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Personality Development

Personality Development

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Published by satpal lamba
There are immense possibilities within you to develop your personality with strong character. You must recognize and understand them. The key to success is hidden within you. The wealth you have earned is not important but what is important is the means you have adopted for acquiring that wealth.
There are immense possibilities within you to develop your personality with strong character. You must recognize and understand them. The key to success is hidden within you. The wealth you have earned is not important but what is important is the means you have adopted for acquiring that wealth.

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Published by: satpal lamba on Aug 17, 2008
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Personality DevelopmentArt of Facing InterviewsThe most commonly used tools for the selection process is the personal interview.An interview is a conversation with a purpose between two persons or groups ofpersons. They are done not only for the purpose of recruitment or selection for apost, but also to gather information from someone important.Even through it is a two-way traffic, it is mostly seen that the employed is theone who asks questions and the interviewee is supposed to reply. Differentpurposes of a personal interview are – to rate a candidate for his physicalappearance, education achievement and qualification, level of intelligence,background, interests and aptitude, There are different types of interviews, like:1. Informal Interview: This is the type of interview that is conducted in aninformal setting. The interview can be held at the residence of the managingdirector for the post of a legal consultant. Similarly, many senior level jobassignments are finalized during dinner at some hotel or restaurant.2. Formal interview: This is the interview that is conducted most commonly forrecruitment of personnel. In such interviews the candidate is called for aninterview at a particular location and time. The candidate is required to answerquestions asked, based on the outcome of which he is rated for selection.3. Patterned Interview: To maintain a uniform approach there are few interviewswhere a set pattern of questions are asked. In such patterned interview the choiceof person conducting the interview is restricted and the selection criteria arealso limited within a set frame.4. Depth Interview: In such a interview, questions are based upon a specific areaof the interviewee’s interest. In a depth interview the person has to answer indetail. The academic competence and knowledge is tested thoroughly in such type ofinterviews.5. Stress Interview: For the selection of supervisor and executive positions, itis of equal importance to judge the suitability of individual competence based onstress endurance along with knowledge and intelligence. Therefore a candidate isrequired to appear for the stress interview. In such and interview a person isrequired to respond to a tress situation and the assessment is done on the basisof the response.6. Group Interview: When we are required to perform a task in a group theselection is done in a group interview and the candidate along with a group isasked to solve a particular problem. The performance and behavior is, however,assessed and rated individually.7. Panel Interview: For a senior level position selection, a panel of expertsselects the candidate.Personality and behavior traits are very important for performing well ininterviews. Interviews, at times, become a hurdle between success and failure forpersons just out of college. You have to present your competence for a particularjob within a short period of fifteen to forty five minutes. The candidate isassessed for his behaviour, mannerism, attitude, IQ, stress enduring, capability,general awareness, knowledge of the subjects studied and mental frame of mind totake up the position for which he/she has applied. For a young student it isimportant that he prepares well for crossing this hurdle. He must be ready for thecompetitive written examinations as well as for the face to face interviewListed below are a few interview do nots and usual reasons for failure ininterviews that every candidate should keep in mind:The candidate should not lack self-confidence or appear shaky.The hello-effect of the candidate should be impressive to the interviewingboard.Poor communication skills are an absolute put-off.Body language must not reflect negativity.The candidate must not lack the relevant subject knowledge.There is a difference between self confidence and over confidence. Even if
 
