic in new terms. Rephrasing allows group members to view topics from
different angles and interpretations.

Emotional Control

The leader's emotions, and the emotions of the group members, must be under control for effective
discussion. Leadership requires developing a tough skin to take on the lead-discussion duties when
tempers flare. Discussion leaders should work to diffuse anger and redirect the emotions with
constructive suggestions. Addressing an emotional group member with questions about the reasons
for the outburst can provide an avenue to discuss problems more constructively. After dealing with
emotions, redirect the focus to agenda topics.

Mediation

Group members typically fall into different participant roles, particularly in permanent groups.
Effective group leaders understand the unofficial roles group members take during the discussion
and use these members to help mediate group problems. For example, the role of the "tension
reducer" is to resolve conflict and anxiety, while the "task master" helps focus the group members
on the purpose of the meeting. The leader uses the group's tension reducer to assist in soothing
feelings when group participants feel ideas weren't given equal consideration by group members.
The leader uses the group's unofficial task master to help keep easily distracted group members
focused on the agenda points.
Successful teams are the result of leadership, not luck.

You’ve felt the pain of teams that struggle. If you’re fortunate, you’ve felt the joy of being part of a
great team.

Trust

Great teams trust each other.

One leader wrote, “Great teams habitually do little things that build and reinforce trust.” Another
leader wrote, “Make it safe for people to say what they actually think.”

Team members build trust when they:

#1. Make and keep commitments.

Trust is depending on someone to keep their commitments. Confusion about commitments

destroys teams. When you don’t know the commitments of others, you give yourself
permission to judge them by the expectations you impose on them. Unclear commitments
produce distrust, backstabbing, and gossip.

How to clarify commitments:

At the end of team meetings, ask, “What are your commitments?” If people have multiple
commitments, ask them to rank them in order of importance.

Alternative question, “What’s your number one commitment as a result of today’s meeting?”

Anyone who consistently leaves team meetings without a commitment is irrelevant to the
team.

#2. Know strengths, weaknesses, and passions.

It’s foolish and frustrating to expect performance out of weakness. You can trust people to
perform well where they’re strong and passionate and poorly where they’re weak and don’t
care.

You can’t trust someone who consistently drops the ball.

Consistent ball-droppers:

Hope for performance from weakness.

Don’t feel passionate about their responsibilities, goals, and tasks.

Over-commit to pleasing people.

Everyone on the team needs to know the top three strengths and weaknesses of everyone on the
team.

Leadership behaviours that contribute to a group’s task-related functions include providing, seeking,
and evaluating information. Leaders may want to be cautious about contributing ideas before
soliciting ideas from group members, since the leader’s contribution may sway or influence others in
the group, therefore diminishing the importance of varying perspectives. Likewise a leader may want
to solicit evaluation of ideas from members before providing his or her own judgment. In group
situations where creativity is needed to generate ideas or solutions to a problem, the task leader may
be wise to facilitate brainstorming and discussion.

A group leader with high communication competence can facilitate brainstorming and group
discussion to enhance the creativity and quality of group members’ ideas.

This can allow the leader to keep his or her eye on the “big picture” and challenge group members to
make their ideas more concrete or discuss their implications beyond the group without adding his or
her own opinion. To review, some of the key leadership behaviors that contribute to the task-related
functions of a group include the following:

In Group Discussions for selection purposes, the qualities of team work and leadership are observed
and evaluated. Person – Job fit matched basis the performance of the candidate in such simulated
exercises.

Soft Skills
Session-14
Group Discussion –Industry Expectation
As per the recent statistics, the education sector in India is poised to witness major growth in the
years to come as India will have world’s largest tertiary-age population and second largest graduate
talent pipeline globally by the end of 2020. India’s economy is also expected to grow at a fast pace;
rapid industrialization would require a gross incremental workforce of ~250 million by 2030; India
could potentially emerge as a global supplier of skilled manpower. However, despite these
encouraging statistics, a major segment of graduates remain unemployable - according to ‘National
Employability Report’ 2016, which is based on a study of more than 1,50,000 engineering students
who graduated in 2015 from over 650 colleges, 80% of them were unemployable and only 3% had
suitable skills to be employed in software or product market. Such large segment of the population
not getting jobs is indeed a grave problem as it has direct repercussions on the Indian economy and
on social conditions. Though educational institutions are training millions of youngsters yet
corporate are often complaining that they are not getting the necessary skill and talent required for a
job. Not only have they lowered their hiring standards in order to be fully staffed, they are also
conducting training programs to make their hires productive and up to speed. But this arrangement
can’t last for long as it hampers organization’s productivity.

A recent NASSCOM report suggests that by 2020, 2 out of 3 millennials would like to take up a
managerial job within 3 years of their joining and the core skill set required by the industry will
change fast and newer skills like creative thinking, higher level problem solving, interpersonal skills,
innovation, decision making will be in great demand. However, “Skill-based education is somewhat
lacking in all the higher education fields in India and management is no different. The focus of
management institutes need to shift from theoretical knowledge to skill based education with a more
practical and dynamic approach,” says Roshni Chakrabarty noting recent trends in MBA education.
Therefore, besides imparting the core or technical knowledge, academia should also try to focus on
the softer and behavioural aspects such as interpersonal skills, leadership capability, attitude,
communication skills (with increased emphasis on learning the English language) team spirit and
alike which will play critical role in determining the success of individuals once they join the
industry.

So, while in professional courses like MBA etc the practise for Group Discussions (GD) is one such
exercise to prepare the future student managers for the industry. GDs for each role has a different
selection criteria while the basic common criteria which is being evaluated is -

1. Knowledge: Participant exhibits in-depth knowledge on the subject. Clarity of thought

Logical Arguments backed by current examples and data. Follows the PEST Model for
structuring thoughts and ensuring the discussion encompasses both the big picture and the
small details.
 2. Communication: Fluent, well-paced, structured delivery with appropriate enunciation. Use
of business vocabulary. Participant is reflective and displays good non-verbal cues while
listening and appreciating. Maintains eye contact, attentive to views of others, maintains
good facial expressions, apt use of hands and gestures. Seen jotting down points. Has been
consistent throughout the discussion.
3. Teamwork / Collaboration: Acts as a leader. Consistently values and encourages all
members of group for active participation. Consistently provides thought provoking ideas in
team setting. Maintains Group Cohesiveness.
4. Critical Thinking: Participant was observed exchanging, defending, and thinking critically
about ideas. Participant has a logical, analytical approach to the subject. Assesses the issue
from diverse angles, brings in unique ideas supporting with examples. Analyses own and
other's views comprehensively.
5. Interpersonal Skills: Consistently demonstrates both respect and helpful behaviour. Shares
ideas freely and encourages co-participants supporting their efforts. Maintains Group
Cohesiveness.
6. Participation Level: Excellent participation level. Keen, enthusiastic, well prepared. Has
sound knowledge of the subject, initiates the discussion enthusiastically, and maintains the
tempo of the group, a regular contributor with unique ideas.

While the above are the common parameters which are being observed in a GD for selection
purposes, each position again would be the deciding factor regarding the weightage give to each of
these.

– Participants high on extraversion fit well with aggressive and team-oriented cultures,
so jobs requiring such skills would have more weightage given to the communication
abilities and Interpersonal skills.

– People high on interpersonal skills match up better with a supportive organizational

climate than one focused on aggressiveness. Hence, jobs like HR and Finance which
are typically support functions might be looking for those who score high on such
parameter and are not aggressive.

– People high on critical thinking fit better in organizations that emphasize innovation
rather than standardization.

Each job has its own unique requirements and the industry accordingly makes some selection criteria
get the most suitable candidates for the same.

What are the Recruiters Looking for in the candidate?

 A. Employability skills- The skills you have developed inside and outside of school that you
can transfer to the workplace

B. Knowledge and abilities relating to a particular job

The ability to identify suitable job opportunities and self-presentation for applications and
interviews. You can’t rely on your academics alone to automatically open doors for you after school

Many students already have the employability skills companies are looking for – but they don’t
realise it!

What are Employability Skills Commonly Known as?

• Key behaviours

• Competencies

• Soft skills

• Transferrable skills

• Personal skills

• Generic skills

• Basic skills

Top Skills that Employers want are:

• Written communication

• Verbal communication

• Flexibility

• Commercial awareness

• Teamwork

• Planning and organising

Showcasing your skills

1. Think of sports clubs, teams or any societies you may have been involved in, or are currently
involved in. Being part of a team e.g. Football, netball, cricket shows that you:
 • Are actively part of team, showing you can work as part of team. You will have learnt a
great deal about teamwork from these experiences.

• Being part of a team can also develop your communication skills- communication is a key
part of a successful team. This is no different in sport or at work!

• You have made a commitment to play matches / attend training regularly, showing you are
able to manage your time. You may also help out in organising training sessions, or transport
to matches which has developed your organisational skills.

• You may have also developed your leadership skills- this may apply if you have a position
of responsibility e.g. Captain or not. Think of an example where things weren’t going well-
you may have taken on responsibility, motivated others and helped your team.

2. Developed your communication skills, whether they are verbal or written. Working on a
restaurant as a waiter, in a shop or in a call centre for example requires communication with
customers- taking orders, helping with queries.
3. You may have developed your problem solving skills. Think about a challenging situation
you may have been in at work (or if not at work, more generally, in school etc). How did you
deal with the situation? For example, a customer may have been unhappy with the quality of
the food or wanted to return an item they bought. No matter how big or small the problem,
you may have helped deal with the situation and ultimately developed your problem solving
skills.
4. At work being able to work in a team is very important. If you have been part of a team
while at work, think of examples of when you may have developed your teamwork skills. For
example, did one of your colleagues call in sick at late notice leaving you short staffed?
5. Having had experience of working you would have developed your time management skills,
both in making the commitment to get to work on time for example and to manage your time
during the day. You may have been given a deadline to meet or a target to achieve by a
certain time.
6. This also links to planning and organising- planning the activities you need to do to meet
your deadlines.

What employers look for in a candidate?

Can you do the job?

 Do you have the necessary abilities, skills, knowledge, experience and qualifications?
 How soon can you become productive? Are you a fast learner?
  Are you able to work unsupervised, use your initiative and work confidently under
pressure?
 Will your work be accurate and high-quality?
 Are you organised and able to achieve goals?

Are you motivated?

 Are you motivated, and do your goals benefit the company?

 Will you work for the best interests of the organisation?
 Are you dependable (i.e. reliable and trustworthy)?

Do you fit with the organisation?

 Do you have a good attitude?

 Does your presentation and appearance represent the company well?
 Are you a team player? Do you get on well with others? (The employer wants someone
who won't create problems among other workers.)

It is your responsibility to provide employers with the best information to help them make a quality
hiring decision. If you consider all the needs listed above, you will increase your chances of getting a
job offer.

SOFT SKILL

Session No: 15
 Group Discussion – Problem Solving & Decision Making

Introduction

Discussions help develop a clear perspective on issues by establishing diverse viewpoints.

Sharing ideas and thoughts in the process of discussion, help clear the picture f the situation and help develop
new insights leading to the solution. The understanding developed during the discussion equips one to deal
with the problem. This is the main purpose of a Group Discussion. It is an interactive oral process where the
group needs to listen to each other and use voice and gesture effectively with clear language and persuasive
skills. Group Discussion involves a lot of group dynamics involving teamwork’s, and behavioural skills.

Problem Solving & Decision Making in Group Discussion

The important aspect of Group Discussion is to identify the core of the problem and come to a consensus with
an effective solution. The process of Group problem solving is as follows-

Step 1: Define the Problem

Group members share what they know about the current situation, without proposing solutions or evaluating
the information. The first task is to establish the known facts highlighted in the problem .

Step 2: Analyse the Problem

At this stage, group members discuss the potential reasons of the problem at hand. Once the problem has been
scrutinised, the group can pose a problem question that will direct the group to generate possible solutions.

Step 3: Generate Possible Solutions

During this step, group members generate possible solutions to the problem. The point to consider is that at
this stage, evaluation of solutions should be avoided and only probing and clarification of solutions should be
discussed.

Step 4: Evaluate Solutions

During this step, solutions can be critically evaluated based on their credibility and completeness of the
solution presented . Once the potential solutions have been narrowed down, the group should analyse each
solution based on its potential positive and negative effects.

Self Check Exercise: Group Activity: In a group of 7-8 members, share this situation. Plan a
discussion of 10 mins and come to a consensus.

On your way back from a holiday in South America, your shuttle flight to the airport is forced to
make an emergency landing in a small clearing in the Brazilian rainforest.
You, the pilot, and your fellow passengers have only sustained minor injuries but the plane has
broken into pieces and the communication equipment has been destroyed in the impact.
Before the plane crashed the pilot had reported a problem with one of the engines, so there is a good
chance that the authorities will start looking for you when you fail to arrive at
your destination. However, the forest is very dense and it will take days to reach the edge of it
on foot.
You cannot remain where you are as there is a danger that the aeroplane fuel will catch fire.
On searching through the wreckage and the remains of your suitcases you find the following items:
1.Aguide to South American plant species
2. 3 elasticated luggage straps
3. 6 frozen airline meals
4. 4 blankets from the plane
5. A pack of 24 anti-malaria tablets
6. A 3 metre square piece of opaque plastic sheeting
7. Tourist map of Brazil
8. 2 large bottles of factor 12 sunscreen
9. Mobile phone with GPS, fully charged
10. 1 litre bottle of the local alcoholic spirit
11. 3 boxes of chocolate chip cookies
12. 4 current paperback novels
13. First aid box
14. Compass
15. Flare gun with one flare
16. A Swiss Army knife
17. A book of matches from the hotel
You are unable to carry more than 7 items from this list. Items containing more than one object still
count as one item.”
You have 20 minutes to reach your conclusion and present back to the assessors.

Six Hats Method of Decision Making

Edward de Bono developed the Six Hats method of thinking in the late 1980s, and it has since
become a regular feature in decision-making training in business and professional contexts. Edward
de Bono, Six Thinking Hats (Boston, MA: Little, Brown, 1985). The method’s popularity lies in its
ability to help people get out of habitual ways of thinking and to allow group members to play
different roles and see a problem or decision from multiple points of view. The basic idea is that
each of the six hats represents a different way of thinking, and when we figuratively switch hats, we
switch the way we think. The hats and their style of thinking are as follows:

 White hat. Objective—focuses on seeking information such as data and facts and then processes that
information in a neutral way.
 Red hat. Emotional—uses intuition, gut reactions, and feelings to judge information and suggestions.
 Black hat. Negative—focuses on potential risks, points out possibilities for failure, and evaluates
information cautiously and defensively.
 Yellow hat. Positive—is optimistic about suggestions and future outcomes, gives constructive and
positive feedback, points out benefits and advantages.
 Green hat. Creative—tries to generate new ideas and solutions, thinks “outside the box.”
 Blue hat. Philosophical—uses metacommunication to organize and reflect on the thinking and
communication taking place in the group, facilitates who wears what hat and when group members

change hats.

Self Check Exercise: Based on the Six Thinking Hats concept, answer these questions to check your

knowledge.
 1. This decision-making method has been praised because it allows group members to “switch gears” in

their thinking and allows for role playing, which lets people express ideas more freely. How can this
help enhance critical thinking? Which combination of hats do you think would be best for a critical
thinking sequence?
2. What combinations of hats might be useful if the leader wanted to break the larger group up into pairs
and why? For example, what kind of thinking would result from putting Yellow and Red together,
Black and White together, or Red and White together, and so on?
3. Based on your preferred ways of thinking and your personality, which hat would be the best fit for

you? Which would be the most challenging? Why?

Self Check Exercise: Video Analysis: Group Problem Solving and Brainstorming

Group Discussion is a way to solve problem with brainstorming and reaching to a consensus. Watch the video
on ‘Group Problem Solving and Brainstorming and answer the following questions. Use Link
https://youtu.be/NDSFnpKs_lo

Questions:

(a) Discuss the step wise process of problem solving

(b) State the group dynamics used during Problem solving exercise

(c) State the top to skills required to take effective decisions and problem solving.

Reference
1. www.kell.indstate.edu

2. www.mindtools.com

3. www.psychometricinstitute.com.au/

4. www.assesmentcentrehq.com

5. https://2012books.lardbucket.org/

SOFT SKILL

Session No: 16

Group Discussion – Roles In Group Discussion

Introduction

GD is a technique used by an institutions/ organization to gauge whether the candidate has required
behavioral skills and personality traits that it desired for the given role. It is a form of communication, where
a group of people come together and discuss on the given topic or a situation for 15-20 minutes.

Further in this session, we will discuss the different roles that participants play in Group Discussion. To begin
with lets us first understand the structure of group discussion.

Structure of Group Discussion

An effective group comprises of 8-10 members, seated in U or V shape. The objective is to present the ideas
to the whole group and reach to the consensus. Also, this type of setting, makes it convenient for all the
members to create good eye contact with each other.
Once the topic is announced by the evaluator, participants are given time (approximately 2-3 minutes) to
develop their ideas and prepare their notes. After this buffer time is over, the evaluator announces the topic
to the participants and the discussion is open. The participants are required to discuss the topic for given
period of time (approximately 15-20 minutes). Participants are required to conclude the discussion by
presenting the summary of the discussion.

Process of Group Discussion

As discussed earlier, Group discussion is a form of communication, which is usually informal in nature. In the
formal set up of selection process, formality of conduct is expected from the participants.

Here is the three stage process of conducting Group Discussion

 a. Initiation
The first and foremost step is to be knowledgeable enough to initiate the discussion.
It is not compulsory to have a thorough knowledge of the topic with actual facts and figures but
having the basic information on the topic will be good enough to speak on it. In order to make your
speech more interesting, you can start with a quote, a small anecdote which is relevant to the topic.
State your opinion and elaborate your stance with justifying your viewpoint.

b. Discussion
Once the topic has taken its shape , you enter into next phase of discussion. At this point, take
charge and start your conversation forward. Once you take control of the discussion, make sure that
you speak to the point without dragging the topic unnecessary. Thus, it is important to be precise
and lead the discussion impactfully.

c. Conclusion
Towards the end of discussion summarization is an opportunity get the attention of the evaluator.
Putting together the whole discussion by highlighting the star points, sharing your opinion and
coming to the middle path is the key to conclude the discussion. A summary should be brief and to
the concise. Here an important point to remember is that at this stage no new points should be
added for further discussion.

Roles in Group Discussion

During the process of group discussion, a participant undergoes the structured three stage phase with
Initiation, Discussion and Conclusion. Every stage has specific role to be played by the participants.

1. Role of a leader: The discussion begins with initiator setting the direction of the topic. The Initiator is one
who leads the group by giving the right direction. The participant who takes the lead and initiates the topic,
bear the onus to navigate the discussion and give a right direction to the topic. Here is a stepwise guide to
be followed by the initiator.

Step 1: Greet- To break the ice and begin the session, greeting everyone is a positive start. The participant
who wish to initiate the session should seek it as an opportunity to lead the session and drive it in a
direction.

Step 2: Explain topic- after greeting, the topic should be broken done, identifying the main keywords. The
initiator should explain the keywords to build the background of the discussion.
Step 3: State Opinion- Once the background of the session is build, the initiator should use this as an
opportunity to state his/ her view point with student justification to establish the participation in the
discussion.

Tip: Refrain from sharing all ideas and opinion at the initial stage. Use this stage as an opportunity to
navigate the discussion into one direction

2. Role as Team Players: During the course of group discussion, participants are not individual players abut
have to emerge as strong team players. The objective is to get along with the group. In this stage
participants have to use the skills of strong team players. Some common skills to showcase during this stage
are-

(i) Listen: Be respectful to others opinion and pay attention to what others are speaking. Listen before you
speak is the key to perform during discussion.

