NETWORKING SOLUTIONS PRE-SALES CONSULTANT POSITIONS WITH GLOBAL IT COMPANY

A positions with Global IT Company for NETWORKING SOLUTIONS PRE-SALES CONSULTANT

Role : Solution Architect / Pre Sales

Yrs of Exp :6 to 12 yrs plus

Location : Chennai



Experience in:

• Designing solutions for Infrastructure Services like End User Networking
• Working on RFI/RFP responses (solutions)
• Conducting RFP presentations
• Conducting and leading Solution workshops
• Conducting and leading Infrastructure Studies
• Guiding Technical teams
• Coordination and communication within and outside Infrastructure Services team
• High degree of customer interfacing
• Understanding of latest market trends and technologies for the specific tower/domain
• Good communication skills
• Prior experience in the above. Overseas experience will be an advantage
• Experience in services and not selling products

Candidates Must have good academics ( 50% and above since SSLC)

If Interested please email your CV to chandra.mas@tminetwork.com

 

 

Regards,

V.Chandramowleeswaran

TMI Network

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RCom, Chennai requires AGM/DGM as 'Hub VAS Lead' based at Chennai

RCom, Chennai requires AGM/DGM as 'Hub VAS Lead' based at Chennai

Pls mail your CV with CTC at globalhiringsolutions@yahoo.in

Prime responsibilities are:

• Directly responsible for a circle AOP performance for R Connect .
• Responsible for ramping up R World usage in the circle
• Interact with all the three teams viz; postpaid, prepaid and corporate to ensure AOP achievement and act as an interface between DAKC and circle for R Connect and R World
• Ensure awareness and effective implementation of HO programs/ initiatives for R Connect and R World
• Responsible for R Connect/ R World training of all RIC employees and channels at the circle level
• Provide Sales Support to the Channel Partners and Corporate Team for R Connect and R World related issues.
• Identify, follow-up and close large volume orders for R Connect
• Work out circle level strategy to achieve R Connect AOP targets along with circle business teams and update HO through regular MIS reports
• Ensure stock availability of Data Cards/ Data Cables at all channel partners and CDCs, through effective monitoring and order tracking
• Interact with the tech support organization for timely R Connect customer problems resolution
• Ensure VAS demo stations setup at WW/WWE across all clusters

You may call for any query:
Raj Vohra
Global Hiring Solutions

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10 Worst Career Disasters & Lessons Learnt

1.Getting chewed out. -In one of the meetings, Ramesh got a dressing down because of somebody’s else mistake from his boss, whom he used to admire and respect. He was totally dejected and shocked and his defense looked like whining and complaining. Fortunately, the Boss found out a little later about the person actually responsible for the mistake and apologized to Ramesh in front of other people .

Lessons learnt- Be on your toes and not only cover yourself, but also from implications because of others mistakes. Also have the humility to apologise if you are wrong regardless of position, power, designation. 

2.Mediocre review. When Rohit received his first average rating in the performance appraisal , he was shocked as he had done a decent job and had been praised by his boss. In the feedback session he had been communicated that the activities and projects he was working on weren ’t that important and critical for the organization so nobody was excited and pushed for him when his name came up for performance appraisal.

Lessons learnt- :That’s when he learned to take risks and initiatives on high-visibility projects. That changed the entire trajectory of his career.

3.Write rubbish : After Ravi’s attempt to write a business proposal, his manager termed it rubbish and questioned his educational qualification.Ravi realized it is one matter to get a college degree with theatrical knowledge and another to write a business proposal in the real world.

Lessons learnt- Comunication is the heart of business and corporate life and needs to be learned by observation and practice.

4.Micromanage boss -Rajesh used to pride himself in managing and influencing people. In the the job he tried the same with his boss; that didn’t help. He then tried talking to the senior management; that too didn’t help . Ultimately he had to leave the company.
Lessons learnt-He learned an important lesson that the boss is always more important to the company than self. One cannot choose a boss so one has to learn to work with him .

5.Customer disaster. Rakesh was relatively new to sales when a manufacturing delay caused a business loss to his biggest customer . The customer was furious and threatened to break the relationship. Rakesh saved the situation by internally becoming the customer’s spokesperson and fought to retrieve the situation, while with the customer, he became the company’s spokesperson explaining the problem and the developments.
Lesson learnt- Do not believe in lip service to customers, demonstrate by your actions 

6.Getting laid off. -It can happen to anyone . Suresh' first instinct was to feel rejected and a pressing desire to lash out in anger. But he fought it down and took a break and did some reflection about his interests and passions. He applied to the jobs which were in sync with his interests and passions. It turned out to be the right move and a blessing in disguise and his career grew fast in the new job.
Lessons learnt -That’s when he learned that everything happens for a reason and, when one door closes, another opens. Instead of rolling in self pity .. it is time to pick up the thread and move on. 

