1. EMPLOYABILITY
QUOTIENT
Dr. V. Vaidehi Priyal

2. RESUME BUILDING
◦ Your resume (sometimes called your "CV") is your most important tool when applying for a job.
It doesn't matter how qualified you are, or how much experience you have - if your resume is
poorly presented or badly written, you're going to have trouble getting the job you want - or
even an interview.
The purpose of a resume
Your resume is a marketing tool. It needs to demonstrate:
 That you are employable
 How you meet the job and the organisation's requirements
 That you have the right qualifications and education
 That you have the right experience and skills
 That you have the right level of professionalism for the job

3. RESUME BUILDING
How long should a resume be?
◦ There is no set length for a resume. A resume varies in length depending on your experience and education. If you
haven't worked much before, one or two pages is best, but three pages is okay if you've got a lot of study and work
behind you.
◦ Make sure you don't pad out your resume. If your resume is only one page, as long as it's well-presented it might
get better results than a two-page resume full of unnecessary information.
How should order my resume?
◦ Generally it's always good to present the information on your resume in this order:
1. Contact details
2. Opening statement
3. List of key skills
4. List of technical/software skills
5. Personal attributes/career overview
6. Educational qualifications
7. Employment history/volunteering/work placements
8. References/referees
◦ Not everything in this list must appear on your resume every time, and the order can change from application to
application.

4. RESUME BUILDING
◦ The most important thing is to get the most useful information across first. For example, if your education history is not specifically
related to the job, put it toward the end of your resume, behind the information that is related to the job.
How to tailor a resume
◦ Ways that you can tailor your resume include:
 Using your opening statement to link your experience and education to the organisation and the requirements of the job
 Listing your most relevant key skills first
 Including examples of achievements that meet the advertised requirements of the job
 Including specifically relevant key words and phrases throughout your resume (see "Keywords" in "What Your Resume Should
Include", below)
What your resume should include
 Contact details
 Opening statement
 Key skills & strengths
 Technical/software skills
 Personal attributes
 Educational history
 Employment history
 References/referees
 Testimonials
 Keywords

5. ART OF GROUP DISCUSSION
◦ The Management institutes and Companies organize Group Discussions for the purpose admissions
and recruitments of freshers.
The purpose of GD being:
 To judge the leadership qualities
 Analytical abilities
 Problem solving capabilities
 Communication Skills
Structure of Group Discussions
◦ As obvious from the name itself, Group Discussions take place within a group of people. (say 10 to 30)
◦ A Debatable Topic or Problem is presented either in writing on a blackboard or is stated verbally by
the person in charge, representing the organization.
◦ This person is called the Moderator or Coordinator or Facilitator.
◦ There is also a panel of judges, who just silently observe and evaluate the candidates.

6. ART OF GROUP DISCUSSION
Responsibilities of the Moderator are:
◦ To introduce the topic to the group of candidates.
◦ Guide and control the flow of discussion among the group members.
◦ Maintain discipline, as the discussion may get too aggressive or even unruly at times.
◦ Keep the time-as only a limited period; say of 20-30 minutes is assigned to each
session.
◦ To also judge and evaluate the candidates on the basis of their initiative, capabilities
and other factors of importance.

7. ART OF GROUP DISCUSSION
A Group Discussion in Progress
◦ A Group Discussion in progress is a virtual war of words. Before the actual discussion
ensues, the candidates are given the topic and are allowed about 5 minutes to mull over
the subject and prepare their arguments.
◦ This is how it typically moves forward and what needs to be kept in mind:
 One needs quick and original thinking.
 The topic may be related to current affairs or some industry related problem.
 A sound knowledge of national and international affairs is a must.
 Once the group settles back, one of the members is supposed to initiate the discussion. There can be
more than one person trying to begin. In that case one needs to be really assertive and aggressive to
take the lead.
 Contrarily if only one person opens the dialogue, then he/she will surely be noticed but one should be
noticed for the substance rather than saying something meaningless.
 Other members should immediately pick up the thread and carry the discussion forward.
 Remember that time is of vital importance and before any one realizes it will be up and the discussion
will be declared closed.

8. Tips for Effective Participation in a GD
◦ Keep your knowledge of current affairs-especially ‘hot’ topics up to date.
◦ If it is a fresher’s interview for an industry or bank etc. then one should gather
knowledge about their mission, systems and challenges etc.
◦ It may be useful to hold mock group discussions with friends or classmates.
◦ Preparedness and self-confidence are the keys to success in a group discussion.
◦ Grab an opportunity to speak but never lose sight of the main topic.
◦ Be aggressive in presenting your viewpoint but do not be arrogant.
◦ Speak clearly and loudly enough for everyone to hear what you are saying.
◦ Don’t just say that you agree or disagree with a particular person-present your
viewpoint with clear explanations.

9. Tips for Effective Participation in a GD
◦ Remember that in a discussion a person is judged for the leadership qualities and
original thinking. Hence speak fast and sensibly.
◦ Listen attentively to others so that an important point is not missed out. Sometimes if
any speaker cannot explain the point properly, you can adopt and explain the point as
your own.
◦ You get evaluated not for your thinking but expressing your viewpoint and in the
manner you do so.
◦ If you perceive that the discussion is moving towards its end, try to quickly take an
opportunity to summarize it and draw logical conclusions.
◦ During the discussion try to maintain an eye contact with the other speakers and do
not focus attention on the moderator alone.
◦ Your confidence and communication skills are the best tools in a Group Discussion.
Use them deftly and expertly.