(ii)Be respectful to others- Think before you respond. As a team player, try to analyze other’s viewpoint and
based on the comprehension, respond appropriately with right tone and idea.

(iii) As a team player, support those members who are not getting opportunity to speak. Refrain from
directly questioning anyone at any given point.
3. Role as a coordinator: In order to coordinate the group dynamics and reach to the desired goal, it is
imports to play the effective role of coordinating between different members of the group. The participants
need to be vigilant about the various aspects of topic covered in the discussion. Moreover, timely bringing
the discussion to the closure is an important task to be performed by the coordinator of the group.

Self Check Exercise:

Question: Determine the two most important skills required in the position of Leader, Contributor and
Coordinator.

________________________________________________________________________________________
______________________________________________________________

Conclusion

Group Discussion involves different roles of the participants. These roles highlight the skill sets required to
perform effectively in the discussion. Nurturing these skills help the participants to showcase their opinion
in the efficient way , making the discussion fruitful. Moreover, the structure of group discussion establishes
the objective to be achieved during the discussion.

SOFT SKILL

Session No: 17

Group Discussion – Phrase/ Language to be used during GD

Introduction

Group Discussion may sound a cacophonic idea of many individuals, there stems many management points
that can be noticed in an individual. Skills of management level and expertise in cooling down a situation can
easily be recognized during discussion of a topic.

This helps the conductor of group discussion to list out the right candidate.
Presentation of viewpoints in group discussion is not a science, but an art. Your words hold as much
importance as your body language and the points you make in the discussion.

While you are expressing your viewpoint in the discussion, you can majorly encounter four situations.

Let’s discuss the four different expressions to use in group discussion

Expression 1: Giving Opinion- This is a situation when you are expressing your opinion. In such situations,
the objective is to establish the idea, a though or a viewpoint in the group. In these situations, usage of phrases
like, I believe that one should…, In my opinion….., etc.

Expression 2: Giving Opposite Opinion- When you are expressing arguments in opposition to the statement
made. In this scenario, the objective is to listen to the other person, comprehend and analyze the viewpoint
and give the counter arguments by justifying with real time examples. For example, “with due respect, I
would only partly agree to that…” and “I feel it wouldn’t be right to….”

Experience 3: Clarifying your opinion- When you state your opinion, use right connectors and linkage
words to elaborate your viewpoint. The objective Is to set your opinion and establish your viewpoint with
concrete examples. Use phrases like “My honest opinion would be that…”, “The way I see it….”, “The point
I would like to make is that…

Figure 1: Use the right phrase for expressing your opinion in the Group Discussion.
 Source: EslBuzz.com

Self Check Exercise: Take any current business topic and write quick notes on the topic stating your ideas
and viewpoints. Now audio record yourself while using the phrases from ‘Giving Opinion’(Fig 1). Listen to
the audio and analyzed how well you used the phrases. Practice it often.

Experience 4: Giving yourself time to think- During discussion, when you are establishing your viewpoints,
use right phrases that will help you buy out some time to structure your thoughts and present your point in the
discussion.

Self-Check Exercise : Note: Write your answers at the space given below. Read the text and use the
right form of the word in the bracket to form a word that fits in the numbered space..

The ________ (sure) way of antagonizing others in the GD as well as the examiner is to appoint yourself as a
de facto ________ (chair) of the group. Do not try to impose a system whereby everyone gets a chance to
speak in turn. A GD is meant to be a free ______ (flow) discussion. Let it proceed naturally. Do not ever try
to take a vote on the topic. A vote is no substitute for discussion. Do not address only one or two persons
when ________(speak). Maintain eye contact with as many members of the group as possible. This will
involve others in what you are saying and increase your ___________ (chance) of carrying them with you. Do
this even if you are _________ (answer) a specific point raised by one person.

Grammar: Linkage Words for Group Discussion

In any piece of writing the sentences and the ideas in them are logically related by certain words or phrases
that are known as linkers. These linkers have different functions and belong to different parts of speech. These
may be pronouns, conjunctions, conditionals, determiners, etc. Let us look at some of the linkers and their
functions in the following table:

Linkers Functions

And, as well as, moreover Used to add new elements

Used to express opposite ideas or an

Or, In other words, Alternatively alternative choice

But, However, On the other hand, On the contrary,

Even though Used to express contrast

Because, Since, For, As Giving a cause for a particular statement

Therefore, consequently, so that hence Used to express a result

If, Provided that. Otherwise, In case, Unless Used to express condition

Self -Check Exercise : Note: Complete the paragraph with the words from the box.

Therefore, otherwise, or , who, and, if

In most GD’s the opening speaker is the person _________ is likely to get the maximum uninterrupted
airtime. The reason is simple. At the start most other participants in the GD are still trying to understand the
basic issues in the topic, _________are too nervous to speak _______are waiting for someone else to start.
_______________ the evaluators get the best chance to observe the opening speaker. Now this is a double-
edged sword. ___________the opening speaker talks sense, naturally s/he will get credit because s/he opened
the discussion and took the group in the right direction._______ on the other hand, the first speaker doesn’t
make too much sense, s/he will attract the undivided attention of the evaluators to his shortcomings. She/he
will be marked as a person ________ speaks without thinking merely for the sake of speaking. S/he will be
seen as someone who leads the group in the wrong direction _________ does not make a positive contribution
to the group. So remember, speaking first is a high-risk high return strategy. It can make _______ mar your
GD performance depending how you handle it. Speak first only________ you have something sensible to say.
____________ keep quiet and let someone else start.

References

1. www.ekgyankosh.ac.in

2. www.bmconsultantsindia.com

3. www.cmshub.com

4. www.graduatefirst.com

5. P. Patnaik. Group Discussion and Interview Skills. Cambridge University Press: India (CUPIPL), 2011.
6. Effective Group Discussion: Theory and Practice. McGraw-Hill, 2003.

__________________________________________________________________________

SOFT SKILL

Session No: 18

Group Discussion – Do’s & Don’ts of Group Discussion

Introduction

In Group Discussion, it is imperative to maintain decorum. The aim of group discussion is not merely to
impress the evlautor but putting forth the firm belief by your ideas and viewpoints. To maintain your
constant position in a discussion, firstly you should establish yourself in a better position than others and use
valid reasons to state your ideas and thoughts.
Group discussion are usually shortlisting criteria during selection process and. Respecting others opinion and
agreeing to them wherever you feel the other participants are correct is important. Check your behaviour,
being aggressive or submissive will not fetch you in good books of the evaluator, in fact maintain assertive
behaviour throughout the discussion. Another important feature to create your impression is to dress
impeccably. One should have a winning attitude and grooming speaks a lot about yourself.

Code of Conduct of Group Discussion

It is imperative to maintain decorum and follow the general code of conduct in a Group Discussion. Here is a
note to follow -

Do’s

o Speak nicely and politely to the group.

o Respect the viewpoint of every speaker.
o Learn to disagree politely as it is not a platform to create arguments.
o Structure your thoughts and analyse before you put forward your viewpoint.
o Try to stick to the discussion topic. Avoid digressing from the main topic. Don't introduce irrelevant
information.
o Be aware of your body language when you are speaking.
o Agree with and acknowledge what you find interesting.

Self Check Exercise: Out of the Do’s listed above; identify three, which are very important. Say why

. ......................................................................................................................
......................................................................................................................
......................................................................................................................
......................................................................................................................
......................................................................................................................

Don'ts

o Lose your temper. A discussion is not an argument.

o Shout. Use a moderate tone and medium pitch.
 o Use too many gestures when you speak. Gestures like finger pointing and table thumping can appear
aggressive.
o Dominate the discussion. Confident speakers should allow quieter students a chance to contribute.
o Draw too much on personal experience or anecdote. Although some tutors encourage students to
reflect on their own experience, remember not to generalise too much.
o Interrupt. Wait for a speaker to finish what they are saying before you speak.

Self Check Exercise: Out of the Don’ts listed above; identify three, which are very important. Say why

. ......................................................................................................................
......................................................................................................................
......................................................................................................................
......................................................................................................................
......................................................................................................................

Leading a Discussion

You may be in a seminar group that requires you to lead a group discussion, or lead a discussion after an oral
presentation. You can demonstrate leadership by:

o introducing yourself and the members of the group

o stating the purpose of the discussion
o inviting quiet group members to speak
o being objective
o summarizing the discussion

Self Check Exercise: On the basis of what the speaker says, state whether the following statements are True
or False

i) You must contribute towards reaching a consensus. ……………… ii) In order to be heard you must speak
for at least 15 minutes. …………… iii) You can make a meaningful contribution even if you do not know
much about the topic being discussed. ……………… iv) A fish market scenario is one where each one tries
to talk at the same time and emphasize her/his point of view. ……………… v) If you fail to contribute
towards reaching a consensus it means you are not very good at team work. ……………… vi) A good
listener agrees with what others say. ……………… vii) In the end you must summarize only your own point
of view. ………

Reference

1. www.egyakosh.com

2. www.sites.google.com

3. www.softwareinsighthelp.com

Soft Skills
Session 19
Cover Letter and Resume

Introduction

Almost all of us have sent applications in some form or the other at some point of time. As students
most of you would be doing so on graduating from the school. Even at a later stage, when switching
of jobs is contemplated, one would be required to draft applications. Applications are normally
accompanied by Résumés. The short-listing of applicants in the initial screening depends to a large
extent on the manner in which applications are drafted. A well-written application accompanied by a
judiciously drafted Résumé is most likely to facilitate your progress to the first stage of the
recruiter’s selection process.

Purpose of Cover Letter/Application

All Résumés are sent with a cover letter or an application. Applications clarify the purpose of
sending the Résumé. Applications are written in one’s own individual style, unlike Résumés, which
are in a telegraphic style, without any emphasis on grammar. An application serves the purpose of
arousing enough interest in the employer to read the Résumé. Therefore, one must use this
opportunity to show one’s communication skills and also share about one’s personality.
Guidelines for Drafting Applications

Some tips for drafting applications are discussed below:

1. Try to include details, which do not appear in the CV.

2. It should be based on facts.

3. It should be addressed by name.

4. The salutation should preferably be e.g. ‘Dear Mr Prasad’ rather than ‘Dear Sir/ Madam’.

This indicates the motivational level of the applicant and the interest taken to research the
company, with the intention of joining it.

5. The application should mention your accomplishments and also your personality traits and
attitudes. For example: Dependable, time management skills, leadership skills.

5. Be short: The application should not be more than one page.

6. Quality: Make sure that you proofread the application thoroughly. There must be no spelling or
grammar mistakes.

7. Paper used: The paper used should be of top quality.

Format of the Application

In the first paragraph, the applicant should gain the employer’s attention. This can be done by
drawing the attention to the key requirements of the job and stating that you meet them. This should
be done in a crisp, emphatic and precise manner. For example, if the employer has advertised for
position, which requires inter-personal skills, then your opening paragraph could be on the following
lines:

“Please refer to the assignment advertised in Times of India dated 11 June 2020, which calls for
good interpersonal skills. I have varied and long experience in handling small teams in situations
which call for excellent inter-personal skills”

Or
“Please consider me for an entry level position, for an assistant team leader in marketing of mutual
funds. I am an MBA with marketing and finance as my dual specialization from IBS Gurgaon”

Sustaining Interest of the Employer

The middle portion of the application summarizes (not repeats) the skills set, experience, and
personal attributes and draws the employer’s attention to the Résumé. Not repeating the contents but
summarizing them is an art, which must be practiced.

For example, if you have had an excellent academic career and you have mentioned the grades
obtained in your Résumé, then you could interpret the same, in your application, in the following
manner:

“I had a consistently outstanding academic record as mentioned in the Résumé.”

Or

If you have excellent marketing skills and you have mentioned in the CV that you had undertaken a
project in a similar area then you could mention the same in the application in the following manner:
-

“I have made positive contribution to ITC India while I was engaged in a Research Project with the
company, which involved lot of marketing skills both online and on field.”

Closing of the Application

In the final paragraph, the applicant could request for an interview and end the letter on a positive
note, e.g.

“I request for an interview where I can have the opportunity to discuss my suitability for the job. or

I shall be available for the interview on 30 June 2020.”

Illustrative Examples of Applications

Given below is an example of a poorly written application:

Dear Sir/ Madam,

I hereby apply for the post of Marketing Executive in your company. I am now completing my MBA
in ICFAI Business School. I will complete the same in July 2020. I have taken Marketing as
specialization.

Before joining I had worked as a sales person from June 2017 to May 2018. Please see my Résumé,
which is attached. I feel that I am well qualified and suitable for the position.

I shall be available for an interview on 19 July 2020.

Yours’ Sincerely,

ABC

The weakness in this application

1. The salutation could be better e.g. Dear Mr. Sharma etc.

2. The sentence, “I hereby apply for the post of marketing executive in your company” is
superfluous. It does not spark interest in the mind of the employer.

3. There is nothing new covered, which is not in the Résumé. An application should interpret/
amplify the qualifications and experience.

4. Too abrupt a closing.

5. Too many ‘I’s. This is likely to irritate the employer. The employer has not been given any
importance. The application sounds egoistic.

Points to be remembered while drafting the application

The following points should be remembered:

1. Does the opening of the application arouse interest?

2. Does the application motivate the employer to refer to the Résumé?

3. Is there adequate interpretation of the likely facts, which could be included in the Résumé?

4. Is the application brief and concise or too lengthy?

An Example of a Better Application

Dear Mr. Sharma,

I am responding to your advertisement in Times of India dated 22 July 2020, which calls for
Marketing Executives with good communication and interpersonal skills. I believe that my
qualification and experience have imbibed in me these requirements.

During my Summer Internship Project, I had the opportunity to work with L&T. My project and the
recommendations made were accepted. I also had an opportunity to organize a number of
management meets and intra college competitions which enhanced my organisation and leadership
skills.

In addition to my specialization in Marketing, I have also studied Finance, which would give me a
better perspective of my function as a Marketing Executive.

My qualifications and experience have been summarized in my Résumé, which is enclosed.

I would request the opportunity to meet you and discuss my candidature in detail.

Warm regards

ABC

Some positive points in this application are:

1. Salutation is with a name: This gives identity and importance to the employer.

2. It does not repeat what would have been included in the Résumé. It amplifies and interprets
what appears in the Résumé.

3. This letter sounds less egoistic.

4. Good, positive and polite closing.

 Session 27

Cross Cultural Communication

Case Scenario: A large US Corporation faces an impasse within a joint venture with a large Japanese
Corporation. The US team described his Japanese counterpart as weak, incompetent and completely
disinterested in the project. "He never says anything in meetings, he just sits there. Sometimes I think he is
asleep. I do my best to drive the project, but nothing happens. His people can't seem to understand anything
my team sends them- they're always questioning our data, not picking everything. We're way behind schedule.

The Japanese team had a different view. They revered their manager: He demanded perfection,
thoroughly understood their business, taught them, supported them, and fostered their careers. They described
the American executive delicately: "Headquarters gave him a weak team; he must always present things
himself. He can't rely on his team for any support. We don't believe anything his people send us, how could
we?"

Increasing globalization is a major trend in business. The spread of the Internet, social media and mobile
devices has further fuelled this trend.

It is the medium sector and start ups that are busting borders, discovering unlimited potential for growth and
profit and changing the shape of the world economy.

In this fast changing scenario it is important that individuals are able to present themselves confidently and
are able to communicate clearly with people across the world. Any individual who wants to communicate
effectively and present cross culturally needs to develop a better understanding of the customers needs,
should know how to fulfill these needs and win in the business. If you are able to work harmoniously with
people from other cultures, you are likely to create more business opportunities for your business house and
you will be a more effective employee within your company.

The first and the most important principle of business communication is – Audience Analysis. Adapting your
message according to your audience is always important and it gains even more significance when you are
communicating across cultures and countries. Clarity, courtesy and correctness are appreciated across the
globe. But how to achieve these goals varies in different countries. In one country it might be appropriate to
state the main points upfront and directly while in another country they may be implied or stated indirectly.
So understanding and learning the way cultures differ is an important foundation of presenting yourself and
your company successfully across the globe.

Culture

Dutch sociologist Geert Hofstede defines culture as “the collective programming of the mind which
distinguishes the members of one category of people from another” and national culture as “that component of
our mental programming which we share with more of our compatriots as opposed to most other world
citizens”. So a culture is a shared way in which groups of people understand and interpret the world.

Our dominant culture shapes us as an individual and shapes our presentation style also. Though the internet
has eroded boundaries and a more global culture seems to be emerging. Yet strong cultural differences can be
observed in some parts of the world. Learning about any culture starts with the big picture. Learn about the
influence of topography, history and religion on a particular culture.

Points of difference across cultures:

 Body language and gestures

 Time
 Space
 Odour
 Language equilency

Body Language and Gestures

Body positions and movements vary through out the world. For example squatting when relaxing or even
doing business is common in many countries like Indonesia and Zimbabwe but it is viewed as primitive in the
United States.

Another example is that of people from Asian countries who take fast, short steps which inhabitants from
many other countries find strange as they are used to longer strides.

Besides this movements of the head and hand are a vital form of communication and are important during any
presentation. For example the up and down movement of the head means yes in some countries and the side-
to-side movement of the head means no but in some cultures these head movements mean nothing.

Hand gestures too can have different meanings. The two fingered sign which means victory or peace in
United States is considered vulgar in Australia.

Eye movements can also differ. In India, we are taught to maintain eye contact while giving presentations
whereas in many countries eye contact is inhibited especially with opposite gender.

The Asian practices of eye contact are less rigorous than those of the British and Germans. Unless one
understands these cultural differences, how one uses eye movement can be interpreted as being impolite on
the one hand or being shy on the other. Receiving a gift or touching with the left hand is a serious breach of
etiquette in some Arab countries.

Body movements- arching the eyebrows, positioning the fingers, raising the arms, and many more have
different meanings in different countries. Though all cultures use body movements in communicating, but the
interpretations vary from one country to another.

Instead of critically judging others because of our different greeting styles and different body movements, we
need to seize the opportunity to gain insight into other cultures. This will help us present ourselves confidently
in varying cultures.

Language Equilency

Language equilency problems are a major cause of miscommunication because some words in a particular
language have no equivalent in other languages.
Languages differ greatly in grammar and syntax. Many words have multiple meanings so there is a chance of
semantic barriers creeping in the communication.

Time

In the United States, people tend to be monochromic. They regard time as something that must be planned in
order be used as efficiently as possible. They strive to meet deadlines, to be punctual, to conduct business
quickly, and to work on a schedule.

In the some other cultures (especially those of the Middle East and some parts of Asia), people are
polychromic, viewing time in a more relaxed way. They see extensive planning as unwise and unnecessary.
Being late to a meeting or a social function is of little consequence to them.

Space

People from different cultures often vary in their attitudes toward space. North Americans tend to prefer about
two feet or so of distance between themselves and those with whom they speak. But in some cultures (some
Arabian and South American cultures), people stand closer to each other, and not following this practice is
considered impolite.

Social Hierarchy

In many cultures, strict social classes exist, and class status determines how intimately people are addressed
and treated during a communication. People from cultures that stress human equality are apt to take offense at
such questioning about class status.

Similarly, how people view superior-subordinate relations can vary by culture. Hofstede calls this dimension
power distance.

Role of Women
The role of women varies widely by culture. In North America, we continue to move toward the generally
shared goal of gender equality. In some Islamic cultures or subcultures, the allowable behaviors for women
are very restricted. To many in our culture, the practices of the people of these other cultures violate basic
human rights. In the view of the people of these cultures, their practices are in accord with their heritage and
religious convictions.