7.High-visibility crisis. Sunil as the head of marketing released a product advertisement which caused public uproar and adverse publicity. Instead of panicking and pointing fingures and blaming. He quickly organized the team to handle the crisis and keep the top management posted of the developments.
Lessons learnt -That was trail by fire and taught him how not to panic and maintain his cool. 

8.Abusive boss - Raghav's  boss was a sadist and used to revel in ripping him and his others colleagues apart . He thought of quitting but he loved the organization and his job, so he hung in there while some of his colleagues quit.
Lessons learnt-Ultimately the word got around and the boss was eventually fired for bad people management skills. It proved an old Japanese proverb: “If you wait by the river long enough, you’ll see the body of your enemy float by.”

 

9.Lost credibility -Sharad took a complex assignment with a killing deadline basis his vendors assurance that they would deliver. The vendor went back on his commitment and Sharad had to really work by 24 X 7 to meet the deadline . Lessons Learnt - Stay on top of your vendors. Regardless of the relationship, they may not have the same skin in the game that you do.    
 

10.Publicy making a fool of self - Rajan in order to impress in a company annual conference made a fool of himself by shouting/screaming at his colleagues, pulling them down and boasting loudly about his achievements. The CEO of the company took him aside and ticked him off. This grounded Rajan and made him sober and showed him the correct way to guide others.
Lessons learnt-Never humiliate anybody publicly and have the humility to guide the inexperienced while maintaining one's dignity.
  Source:Internet


 

 

Read more...

What are the big mistakes of Managers?

Management is very important in every field of life. No organization, no company can survive without managers.
Today we are going to discuss the big mistakes of managers.
One of my connections found these big mistakes for managers. These mistakes are mentioned below:

Lack of communication:
In any industry, at any level, communication is key to being a successful manager. Employees need to know what is expected of them and when specific projects or tasks need to be completed. Communication needs to be clear, and any questions that arise need to be answered.

Favoritism:
Once a manager has obvious favorites, he or she loses credibility and the respect of the rest of the team.

Just do it:
The Nike slogan does not work when employees are trying to gain an understanding of the process or project. Rather than expecting your team to simply work blindly on tasks they do not understand, a good manager takes the time to explain what the project is all about and how the team’s work is incorporated into the plan. Remember, the more the team is invested in a project, the better the results will be.

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How to be your boss’s favorite?

The most important person who can help in the growth of one’s career in a desired way is the “Boss”. Your boss can do much more than any qualification can do for you. He is the person who represents you in front of the management. Whatever he says, good or bad about you definitely has an effect on your career succession with in and outside the organization. If boss is such an important person in your career, what is it that you can do to keep him happy and be his favorite?

This article is not about being a sycophant; it is rather about maintaining a good relationship with your superior. If you know what are the things that bosses like and dislike in their sub-ordinates you are one step closer to your destination. Even if you are made a boss tomorrow, you would expect these things from your sub-ordinates. So, let’s take a look at the traits that bosses like and dislike in their sub-ordinates.

Traits that bosses appreciate in their team members:

• Hard work and dedication


• Loyalty and discipline


• Being a team player


• Giving credit to the boss and the team


• Flexibility
  At times they may need to restructure the team or experiment making some changes in the tasks you do, don’t be resistant. Take a flexible approach and help him try out new things. You can definitely discuss if you foresee any problems in the new approach and give the possible solutions.


• Constructive feedback
  Feedback is important but if it can’t be put to any use, it won’t be much helpful. If you want to report a problem area, offer some possible solutions also.


• Discuss everything with the boss first
  Keep the boss updated about your work. Whatever it is, good or bad, tell it to your boss first. He needs to be prepared to answer the questions that may arise related to you.


• Not directly approaching the big boss
  If you want to report a problem, it is always a good idea to go directly to your line manager and discuss it with him rather than directly going to the big boss. If you directly go to the big boss, it puts your line manager in an awkward situation.


• Taking Initiatives


• Supporting the company during tough times.


• Appreciate the opportunity you are given and be thankful

Traits that bosses do not appreciate in their sub-ordinates:

• Giving Surprises
  Surprises, good or bad are not appreciated by the bosses. They give an impression that the boss is unaware about the happenings in his department and do not give him a chance to prepare himself to answer the questions that might arise.


• Unannounced leave
  There may be times when the boss is relying on you for a particular task and all of a sudden if you take a leave without informing the boss, imagine where it will lead him to. If you have to take a leave inform your boss in as much advance as possible so that he can plan his acitivities accordingly.


