By Dr.

Deepak Sharma
 Resume
A resume is a summary presentation of person’s
backgrounds, employments, qualifications and
intended career plan.
PURPOSE OF RESUME
1. To pass the employer’s screening process
(requisite educational level, year’s experience
etc.)
2. To provide contact information, an up-to-date
address and a telephone number (A telephone
number that will always be answered during
business hours).
FORMAT OF A RESUME
Contents of a Resume
 Name, address and phone number
 Career objectives
 Education
 Experience
 Interests
 Personal details
 Declaration
 Referees
Tips for an impressive Resume or CV
 Always put the essential things—first arrange the information
within each item with your career objective in mind.
 Emphasize your skills, accomplishments and levels of
responsibility attained.
 Use reverse sequential order.
 Contents of the CV should be completely accurate and honest.
 Mention anything special that can add weightage to your
candidature.
 Use a clear font and a font size that is easy to read. The font
size should not be too small or too large.
 Ideally, a CV should not be more than two or three pages. It
should be shorter for fresh graduates.
 Abbreviation should be avoided.
 References should be provided, if required.
 Group Discussions
 Discussion is a method to develop one’s
creative approaches to knowledge.
 Discussion is a process of reflective
thinking, thought and opinion.
 In a discussion we may continue for some
time with predetermined issues but we
cannot sell our preconceived idea
 A healthy and successful discussion
eliminates conflicts and achieves a
harmony.
Features of a GD
 Interaction
 Group Members
 Involvement
 Interpersonal Desirability
 Pressure to obey the rules
 Discrepancy
Considerations in Group Discussion
 Aims of discussion
 Purpose of learning
 Participants in group discussion
 Venue of discussion
 Role of observer
Speaker-Listener Skills for a GD
 Speaker Skills
 Command over the subject-matter
 Remarkable or impressive voice
 Pronunciation
 Poise
 Effective body language
Speaker-Listener Skills for a GD
 Listener Skills
 Positive approach
 Focused attitude
 Systematic perception
 Detailed analysis
 Body language
GD
 Do’s  Don’t’s
 Be well-prepared before X Speak too fast or too low
a discussion X Be in a blame game
 Maintain balance while X Make personal
you speak comments
 Contribute uniformly to a X Discuss sensitive issues
discussion X Hold parallel discussions
 Give examples to X Adopt casual body
reinforce your ideas language
 Always carry a pen and X Fiddle with your pen or
a notepad tie
 Interview
 The word ‘interview’ means ‘view between’ or
‘sight between’.
 It suggests a meeting between two persons for
the purpose of getting a view of each other, or
for knowing each other.
 An interview is a discussion or conversation
between a potential employer and a candidate.
It is a selection process designed that helps an
employer understand the skills, scrutinize their
personality and character traits and check the
domain knowledge.
Physical Preparation
 Properly groomed and formally dressed
 Correct posture
 Good Etiquettes!!!!!!!!!
 Good Etiquettes:
 Do not offer to shake hands unless it is offered by an
interviewer
 Do not sit until you are asked to sit down.
 Take care, while handling the chair. It should not be
dragged noisily
 If you have large briefcase, put it down on the floor
near the chair
 Be comfortable and well practiced in handling your
bag
 Do not put elbows or hand on the table
 Practice keeping hands comfortably when you are
not using them
 Maintain comfortable posture throughout the
interview
 At the end of the interview, remember to thank the
interviewers and wish them Good day.
Mental Preparation
 Revise concerned subjects
 Knowledge about current
issues of the country and
world
 Detailed information about the
company
PSYCHOLOGICAL PREPARATION
 Honesty and openness in answering
 Discuss salary and compensation
package without appearing to be
bargaining, or being driven or defeated.
 A candidate must have the clarity of
purpose and determination to want to
know her/his prospects in the
organization.
Interview Do’s and Don’ts
 THE “DO’S” •
 Follow the interviewer’s leads and prompts
 Make sure that you highlight your strengths to the
interviewer in a factual, sincere manner
 Realize that the interviewer will ask you questions
about your skills that relate to the selection criteria or
the requirements of the position
 If the position requires technical or special
knowledge, you can expect to be asked a question
that involves applying theory to solve a problem
The Do’s
 Make sure you leave the impression that
you are more interested in the activities
involved in the job than the promotional
opportunities or other benefits
 Always indicate your interest in the job for
which you’re being interviewed. Never close
the door on an opportunity.
 Ask questions when given the opportunity.
 Take advantage of the opportunity to add
anything else in your favour if asked.
THE “DON’TS”
 DON’T answer questions with a simple “yes” or
“no”. Explain.
 DON’T respond in a general, vague, or hesitant
manner. Keep in mind that you alone can sell
yourself to an interviewer
 DON’T ‘over answer’ questions. The interviewer
may steer the conversation into politics or
economics
 DON’T ever make derogatory remarks about your
present or former employers
 DON’T enquire about salary, holidays, bonuses or
retirement at the initial interview
 DON’T lie.
 DON’T focus on negatives: emphasis positive
outcomes and learning experiences.
Types of Interviews
1. Structured Interviews
2. Unstructured Interviews
3. Situational Interviews
4. Behavioral Interviews
5. Stress Interviews
6. Technical Interviews
7. One-to-One Interviews
8. Video or Phone Interviews
 Structured Interviews