The increasing spread of Western values has made such cultures more hospitable to businesswomen, but they
may still encounter serious barriers.

Many more such differences exist. Some cultures combine business and social pleasure; others do not. Some
expect to engage in aggressive bargaining in business transactions; other prefer straightforward dealings.
Some talk loudly and with emotion; others communicate orally in a subdued manner. Some communicate
with emphasis on economy of expression; others communicate with an abundance of verbiage.

Some other culture specific attitudes are

 Negotiation methods
 Truth in advertising
 Company- worker loyalty
 Women’s role in society

ADVICE FOR COMMUNICATING ACROSS CULTURES

As the preceding sections make clear, presenting ourselves across boundaries and cross-cultural
communication is fraught with potential barriers and misunderstandings. And even with the best effort on our
part, not every attempt of cross-cultural communication may succeed. Like other kinds of communication,
cross-cultural communication involves people- and people are unpredictable. In every culture, some persons
are uncooperative, deceitful, prejudiced, or insensitive, while others are respectful, welcoming, sincere, and
harmony seeking. You can only make sure that you are as prepared as possible. Keeping in mind the
following points will help.
Do Your Research

Before any international business encounter, be sure you have done your homework. Learn something about
their language-and learn to speak it if you can. Study descriptions of their history, their way of life, their
values, their manners, and even their food and recreation.

Know Yourself and Your Company

Knowing yourself is a good way to anticipate and prevent likely frustrations. For example, if you know you
tend to be a “low-context,” “low power distance,” “individualistic”, “long-term goals” kind of person, you
will be less caught off guard by people at the opposite ends of the spectrum. You can remind yourself to
watch and listen carefully for visual and local cues, to be patient, to show respect and act with due dignity
yourself, and so forth.

It is equally important to understand the business you represent, as a clear understand would help you
communicate it better and adjust your presentation as per the need. Making sure you are able to get your point
across regardless of the situation.

Adapt Your English to Your Audience

The nonnative English speakers you meet will vary widely in their skill. Some may speak better English than
you do, while others may have only the barest grasp of the language. Erring on the side of simplicity is the
best bet for clear communication. Write or talk simply and clearly. Talk slowly and enunciate each word.
Remember that because most nonnative speakers learned English in school, they are acquainted mainly with
primary dictionary meanings and are not likely to understand shades of difference in the meanings of words. It
is important to word your questions carefully. Be sure your questions are not double questions.
Important points to keep in mind

We should not use our own cultural practices as the standard for evaluating the practices of other cultures.

In itself culture is too intricate to be measured along just one or two dimensions. And a common
business mistake it to operate on cliches or stereotypes of people from different cultures on just 1 or
two dimensions. We should understand the other culture and adapt our communication and
presentation style accordingly. There are differences within a particular culture also. The most
important thing to always keep in mind is that no culture is right or wrong. We are just different.

Today, success depends on the ability to navigate the wild variations in the way people from
different societies think, lead and get things done. By sidestepping common stereotypes and learning
to decode the behaviours of other cultures along all the scales, we can better capitalise on the
strengths and opportunities of increased diversity.

Soft Skills
Session 20
Cover Letter and Resume
A resume is a persuasive summary of an individual’s qualifications for the purpose of employment.
Resumes commonly contain the applicant’s name, address, mobile number, education and
experience. Activities, honours and references should be included if possible.

Purpose of writing a Resume

A résumé is prepared with the objective of summarizing a description of oneself, as it relates to the
job one is applying for. In a way it represents, the writer in absentia. It is a brief factual document.

If an individual; is in the job market having a resume makes one look organised and well prepared. If
an individual is employed, having a resume makes it easier for an individual to take advantage of the
opportunities that may come up the way. If it is a student drafting the dream resume will help set
goals and achieve them by the right time.

Different kinds of Resumes

There are two basic kinds of resumes- Chronological and Skill based resumes.

A chronological resume summarises what you did in a time line (starting from the most recent and
going to the backward in reverse chronology). It emphasizes degrees, job titles and dates. Using a
chronological resume shows a steady progression leading to the present.

A skills resume emphasizes the skills (rather than the chronological order of things). While writing a
skill resume, the candidate uses as headings the skills, combine experience from paid jobs, activities
or volunteer work to show experience in that skill e.g. administration, finance, speaking etc. A list of
skills can be written. Within each skill, items are listed in order of importance, combining different
experiences.

Parts of a Resume

 Name; Email; Mobile number

 Objectives
 Education / Qualifications.
 Work experience.
 Summer Internship Program
 Skills/ Accomplishments/ Interests/ Personal values
 Achievements/ Awards/ Service Activities
 Personal information.
 References.

Preparation of a Résumé

Career Objective

Consultants have different opinion on whether a career objective should be included or not. One
could include it, if one has a specific and focused objective. It can be included if one is focused on a
particular type of assignment and/or profile. Sometimes this helps the employer in identifying the
specific areas of the organization where you can contribute. A specific objective gives focus on the
type of organization and the future profile.

On the other hand, being specific may exclude a candidate from other areas.

Either way, a vague and ambiguous objective is certain to be counterproductive, as it would convey
to the employer that you are not sure of what you want. It could also be considered as an
unnecessary padding and irritate the employer.

Some examples of vague objectives are given below:

1. “…To work in a managerial assignment in a thriving organization.”

2. “…To contribute to and grow and develop with the organization by hard work and diligence.”

Some examples of properly drafted objectives are given below:

1. “…. An entry level management assignment in the marketing of financial products in banking
industry….”

2. “…. An assignment, which involves financial analysis in investment banking…”

Education/ Qualifications

Though there is no standard sequence for laying out the contents of a Résumé, it is advisable to list
them out in the order of priority. Therefore, in the case of students who have no/very limited work
experience, qualifications will be a major selling point and may precede experience. Qualifications
could go beyond academic accomplishments. One should highlight anything, which furthers the
process of achieving the career objective.

Here are some recommendations regarding what to include under the heading Education.

1. Include school names, locations, dates attended, and degrees of certificates earned.
2. Insert abbreviations for your degreed; most employers or their human resources department are
familiar with major degree citations.
3. Decide whether to include your grade-point average. Certainly if it is high, it should be included. If
your grade-point average is low, omit it.
Work Experience

List your jobs in reverse chronological order; put the present or most recent one first. Keep in mind the
following points:

1. Give the name, locations, and dates of employment for each company.
2. Insert you position and title, if any, beside each company.
3. Use verbs that show your major accomplishments while working for each company; be precise as to
the results of your work experiences.

Follow the rules of parallelism, making two or more elements in a series similar in grammatical word
structure. Manager, representative, salesperson, accountant are all parallels because each is a job title and a
noun. Managing, filing, word processing, planning are parallel.

Most often the verbs are in the past tense when describing activities performed for a company.

Summer Internship Program (SIP)

As students, very few of you have any experience. The only experience/exposure, which you would
be having, would be in the form of Summer Internship Project (SIP) or Management Research
Project (MRP). One should clearly describe the project. While describing the project one should
answer the following questions:

In which company/organization did you undertake the project?

1. What was the aim of the project?

2. What did it involve? (In terms of business function processes/concepts).

3. What were the achievements or how did your project contribute to the company?

4. What skills did it involve and how do they relate to the job for which you have applied?

Know Your Skills

Verbs suggest action; using them to describe your skills gives the impression that you are a dynamic person.
For example

 Enjoyed analyzing financial data

 Prepared consulting proposal in response to tender offers
  Coordinated off-campus internships
 Delighted to speak before groups-both in college and outside.

For List of Action Verbs ( Read End Notes 2)

Know Your Accomplishments

Record accomplishments. What may be trivial to you may be important to the employer

 Winning the scholarship award allowed me to travel to Europe (education)

 Joining the Orators group helped me being elected chairperson (extracurricular activities)
 Winning the outstanding student investor award allowed me to invest new capital into the market
(awards, honors)
 Starting my own business gave me practical experience and introduced me to the fundamental of
entrepreneurial business (business ventures)

Know Your Interests

Analyzing your interests, preferences, and attitudes can help you determine in what type of job you can use
your skills.

 Which jobs have I enjoyed the most? Why?

 Do I prefer to work with figures, machines, people, or ideas?
 What do I like to do with my free time?
 Which hobbies do I enjoy the most?

Know Your Personal Values

Values can also be applied to a job and what you seem to get from them. Look at the following descriptions;
each has a value attached to them
 1. A desire to help people, a desire to work with them in a personal manner. A concern to make the
world a better place in which to live.
2. An ability to take risk, I always look forward to exciting tasks.
3. A desire to accomplish much on my own.
4. More than a desk job; I would rather be involved in field jobs.

Achievements, Awards, Service Activities

Receiving any award deserves mention in a resume. Additional items often include offices held, athletic
accomplishments, published materials, fluency in foreign languages, speaking awards (debate,
extemporaneous contests), professional fraternities, student organizations, and community services that
involve working with people.

Personal Data (Optional)

Common inclusions under personal data include health, hobbies, physical skills, travel.

References (Optional)

 Limit your list to two individuals; complete the information about how they may be reached via
phone or E-mail.
 Avoid including relatives as references.
 Choose individuals such a former work supervisors, professors, teachers, colleagues, or business
friends.
 Be sure you have the permission of the individual whose name you use as a reference.

Formatting

There is no standard format. But, the key is to keep it simple. Some of the points to be borne in mind
are as follows:

1. Do not use abbreviations or acronyms.

2. Be careful of spelling mistakes.

3. Word-process your Résumé. Use a standard font. Do not use fancy fonts (unless applying for
jobs which require a high degree of creativity or you are including graphics). Use of italics
should be restricted.

4. Section headings, names may be typed in bold.

5. The layout on the page should be balanced. Leave sufficient margins.

6. Print your Résumé on a laser printer. Use good quality paper.

7. Your Résumé should always be accompanied by an application/ covering letter.

Proof Read the Resume

Employers assume that the resume represents your best work. Proof read carefully to be sure that the
document is perfect. Especially check

 Spelling of your college, your employer and your references

 Parallelism errors (read End Note 1)

 Check all the dates, phone numbers, email addresses and URLs.

Mistakes in Résumé Drafting:

Check resume for following mistakes:

1. Too Lengthy: The Résumé should be brief and concise. For fresh graduates, the length should
not exceed more than one and a half page.

2. Too Short. The Résumé should not be sketchy.

3. Verbosity: The document should not exceed minimum number of words. Therefore, language
skills are important.

4. Too Flashy: The Résumé should be in simple but effective language and should not appear
flashy.

5. Displays Poor Business Knowledge: The jargon used and the knowledge of the company
displayed should be good.
6. Grammar and Spelling Mistakes: There are just not acceptable.

7. Arrogance: The Résumé should not sound boastful. There is a subtle difference between self-
confidence and arrogance.

8. False Statements: This is suicidal. Even by remote implication, false statements will lead the
applicant into trouble.

SOME FACTS AND MYTHS ABOUT THE RÉSUMÉ

S.No. Myths Facts

1 The aim of a Résumé is The aim is to arouse the interest of your

to list all your assets. prospective employer.

2 Your Résumé will be read Not more than 30 seconds will be spent on it.
thoroughly. Your Résumé needs to make an impression within
that time.

3 Good Résumés are written You yourself can write a good resume.
by professionals.

End Notes

1. Parallelism errors

Faulty: I interviewed juniors and seniors and athletes

Parallel: I interviewed juniors and seniors. In each rank I interviewed athletes and nonathletes.

Faulty: Errors can be checked by reviewing the daily report or note the errors, you observe when you
match the copy and the invoice.

Parallel: Errors can be checked by reviewing the daily report or noting the errors, you observe when
you match the copy and the invoice.

2. Action Verbs
The use of action-oriented verbs conveys an attitude of dynamism on the part of the candidate. One
should get into the habit of using action verbs both in speech and written form. Some action verbs
are listed below..

1. Achieved. 17. Earned. 33. Prepared.

2. Assisted. 18. Halved. 34. Researched.

3. Established. 19. Headed. 35. Recognized.

4. Executed. 20. Implemented. 36. Reported.

5. Formulated. 21. Innovated. 37. Revised.

6. Finance. 22. Invented. 38. Scheduled.

7. Founded. 23. Mastered. 39. Solved.

8. Generated. 24. Mediated. 40. Sorted.

9. Guided. 25. Managed. 41. Supervised.

10. Doubled. 26. Negotiated. 42. Tailored.

11. Analyzed. 27. Operated. 43. Transformed.

12. Administered. 28. Organized. 44. Trained.

13. Conceived. 29. Participated. 45. Verified.

14. Created. 30. Performed. 46. Wrote.

15. Designed. 31. Planned.

16. Developed. 32. Presented.

PERSONAL INTERVIEW AND EXPECTATIONS OF INDUSTRY AND
RECRUITER

BY

PROF. KAMLESH KUMAR

“If you know the enemy and know yourself, you need not fear the result of a hundred
battles. If you know yourself but not the enemy, for every victory gained you will also
suffer a defeat. If you know neither the enemy nor yourself, you will succumb in every
battle.”

— Sun Tzu, The Art of War

Contextualisation of Sun Tzu’s Statement in Personal Interview.

“If you know theOrganisation and know yourself, you need not fear the result of a
hundred interviews. If you know yourself but not the Organisation, for every success
you will also suffer a failure. If you know neither the Organisation nor yourself, you
will fail in every attempt.”

Personal Interview

1. Personal Interview has been very significant activity in selection process since time
immemorial. The activity involves employer or representative(s) thereof meeting the
prospective employee, in person, either face-to-face or through video conferencing. Many
organisation use other tools for shortlisting prospective candidates prior to the personal
interview like personality test, aptitude test, physical test, language proficiency test, written
tests i.e. picture test, essay writing test, PQ/IQ/EQ/SQ tests, email, letter or report on given
topic, proof reading, review or summerise document etc, group exercise i.e. ice-breakers,
group discussion (GD), role play etc, case study interviews, group interviews, in tray
exercise, interview presentation, elevator pitch, medical test etc

2. Personal Interview is conducted to clarify the gaps observed in the candidate through
various assessment tools, used prior to the interview and check the willingness, suitability
and compatibility along with ability/ potential to perform.

3. Its important for a potential candidate going for personal interview to carry out a
SWOT analysis of self and the Industry and understand the expectations. In addition its
important to carry out the similar exercise for recruiter and understand recruiters
perception. In addition its important to understand the role and responsibility of the
position and competencies required. These analysis helps in recruitee to know self, global
and local
 business environment, industry, organisation, position’s role and responsibility, competencies
required for the position and the perspective with which the recruiter would make an
assessment during the personal interview.

4. The recruiter expects the potential candidate to establish the suitability and facilitate
decision making of selection for the vacant position to be filled.

Expectations of Industry

5. An industry comprises of set of organisations, created to add value to the humanity

and facilitate growth. Organisation are made of people and their ability to use technology to
advantage to achieve organisation goal. Therefore, an organisation has organisation chart,
comprising of positions / roles, with specific job description and job specification, to be filled
by people, holding definite competencies, as per their competency manual, aligned &
synergised, so as to achieve its goal.

6. The expectation of the industry is to source a suitable people, who hold required
competencies & potential to deliver and excel expectation of the position. Each position
when synergised and aligned with organisation directions, provides focus, directivity and
competitive power to excel and grow, thus making it more profitable. Its also important that
these people are groomed and nurtured to adapt to the changing circumstances and
conditions and made capable of using changing technology to sustain the growth and edge
over the competition.

7. In today’s market economy, the expectation of industry is to become capable of

acquiring state of the art technology and sustain technological edge, over the competition,
thus acquiring larger market share through talented human potential.

Expectation of Recruiter

8. Expectation of recruiter in to find a suitable person, whose competencies are

matching with the competencies required for the position. Whose strengths are resonating
with the strengths of the company. Hence, the recruiter’s perception, which must be the
focus of the recruitee, is combination of the following:-

(a) Job Description or Job Expectations. These are the set of tasks or activities
to be performed by the position to accomplish organisation goal. The recruiter
knows the importance of the position for the organisation and that of tasks required
to be performed.

(b) Job Specifications or Personal Expectations. These are the minimum

requirement that a potential candidate must hold to perform the task assigned or
activities specified in the job description for the position.
 (c) Competencies. The competencies are set of behaviour required in the
potential candidate who will perform the responsibility and be accountable assigned
to the position. It includes the following:-

(i) Know How. Technical knowledge required to perform the assigned

task to the position.

(ii) Attitude. Ability to do the task with open mind and put in best
efforts with dedication and devotion with the aim to achieve the goal of the
position and the organisation

(iii) Skills. Ability to do task fast with absolute accuracy.

(iv) Habits. The behaviour or attributes acquired consciously or

unconsciously, by the potential candidate, over a period of time, which
impacts working culture, relation and compatibility for the position, while
executing a assigned task.

(d) Company, Industry and Sector Knowledge. The recruiter has knowledge and
experience of other organisations in the industry covered under that particular
sector. Understands the strengths and weakness of his/her organisation

(e) Global Business Environment Knowledge. The recruiter has knowledge of

global business environment and external factors that influence opportunities and
threats to the organisation he represents.

9. During the personal interview, the recruiter also expects the recruitee to possess the
competencies and be aware of all of the above that encompasses his perception.
Faculty Name: Dr. Sandhya Tewari Sections: J
&N
Corporate etiquette and their relevance for fresher

Etiquettes
Cambridge university defines etiquette as “the set of rules or customs that control accepted
behaviour in particular social groups or social situations”.
Acceptable conduct and sensitivity to others in any given environment is how one starts on
the right foot.
There are several sets of etiquettes of which the most commonly expected and practiced are:
 Social etiquettes
 Dining etiquettes
 Email etiquettes
 Telephoneetiquettes
 Virtual meeting etiquettes
 Corporate etiquettes

Etiquettes are corner stones of every self-improvement initiative. They enableone to be

familiar of the ground rules in an unknown environment and be able to put their best foot
forward as per the expected code of conduct and mannerisms.
In a learning environment instructions serve as guard rails for students in a predefined setup
which iscontinuously assessed by checks for expected code of conduct.
In contrast these guard rails come off in the professional environment. To carve a niche in
this new environment it is imperative for students to reset their understandingof expectations
around code ofconduct.
The transition of students to the new professional code of conductis essentialto their
understanding of the corporate life, its expectations, rules and conduct guidelines.

What are corporate etiquettes?

Simply put corporate etiquette is being mindful of yourself in a professional/ working
environment paving way to your success eventually.
 "Civility costs nothing and buys everything." -- Mary Wortley Montagu

Given below are basic corporate etiquettes expected from a fresher with no work experience
at the beginning of their corporatecareers.
The following do’s help transition a student to a thorough bred professional with a competitive edge.
1. Discipline: Discipline goes a long way and is a reflection of your character.
2. Never adapt a casual attitude at work
3. Understand and followofficial dress code
4. Stand when you are being introduced to someone
5. Punctuality goes a long way: don’t be late
6. Be polite and professional in all forms of communication
7. Pay attention to names, titles and designations
8. Respect other’s space
9. Have a good firm handshake
10. Plan what you say- no random waffling
11. Put your phones on silent once you enter your office space
12. Take care of your pitch and tone during verbal interactions
13. Keep your work station clean and organised
14. Don’t point fingers at people and if you need to keep your fingers together so
thatyou are pointing with your hand and not fingers
15. Avoid consuming too much food or drinks during official gathering – you are not
there for the food or free booze
16. Body language- be aware of your body language and gestures
17. Learn how to offer business cards - When presenting your card, do so with both
hands holding the card at the top in between your thumb and index finger with the
writing facing the recipient. After receiving a business card, spend a few moments
examining it, providing positive feedback with a smile, before placing it either in your
chest pocket or in front of you at the table.
18. Clean up after yourself – when using common places like conference rooms,
washrooms, pantry etc. if you found it clean you leave it clean
19. People are very sensitive to smells – perfumes, colognes, strong smells in food can
often make other people uncomfortable be judicious about the same.
20. Do unto others as you would want them to do unto you – treat people as you would
want to be treated.

