5 Ways to Stay Productive While You Search for a Job

It can be easy to be discouraged when searching for a job, even if you have one. It’s very similar to dating: you have to present your best self and then hope they like you enough to give you a call back. This means you might have to endure a lot of discouraging rejection, and once you start feeling discouraged, you might get the urge to quit your search. The only problem is that with a job search you can’t just quit.

There are a lot of ways to stay productive and keep moving when you’re searching for a job, even if it seems like you’re not getting a lot of traction. The most important thing to do is not give up. Here are five tips that will help you stay productive in your search.

1. Set Reasonable Goals

It’s not likely you will get a job with the first resume and cover letter you send out. (Congratulations if you do … maybe you also should buy a lottery ticket!) So, don’t expect a home run on your first try.

Start with small steps. For example, make a goal to send out five cover letters and resumes one week. Try to set up a few informational interviews the next week.

Break your big goals down into achievable chunks, and you’ll see positive results that you can feel good about more quickly.

2. Keep Track of Your Progress

It helps to feel more confident about your search if you’re making progress. A great way to do this is by keeping a list of goals you create and steps you need to take to get there. Then feel good about yourself by putting big check marks on the list when you’ve accomplished each step.

Remember the goals listed above? Maybe you secured three informational interviews with professionals in your industry. Make note of that.

Go back and read your list again whenever you feel like your search has stalled. You may need to repeat some steps.

3. Study and Volunteer

Even though you might not have a job right now, you will soon. Think of skills that would come in handy once you start a job in your industry, and take the time to learn them now. Do you want to be a journalist at a magazine? Study AP and Chicago styles inside and out. Do you want to work in marketing? Start learning about ways to optimize Twitter channels and Facebook pages.

Then, volunteer these services to others on a nonprofit basis. You’re never a burden on anyone if you work for free. Plus, this means you’re building experience for your resume, and that never hurts.

But make sure that you’re not simply being exploited for free labor that profits someone else much more than it benefits your own training, and that the time volunteered does not interfere with your job search.

4. Continue to Reach Out to Your Network

Even though your industry mentors might not have any jobs available for you when you’re looking, if you stay on their radar you have a better chance of becoming the candidate that pops into their minds when there is a job that opens. We’re not saying you should be annoying, but touch base every month or so.

The key to doing this without becoming the most annoying person in the world is by actually making it meaningful to them. See an interesting article that is relevant to their industry? Forward it. Come across a new research study with interesting stats? Email it to them. Then tell them what you’ve been up to, what work you’ve done for free, any projects you’re working on, etc.

This will not only raise your value in their eyes, but it will keep you on their mind in case something comes along. And if it does? You already have a great relationship and chances are the job would be a really good fit for you. Plus they might be a very good reference for you when an employer is giving you serious consideration for an opening.

5. Consider New Avenues You Might Not Have Already Pursued

Do you have a Twitter page? Great! But think about it. What do you use it for? Is it to tell your friends when you’re at a concert or having a frustrating day? How can that help you with your job search?

Consider creating a new Twitter channel that focuses on the industry you want to get into. If you want to work as a wedding planner, begin tweeting tips on how to make the big day go off without a hitch, and begin following other planners.

Continue to try to think of other ways to be innovative. The more creative you are in your job search, the better chance you have of standing out among the clutter. And the added bonus? Whenever you’re working on something, you will feel productive. And when you feel productive, you create opportunities for yourself. You never know who could be reading your Twitter tweets…

Three Basic Rules for Receiving an Interview Offer

• Meet [or exceed] all experience and skill requirements
• Show potential fit for company culture
• Stand out from the crowd (in a good way)

If you can accomplish these things, your chances of getting a job interview — and the opportunity to better show your personality and interpersonal skills — are much greater. But these are just basic guidelines as you seek to begin your career.

Actions You Can Take to Make it Past the Screening Process and into an Interview

Find out whom you know.

Since networking is the most common way to find a job, your first step should be finding out whom you know that works in the industry or at the company to which you are applying.

Reach out to friends, family, past professors, and acquaintances and let them know what you are looking for so that they can help you if they come across any available positions.

A LinkedIn account is especially helpful in determining your connections to specific companies. Use these people to get in touch with someone at the company so that you can familiarize yourself with it before officially applying. (If you don’t know anyone at the company, don’t worry; getting in might be more difficult, but not impossible.)

Perform background research on the company and the job.

As you first enter the application process with a company, familiarize yourself with it by going online and using your network to learn more about what you would be getting yourself into.

