Apply

Apply? You should soon apply? Fear of job? This is not necessary. Even the CEO of the company you want to apply once an application to travel. The same applies to the recruiter that you are likely the first interview with you. But how successful can you apply? Read this article about application, job application and interview tips and you're a long way! Finally, you can lower some links to various sites related to find apply.Invited for an interview 

Job Vacancy Indonesia, Employee

Before you even interview at first you may get a letter of application with accompanying CV to send. Read also: How to write a cover letter? Soon you will also find examples of resumes.2 Preparing for interview
For some, applying a breeze. The other is like a mountain against the application to see. Anyone who wants a good job will eventually have to come interview time. The good a job is that you can prepare. The downside is that people also expect you're preparing your interview. That you must prepare your application is vital. How do you prepare for a job? Follow the steps below and you're a long way! If you want to read more about preparing for an interview, please also CVbuilding.nl.2.1 Personal Care
It is a truism, but make sure you look groomed during your application. When you work you should wear a suit, make sure that during your sollicatiegesprek a suit. When in doubt about the clothes you should wear, go for a suit. When you apply more quickly underdressed than overdressed. And your application can only do this once. Then there is the cliché of the first impression. Here you should also look at. So for the job, wash their hands (make sure they stay cool), hair combed, nails trimmed and teeth brushed. Seems obvious, but essential when applying for jobs.2.2 Company
Before you apply, you will do well to read about the company you are applying. It seems a useless suggestion, but it often happens that people do not know exactly what organization they are applying. A good tip is to apply for the annual report of the company where you have sollicitie through it. Furthermore, companies spend a lot of information about themselves on their website. If you are applying for a large organization, make sure you know exactly which department you are applying and know why you just go for this department! Take this research seriously, because in almost every application will test your knowledge about the organization! And be honest, someone who does not know which company they are applying do not you do?2.3 Know yourself
"Of course I know myself!" Everyone thinks they know who he / she is. Yet many applicants apply as a surprise when they asked for both positive and negative sides to tell about themselves. Chances that this will be asked to you. This question is as old as the hills. , Ensuring that you not only know what your good and bad qualities, but do these characteristics to explain with an example from practice. Remove items that are shown by the CVs. For example if you were chairman of a committee during your study time and shows you when your application that you have superior properties, then you can explain that well with a practical demonstration of your committee time.It is also very important that you know who you are, but also where you want to. Now and in five years. Make sure you know what you want. Also this sounds simple, but keep in your application a good story about it and this is reflected in everything you say.2.4 Vision when you apply
In the past it had been revealed: Know what you want. Ask yourself what you expect from the obvious application. Make sure you have clear goals for your interview. Know what you want and what you expect of the interview. Companies make in nine cases out of ten people with a vision very much!3 The Interview
If all goes well, your cover letter and resume with the right invitation for an interview. Most interviews are alike. What is most important is a job interview, and the company is that you know each other better and that during your interview a good impression. In addition, your entire story consistent. Be careful in your application! This is often surreptitiously tested during your application. But how hard they make you during your conversation, stay yourself. Do not be fooled and always keep your goal in mind. Also, if you do not like them during the interview, then chances are that you are not with them (the organization) fits.3.1 Interview Questions
During an interview you can assume you can expect some questions. So you'll usually see your good and bad directions and explain. Furthermore, they will go through your resume here and ask questions about. During a job they usually ask how you as a person reacts to certain situations. A common method here is the STAR method. Sometimes they ask during a job interview here explicitly. STAR stands for Situation, Tasks, Activities and Results.
Example:How do you deal with someone in your team at the free-riding is?Situation - What was the situation?
During my study I have to make assignments in groups. Here was someone who gave considerably less input than the rest of the group.Tasks - What was your role in this situation?
My job was in the group play the role of chairman. Here I had to chair meetings, new ideas and people to lead.Action - What actions have you taken?
The free-rider aside and held accountable for his behavior. In addition, we have gone through planning and hard deadlines. These deadlines, we have observed.Result - What is the result achieved?
By the free-rider to speak about his behavior and to establish deadlines, he was aware of the situation and he has adapted to the rest of the group. The free-ride problem was solved.
The STAR method, you already take for yourself before you interview. Take your CV and ask yourself the questions at different points of the STAR method. Chances are that the STAR method will come in handy during your application. Even if the recruiter did not explicitly use the STAR method vraagt.Voorbereiden the STAR method is therefore highly recommended. Also read about the STARR procedure.It is also wise to apply to several interview questions for yourself on paper. Most of the questions asked during the interview can make their own mind. And you will be better prepared for, your answers during your interview and you get more consistent on your answers to match the requirements of an organization. See also the interview questions in preparation.4 Application Training
On the web several training sessions about applying. Be aware of taking the target of this training. In addition, a free training that you do not have too much to expect. When you apply will be very difficult, it can not hurt for a job training course. During the job interview training, they can still tell how you came across during a job interview. Furthermore, application training during frequent use of video recordings. When you see yourself back on film, you sometimes discover things about yourself that you had never seen before. Again, if you have difficulty applying for jobs, then an application training will not hurt! You can tell the cost of a job training watch, but when you get a job by then of course it can be financially easy.

