Train & Place Programme

The Ministry Of Human Resources through Pembangunan Sumber Manusia Berhad is implementing the Train And Place Scheme to retrain graduates and retrenched workers seeking employment for the following purposes:

(i) to assist in job placements
(ii) to provide skills upgrading
(iii) to enhance employability

The implementation of this scheme is based on the train and place concept whereby graduates and retrenched workers seeking employment are trained on specific skills based on available job vacancies or required by employers with the job placements.

- More than 11,000 jobs in various fields are available in the programme
- A guaranteed job also awaits you upon completion of the training period
- Allowances of between RM500 and RM800 is paid to those who sign up
- Job seekers can sign up for the programme online at www.jobsmalaysia.gov.my

For details, follow this link;
http://www.hrdf.com.my/wps/portal/!ut/p/c4/04_SB8K8xLLM9MSSzPy8xBz9CP0os3gzAxcDI3dnA0sLdws3A08DP0sfR9cwAwMLQ_2CbEdFALgYELk!/

Tips to construct a Savvy Online Resume & Job Application email

Many businesses welcome the chance to hire younger, more technology-savvy professionals. Some corporations feel such employees are better equipped for an e-commerce economy. Employers are able to search various candidates with wide range of backgrounds, experiences and salary range with less pre-recruitment cost. Job seekers, on the other hand, are able to post their appliction online free of cost as various free file hosting providers exist on the world wide web. Together, we (employers and job seekers) thank the internet for providing such widely searchable informations.


Job portals provide candidates with a larger and varied number of opportunities and enhanced geographical reach. They also offer an excellent method to gather information about:

• How employees and candidates rate an employer as a place to work?
• Comparable salaries and benefits
• Whether a company excels in its field
• A company’s products, services and internal statistics

On the other hand, it is a fact that the influence of the internet is a mixed bag for hirers. Resumes obtained through internet sites tend to be less informative than those referred by an associate who has had a chance to learn more about the candidate’s background and salary history. The absence of screening means the employer must perform this HR function or hire a background-checking company to do it, although entering information electronically speeds up the hiring process of course.

Considering the following factors about using the web for employment search, many people believe that job hunting over the net has inherent problems:

• Your current employer may see your online resume
• Once posted, your resume may languish in cyberspace
• The sites list more entry-level than mid-level or upper-level positions
• It is hard to stand out in a medium that delivers thousands of resumes
• Although it is easier to find out more general information about a company, it may be difficult to obtain specific information about the position or the hiring manager so you can refine your resume accordingly.

Here are tips for your savvy job application e-mail, cover letter, resume, follow up notes and its follow up.

Your cover letter

• Send one that briefly states the ways in which your qualifications meet the ad specifications
• When doing this electronically, your e-mail is the cover letter and you should set off the text of the resume with [begin resume] and [end resume], in brackets
• If your e-mail address does not sound professional, don’t use it. (i.e.: an e-mail address that refer to partying, gamming, or such)
• There is no way to control typographic outcome with an e-mail, but you can display the ultimate appearance by styling all your copy flush left and never using tabs
• Do not send an attachment; people often don’t open these unless they know the sender

You resume

• Structure it, remind the interviewer of your qualifications after you’re gone and justify a hiring decision to others
• It must be error free
• If it is longer than one page, introduce all the important points first. It should be long enough to tell the reader what you have to offer and short enough that it leaves the reader wanting to know more
• Besides making it past clerks to find its way to the person who’s hiring, a resume posted electronically must be picked up by search engines
• You should aware, search engines scan for nouns rather than verbs, select keywords carefully, make sure they accurately represent your skills. Tailor some tags words. If you list keywords separately to increase the efficiency of the search, place them at the end of your resume to get their full benefit. For instant, It might look like this: Keywords: attest, analyst, audit, tax, accounting, etc.
• Bury most popular software skills that you are familiar with related to the targeted position, but an outdated one still suitable for a potential employer

Your follow-up note

Although a post-interview thank-you note is not absolutely necessary, it is still a good manner to put it. It sets you apart, helps the employer remember you and indicates good people skills.

Your 2 key follow-ups:

• If you provide prospective employers with cell phone, do not answer until you are in an appropriate location and have time to devote to the call
• Discussing your career path while you are sitting next to children at play, eating at a noisy 'mamak' or racing through traffic may not make the impression you want.

How Can You Deal With Difficult People At Work?

From petty disagreements to all out rivalries, nearly all of us know how clashing personalities at work can affect us. Remember that even in the most extreme cases, there's usually a way to deal with that co-worker who always gets under your skin.

If you have to interact with different "characters" in your workplace, follow these tips to deal with them successfully.

The defensive person
We all know "Mr/Ms Perfect" – they are people who can never accept constructive criticism, no matter how you deliver it. They believe their way of doing things are always correct, and nothing you or anyone else can say will ever change their mind.