• Excuses for underperformance
  Accept the responsibility for underperformance rather than blaming it on the customers or colleagues. Try to find out and propose the solutions. Always ask the question “Why”. Why did we score more in this test? Why did we sell less in this season? What can we do to improve the results?


• Doing personal stuff while at work
  Would you like it if you are required to pay an employee for his personal work which he wants to do in the office? Similarly bosses also do not like it when you take out your books and start preparing for your entrance exam in the office. Your company is paying you for the time when you are at office, don’t do personal work there.


• Being Idle
  If you are done with your assigned work, do not take out a novel and start reading it. Give the advantage of your free time to your company. Go to the boss and ask him if he would like you to do something extra.


• Stretching lunch hours or coffee breaks
  If your company gives you a lunch break of 30 minutes, do not go out to smoke a cigarette or for a stroll for another 10 minutes. Finish your lunch and associated activities within 30 minutes and get back to your place.


• Taking a break at busy time of the day
  How would you feel if you go to the bank to notice that the cashier is away from his place during the work hours and you are required to wait for 30 minutes? Wouldn’t it be irritating? The boss also feels the same when you are away from your place during the busy hours of the business.


• Overtime when boss didn’t ask for
  Your company has a policy of paying the employees for every extra working hour. You make it a habit to do an overtime of 2 hours everyday without your boss wanting you to do it. Wouldn’t it irritate the boss? Do not misuse the flexibility your company offers.


• Laughing around at boss’s mistake
  Every human being is error prone. If your boss makes a mistake, do not make it a habit to point it out and laugh around at it. Genuinely bring it to his notice and move ahead.


• Badmouthing the boss or company
  Many employees have an habit of bad mouthing the boss and the company. Have you ever thought, if you your company or boss is so bad, why do you want to hang around there?


• Wasting time grooming yourself


• Taking Personal calls at work


• Misusing office facilities


• Stealing on company’s things


• Socializing too much at work

Source:Internet

Read more...

10 Killer Job Interview questions and Answers

10 Killer Job Interview questions and Answers

10 Killer Job Interview questions and Answers

Behind every interview question there is a concern or another question. Your job is to process the question thinking about what the interviewer’s concern might be. In other words, why is the interviewer asking you this question?

Q#1 - How long have you been looking for a job? (Concern –is there something wrong with you that other employers have picked up?)

A#1 - “After I was laid off from my last job, I took the opportunity to take some time out to examine my career goals and where I was going with my life. I have just begun my search in the last few weeks. I have a definite goal in mind and have been selective about the positions I consider. Your company and this position are of great interest to me.”

Q#2 - How did you prepare for this interview? (Concern – are you interested enough to do some research, or are you going to “wing it”?)

A#2 - “When I found this position posted on the internet (monster.com) I was immediately interested. I checked out the company website and mission statement, looked at the bios of company founders and executives, and was impressed. Once I had the interview appointment, I talked with friends and acquaintances in the industry. And, I’m sure I’ll find out a lot more in today’s meetings.”

Q#3 - What is your salary expectation for this job? (Concern – Can we afford you? Can we get you for less than budgeted?)

A#3 - “I’ll need more information about the job and the responsibilities involved before we can begin to discuss salary. Can you give me an idea of the range budgeted for this position?”

Q#4 - How do you keep current and informed about your job and the industries that you have worked in? (Concern – Once you get the job do you continue to learn and grow – stay challenged and motivated?)

A#4 - “I pride myself on my ability to stay on top of what is happening in my industry. I do a lot of reading – the business section of the newspapers and magazines. I belong to a couple of professional organizations and network with colleagues at the meetings. I take classes and seminars whenever they are of interest, or offer new information or technology.”

Q#5 - Tell me about a time when you had to plan and coordinate a project from start to finish. (Concern – behavioral questions – seeking an example of specific past behavior)

A#5 - ” I headed up a project which involved customer service personnel and technicians. I organized a meeting to get everyone together to brainstorm and get his or her input. From this meeting I drew up a plan, taking the best of the ideas. I organized teams, balancing the mixture of technical and non-technical people. We had a deadline to meet, so I did periodic checks with the teams. After three weeks, we were exceeding expectations, and were able to begin implementation of the plan. It was a great team effort, and a big success. I was commended by management for my leadership, but I was most proud of the team spirit and cooperation which it took to pull it off.”

Q#6 - What kinds of people do you have difficulties working with? (Concern – ability to be flexible and work in a diverse environment?)

A#6 - “In my last three jobs I have worked with men and women from very diverse backgrounds and cultures. The only time I had difficulty was with people who were dishonest about work issues. I worked with one woman who was taking credit for work that her team accomplished. I had an opportunity to talk with her one day and explained how she
was affecting the morale. She became very upset that others saw her that way, and said she was unaware of her behavior or the reactions of others. Her behavior changed after our talk. What I learned from that experience is that sometimes what we perceive about others is not always the case if we check it out.”