The Ins and Outs of Moving for a Job

Job Vacancy Indonesia, Employee, Vacancy

You've found the perfect job but it's clear across the country. What do you do first?

Make Sure You Really Want to Move:

Many of us romanticize living somewhere else. The houses are cheaper, the taxes are lower, and the people are friendlier. Sure, all that might be true, but make sure you are moving for the right reasons. Is your family behind you and supportive? Moving for work takes a lot of flexibility on the part of other family members and dependents. In order to make the move easier on everyone, you have a lot to consider. Will your spouse be able to find work if they want? Will your children have as good opportunities for education and enrichment?

If you are single, it might be easier for you, but it's still an adjustment to make. You may be farther away from your support system and it might take time to feel a part of your new community if you don't know anyone in the area.

Do Your Research:

Investigate the city or town you want to move to. How does the cost of living compare to you current city? Will your money go as far? What is crime like? Are there a lot of things to do for those times when you won't be working? Most cities and towns have web pages where you can find a lot of this information. Do you know anyone in the town you will be relocating to? Ask questions! Only when you are informed can you make sure you are making a decision that's right for you.

Set a Realistic Time Frame:

Do you have to sell your home before you move? Are you waiting for the kids' summer vacation? Before you apply for a job or accept an offer, make sure you're setting a realistic time frame. Be fair to your prospective employer. If you need time to make a decision, make sure you take the time you need. Communicate with your prospective employer so he or she knows the constraints you are working under. As well, be considerate of his or her constraints. Don't apply for a job that needs to be filled ASAP if you can't move until the summer. 

Ask For Help:

Your future employer might be able to help you get settled. As well as potentially providing financial relocation assistance (you may be able to negotiate this as part of your offer) your new employer can likely help you in choosing a real estate agent or even suggest a great neighborhood. Don't be afraid to ask.

With a little preparation and foresight, you can enjoy your new opportunity. Moving brings along a lot of challenges but it can be a rewarding way to make a change to both your career and personal life.

Why Waste Time? What Not To Do When Sending In Your Resume

By Sara Parent

Job Vacancy Indonesia, Employee, Vacancy 

After employers have placed a job ad, they might have to go through hundreds of resumes to sort out which candidates they would like to interview. Why not give yourself a fighting chance by avoiding these pitfalls?

Not Qualified for the Job:

Why apply for a job that you are not qualified for? You shouldn't apply for a job when you do not have the essential skills being sought. Of course, if you have the skills, and are just shy some experience, you can certainly try. But if they are looking for someone with 5 years experience, and you only have 2 year's worth, you will likely not get the job. And that's wasting an employer's time.

Not Sure?

