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AWANISH KUMAR SINGH-ITbytesclub-INMANTEC

How to Decide to Apply for a Job

By MIRIAM SALPETER

Just because you would be willing to take any job someone offers does not mean you should apply for every position you review. How can you evaluate job descriptions to decide if it is worth your time to submit an application? Answer the following questions:

Do you have the required qualifications? Employers are asking for the equivalent of the sun, moon, and stars in their preferred qualifications, but it's the mandatory requirements you need to review most closely. Unfortunately, if the job requires a bachelor's degree, and you do not have one, it is extremely unlikely the applicant tracking system will pass along your resume. Similarly, if the job mandates five years of experience and you are a new college graduate, it is probably a waste of time to apply.

Why are you the best person for the job? This is a different question then "are you minimally qualified?" Can you name several accomplishments in your work history that align you with the position? Do you know why you would be uniquely qualified for the position? Can you compose several stories detailing why you would be ideal for this job? If not, spend some time focusing on descriptions that are better suited to your qualifications.

Can you support your candidacy via your application materials? Copy and paste the job description into a file and highlight everything that you can support in your resume. Note every skill the job seeks and jot down something about your background that makes you a good fit. Brainstorm accomplishments most relevant to the position. If you can't think of anything to say or can't easily write about why you are a good fit, it's probably not a good position for you.

Does the job provide the experience you need to propel your career? There is nothing wrong with a lateral move where your title doesn't change, but be sure to evaluate what you'll be doing in the new job. Decide if those skills will help youmake your next move. If you're going to spend your time and energy applying and possibly submitting to a lengthy interview evaluation process, think about how the position fits your career goals before you move ahead.

Is the salary in line with your needs? You may not know exactly how much the position pays, but it is up to you to do some research. Use Glassdoor.com and Salary.com to help research likely salaries for the positions that interest you. Talk to people about salary ranges in their organizations and learn what companies fall in the typical salary ranges, plus which organizations pay more or less than average.

Are you willing to relocate? If you know a position requires living in a particular city, and you are not willing to relocate there, you are barking up the wrong tree if you apply. Yes, more companies allow telecommuting, and maybe you are the perfect candidate who may convince the organization to re-assess their staffing needs, but do not count on this flexibility if the job description says, "Must report to the Antarctica office."

Miriam Salpeter is a job search and social media consultant, career coach, author, speaker, resume writer, and owner ofKeppie Careers. She is author of Social Networking for Career Success. Miriam teaches job seekers and entrepreneurs how to incorporate social media tools along with traditional strategies to empower their success.

CONTENT SOURCE: money.usnews.com
AWANISH KUMAR SINGH-ITbytesclub-INMANTEC

10 Things You Should Know About Your Job Interviewer

Ever wonder what's going through the mind of the person sitting across from you at your job interview? Here are 10 things that you might not realize about your job interviewer. By: ALISON GREEN
1. We want to find the best person for the job. Because interviews are stressful, it's easy for a job candidate to start feeling like the interviewer is an adversary, but it's really the opposite—interviewers go into every interview hoping you'll be the right candidate. After all, we have a vacancy on our team, and we're highly motivated to find someone who's a great fit to fill it. We don't want to put you in a job you won't excel in.
2. We're busy. Interviewers don't always have time to respond to follow-up emails or calls to check the status of your application. Considerate interviewers will eventually get back to anyone who invested time in interviewing, but it might take longer than you'd like. And time constraints and higher priorities mean that your attempts to check in after your interview but before a decision has been made might go unanswered. You shouldn't take it personally.
3. We might have our hands tied by human resources. If you've ever encountered an interviewer who doesn't deviate from a set list of questions, or who won't give you any feedback, or who refuses to commit to a timeline for next steps, the problem might be HR. In some companies, HR issues unreasonable rules that restrict how candid hiring managers can be.
4. We're afraid of making the wrong hire. The costs of hiring the wrong person are high—work not being done properly, disruption to our team, potentially months of counseling and warnings, and the awfulness of having to fire someone. We're scrutinizing you to make sure that hiring you won't be a mistake.
5. We want to hire someone we get along with. Hiring isn't just about who has the best skills to do the job; it's also about who will fit in best with the workplace. Interviewers think about the fact that we're going to be around whoever we hire quite a bit, and no matter how skilled you are, we're not going to want to hire you if you're arrogant or whiny or otherwise unpleasant.
6. We're trying to figure out what you'll be like to manage. Smart hiring manager probe for insights into what you'll be like to manage: Will you require detailed reasoning for every little request or just get it done? Will you be a yes-man who never reveals what you really think, or a straight shooter we can count on for the truth? Will you require hand-holding, sulk when you get feedback, or complain about petty problems with your co-workers? We're on the lookout for signs of all of this.
7. We want you to help us figure out why we should hire you. Interviewing people is hard work. It's even harder if you have to drag answers and relevant information out of a candidate. You can help us see that you're right for the job by coming prepared with real-life examples of how you've excelled in the areas the job requires.
8. We won't always tell you what we really think. We might nod encouragingly while you badmouth your last boss, but we're really noting that you're willing to trash talk your employers. Or you might give an answer that's an instant deal-breaker, but you probably won't hear that on the spot—or even be able to tell. Part of interviewing is encouraging people to reveal themselves, which often means not showing any judgment during the meeting.
9. We're wondering what you're not telling us. We know candidates aren't always completely candid in interviews, and we're wondering what you are revealing. Is it something minor, like the fact that you really left your last job because your boss was a tyrant, or major, like the embezzling charge you narrowly avoided last year????
10. We hate rejecting people. In fact, some interviewers hate it so much that they don't do it, which is rude and unfair to candidates. But the rest of us do it, knowing all the while that you might have really wanted this job, even have been counting on it, and we hate it. We do know that our decisions have big impacts on other people's lives.
Alison Green writes the popular Ask a Manager blog, where she dispenses advice on career, job search, and management issues. She's also the co-author of Managing to Change the World: The Nonprofit Manager's Guide to Getting Results, and former chief of staff of a successful nonprofit organization, where she oversaw day-to-day staff management, hiring, firing, and employee development.
Source: http://money.usnews.com AWANISH KUMAR SINGH-ITbytesclub-INMANTEC