You’ll need to be able to state clearly the reasons why you want to work for this specific company and in a particular position — and how you will be able to contribute.

Keep a notebook and keep track of every job you apply for.

Take note of company values and use the job ad (if there is one) to find out the attributes they are looking for in candidates. You will be using this information to customize your cover letter and resume.

It is also essential to be organized about keeping track of job search details in order to follow up appropriately if you have applied — and even just to keep a company in mind for future visits to its online jobs listings.

Creating a spreadsheet might be a great way to do this.

Customize your cover letter and resume based on the job for which you are applying.

You must paint a picture of yourself as the perfect candidate for the job (but honestly, of course).

To do this, you should personalize your application materials based on the company and position to which you are applying.

Remember that background research that you performed? Try to work the company values into your cover letter to show that you are a good fit culturally.

Also, take the skills they are looking for in candidates and give examples of how you exemplify them. Give them an honest breakdown of what really makes you passionate about working for them over any other company.

Apply early and apply often. Create a schedule and treat getting a job like a job itself.

You should be spending the majority of the day productively searching for and following through with potential job leads.

After performing the necessary due diligence, don’t wait to apply. Many companies will fill the position before they take down the ad; if this hasn’t occurred, they certainly may already be quite far down the road with their hiring process by the time you learn of the position and take action.

Don’t be discouraged if you aren’t getting the response you want.

Instead, use this as reason to evaluate where you may be falling short and make improvements in your job search process and submissions.

Always follow up after sending in your application.

I’ve heard several stories lately of hiring managers who chose their interview pools based upon the qualified individuals who followed up with them after the initial application.

When they receive on average over 200 resumes per opening, they’ve got to narrow it down somehow, and those that follow up show an interest beyond the rest.

If you follow up a week after sending in your application, you will set yourself apart from the crowd and increase your chances of hearing back from the employer.

Double-check all application materials.

The easiest way to play the elimination game with a stack of resumes is to search for typos and poor grammar.

You wouldn’t believe how many people make simple mistakes on their resumes and cover letters that could be avoided by careful revision and the help of a second pair of eyes.

If you send in your materials with mistakes, you’ve pretty much ruined your chances of receiving a job with that company in the near future because you can’t simply edit and apply again. Be precise.

Evaluate yourself.

Whether or not you are having luck in getting interviews, self-evaluation will help you increase your efficiency and effectiveness in the application process.

If you continue getting turned down, it’s okay to politely ask why you didn’t meet the company’s requirements.

You may learn that you need more experience and should begin searching for temporary internship opportunities, or you may get some pointers for resume improvements, for example. Either way, you should be constantly working to improve.

These tips should give you a better idea of what you need to do in order to start landing interviews. In such a competitive job market, you’ve got to be on top of your game and as close to perfect as possible.

 

Job Seeking Tips for College Graduates

Reconsider Location and Size of Target Employers

While job prospects are more hopeful than last year, 2010 graduates won’t have it easy, and students on the hunt really need to keep two things in mind: location and size.

Be Open to Relocation

According to Betsy Richards, Director, Personal Brand Strategy at Kaplan University, recent grads need to be open to relocation.

“If Texas has a six percent increase in jobs, then get out your cowboy boots and head south! This market is too difficult to sit back and wait for your dream job. New grads need to make big moves in order to start their careers and lives post college.”

Richards suggest that students check the career outlook information on the Bureau of Labor Statistics website for job growth by industry and positions.

Grads can also find similar trend information on SimplyHired.com and follow-up with CareerBuilder or Monster to research jobs in cities and states where the most relevant job growth is occurring.

Think Small

Recent grads should really look hard at small companies and organizations. The private sector is leading a gradual jobs recovery, and small-business hiring has increased.

“Just because you haven’t heard of a particular company, doesn’t mean it won’t provide you a valuable first step that leads to a successful career,” says Richards.

Richards offers 2010 graduates these additional tips for getting ahead in the job search

Leave no stone unturned.

While it’s painful to admit, the perfect job will likely not fall into your lap immediately. For many, it will be several months of pounding the pavement.

Don’t rely solely on your school’s career center. While they’ll provide tremendous support, go to both big and small job boards as well as niche sites. Follow professional organizations and career help Web sites via Twitter.

You’ll be surprised at what you’ll learn and the helpful people you’ll come in contact with.

Never discount the value of the smallest networking connection.

Your hairdresser or old football coach could wind up being the one who helps you land your next job. You’ll really want to network consistently and reach out to the biggest possible audience.

Find jobs that need to be filled, and fill them.