How to handle them: The best way to approach Mr/Ms Perfect is to give them positive reinforcement before you dish out the negative feedback. Criticize yourself first -- relate to them, and say how you "used to make the same mistake." Avoid definitive words like "never" and "always" and speak collectively, using words like "we" instead of "you." You should also avoid e-mail when you criticize them; doing it in person, face-to-face, will minimize the possibility of a misunderstanding, and will also limit how defensive they can get in response.

The constant arguer
You know that person who speaks up just to hear the sound of their own voice? Of course you do; we all do. This is the person who will dispute even the most rational points, just to be heard. They love to disagree, and always has a problem with what others say.

How to handle them: It might be tempting to put them in their place, but the best thing you can do with a constant arguer is let them finish their point. Don't interrupt them -- let them get it all out. When they’re finished, voice your opinion. Instead of fueling the fire, make your thoughts heard, and the more rational point will always win over. Agree to disagree if you need to. Above all else, always keep your cool.

The "me" person
This is the person who epitomizes ego. They have an inflated sense of themselves and believe that everything always revolves around their needs. They take credit for everything, regardless of whether or not they actually deserve it, especially when it comes to team projects. The ego-obsessed co-worker also believes their problems are always bigger and more important than everyone else's.

How to handle them: Keeping up with the "me" person will take a little extra effort on your part. It's important that you keep your manager aware of your worth and contribution, especially with team projects. Keep records of what you've accomplished, along with names and dates. Don't bother to "run your ideas" by the "me" person anymore. If they’re the type who takes your ideas and pass them off as their own, then it's time to stop making them look good. Like the saying goes, "Fool me once, shame on you; fool me twice, shame on me."

The stubborn person
This is the person who's anything but a team player. They’re too committed to their own ways to ever be open to change and new ideas. Even when it seems obvious to everyone else that their methods are ineffective, they always believe that their way of doing things are the best one. The stubborn person may not always put in the energy to argue with others, but they’re generally an old-fashioned person who is set in their ways.

How to handle them: Cut your losses, and let them go. The one convenient thing about the stubborn person is that if their way of doing things do not pan out, their failure will speak for itself. Of course, if you're feeling generous, you can always try to help. Speak in general terms of how "others" do a certain task so that they’re less likely to take it personally. Then there's always the option of just doing the task yourself. This course of action might undermine them, but it will also prove your point. If possible, make them believe that they’re responsible for the change, and that it's their idea. Propose the idea to them and let them take charge.

The backstabber
This is the person we really hate -- they talk trash about you and your work to others, and they typically do it behind your back. They characterize you as someone who's incompetent and does their very best to make you look bad in front of your co-workers and superiors. Regardless of whether or not it's true, the backstabber is effective in creating the perception that you're as bad as they make you out to be.

How to handle them: The first time you hear about their trash talk, pull the backstabber aside to a private area and let them know that you're aware of what they’re doing. Most people in the office avoid confrontation, so if you let them know that you won't stand for it, they'll pay attention. They may deny the accusations but as long as you get your point across, they'll get the message.

The blame game person
When it comes to playing the blame game, this person is the champion. They never take responsibility for their mistakes and shift the blame onto others, often to an incredibly irrational extent. They fail to realize that the easiest way to impress your co-workers is to admit when you've done something wrong and explore ways to avoid doing so in the future.

How to handle them: When it's appropriate, share the responsibility. Even if a mistake was more their fault than yours, acknowledging what you did wrong will make it easier for the blame game person to admit what they did wrong on their part. When sharing the blame is not appropriate, however, it's important that you make clear to your superior who was at fault for the mishap, even if you have to do it in a private conversation.

The whiner
The whiner is that person who always complains. They’re constantly crossing the delicate line between venting frustration and unconstructive nitpicking. They unleash their cynical attitude onto whoever happens to be around them, whether they want to hear it or not.

How to handle them: Being a whiner is usually embedded into someone's personality, so you probably won't be able to change them. You can, however, minimize your interactions with them. When they start chatting you up about the latest little thing that's getting on their nerves, simply tell them that you're busy. They may take offense, but hey, they need to get the hint.

IF ALL ELSE FAILS

So you've done your best to deal with a difficult personality, but you still can't seem to shake them off your back. In these extreme cases, you may want consider taking one of the following courses of action.

Avoid them
You don't have to ignore them completely but you should try to steer clear of your irritable coworker as much as possible. If you don't work directly together, don't feel the need to engage in small talk or spend time with them when you don't have to.

Report them
If you've tried to deal with this person on your own to no avail, it may be time to bring up the issue with your superior. This is especially important if the quality of your work is suffering because of the situation.

Turn to human resources
If your superior is ineffective in resolving the situation, you may want to approach someone in your human resources department. These people are trained to handle these types of issues -- it's what they're paid to do.

Ask to be transferred to a different department
If that doesn't work? Well, you can always ask to be relocated within the company. It's an extreme response to an extreme situation, but in some cases, you may have no other choice.

DEALING WITH DIFFICULTY

The most important thing you can do for yourself in a situation where you have to deal with a difficult personality is keep your cool. If this person is doing their best to make you look bad, you don't want to help them out. Keep your composure, react maturely and keep an open mind.