In addition to knowing what to do it is equally critical to understand what should be avoided.

Given below are some No No’s in a corporate enviornment:

1. Avoid invading other’s personal space

2. Avoid office gossip
3. When having a meal together avoid starting before everyone else
4. Avoid peeping into other people’s screen or cubicles – don’t be nosy
5. Avoid losing your temper or cool during a discussion
6. Avoid being aggressive but be assertive – understand the difference between the two
7. Avoid making fun of others – culture, ethnicity, accent, English, communication style
etc.
8. Avoid discussing politics and religion – people are very sensitive when it comes to
these twos
9. Avoid the intermingling of personal and professional life. Keep them separate
10. Avoid over committing
11. Avoid going to a meeting without your own note pad and pen
12. Avoid taking office supplies like stationary home – this is considered as stealing
13. Avoid being part of the group be neutral in your approach
14. Avoid being too informal with your colleagues
15. Do not come across as lacking enthusiasm
16. Avoid complaining about everything – you are an adult learn to trouble shoot your
problems
17. Do not whine about things that don’t have a resolution
18. Avoid waiting around for someone to train you- take initiative and approach people
for self-learning.
The above is prescribed and widely accepted conduct, behaviour and mannerism in a
corporate work setting. If followed it facilitates the process of being accepted in this
environment.
Lastly there are no short cuts to success. In the corporate world one needs to be at their best
and contribute towards adding value to the organisation through conduct every single day.

References:
1. https://www.managementstudyguide.com/corporate-etiquettes.htm
2. https://www.businessinsider.in/professional-etiquettes-for-every-fresher-entering-
the- workforce/articleshow/52071913.cms
3. https://toggl.com/business-etiquette-rules/
4. https://asialinkbusiness.com.au/india/conducting-business-in-india/indian-
business- culture-and-business-etiquette?doNothing=1
Researching industry& company–by AdilNomani
Introductory Note:
Placement seasons in B-School will start in the next
three months. Each student strives hard to get a job in their dream company.Facing interviews
and group discussion is part and parcel of students life. No one can skip this process .B-
School and its students are very serious about the placement process.
.

Placement department along with academic department works very hard

to make students ready for placement. Theygive rigorous training to students to crack
interviews and group discussion. Mock interviews and group discussions are conducted
regularly which helps the students as it boost their confidence, when they face interview and
group discussion organize by corporate.

The aim of this article is to make students aware regarding the importance of research
about the industry and company before they face the interview. Students are expected to be
well verse with the environment in which industry/firm operates.
It creates good impression in the mind of interviewer, regarding how serious candidate is
regarding the job he/she has applied for.As we are aware that research cannot be done in
random manner. We will discuss how one can research about the industry/firm,what are the
points one should take into consideration while doing research.

Importance of research about Industry/Company before an interview:

 It helps in understanding the environment in which industry operates.
 Understanding company’s culture, mission & values.
 It helps in facing interview question like,“What do you know about our company ?”
 It helps in understanding image of the company among its stakeholders.
 It helps, whennegotiating for salary.
 If candidate can understand the work culture of the company, it will help him in
deciding whether his temperament is compatible with the working environment of
the company.
 It helps in understanding financial health of the company.
How to do research about the company ?
In today’s world,one can get information regarding anything in
a jiffy.We are living in the world of information overload.Information regarding company
can be collected from various sources,which will help in getting accurate picture about the
company.Let us discuss what are the various source from which one get the information
about the company.

A) Website of the company

Website of the company is goldmine of information. It will give
candidate all the basic information about the company. However this information will not
have any element of negativity attach to the company.The information which can be collected
from the website are as follows.
 Founder /Promoters/Directors of the company
 How and when company came into existence
 Mission & Vision of the company
 Hierarchy in the company
 Businesses of the company
 Location of plants of the company
 Products of the company
 Subsidiaries of the company
 Balance sheet and other statuary report
 Investors in the company
 Awards & recognition received by the company

B) Social Media Sites

In today’s world no organization can ignore social media.Visiting social
media account like Facebook,Instagram,Twitteretc can give lots of information which one
may not get from company’s website.The image of the company among its target audience
can be

gauge from the reaction on social media sites. Many customer now uses social media for
filing complaint about the company’s product &services.The response time from the
company will help the candidate in knowing how customer centric the company is.
C) Newspapers,Magazine& News Channels
Newspapers,magazine and news channels can give lots of critical
information regarding industry and company.The information gather from these sources helps
in forming opinion about the company as candidate will come to know how experts from the
industry views the company’s past performance and future prospects.They can give
information how company is performing against the competitors.Information like what is the
advantage/disadvantage over its competitors can be gather from these source.
D) Ex-employees/Current Employees whom you know
These are the people who are working in the organization or have worked with
the organization and you know them.They can give feedback regarding the health of the
 company along with the culture of the organization.Their feedback will help candidate in
getting insights, which will help the candidate in forming opinion regarding the company.

Conclusion
It is very important to do research before facing an interview. Research about the
company and industry in which one plan to work helps in creating positive impact in the
mind of interviewer. Interviewer feels that candidate is eager to join the company as he has
studied about the environment in which firm operates before facing the interview.Candidate
should not rely on only one source before forming an opinion about the company.
What is Impression Management?
Impression Managementis a conscious or subconscious process in which people attempt to
influence others’ perception about a person, object or event by regulating and controlling
information in social interactions. Additionally, the theory elaborates on the fact that people
must ensure that their perceptions and cognitions are consistent with goals and actions.
People will always present themselves as positively as possible to others. Most people often
wonder what others will think of them when they do, don’t do or say something. That’s no
different in the business world, for example, salespeople will try their best to present their
product or service as positively as possible. In fact, it’s their job to manage the impressions of
the public and the potential consumer to maximize the results. A more everyday example is
the boy who buys flashy new football shoes because he knows scouts will be coming to the
match.
Impression Management was first conceptualized by Erving Goffman in 1959 in The
Presentation of Self in Everyday Life and then was expanded upon in 1967.
Impression management is usually used synonymously with self-presentation, in which a
person tries to influence the perception of their image. The notion of impression management
was first applied to face-to-face communication, but then was expanded to apply
to computer-mediated communication. The concept of impression management is applicable
to academic fields of study such as psychology and sociology as well as practical fields such
as corporate communication and media.
Impression management theory states that one tries to alter one's perception according to
one's goals. In other words, the theory is about how individuals wish to present themselves,
but in a way that satisfies their needs and goals. Goffman proposed to focus on how people in
daily work situations present themselves and, in so doing, what they are doing to others, and
he was particularly interested in how a person guides and control how others form an
impression of them and what a person may or may not do while performing before them.
A range of factors that govern impression management can be identified. It can be stated that
impression management becomes necessary whenever there exists a kind of social situation,
whether real or imaginary. Logically, the awareness of being a potential subject of
monitoring is also crucial. Furthermore, the characteristics of a given social situation are
important. Specifically, the surrounding cultural norms determine the appropriateness of
particular nonverbal behaviors.The actions have to be appropriate to the targets and within
that culture, so that the kind of audience as well as the relation to the audience influences the
way impression management is realized. A person's goals are another factor governing the
ways and strategies of impression management. This refers to the content of an assertion,
which also leads to distinct ways of presentation of aspects of the self. The degree of self-
efficacy describes whether a person is convinced that it is possible to convey the intended
impression.
A new study finds that, all other things being equal, people are more likely to pay attention to
faces that have been associated with negative gossip than those with neutral or positive
associations. The study contributes to a body of work showing that far from being objective,
human perceptions are shaped by unconscious brain processes that determine what they
choose to see or ignoreeven before they become aware of it. The findings also add to the idea
that the brain evolved to be particularly sensitive to bad guysor cheaters—fellow humans
who undermine social life by deception, theft or other non-cooperative behavior.
There are many methods behind self-presentation, including self-disclosure (revealing
information about themselves to another), managing appearances (trying to fit in),
ingratiation, aligning actions (making one's actions seem appealing or understandable) and
alter-casting (imposing identities on other people). Maintaining a version of self-presentation
that is generally considered to be attractive can help to increase one's social capital, and this
method is commonly implemented by individuals at networking events. These self-
presentation methods can also be used on the corporate level as impression management.
Motives for Impression Management
Let us examine several motives behind managing one’s impression
1. Maximizing Rewards and Minimizing punishment
A primary consideration is that people manage their impression to maximize expected returns
and minimize expected punishments. For example, during a meeting with potential investors
the aspiring entrepreneur wants to make a positive self-representation in order to attract
investors. Not receiving funding would be a punishment because the entrepreneur’s efforts at
launching the new company could be hampered without funding.
2. Gaining power over others
Self-presentation is also based on the desire to gain power over others. By creating a positive
impression, it is possible to control the actions of others towards you in a favorable direction.
The supervisor who creates a favorable impression will have an easier time inducing
subordinates to work extra hard than a supervisor who creates a negative impression.
3. Creating a public self in accord with the ideal self
A subtle reason for impression management is to create a public self that is consistent with
the ideal self. Many people have ideal images that go beyond their typical behavior. The ideal
image might include believing that one is trustworthy, moral and highly intelligent. To make
others believe that this ideal image is valid, the person constructs a public image that might
include references to trustworthy activities such as being a treasurer for a temple or an
executor of an estate.
4. Self-esteem maintenance
Self-esteem maintenance can be a strong motive for positive self-presentation. Regulation of
self-esteem through impression management works in two ways. First, the reaction of others
to the individual may raise or deflate self-esteem. Self-esteem is elevated via compliments,
praise and other indicators of positive attitude towards the person. As a result, many people
attempt to create impressions that will bring about the types of positive feedback just
mentioned. For example, an engineer having lunch with colleagues in company cafeteria
might casually mention that he was just granted a patent for a technology that supports a
major company product. The positive feedback he receives will boost his self-esteem, at least
temporarily.
Second, self-esteem is affected by self-evaluation of performance and other’s imagined
reactions to the person. Even without explicit feedback from others, the person’s subjective
self-evaluation of performance can influence self-esteem. Assume that a Marketing Specialist
of a cold beverage company makes a PowerPoint presentation about sales forecasts for his
company’s new beverage. His evaluation is that the presentation was captivating, even if the
people present offered no evaluation of his performance. Believing that he did a wonderful
job, he gains in self-esteem. The reverse is also true-if the Marketing Specialist believes that
his presentation was flawed, he might suffer a drop in self-esteem.
5. Creating an identity
Self-presentation is also a means of creating an identity. The person may engage in public
behaviors that symbolize group membership. A person wanting to appear like a young
business professional might walk through the office and streets occupied with a cell phone
and personal digital assistant and quite often carrying a bottle of water. The same person
would most likely wear business attire typical of business professionals in his or her field.
Although, the stereotyped behaviors just mentioned are superficial, they contribute heavily to
identity creation.
The different motives for engaging in impression management described above will
sometimes be satisfied by the same behavior. For example, documenting one’s job success to
other people might enhance rewards, gain power over others, create a positive public self,
boost self-esteem and create an identity.
Techniques in Impression Management
Impression management refers to people’s attempts to control and influence the impression
others have of them. There are approximately seven Impression Management techniques.
These techniques are all used in daily life. At work, at home and during other occasions.

1. Conformity
Conformity means being accepted and is intended to let others enjoy the surroundings or the
people in the surroundings. This technique is applied by companies when they have
employees come together to work together and in doing so ensure that the employees feel
accepted and comfortable.
2. Excuses
The second Impression Management technique concerns excuses. Excuses generally refer to
a person’s explanation about a negative or unacceptable event. This explanation is given to
avoid a severe punishment or judgement. Excuses are often made. When being late for a
meeting, or when a driver is fined for failing to wear his seatbelt.
3. Acclaim
Acclaim means proudly greeting the audience because someone knows he or she did their job
perfectly. Someone does this with a sense of excellence about himself. In the business world,
this could refer to a project team member who is praised by the project manager because of a
good idea or initiative. This encourages other employees to work harder and better.
4. Flattery
Flattery means excessively complimenting someone else to appear perceptive and likeable.
Flattery is an assertive social technique for managing others’ impressions to increase one’s
social attractiveness. This is done by saying things that flatter, praise or compliment the
other. This impression technique is especially common in the online marketing world.
5. Self-promotion
Self-promotion is about emphasizing one’s best characteristics or downplaying one’s
shortcomings. This draws the attention to one’s own achievements. This phenomenon is
particularly frequent in the business world. An example of this is a salesman who tells his
boss: ‘colleague x has taken three years to reach the number of sales transactions I’ve done in
six weeks.’
6. Favours
Favours is another popular technique, both in business and in everyday life. Favours are
about doing something nice for others to receive acceptance and approval from them. For
instance, a salesman of luxury cars could offer his customer tickets to the theatre because he
can’t use them himself.
7. Association
Association concerns improving or protecting one’s image by managing information about
people and things with which one is associated. For instance, an applicant could tell the
interviewer: ‘that’s such a coincidence, your boss and I were roommates at university’.
Association also means collaborating with others to strengthen and protect each other with
regards to the information and image of the people involved in the association.
Strategies of Impression Management

The number of impressions people try to create of themselves in the minds of others is almost
limitless.At the same time, these impressions tend to fall into a smaller number of classes.
Jones & Pittman in 1982 distinguished five common self-presentational strategies:

Ingratiation, Self-Promotion,Intimidation, Exemplification and Supplication

Ingratiation- Ingratiation is probably the most familiar impression management strategy.

The
goal of ingratiation is to get the other person to like you. Since we tend to like people who
agree with us, say nice things about us, do favors for us, and possess positive interpersonal
qualities (e.g., warmth and kindness), it should come as no surprise that ingratiation can be
accomplished through imitation, flattery, doing favors for someone, and displaying positive
personal characteristics.
Ingratiation may backfire if it is too blatant. If your audience knows you are trying
to manipulate them, they may come to distrust or dislike you. This problem is rarely acute.
People want to believe they are likable and are liked by others. Consequently, they are
disinclined to believe that a show of admiration or affection from another person is
inauthentic or derives from an ulterior motive, even when such a motive is obvious to an
impartial observer. For this reason, ingratiation (if it is at least somewhat subtle) is often a
highly successful self-presentational ploy.

Self-Promotion- Self-promotion is another common self-presentational strategy. Here we

seek toconvince people of our competence. With self-promotion, we are trying to get people
tothink we are capable, intelligent, or talented.This can prove to be a positive point in case of
an interview but if his claims do not match with his abilities, self-promotion can prove to be
disastrous.

Intimidation- This strategy is adapted by a person to get his /her work done by arousing fear
in them. Here his motto is to get his work done, take control and get results. An employer for
example might want to be viewed as tough, powerful, or ruthless. These views might serve to
increase her workers’ productivity and soften their demands forsalary increases and other
benefits.
Exemplification – This can be a way of portraying one’s moral worthiness. Here, a person
tries to prove his sincerity, dedication and responsibility towards his work, in a way that he
tries to portray himself as the superior one.
Supplication – Supplication is an act wherein a person tries to gain sympathy and attention
by talking about his pains and faults. For example, in earliertimes, women were expected to
play helpless (rather than appear competent) in orderto attract a mate. Men do this as well, of
course, as when a husband claims to not knowhow touse the dishwasher or washing
machine.The more general point is that peoplewill sometimes exaggerate their incompetence
and frailties if doing so gets them what they want.
Application of Impression Management:
 Self , Social Identity & Social Interaction-
The concept of self is important to the theory of impression management as the images
people have of themselves shape and are shaped by social interactions.Our self-concept
develops from social experience early in life.It is further suggested that children anticipate the
effect that their behaviours will have on others and how others will evaluate them. They
control the impressions they might form on others and in doing so they control the outcomes
they obtain from social interactions.
Social identity refers to how people are defined and regarded in social
interactions . Individuals use impression management strategies to influence the social
identity they project to others.The identity that people establish influences their behaviour in
front of others, others' treatment of them and the outcomes they receive. Therefore, in their
attempts to influence the impressions others form of themselves, a person plays an important
role in affecting his social outcomes.
Social interaction is the process by which we act and react to those around us. In a nutshell,
social interaction includes those acts people perform toward each other and the responses
they give in return.The most basic function of self-presentation is to define the nature of a
social situation. Most social interactions are very role governed. Each person has a role to
play and the interaction proceeds smoothly when these roles are enacted effectively. People
also strive to create impressions of themselves in the minds of others in order to gain material
and social rewards (or avoid material and social punishments).

 Computer-mediated communication
The hyperpersonal model of computer-mediated communication (CMC) posits that users
exploit the technological aspects of CMC in order to enhance the messages they construct to
manage impressions and facilitate desired relationships. The most interesting aspect of the
advent of CMC is how it reveals basic elements of interpersonal communication, bringing
into focus fundamental processes that occur as people meet and develop relationships relying
on typed messages as the primary mechanism of expression. Physical features such as one's
appearance and voice provide much of the information on which people base first
impressions face-to-face, but such features are often unavailable in CMC. Various
perspectives on CMC have suggested that the lack of nonverbal cues diminishes CMC's
ability to foster impression formation and management, or argued impressions develop
nevertheless, relying on language and content cues.

 Media-
The medium of communication influences the actions taken in impression management. Self-
efficacy can differ according to the fact whether the trial to convince somebody is made
through face-to-face-interaction or by means of an e-mail.Communication via devices like
telephone, e-mail or chat is governed by technical restrictions, so that the way people express
personal features etc. can be changed.
Online social media presence often varies with respect to users' age, gender and body weight.
While men and women tend to utilize social media in comparable degrees, both uses and
capabilities vary depending on individual preferences as well perceptions of power or
dominance. In terms of performance, men tend to display characteristics associated with
masculinity as well as more commanding language styles.In much the same way, women
tend to present feminine self-depictions and engage in more supportive language.
Impression Management is Important to Success
These days, our relationships are often initiated and maintained in online environments long
before we meet someone in person. Impression management is both a conscious and
subconscious process in which people attempt to influence the perceptions of others by
portraying themselves in a manner that creates a good impression. It is about the way we
look, the way we speak and the way we behave in public or online.

The impression which we can create can have a major impact on our personal and
professional success. Not only is impression management a key component of personal
branding but it also has a direct impact on our company and the brand we represent. Based
on the impressions we leave with people, we get promoted, sign a new client, and close a big
sale.
Here are 6 Tips on how to manage the impression we make on others

1. Be Self Aware. Self-awareness is very important in successful impression management

and in being an authentic person. One should inherently know - Who you are, what you
value and what you stand for. One should refrain from becoming someone who simply tries
to fit in and go along with the crowd.

2. Be Thoughtful and Prudent. When engaging others, one should work at being an
effective listener and try and be open to others’ points of view. Self-disclosure is an
important part of forming a good relationship with others, but we also need to be careful to
not disclose too much information too fast, and always consider how the other person will
react to what we tell them.

3. Master Your Emotions. Nothing creates a negative impression faster than an

inappropriate emotional outburst. Emotions are important in connecting with others, but it
is important to regulate and moderate our emotions and our emotional displays. A good
leader must always be able to exercise emotional restraint.

4. Observe Rules of Etiquette. There are a wide range of social rules, or “norms” that tell us
how we should behave in various social situations. To maintain a positive impression, it is
critical to follow these social norms and demonstrate that we have manners and know how
to behave in different situations.