Even if a job is not exactly what you had in mind, you’ll broaden your skill set. Most importantly, you’ll join the professional world, which will bring you one step closer to finding career satisfaction.

Think broadly, but honestly, about your skills.
Perhaps your artistic talent could help local small businesses with their advertising. Maybe your online savvy could be used in the marketing department of a small company.

You want to think creatively, but realistically, about what makes you desirable as a job candidate and where you might fit.

Consider job openings that fit your skills but may not require your exact major or resemble the career you pictured for yourself.

Strong communications skills may prepare you for customer service positions, and your budgeting or attentiveness to detail could qualify you to be a compliance officer or research analyst.

Experience with cash transactions could qualify you for retail management, and your skills with non-profit organizations might make you an excellent executive administrator.

Gain experience in your desired field.

Consider an internship, part-time, or even volunteer work in your field. You’ll gain insight and contacts, but most importantly, you’ll get your foot in the door.

You’re About to Graduate; Now What? Tips on Preparing for Your Job Search

If you’re one of the many seniors coming to the end of your time in college, you might be a little unsure about what’s next. The “real world” is fast approaching while you’re still trying to soak in your last college days.

Make the most of these final moments, but realize that an exciting transition is coming and you’ve got to be prepared.

Here are some tips from Mario Schulzke, creator of CareerSparx, to help you prepare for the job search after college. Regardless of your major or future career plans, this should help put you on the right track.

Photo credit: Nazareth College via flickr creative commons

Use the Campus Career Center — While You Still Can.

If you haven’t looked into the career services that your school provides by now, you should get on it. Many schools offer resume coaching and provide job listings for students, but this service only lasts for a set amount of time after you graduate. Make the most of what is available while you can.

You can also use the career center to contact alumni that work in the industry you’re interested in entering; they may be able to provide advice or point you to job openings that you wouldn’t have found otherwise.

Reach Out to Your Classmates and Teachers for Job Leads.

Use your last days around campus to talk to students and professors who may be able to guide you to potential job openings. Depending on your major, your professors may be working in the field or have done so at some point in their career, making them a valuable source of advice. Speak with them one-on-one or send a thoughtful email asking for help. More often than not, they will be able to help you or direct you to someone who can.

As for your classmates, they were or are in the same boat as you. Your classmates may be able to point you to job opportunities that they passed up or were unable to follow through with because they found other jobs, and you can do the same.

Gather Your Network.

Begin reaching out to friends, family, past coworkers, and anyone you know who could provide you with a potential job lead. Ask if they know anyone in the industry you’re interested in and if it would be okay for you to contact that person, mentioning the common connection.

Not only should you be thinking about what your network can do for you, but also what you can do for your network. People will be more inclined to help you if you help them. Keep an eye out for opportunities to pass along or connections you can make, because you never know when it will come back to help you in the future.

Update Your Resume and Create Your Cover Letters.

As you begin to apply for jobs, you will need an accurate, up-to-date resume as well as a customized cover letter for each job you apply for.

Spend a significant amount of time preparing these documents because they are often the first impression that you will make on a potential employer.

Point out your accomplishments rather than responsibilities and use your cover letter to tell each company why you are especially interested in them.

Clean Up Your Facebook and Get LinkedIn.

Whether you like it or not, employers are using Facebook to check on potential hires. According to a study for CareerBuilder.com, 45 percent of employers are using social networks to perform background research on potential hires.

You need to make sure that your Facebook doesn’t contain any inappropriate photos or anything that would cause a potential employer to look negatively upon you during the job search process.

If you haven’t done so already, you should create a profile on LinkedIn, a networking site that allows you to connect with your colleagues on a professional or work-related level.

Build your profile with extra care because this serves as an electronic resume that can be seen by friends and future employers alike.

Begin connecting to members in your network and use the services that LinkedIn provides to get in touch with people in your industry.

Schedule Informational Interviews.

This is a great way to begin forming connections in your industry or within the company you hope to work for. An informational interview is an opportunity for you to ask someone about his or her business or job in an informal setting.

This helps you learn more about what you want to do and where you may fit within a company. By taking the time to do some background research and prepare smart questions, you may even impress the person enough to recommend you or even offer you a full-time job.

Consider an Internship.

If you don’t have much work experience in the industry you want to be in, it can be difficult to take your job search process to the next level.

Internships allow you to get the experience you need without making a full-time commitment. Plus, it’s not uncommon for impressive interns to receive full-time offers at the end of or soon after their internships, so take the opportunity to learn while increasing your skills and experience.