One of the biggest time wasters is people that apply for jobs they aren't sure they really want. When you apply for a job, whether through an employment agency, or through an employer directly, make sure you would be ready to take the job should it be offered to you. If you aren't, if you haven't talked to your family about it, or you aren't sure you're ready to leave your present employer, don't wait and see if they call you before deciding if you want the job. Of course, it's okay to change your mind later, but if you aren't sure in the first place, why waste their time?

Embellishments:

You might not see it as lying, but essentially, it isn't too far off. Saying you are qualified at a certain aspect of the job requirement when you clearly aren't is a waste of time. We once had someone apply to us for a job that required French language skills who couldn't speak a word of French, despite his resume implying he could. Obviously on essential skills, you will likely get tested or evaluated somehow. Exaggerating to get a job is definitely NOT the way to go.

Confusing Resume:

Nothing slows down an employer like having to figure out what the heck your previous job was, and reading through a 10 page resume. Some job titles aren't really clear, so make sure you explain what the major duties and requirements were of your past jobs, that way employers know what skills you have and what sort of work you can do. Your resume should be succinct and to the point. It should not exceed two pages at the most. Avoid wordy paragraphs about your life goals. Your resume should tell the employer what you skills are and really, be a walking endorsement of your abilities, confidence, and previous experience.

Make sure there aren't any typos or spelling mistakes. Some common ones are "alot", "seperately", and "definately". Check with a dictionary if you aren't sure of a word before submitting your resume. If they hire you, you will be a reflection of the company and they will be looking for someone who presents an accurate, professional, and careful representative.

Applying Incorrectly:

If an employer looking for email resumes says they don't want you to include an attachment but would rather see your resume in the body of an email message, why wouldn't you do that? Many companies won't open attachments for security reasons and when you are not following instructions on how to apply for a job, you are telling employers you don't care. It shows a lack of respect and an inability to listen to directions, two things employers are certainly not looking for. Take the time to find out how employers want you to apply for a position. Then follow the instructions. If your resume isn't properly formatted for an email message, do up a plain text version of your resume so that, you'll have it for those employers not wanting a Word version. If you can't follow simple application instructions, how will you be able to do the job?

Not following instructions, applying for a job you aren't qualified for, and having an unprofessional resume are all ways to indicate to an employer that you aren't really serious about applying for a job. Why not increase your chances of being hired by making sure you don't waste their time or yours?

Bullying & Manipulation At Work

You know the problem. All of us do. Many workplaces have at least one person who is aggressive, selfish, pushy, and seems to be concerned with getting his or her own way rather than doing the job, or helping the organization. Or perhaps you are more familiar with bullying that comes from members of the public. Whatever the source, bullying and self-centered behavior can be stressful, reduce productivity and create supervisory and management problems.

We are going to look at bullying and manipulation and look at how supervisors might address these problems in their workplaces.

What Are We Really Talking About?

Bullying is probably not the best word to describe self-centered behavior. That's because we associate bullying with a very aggressive stance where a sense of threat is involved - like the "schoolyard bully". If we use the word bullying, we may miss other, more "tricky" behavior that is less "in your face", but is as damaging or more damaging.

A better term is manipulative behavior. Manipulative behavior is designed to help the person using it get his or her way, OR exercise control OVER other people. It may be aggressive, but it may not be. For example, manipulative behavior may take the following forms:

whining

• trying to make others feel guilty
• the martyr approach (poor poor pitiful me)
• passive-aggressive behavior (that's being nasty but denying there is a problem)
• making fun of or inappropriate use of humor to demean others or their ideas
• malicious gossip

These are in addition to the more obvious bullying behaviors like:

• threatening
• yelling or raised voice
• physical intimidation

Whether we call these behaviors bullying or manipulative, one thing is held in common by both. Both involve a person trying to get their own way with no concern for the rights, needs, wants and desires of others around them.