A structured interview is a standardized and
systematic questioning process where each candidate
is assessed using a predetermined set of questions,
allowing for fair and consistent evaluations.
 Unstructured Interviews
An unstructured interview is an informal and open-
ended conversation between the interviewer and
candidate, lacking a predetermined set of questions,
often allowing for a more flexible exploration of the
candidate's background and qualities.
 Situational Interviews
A situational interview involves presenting candidates
with hypothetical scenarios or real-life situations to
assess how they would approach and handle specific
challenges, providing insights into their problem-
solving and decision-making skills.
 Behavioral Interviews
Behavioral interviews focus on assessing a
candidate's past behavior and experiences to
predict their future performance.
 Stress Interviews
 Stress interviews intentionally create a
challenging and pressure-filled environment to
evaluate a candidate's ability to handle stress
and pressure.
 Technical Interviews
Technical interviews assess a candidate's
specific knowledge, skills, and abilities related
to the technical requirements of the job.
 One-to-One Interviews
One-to-one interviews involve a candidate interacting with a
single interviewer.
 Characteristics
 Direct and personal interaction between the candidate and
interviewer.
 Allows for in-depth conversation and exploration of
qualifications.
 Often used in initial screening or final selection stages.
 Video or Phone Interviews
 Video or phone interviews involve remote communication
between the candidate and interviewer.
 Characteristics
 Conducted over platforms like Zoom, Skype, or phone calls.
 Allows for flexibility in scheduling and location.
 Common for initial screenings and remote job positions.
TECHNIOLOGICAL ADVANCEMENT ON BUSINESS COMUNICATION
 SMS (Short Message Service):
 Definition: SMS is a text messaging service that allows for the
exchange of short text messages between mobile devices.
 Characteristics:
 Text-Based: SMS messages are typically limited to 160 characters,
making them concise and to the point.
 Real-Time: SMS messages are sent and received in near real-time,
making them a quick and efficient means of communication.
 Ubiquity: SMS is widely available and supported on virtually all mobile
phones and devices worldwide.
 Asynchronous: Unlike phone calls, SMS messages don’t require
both parties to be available simultaneously, making them convenient
for non-urgent communication.
 Use Cases:
 Personal Communication: Sending messages to friends, family, or
colleagues for casual conversation or quick updates.
 Business Notifications: Organizations use SMS for sending alerts,
reminders, and updates to customers or employees.
 Marketing: SMS marketing is used to promote products, services, or
events directly to customers’ mobile phones.
 Teleconferencing:
 Definition: Teleconferencing is a communication technology that
enables audio-based meetings or conferences between multiple
participants who are located in different locations.
 Characteristics:
○ Audio-Centric: Teleconferencing primarily focuses on audio
communication, allowing participants to talk and listen to one another.
○ Real-Time Interaction: It allows for real-time discussions and
collaboration, but lacks visual elements.
○ Cost-Efficient: Teleconferencing can be more cost-effective than in-
person meetings, as it reduces travel expenses and time spent
commuting.
○ Flexibility: Participants can join teleconferences from various
locations using landlines, mobile phones, or internet-connected
devices.
 Use Cases:
○ Business Meetings: Internal team meetings, project updates, and
discussions among geographically dispersed teams.
○ Client Calls: Service providers may use teleconferencing for client
consultations or updates.
○ Educational Webinars: Remote learning sessions, workshops, and
presentations.
 Video Conferencing:
 Definition: Video conferencing is a communication technology
that allows for real-time audio and visual interaction between
multiple participants who are located in different locations.
 Characteristics:
○ Audio and Visual Components: Participants can see and hear
each other, which enhances the richness of communication.
○ Real-Time Interaction: Video conferencing enables face-to-face
interaction, making it more immersive than teleconferencing.
○ Screen Sharing: Participants can share their computer screens,
which is valuable for presentations and collaboration on
documents.
○ Recordable: Many video conferencing platforms allow for
recording meetings for future reference or for participants who
couldn’t attend.
 Use Cases:
○ Business Meetings: Internal team meetings, client presentations,
and interviews conducted remotely.
○ Remote Interviews: Job interviews conducted with candidates who
are not physically present.
○ Webinars and Workshops: Educational events, training sessions,
and workshops conducted online.
 INTERNET
Internet in Organizations
The Internet is a global network of computers that allows users to communicate with each other and
access information from around the world. The Internet comprises millions of individual
networks, each with its collection of computers and devices. Users can access the Internet from
anywhere in the world using various devices, including personal computers, laptops, smart
phones, and tablets. The Internet provides users with vast information and resources, including
news, entertainment, education, businesses, and more.
 The Internet has become an integral part of daily life for many people, and organizations are no
exception. While the Internet is a public network that anyone can access, an intranet is a private
network that is only accessible to members of an organization.

