3-DAY

WORKSHOP ON
CONTEMPORARY
RECRUITMENT
SKILLS IN MBA (IB)
MANJOT K.S. GILL

CXO Coach [Udyant

Awardee] Visiting
Faculty &/or Career
Coach @ 4 IIM's
Program Leader for Dr
Daniel Goleman's
Emotional Intelligence
by American
Management Association
 DAY 1
SNO. TOPICS PAGE NO.
1. HIGH PERFORMANCE EQUATION 5-8
 Role clarity
 Ability
 Motivation
2. THE BALL ACTIVITY CONDUCTED TO SEE THE TEAMWORK 9-11

3. FORMAT OF CURRICULUM VITAE 12-15

4. GROUP DISCUSSION 16-25
 Parameter Of Group Discussion
 Important Topics In Group Discussion
 MOCK GD’S
 HIGH
PERFORMANCE
EQUATION

High Performance=
Role Clarity x
Ability x
Motivation
 ROLE CLARITY
Plays a major role as it is the degree to which person have
a clear understanding of their tasks, responsibilities and
processes at work.
It is not limited to their own role; it also includes their
teams role.
Clarity is an essential part of productivity
It someone is not clear about their role it can cause stress
and confusion.
So, in order to reduce these feelings and improve personal
effectiveness and the organization’s overall performance,
“ROLE CLARITY IS CRUCIAL”.
ABILITY
Ability naturally reflects the knowledge and skills
acquired through education, work and life
experience, so it is vital to attract the best capable
people.
Ability is the physical, intellectual or emotional
capability of employee to get the work done. Is
employee even able to do what is required in the
work?
 MOTIVATION
Firms need people who can carry out a firm's mission and want to do so. Ability is irrelevant without people's
willingness to use them.
When an employee's interest benefits outweigh the cost, the employee is motivated.
Motivation can be negative, extrinsic or intrinsic. Even if a field service engineer has the skill, there is no
guarantee of high performance. Motivation is usually provided using sticks or carrots even though the most
effective form of motivation is self-motivation, or I do it well because I want to. Increasing self-motivation in field
service engineers is the responsibility of the manager and there are simple and effective techniques to achieve this.
 THE BALL ACTIVITY CONDUCTED
TO SEE THE TEAMWORK
A activity with balls was given by the resource person MR. MANJOT K.S. GILL

In the first round, only 1 ball has to be passed by toss to the other team member. 60 balls should be
passed and if the ball drops 5 balls will be neglected. In 15 sec 19 balls were passed and the others
were dropped by the team members.
In the second round, their was 1 balls and the target was to collect 60 balls in 25 sec and we achieved
our target in 15 sec but we dropped some balls. So, only 35 balls were counted.
In the third round, their were 3 balls and the target was to collect 60 balls in 3min but only 45 balls
were collected because some balls were dropped by the team members.
ROUND 1 TARGET ESTIMATE
60 Balls 19 Balls (15sec)

ROUND 2 60 Balls (25sec) 35 Balls (15sec)

ROUND 3 60 Balls (3min) 45 Balls (3min)

By this we concluded that a team
needs practice while working
together.
Team should focus on the goals
they want to achieve.
In the team all should give equal
respect to each other.
If someone does something
wrong the whole team should
encourage the other person to do
work in a better way than bullying
the other person.
 FORMAT OF CURRICULUM VITAE
Font size: font size should be 12.
On the right hand side: Photograph is to be inserted (the background of the
picture should be white and the picture should in formal dress code)
Career Objective: It should be in a sentence or two.
Key Attributes: It should of 3-4 lines and should be elaborated.
Professional/Education Qualification: it include the overall education done by
the person.
Professional Certificate: The online courses completed ( 20+ hours programme should be mentioned)

Corporate Exposure: It includes the internships, past job. The brief description of the organization.

Extra Curricular Activities: It includes the workshops, participation in sports and other activities.

Personal Details: it includes DOB, Passport NO., Language Proficiency, Software skills, Martial
Status, Nationality.
Declaration: It includes that all the information you have included is correct to the best of your
knowledge.
Professional References: People with whom you have worked.