The Game of Manipulation

To improve at dealing with manipulative behavior you need to understand what it's about. Manipulation and bullying are about two things. The first is about getting one's own way. The second is about control and power. Manipulators tend to use manipulative techniques even when they don't work because manipulation gives them a sense of importance, power and control. The manipulative person draws other people into the web, and gets to control conversations and discussions, becoming the center of attention. Manipulative people win by getting their own way, becoming the focus of attention or controlling others.

There's one other thing to keep in mind. Manipulative behavior is a part of being human. Probably most people use it some of the time, particularly the less aggressive forms. It doesn't just come from people with emotional problems. Of course some people use it as their main way of dealing with the world, and those are the situations we tend to notice. "Chronic manipulators" just manipulate more often than the rest of us.

So, What To Do?

Managers and supervisors have a responsibility to do their best to create a respectful workplace, as free of manipulation as possible. That isn't to say supervisors are the only ones responsible. Ultimately everyone can help. Let's look at some suggestions.

1) Policy Issues

Some forms of aggression in the workplace are illegal. The more subtle forms of manipulation that occur are often not illegal. It is important that YOUR work area have a policy (it can be formal, or informal) that identifies the kinds of behavior that are inappropriate and how people in the work unit should treat each other. Involve staff in your work unit in drafting a simple informal policy. A good starting point is for staff to answer the following question: "How should we treat each other in our workplace?" Then, define what the answer to that question means in terms of specific behavior and action (eg. No gossip, dealing with problems directly with an individual, no laying on guilt, no blaming).

Managers and supervisors have a responsibility to do their best to create a respectful workplace, as free of manipulation as possible. That isn't to say supervisors are the only ones responsible. Ultimately everyone can help. Let's look at some suggestions.1) Policy IssuesSome forms of aggression in the workplace are illegal. The more subtle forms of manipulation that occur are often not illegal. It is important that YOUR work area have a policy (it can be formal, or informal) that identifies the kinds of behavior that are inappropriate and how people in the work unit should treat each other. Involve staff in your work unit in drafting a simple informal policy. A good starting point is for staff to answer the following question: "How should we treat each other in our workplace?" Then, define what the answer to that question means in terms of specific behavior and action (eg. No gossip, dealing with problems directly with an individual, no laying on guilt, no blaming).

2) Abide By The Policy

Staff look to you for guidance. If YOU gossip or blame, your staff will gossip or blame. If YOU use guilt and indirect, "tricky" ways of communicating, so will your staff. Model what you want each and every day, no exceptions. Consider also that your position of authority (such as it is these days) is not reason enough to flaunt it or exercise it indiscriminately. The best use of authority and position is "rare use".

3) Managing Meeting Behavior

Staff meetings are important. Attempts to monopolize the floor, blame others, innuendo, aggressive behavior in meetings send a signal to employees that manipulative, controlling behavior is acceptable. You can get around this by using proper meeting management techniques, and having a chairperson who will interrupt if discussions go over the line. Having that informal policy in place allows this to work. The chairperson need not be you, but it must be someone who is able to jump in assertively if required.

4) Involvement in Disagreements

Managers and supervisors can be drawn into attempts to convince them to side with one person or another in a manipulative disagreement. If you are "in the middle", don't play this game. Focus on solving the problem or addressing the issue, not figuring out who is at fault (often it's everyone!). Keep in mind that you are not a professional counsellor or mediator. In some cases, particularly involving two difficult employees, the situation can be referred to people who specialize in mediation. Don't try to go beyond your training and abilities.

5) Helping Staff Develop Better Ways

Apart from your own positive influence, consider this. Many people who use manipulative techniques do so because they don't know any other way to deal with disagreement, or express themselves in constructive ways. Their difficult behavior may be a result of lacking skill.

In SOME cases, opportunity to attend training in assertiveness, or communication can be helpful. However, if an employee is forced to attend, the chances of change are minimal. Training in communication, conflict resolution and assertiveness works best when people attending recognize they are making their own lives difficult, and want to find better ways.