Q#7 - We expect managers to work more than 8 hours a day. Do you have a problem with that? (Concern – are you a work-aholic or a person who requires balance?)

A#7 - “I have no problem working long hours. I have worked 12 or 14 hour days. What I have found works for me is to work smarter, not necessarily longer. My goal is to get the job done, whatever that takes, in the most efficient manner.”

Q#8 - When have you been most satisfied in your career?(Concern – what motivates you? Or demotivates you?)

A#8 - “The job before the one I am currently at, was my most rewarding experience for me. I worked in a wonderful team environment. There was a lot of camaraderie. I worked with a team of four people and we did some really original thinking. It is that kind of environment I want to be involved in again.”

Q#9 - Why do you want this job? (Concern – are you using the shot-gun approach to job search or do you really know what you want?)

A#9 – “I’ve been very careful about the companies where I have applied. When I saw the ad for this position, I knew I found what I was looking for. What I can bring to this job is my seven years of experience, and knowledge of the industry, plus my ability to communicate and build customer relationships. That, along with my flexibility and organizational skills, makes me a perfect match for this position. I see some challenges ahead of me here, and that’s what I thrive on. I have what you need, and you have what I want.”

Q#10 - We are ready to make an offer. Are you ready to accept today? (Concern – we don’t want you to go away and think about it and change your mind – we want you.)

A#10 - “Based on my research and the information I have gathered during the interview process, I feel I am in a position to consider an offer. I do, however, have a personal policy that I give myself at least 24 hours to make major life decisions. I could let you know by tomorrow.”

Source: Internet

Read more...

10 Killer Job Interview questions and Answers

10 Killer Job Interview questions and Answers

Behind every interview question there is a concern or another question. Your job is to process the question
thinking about what the interviewer’s concern might be. In other words, why is the interviewer asking you this
question?

Q#1 - How long have you been looking for a job? (Concern –is there something wrong with you that other employers have picked up?)

A#1 - “After I was laid off from my last job, I took the opportunity to take some time out to examine my career
goals and where I was going with my life. I have just begun my search in the last few weeks. I have a definite goal in
mind and have been selective about the positions I consider. Your company and this position are of great
interest to me.”

Q#2 - How did you prepare for this interview? (Concern – are you interested enough to do some research, or are you going to “wing it”?)

A#2 - “When I found this position posted on the internet (monster.com) I was immediately interested. I checked out
the company website and mission statement, looked at the bios of company founders and executives, and was impressed.
Once I had the interview appointment, I talked with friends and acquaintances in the industry. And, I’m sure I’ll find
out a lot more in today’s meetings.”

Q#3 - What is your salary expectation for this job? (Concern – Can we afford you? Can we get you for less than budgeted?)

A#3 - “I’ll need more information about the job and the responsibilities involved before we can begin to discuss
salary. Can you give me an idea of the range budgeted for this position?”

Q#4 - How do you keep current and informed about your job and the industries that you have worked in? (Concern – Once you get the job do you continue to learn and grow – stay challenged and motivated?)

A#4 - “I pride myself on my ability to stay on top of what is happening in my industry. I do a lot of reading – the
business section of the newspapers and magazines. I belong to a couple of professional organizations and network with
colleagues at the meetings. I take classes and seminars whenever they are of interest, or offer new information or
technology.”

Q#5 - Tell me about a time when you had to plan and coordinate a project from start to finish. (Concern – behavioral questions – seeking an example of specific past behavior)

A#5 - ” I headed up a project which involved customer service personnel and technicians. I organized a meeting to
get everyone together to brainstorm and get his or her input. From this meeting I drew up a plan, taking the best
of the ideas. I organized teams, balancing the mixture of technical and non-technical people. We had a deadline to
meet, so I did periodic checks with the teams. After three weeks, we were exceeding expectations, and were able to
begin implementation of the plan. It was a great team effort, and a big success. I was commended by management
for my leadership, but I was most proud of the team spirit and cooperation which it took to pull it off.”

Q#6 - What kinds of people do you have difficulties working with? (Concern – ability to be flexible and work in a diverse environment?)

A#6 - “In my last three jobs I have worked with men and women from very diverse backgrounds and cultures. The only
time I had difficulty was with people who were dishonest about work issues. I worked with one woman who was taking
credit for work that her team accomplished. I had an opportunity to talk with her one day and explained how she
was affecting the morale. She became very upset that others saw her that way, and said she was unaware of her behavior
or the reactions of others. Her behavior changed after our talk. What I learned from that experience is that sometimes
what we perceive about others is not always the case if we check it out.”

