5 Tips To Crack The Interview To Your Dream Job

Tips To Crack The Interview

Cracking an interview is a tough task, and it becomes ten times difficult when you actually want the job. Isn’t that right? Anybody can just show up for a job interview and give a mediocre performance, but if you really need the job, you have got to let the interviewer know how much the opportunity means to you, and what better way of doing that than showing the interviewer what you’re capable of?

So, here are 5 tips that will help you make a great impression on your interviewer and help you bag that job you always wanted!

1. First Impression Matters Most
Like the famous saying goes, “First impression is the last impression” might not necessarily be completely true, but we cannot deny the fact that making a good first impression is extremely important if you want to be considered as a possible candidate. Be that good guy from all the movies you’ve seen who’s always on time, dresses up nicely and is polite to everyone. Doing that will get half your job done, and you will be one step closer to getting that job.

2. As Difficult As It May Seem, Be Confident
The level of nervousness you might feel when you’re going for an interview is equally proportionate to how badly you want the job you’re applying for. It is impossible not to be nervous, but make sure that you give yourself a nice pep talk in front of the mirror before setting out for that interview. If you want, you could even play SRK’s 70 minute dialogue from Chak De India before going to the interview to pump yourself up! Who knows? It just might work! However, don’t confuse confidence with being cocky. Trust us, nobody likes that.

3. Make Your Resume Stand Out
An interviewer or an HR gets hundreds of resumes in a day, why should they pick yours? Give them a reason to! Catch their attention. You know yourself and your qualifications best, why not try to create something more creative out of your resume? Make sure you’re not too over-enthusiastic and don’t go overboard either. If your field of work does not allow you to be creative, you can always go for something smart and relevant. For example, being organized is something that’s very impressive. Take Monica from Friends for instance. Okay, not as organized as her, but you get the gist.

4. Be Honest
You do not want to start a relationship based on lies, be it with your boss or anyone else. Be frank and express your views, just make sure you’re not being rude to someone else’s opinions. If you don’t know something, say so. If you do know everything, please do not try to be the ‘know it all’ because sometimes it can get extremely annoying. Take Sheldon Cooper from the Big Bang Theory for instance. We love him and all, but what would we not give for him to shut up every once in a while!

5. Always Ask For Feedback
Whether you do or don’t get the job, always make sure you ask for a feedback from the interviewer before you take their leave. This helps you grow as a person and a professional and also helps you not repeat the same mistakes over and over. Even if after trying with all your might you do not get the job, don’t be sour about it. Act maturely no matter how much it hurts and learn to improve from your mistakes. Don’t be immature like Joey from Friends. There’s a reason why the guy did not have a steady job for a long time!

Visit us at: https://chrozon.com/

 

3 HR Lessons We’ve Learnt From FRIENDS

hr management

There’s something to learn from everything, yes, even from our most favourite TV show of all time! But then again, you might be thinking, how can a show like FRIENDS ever be related to a profession like Human Resources? You might think there’s no relation between the two but you’re mistaken. FRIENDS has given us many lessons about love, friendship and basically everything in life, and a show like that is perfectly capable of giving a lesson or two about your profession and job too, then why not HR?

So, here we present a few valuable HR lessons that the show FRIENDS has taught us.

1. Give A Chance To People Who Have The Guts To Do What They Really Want
For years Chandler stuck to a job he hated and what for? Just because he was good at it and made decent money out of it? A lot of us get stuck in this vicious cycle and it’s very difficult, after a certain point even impossible to get out of it. Chandler however, showed the guts to quit his job and chase his dream. In later seasons of the show Chandler quits his job and starts interning at an advertising agency because he discovered that’s where his true passion lies.
Now we know how important experience and qualification is on a resume, but we Hr professionals need to understand that there are many people out there who switch at a later stage in life and are extremely talented. We need to find the right way to access them and give the right ones their fair chance to do what they really like, just like Chandler did! You agree too, we owe it to them for their guts!

2. Handle Romantic Relationships At Work With Utmost Care
It’s best not to get into any romantic relationships at work. Remember how Rachel fell for her secretary? It all seemed hunky dory in the beginning but it ended rather brutally. Now we can’t help when, where, how we fall in love and with whom either. But what we can do, what Rachel didn’t is draw a line and maintain it. So whether it is you, or your employees that are romantically involved with a colleague, make sure you draw the line.

3. Don’t Scare Your Candidate In The Interview, Be Friendly
The episode where Chandler’s dialogue ‘but the interview was over’ was hilarious, wasn’t it? Well, it wouldn’t hurt to try something similar with your candidates too. Try to get to know them on a personal level rather than just taking a formal interview and getting it over with. Because you know they’re going to pretend to be nice, but if you try to be friendly and convince them certain things will be off the record, you’ll come to know who exactly the person is that you are interviewing and that’s when you’ll know if that is the person you’re looking for or not.