Read the News on a Regular Basis.

Nothing helps your conversational skills like something to talk about. If you feel uncomfortable speaking with people in a professional setting, bringing up a current event is one way to begin a conversation. By following the news, you will begin to formulate opinions on popular topics and impress people with your knowledge of the world.

Better yet, follow the news related to your industry or future profession. This is easily accomplished with the Internet and will go a long way during your job search process. The more you learn, the more comfortable you’ll feel.

Create a Schedule and Stick to It.

Finding the right job to start your career is a full-time operation in itself. Set a schedule for applying to jobs and talking to people in your industry. Getting into a weekly routine will provide more structure to your job search.

These tips should help you begin your job search on the right foot, but in the end it all comes down to your hard work and dedication. As the American academic John M. Richardson Jr. once said, “When it comes to the future, there are three kinds of people: Those who let it happen, those who make it happen and those who wonder what happened.” Be someone who makes it happen.

Is Your Use of Social Network Sites Helping or Hurting Your Career?

Social Media and Your Career: Pros and Cons

Social media and social networking website use has accelerated dramatically in the past decade. Networks like Twitter, Facebook, Myspace, and LinkedIn have millions of users submitting new content and details every day.

What does this mean in an employment context? What should job seekers and employees do to manage their online presence so that it helps, rather than hurts, their career prospects?

The major concern that social media and social networking sites present for applicants and employees is not the mere presence of their profiles or frequency of networking activity. In fact, a highly visible profile and frequent, wise use of social network sites can be a big plus for one’s career.

The problem arises when a person exposes themselves on these sites in a negative manner. Both job seekers and current employees should be very careful with the types of content placed on social media sites.

Why the Job Seeker Should be Careful About Use of Social Network Sites

Job seekers are highly vulnerable to potential harm from negative impressions created by their activity on social networking sites. This situation is becoming more and more common: a candidate for a job sends in a cover letter and resume with seemingly stellar experience, great presentation, and potentially excellent value to the company. The candidate may even interview with the company and be an inch away from getting a job.

But when the company runs a search for the person on Facebook or Myspace, they do not look so perfect. Offensive pictures are posted, tasteless and poorly written messages are present, and the person’s friends post all kinds of inappropriate content as well. The job seeker is no longer in the running for the position, passed over only because of their careless use of social media sites.

More and more, employers are looking at social media sites in the manner described above. Some companies may look at a potential employee’s networking site before the job interview; others may do so only afterwards. Either way, the message for a job seeker is clear: have a clean and positive social media presence online, or it can be damaging to your job search.

Why the Current Employee Should Also Be Careful About Use of Social Network Sites

Some employers are also beginning to include searches of social media websites in the employee performance evaluations process. They may also conduct routine searches for references to their company or key management personnel. Companies also often monitor employee computer activity while at work, definitely including use of social network sites, which are widely viewed as productivity-killers. In addition to this time-wasting aspect, companies are increasingly wary of employee involvement in social media and social networking for two main reasons.

First, an employee may be perceived as a spokesperson for the company and its values, especially if they interact with the public a great deal in their work, such as if they are in sales. If an employee’s online postings are viewed as adverse to the company’s goals and mission, such as if they criticize the company or its management, the company fears damage to its brand and public image.

Second, in some instances the company may learn information about an employee from the employee’s online postings that it views as creating an unacceptable risk in the workplace, such as if the employee discloses drug use, racism, or a preoccupation with violence.

In most situations, a performance evaluation will not be ruined by one questionable photo or statement on Facebook, but there is always that possibility – or even the possibility of the employee getting fired. It certainly happens with some regularity.

For this reason, employees should be thinking about their performance reviews and employment security with every post made on a social network site. Also, even though something was posted in the past does not mean it cannot come back and haunt the employee much later, having been indexed and cached by search engines.

While judicious use of privacy controls can go far to achieve protection against such negative impact of online social networking on employment, this is not a perfect solution.

There is still a potential for other employees and supervisors to come across the information. It is certainly not uncommon for bosses and supervisors to add employees to their networks, and for employees to add their bosses and supervisors. Even if such a connection is not currently made, think about the future. If an employee posts something negative about a boss or co-worker and then six months later the boss or co-worker seeks an online connection or friendship, things may not end well. The boss or co-worker will either be offended by a rejection or may end up connecting and finding the adverse postings.

How to Maximize Good Information, But Not Overexpose Bad Information

Just because using a social media site or social networking site has the possibility of being a bad thing does not mean that a person should completely stay away from these types of websites. To the contrary, they have many favorable aspects for job hunting and career growth that may outweigh the bad aspects, provided they are used properly.