Q#7 - We expect managers to work more than 8 hours a day. Do you have a problem with that? (Concern – are you a work-aholic or a person who requires balance?)

A#7 - “I have no problem working long hours. I have worked 12 or 14 hour days. What I have found works for me is to
work smarter, not necessarily longer. My goal is to get the job done, whatever that takes, in the most efficient manner.”

Q#8 - When have you been most satisfied in your career?(Concern – what motivates you? Or demotivates you?)

A#8 - “The job before the one I am currently at, was my most rewarding experience for me. I worked in a wonderful
team environment. There was a lot of camaraderie. I worked with a team of four people and we did some really original
thinking. It is that kind of environment I want to be involved in again.”

Q#9 - Why do you want this job? (Concern – are you using the shot-gun approach to job search or do you really know what you want?)

A#9 – “I’ve been very careful about the companies where I have applied. When I saw the ad for this position, I knew I
found what I was looking for. What I can bring to this job is my seven years of experience, and knowledge of the
industry, plus my ability to communicate and build customer relationships. That, along with my flexibility and
organizational skills, makes me a perfect match for this position. I see some challenges ahead of me here, and
that’s what I thrive on. I have what you need, and you have what I want.”

Q#10 - We are ready to make an offer. Are you ready to accept today? (Concern – we don’t want you to go away and think about it and change your mind – we want you.)

A#10 - “Based on my research and the information I have gathered during the interview process, I feel I am in a
position to consider an offer. I do, however, have a personal policy that I give myself at least 24 hours to make major life decisions. I could let you know by tomorrow.”

Source: Internet

Read more...

10 Killer Job Interview questions and Answers

10 Killer Job Interview questions and Answers

Behind every interview question there is a concern or another question. Your job is to process the question
thinking about what the interviewer’s concern might be. In other words, why is the interviewer asking you this
question?

Q#1 - How long have you been looking for a job? (Concern –is there something wrong with you that other employers have picked up?)

A#1 - “After I was laid off from my last job, I took the opportunity to take some time out to examine my career
goals and where I was going with my life. I have just begun my search in the last few weeks. I have a definite goal in
mind and have been selective about the positions I consider. Your company and this position are of great
interest to me.”

Q#2 - How did you prepare for this interview? (Concern – are you interested enough to do some research, or are you going to “wing it”?)

A#2 - “When I found this position posted on the internet (monster.com) I was immediately interested. I checked out
the company website and mission statement, looked at the bios of company founders and executives, and was impressed.
Once I had the interview appointment, I talked with friends and acquaintances in the industry. And, I’m sure I’ll find
out a lot more in today’s meetings.”

Q#3 - What is your salary expectation for this job? (Concern – Can we afford you? Can we get you for less than budgeted?)

A#3 - “I’ll need more information about the job and the responsibilities involved before we can begin to discuss
salary. Can you give me an idea of the range budgeted for this position?”

Q#4 - How do you keep current and informed about your job and the industries that you have worked in? (Concern – Once you get the job do you continue to learn and grow – stay challenged and motivated?)

A#4 - “I pride myself on my ability to stay on top of what is happening in my industry. I do a lot of reading – the
business section of the newspapers and magazines. I belong to a couple of professional organizations and network with
colleagues at the meetings. I take classes and seminars whenever they are of interest, or offer new information or
technology.”

Q#5 - Tell me about a time when you had to plan and coordinate a project from start to finish. (Concern – behavioral questions – seeking an example of specific past behavior)

A#5 - ” I headed up a project which involved customer service personnel and technicians. I organized a meeting to
get everyone together to brainstorm and get his or her input. From this meeting I drew up a plan, taking the best
of the ideas. I organized teams, balancing the mixture of technical and non-technical people. We had a deadline to
meet, so I did periodic checks with the teams. After three weeks, we were exceeding expectations, and were able to
begin implementation of the plan. It was a great team effort, and a big success. I was commended by management
for my leadership, but I was most proud of the team spirit and cooperation which it took to pull it off.”

Q#6 - What kinds of people do you have difficulties working with? (Concern – ability to be flexible and work in a diverse environment?)

A#6 - “In my last three jobs I have worked with men and women from very diverse backgrounds and cultures. The only
time I had difficulty was with people who were dishonest about work issues. I worked with one woman who was taking
credit for work that her team accomplished. I had an opportunity to talk with her one day and explained how she
was affecting the morale. She became very upset that others saw her that way, and said she was unaware of her behavior
or the reactions of others. Her behavior changed after our talk. What I learned from that experience is that sometimes
what we perceive about others is not always the case if we check it out.”

Q#7 - We expect managers to work more than 8 hours a day. Do you have a problem with that? (Concern – are you a work-aholic or a person who requires balance?)

