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5 Career Fears One Needs To Overcome

by Gargi Banerjee | Feb 22, 2016 | Careers

(3 votes, average: 4.00 out of 5)

Fear crushes self confidence. The more you surmount your fear, face challenges, accept failure and start over, the more equipped you are to face life head on. Even in our career, most of us have some fears we are unwilling to address. At times we keep mum and avoid situations we dread, or feel nervous about, without expressing much at workplace. Prudence lies in rather facing it to overcome it. An able manager helps you deal with the fear by gradually exposing you to the situation while at the same time guiding you through the process. Once you overcome a fear, it can empower you in ways unimaginable until that moment. Often it can do wonders for your career advancement. The more you keep your fears at bay without confronting them, the more they get deep rooted in your psyche. Procrastination is the indication of fear. As Freud’s pleasure principle states – humans try their best to avoid pain in everything they do. The most common workplace fears or career fears apparently sounds too simple for others to understand. Yet, for the one nurturing that fear, it must need a lot of courage and the willingness to overcome the fear, to be able to face it. Below are some of the common situations at work that amounts to a workplace fear. Fear of presentation or public speaking: This is one of the most commonly seen apprehensions among introverts at workplace. This can easily grow in a person not in the habit of addressing a group even in informal casual settings from a younger age. It takes skill to be...

How To Answer Hypothetical Interview Questions?

by Gargi Banerjee | May 8, 2015 | Careers

(4 votes, average: 4.75 out of 5)

Hypothetical questions allow an interviewer to find out how an interviewee would deal with an unprepared situation, if those were to arise during their tenure at work. Potentially considered the toughest of all interview questions, an interviewee can pat his back if he is able to doll out a satisfactory response to an unexpected hypothetical question during an interview. Judith H. Dobrzynsk, (Forbes.com staff writer) points out that hypothetical or situational questions allow an interviewer to get an overall view of the candidate’s personality and his ability to fit in with the company culture. The idea is to analyze the candidate’s problem solving skills and spontaneity via abrupt situational/circumstantial questions. Most of the times, it puts the candidate at an uncomfortable position fumbling for the appropriate response to deal with an imaginary situation that may never potentially arise in his lifetime. While it is indeed difficult to foresee an imaginary situation, the best responses do not necessarily come from candidates with high general knowledge. They are just practical and use some common sense. The fact of the matter is hypothetical questions test a candidates natural traits which are hard to analyze in the course of a 10 min short conversation. Your interviewer wants to know more about you. Do you take your own decisions? Are you a good decision maker? Does someone else dictate your decisions? Do you need constant guidance or can you work independently? Are you flexible? Are you ambitious? How far can you go to boost for your career? Are you looking for a secure ‘pay’ or a challenging career? Are you practical? Can you remain...

8 Radical Changes In HR In 2015

by Gargi Banerjee | Apr 6, 2015 | Careers

(12 votes, average: 4.83 out of 5)

With improved global economy, the competition to pool the best talents is ever-increasing. As we are heading towards the year end, companies retune their financial plans and strategies. HR professionals cannot afford to get bogged down by regular HR issues. A competent HR and sourcing requires exploring the opportunities, possibilities and threats to revive a well-versed and progressive HR plan. Let’s mull over few key HR trends for the year 2015: Retention and Recruiting: Employees will be more open to look at new possibilities and avenues with soaring confidence. As a result, retention would be a major concern. Contrariwise, joblessness scenario improves which would create a tug and war situation between engaging the best talent and available job. In coming years starting 2015, work force intelligence in HR will spot the areas like: 1) Earmarking the employee with considerable good track record and their chances of quitting. 2) Identifying the consultancies and other recruitment sources to provide the best performers. 3) Creating a missing link between performance, compensation and recruitment to influence retention. As we move ahead, developing precise and skillful hiring, predicting turnover and identifying organizational talents would be the improved responsibilities of HR. Generation Z to get preference: We are looking at a workforce born between 1994 and 2010 who is likely to be singled-out. With an increasing trend of early retirement among a sizable portion of the work force well ahead of schedule, most companies will be looking for young interns out of colleges and grad schools. Big shots like Microsoft, Facebook, LinkedIn, and Deloitte have already started hiring interns for a steep internship payout. This...