Twenty-first century job seekers today are at a huge advantage over job seekers in previous decades in the sense that it is far easier to broadly convey information about one’s qualifications, so that recruiters and HR teams can locate job candidates, rather than vice versa.

A job seeker should most definitely post as much positive information as possible online using social media sites, as this will reflect well on them in their job hunt. Some information that could be posted that would reflect well could be, for example, any published papers one may have, any hobbies that may relate to particular jobs, and any useful general skills such as second languages. These things typically do not find their way onto a resume, but they can certainly be found easily via social networking sites when a recruiter takes a look. Joining groups related to job skills and interests is a great idea as well, as is making sure one’s profile reflects the key words a recruiter might use to find a candidate in your field.

Employees can follow the same tips above that job seekers have available, but for a different purpose. Social media sites offer a way to present knowledge and interests that could help qualify for a promotion or transfer. For example, if an employee is looking to make a lateral transfer from information technology to information management, and their boss is connected to their social media site, the employee can begin making posts about information management news to show interest. While this will never win a promotion in and of itself, it is definitely a good way to show interest and spark conversation.

Conclusion

In closing, social media and networking is a very exciting development in today’s world generally, and it has many important impacts on employment, both positive and negative.

Because this information is so readily accessible by anyone with a computer, job seekers and employees need to be careful with the type of information and posts being made on these sites. If the wrong type of information is posted, the potential for harm is great.

On the other hand, if properly used, social media sites can and should serve as beneficial tools for obtaining jobs, solidifying employment and networking with bosses and supervisors. Social media can help create great opportunities for job seekers and employees that were never available before.

 

How to Win a Job Interview in a Competitive Market

The Challenge

According to a recent article published in the Wall Street Journal, nearly 17 percent of people ages 20 to 24 are unemployed.

This includes many recent college graduates — even Ivy-Leaguers — that know what they want to do with their lives but are simply unable to connect the dots and obtain that first career-worthy job. Entry-level job prospects aren’t showing any major signs of improvement so even the most accomplished graduates are left fighting.

But even though it has become much harder to find a job in the past few years, the following basic rules for landing an interview still apply.

Personal Growth Zone

This Zone provides my Personal Experience in day to day life. 
Again and again we were taught that laughter was a frivolous thing and that responsible people were serious.  Not wanting to be considered irresponsible, we suppressed our humnor.  Consiquently, an average 35 year old now laughs only 15 times a day. When we are serious, we are not more creatie, resilient or healthy; nor are we better communicators. WE are all those things and more when we lighten up and take ourselves less seriously.  Research shows us that our seriousness has been holding us back in every field.

Keep It Simple

Attitude of Gratitude


Stop Loss
What is your Spiritual Portfolio


Learn to Sell something(You are already doing it)

Always go the extra smile.

We feel full energy when we smile.  Dont underestimate the power of a smile.  I could simle untill I fake it to make it (Acting of smiling, Be an actor) Try it right Now. Force yourself to Big Smile.

  Be yourself

Perfection is what we are and that includes all the incosistencies and shortcomings.  Im  not perfect.  Perfectionism, is what we think we should be.  It is always unhealthy and put a tremendous  stress on myself. and then I start to make Mistakes.  So be yourself.  You are unique in this world.

Allow Mistakes 

As we/ve already observed, we are perfectly imperfect.

Careful Listening

Let go let God

Challenge your assumptions

Stay Focused, But Flexible

Act and interact with people

Celebrate everything

Stress and Pressure Interview Questions

When dealing with questions that put pressure on you or create stress, be confident, credible and constructive (accentuate the positive) in your answers. And make sure you prepare. Stress and pressure questions come in all sorts of shapes and sizes. Three commonly used types of pressure questions are those dealing with weakness and failure; blame; and evidence of ability or experience.

weakness and failure questions

"Tell me about your failures....", or "What are your greatest weaknesses......".  are the interviewer's equivalent to "Are you still beating your wife?..".
Don't be intimidated by these questions - you don't have to state a failing or a weakness just because the interviewer invites you to.
"I don't generally fail", or "I really can't think of any", are perfectly acceptable answers. Short and sweet, and then wait smiling for the come-back - you'll have demonstrated that you are no mug and no pushover. If you are pressed (as you probably will be), here's your justification answer, or if you wish to appear a little more self-effacing use this as a first response:
"I almost always succeed because plan and manage accordingly. If something's not going right I'll change it until it works. The important thing is to put the necessary checks and contingencies in place that enable me to see if things aren't going to plan, and to make changes when and if necessary....."
or
"There are some things I'm not so good at, but I'd never say these are weaknesses as such - a weakness is a vulnerability, and I don't consider myself vulnerable.  If there's something I can't do or don't know, then I find someone who can do it or does know."
Do you see the positive orientation? Turn it around into a positive every time.