•It includes the name, signature, contact number, email address of the person.
Passport size
Photo
GROUP
DISCUSSION
Group discussion is an
assessment tool used by
institutes and companies to
identify the best candidate
among all the applicants.
Usually, 10-15 candidates
participate in the discussion and
the topic for discussion is given
by panelists.
PARAMETER OF GROUP DISCUSSION:

1. Good Group Behaviour

2. Don’t look at your observer
3. Strength of content
4. Body language
5. Optimum speech
6. Good opening and good closing
PARAMETER OF GROUP DISCUSSION
Good Group Behaviour:

The behaviour of every candidate is good. They should be energetic and enthusiastic.

Don’t look at your observer:

Participate avoid look at their observer. They look at their candidate who participate in the group discussion.

Strength of content:

If you are making a content heavy point, especially with some facts and numbers, then everybody else will listen to
what you have to say. This generally helps in making subsequent entries in the discussion.
Body language:

Positive body gestures are a sign of confidence and security. They are a sign of active
participation and leave a good impression. Positive gestures include Walking upright, Shaking
hands confidently etc. Often body language conveys a lot of messages that words may not.

Optimum speech:

The speech must be of 1to 1.5 minute. Communicate clearly and fluently ..

Good opening and good closing:

Every candidate should have a good opening and good closing . Keep the content relevant. Use
questions and quotes. Use your time efficiently. Listen intently. Maintain relevance.
IMPORTANT
TOPICS IN
GROUP
DISCUSSION
 SOCIAL  LEGAL

 POLITICAL  TECHNICAL

 ECONOMIC  ABSTRACT
Social topics-

Security of women in India’s in metros.

Reservation for women in higher education

‘Beti Bachao – Beti Padhao’ is a success.

Child marriages in India.

Capping on wedding expenses is unfair.

Political topics-

It includes regional, national, international,

Capital Punishment, Democracy ,
Liberalization , National Anthem, Terrorism.
Economic topics-

Poverty in India.

Blue Economy.

Voice of the Global South summit. 

India's G20 presidency 2023.

India-Bangladesh relations.

Cyber Warfare.

Inclusive Growth.

China plus one.

Legal topics-

Women rights in parental property

Technical topics-

Marketing

Management student

Finance

Ordinary
Abstract topics-

There is no right way to do a wrong thing.

Haste makes waste.

Borderless world – a myth/reality?

Food is more important than Ethics.

Good things come from good thinking.

Every cloud has a silver lining.

Brands and lives.

 MOCK GD’S
Mock GD’s were conducted some of the topics were given to the
group.

The group prepared for the topic for sometime and then GD were
started.

The topics given for the GD are:

1. Attendance should be made mandatory in university courses.

2. How Khelo India can be a game changing initiative nationally.

3. Women are better managers than man.

 DAY 2
SNO. TOPICS PAGE NO.

1. ONLINE PLATFORM WHERE YOU CAN DO COURSES 27

2. COURSES YOU MUST DO 28

3. 14 LEADERSHIP PRINCIPLES OF AMAZON 29-32

 The principles used by Group A
 The principles used by Group B

4. TOP 50 COMPANIES 33

5. PUZZLE ACTIVITY 34-35

ONLINE PLATFORM WHERE
YOU CAN DO COURSES
COURSES YOU MUST DO
1. Design thinking

2. Emotional intelligence

3. MS Excel

4. Multiple intelligence

5. Leadership for young manager

6. Academic writing
 14 LEADERSHIP
PRINCIPLES OF
AMAZON

Two groups were divided

and they were given a task
to given presentation by
using any 5 leadership
principles which they can
used in their CV to make
their CV much better.
 The principles used by Group A are
1. Customer obsession
2. Invent & simplify
3. Think Big
4. Are right, a lot
5. Earn trust
 The principles used by Group B are
1. Customer obsession
2. Learn and be curious
3. Earn trust
4. Hire and develop the best
5. Deliver results
After presentation sir asked some
question that how we can use these
terms Think Big, Earn Trust in our CV
to built our CV.

The students tried to give some

examples like:

Think big can be used as I have

developed critical thinking capability
which empowers me to make right
decisions.