A#7 - “I have no problem working long hours. I have worked 12 or 14 hour days. What I have found works for me is to
work smarter, not necessarily longer. My goal is to get the job done, whatever that takes, in the most efficient manner.”

Q#8 - When have you been most satisfied in your career?(Concern – what motivates you? Or demotivates you?)

A#8 - “The job before the one I am currently at, was my most rewarding experience for me. I worked in a wonderful
team environment. There was a lot of camaraderie. I worked with a team of four people and we did some really original
thinking. It is that kind of environment I want to be involved in again.”

Q#9 - Why do you want this job? (Concern – are you using the shot-gun approach to job search or do you really know what you want?)

A#9 – “I’ve been very careful about the companies where I have applied. When I saw the ad for this position, I knew I
found what I was looking for. What I can bring to this job is my seven years of experience, and knowledge of the
industry, plus my ability to communicate and build customer relationships. That, along with my flexibility and
organizational skills, makes me a perfect match for this position. I see some challenges ahead of me here, and
that’s what I thrive on. I have what you need, and you have what I want.”

Q#10 - We are ready to make an offer. Are you ready to accept today? (Concern – we don’t want you to go away and think about it and change your mind – we want you.)

A#10 - “Based on my research and the information I have gathered during the interview process, I feel I am in a
position to consider an offer. I do, however, have a personal policy that I give myself at least 24 hours to make major life decisions. I could let you know by tomorrow.”

Source: Internet

Read more...

10 Killer Job Interview questions and Answers

10 Killer Job Interview questions and Answers

Behind every interview question there is a concern or another question. Your job is to process the question thinking about what the interviewer’s concern might be. In other words, why is the interviewer asking you this question?

Q#1 - How long have you been looking for a job? (Concern –is there something wrong with you that other employers have picked up?)

A#1 - “After I was laid off from my last job, I took the opportunity to take some time out to examine my career goals and where I was going with my life. I have just begun my search in the last few weeks. I have a definite goal in mind and have been selective about the positions I consider. Your company and this position are of great interest to me.”

Q#2 - How did you prepare for this interview? (Concern – are you interested enough to do some research, or are you going to “wing it”?)

A#2 - “When I found this position posted on the internet (monster.com) I was immediately interested. I checked out the company website and mission statement, looked at the bios of company founders and executives, and was impressed. Once I had the interview appointment, I talked with friends and acquaintances in the industry. And, I’m sure I’ll find out a lot more in today’s meetings.”

Q#3 - What is your salary expectation for this job? (Concern – Can we afford you? Can we get you for less than budgeted?)

A#3 - “I’ll need more information about the job and the responsibilities involved before we can begin to discuss salary. Can you give me an idea of the range budgeted for this position?”

Q#4 - How do you keep current and informed about your job and the industries that you have worked in? (Concern – Once you get the job do you continue to learn and grow – stay challenged and motivated?)

A#4 - “I pride myself on my ability to stay on top of what is happening in my industry. I do a lot of reading – the business section of the newspapers and magazines. I belong to a couple of professional organizations and network with colleagues at the meetings. I take classes and seminars whenever they are of interest, or offer new information or technology.”

Q#5 - Tell me about a time when you had to plan and coordinate a project from start to finish. (Concern – behavioral questions – seeking an example of specific past behavior)

A#5 - ” I headed up a project which involved customer service personnel and technicians. I organized a meeting to get everyone together to brainstorm and get his or her input. From this meeting I drew up a plan, taking the best of the ideas. I organized teams, balancing the mixture of technical and non-technical people. We had a deadline to meet, so I did periodic checks with the teams. After three weeks, we were exceeding expectations, and were able to begin implementation of the plan. It was a great team effort, and a big success. I was commended by management for my leadership, but I was most proud of the team spirit and cooperation which it took to pull it off.”

Q#6 - What kinds of people do you have difficulties working with? (Concern – ability to be flexible and work in a diverse environment?)

A#6 - “In my last three jobs I have worked with men and women from very diverse backgrounds and cultures. The only time I had difficulty was with people who were dishonest about work issues. I worked with one woman who was taking credit for work that her team accomplished. I had an opportunity to talk with her one day and explained how she was affecting the morale. She became very upset that others saw her that way, and said she was unaware of her behavior or the reactions of others. Her behavior changed after our talk. What I learned from that experience is that sometimes what we perceive about others is not always the case if we check it out.”

Q#7 - We expect managers to work more than 8 hours a day. Do you have a problem with that? (Concern – are you a work-aholic or a person who requires balance?)

A#7 - “I have no problem working long hours. I have worked 12 or 14 hour days. What I have found works for me is to work smarter, not necessarily longer. My goal is to get the job done, whatever that takes, in the most efficient manner.”