Mastering the most obvious interview question – “tell me about yourself”

by Gargi Banerjee | Apr 2, 2015 | Careers

(12 votes, average: 4.75 out of 5)

It’s the universal interview question asked by maximum (almost all) interviewers. If you are a veteran employee, this question must be the most familiar question you have come across in an interview. This ice breaker allows the interviewer to maneuver the interview process and carry on with it. An interviewee should use this question to his/her benefit. Apparently a common and simple question, its response says a lot about you. This multifaceted question can easily become a mind-boggling issue for any interviewee without preparation. This question can technically be the deciding factor, and must be planned and well thought out. Skip Freeman, President and CEO, HTW Group show us how effectively this question can be divided and answered and win over the interviewer. A brief career synopsis is the best way to start your interview. Talk about your accomplishments. This should be at par to your profile and should also emphasize the bottom-line impact for the probable company. Finish it off by highlighting your aim. Talk about the next professional goal you would like to accomplish which should be pertinent to your new profile. The information you have already mentioned in your CV is not what you want to read out in an interview. The interviewer has in all likelihood read that while screening you for the interview. Make it conversational and spontaneous. Come up with responses that would make your interviewer look forward to talk to you rather than to ‘interview’ you. Most interviews are typically done, and interviewers almost expect a clichéd response to most interview questions. Break the chain and make it an interactive session, within...

The kind of employees that companies don’t want to hire

by Gargi Banerjee | Mar 4, 2015 | Careers

(11 votes, average: 4.64 out of 5)

Poor hiring can cost a company a lot in the long run. This is why employers always look for definite skills while hiring candidates apart from their academic track record. Besides domain aptitude and experience, employers most often regard secondary parameters as a more significant determining factor over academic proficiency while evaluating an applicant. With our ever changing work environment and an even faster evolving world environment, we find that what you know is not as important as what you are willing to pick up along the way, and how quickly you are able to adapt. Not surprisingly, employers are becoming choosier in cherry picking the right candidature for a profile. As per the report submitted by The Economic Policy Institute recently, approximately 8.5 percent of the college graduates are unemployed between the age group of 21 and 25. The good old focus on a good educational background still helps you pass an initial screening for the interview. Of course an employer’s expectation from new hires varies depending on the business, availability of the niche skill, company size and economic division of the region. The selection process also differs with demand, contingency of a position and domain. Then how exactly does an employer distinguish between applicants in a room full of interviewees. Most often it boils down to the attitude of the candidate. Again, while new hires from most metros work on developing the right mannerisms, a large chunk of the workforce, especially the fresh pass-outs from the suburbs (who are as much meritorious and oftentimes more) are ill informed or ignorant about the basic conduct expected of them....

Gender Equality at Workplace

by Gargi Banerjee | Dec 12, 2014 | Careers, Company

(7 votes, average: 4.71 out of 5)

An equal treatment at work place, irrespective of gender, refers to gender equality or gender egalitarianism. Universal Declaration of Human Rights, a declaration of United Nations is eager to create parity in government activities and equal pay structure for equal work. This condition is attainable only when people get equal opportunities, remuneration, appreciation and resources regardless of being a male or a female employee in a workplace. Equal outcome is the main intention of gender equality in workplace. This signifies: Equal compensation for men and women for work of equal value. Engaging more women folks in places of work. Accessibility to all types works, including administrative positions. Gender equality affects the crux of a business and the output of a nation to a great extent. Consider the benefits of gender equality in a workplace: If we want to attract workforce with a higher aptitude, gender equality is a must. We need to make the working environment conducive for women and stop losing on talented women employees. As per the recent global statistics published in Yale Global, women have outperformed men in achieving higher degrees by a ratio of 93:100 which was 160:100 women in 1970. It’s believed that top level management with diversity does well. A gender equality firm is a better performer any time as both are correlated to each other. With diversity, companies get varied aspects of an issue allowing a healthy discussion and analysis, and results in better efforts at taking decisions to solve crises. For a nation, gender equality helps in economic prosperity and an increased productivity. As per the World Economic Forum, contesting ability...