Visit us at: https://chrozon.com/

Connecting The HR Universe, One Social Media Handle At A Time

Chrozon on Social Media

Ask anyone which medium is best for a brand to connect with its target audience, and the reply will definitely be digital. In our fast-paced life today, there’s hardly any time for anyone to watch television with undivided attention, diligently read the newspaper or even skim through magazines for that matter. This is the digital age, and every brand out there has been making the most of this boon of a medium!
Facebook, Twitter, Linkedin are platforms that are connecting people in ways we would’ve never imagined. Chrozon is India’s first online HR aggregator that helps HR professionals search for service providers, post specific requirements, as well as connect with like-minded HR professionals across the country.
We’re using our social media handles to connect with HR professionals, to educate them about our services and in turn, help them connect with the larger HR universe. So, here are our three main social media handles that you can check out if you want to know more about Chrozon and the HR industry as a whole.

Chrozon Facebook Page
Chrozon has a Facebook page with wide variety of content being posted on a daily basis to keep the audience engaged. Along with promoting our services in an interesting way, we also create and share engaging content, write blogs, keep up with the times and make sure that every HR professional or HR enthusiast is kept occupied on our page.
Like our page: Facebook.com/ChrozonIndia

Chrozon Twitter
The HR world is huge, and trying to fit the essence of that universe in 140 characters might get difficult sometimes but it most certainly isn’t impossible! We have managed to connect with major HR magazines and professionals through our Twitter handle and it is always our endeavour to keep our followers updated about everything HR.
Follow us: Twitter.com/Chrozon1

Chrozon Linkedin
And last but certainly not the least, Chrozon’s Linkedin page is also full of engaging content where we look to connect with professionals, ourselves learn something new about the HR universe every day and pass on the knowledge to the outside world.
Connect with us: Linkedin.com/company/chrozon-india-private-limited

Visit us at : https://chrozon.com/

This simple art of storytelling that every HR should know

story-telling

When it comes to storytelling…it has been around since humans have developed speech.  As we come in the age of reasoning where words have lost their power and have been replaced with emoticons, I felt the need to reemphasize the importance of storytelling.  I truly believe that story is still the most powerful communication mode we have.

My interest in this subject piqued when I heard a simple story by a passionate storyteller. It made me realize that everyone around you has a story to tell, it’s just the art of storytelling that’s missing in everyone. While you finish reading this piece you will believe that it’s not very difficult to tell a story for almost anything.

When it comes to business and specifically HR, my area of interest – it’s a complex subject which deals with human relationships in the workplace.  Research shows that HR struggles to get its message across at senior levels. It does not matter how good your initiative, strategy or indeed your HR team is. If you cannot tell a story to your audience you are going to struggle to get their attention.

Here are 4 things your story should have and you’ve got it right:

  1. Make a promise

A well told story is like a pebble pulled back in a slingshot that prepares you to propel through the story. Make a promise to your audience that this would lead them to something worth their time through your confidence and passion.

  1. Change is fundamental

Just like our lives are not static, so shouldn’t your story be.  The highs and lows, the change of expressions, your hand movement, your pitch and the emotions you arouse in your audience of happiness or sadness should not be constant.  Give your audience the elements that will keep them engaged.

  1. Tell something more than just a story

Storytelling is the art of bringing to life a situation and communicating its significance.  A strong theme is always running through a well told story.  When there is a message or a moral or a new belief that you have inculcated in your audience they become the key takeaways for them and even memorable experiences.

  1. Make them wonder

The best stories are those that make the audience wonder. That moment that leads your audience to surrender is magical. And your capability to do so is the ultimate success of your story.

Developing the capability to tell stories effectively is an important way for HR to influence and motivate and engage people with initiatives that may initially be unpopular.

Visit us at: https://chrozon.com/

3 tips to multitask for all the HR’s there!

the-myth-of-multitasking-blog

There are several researches and studies on the concept of multitasking.  Out of the many I have known, most of them claim that multitasking is harmful and hence not advisable. It is said that it damages your brain, makes you less productive, reduces your ability to remember what you are doing and the list is endless. But let me tell you there are studies that show that if done in the right way, multitasking can be of help to get your work done.

Being in the field of HR I find myself multitasking almost all the time. Constant employee interactions along with database handling and reporting, I have come to realize that it is unavoidable to not multitask and completely focus on one task. Be it in the workplace or at home or elsewhere, I believe more or less this is the reality for almost all of us. The fact that we multitask in the first place is because it makes us feel good. We get that great feeling of fulfilment of getting things done at once.