Q#8 - When have you been most satisfied in your career?(Concern – what motivates you? Or demotivates you?)

A#8 - “The job before the one I am currently at, was my most rewarding experience for me. I worked in a wonderful team environment. There was a lot of camaraderie. I worked with a team of four people and we did some really original thinking. It is that kind of environment I want to be involved in again.”

Q#9 - Why do you want this job? (Concern – are you using the shot-gun approach to job search or do you really know what you want?)

A#9 – “I’ve been very careful about the companies where I have applied. When I saw the ad for this position, I knew I found what I was looking for. What I can bring to this job is my seven years of experience, and knowledge of the industry, plus my ability to communicate and build customer relationships. That, along with my flexibility and organizational skills, makes me a perfect match for this position. I see some challenges ahead of me here, and that’s what I thrive on. I have what you need, and you have what I want.”

Q#10 - We are ready to make an offer. Are you ready to accept today? (Concern – we don’t want you to go away and think about it and change your mind – we want you.)

A#10 - “Based on my research and the information I have gathered during the interview process, I feel I am in a position to consider an offer. I do, however, have a personal policy that I give myself at least 24 hours to make major life decisions. I could let you know by tomorrow.”

Source: Internet

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Top 10 Bad HR Practices

Every body talks about the best HR practices, it is good, but merely bringing in the best cannot give the desired results if some Bad HR practices co-exist in the organization. So what are those Top Ten Bad HR practices which caution & alert an organization.



1. Employee has no access to personal data (over-confidentiality): Can’t view, can’t update personal information; has no access to his/ her Leave records, salary data, attendance record, training & promotion details. Not sure if the management’s decisions are based on correct information. This breeds suspicion since there is a perceived lack of transparency.. Impact is on employee-employer relationships.

2. Lack of clarity on Deliverables: Absence of a well-defined job-description leads to lack of accountability. Nether the employee nor his/ her immediate superior (boss) are able to define the job-deliverables. Result is the loss of focus & interest.

3. Absence of Goal-based performance: Employee is unaware of the goals to be achieved during the year. There are no quarterly targets and no process to track their completion. The organization carries out merely an end of the year postmortem of an employee’s performance. The unaccomplished tasks go unnoticed. Difficult to build a performance culture in such organizations.

4. Employee development without his/ her involvement: No opportunity is given to an employee to project his /her development needs. Training manager nominates employees on various development programs. Even the Line Manager is bye-passed. There is no formal process to collect training needs and do gap analysis of skills & competencies. All this leads to unplanned employee development, a wasteful effort, both in time & the dollars spent on training.

5. Rusting of Talent: Long tenures in the same position with no avenues for job rotations make people rust & relax. In the first 2-3 years in a job position an employee experiences new challenges, innovates & contributes. Thereafter the routine takes over. Even a change of location, if not the job, can provide the requisite challenge to an employee . This is enough to remove the rust and make the talent bloom again.

6. Non-performers lobby: Each non-performer remains glued to his/ her chair. The worst happens when a non-performing manager has to appraise subordinates who are professionally competent, high-energy youngsters. Some of them leave the organization per-maturely and add to the attrition rate. The end result is the building of a non-performers lobby which impedes the progress of the organization. It is a vicious cycle which can be stopped only by filtering out the non-performers.

7. Absence of schemes to retain performers: Getting rid of the non-performers is important, but to be able to identify, develop & retain high performers is equally vital. If your best talent is being lured by other companies, your schemes to reward performance are simply inadequate.

8. Shyness to obtain Feedback: Employees have individual opinions about the quality of leadership in the company. They know their engagement levels at the workplace. They understand what hinders their performance & satisfaction. Unless the management is prepared to receive and analyse their objective feed back, no worth while initiatives can be launched to apply timely corrections. The end-result could be lower productivity and increasing disharmony.

9. Line Manager not a People-Manager: If a Line Manager only performs his/ her operational/ technical role and has not been groomed to become a people - manager, who is to blame? H R has probably faltered by not institutionalizing a system which ensures that before appointing an employee as a Line Manager, he is given training on how to manage people. Competencies are needed for understanding your workforce, deploying HR processes, motivating people & uniting them as a team. A good engineer at the work place has to be transformed into a good manager for organizational growth.

10. Technology Phobia: Many old timers, even in some big organizations, refuse to acknowledge that introduction of technology can empower HR staff to provide timely, accurate & quality information for employee oriented decisions. They sometimes feel that IT staff will need to be hired to manage computer based systems. They probably need an exposure to S-a-a-S technology which neither requires elaborate hardware platforms nor software expertise within your premises. The Vendor must do everything for you to implement & maintain your systems as long as you like. Shed your phobia at least.

