Classroom Teaching notes on Job Search Techniques by Dr. Manishankar Chakraborty

2. INTRODUCING JST….
http://www.youtube.com/watch?v=DAqdZ2Q92VA
J S T , D R . M A N I S H A N K A R C .

3. COURSE OVERVIEW
Practical application holds the key.
Different from any other course.
Equally important for all students, viz. Engineering, IT, Business.
Different learning approach required.
Continuous learning through series of activities.
Marks are important, but understanding for application is even more important.
Technology makes it easier to understand and apply.
Participative nature in the classroom improves the learning curve.
Essence on soft skills with a blend of hard skills.
Rote learning not the way forward.
Understanding and presenting in own words have multiplier effect.
Plenty of opportunities for additional learning, both theoretical and practical.
Personality development an important component of learning, so regularity is the key.
Has usage throughout ones professional life.
May sound simple, but have major impact on career development.
Handling wrong perceptions/myths about the subject
J S T , D R . M A N I S H A N K A R C .

4. BACKGROUND
Career building
Opportunity scanning
Understanding the employer needs
Aligning requisite inputs in the persona for knocking the employers door
Offline and online job search tools-A comparison
Reasons for organizational misfits
Role of the subject in the grooming process of an Engineer, Business Manager, IT
Manager/Consultant
Understanding Industry/Corporate expectation from a fresh graduate
Skill development
Personality development
Need for differentiation in the job market
Importance of value-addition as a job seeker
Multi-tasking and its importance
Work-ethics
J S T , D R . M A N I S H A N K A R C .

5. ASSESSMENTS
SWOT Analysis- 5 Marks (Helps to know your persona and identify yourself)
Cover Letter- 5 Marks (Enables you to apply for a job formally)
Resume Preparation- 10 Marks (Makes you aware as to how to sell yourself)
Mid term exams- 20 Marks (Checking your Learning)
Video related Questions- 10 Marks (Relate theory with practical in international set-up)
Interview + Interview kit= 15 Marks + 5Marks=20 Marks (Simulation of a real life
experience)
Final=30 Marks (Overall understanding of the course)
TOTAL= 100 Marks
Thumb rules to succeed
Punctuality, Interaction with teacher and peers, Daily scheduling, Daily Revision,
Additional reading and writing.
J S T , D R . M A N I S H A N K A R C .

6. LEARNING OPPORTUNITIES GALORE
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7. A SNAPSHOT
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8. OUTCOME-1
DESCRIBE THE DIFFERENCES BETWEEN TRADITIONAL AND NON-
TRADITIONAL APPROACHES OF JOB SEARCH
Introduction
Challenge for the employer and employee to find the right person for the right job.
Prospective(future) employer and employees are in the look-out for right employees and
company respectively.
Who gets the job
Suitable candidate having skills, abilities, education and experiences as required by the job.
Sometimes wrong person are selected for wrong job due to lack of information by
employees/employers.
Information about job is to be taken from reliable (correct) sources, analyzed before decisions
are taken.
Employer should know about all the candidates and select the best one.
Definition
Processes/techniques so as to get the right person for the right job at the right time and right
cost.
J S T , D R . M A N I S H A N K A R C .

9. OUTCOME-1
Who is in search of a job?
Employed or Unemployed-
Employed wants to move up in their career and unemployed wants to start after finishing their
education.
Employed looks for better opportunities like higher salary, career growth, additional experience
and improved working environment.
Unemployed looks to earn and satisfy their economic needs.
Full-time or part time job-
Full time employees looks for better opportunities, benefits, position and part-time jobseekers
supplements (adds) his existing income and experience.
Full-time job is stable and provides more income.
Full time job requires minimum 8 hours of work everyday.
Part-time job requires 1-4 hours of work everyday.
Students go for part-time job to „earn and learn‟.
J S T , D R . M A N I S H A N K A R C H A K R A B O R T Y

10. OUTCOME 1
Seeking jobs within and outside the country
Applicant may look for jobs within/outside the country.
They seek jobs outside for international experience, increased remuneration, better economic benefits, better life-style and climate and industry
exposure.
People seek jobs within the country to stay with family/friends.
Traditional Job Search Techniques-
Traditional/old/conventional are the techniques which are in use for a long time.
They are still in use.
The techniques are as follows-
(1) Classified- Job advertisements appearing in newspapers, magazines and journals.
Refers to jobs in private sectors.
Oldest and mostly used job searching tool.
(2) Government/Ministry of Manpower- Jobs in government publications are government/public sector jobs.
Employment exchange registers unemployed people and provides them jobs.
MoMP does in Oman and also control private sector jobs.
J S T , D R . M A N I S H A N K A R C .