5. Have Courage and Conviction. There are times when we need to be socially bold and
courageous. It is important to stand up for principles that we believe in, particularly in
positions of leadership. Others will respect us for being true to your convictions.
 6. Be Positive. There is a wealth of research that supports the importance of a positive
attitude when making a good impression. Leaders who are optimistic and display positive
attributes are rated as more far effective by their followers.

Conclusion:
Effective and authentic impression management is not easy. Like all social skills, it is
something that needs to be developed and practiced continually. Managing our image not
only aids in leaving a lasting impression on others, but it also helps in attaining our goals and
being successful.

Reference:
1) Impression Management in the Workplace: Research, Theory and Practice- By Andrew J.
Dubrin
2) https://www.toolshero.com/communication-skills/impression-management/
3) http://faculty.washington.edu/jdb/452/452_chapter_07.pdf
4) https://www.youtube.com/watch?v=EwJiDcOrtuQ
5) https://www.youtube.com/watch?v=uge5QzR4wfs
6) https://jennifergrantinternational.com/blog/impression-management-is-important-to-
your- success
7) https://en.wikipedia.org/wiki/Impression_manageme
nt 8)http://www.slideshare.net
Circle of success - Get it right the first time itself in your personal interview (Online and Offline)

A sharp First impression appearance that you are “Poised, Polished and Prepared” propels the
prospective employer to see the prospect positively. That Sharp first impression of any
individual is first created by the external appearance. It so well explains why products are
thoughtfully packed- It is forthat instant appeal.
Hence, it is imperative that we take utmost care of our appearance and the three things that
you need to look out for are:
1. Attire
2. Body language
3. Courtesy

1. Attire –Let’s Decode the Dress code

First ask yourselfthe following questions-

 What do I need to wear
 How am I going- Personally or Online
 Why am I going
 and above all what’s the weather like

The Attire you chooseshould have 4 A’s: -

 Appropriate
 Attractive
 Authentic
 Affordable

Bear the following in mind for your attire to score the 4 A’s
Develop Wardrobe versatility and do some trendforecasting
Keep in mind the “Style Scale” (E.g.Pants with longer length and falling or wearing
a Beige shoe with black jeans)
Although Black and charcoal grey are colors of authority but it should be skin color
dependant and not blind follow of the color
Power suits are important –Tailor them versus using readymade ones as they look
more authoritative. Most formal shirts are striped and most informal are checks
Women must bear in mind “more the skin show is less is the authority” and “Lesser
the skin show …more is the authority”. Less bright is more formal and more bright
is less formal. Most formal is white
One glance “Head to Toe” Checklist for Females
Neat and well styled Hair
No visible accessories in hair.
close to neck chain with no hanging pendant
Earring not bigger than the little finger nail
Maximum 2 Rings of moderate design
One simple bracelet with no jingle jangle
Mandatory watch
Smart, non intrusive attire, well ironed and Buttoned attire
Plain black shoes with maximum two and a half inch heel
Firm and non clashy make up
Smart and not washed out outlook
Deportment should be “Use the spine in line” principal

One glance “Head to Toe” Checklist for Males

Hair must be short, well trimmed, and clear of the collar, ear and face.
Neat and well trimmed moustache / beard / sideburns
Short and clean finger and toe nails
Maximum 2 Rings of moderate design
Mandatory watch
Key chain and cell phone not to be clipped with attire
Fully buttoned shirt
Well ironed cotton blended Trousers to be worn with belt
Plain black leather belt
Well polished black color shoes
Black well fitting socks
A clean White well laundered handkerchief
Deportment should be “Use the spine in line” principal

FewGeneric Nuances on Attire

One should be appropriately dressed for any occasion. Care should be taken that one is
neither over nor under dressed. The minimum requirement is that clothes should be ironed.
Women have an array of clothes to choose from, however in order to create a positive
impact senior executives should wear either a saree or a business suit comprising a jacket,
shirt, and skirt. A trouser if not well tailored looks clumsy. Middle executives could also
follow the same dress code. They also have the option of wearing salwar suits. Jeans even if
allowed should be strictly avoided, as it doesn't create a positive impression. Women
should take care that clothes are not revealing. Low cut blouses and short skirt lengths
should be strictly avoided. Bright, gaudycolors should be avoided and pastels should be
preferred.
Clothes with large floral prints or large checks are a strict no.
Accessories should be appropriately matched. Handbags have to be neatly organized, in
order to avoid spilling things in others presence, also they shouldn’t be too huge, torn or
tacky looking.
Makeup shouldn’t be too loud and colours have to suit one’s skin colour and dress.
 As regards jewellery,it has to be minimal, dangling earrings should be avoided and the
number of finger rings should be one per hand(for both men and women). As regards foot
wear, uncomfortable pencil heels should be avoided.
Hair should be neatly tied or cut, shoulder length hair is managable, thuspreferred. It is
essential to wash and keep hair absolutely clean on a daily basis.
Men should also take care to wear matching shirts with trousers. Shirts should be lighter
than the suit and the tie darker than the shirt. Pastels should be preferred over bright colors.
Senior executives should wear neatly tailored suits. Suits should be formal and light colored
in tropical country. Official meetings should not be attended in blazers.
Belts should match shoes and if cuff links are used they shouldn’t be cheap looking, with
the polish worn off. Shoes should be polished and should be in shape. Shoes should be
either brown or black and white clothes should be strictly avoided. Buy the best you can
afford. Clothes shouldn’t be stained and seams shouldn’t be ripped (especially collars and
hand cuffs).Wear a watch that reflects your personality.
Personal hygiene should be maintained. Nails should be clipped. Garish/gaudy nail enamel
should be banned (especially dark reds and blues).Oral hygiene should be observed and
mouth fresheners should be kept handy. A neat hair style should be maintained and hair
should be neatly combed and appropriately set.
Above all one should remember that it is better to be dressed simply, instead of being over
or under dressed. One should remember it always helps to look your best, because people
like to have good looking people around them. It makes them feel good looking too. Finally
one should evolve one’s own signature style.

Detailed note on Gender specific ATTIRE AND ACCESSORIES

Dressing can be broadly classified into three types.
1. Formal dressing
2. Informal dressing
3. Casual dressing

Formal dressing: Formal dressing includes a trouser, shirt, coat and tie for men. For
woman in includes a skirt/trouser, blouse and scarf (optional).
Informal dressing: Informal dressing includes a trouser, shirt and tie for men. For women
it includes a skirt/trouser, blouse and scarf (optional).
Casual dressing: Casual dressing is clothes that you would wear to any casual occasion.

Specific tips for Males:Black and Navy Blue are universally accepted colors for males.
Trouser: The Trouser should be pleated with a crease in front. For an elegant look, one
cannot go wrong with pleated trousers. Pleats are folds on each side of the fly. Trouser
bottoms should rest lightly on the shoe or ‘break’ at the front of the shoe. They should be
aligned
when onewith the top
walks. of the
A sharp heel has
crease at the back. As required,
a slandering effect. they help conceal one’s socks
Shirt: Be careful with the material you select for the shirt. Do not use cotton as it crumbles
quickly. Do not use polyester, as you tend to sweat more in this material. The best material
to use would be Terri-cot. The shirt must have a button down collar, which must be
buttoned down. It is essential that shirts to be worn with a jacket and have a just right fit
otherwise; they bunch up ruining the drape of the jacket.
The shirt collar should be about half an inch above the jacket collar. The cuff of the shirt
should always be seen when wearing a jacket with approximately a quarter to half an inch
showing. Ideally, the shirtsleeve should be one inch more than your arm length. The
neckband should be loose enough to easily fit one finger inside it when buttoned. However,
it should not be so loose that it does not stay up around your neck when fastened. The
shirttail should be long enough to stay tucked into your trousers even when you raise your
arm. However, it should not be so long that it bulks up around the hips
Coat/Jacket:The jacket must be double-breasted jacket with 4 to 6 buttons and two buttons
on the cuff. The double-breasted jacket is designed to be worn buttoned. The jacket must be
of the same color and material at the trouser.The length of the jacket is critical. If it is too
short, it will cut the body in half. If it is too long, it will make the legs appear short. To
arrive at a suitable length stand at an angle in front of the mirror so that you get the best
possible view of the length that is right for you. If you are not sure about this, you can
arrive at the correct length by standing with your hands straight by you sides and curling
your finger under the bottom of the jacket. As a rule for tall person, the jacket should rest
on the hip whereas for a short person it must be below the hip.
Accessories:
Belt:
Wearing a belt is necessary with formal attire. The belt must be a slim/narrow belt and must
have a square buckle with the needle. The buckle must be made up of leather, silver or dull
brass. The texture and color must be same as that of the shoes. The entire belt must be only
6 inches larger than the waist size.
Tie:
The tie when worn must reach the top of your knee while standing. The base/main color of
the tie must match the color of the trouser. Avoid striped ties as it gives a schoolboy look.
A Windsor knot looks apt for an interview. The breadth of the tie should be between 2.5”
and 3.5”.
Socks:
The color of the socks must match the color of the trouser vis-à-vis black socks with black
trousers and navy blue socks with navy blue trousers.
Shoe:
Shoes should be of the same color and material as the belt. Shoes should match the color of
the trouser so ideally the shoes should be black in color. They should be well polished.
Jewellery:
Chain if worn should not be visible.
Ring should be of moderate size. Only one ring. No rashi/religious symbol rings to be
worn.
Wrist watch is necessary to be worn. It can have gold or silver dial vis-a-a-vis full bodied
metal watches are allowed. The strap could be of black/brown leather and the dial should
not be bigger than 1.5”.
Ear rings are not allowed.
Tie pin if worn should not be flashy.
No religious threads/rachis to be worn around the wrist. Only a kada is permitted for Sikh
males. No bracelet allowed.
Hair:Should be always be in good condition and well styled. Length may slightly be above
the collar of the shirt. Side burns should not be longer than top of the ear. Moustache if kept
 must be trimmed, above the lip and not below the corners of the mouth with the rest of the
face being clean-shaven. For non-Sikh males, no beard allowed.
Specific tips for Females:
Girls have two options-Western Formals and Indian Formals. Female candidates going for
interview should dress up according to the instructions given in the advertisement.
Western Formals:This will include a skirt/trouser, blouse and jacket. For cabin to
interviews for airlines, a trouser is not acceptable. The skirt and jacket must be of the same
color and material. They could be of any color that suits you. A black or Navy blue color is
formal and universally accepted by airlines. Larger ladies must avoid a light color. Do not
wear iridescent or neon colors. Do not wear satin, velvet, glittery or leather fabric.
Skirt:The skirt could have a length up to the knee or be a full or mid-calf length skirt. For
gulf based airlines, it is preferable to wear a long skirt. The skirt must have a good fit i.e. it
must be V shaped with a slit. The slit should be either the black or side, but never in front.
For knee length, skirts the length of this slit should be no more than 4 inches. For long
skirts, the slit length should be up to knee. The skirt should be close fitting with not flair or
fullness at the hem or waistline. The skirt should be snug, not tight and should impart a neat
silhouette.
Blouse:The blouse can be of any color as long as it suits the color of the skirt and jacket.
The blouse can have a collar or could be collarless. It should be made out of fabric i.e. Terri-
cot or silk. No hosiery or Lycra material to be used.
Jacket:The jacket can be either a long or a short jacket. The jacket can be buttoned either up
or without buttons.
Scarf:A scarf well worn gives a chick look. The scarf can be colorful and must suit the
entire attire.
Stockings:Wearing stockings are necessary with a skirt. Stocking can be either sheer black
or skin colored. Stocking made of nylon and silk blend in and are longer lasting. Stocking
should be off pantyhose style.
Indian Formal:Indian formal wear for ladies for interviews is a sari.
Sari:
A well-draped sari is one of the most elegant garments. Always iron out all the creases on
the sari before draping it. The blouse and petticoat should match the sari. A sari with a
border is preferred for an interview. A plain sari with a contrasting border looks attractive.
A temple border without sari can be worn. The sari should be either silk or crepe silk.
Blouse: The back of the blouse should be high. The neck should not be too deep. The
sleeves of the blouse should reach the top of the elbow. The blouse must end just below the
bust.
Accessories:
Shoes:
Closed belly types shoes with leather sole should be worn on Western formals. The heel is
between 2” and 4”. The shoe should not have any straps or buckles. The same shoes can be
worn with a sari or you can opt for sandal type of shoes. The color of the shoes should
match the color of the purse.
Handbag: A handbag should be formal. Do not stuff the purse with too many things to
make it bulge.
Hair:
Short hair can be left open, but the lengths should be up to the nape of the neck. Longer
hair should be tied neatly. A French roll or a bun at eh nape of the neck looks very apt for
 an interview. A French braid with the ends tucked in or a ponytail that ends at the nape of
the neck with the ends tucked in also can be worn. If you wish to wear a fringe then the
length should be up to the top of the eyebrows.
Jewellery:
The jewellery that you select for the interview should be attractive but not flashy. All the
jewellery that you wear should be of the same metal/material. No religious threads or
symbols should be worn.
Earrings: Only ear studs should be worn. The earrings should not below the earlobe. Only
one pair of earrings to be worn.
Chain: A short chain that ends at the base of the neck looks very complimenting specially if
worn with a western outfit.
Rings: Only one ring in each hand should be worn.
Bangles/Bracelets: You can wear either one kada or two thin bangles.
Nose pin: You can wear a nose pin with a sari. The size of the nose pin should not be
bigger than the size of a coin.
Watch: The same guidelines are applicable as those for watches for males. The dial of the
watch should be smaller

2. Body Language

NONVERBAL BEHAVIOR INTERPRETATION

Brisk, erect walk Confidence

Standing with hands on hips Readiness, aggression

Sitting with legs crossed, foot kicking

Boredom
slightly

Sitting, legs apart Open, relaxed

Arms crossed on chest Defensiveness

Walking with hands in pockets,

Dejection
shoulders hunched

Hand to cheek Evaluation, thinking

Touching, slightly rubbing nose Rejection, doubt, lying

Rubbing the eye Doubt, disbelief

Hands clasped behind back Anger, frustration, apprehension

Locked ankles Apprehension

Head resting in hand, eyes downcast Boredom

Rubbing hands Anticipation

Sitting with hands clasped behind

Confidence, superiority
head, legs crossed

Open palm Sincerity, openness, innocence

Pinching bridge of nose, eyes closed Negative evaluation

Tapping or drumming fingers Impatience

Steepling fingers Authoritative

Patting/fondling hair Lack of self-confidence; insecurity

Tilted head Interest

Stroking chin Trying to make a decision

Looking down, face turned away Disbelief

Biting nails Insecurity, nervousness

Pulling or tugging at ear Indecision

3. Courtesy
It is said that, “Handsome is what handsome does”. It is important to be physically
appealing but it is of no use unless it is complemented with courteous behavior. One
shouldn’t reserve best behavior for special occasions. A uniform set of social codes should
be followed, that shouldn’t discriminate between individuals one considers important or
otherwise.
As Erastus Wiman says, "Nothing is ever lost by courtesy. It is the cheapest of the
pleasures, costs nothing and conveys much. It pleases him who gives and him who receives
and thus, likemercy, it is twice blessed."
One must recognize other people’s work, appreciate efforts. It is said that nine positive
comments counter a single negative remark. Appreciation is always welcome from all
quarters by everyone. Even fresher’s can appreciate the superiors. Have realistic
expectations from others and oneself, so that there is no confusion. It’s best to be
transparent and honest in dealings in order to be credible.
Conversations should be sprinkled with words like Thank you, Please, Excuse me.Try to
maintain eye contact with as many people as possible while conversing.
However, one’s response to the question ‘Do I think of others more than myself?’ should
put things in perspective. Afterall, being courteous is nothing but being honest, fair, putting
others before oneself and being accountable.
In order to be liked, one should be a skilled conversationalist. Nobody is a born speaker,
one has to make conscious efforts to be good at it.This can be developed by reading and
being generally aware of things.
Positive people are liked by all, so be positive and do not indulge in gossips.
One thing is to be remembered. Never try to demean or undervalue your interviewers, never
try to fool them. Some of these people might not be impressive to look at, but they have to
be veterans in their fields. They could sometimes summarize everything about the candidate
as soon as the latter utters a word or a syllable.
The objective should be to strike a balance. One should neither be over-smart nor over-shy
or over-polite. The candidate has to give the impression that his ready for work and action
and that he is serious and sincere.
Background Preparation
If one is to shine in life, one is to meet people and communicate. One has to impress and
have one’s way.
When a person is looking for a job or an important position, he has to face quite a number
of interviews. At each stage in life, there are interviews, of various depths and sequences.
The motto is to be that to succeed in life; one has to succeed in interviews. In this way, a
person becomes interview-oriented
Manners
You may prepare yourself in all sorts of ways to meet the requirements of the person or
persons who would be taking your interview. Everybody does this. Every young
man/woman going to the interview would brush himself up in various ways. He would
attend to his dress, to his knowledge, his capability, desirability, manner etc.
He would teach himself to be courteous, polite, calm and likeable. However, if a young
man wishes to go ahead in life, if he wants to improve his status, his finances, if he has the
right kind of ambition to take time by the forelock, to utilize opportunities, then he cannot
stay put in one position, but he would be looking for bettering his prospectus.
For such a kind of mobile attitude in life, a person has to build up bigger qualities, larger
frontage, so that he would not let life flow past him, but would be himself in the current to
upstream to land at better destinations.
To create and constitute his attitude in life, one is not to prepare for any particular
interview, but one is to be always prepared for an interview.
What could be the general definition of manners! Instead of answering this question in one
sentence, we can rather put forward the attributes that would go to form good manners.
Social behavior institutes or manners school may teach a person to say “thank you,”
“sorry,” “not at all,” “you as welcome” and expression like these and make the pupils
practice these in such a way that these expressions or uttering of the same on appropriate
occasion, become part and parcel of their nature. To invoke real manners in one’s natures,
one would require something else, something extra or more, to create a better impression.
Smartness and Aptitude
Smartness is the over-all personality reflection. A man may be a good talker, impressive in
his speech, but he may have an unbalanced physique like a potbelly or a noticeable stoop
etc. In spite of his speaking-power, his smartness would be incomplete.
Similarly, a man may be handsome and a good looker, but he is of slow intelligence. He
does not understand things quickly. He cannot be designated as a smart person.
Aptitude is an adjustment in a finer sense. A better aptitude would mean a sharper power of
understanding. A situation or a problem appears which requires immediate solution or a
special kind of attention. It requires sometimes more than ready wit that is instantaneous
wit to face such a situation.
Confidence
Confidence is the key note of success. Confidence spells two things simultaneously, that is,
expertise and ability. You may have knowledge, technology etc. You may be a scholar and
possessor of vast knowledge, but can you transmit that knowledge into others, can you
speak up to establish your knowledge, do you have the ability and stamina to utilize your
expertise!
The candidate is walking from the door to his chair. His walk is of particular interest. Does
he come with the attitude of a “know-all’’ with puffed chest and head held high.
Alternatively, does he come shivering and shriveled, casting fleeing looks around.
How to Be Organized So You Look Confident, Not Confused
Before a business appointment, job interview, or cocktail party, take a few minutes to
prepare. Organize your papers or resume. Put your business cards in the pocket of your
jacket, or another place when you can access them easily. Knowing that everything is at
your fingertips will save you time and you will avoid fumbling or searching for things
while under pressure.
The Most Important Word You Should Use, And Why
When someone takes the trouble to learn and remember your name, you feel special. You
think highly of that person, because he or she makes you feel valued.
Why A Genuine Smile Has A Powerful Impact
We may not all be naturally beautiful, but we can all look better instantly with the most
inexpensive cosmetic of all-a-smile. Smiling may seem obvious, but it is not as simple as it
seems.
Do not smile or grin when you are giving or receiving bad news. Your smile conveys
warmth and openness. It inspires confidence, and draws positive attention to you. Smiles
make others feel at ease, and are instant energizer. A genuine smile is not just with your
lips. There is an old saying, “smile with your eye.
Smile, smile, smile
The initial few minutes of an interview are the key. When you walk into a job interview
well dressed and give a firm handshake, you will make a strong first impression. The first
impression is for information gathering. That will influence whether you have a chance to
make a second impression
Why Eye Contact Give You ‘Eye Communication’
Making eye contact shows that you are focused on other people. It is the best way to show
that you are listening to what they are saying. In fact, in western cultures, if you are not
paying attention. People who make eye contact are considered trustworthy. Unfortunately,
shy people who avert their eyes may be thought of as shifty. Do not go to the extreme of
staring at someone’s face, however.
Here are three tips for communicating with your eyes:
Look at the person’s entire face rather than staring into their eyes.
Watch their lips when they speak. This helps you “hear” what they are saying.
Break the tension of uninterrupted eye contact by gazing over the person’s shoulder from
time to time.
How Standing Tall Helps You Face The World Head On
Yes, your mother told you to stand up straight. Slouching makes you appear tired or sloppy.
People who hang their heads appear shy and withdrawn, or defeated. Criminals know that
 people who walk slowly or tentatively are easy victims. When you stand up straight, not
only do you look better, you feel more confident.

