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Post the Details of Your FEST/Workshop/Seminar and Any EVENT to Promote through us @ FREE.
Posted by avnrurfriend in EVENT CONTACT FORM on Saturday, December 4, 2010
Fill the Details of Your FEST/Workshop/Seminar and Any EVENT to Promote through us @ FREE.
Simply By Clicking The Below Fill Out My Form Button
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How Secure Is Your Password?
Posted by avnrurfriend in ZEAL on Friday, December 3, 2010
It has become very easy for the hackers to hack your password.
Do u know how secure and strong ur password is?
Now-a-days using advanced algorithms developed it is very easy to hack your password within hours. Hours is not a big time. Expect ur password is hacked and the hacker is logged into ur account and been playing with ur account. He can even get u caught to the police doing some disguisting things with ur account.
So its very important to secure ur password. It is easy only when ur password is strong.
Check how strong is ur password here
How to choose a good and strong password.
- Use at least eight characters.
- Use number and special characters like , . / ] [. This is the best thing which makes ur password very much stronger.
- Don't use a word found in a dictionary, English or foreign.
And latest browsers come with an option to save ur password for further simpler log ins. Don't do it.
Types of Interviews
Posted by avnrurfriend in INTERVIEW
Types of Interviews
Stress Interview
Stress interviews are used to see how the jobseeker handle himself. You may be sarcastic or argumentative, or may keep him waiting. You may also lapse into silence at some point during the questioning, this is used as an attempt to unnerve the jobseeker.
One-On-One Interview
In a one-on-one interview, it has been established that the jobseeker has the skills and education necessary for the position. You want to see if the jobseeker will fit in with the company, and how his/her skills complement the rest of the department. In a one-on-one interview the jobseeker's goal is to establish rapport with the interviewer and to show that his/her qualifications will benefit the company.
Screening Interview
A screening interview is meant to weed out unqualified candidates. Providing facts about the skills is more important than establishing rapport. Interviewers will work from an outline of points they want to cover, looking for inconsistencies in the jobseeker's resume and challenging his/her qualifications. One type of screening interview is the telephone interview.
Lunch Interview
The same rules apply in lunch interviews as in those held at the office. The setting may be more casual, but it is a business lunch and the jobseeker has to be watched carefully. The jobseeker must use the lunch interview to develop common ground with your interviewer.
Committee Interview
Committee interviews are a common practice. Jobseeker will have to face several members of the company who have a say in whether he/she is hired. In some committee interviews, you can ask the jobseeker to demonstrate his/her problem-solving skills. The committee will outline a situation and ask him/her to formulate a plan that deals with the problem. The interviewers are looking for how the jobseeker apply his/her knowledge and skills to a real-life situation.
Group Interview
A group interview is usually designed to uncover the leadership potential of prospective managers and employees who will be dealing with the public. The front-runner candidates are gathered together in an informal, discussion-type interview. A subject is introduced and the interviewer will start off the discussion. The goal of the group interview is to see how the jobseeker interact with others and how use him/her knowledge and reasoning powers to win others over.
Telephone Interview
Telephone interviews are merely screening interviews meant to eliminate poorly qualified candidates so that only a few are left for personal interviews. The jobseeker's mission in this interviewed is to be invited for a personal face-to-face interview.
Informational Interview
Typically this is an interview set up at the jobseeker's request with a Human Resources Manager or a departmental supervisor in the career field he/she is interested in. The purpose of this interview is to help the jobseeker find out more about a particular career, position or company. He/she is seeking information from these people in hopes that they might refer him/her to someone else in their company or to somebody they may know outside their company who could use your skills.
The Informational Interview is a part of the “cold-calling” process whereby jobseekers are generating their own job leads.
Screening Interview
Typically this is the first step a company takes after the resumes have been scrutinized. The purpose of this meeting is to assess the skills and personality traits of the potential candidates. The objective ultimately is to “screen out” those applicants the interviewer feels should not be hired due to lack of skills or bad first impressions. The interviewer must also “screen in” those candidates she/he feels would make a valuable contribution to the company. Your job during this preliminary meeting is to convince this person you are worthy to take the next step.
The General/Structured Interview
Frequently the Screening Interview is combined with the General Interview due to time constraints many companies have during the hiring process. Often the jobseeker will meet with the supervisor over the position for which he/she is applying. During this interview he/she will be discussing the specifics of the position, the company and industry.