10. Human Resources Interview Round:
Facing the HR Round Interview
Here are 8 tips to a successful interview at the HR department:
1. Arrive 10 to 15 minutes early. This gives you time to take a couple of deep breaths, relax, stop in
the washroom to check your appearance, and gather your thoughts. It also looks good to the
interviewer.
2. Always greet your interviewer by his/her last name. If you aren’t sure how to pronounce it, you
should find out from other staff in advance.
3. Always let the interview be lead by your interviewer.
4. Don’t be afraid to stress your achievements.
5. Be enthusiastic, both verbally and with body language.
6. When you are answering questions always answer in a manner that is relevant to the position you
are applying for, and always emphasize what you can do for the company. Don’t be afraid to refer
to your accomplishments, skills, and experience often.
7. Have an extra resume with you.
8. Try to avoid yes and no answers, instead elaborating your answer whenever possible.

11. PSYCHOMETRIC TEST
What is a Psychometric Test?
◦ A psychometric test is any activity or assessment that is conducted in order to evaluate a candidate performance
and includes, but is not limited to, skills, knowledge, abilities, personality traits, attitudes and job/academic
potential.
◦ There are many psychometric test styles and formats with 3 main areas we will elaborate on. They are aptitude
tests, behavioural tests and assessment centres.
Three Common Psychometric Testing Areas:
◦ Keeping all these things in mind, it is no wonder that practising beforehand for your assessments is crucial to your
success.
1. Aptitude Tests: These tests have the goal of assessing various cognitive abilities from numeracy and literacy skills
to spatial awareness and more.
2. Behavioural Tests: These tests are intended to highlight specific personality traits that could indicate suitability for
specific roles. These can come in the form of personality questionnaires, leadership tests, motivation tests and
situational judgement tests.
3. Assessment Centres: Assessment centres are based on human interaction assessments. Various exercises utilise
job-specific skills and simulations and are usually carried out by assessors/psychologists.

12. PSYCHOMETRIC TEST
Types of Psychometric Tests
◦ Psychometric tests are used to measure a variety of skills needed to fulfil the duties of the job
they are associated with. Continue reading to find out more on what each type of psychometric
test measures as well as the concepts you are sure to encounter:
 Numerical Tests
 Verbal Tests
 Logical Tests
 Technical Tests
 Spatial Reasoning Tests
 Mechanical & Electrical Reasoning Tests
 Error-Checking Tests
 Concentration Tests

13. MOCK INTERVIEW
◦ A Mock Interview is a practice interview designed to simulate a real job interview as closely as
possible. Mock interviews are one of the best ways to improve interview skills and prepare for
an interview. The practice gained in a mock interview is invaluable. Mock interviews can be
completed in person, by phone or by video conference. All three methods work well. The key
to success in a mock interview is recreating the interview experience as much as possible.
◦ Purposes/Objectives of Mock Interview
1. Practicing for actual interview.
2. Describes the manner of actual interview.
3. Develops the strategy of interview.
4. Minimize worry and anxiety prior to actual interview.
5. Aims at making firms impression effective.
6. Practicing communicating of one’s skill clearly.

14. MOCK INTERVIEW
Questions which are asked normally during mock interview:
• What was the toughest decision you had to make?
• Why do you want to work for this organisation?
• Why should we employ you?
• If we hire you, what changes would you make?
• Can you offer a career path?
• What are you greatest strengths?
• What are you greatest weakness?
• What didn’t you like about your previous jobs you have held?
• How do you spend your leisure time?
• Are there weakness in your education or experience?
• Where do you want to five years from now?
• What are your salary expectations?
• What would you do if your computer broke down during an audit?
• What type of position you interested in?
• Tell me something about yourself.
• Do you have any questions about the organisation or job?

15. How to Prepare for a Mock Interview
A mock interview is a practice interview, but you need to take it seriously, just as you would an actual job
interview. Consider the mock interview as a dress rehearsal. Keep the following things in mind to ace your
mock interview:
◦ Choose the right mock interviewer. It’s easy to ask a friend or a family member, but if you want to get
objective and honest feedback, you may want to ask someone with experience in interviewing job
candidates. You can also choose a professional who works in your industry.
◦ Choose a professional setting. You need a venue that simulates the environment of an office.
◦ Be early. Arrive 15-30 minutes early.
◦ Bring the necessary items. Don’t forget to bring your resume and any other documents you may need. Also,
bring a notepad so that you can take notes from your mock interviewer’s feedback.
◦ Dress smart and sharp. Wear the same kind of attire you expect to wear to the actual interview.
◦ Prepare your answers to common interview questions, but don’t memorize them. You want to avoid
sounding like a robot with canned responses. Bear in mind that you’re doing an interview not to take a test
but to engage in a conversation to determine if you’re suitable for the job.

16. THANK YOU
“Practice makes Perfect”