Quick Review Of The Interview Preparation

First Impressions Do Make a Difference
Although the interview itself may last for 45 minutes or more, professional interviewers
very often make a decision to reject a job applicant within the first 5 minutes.
The reason for this is because of something we call "packaging": the art of presentation.
Your packaging during the first few minutes of the interview is critical. Unless you know
how to package yourself properly, you won't get the job.
At an interview, from the moment you step through the door, everyone will evaluate your
packaging, including the secretary, other staff members, the interviewer, and fellow
applicants in the room. This includes the way you dress, your grooming, your introduction,
body language and attitude.

Common Errors to avoid in Interviewa

During an interview, there are a number of factors that can potentially disqualify you from
consideration. Here are some of the most common errors:
Poor personal appearance.
Overbearing, overaggressive, egotistical behavior.
Lack of goals, lack of purpose.
Inability to relate personal qualities
Unable to relate real-world examples when asked behavioral-type questions.
Lack of enthusiasm - passive or indifferent.
Inability to listen to the interviewer; too focused on how you are going to respond.
Making derogatory remarks about a previous employer.
Overemphasis on compensation.
Bad body language.
Concerns over relocation.
Lack of tact, maturity, courtesy.
Evasive, making excuses for unfavorable factors in work history.
Inability to maintain a conversation, poor communication skills.
Lack of commitment.

REFERENCES:
http://www.workbetterindia.com/corporate-grooming-and-etiquette-training-program-
india.php
http://www.slideshare.net/badarinathprasadavantsa/grooming-and-business-etiquette
http://wikieducator.org/Business_Etiquette_and_Grooming
https://work.chron.com/importance-grooming-dressing-job-interview-1887.html
 Networking: Enhancing LinkedIn profile

By: Prof. Silpy Gupta

Email ID: silpy.gupta@ibsindia.org

Networking
Networking occurs every time you strike up a conversation with someone at the
store,participate in a school, college or social event, volunteer in the community,
converseyou’re your neighbours, or even connect with friends and others online. These
means are mostly considered the part of our personal network where we interact everyday
with our family, relatives, friends, neighbours, teachers and others. Professional networking
is a process or activity of developing contacts in the business scenario and use these contacts
to create and establish business relationship, partnership and business opportunities.
Example: creating client database for business development.

An individual will try to develop professional network or connections within their working
areas with different leaders, experts, high profile work professionals in the same or similar
area. Apart from these connections, clients, venders, financers, recruiters are also included.
These connections provide a lot of support in establishing, building and reaching the
professional goals.Both personal and professional network may be looked as sources for
career development as people in your network will have their own network leading to
exponential growth in your potential contacts.

It is extremely important for the college graduates, especially the post-graduates, before they
even enter the workforce to establish and enhance their professional network. These
connections may help in providing guidance for future, getting an internship offer and even
getting their first job. They may act like mentors and even referrals for any new opportunity.

When it comes to finding a job, you’ve got to network! According to Cornell

University’s Career Centre, 80% of available jobs are not advertised. These jobs
are often referred to as the “hidden job market.”
 Over a period of time, networking has evolved and is seen to be made both in-person as well
as through social media (online). The aim is definitely to expand your network, get connected
to like-minded people and promote self or/and your business.

Advantages of networking

Professional networks serve different purpose at different stages of your career. The
connections you develop over a period of time helps benefitting you in multiple ways.
 Advancement in career
 Job and business opportunities
 Promote self or business
 Advice and support
 Having positive and long lasting relations
 Get fresh ideas
 Develop your confidence
 Information exchange
 Having competitive advantage

Networking skills
An individual may focus on and develop certain skills which always prove to be essential
skills for building better networks. These skills or competencies mainly included behavioural
competencies which are extremely essential to build and maintain the professional networks.
The competencies give an edge to an individual over others to reap the benefit of the
important connections. These networking skills include the followings:
 Interpersonal skills
 Public speaking skills
 Communication
 Social skills
 Being positive
 Being participative
 General awareness
 Being empathetic
  Being confident

Building networking skills

Looking at the advantages of professional networks or connections, it is important to

understand certain ways to building and keeping networks strong. These are the few ways
suggested to build strong professional networks.
 Open to new connections
 Do not hesitate to make the first move
 Make real connections
 Build relationships
 Make yourself worthy
 Establish conversation
 Be yourself
 Be active listener
 Develop online presence

Essential online networking skills

Google, YouTube, Skype, Facebook, LinkedIn, Twitter has become synonymous to social
networking and has their own languages. Every platform has its own uniqueness, needs to be
handled in different manner but are excellent networking channels. These are
undoubtedlyexceedingly important platforms to create and develop networks with countless
number of people across different nations, industries, organizations, job profiles and
interestsin today’s time. The world seems really small and reachable through these channels.
Certain additional skills are definitely required to build strong professional connections and
reap the benefit out of that through different social media platforms. Some needed online
skills and ways to build them are discussed herewith.
 Digital competence
 Have a LinkedIn profile
 Get a Twitter handle
 Maintain proper profile
 Make networking a regular activity
  Connect to resourceful and influential people
 Look for common interest
 Be professional
 Use positive language
 Know the right way to reach out
 Don’t expect and ask anything
 Be careful, nothing is private
 Right way to draft massages
 Able to articulate
 Proper email etiquettes

Importance of networking on LinkedIn

LinkedIn is a social networking site primarily focused on building professional networks.
Being founded in the year 2002, LinkedIn has become the largest online professional
networking site. It allow the individuals to become members (free and paid), create profiles,
connect with people and build strong professional connects.Apart from these, LinkedIn allow
the members to write articles, post pictures and videos, join different groups, search for
opportunities and many more. Employers can also become the members and can brand their
organizations, post their openings and connect with multiple candidates. LinkedIn is a safer
site compared to many other websites but be aware of the privacy and security settings.

Certain benefits of being on LinkedIn are as follows:

 Personal branding – It’s a great platform to build your personal brand and showcase
your talent, skills, strengths, achievements, expertise within your network.
 Networking – It is definitely the ultimate platform to build excellent professional
network in your field.
 Job search – Candidates looking for job opportunities get aware of openings posted
by different individuals like recruitersas well as the companies themselves. It works
as an open space for the students and candidates search for good internship or jobs.
 Research tool – It is a superb place to research about everything happening around
us. Individuals can search for industry trends, different companies, their culture,
 structure, policies, hiring managers and many more.Members can follow companies
and also join different groups to remain updated.
 Advertising – Individual businesses of any scale or size can brand and advertise about
themselves, their vacancies, and their business in order to develop more business or
even to attract desirable talent.
 Messaging–Members can reach out to other members, recruiters, companies
through directly messaging them. Individuals keep their contacts updated by posting
and updating them with stories, pictures, videos etc. Even using the contact ID,
members can reach out to others.
 Publishing–It is a great platform to the members to even publish articles and let
other read and give feedback on them. Also it serves as a source of information for
people who are not aware of certain matters.
 Academic development – LinkedIn also provides a lot of industry related certification
courses for students as well as working professionals. Members can enrol
themselves and complete essential courses which
are very well accepted by the industry.

Optimizing your LinkedIn profile

This is the template of any LinkedIn profile
created by an individual after becoming the
member. Let’s start understanding how you
can take your LinkedIn profile to the next
level. It can do more what you can even
imagine of.

 Keep your profile public – Make sure

you keep your settings such that
people can see your profile and get in
touch with you for any opportunity.
 Get customized URL – The automatic
URL that gets created has lot of extra
 & unnecessary staff making it long and difficult to remember. Hence don’t forget to
customize the URL to make it short as well as having your full name in it. Example:
URL created: http://www.linkedin.com/pub/joan-smith/6a217b542 Customized URL:
www.linkedin.com/in/joansmith
 Connect with relevant people– The way it is important to grow your network, it is
essential to connect with relevant people. It helps you to get connected to the right
people, learn the right things, build knowledge and confidence and grow and
develop.
 Add proper background– Keep a background that helps you to brand yourself, your
areas of expertise, show what matters to you. This help people having an idea about
you andthen chose to connect to you as well.
 Keep professional profile pic – Lot of profiles are seen without any picture or a pic
that is very informal or casual in nature. This is a don’t towards optimizing your
LinkedIn profile. Definitely use your updated profile pic which is more formal in
nature and includes only you. It should give a close view of your face rather than the
full posture. According to LinkedIn, profiles with professional headshots are 14 times
more likely to be viewed than those without a profile picture.
 Work on your headline – After your name, what people see is your headline. It
should give them a fair idea about who you are, what you are skilled at and what you
can offer. It is important to draft an appropriate headline for yourself which is brief
and grabs people’s attention. Here you may use relevant keywords.
 Be careful of profile summary – It’s a place where you give a snapshot of yourself
including everything you have achieved till date and what you can offer to others.
Hence write a winning bio which needs to be constantly updated with time.
 Keep your location updated – It helps in connecting to more people around your
location, get invites for events happening in your place or being approached for
offers for your location at times.
 Update you work experience – This is where you may provide the detail of the work
experience and portray your roles and responsibilities you have performed in your
previous jobs. This gives an indication of your future capabilities.
 Update your academics – This section not only bring in from your academic
achievements but also help others to understand your interest and background.
 Add volunteering activities – If you have been involved with social activities, do not
forget to mention them here. This helps you to get connect with people of similar
interest and extend your support to the needy.
 Skills & endorsements – The skills you mention highlights your strength and expertise
in your area. It also help in coming in the search list of the recruiters who will be
using those skills as key words for candidature search. Endorsements reinforce your
skills & expertise by others who could also see those in you.
 Update your certifications & licences – This section showcases your passion for
learning throughout your career. It gives an idea that you are interested in keeping
yourself updated with the latest in your field.
 Share your achievements – Another section which reinforces your strength, skills and
expertise is the mention of your achievements.
 Add publications – If you have been interested in writing and publishing, update your
publications in this section. Any research interest leading to develop some research
finding may also be included, if it has been published in any online or offline forum.
 Request for recommendations – Positive feedback from your formers teachers,
colleagues, supervisors or clients always reinforce your strengths, skills and
expertise. Hence never lose an opportunity to ask for recommendation which will
add value to your profile and may also work as referrals.
 Join right groups – This helps you to be updated with all relevant information that
you are interested in and that’s too the very first hand information. You come across
a lot of new information, can exchange ideas and thought through discussions and
build stronger relations with the right set of people.
 Follow right people – Following the right kind of person can inspire and motivate you
in multiple ways. Follow the leaders and influencers who has been successful as well
as help other to attain success.
 Keep contact info updated – This is what you are maintain professional network, so
that people can contact you for any opportunity at any point of time. Incorrect or
not updated contact info increases the opportunity lost count. Hence make sure
anyone can reach you through the contact info you have mentioned.
  Keep your profile alive – It is important that you keep your profile live, visible and
vibrant by being active and regular on this platform. It can be done by posting your
updates using pics or videos, endorsing others, giving recommendations, building
conversation either posting article or taking part in discussion. There are multiple
ways to do the same. But be careful that you use simple language rather than
jargons.

References
https://hbr.org/2020/04/how-to-tell-your-story-on-linkedin
https://hbr.org/2015/05/how-to-use-your-linkedin-profile-to-power-a-career-transition
https://www.cnbc.com/2019/09/25/example-template-of-perfect-linkedin-profile-according-
to-harvard-career-experts.html
https://www.youtube.com/watch?v=v-Z9zsDIY3M
https://cdn1.sph.harvard.edu/wp-content/uploads/sites/36/2017/08/Published-Linkedin-
Guide-SW-5-2-17.pdf
https://cdn1.sph.harvard.edu/wp-content/uploads/sites/36/2016/06/networking-June-
20161.pdf
https://www.linkedin.com/pulse/7-benefits-using-linkedin-sarah-rycraft/
https://en.wikipedia.org/wiki/LinkedIn#:~:text=Active,job%20seekers%20posting%20their%
20CVs.
The Power of Non-Verbal Communication

"Actions speak louder than words".

It’s true. Your body is a crucial part of communicating your inner feelings. Of course, we
can’t communicate ideas, thoughts, and plans without words. However, the way people
interpret those words is tremendously influenced by our non-verbal communication.
In her research, Dr. Isa Engleberg (Professor of Speech at Prince George College) has
suggested that between 60 and 70 percent of all meaning—understanding—is derived from
our body language.
The messages we send through these expressions and gestures play a key role in people’s
interpretation of the words we speak, strongly influencing how we are viewed.
John Locke, a British philosopher of the 1600s, said, “I have always thought the actions of
men are the best interpreters of their thoughts.”

When communication is broken down, 7% is verbal (words that are spoken), 38% is vocal
(the tone and pitch in your voice), and55% is nonverbal messages (Gabor et al, 2014).
Nonverbal communication is all around us and is exhibited in everyday life; it is expressed
through facial gestures, touch, personal space, and vocal characteristics. The most common
nonverbal communication signs that are the easiest for individuals to identify and interpret
are facial expressions, gestures, body posture, pitch, and the tone of the individuals voice
(Abercrombie, 1972).
Nonverbal behaviour is in everything that an individual says or does during communication
with the exception of speech.Verbal language is used to transmit the information while
nonverbal language expresses the sender’s true intention of the message .(Gabor et al,
NONVERBAL COMMUNICATION 6 2014). Nonverbal communication can tell us more
about a person than the verbal information that the individual contributes. Smiling, waving,
cheerful tone all translate into words of happiness; while using a deeper than normal tone and
frowning translates into words of aggression or dislike. Nonverbal communication is in the
individual’s eye movements, facial and hand gestures, and their body as they convey
important feelings or attitudes about the information that is being relayed (Gabor et al, 2014).
Eye contact can convey an interest in the message, boredom, or sincerity (Gabor et al, 2014).
Maintaining eye contact can convey a message of openness or candour, while looking down
is a sign of modesty, or looking up is a sign that you are trying to remember information, and
unwillingness for eye contact is a sign that you are not telling the truth (Gabor et al, 2014).
Non-verbal communication can have a great impact on the listener and the proper
understanding of the communication. It is also related with the language of the unconscious
which consist much more information wisdom and knowledge than the conscious use of
language.

“60% of all human communication is nonverbal body language; 30% is your tone, so that
means 90% of what you’re saying is not coming out of your mouth.”

There are different types of non-verbal communication : Body Movements (Kinesics), for
example, hand gestures or nodding or shaking the head; Posture, or how you stand or sit,
whether your arms are crossed, and so on; Eye Contact, where the amount of eye contact
often determines the level of trust and trustworthiness; Para-language, or aspects of the voice
apart from speech, such as pitch, tone, and speed of speaking; Closeness or Personal Space
(Polemics), which determines the level of intimacy; Facial Expressions, including smiling,
frowning and even blinking; and Physiological Changes, for example, sweating or blinking
more when nervous. And the eyes … that are a whole world in themselves, convey your
feelings, attitude.

As an example, if something doesn’t go your way and your body language tells everyone
you’re upset, people quickly detect that you’re displeased. If you appear this way every time
something doesn’t go your way, then you will likely be viewed as a “big baby,” “a spoiled
person,” or “Mama’s boy.”
On a positive side, if you handle a challenging disagreement without appearing rattled, then
people will think, “I’m impressed by the way he/she handled that situation.” If you continue
to control your emotions and body language, then you will become known as someone who’s
in control of your actions and behaviour.
It’s important to recognize destructive body language so that you can become aware of the
messages you are broadcasting. Remember that your posture, gestures, and mannerisms can
overpower the words you speak and influence people’s assessment of you.
What body signals would convey a message for the following negative feelings?
Aggravation, frustration, disgust, depression, distraction, annoyance, scepticism.

Body language plays a significant role in all aspects of work and business as well as in
relationships at home and in the community. Control your emotions and avoid those signals
that can destroy the image of the person you want to become.

. Some of the most undesirable non-verbal messages we send stem from what Zig Ziglar
called, “Stinking thinking.” What we choose to think about when faced with a challenging
situation is a choice. The choice we make is often communicated before one word comes out
of our mouths.These non-verbal signals can give us many additional information and
meanings over and above verbal communication, this is why understanding nonverbal signs
and learning to use this knowledge effectively ,can help us in a many areas in our lives.

Here are some guiding principles to apply once you have an idea of your natural non-
verbal's:
1. Whether seated or standing, note your posture. You should be comfortably erect,
angled toward the person with whom you’re speaking in order to convey an
approachable, open message. By contrast, hunching or angling away from someone
can make you appear angry or unapproachable.
2. Watch your arms. Arms should be comfortably at your side or on your lap if seated. If
you’re at a podium or table, your arms may rest on the object. Do not cross your arms,
finger-point, or use erratic arm gestures. Many people naturally make arm gestures
when they speak. Be aware of yours, and work to calm the movements. Putting your
hands on hips or behind your back can send a message that you’re bored, mad, or
disagreeable.
3. Make eye contact, and keep those eyes steady. People who don’t look others in the
eye or shift their eyes appear untrustworthy. You can still review notes, but make sure
your eyes make contact with the person to whom you’re speaking for the majority of
your conversation. Some people blink rapidly when nervous, or blink too little when
concentrating. Both extremes are unnatural and will distract from the message you’re
trying to send.
4. Note your facial expressions. Watch your natural expression at rest, when you hear
confusing information, when you’re happy or need to pause and think. Most people’s
expressions change for each of these moments. Each of your expressions will convey a
message and could alter the direction of the conversation. Do you have a sincere
smile, and do you smile at the right moment? e.g. I worked with someone who would
smile – in a very forced way – at awkward moments, typically when hearing
controversial or challenging information. Most people viewed this person as insincere
and harsh. maybe a nervous habit. but does not really work.
another example: Are your eyes wide open with eyebrows in an arch, conveying
attentiveness, or are your eyebrows and forehead “scrunched”? Some people make a
certain facial expression when they are concentrating or thinking. This processing
expression can make others concerned that you’re upset over something they said. Also
be aware of habits that can be distracting, like pursing or biting lips.
5. Calm your fidgeting. Fidgeters are typically viewed as bored, impatient or distracted.
Depending on your fidget habit, you can also appear anxious or mad.
Examples here include picking or tapping your fingers, playing with fingernails,
tapping or spinning pens or another small object, and frequently shifting your legs or
seated position.
6. Watch for a disconnect between your verbal and non-verbal communication. The most
common example of this is saying that you are happy or “fine,” while you’re frowning
with shoulders slumped. This is inconsistent and can make other people
uncomfortable. Worse, it’s important to note that when incongruent behaviours exist
in a conversation, people will naturally focus on the unspoken messages. So moods
and emotions will prevail.
 7. If you’re having a challenging conversation, be aware of how others are entering the
dialogue. This will help you predict and prepare for what you might see and
experience. For instance, are they upset about something? Are you talking with a
reporter who has a predisposition about your topic or company? In this situation, you
may see that disconnect between verbal andnon-verbal, so ask for clarification if
needed.