11. OUTCOME 1
Employment agencies- Companies/consultants those help in job search.
Have special knowledge of job market and helps candidate to make resume and prepare for job interviews.
They provide a list of job vacancies available in the market.
They charge fees from the employee and the employer as well.
Internet- Fastest growing medium for job search.
Applicants should know how to use search engines, job portals, company websites.
Draw flowchart for search engine, job portals and company website usage in the board.
To apply for jobs online, uploading the resume and continuous follow-up is essential.
(a) Company website-Provides information about the jobs available along with other company/industry related knowledge.
Candidates browse jobs and apply for the right jobs.
Company informs by phone/e-mails.
E.g.
www.pdo.co.om
www.bankmuscat.com
www.omanair.com
J S T , D R . M A N I S H A N K A R C .

12. OUTCOME 1
(b) Search engine – Job seeker can type the company‟s name through search engine so as to
get the URL (Universal Resource Locator)
E.g. www.msn.com www.google.com www.bing.com www.yahoo.com
(c) Job sites/Job portals- Databases of various companies searching for candidates.
Applicants can browse jobs for free and includes the following- Job Posting, Resume posting,
Job search assistance, Company and industry information, Job application for suitable
jobs.
E.g. www.bayt.com www.gulfjobs.com www.gulftalent.com www.jobsindubai.com
Job Fairs- Conducted jointly by companies, job consultants, colleges in central places like
malls, colleges public colleges.
Employers inform individuals of job opportunities.
Employers inform about skills, knowledge, qualification and experience required for a job.
Professional associations- Group of individuals working in a particular career field may be
within the same industry (Difference between industry and company)
Students join as student member for networking, gain practical knowledge and get job related
information.
Internships and volunteering- Job seeker join as an intern/volunteer, gets stipend.
It shows the candidate is interested to learn.
Good performance after successful completion can lead to a job offer.
Provides valuable information to a new job seeker.
J S T , D R . M A N I S H A N K A R C .

13. OUTCOME-1
Non-Traditional Job Search Techniques- Also known as new/non-conventional techniques and
are used in the modern era to get employment.
They are of the following types-
Networking- Helps the job-seeker in building a relationship with a professional.
This helps in getting job related information and act as a source of recommendation.
Cold Calling- Visiting or calling a prospect without prior appointment.
Also known as cold canvassing.
Helps in knowing unpublished job related information and networking.
Calling/Business Cards- Cards bearing business related information of an individual/company.
Shared during formal introductions as a memory aid and convenience tool.
Includes name, address, position, affiliation, contact details, website
Used during cold calling visits, meetings, career/job fairs, interviews
J S T , D R . M A N I S H A N K A R C .

14. KNOWLEDGE REINFORCEMENT
Applied Questions
(1) How is traditional techniques different from non-traditional techniques?
(2) How is JST as a subject important for Business, IT and Engineering students?
(3) How is JST as a subject different from other subjects you are studying?
(4) What different strategies you have to adopt to understand and apply the learning of JST in your professional life?
Video-analysis
http://www.youtube.com/watch?v=twHURauBm7k
http://www.youtube.com/watch?v=YhbULttQ0G0
http://www.youtube.com/watch?v=7axi78kLejg
http://www.youtube.com/watch?v=AJgZUC34k-c&playnext=1&list=PL6E8DC54CA6AE8699
http://www.youtube.com/watch?v=-ZjN6EMO55U
Role-plays
Case-let/situation analysis
Further reading links
http://jobsearch.about.com/od/findajob/tp/jobsearchtechniques.htm
http://businesscasestudies.co.uk/career-info/techniques-for-an-effective-job-search/#axzz2HvmDdixv
J S T , D R . M A N I S H A N K A R C .