Tools for Branding Yourself in the Job Market

As they say, a picture is worth a thousand words.

Author: By HANNAH MORGAN

Today, people are consuming more content from their mobile devices, which means that content has to be easy to visually digest. When you combine this trend with the idea of creating a professional and memorable online reputation, why wouldn't you use some of the following tools to develop an impressive online presence?

Pinterest is hot. With more than 10.4 million users, Pinterest is the fastest growing social media site in history. There are many uses for this visual pinboard. It allows you to share photos, drawings, infographics, and more visuals, plus it will link to original content when sharing from websites. For career branding and job search, create boards to demonstrate your expertise, areas of knowledge, and interests. For example, you could create boards for industry infographics, news, and trends; must-read books; people of interest; work samples; clippings of mentions; and even your resume. But don't stop there. Make sure your profile is professionally descriptive and contains the right key words. Be sure to share your pins with your network and connections on Facebook, Twitter, and LinkedIn. Pinterest users say it is addictive, so try it and see for yourself.

Infographics make data fun. Reading numbers, percentages, and other data can boggle the mind. Thank goodness there are infographics to visually walk us through the data. Creating them requires an analytic mind, unless you follow the simple tutorials which allow you to build them on Re.vu or Vizualize.me. If you are brave enough to create your own from scratch, try Visual.ly. Post these on your blog or website, then share on Pinterest and other social networks to give it legs.

Make a splash. Build a splash page containing links to your social profiles and website. It becomes a one-stop shop for those who are interested in learning more about you. Write an interesting bio, toss in a good picture of yourself, link to your social profiles and voila, you've created your page. There are a couple of tools out there to help with this, such as About.me and Flavors.me. Once you have created your page, you can include the link as a website on your LinkedIn profile.

Document your story. Tumblr is a wonderful way to build an index of what you are saying, doing, and sharing across other social platforms. Or perhaps you want to share the news on an event you were involved in or a professional conference you attended. Try using Storify.com to showcase online references to an event you attended or organized. Rebelmouse.com is a newer tool that pulls what you share on Twitter, Pinterest, Facebook, and other sites into a single summary page. These pages become a single source for collecting what you are sharing and saying online, so be sure it is on-brand and professional.

Curate. Demonstrate that you are up on current events impacting your industry or occupation by creating your own online newspaper. Paper.li, Scoop.it, or Twylah.com enable you to specify the information you want shared on your newspapers. You can select news feeds, Twitter accounts, hashtags, and more and they update real-time. With minimal effort, you can build a collection of great content, worthy of sharing and catching the attention of others.

Building it won't ensure they will come. It isn't enough to just create sites with these tools. You can't sit back and wait for people to find them. Draw attention to them and share them with people. Are hiring managers and recruiters searching these tools to find their next great hire? The answer is, it depends on the industry. Your use of these tools is just another way of demonstrating current technology skills, subject matter, interest, and/or expertise and a bit of creativity. The real proof is in the delivery of the work you do.