8. Make adjustments to your non-verbal communications based on cultural differences.

Smiling, certain hand gestures, and personal space differ depending on area of the
world. While most of our recommendations are universal, it’s important to properly
prepare before conversing with the international set.

Finally, be a good listener and observer. Watch for non-verbal communications that
could be a cue for you to change course, adjust your communications style or message,
or ask questions. This requires some degree of self-awareness , humility and flexibility
to change course. These actions and behaviours will help you will help you have a
productive, positive conversation that sends the right messages – both spoken and
unspoken – and helps you achieve what you want. .

few examples:

 Face: smiling shows happiness; frowning shows disapproval.

 Eyes: attentive gaze shows interest; rolling the eyes shows disgust.
 Gestures: nodding the head shows agreement; tapping fingers on table shows
boredom or impatience.
 Posture: leaning forward shows eagerness, acceptance, or interest; slumped over
shows discouragement.
Some of the advantages of non verbal communication are: Reinforcement of what
is said in words, understanding more about people emotional state, more effective
communication, strengthening personal and professional relationships, conducting
interest and trust when speaking to other people, being more convincing and
influential. It is a psychological fact that when we communicate, non-verbal meanings
can be as important, or in some cases even more important, than what we say. Non-
verbal communication can have a great impact on the listener and the proper
understanding of the communication.
 non verbal communication is important, necessary and an efficient skill that we have
to acquire to be better parents, employees, leaders, lecturers, businessmen and etc.
Perhaps because this form of communication shares so much more than simply words
being said. At the very first contact with someone , the way he speaks(slow, loud…),
breath, eyes movements, how he sits, more on your left side or right side, words,
language… Everything in this gives keys to understand person better and deeply, and
to communicate with him in a more effective manner. A good communicator needs to
notice the details in person’s behaviour, the direction of eyes movement and his non
verbal channels of communication because the verbal ones are much more censured
by the conscious mind. Knowledge of non verbal communication and how to use it
is the key used to create the first step of healing and change. Thus is happens to be
one of the integral and important part of GD and PI.
references:

References
www.littlethingsmatter.com/blog/2011/02/24/communication-without-
words/#:~:text=%20Th

www.marcoparet.com/articles/power-non-verbal-
communication www.winningpresence.com/2013/09/20/the-
power-of-non
INTRODUCTION
An employer looks not for a set of readymade answers to a volley of questions.
Answers do count. But there is something else that finally matters. The candidates’ answer
for the questions matters for the prospective employer. An employer wants a right person, a
competent worker, a well informed and well-rounded personality. Interview is one of the
most popular techniques used for employee selection. It typically precedes the hiring
decision. The interview is usually preceded by the evaluation of resumes submitted from
interested candidates. Next step after this screening, a small number of candidates for
interviews are selected.

An interview is a process adopted by an organization to know about the prospective

candidate by asking him/her questions and getting answers. An interviewer is an expert representing
organization poses questions to the interviewee in order to elicit information.

Employers conduct different types of job interviews according to the situation

prevails, such as structured interviews with set of questions, unstructured interviews
behavioral interviews, case interviews, group interviews, phone and video interviews, online
interviews, and in some cases interviews may held during a meal. According to Richard
Calhoon, Employment interview serves the following objectives:

1. It is the only way to see an applicant in action (how he looks, his manner and
bearing).
2. It is the only way to witness how he interacts and how he responds, way of
thinking, the effect of his personality on others.
3. It perhaps the best way to get at the will do features of a performance
(motivation, initiatives, stability, perseverance, work, habits and judgements).

According to the employer’s need for a good person, interviewers assess the
candidates for the following attributes

 Clarity: On previous academic subjects, career objective, life’s goals, national

global issues, environment and so on.
  Depth: Depth of knowledge and understanding across a wide range of
subjects and issues. Clarity and depth together indicate the academic
excellence.
 Personality: Your Self-awareness. Have you reflected on your reactions and
analysed them?
 Self-Awareness: Sense of personal strengths what your value most?
 General Awareness: The level of general awareness about current issues of
national and international concerns as part of your personality.
 Application of concepts to real-life problems: Your power of initiative is
judged by asking you application-based questions to see how far you have
your own moved beyond your class room learning.

INTERVIEW

An interview is a conversation with a purpose between one person on one side and
another person or persons on the other. According to Gary Dessler, “Interview is a selection
procedure designed to predict future job performance on the basis of applicants’ oral
responses to oral inquires”.

An interview should serve the purposes of obtaining information, giving information,

and motivation. It should provide an appraisal of personality by obtaining relevant
information about the prospective employee’s background, training, work history, education,
skills and own interest. The candidate should be given information about the company, the
specific job and the personnel policies. It helps in establishing a friendly relationship between
the employer and the applicant and motivates the satisfactory applicant to want to work for
the company or organization. In practice, it may turn out to be a one-sided affair. It helps only
in obtaining information about the candidate. The other two purposes of interview are
generally not served.

TYPES OF INTERVIEW

1. Informal Interview: This type of interview may take place anywhere. Here, the
employer or a manager in the personnel department may ask a few questions, like
name, qualification, place of birth, previous experience, etc. It is not planned and is
 used widely when the employer in need of shortage of workers very badly. A friend or
existing workers or a relative of the employer may take a candidate to the house of the
employer or manager where this type of interview may be conducted.

2. Formal Interview: Here, the interview held in a more formal by the employment
officer or special panel members formed by the employment officer with the help of
well-structured questions. The time and place of the interview are scheduled by the
employment office.

3. Planned Interview: This is a formal interview and carefully planned. The interviewer
has a plan of action regarding time allocated to each candidate, type of information
to be sought, the modality of interview and so on. Interviewer may use the plan with
some amount of flexibility.

4. Patterned Interview: Patterned interview is also a planned interview but planned to

a higher degree of accuracy, precision and thoroughness. A list of questions in
relevant areas is carefully prepared and during the interview, the interviewer goes
down the list of questions, by asking them one after another.

5. Non-directive Interview: In Non-directive Interview, the interviewee speaks his mind

freely. The interviewer is a careful and patient listener; also stimulate the candidate
whenever he/she is silent. The idea is to give the candidate complete freedom to sell
or exhibit himself without interruptions of the interviewer’s questions.

6. Case Interview: In these interviews you may be asked to demonstrate your problem-
solving skills. Here, the interviewer will outline a situation or provide a case study and
ask you to formulate a plan that deals with the problem. You do not have to come up
with the ultimate solution. The interviewers are looking for how the candidate applies
their knowledge and skills to a real-life situation. Speak and reason aloud so
interviewers have a fully understand the thought process.

7. Depth Interview: This interview is designed to thoroughly examine the candidate’s

background and thinking and to go into the detail on a particular subject to special
interest to the candidate. In this interview, if the candidate is found well in his/her
 area of special interest, the chances are high that if such candidate given a job he
would take serious interest in it.

8. Stress Interview: Stress Interview is designed to test the candidate about his conduct,
attitude and behaviour by putting him under conditions of stress and strain. It is very
useful to test the behaviour and reactions of individuals under disagreeable and
trying situations. In simple terms, a stress interview tests the qualities such as
courage, tactics, cool temper, and self-command, which are needed when faced by
employees or people in big or small groups. The interviewer can use the techniques
to bring the candidates out of balance using

 Rapid rue questions on several topics at once,

 Questions asked by different members of the panel,

 Cross questioning

 Arguing, disputing and distracting the candidate and his answers,

 Ridiculing the answer given by him,

 Subjecting the candidate to silence and inattention

9. Group Interview: This is designed to see how the candidates respond and act against
each other. Here, all the candidates may be brought together in the place and they
may be interviewed. The candidates may be given a topic for discussion and be
observed by the interviewer in various aspects like Who will lead the discussion?
How each candidate is participating in the discussion? How each of them makes their
presentation? and How they react to other’s views and presentation?

10. Off-Site Interviews: In some cases, employers schedule job interviews in a public
place, like a coffee shop or restaurant. Perhaps, the employer may not have local
office or maybe they don’t want current employees to know about the possibility of
a new hire. It is good for the candidate to be prepared for off-site interviews.

11. On the Spot Interview: Sometimes the employer may expect to do on the spot
interview or the organisation may announce open interviews on a specific date
with
 the applicants. In such situations, the interviewer needs to conduct use on the spot
interview to screen applicant and decide immediately.

12. Panel Interview: Panel interview is done by members of the interview board or a
selection committee and usually done for supervisory and managerial positions. It
pools the collective judgement and wisdom of panel members. The panel may call
the candidate asked to meet them individually for a fairly lengthy interview.

13. Portfolio Interview: Portfolio interview is a file of the samples of the applicant work
to show their creativity, skills and past work. While making portfolio, you need to
think about the skills and capabilities you want to showcase. It benefits the
candidate to make look on their professional skill compare to other candidates.
Questions asked in this interview are technical and based on the work you have
included in the portfolio. So, they have to be confident and explain each and every
question enthusiastically.

14. Telephone Interview: In this type interviews are hugely valuable because it speeds
up the interview process and reduce wasting time on rejecting weaker candidates.
Here, the employers do some interviews before inviting the candidate for a face to
face meeting in order to get a better understanding about what type of candidate
you are.

This type of interviews is more accurate than that of face to face interviews
because curriculum vitae tells part of the story and hearing the candidate’s tone of
voice and assessing their answers will give detailed insight into their personality. It
helps to judge a candidate’s conscientiousness, intelligence and interpersonal skills
easily. The applicant has to make sure that you speak confidently, with good pace and
try to answer all the questions that are asked. This type of interview should take about
30 minutes (5 minutes for warm up, 20 minutes for check each other and again 5
minutes for warm down) if a candidate manages to keep the interviewer phone for
more than 30 minutes with engaging conversation, is a good sign for him/her.

15. Video Interview: This type of interviews is a great alternative to telephonic

interviews. Actually, if the interviewer and the applicant see each other adds a
certain
 level of importance and professionalism to the call and also removes the temptation
for each of them.

16. Digital Interview: In this globalized world, employers recruit people across the
world. It is not possible to conduct interviews in- person. So, the interviews are
conducted on digital platforms like skype, google duo, zoom etc. Here, the candidate
can give interview at the comfort zone with formal dress code. The candidate has to
make sure that there is a proper internet connection, use proper device to attend
interview, inform their family not disturb during interview schedule, sit on a chair
and make clear visibility to the interviewer, and also be ready at least 15 minutes
before scheduled timing.

Interview Rating:

Rating of an interview in important aspects of personality can be categorized below.

 Physical Make-up (Health, physique, age, appearance, bearing, speech)

 Attainment (Education, occupational training and experience)
 Intelligence
 Special Aptitudes (Written and oral fluency of expression, numeracy, organizational
ability, administrative skill)
 Interests (Intellectual, practical, physically active, social, artistic)
 Disposition (Self-reliance, nature, motivation, acceptability)
 Circumstances (Domestic, social background and experience, future prospects)

This is called ‘The Seven Point Plan’. The importance of these points will vary from the
nature of organization to organization and from job to job. So, the interview should have
assigned weightage according to their job nature and expectations. Based on the performance
of the applicant, each of them has to be rated in respect of each point with proper weightage
assigned to it like Outstanding, Good, Above Average, Below Average and Unsatisfactory.

Limitations of Interviews: Each and every interview has their own limitations in selection
of candidates and it may vary based on the nature of the job. Some of the limitations are
mentioned below:
  Interviewer’s subjective judgement may be based on his prejudices, likes, dislikes,
sometimes biases, etc.
 Candidate’s one prominent characteristic may be allowed to dominate appraisal of
the entire personality of him.
 The experience of the interviewer may have a close association between some
particular trait and a unique type of personality.
 Some interviewer believes that they are good at character analysis based on some
pseudo-scientific methods and conduct interview by their own abilities.
ONLINE INTERVIEWS

An Online Interview is an online research method conducted using computer-

mediated communication (CMC), such as instant messaging, email, or video. Online
interviews require different ethical considerations, sampling and rapport than practices found
in traditional face-to-face (F2F) interviews.
Online interviews are separated into synchronous online interviews, for example via
online chat which happen in 'real time' online and asynchronous online interviews, for
example via email conducted in non-real time.
Online interviews, like offline interviews, typically ask students to explain what they
think or how they feel about a particular work assignment and how they would be a right fit
for the Job Profile offered by the Organisation. Interviews are especially useful for
understanding the meanings participants assign to their activities; their perspectives, motives,
and experiences. Interviews are also useful for eliciting the language and communication
skills of the candidate, gathering information about processes that cannot be observed, or
inquiring about the past. Thus, the objective of the Interviewer is to find the right person for
the right job.
In online interviews, data is primarily generated through conversations between a
Interviewer and an Interviewee. Employers often seek out a deliberate (or "non-random")
selection of questions based on the Job Profile, in order to recruit individuals who can
provide insight on a particular phenomenon, situation, or practice as required by the
Organisation. Online Interviews can utilize a selection of formats and employ varying means
of computer-mediated communication (CMC).
Synchronous Interview
The interview is synchronous if it is conducted in real time. Skype interviews allow
participants and researchers to converse in real time. Video chat is the closest an Interviewer
will get towards resembling a face-to-face interview. This is because it allows for facial
expressions and other visual cues that are absent in textually based forms such as chatrooms.
Another way of conducting synchronous interviews online is using WebRTC. When
WebRTC is used web browser (Firefox, Chrome or IE) acts as a client and both the parties
can connect over a real-time video-chat.
Asynchronous Interview
 An asynchronous online interview takes place when the Interviewer and the
participant are not online at the same time. Typically, these interviews will use email but
other technologies might also be employed. This can be an advantage for the employer to
conduct selection process across time zones or with busy participants, allowing them to
answer questions at their convenience. Asynchronous interviews are very useful for reflective
process which helps to assure rigor.
A concern related to the asynchronous method is the possibility of interviews
gradually drying up over an extended period. While the possibility of long term
"longitudinal" Interview is valuable, it is also risky. Completion requires high levels of
participant motivation, since they have not dedicated a specific block of time. Additionally,
asynchronous online interviews may feel less conversational and make it more difficult to ask
follow-up questions and this is also described s as a "lack of timeliness".
Online versus Offline Interview
There are many reasons online interviews can be an appropriate and valuable
methodological tool. For example, the use of online interviews as opposed to onsite
interviews provides the Employer with opportunities to:

 Interview individuals or groups who are often difficult to reach, such as the less
physically mobile (disabled/in prison/in hospital) or the socially isolated (terminally ill/
etc.) or those living in dangerous places (e.g. war zones).
 Carry out interviews in a personal, yet neutral, location such as a home. Researchers and
participants can be comfortable while still maintaining their personal space and, if
necessary, keep their specific whereabouts private.
 Reach a target audience where the audience is unknown (e.g. people who may use a
certain type of technology) or would like to remain anonymous. E-mail and instant
messaging interview methods have the advantage of privacy. Interviews that take place
in public online venues (e.g. discussion boards, chatrooms) may be off-putting to some
participants.
 Provide savings in costs to the researcher (for example, costs associated with travel and
venue hire).
 Record data quickly and accurately. Video and audio interactions on Skype can be easily
captured using desktop software. Data generated from textual forms (e.g. chatrooms, e-
mail correspondence) is already transcribed.
 Reduce the environmental impact of research by eliminating the resource expenditure
associated with traveling long distances.
 Interview individuals who would like to stay visual anonymous and to engage in more
self-disclosure or feel liberated from stereotypes that may be associated with visible
identity markers such as age, race or gender. Because the participant cannot see the
researcher, this may also help reduce issues of interviewer effect.
In asynchronous interviews the extended time frame can also be a benefit allowing
researchers more time to think of evocative or precise follow-up questions. Researchers can
reread the chat history and use previous responses to inform the subsequent questions.
Limitations
 There are, however, possible drawbacks to online interviews which have posed a
question on the Employers as to how effective they are in comparison to face-to-face
interviews. Online interviews may make it difficult to:

 Establish a good rapport and level of trust between Interviewer and participant in a
computer-mediated relationship.
 Communicate with the participant with varying degrees of technical skill within a
population. Participants cannot be assumed to possess all the levels of technical
competence required by the employer.
 Maintain attention, as the Employer may not have control over (or even be aware of)
distractions that are interrupting the interviewee's engagement with the interview.
 Recruit participants. In order to access specific populations, there may be a need to
'advertise' through relevant newsgroups and forums.
Though the question-and-answer format of the interview is similar to face-to-face
interviews, during text-based interviews participants and researchers are not visible to one
another. This can make it difficult to assess how questions and responses are being
interpreted on either side due to a lack of visual cues.
Several Internet researchers have observed that text-based interviewing can take much
longer than face-to-face, phone or Skype interviews because typing takes longer than talking.
Textual methods require users to verbalize conventional aspects of polite conversation, such
as nodding or smiling, which requires added effort and time.

SKYPE INTERVIEWS
How to prepare for your Skype interview
Skype interviews require just as much preparation as face-to-face or telephone interviews, if
not more. Due to the added element of technology, the chance of something going wrong is
increased, so it’s important to do everything you can beforehand to ensure your interview
goes without a glitch.

These tips will help to ensure that you don’t get caught off guard by any technical issues, and
that instead, your ability as a candidate shines through.

1. Establish a Skype interview appropriate environment

Firstly, think about where you are going to have your Skype interview – your home office?
Your bedroom? Your kitchen? Once you’ve decided on the most appropriate room, think
about what the interviewer will see in frame when looking behind you. Keep your
background scene as clear as possible, as pictures on the wall or other objects can risk
distracting the interviewer – their attention needs to be firmly on you. Also, make sure your
surroundings are tidy and the lighting is good.Once you have set up your ‘interview room’,
make sure you’re not risking family, friends or even pets walking in when the interview is
taking place. Let them know ahead of time that you have an interview, and then close the
door to keep out noise.

2. Learn about all the tools Skype has to offer

 Skype has many functions that can be useful in an interview scenario. For instance, during
the interview you might need to utilise the functionality to share your screen or other files
with your interviewer. So, prior to your interview, take a look at this article and familiarise
yourself with all the tools Skype has to offer.
3. Do a test Skype call the day before the interview
The day before your Skype interview is due to take place, it’s always a good idea to have a
test run. Organise a test call with a family member or friend – this will ensure you feel
confident using the technology, and that the camera and microphone both works. Run
through some interview questions and answers and ask the family member or friend to
provide you with any specific feedback.

4. Practise speaking your interview answers out loud and record yourself
It’ll probably feel strange doing this. However, video recording yourself speaking your
interview answers out loud is a great way to check for any points you may need to correct
before the interview itself, such as looking down too much, poor body language, speaking too
quietly or speaking too quickly. It also gives you a final opportunity to test your Skype
settings, the lighting in the room and your body language. You won’t want to suddenly
become aware of these issues during the interview itself, and risk looking ill-prepared and
unprofessional as a result.
5. Make sure your Skype account is professional
The first thing that your interviewer will see is your Skype profile photo and username, so
ensure both depict you in a professional light. If you already have a personal Skype account,
consider creating a separate account which you can use specifically for interviewing. You
could even create a username associated with your profession, for instance, ManojFinance.