6) Incorporating "Respectful Behavior" in Performance Discussions

If you have a formal or informal policy in place, you can include or reference it in the expectations regarding work performance that should occur regularly as a result of performance management or communication about job performance. Some organizations will indicate to each employee individually, that they are responsible, not only for their "job tasks" but for ensuring they treat their co-workers with respect (or in accordance with the estalished guidelines or policies). This is helpful in two ways. It allows one-on-one discussion between you and each employee. It also allows the use of progressive discipline in cases where a person is persistently treating others poorly.

Conclusion

Manipulative behavior and its more extreme cousin, bullying, can seriously damage the productivity and effectiveness of everyone in your organization. If you are in the middle, it's no fun. The best approach is to prevent it from starting, and if it starts, to address it early.

While the subject is a complex one, if you work with staff to create clear understanding of acceptable and unacceptable behavior, act as a role-model for how people should treat each other in your work unit, and help staff develop alternate and better ways of interacting and communicating you will go a long way to reducing the time, stress and aggravation that results from one or more manipulative people in your workplace. (work911.com)

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The Role Of Human Resources Departments - A Free Article

Some human resources (HR) departments (sometimes called personnel or a current new name) really add value to a company. Some don't. That's no surprise. But what sets apart the good ones from the bad ones? Here's one way of looking at it.

Some human resource departments have maintained an old command and control mentality, where they see their jobs as making sure managers and employees are doing what they are s'posed to. Is everyone on time? Why not? What about sick leave? Are all the rules being followed? It's not that these departments are misguided, because some rules, (e.g.. hiring practices, safety, harassment, etc.) ARE important and need to be handled centrally by a company. Or, certain programs and procedures may best be handled by a central department because of the need to coordinate some actions across the entire company. Problems arise, however, when the HR departments forgets that it's purpose is to serve the needs of the company, the managers and the employees, to help THEM get the work done.

After all, is your company's human resources department a PROFIT CENTER? Of course not. The HR department doesn't produce anything or sell anything but it can help the rest of the company make things or sell things by smoothing the path on some matters.

What sets apart good HR departments from bad is that the bad ones lose their service orientation, and forget that if they don't help others get their jobs done, they won't get cooperation from those they should be helping. The good ones recognize that while they are obligated to do some regulation of some processes, that they can play important leadership roles in the organization. And that does NOT mean dictating but balancing off the needs of the organization with the needs of the managers and employees.

What would this look like? Let's take an example: performance appraisal. Poor HR departments go about performance appraisal this way. They devise a set of rules and forms on their own, then go forth (if they have executive support) and TELL managers and employees what they SHALL do. They tend not to consult, or if they consult just forget to listen to the people who have to use these sometimes monstrous procedures. What happens is that since HR tends to be somewhat distant from the users of the system, the process misses. Managers and employees see the process as another hoop to jump through, and stall, or avoid doing what they are s"posed to. What happens is that HR then has to move into the police or enforcer role, to try to coerce managers to do what they are s'posed to. That gets everyone frustrated and drives wedges between HR and the rest of the company.

The good HR department goes about it differently. While they recognize that performance appraisal needs to be, in some respects, a central organization process, they also recognize that if the process isn't responsive to at least some needs of managers and employees, it will never succeed. So rather than dictating the procedures, forms and minutiae, the smart HR folks create (in consultation with both managers and employees), a skeleton outline of the process. This skeleton outlines the basic components, but leave the details to the managers. So rather than telling managers they much use the twelve page form provided, they simply say that managers must document the performance discussions, and forward them to HR at least annually. See the difference? The shift here is from dictating details to providing a framework and helping people work within that general framework. It's a SUPPORTING function, and not a lead actor.

Everyone benefits (including the HR staff) by backing off and recognizing that one can both support and lead at the same time without dictating. The bottom line is that the more HR dictates and plays enforcer, the less managers and staff feel they need to take responsibility for the functions HR is dictating. The more dictation the more resistance from the rest of the company.

So, HR folks. Look to providing frameworks, rather than details. Look to serve rather than to command. (work911.com)

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