And if you are an entrepreneur or a small business owner, you have to wear multiple hats and juggle between multiple essential tasks. So here are three simple tips to help you multitask with ease…

  1. Make a routine

One way you can multitask is by introducing some routine in your professional or person life.  Make a to-do-list and do it at the same way every day to create a habit. It will make it easier for you to do it efficiently even if you are not totally focused on it.

  1. Get rid of known distractions

It is said that we don’t really multitask but we switch between tasks. So the next time you decide to accomplish 3 tasks in a given time see to it that you do not allow a fourth unnecessary distraction to affect your productivity.

  1. Group compatible activities

If you have to do two things at a time then go with the right mix. It is advisable to do cognitive activities with physical ones that your brain can easily handle. For example while you go out to make a cup of tea for yourself you can attend a client call or while you go for a walk you can do critical thinking and conceptualising in your head.

So, if you’re a polychronic who performs better when doing lot of things at once or even someone who cannot avoid but multitask to get work done, try these simple tips to continue being productive while multitasking.

Visit us at : https://chrozon.com/

Recognition or Appreciation?

compliment-employee

Most organisations today are trying to figure out how to create an engaging workplace.  Employee engagement is a top of the mind issue for most companies and especially HR’s as they have come to realise that in order to stay relevant they need highly engaged employees. A recent study shows that engagement level of the Indian workforce stands at 46% which is higher than the global average of 36% for the same. But still the fact remains that 54% of the Indian workforce is somewhat dissatisfied with their jobs.

When it comes to lack of employee engagement, employee recognition and appreciation are always amongst the top 3 reasons. 90% of companies and businesses have some form of reward and recognition programs, still job satisfaction among employees is declining. 79% of employees who quit their jobs state lack of appreciation as a primary reason. I hope you noted that its lack of “appreciation” and not recognition.

Recognition is positive feedback based on results and performances and so, such programs do not consider employees making mistakes or not achieving the mark. Yes, it feels good to get recognised for our good performances. However the limitation of recognition is that it is finite and scarce as it has to come down from the top management to hold value. Usually recognition programs revolve around monetary and non monetary benefits which are relatively easier to provide for most organisations.

If the reality is that it’s so easy, why is it that research shows that 2/3rd of employees are not engaged. It is because our basic need is ‘appreciation’ and not mere recognition. Authentic appreciation is tailored to individuals and requires some amount of openness to make it genuine. It is more about the people and what they are and less about what they do. Appreciation is simple and personal and it should mean something to the person at the receiving end. And to identify what is important to your employee’s, relationships need to build within teams, departments and the organisation. Because, appreciation works best when it comes from someone whom you want it from and it is usually expected from people whom you have a relationship with.

A study relating to motivation and productivity reveals that 23% of people are more effective when they are recognised and 43% are more effective and productive if they felt valued.  A pat on the back, few words of motivation to someone who is having a bad day or even appreciating an extra effort of a team member can do wonders. So I leave you with the question “What would you choose to motivate and engage your team or employees, recognition or appreciation?”

Visit us at: https://chrozon.com/

 

3 key essentials for employee learning

The pace of technological advances and constantly changing work environment has impacted organisations of all sizes. Organisations need to be consistent in upgrading their methods and processes in order to stay alive. One such transformation is from corporate ‘training’ to ‘learning’. It is quoted that the rate at which organisations and individuals learn may well become the only sustainable competitive advantage in the near future.

In the age where everything can be copied from products to services and even processes, the distinguishing factor for any organisation is its human asset and its capability to learn and adapt to the ever changing business environment. Therefore there is a gradual shift from a training culture to a learning culture in organisations as the former approach somewhat failed to focus on employees or ‘learners’.

It is easy to come across people who dislike the usage of the word training, however training is an important part of the process of learning. The concept of training is a little too restrictive as it lays greater emphasis on instructors and managers responsible for training who go on to become the driving forces of the learning experience.  This concept takes into consideration the needs of the organisation rather than the needs of the employees and focuses on events for learning to occur.

Like how customer is the ‘king’, the need for a learning culture is felt as people or human resources become one of the biggest competitive advantage present with organisations.  Though the creation of a learning organisation requires complete analysis of your current culture, following are 3 key essentials that you can’t miss out on for your employee learning experience:

  1. Ask your employees

By asking your employees, I mean to identify the need of individual employees.  It is imperative to understand the learning need of individuals as it tends to differ and a generic training program may not give you the desired results.

  1. Train them in their language

With millennial beginning to comprise of the major workforce, it becomes increasingly important to deliver learning with tools and technology that they are familiar with and understand better for faster application and results.

  1. Share your vision

Lastly, I believe that as it is important to understand individual training needs it is also necessary for the leadership at all levels inspiring the learning environment to convey the shared vision of the organisation and the way forward to employees.

Visit us at : https://chrozon.com/