the expectation level of the candidate is high, he should not exhibit arrogance.The candidate’s background and family history are important.The candidate must have reasonable amount of Knowledge about the company andthe industry in which he has applied for employment.The candidate must not be improperly dressed or lack a sense of hygiene.If the interview board is harsh, the candidate must not lose his or her coolduring the interview.The candidate must give a focused reply.Also, at time, the number of candidates is very large and board members areunable give sufficient time to each candidate for answering. Thus, answers shouldbe as precise as possible.10 Simple rules of InterviewRule I-Behave as you are: A person facing an interview is generally nervous anddoes not behave as his or her normal self. He tries to follow the set guidelinesthat he has been told and in the process becomes very stiff and unnatural. Do notact, be yourself.Rule II-Reach the interview site well before time: The early arrival at theinterview venue will give you time to understand the office culture, the localetiquette and the expectation of the office and a chance to adapt to theparticular environment. Reaching in advance also gives you the time to makeyourself comfortable and more presentable by giving you time to freshen up. Thesettling time will help you to handle difficult situation properly.Rule III -Try to know the company: The interview board expects you to know whatthe company is doing and what the industry norms the company is in are. Preparefrom all sources such as the internet, company brouchers and other sources, ifany. Try to find out the company’s area of operation and expansion/diversification plans for which they are recruiting people.Rule IV-Be focused: The purpose of your appearing for the interview is that youare looking for a job. The questions asked by the board will at times derail yourprepared answers and will take you to a different direction. Try to be focusedabout your strength areas and the requirements of the company concerned. Try to beas short and straight as possible while dealing with a controversial issue.Rule V-Behave as if you are already in the job: When a person applies for the jobof a front desk manager, the interview board will like to see him in that pretextand would judge him keeping that person in the mould of a manager. If he startsfeeling and behaving like a manager, half the work is done.Rule VI-Be genuine and honest: Never lie to the board members. It is very easy forthem to judge the truth or falsity of any statement or claim. Besides, everyonewould like to reward your honesty.Rule VII-Never answer question about which you are not sure: If you are honest instaying that you do not know the answer, people will appreciate it more than ifyou guess something absurd.Rule VIII-Wish all members before and after the interview: It has been noticedthat many candidates do not feel it necessary to wish the members and many othersskip it due to nervousness. It does not give a good first impression of thecandidate if he does not wish the board members.Rule IX-Mind your body language: It is extremely important to mind your bodylanguage in the interview as you meticulously plan the words you utter.Rule X-Anticipate the probable questions:When we are to appear for an interview we do have a clue as to what questions theboard will ask. Say, a person has an education gap of two years mentioned in hisCV. The board would like to know what the candidate was doing during that period.Similarly, a housewife applying for a teacher’s post will in all probability beasked about her routine for the day. Well-prepared answers for irritatingquestions will help you fare better in the interview.Personality Test
 
There are several tests to judge the mental aptitude. Motivation level, attitude,inter personal skills and communications skills of a person. Many companies,prior to recruitment, conduct these tests as they find the formal way of face toface interviews not good enough to judge the personality of an individual. Thesepersonality tests are done in a controlled environment. The personality test canidentify an individual’s:• value system,• emotional reaction to a critical situation,• moods and handling a crisis,• ability to adjust himself to the stress of day-to-day executive lifestyle,• self confidence, personal ambition , emotional control and sociability etc.To assess some of the behavioral traits such as impulsive, emotional reaction,fear, patience, distrust, optimism, initiative and leadership capability, thecompanies generally conduct these tests. This can be used for the selection of theright candidate who can handle difficult situations with case.There are three types of personality test, which are conducted by most of thecompanies. We may like to know what are intended for and how they are conducted.Objective test:These tests are conducted to assess the level of irrational tendencies in a personthat arise in a not always get a working environment where all his subordinatesare co-operative of his endeavour. These tests indicate the self-confidence of theperson and also help in assessing the domination and submission of the person.Projective test:These are some of the tests in which a person is required to interpret thesituation or react to a stimulus. The response of the person to these stimuli willindicate the person’s motives, value and his personality in total. When we arerequired to react to such a situation, we always to interpret it in a way we deemis right as per our own value. The results will be biased if the person conductingthe test has indicated his own view.Situation test :These assess a person’s capability of handling stress. These tests are conductedin a room with no identified leader to guide it to structured discussions. Thediscussion is allowed to take its own course and people are allowed to come outfreely and openly to express themselves. People generally behave spontaneously insuch an environment.Types of PersonalitiesWell known behavioral scientists and psychologists have identified many types ofpersonalities. We shall concentrate on the nine types of personalities. These areperfectionists, Helpers, Romantics, Achievers, Asserters, Questioners, Adventures,Observers and Peacemakers. They have their own unique personality traits that arebriefly analyzed below.The perfectionist:Perfectionists are realistic, conscientious and principled. They strived to liveup to their high ideals. They can be got along well with if you take your share ofthe responsibilities so they do not end up with all the work. You need toacknowledge their achievements. It is better if you tell perfectionist that youvalue his\her advice. Perfectionists also expect others to be fair andconsiderate, as they are.A perfectionist would like to be self disciplined and be able to accomplish agreat deal. He would like to work hard to make the world a better place, havinghigh standards and ethics. They are reasonable, responsible, and dedicated ineverything they do.Example: The great Indian software business leader Narayan Murthy falls in thecategory of a perfectionist.

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