blame questions

Watch out also for the invitation to rubbish your past job or manager, especially in the form of: "Why did you leave your last job?", or "Why have you had so many jobs?"
The interviewer is not only satisfying curiosity..........   if you say your last boss was an idiot, or all your jobs have been rubbish, you'll be seen as someone who blames others and fails to take responsibility for your own actions and decisions.
Employers want to employ people who take responsibility, have initiative and come up with answers, not problems. Employers do not want to employ people who blame others.
So always express positive reasons and answers when given an opportunity to express the negative. Never blame anyone or anything else.
"I was ready for more challenge", or "Each job offered a better opportunity, which I took", or "I grow and learn quickly and I look for new opportunities",  or "I wanted to get as much different experience as quickly as I could before looking for a serious career situation, which is why I'm here."
I great technique for exploiting the blame question trap is to praise your past managers and employers. Generosity is a positive trait, so demonstrate it. Keep your praise and observations credible, realistic and relevant: try to mention attributes that your interviewer and prospective new employer will identify and agree with.  This will build association and commonality between you and the interviewer, which is normally vital for successful interview outcomes.  They need to see that you think like they do; that you'll fit in.

prove it questions

These can be the toughest of the lot.  Good interviewers will press you for evidence if you make a claim.  So the answer is  - be prepared.
Watch out for closed questions: "Can you do so-and-so?.." , "Have you any experience in such-and-such?..."  
These questions invite a yes or no answer and will be about a specific area.
If you give a yes, be prepared to deal with the sucker punch: "Can you give me an example?........"
The request for examples or evidence will stop you in your tracks if you've not prepared or can't back up your answer.
The trick is before the interview to clearly understand the requirements of the job you're being interviewed for.   Ask to see the job description, including local parameters if applicable, and any other details that explain the extent and nature of the role.  Think about how you can cover each requirement with examples and evidence.  Wherever possible use evidence that's quantified and relates to commercial or financial outputs.
Companies are interested in people who understand the notion of maximising return on investment, or return on effort.  If your examples and evidence stand up as good cost-effective practice, they'll clock up even more points for you. 
Make sure you prepare examples of the relevant capabilities or experience required, so that you're ready for the 'prove it' questions. You can even take papers or evidence material with you to show -having hard evidence, and the fact that you've thought to prepare it, greatly impresses interviewers.
If you don't have the evidence (or personal coverage of a particular requirement), then don't bluff it and say yes when you'd be better off saying, "No, however...."
Use "No, however ..." (and then your solution or suggestion), if asked for something that you simply don't have.
Give an example of where previously you've taken on a responsibility without previous experience or full capability, and made a success, by virtue of using other people's expertise, or fast-tracking your own development or knowledge or ability.
On this point - good preparation should include researching your employer's business, their markets and their competitors.  This will help you relate your own experience to theirs, and will show that you have bothered to do the research itself.
In summary, to deal with pressure questions: Keep control. Take time to think for yourself - don't be intimidated or led anywhere you don't want to go. Express every answer in positive terms. And do your preparation.
(This item about stress and pressure interview questions was written for the Sydney Morning Herald, extracts of which appeared in April 2004.)

Kalindi College Recruitment 2010

Kalindi College is situated at East Patel Nagar, Delhi since 1970. In college various courses are offered from Undergraduate level to Master Degree level. It has a good infrastructure of a fully developed computer lab & aims to offer all necessary facilities that students need for global competition. The faculty members have been actively engaged in academic pursuits in addition to the institutional responsibilities. Students, administration and faculty work together as a team to make the college academically sound and competent.

Applications are invited for the following positions :

Administrative officers ( Group A ) Posts: 1 
Remuneration: Candidates will get remuneration of Rs.15600-39100. 
Age limit: Candidates should not be more than 35 years. 
Qualification: Candidates should have good academic record plus Masters Degree with minimum 55% marks or its equivalent grade of B in the UGC seven point scale. 
Senior Personal Assistant ( Group B ) Posts: 1 
Remuneration: Candidates will get remuneration of Rs.9300-34000. 
Age limit: Candidates should not be more than 35 years. 
Qualification: Candidates must have passed Bachelor’s Degree examination from a recognized University or equivalent.