Use cases for Internet in organizations

 There are many different ways that organizations can use the Internet. Some common uses
include:
 Communicating with customers and clients: Organizations can use the Internet to communicate
with their customers and clients. This can be done through email, social media, or websites.
 Research and development: Organizations can use the Internet for research and development
purposes. This includes accessing online databases, conducting surveys, and using search
engines to find information.
 Marketing and advertising: Organizations can use the Internet for marketing and advertising their
products and services. This can be done through banner ads, pay-per-click advertising, or email
marketing campaigns.
 Training and education: Organizations can use the Internet to provide training and education to
their employees. This can be done through online courses, webinars, or eLearning platforms.
 INTRANET
 Intranet
 An intranet is a computing network, based on the same
techniques as the internet, but which can only be used by a
specific group within an organization. In many companies,
intranets have replaced the “blackboard” and allow access to data
specific to the company, such as telephone lists, the list of
absences, information about the company, etc. The objective of
an intranet is to facilitate access to information for employees
within the company. As a general rule, when you start the
browser, the intranet also starts automatically. The information
published on the intranet is confidential and usually reserved for
employees. Small companies with full knowledge of the facts use
other channels of communication for employees. The intranet is
therefore more common in companies that have more staff.
 Information flows within the company are faster
 The risk of error is reduced
 Work is facilitated because all departments in the company have
access to the common database and do not need to consult
different lists or records
 Some applications can even be automated
 Extranet

 The extranet has one more feature than an

intranet—it’s internal to the company for
use by a specified group of external users
only. Extranets are used for publishing
information aimed at companies,
customers or commercial partners for
example, but not at the general public.
Generally, an extranet is based on the
same technology as an intranet.
Companies wanting to collaborate closely
with their partners in particular, log on to an
extranet or program an extranet.