15. OUTCOME-3
RESUME PREPARATION
Introduction
The first device that helps in making the first impression in the mind of the future employer.
Definition
A personal summary of candidates education, experience, accomplishments, personal
background, interests which helps the employer to get answer to the following three questions-
Why you are ? (Identity, Name, Overall Profile)
What you know? (Knowledge, Abilities, Skills)
What you have done ?(Education, Experience, Achievements)
Objectives-
Presenting information about self
Showing seriousness while going to the job market
Introducing for getting interviewed
Documentation for search firms, job consultants
A script for meetings and discussions
J S T , D R . M A N I S H A N K A R C .

16. OUTCOME-3
Video Analysis on CV Making
http://www.youtube.com/watch?v=C9y2CjBd5QA
J S T , D R . M A N I S H A N K A R C .

17. OUTCOME-3
Differences between Resume and Curriculum Vitae (CV)
Many think both are the same.
Structurally similar, but they are different.
J S T , D R . M A N I S H A N K A R C .
CV RESUME
Long, includes many pages Short, mostly one page
More detailed (descriptive) Brief
Used when applying for high
profile jobs
Used in various situations
Includes details of qualification,
work experience, skills, awards,
publications, projects, honors,
memberships, affiliations and
references
Includes summary of qualification,
work experience, and skills

18. OUTCOME-3
Information to be included in a Resume
Contact information
Name, Address, Telephone numbers, Email id, website (if any)
Career/Job Objective
Brief statement in 1 or 2 sentences explaining the type of career/job he/she wants to pursue along with the reasons for it.
It helps in deciding the next career move and sets tone for the resume.
It should be short, simple and sweet.
Educational qualification
Degree/Diploma, Name of institution, CGPA/Marks, Courses studied, Major Projects
Work experience
Permanent/Full time/Part time jobs, Job title, Positions, Employment History, Name and location of employer, achievements, skills and knowledge
acquired
Special skills
Computer (Hardware/Software) skills, Language skills with fluency, others like teamwork, leadership skills etc.
J S T , D R . M A N I S H A N K A R C .

19. OUTCOME-4
Activities and Interests
Participation in clubs and professional associations
Volunteering experiences
Interests related to ones field
References
Professional contacts (not personal) who can complement and validate details in CV/Resume
Communication details of the referee(s)
“Available on Request” is an option
Reference Letter/Testimonial
A letter where the referee makes a general assessment of the qualities, characteristics and
capabilities of the aspirant and confirms the details of professional situations.
J S T , D R . M A N I S H A N K A R C .

20. OUTCOME-4
Types of Resume
(1) Chronological- This format gives importance to dates of occurrence (happening) for employment and educational histories in
reverse chronological order.
(2) Functional/Skill based Resume- This format gives importance to the skills acquired and grouped together according to
education, work experience and extra-curricular involvement.
It helps fresh job seekers to present the skills required for a position.
(3) Combination Resume- Combination or mix of chronological and functional resumes.
Resume tips
A format that is easy to read and organized
Format is consistent/uniform/similar throughout the resume
Not more than two styles with size of 10 or 12
Focusing on achievements/skills relevant for the job
No spelling typing or grammatical errors
No corrective liquid or handwritten changes
Printing on quality paper (A-4, Executive Bond) and printer
J S T , D R . M A N I S H A N K A R C .

21. OUTCOME-4
Application/Cover Letter
An introduction to the resume of a prospective employer
It has brief outline of the objectives and previous work experience
It speaks about qualification and interest for a position to a future employer
Points to remember while preparing a cover letter
One page, within three or four paragraph
Career successes and achievements are to be included
Customizing the letter according to the job
Including what the employer wants to hear like contribution by the employee
Not stating salary expectations
Not stating the expectations from the company/position
Format
Full address
Date
Address of employer
Salutation
Paragraph one (Introduction)
Paragraph two (Body)
Paragraph three (Conclusion)
Closing
J S T , D R . M A N I S H A N K A R C .