Hannah Morgan is a speaker and author providing no-nonsense career advice; she guides job seekers and helps them navigate today's treacherous job search terrain. Hannah shares information about the latest trends, such as reputation management, social networking strategies, and other effective search techniques on her blog, Career Sherpa.

Source : money.usnews.com/ AWANISH KUMAR SINGH-ITbytesclub-INMANTEC

Search if a Phone number is registered for DNC/DND

Check your Phone number is registered for DNC/DND???:- Check DND registration status with BSNL: BSNL DND SEARCH Check DND registration status with TRAI : TRAI AWANISH KUMAR SINGH-ITbytesclub-INMANTEC Source: http://pcpr.bsnl.co.in/srchByPhoneNo.aspx

Love Your Job, But Never Fall In Love With Your Company

This is interesting. A MUST READ for people doing work late hours out there. An interesting speech delivered by a CEO of a premier IT company of India during an employee session with another IT company in India. He is incidentally, one of the top 50 Influential people of Asia according the latest Asia week publication and also the new IT Advisor to the Thailand Prime Minister.

Extract of Mr. Narayana Murthy's Speech during Mentor Session:

LOVE YOUR JOB, BUT NEVER FALL IN LOVE WITH YOUR COMPANY 'COZ U NEVER KNOW WHEN THE COMPANY STOPS LOVING YOU - Narayana Murthy

I know people who work 12 hours a day, six days a week, or more. Some people do so because of a work emergency where the long hours are only temporary. Other people I know have put in these hours for years. I don't know if they are working all these hours, but I do know they are in the office this long. Others put in long office hours because they are addicted to the workplace.

Whatever the reason for putting in overtime, working long hours over the long term is harmful to the person and to the organization.There are things managers can do to change this for everyone's benefit.



Being in the office long hours, over long periods of time, makes way for potential errors. My colleagues who are in the office long hours frequently make mistakes caused by fatigue. Correcting these mistakes requires their time as well as the time and energy of others.

I have seen people work Tuesday through Friday to correct mistakes made after 5 PM on Monday.Another problem is that people who are in the office long hours are not pleasant company. They often complain about other people (who aren't working as hard); they are irritable, or cranky, or even angry. Other people avoid them. Such behavior poses problems, where work goes much better when people work together instead of avoiding one another.

As Managers, there are things we can do to help people leave the office.

First and foremost is to set the example and go home ourselves. I work with a manager who chides people for working long hours. His words quickly lose their meaning when he sends these chiding group e-mails with a time-stamp of 2 AM, Sunday.

Second is to encourage people to put some balance in their lives.

For instance, here is a guideline I find helpful:
1) Wake up, eat a good breakfast, and go to work.

2) Work hard and smart for eight or nine hours.

3) Go home.

4) Read the books/comics, watch a funny movie, dig in the dirt, play with your kids, etc.

5) Eat well and sleep well.
This is called recreating. Doing steps 1, 3, 4, and 5 enable step 2.
Working regular hours and recreating daily are simple concepts. They are hard for some of us because that requires 'personal change'. They are possible since we all have the power to choose to do them.

In considering the issue of overtime, I am reminded of my oldest son. When he was a toddler, if people were visiting the apartment, he would not fall asleep no matter how long the visit, and no matter what time of day it was. He would fight off sleep until the visitors left. It was as if he was afraid that he would miss something. Once our visitors' left, he would go to sleep. By this time, however, he was over tired and would scream through half the night with nightmares. He, my wife, and I, all paid the price for his fear of missing out.

Perhaps some people put in such long hours because they don't want to miss anything when they leave the office. The trouble with this is that events will never stop happening. That is life!! Things happen 24 hours a day.Allowing for little rest is not ultimately practical. So, take a nap. ;)
Things will happen while you're asleep, but you will have the energy to catch up when you wake.
Hence "LOVE YOUR JOB, BUT NEVER FALL IN LOVE WITH YOUR COMPANY".

Have a great time ahead!!!

Source: Click Here

AWANISH KUMAR SINGH-ITbytesclub-INMANTEC

Difference Between Facebook and Orkut

Facebook and Orkut are the most widely used social networking websites. Both of these social networking websites are very popular. However, Facebook and Orkut have their own special features, that makes one different from the other.

1. Facebook has a professional look. On the other hand, Orkut has an amateurish look.

2. Orkut allows one to categorize their friends into groups http://www.blogger.com/img/blank.gifps, like close friends, acquaintances, other friends etc. Facebook does not have any categorization; it is just friends in Facebook.

3. Orkut allows one to see who has been viewing their profile; Facebook does not have such a feature.

4. Unlike Facebook, Orkut does not give much privacy.


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AWANISH KUMAR SINGH-ITbytesclub-INMANTEC