Earn trust can be used as honesty

builds trust and contributes to a culture
of open communication, value among
co-workers and transparency.
 Rank Company Name

Top 50 companies 1 Reliance Industries Ltd

2 Tata Consultancy Services Ltd

3 HDFC Bank Ltd

In the workshop sir guided 4 Infosys Ltd
us about to find the top 50
5 Hindustan Unilever Ltd
companies where we can
6 ICICI Bank Ltd
see our future. Go to the
7 Housing Development Finance Corporation Ltd
sites of the companies in
8 State Bank of India
the career section and see
9 Bajaj Finance Ltd
the job roles that matches
10 Kotak Mahindra Bank Ltd
with our job description.
11 Wipro Ltd

12 Bharti Airtel Ltd

13 Asian Paints Ltd

14 HCL Technologies Ltd

 PUZZLE ACTIVITY
Doing puzzles and playing puzzle games regularly also helps to
form new connections within your brain cells, improving your short
term memory.

In this activity there were 12 boxes.

11 students were standing in each box.
The 11 students were given random numbers.
The rule of the activity was the students can’t move diagonally.
The students have to come to that number which is given to them.
There were 2 rounds and only 8 students came to their number
which was given to them in both the rounds.
After the activity we concluded that we were too
zoomed in.

Many times we have to zoom out and think to

solve the problems.
 DAY 3
SNO. TOPICS PAGE NO.
1. COVER LETTER 37-39
 Format Of Cover Letter
 Instructions To Be Used While Writing Cover Letter
2. INTERVIEW 40-45
 What Are Interview Skills?
 Types of Interview
3. ROADMAP OF PLACEMENTS 46-47
4. DIMENSIONS MATRIX 48
5. HYGIENIC FACTORS 49-52
6. EXECUTIVE PRESENCE 53
7. WHAT IS THE BEST WAY TO BUILD EXECUTIVE PRESENCE IN AN 54
ORGANIZATION?
8. MUST READ THESE 3 BOOKS 55
9. MUST WATCH MOVIE 56
10. SUGGESTED COMPANIES 57
 COVER
LETTER

A cover letter, also known as

an application letter, is a document
you send with your resume that
provides additional information
about skills and experiences related
to the job you're applying to. It
typically includes three to four
paragraphs that highlight your skills,
experience and achievements in
relation to the position you’re
applying for.
 FORMAT OF COVER LETTER
SUBJECT: Application for the position of XYZ (Job Code____)
Dear Sir/Mam
This is with reference to the job role of XYZ published in The Ascent on 22
January, 2023.
Please find enclosed my detailed CV. I hope to hear from you at your earliest
convenience.
Kind Regards
ABC Sharma
 INSTRUCTIONS TO BE USED
WHILE WRITING COVER LETTER
Subject should be to the point.

Mention Job Code at the end of the subject.

Use proper greeting to open your cover letter.

Mention keywords according to the job role.

Give reference about the job advertisement.

End the cover letter with a professional closing salutation such as:

Warm regards, best regards, kind regards, etc.

INTERVIEW
An interview is a procedure
designed to obtain
information from a person
through oral responses to oral
inquiries.

Gary Dessler states,

“Interview is a selection
procedure designed to predict
future job performance based
on applicants’ responses to
oral inquiries.
 WHAT ARE INTERVIEW SKILLS?
Interviewing skills are the emotional and tactical techniques that make job seekers more effective when. These skills
are important to gain, just like the technical skills and workplace skills you need to perform well in a position.

Why interview is important ?

1. The assessment of the employees

2. No other procedure

3. It forms a bridge between the sender and the receiver

4. Speaking skills

5. Social behavior is analyzed

 TYPES OF INTERVIEW
1. Behavioral based interviews

2. Technical interview (Area of specialization, series of questions,

practical)

3. Stress interview (Challenging Work environment, personal

comments about appearance, How you work under pressure)
BEHAVIORAL BASED INTERVIEW

A behavioral-based interview is when an employer asks a job

candidate questions about past behavior in order to determine
if he or she actually has experience carrying out specific tasks.
This interviewing technique has steadily grown popular
among businesses that want to acquire more information about
applicants before hiring someone on. Many interview
questions can generally be answered with a simple “Yes” or
“No.” However, with behavioral-based interview questions,
the interviewee essentially has to tell a story of a specific
incident at a previous place of employment in order to
showcase his or her proficiency in the area being inquired
about. These types of questions are also good for injecting a
certain amount of spontaneity into the interviewing process
because candidates may have not necessarily prepared the
story out beforehand.
TECHNICAL INTERVIEWS
A technical interview is a type of interview
format that employers use when they want to
gauge a candidate's relative technical skills
to the job in question. Employers typically
use technical interviews when evaluating
candidates for roles in information
technology, healthcare, engineering and
science. However, employers may also
decide to conduct a technical interview to
determine a candidate's knowledge for a
variety of different specialties like
marketing, human resources, education or
hospitality.
STRESS INTERVIEWS

Individuals conducting stress interviews utilize an array of

psychological assessments to determine how individuals react
under pressure. During these types of interviews, the
individual conducting the interview utilizes numerous
strategies to make the interview difficult for the job candidate.