6. Have notes and questions prepared

Before the interview, print off your CV and prepare questions to ask at the end. Prepare
individual points to put to one side to use as springboards for conversation, or prompts. This
will help limit the risk of being tempted to look down and simply read from your CV, thus
not maintaining eye contact with the interviewer.

Finally , Know Who You’ll Be Speaking With

You’re going to be a lot more confident in your video interview or Skype interview if you
know some general info about the person who’s going to be calling you.

On the day of your Skype interview…

7. Log in and get set up ahead of time

You wouldn’t turn up to a face-to-face interview seconds before it is due to start, and the
same is true for Skype. Make sure you start the program up and have everything in place at
least 10 minutes before the interview start time. This will ensure you are ready and waiting
when the interviewer dials in – the last thing you want to do is keep the interviewer waiting,
and risk being perceived as unorganised and poor at managing your time.

8. Dress for success

 Whilst you may be taking the Skype interview from the comfort of your own home, you
should still dress as you would for a face-to-face interview. If in doubt, it’s always a good
idea to dress as professionally as you can. Also, be aware of what clothing will be in the
frame – for instance, if you decide to wear tracksuit bottoms and a shirt, you may regret it if
you need to stand up!

9. Set your Skype presence status

You may have noticed from your previous use of Skype that a green dot appears next to your
avatar when you are online, indicating that you are active and available to contact. This
happens automatically when you first sign in.

However, it’s also possible to manually set your Skype presence status to ‘away’, ‘do not
disturb’ or invisible any time you want. This could be invaluable for ensuring you are not
disturbed by other calls coming in during your interview. You can further help to avoid any
mid-interview distractions by closing any background browser tabs on your computer and
switching your phone off in case of notifications.
10. Body language is crucial – even through the lens
First impressions are formed within the first seven seconds of somebody meeting you, so
your body language has a powerful part to play in the opinion your interviewer forms of you
as soon as they dial into the call. So, during your Skype interview, make sure you look
directly into the webcam when you speak and not at the screen – this will help maintain eye
contact as though you were in the room. Maintaining eye contact will show the interviewer
that you are paying attention and will help you build rapport – making conversation flow
more naturally. Also, remember to sit up straight and smile to show the interviewer that you
are a confident communicator and are engaged in the interview process.

11. Be engaged when the interviewer is talking

Remember that you are in a conversation, so you should show engagement when the
interviewer is talking by nodding and agreeing. If you aren’t accustomed to Skype interviews,
having to look through a webcam and at a tiny Skype window may feel unnatural at first. So,
you should be careful not to come across as too static and unnatural in turn. Use hand
gestures and animate your face and body in much the same way as you would in a face-to-
face conversation.

12. Be aware of any time lag

During the Skype interview, you may encounter a delay or time lag between the interviewer
speaking and you hearing their words. If this happens, make sure not to speak over your
interviewer and avoid speaking in long blocks. This will help the conversation to feel more
natural. Take a look at these tips in order to help avoid lag altogether; for instance, ensuring
you have the strongest signal you can have by getting close to a modem or closing other
applications on your computer.
13. Stay calm if the technology goes wrong
Despite all the preparation, practice and precautions that you may take for your upcoming
Skype interview, technology can always find a way to throw a spanner in the works. For
instance, you may have issues with your internet connection or your microphone may start to
play up. It’s important in these situations to stay calm. How you react when things don’t go
as planned here can reveal to your employer your ability to calmly and proactively tackle
 difficult situations. Have a look at these common problems so you have an idea what you
might come up against during the call.
14. Follow up after the call
This final step is no less important than it is after a ‘regular’ interview. After the interview,
send a quick email via your recruiter to say you enjoyed meeting them and learning more
about the role and the company. Conclude the email by saying that you look forward to
hearing from them and reinforce your interest in the role.

As technology becomes even more prevalent in many hiring processes, video interviews are
in turn becoming increasingly common. If you’re looking for a job, it’s almost a given that at
some stage in the very near future you’ll be asked to attend a Skype interview. By following
the above tips, and dedicating time to your thorough interview preparation, I’ve no doubt it
will be a success.

TELEPHONIC INTERVIEWS
A Telephonic Interview is often conducted by employers in the initial interview round
of the hiring process, this type of interview allows an employer to screen candidates on the
candidate's experience, qualifications, and salary expectations pertaining to the position and
the company. The telephone interview saves the employers' time and eliminates candidates
that are unlikely to meet the company’s expectations. Employers tend to perform telephone
interviews as a structured interview. The questions are custom tailored to meet the position in
question. With the telephone interview there may not be direct contact between the employer
and employee, however, the expectations are still there. Telephone interviews are scheduled
and questions are generally prepared in advance, similar to the way other interviews are
conducted. Another common reason a company looks to the telephone interview is that these
interviews can be conducted on-the-fly. The interviewer does not have to assign company
resources to the phone interview. It is a cost-effective method to short-list candidates for the
position being interviewed for.
The telephone interview allows both interviewee and interviewer to be in a more
relaxed state. The interviewer can use the relaxed state to better gauge the interviewee, and
pick up on things that may be disguised during the more formal interview process.
General advice to the candidate is to prepare and be in a similar state of mind for a
phone interview as a candidate would for an in-person interview. It is also advised that the
telephonic interview candidate to use extra verbiage to make up for lack of visual cues and
when a candidate needs to pause to think.

In some ways, telephonic interviews can be even more intimidating than in-person
interviews. Since you aren't to see the recruiter to read his or her facial expressions and
demeanor, it can be hard to judge how you are doing. For this reason, it is especially
important to educate yourself on the top telephone interview dos and don'ts for the best
chance of nailing the interview.
No matter how confident you may feel in the days or hours leading up to your phone
screening, make sure you become familiar with the following 11 Telephonic interview dos
and don'ts. Committing them to memory will help you avoid common phone etiquette faux
pas and ensure that you pass your interview with unparalleled professionalism.
1. DO keep your phone battery charged. The last thing you want to do is end up
unintentionally dropping the call due to a dead cell phone battery. If you know when the call
is going to take place, spend some time fully charging your battery beforehand. If you are
not sure when to expect the call, carry a portable cell phone charger with you and never let
your phone drop below 50% battery life.
2. DO let friends and family know you are expecting an important call. Let your friends and
family know in advance that you are expecting a telephone interview and that you must not
be disturbed when the call comes through. Additionally, give instructions for proper
message taking if you happen to be in the shower or otherwise engaged when the call
comes through.
3. DO go someplace quiet. If a recruiter calls you while you are in a noisy location, make
sure you quickly move to a quiet area where you can concentrate and clearly hear the
interviewer. Do not attempt to carry out the interview in an area with excessive background
noise.
4. DO keep a pen and paper handy. You will most likely want to write down information
during your interview, including the name and title of the person interviewing you, for
future reference. Keep a pen and paper near your phone or in your car or purse so that you
can access it quickly when needed.
5. DO speak clearly and slowly. Many people subconsciously talk more quickly when they
are on the phone. To avoid sounding like a runaway train, make a conscious effort to speak
more slowly and clearly without losing your enthusiastic tone.
6. DON'T make your outgoing voicemail message sound too casual or silly. Change your
voicemail greeting to a more professional message when you are expecting a recruiter to
call. Ideally, you will be available to answer the phone right when it rings, but if you miss it
for any reason when the recruiter calls, you want to make sure he or she is greeted with a
courteous and professional message.
7. DON'T try to talk through all of the silences. It is inevitable that you will encounter some
moments of silence during your interview while the recruiter collects his or her thoughts.
Don't feel like you must fill these brief lulls in conversation. If the silence seems to drag on
for too long, feel free to politely ask a question of your own.
8. DON'T eat, drink, or chew gum during your interview. Just because the interviewer can't
see you does not mean he or she can't hear you over the phone. Your mouth should only be
speaking during your interview, not full of food and drink.
9. DON'T interrupt the interviewer. Since you can't see the recruiter during a phone
interview, it can be difficult to anticipate when he or she is going to talk. In order to avoid
accidentally interrupting him or her, try to avoid speaking unless you are asked a question or
are invited to ask questions of your own.
10. DON'T bring up salary or benefits. The initial phone screen is absolutely not the time to
inquire about a role's salary or benefits. In rare cases, the interviewer may decide to raise
the subject during the phone interview, but most will save salary negotiations for the first or
second in-person interview.
11. DON'T allow yourself to sound bored. When you are being interviewed via telephone, it
is even more important than usual to infuse your voice with interest and enthusiasm.
Remember that the recruiter can't see whether you are smiling or frowning, so do your best
to put a "smile"Â in your voice. The best way to do this is by actually smiling during
the
 interview, even if you feel silly doing so without an audience. Additionally, you should
refrain from yawning or sounding otherwise disinterested in what the recruiter has to say
REFERENCES
BOOKS:
Monappa, Arun and Saiyaddain, Mirza.S., “Personnel Management”, Tata McGraw-
Hill, Mumbai, 1983.
Fear and Richard A., “The Evaluation Interview”, McGraw-Hill, New York, 1984.
Asha Kaul, “Business Communication”, PHI Learning Private Limited, New Delhi,
July 2009, 2nd Edition
Mary Ellen Guffey and Dana Loewy, “Essentials of Business Communication” South-
Western, Cengage Learning, USA, 2013, 9th edition
WEBSITES:
https://www.coburgbanks.co.uk/blog/assessing-applicants/6-different-types-of-
interview/
https://www.yourarticlelibrary.com/hrm/interview-definition-objectives-types-and-
guidelines-for-effective-interviewing/35268
https://www.orchard.co.uk/blog/different-types-of-interviews-1536.aspx
https://www.marketing91.com/20-types-of-interviews/
https://en.wikipedia.org/wiki/Online_interview
https://en.wikipedia.org/wiki/Telephone_interview
https://www.cbc.ca/dragonsden/blog/skype-interview-setup-6-dos-and-donts
https://www.myperfectresume.com/career-center/interviews/prep/11-dos-and-donts-
over-the-phone
COMPILED BY : DR JAGDISH KUMAR , VISTING FACULTY, SOFTSKILLS ICFAI BUSINESS SCHOOL , MUMBAI,

EMAIL: AJKMBA@GMAIL.COM, PH: 7021548882

ANNEXURE : 50 FREQUENTLY ASKED QUESTIONS DURING INTERVIEWS

1. Tell me about yourself.

2. What do you want to do with your life?
3. Do you have any actual work experience?
4. How would you describe your ideal job?
5. Why did you choose this career?
6. When did you decide on this career?
7. What goals do you have in your career?
8. How do you plan to achieve these goals?
9. How do you evaluate success?
10. Describe a situation in which you were successful.
11. What do you think it takes to be successful in this career?
12. What accomplishments have given you the most satisfaction in your life?
13. If you had to live your life over again, what would you change?
14. Would you rather work with information or with people?
15. Are you a team player?
16. What motivates you?
17. Why should I hire you?
18. Are you a goal-oriented person?
19. Tell me about some of your recent goals and what you did to achieve them.
20. What are your short-term goals?
21. What is your long-range objective?
22. What do you see yourself doing five years from now?
23. Where do you want to be ten years from now?
24. Do you handle conflict well?
25. Have you ever had a conflict with a boss or professor? How did you resolve it?
26. What major problem have you had to deal with recently?
27. Do you handle pressure well?
28. What is your greatest strength?
29. What is your greatest weakness?
30. If I were to ask one of your professors to describe you, what would he/she say?
31. Why did you choose to attend your college?
32. What changes would you make at your college?
33. How has your education prepared you for your career?
34. What were your favourite classes? Why?
35. Do you enjoy doing independent research?
36. Who were your favorite professors? Why?
37. Why is your GPA not higher?
38. Do you have any plans for further education?
39. How much training do you think you'll need to become a productive employee?
40. What qualities do you feel a successful manager should have?
41. Why do you want to work in the industry?
42. What do you know about our company?
43. Why are you interested in our company?
44. Do you have any location preferences?
45. How familiar are you with the community that we're located in?
46. Will you relocate? In the future?
47. Are you willing to travel? How much?
48. Is money important to you?
49. How much money do you need to make to be happy?
50. What kind of salary are you looking for?
 Aptitude Tests
Session 38
What is an Aptitude Test?
Aptitude tests are an objective measure of a candidates cognitive abilities, attitudes,
personality and knowledge. An aptitude test is a systematic means of testing a job
candidate's innate abilities at specific competencies to perform specific tasks and react to a
range of different situations. An Aptitude test gives a holistic evaluation of a candidates
cognitive abilities. The tests are an indicator of how well candidates will respond to
challenges in their roles at the workplace. Research has proven a strong correlation between
performance on these tests and performance in the workplace.
Each test has a standardized administration and scoring pattern.
Aptitude tests are used to shortlist candidates as per the requirement of the
organization.Aptitude tests are a proven method of assessing employability skills as they
provide a source of meaningful and consistent insights, regardless of the role or industry.
Why do Recruiters use Aptitude Tests?
Aptitude tests are objective and impersonal, and allow the candidate to be assessed on
competencies without biases
Aptitude tests make the selection process more efficient, and also help in reducing costs
Aptitude tests have been proven to be a reliable predictor of future job performance
Types of Aptitude Tests
Aptitude tests vary as per the range of cognitive competencies required by organisations,
Some different types of tests are described below, with sample questions for practice.
Numerical Reasoning
Numerical Reasoning Tests assess a candidates’ ability to interpret data and solve basic math
problems, including fractions, percentages and currency translation.Numerical reasoning tests
demonstrate ones’ ability to deal with numbers quickly and accurately. Here, speed is the
essence.
Questions may range from simple arithmetic operations like addition and subtraction to more
complex questions requiring interpretation of numerical information presented as tables,
diagrams and graphs.
Numerical ability tests are popular with employers because many jobs require working with
numbers at least some of the time. If the job involves working with figures regularly, the
employer will regard numerical ability as a valuable predictor of job performance.
Sample1:
1. 37 + 17 = 9 + ?
o 45
o 47
o 54
o 41
o 55
2. A team of three lumberjacks cut an average of 45,000 cubic feet of timber in a
week. How many thousand cubic feet will seven lumberjacks cut in two weeks?

1
https://www.wikijob.co.uk/content/aptitude-tests/test-types/numerical-reasoning-tests
 o 21
o 105
o 225
o 210
o 22
3. The table below shows the specializations of North West Medical School graduates
in 2005. Percentages have been rounded to the nearest whole number. One hundred
and nineteen students graduated that year. Use this information to answer the
following.

How many students decided to specialize in immunology?

o 9
o 11
o 14
o 7
o 15

Solutions:
1. 45
2. 210
3. 11
References
https://www.wikijob.co.uk/content/aptitude-tests/test-types/aptitude-tests#what-is-an-
aptitude-test
https://www.practiceaptitudetests.com/

Aptitude Tests

Session 39

Verbal Reasoning Tests

Verbal reasoning tests assess a candidates’ ability to comprehend passages of text and make
accurate deductions. Verbal reasoning is the ability of a candidate to understand and
logically work through concepts and problems expressed in words.
Verbal reasoning tests tell employers how well a candidate can extract and work with
meaning, information and implications from text. They provide a useful indication of how a
candidate will be perceived by colleagues and, how s/he will relate and interact with
customers.

Verbal reasoning tests assess English comprehension and communication of a candidate,

since most jobs require an understanding of and making decisions based on verbal or written
information.
Verbal tests evaluate ones’ ability to:
 Spell words correctly

 Use accurate grammar

 Understand analogies
 Analyse detailed written information
Thus, such tests depend on the candidates’ understanding of the precise meaning of words,
idioms, phrases, and the structure of the English language, such as tenses, grammar etc.
Sample
Word Meaning
1. Which word does not have a similar meaning to – ‘except’
o bar
o accept
o exclude
o ban

Word Relationship
2. barber, florist, draper
o flower
o cloth
o milliner
o hair
Comprehension Question
3. Passage: The refectory opens at 6:30 a.m. to serve breakfast which must be ordered
by 9:30 a.m. Lunch is served between 11:45 a.m. and 2:30 p.m. Dinner is served
between 6:00 p.m. and 8:30 p.m. Guests can be accommodated at lunchtimes and
dinnertimes provided that 24 hours notice has been given. Vegetarian options are
always available but vegans should notify the catering coordinator at the beginning
of each term as should anyone with special dietary requirements. This includes nut,
gluten and soybean allergies, etc.

You can order lunch at 9:45 a.m. if you wish.

o True
o False
o Can’t Say
Solutions:
1. Accept
2. Milliner
3. Can’t say
References
https://www.wikijob.co.uk/content/aptitude-tests/test-types/aptitude-tests#what-is-an-
aptitude-test
https://www.practiceaptitudetests.com/
 Aptitude Tests

Session 40

Psychometric Tests
“A psychometric test is any activity or assessment that is conducted in order to evaluate a
candidate performance and includes, but is not limited to, skills, knowledge, abilities,
personality traits, attitudes and job/academic potential.
There are many psychometric test styles and formats with 3 main areas we will elaborate on.
They are aptitude tests, behavioural tests and assessment centres”2
Aptitude tests measure cognitive abilities, such as numerical skills, literacy skills, spatial
skills, logical reasoning etc.
Behavioral tests highlight specific personality traits iindicating suitability for specific roles
and organisations. These may be in the form of personality questionnaires, leadership tests,
motivation tests, situational judgement tests etc.
Psychometric tests are a standard and scientific tool used to measure individuals' mental
abilities and behaviouralpatterns. Psychometric tests are designed to measure candidates'
suitability and potential for a role based on the personality characteristics required for the
role. They identify the extent to which candidates' personality and cognitive abilities match
those required to perform the role.
The word psychometric is coined from the Greek words, psycho meaning mental and metrics
meaning measurement. Psychometric tests help to determine whether the candidates’
personality fit with the role and the organisaton.
Personality questionnaires do not have a right or wrong answer. They do not tell you what
you should or hould not be. They simply assess the personality on various personality traits to
describe the candidate as they are and whether they are suitable for the job profile.
Sample3:
1. I am good at making sure that small details are not overlooked
o Agree
o Disagree
2. I almost always complete what I started.
o Agree
o Neither Agree nor Disagree
o Disagree

Why you need to prepare for a Personality Test

Each job profile requires specific personality characteristics which are critical to the role. For
example, people in HR profiles need to demonstrate good communication and people skills;
whereas people in technical and mechanical profiles must demonstrate coping with high
levels of stress.
How to Ace Aptitude Tests
The best way to ace Aptitude tests is to prepare and practice. By practisingthese tests you will
be able to see what anAptitude test involves.

2
https://www.jobtestprep.co.uk/what-is-a-psychometric-test
3
https://www.jobtestprep.co.uk/free-personality-test
By knowing what to expect you can be more confident and comfortably take the test.
Knowing what to expect will help better your chances of selecting the best answer to the
questions presented. Remember, speed AND accuracy are the key to acing Aptitude tests.
References
https://www.wikijob.co.uk/content/aptitude-tests/test-types/aptitude-tests#what-
is-an- aptitude-test
https://www.practiceaptitudetests.com/
https://www.assessmentday.co.uk/psychometric-
test.htm
https://www.psychometricinstitute.com.au/psychometr
ic- guide/introduction_to_psychometric_tests.html
https://www.jobtestprep.co.uk/what-is-a-
psychometric-test