22. KNOWLEDGE REINFORCEMENT
J S T , D R . M A N I S H A N K A R C .

23. OUTCOME-5
INTERVIEW
Introduction
Employer(Interviewer) and Employee (Interviewee)
Opportunity for employee to show his worth/value to the employer
Employer looks for talents, skills, knowledge, energy
Employee should take care of their words, voice tone and positive visual image for employer to receive
the message of confidence, credibility, trustworthiness, intelligence, experience and education
levels for a job
Success in an interview is possible through-
Planning and preparation, presenting strengths clearly, preparing for questions, effective follow-up
Meaning
A conversion between two or more people to know the employee‟s potential for a job/position and for the
interviewee to know about the organization.
What is assessed in an interview?
Personality, Appearance, Speech Mannerisms, Gesture, Mental Alertness, Consistency of thought,
Positive attitude and leadership qualities of the aspirant
J S T , D R . M A N I S H A N K A R C .

24. OUTCOME-5
Goals of the interview
Goals of the interviewee/candidate
Obtain information about the job and organization
Decide whether the job is suitable/not
Communicate important information about oneself
Favorably impress the employer
Goals of the interviewer/employer
Promote organization to attract best candidates
Decide whether the job is suitable for him/her
Communicate important information about self to employer
Favorably impress the employer
Preparation for the interview
Plan and prepare before the interview
(1) Learning about the company that is interviewing the candidate
(2) Knowing about its age, products/services, stability, expectations from employees etc.
(3) Available in company literature, library, business association, newspaper, employees, website
J S T , D R . M A N I S H A N K A R C .

25. OUTCOME-5
Possibly knowing who is going to interview the candidate
Maintaining separate file for job related information pertaining to different companies, positions, places etc.
Knowing about self, ones own personality, past training experience, likes, dislikes, employment goals
Keeping the resume, references questions for employer, samples of work, transcript etc. ready for the interview.
Dress code
Dress code/grooming are critical factors in hiring decision
First impression is important
Poor personal appearance and careless dressing leads to rejection
Checklist before job interviews
Neatly combed hair
Clean shaven or trimmed
Avoiding tobacco, highly spicy foods as onions, garlic before interview
Teeth brushed with fresh breath
Clean clothing
Pressed clothes
Shined shoes
Face, hands, fingernails cleaned
J S T , D R . M A N I S H A N K A R C .

26. OUTCOME-5
Present your strengths
Telling what the candidate can do with reference to past examples
Comparing the skills, abilities, experiences, training and attitudes required by the employer with that of the employee
Examples of past experience showing job related strengths
Examples of specific problems, challenges, situations or skills to prove job related ones
Specific details like whom, when, where, what, how and why
Numbers showing how much, how many, how often, how long, how fast etc.
What to do during an interview?
Non-verbal Messages- Speaks larger than words
Few things those needs to be kept in mind are-
(1) Start it off like a winner
Handshake- A firm one with a pleasant smile and a positive and confident attitude.
Introduction with confidence and enthusiasm
Posture- Standing and sitting erect.
J S T , D R . M A N I S H A N K A R C .

27. OUTCOME-5
Avoiding fidgeting- One should avoid playing with hairs, clicking pen tops, tapping feet, unconsciously touching body parts.
Eye Contact- Creates positive image about the candidate
Moving hands- Gesturing or talking with hands in moderation is good.
(2) Being comfortable- Sitting comfortably facing the interviewer creates a positive impact.
(3) Listening attentively- Taking notes if questions are long and listening carefully is important for the interviewee.
(4) Avoid nervous mannerisms- The nervous behavior should not be shown by being calm and composed as everyone is nervous to
an extent.
(5) Speaking clearly- Using right grammar, friendly tone and avoiding answers with only yes/no should be followed. Clarifying and
explaining is good for making the right image.
(6) Positive and enthusiastic- Showing interest and avoiding complaints about past employers, jobs, classes is must to avoid
negative image.
(7) Asking right questions- Asking right questions to the interviewer shows the candidate‟s interest.
Better not to ask anything about salary and benefits.
(8) While answering questions one should be- Concise- answer short and to the point.
Provide examples- Provide examples supporting the answers
Honest- State the truth and admit what is unknown
Keep the guard up- Decide what is to be told and what not to be told to the interviewer and not get swayed away
J S T , D R . M A N I S H A N K A R C .