Interviewers typically do not notify job candidates that they

will be participating in a stress interview since these
interviews are used to determine how people react during
uncomfortable, stressful, and unexpected circumstances.
Many interviewers do this to see how people react without
adequate preparation.

Stress interviews are usually conducted when filling stressful

jobs requiring constant adaption to new circumstances
 ROADMAP OF PLACEMENTS
1. ROLE CLARITY
2. SKILLS
3. INTERNSHIPS
4. CERTIFICATIONS
5. BE DIGITALLY ACTIVE
 ROADMAP OF PLACEMENTS
1. Be clear about the goals.
2. Develop skills
3. Internships are good source to gain knowledge and experience.
4. Online courses & certifications.
5. Make connections with alumni.
6. Regular update CV, LinkedIn.
7. Digitally active on LinkedIn, indeed, Naukri, etc.
 DIMENSIONS MATRIX

ATTRIBUTES CURRENT ASSESSMENT PROJECTED BEHAVIOUR

1.TECHNICAL

2. EDUCATION

3. INTERPERSONAL SKILLS

4. BUSINESS ACUMEN

5. MANAGERIAL
CAPABILITY
 HYGIENIC FACTORS
1. Confidence
2. Communication
3. Grooming
 CONFIDENCE
Confidence means feeling sure of yourself and
your abilities — not in an arrogant way, but in a
realistic, secure way. Confidence isn't about feeling
superior to others. It's a quiet inner knowledge that
you're capable.

Here are the 3 types of confidence one can have:

 Self-Centered Confidence.

 Perfection-Seeking Confidence.

 Faith-filled Confidence.
 COMMUNICATION

Communication is fundamental to the

existence and survival of humans as
well as to an organization. It is a
process of creating and sharing ideas,
information, views, facts, feelings from
one place, person or group to another.
Communication is the key to the
Directing function of management.
 GROOMING
Grooming is caring for
fingernails and hair examples of
these activities would be styling
hair, shaving, trimming and
painting fingernail.
 EXECUTIVE PRESENCE
Executive presence is about your ability to inspire confidence — inspiring confidence in your
subordinates that you're the leader they want to follow, inspiring confidence among peers that
you're capable and reliable and, most importantly, inspiring confidence among senior leaders that
you have the potential for great.

Those with an executive presence work well under pressure, communicate clearly, and have a
confident, capable persona. Think of a leader you trust impeccably – one that takes command of
a room without even trying and earns their followers' trust. That is executive presence working
in action.
WHAT IS THE BEST WAY TO BUILD EXECUTIVE
PRESENCE IN AN ORGANIZATION?
Executive presence is likely to
remain on the top of the list of
sought-after, strong leadership
qualities. Hold on to the leaders
who have it—they can be hard to
find. Work with your leaders to
cultivate the skills that can
improve it. Know that it will
always remain a little mysterious
and more than a little bit elusive.
MUST READ THESE 3 BOOKS
1. Who moved my cheese.

2. The One minute manager.

3. Seven habits if higher effective people.

MUST WATCH MOVIE
OTHER PEOPLE’S MONEY
SUGGESTED COMPANIES
SEBIZ GROUP

UPGLIND

INFOSYS

TECH MAHINDRA

TELEPERFORMANCE

COGNEESOL
 END
This workshop was very effective for MBA(IB) students.

It should be organized for the students every semester to encourage them.

The 3 days workshop impacted us in a positive way.

The experiences and knowledge share by Manjot K.S. Gill Sir has became a life lesson for us

Thank you

Manjot K.S. Gill for your precious time.

SUBMITTED BY:
PALLVI JAMWAL
JHANVI HEERA
[3rd semester MBA (IB)]