If you can introspect and shed the prevailing bad HR practices, you are sure to transform and be one amongst those companies who build talent and drive performance.

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Leadership Is Everyone's Business

By James M. Kouzes and Barry Z. Posner

The true heroes of leadership are the ordinary people who get extraordinary things done. They are the men and women from all over the globe, from all walks of life and of all ages, and from a variety of organizations, public and private, government and NGOs, high-tech and low-tech, small and large, schools and professional services, who daily struggle to lead us to greatness. They're not the public figures, the famous people, or the mega-stars. They're the people who might live next door or work in the next cubicle over.

We've focused our 25 years research and writing on everyday leaders because leadership is not about position or title. Leadership is not about organizational power or authority. It's not about celebrity or wealth. It's not about the family you are born into. It's not about being a CEO, president, general, or prime minister. Leadership is about relationships, about credibility, and about what you do.

You Are the Most Important Leader in Your Organization

If you're a manager in an organization, to your direct reports you are the most important leader in your organization. You are more likely than any other leader to influence their desire to stay or leave, the trajectory of their careers, their ethical behavior, their ability to perform at their best, their drive to wow customers, their satisfaction with their jobs, and their motivation to share the organization's vision and values.

If you're a parent, teacher, coach, or community leader, you are the person who's setting the leadership example for young people. It's not hip-hop artists, movie stars, or professional athletes they seek guidance from. You are the one they are most likely going to look to for the example of how a leader responds to competitive situations, handles crises, deals with loss, or resolves ethical dilemmas. It's not someone else. It's you.

The leaders who have the most influence on us are those who are the closest to us. We have to challenge the myth that leadership is about position and power. And, once challenged, people can come to see leadership in a whole new light. Yukari Huguenard, an everyday leader we interviewed, told us how much he had changed his view of leadership after he had examined his assumptions:

I used to think leaders had to be at the top level of a large organization. With that view of leadership, the chasm between where I am and being a leader was uncrossable. Now, I see leaders leading a group of people of any size and leading at any level. You are a leader if you employ these five leadership practices because people around you want to follow. In that sense, I feel that I'm already a leader.

There's no escape. Leadership is everyone's business. No matter what your position is, you have to take responsibility for the quality of leadership your constituents get. You—and that means all of us—are accountable for the leadership you demonstrate. And, because you are the most important leader to those closest to you, the only choice you really have is whether or not to be the best leader you can be.

Leadership Is Learned

The notion that leadership is reserved for only a very few of us is reinforced every time someone asks, "Are leaders born or made?" Whenever we're asked this question—which is almost every time we give a speech or conduct a class or workshop—our answer, always offered with a smile, is this: "Yes, of course, all leaders are born. We've never met a leader who wasn't. So are all accountants, artists, athletes, parents, zoologists, you name it." We're all born. What we do with what we have before we die is up to us.

It's just pure myth that only a lucky few can ever understand the intricacies of leadership. Leadership is not a gene, and it's not a secret code that can't be deciphered by ordinary people. The truth is that leadership is an observable set of skills and abilities that are useful whether one is in the executive suite or on the front line, on Wall Street, Beijing Financial Street, or Main Street, in any campus, community, or corporation. And any skill can be strengthened, honed, and enhanced, given the motivation and desire, along with practice and feedback, role models, and coaching.

We've been fortunate to have heard and read the stories of thousands of ordinary people who've led others to get extraordinary things done. And there are millions more. It's not the absence of leadership potential that inhibits the development of more leaders; it's the persistence of the myth that leadership can't be learned. This haunting myth is a far more powerful deterrent to leadership development than is the nature of the person or the basics of the leadership process.

The experience of Juan Gonzalez is typical of the leaders we've worked with around the world. Juan told us that taking the view that leadership was a set of practices was a good start for understanding that leadership was everyone's business, and this approach offered him a new perspective on the world of human interaction by demystifying the notion of natural born leaders and, if anything. The fact that leaders can learn to be leaders though self-awareness and effort opens the possibility that individuals have a choice about pursuing or ignoring the calling of leadership. Not everyone will be a leader of historical proportions; however, we all can and should assume leadership roles in our regular activities more often than not.

Certainly, we shouldn't mislead people into believing that they can attain unrealistic goals. However, neither should we assume that only a few would ever attain excellence in leadership (or in any other human endeavor). We do know that those who are most successful at bringing out the best in others are those who set achievable "stretch" goals and believe that they have the ability to develop the talents of others. We know that effective leaders are constantly learning. They see all experiences as learning experiences, not just those sessions in a formal classroom or workshop. They're constantly looking for ways to improve themselves and their organizations. Even if some people think that they're not able to learn to lead, you must believe that you and they can. That's where it all starts—with your own belief in yourself and in others.

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