Last Date : 13.08.2010 For more details please visit : 
http://kalindi.du.ac.in/AO&SPA_Advt.pdf 
For Application download: 
http://kalindi.du.ac.in/AO&SPA_AplForm.pdf

Globalization, Wages, Jobs and Myths: by Gerard Jackson

In the present we find that opposition to globalization invariably turns out to really be opposition to free markets. Overall, the kind of changes leveled against the alleged evils of globalization turn out on closer examination to be no different from those leveled against the free market. In other words, attacks on globalization are really masking attacks on capitalism. In the words of Bob SantaMaria, one of Australia’s most prominent interventionists and monetary cranks, "Capitalism is the real enemy". Geoffrey Barker is another statist fundamentalist with an obvious loathing of economic reasoning. A journalist with the Fairfax stable, Barker's usual ideological tactic is to dismiss market economic analysis as "free market fundamentalism". This approach, apparently, is all that is needed to demolish any free-market agreement. Unfortunately, much of the economic rot that Barker is well noted for regurgitating seems to be largely accepted by the public. So when a bigoted economic illiterate like Barker uses the Australian Financial Review (9/12/97) to parrot anti-globalization propaganda, you can bet your bottom dollar he is preaching the equivalent of the party line.

Drawing on an article by a Rodrik ("Sense and Nonsense in the Globalization Debate", 1997 summer edition of their Journal of Foreign Policy), Barker tells us that Rodrik sets out the globalization issues "with splendid clarity". (Coming from Barker, this kind of praise amounts to the kiss of death). Fortunately Rodrik's argument contains the bones of all anti-globalists' points. Rodrik claims to have found a relationship between unemployment, globalization and increasing demands for more welfare. This is just not true, particularly in the case of welfare. Increasing demand for welfare in Europe and America since the end of World War II has had nothing to do with foreign trade. No policy party ever proposed increased social spending to compensate for the alleged costs of free trade. Does anyone really believe that it was the rising volume of foreign trade and capital flows that caused Johnson to implement his big spending "Great Society" programs? Observers should also take note of the fact that an increasing amount of social spending is going to pensions, health and education. None of which have anything to do with foreign trade. Quite frankly, this argument has no merit at all, except for anti-market journalists looking for a club with which to beat the market. That anti-market likes of Barker make a particular point of ignoring, if not actually denying, the enormous role of that union-created unemployment plays in expanding the demand for more welfare.

Behind the welfare argument is the belief that globalization (free trade) raises the level of unemployment in high-wage countries and lowers living standards. This is an old anti-free trade agreement argument that has no substance at all. They can never be sufficiently stressed that free trade does not raise the volume of unemployment. (our unions do that). What it does do is reallocate labor and capital to more efficient lines of production. It is this increased efficiency that raises welfare by providing cheaper goods and services thus increasing purchasing power. Protectionists, in all their guises, argue that by opening up our markets real wages, especially of the unskilled, will be driven down by cheap foreign labor and capital out flows to cheap labor countries. The first argument is based on the assumption that by importing cheap goods we are, in a sense, actually importing cheap labor which is therefore in directly competes against unskilled domestic labor hence driving down its price.

This is a very plausible line of reasoning and is obviously based on the fact that the price of similar goods, including factors of production, tend to be equalized by the market process. The error here is the failure to realize that the prices to be equalized goods and factors of production must be free to move. This error has resulted in many people, including a number of economists, confusing the product of labor with labor services. It is quite possible, however, that in some circumstances certain types of foreign unskilled labor can compete directly with similarly domestic labor without migrating. For example, the nature of computer technology has made it possible for Western companies to directly bid for the services of Indian programs. So theoretically technology has made it possible to combine national markets for the services of this type of labor into a single international marketplace in which incomes will tend to be equalized because labor services will be hired directly instead of their products just being bought.

Globalization and Labor Standards

I feel that if we are to respond to the developments as I described earlier we must look to better tax systems, or zero tax systems and other mechanisms, but not to (and here I know I use a loaded phrase) imposing minimum conditions of work or even institutional strategies for collective bargaining on developing countries. In my opinion the cost of such conditions and strategies could be quite substantial for the developing countries and bring modest, if any, gains to the advanced countries.

This being said, I would like to stress that there should not be any argument about the so-called core human standards, or core labor standards, if we could agree exactly on what constitutes such a core. There must, indeed, the core conventions that are very strong, closely monitored and taken quite seriously on such issues as slavery and other forms of involuntary servitude or coercive labor, especially coercive child labor, on freedom of association, freedom to bargain, and the like. However, I would draw the line at dictating the institutional details in these standards, particularly on such issues as the nature of our bargaining structure, and so forth. Their basic strategy should be comfortable for all because they really are the underpinnings of free societies. I do not think these standards are ideologically loaded between the left and right and, as believers in individual liberties and freedoms, trade economists should be able to accept them just as much as everyone else. Where many of them demur is on other kinds of labor standards such as minimum wages, conditions of work, hire and fire terms, industrial relations systems, the nature of collective bargaining, and the like.

Globalization and Income Distribution:

First, I would like to reiterate my belief that globalization will lead to higher overall growth rates for almost all economies and that there will not be a trade-off between faster growth for some and slower growth for others.   Where distributional problems arise they are within income classes or between different skill levels but not between economies which grow more or less rapidly as result of the international economy, with obvious exceptions of countries that are disadvantaged by poor structures.  For example, special measures would be needed to assist the poorest landlocked countries which do not have an objectively difficult time keeping up with world economic growth.  On the whole, however, the developing countries have a good chance of achieving convergent growth rates.  In addition, if the developed countries called the right policies, that is if they have flexibility, moderate rates of taxation and the like-something which is eluding most of Western Europe right now-they might also benefit from global economy by being able to export their differentiated high technology products to a much larger world market.  In sum, the issue of distribution centres, not on whether some countries gained and others lose, but rather on income distribution within societies.  This is my first point.

 My second point concerns the division of income between capital and labor.  I would guess that the post tax income, of capital is privileged relative to the post tax income of labor as a result of globalization and especially globalization that leads to openness of financial markets and not just of trade.  For example, both the evidence and the theoretical logic to make it quite clear that union wage premia are driven down by the openness of the world financial system and that the ability of capital to move offshore really does pose limits on the wage-setting or wage-bargaining strategies of trade unions which are restrained in their wage demands by the higher elasticity of labor demand.  Similarly, I think that, overtime, the evidence would show that the burden of taxation falls increasingly on labor and less and less on capitol as a result of these changes given that taxation inevitably falls on the fixed factor and is, as inevitably, escaped by the highly mobile factor.  At the end of the day, the fact that labor cannot move into the low capital income taxation countries suggests that we will find in implicitly, both in terms of the incidence, and in terms of choice of tax system, a movement towards a heavier burden on labor taxation and away from capitol taxation and taxation of factor incomes.  Capital can still be taxed, not directly as a tax on capital, but indirectly through a tax on overall income or consumption.  For example, movements towards progressive consumption taxation may be constant and other mechanisms to tax capital income, if I am correct in assuming that the burden of the corporate income taxation is likely to diminish given the increased ability of the capital to escape taxation through international mobility.  This is purely conjectural because the data has yet to be closely examined, but is not inconsistent with existing evidence.  It is also true, I hasten that add, that the direct evidence of income going to capital as against labor in the national accounts shows modest, rather than large, shifts in the direction of the share of labor falling and that of capital rising.  My guess is that if one were to look at post tax capital and labor income, one would find this trend even more strongly evident in the data.

The third distributional shift is within labor itself, between skilled and unskilled workers.  Economic theory suggests that increased globalization will lower the relative wage of unskilled labor in the advanced countries and raise their relative wage of unskilled labor in the developing countries when these two groups began to trade with each other after a period of autarky.  This is the famous Stoker-Samuelson theorem, or rather an implication of it, or more correctly, of so-called factor price equalization.  We now find ourselves in a very odd situation with respect to this most standard and central of all economic theories in that many of the leading theorists who propound it doubt that it is actually applicable to present circumstances.  I have my doubts about their doubts.  After studying international trade theory, including factor price equalization, with Professor Bhagwathi, I confess that I cannot just dismiss it.  Although he contends that it does not apply at all to the international scene, my own feeling is that it does. 

To begin, let me mention quickly the major caveat to the theory.  If the developed and the developing countries have such unequal endowments-so much skilled labor in the advanced countries and so much unskilled labor in the developing countries-that they actually specialized, then factor price equalization cannot follow.  Indeed, and set cases of specialization, being outside the cone of factor price equalization would mean that the increased export capacity of the developing countries would simply raise all incomes in the developed countries by bringing in the goods in question more cheaply.  Thus, in terms of trade, the rich countries would enjoy an improvement that was a pure consumer gain for everyone.

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