Managing Your Own Career

Research shows that the workforce has become used to taking responsibility for career decisions and does not crave the job security of earlier times. Employees were asked if they were to receive the offer of a very attractive job, with the security of a contract, how long would they sign up for. Just over a quarter of respondents would sign up until retirement but these people were mainly aged 45 and over. The majority of under 35s, however, would only commit to one or two years, reflecting a desire to remain flexible in case a better offer comes along.

Career management and development must become a personal responsibility, especially amongst us Malaysians who seem to lack when compared to other developed nations. Individuals must devote time to strategically plan their career. Career coaches can be useful personal guides in crafting effective career development activities. In the 21st century, career management and career development can no longer be left to chance if you are to remain relevant in the workplace of tomorrow. Make career management part of your lifestyle just like wealth and health management. Devote time periodically to review your career progress and career adjustment needed at that present time. This would include a pay raise, promotions and other permanent rewards. Career wellness is increasingly becoming as important as health and financial wellness for a happy life!

When taking responsibility for your own career, there are other areas like pensions, healthcare, career development, personal development and training which cannot be ignored. Financial planning is essential if you are not eligible for a company pension scheme. As you increasingly take responsibility for your career, career management and networkingmust become an integral part of your lifestyle. You may also wish to consider healthcare and sickness insurance.

Do not let a difficult boss hinder your success

Many are afraid on how they are going to cope with the workload and expectations put on them by their superiors at work thus builds stress which damages relationships with their bosses. Managing expectations up front and understanding what drives your boss can help prevent difficult work relationships. There are many reasons why bosses can have difficult relationships with their staff. These include bosses being:

• vague and imprecise about their expectations
• inconsistent in their actions
• critical of staff and slow to praise
• driven by ego
• promoted for the wrong reasons (e.g. because they have served the business well, instead of for their people management skills)
• affected by issues outside of work
• under stress and pressure
• just a little soft and not possessing the toughness required in being a boss
• not on the same page as employees, (e.g. because of a poorly thought-out incentive scheme)

Both bosses and employees need to remember that their relationship is mutually interdependent. Bosses have to be aware of each employee's capacity to do the job and not be overly pushy in that area. Rather than "do unto others as you would have others do unto you", its better to "do unto others as they like being done unto."

Take an active role

While bosses have responsibilities to treat their staff well, subordinates shouldn't take a passive role in their relationships with supervisors. I believes that understanding your bosses management style can go a long way toward preventing difficulties with them.

If your boss is a reader, they'd prefer you came to them with written requests; if a listener they'd rather that employees talk it out with them. Involvers may appear to be involved too much, but employees need to register this and not resist it. With hands-off bosses, their non-availability or just do it attitude is just how they like to interact with staff, it's not an insult.

Set expectations

In a new job it's a good idea to clarify expectations early in the relationship. This can be done informally over a coffee. Say to the boss, 'what does your picture of success look like, in terms of my role? What do you want to see a lot of, or very little of and I'll see if I can match those or do better.' If the relationship is older and experiencing problems, it's not too late to do something about it. Put your hand up and say 'how are we going to best work together? Here are my wants, tell me about yours and let's build a bridge and get to the other side'. Honest, two-way communication is the best way to engage your boss.

Turn a bad situation around

In cases where a difficult boss is causing ongoing problems, it's a good idea to bring in a third party to help discuss the issues. This person needs to focus on the issues, not the personalities, and see if common ground can be reached. The two parties should clarify their goals and make promises that they can honour.

Focus on the issues; don't waste time on trivia.

An employee can give the boss quality information and the boss and employee can check each other's personality out. They might be complete opposites (e.g. a controlling boss who's paranoid about resistance and an ambitious driver personality who feels smothered and not trusted), but it is important to move off personalities and remember why you are there. At the end of the day the employee and the boss are there for much the same reasons. Each wants to come to work to make a difference, to succeed, to be appreciated for a job well done and to be kept in the information loop. If the discussion becomes too heated and difficult then call a time-out and start again the next day with a fresh mind.

Dangerous to go over their head

It is very dangerous to go over your boss's head when you are experiencing problems. There are times when you need to do that but it's a risky career move. If you go over the boss's head, it's likely the boss will want your head in return. Times when it's a good idea to do this are when you're aware of your boss's dishonesty, immoral, fraudulent or deceitful behaviour or (if you have enough evidence) their lack of ability as a manager. Some bosses treat their staffs like rubbish but bad news rises slowly to the surface and your boss's superiors might not be aware. If going to your boss's superior, say: "Here is the real story from where I sit. Here are some examples [of the behaviour] we'd like your help."

Accept some responsibility

It is very easy to blame the boss. Whenever I hear "personality conflict" or "I had a bad boss" in a recruitment interview I conduct, I think to myself, 'well, hang on a minute, most bosses didn't get to where they are by being stupid', so I'm very wary of employees who blame their boss without accepting some responsibility themselves. There are three sides to every one of these stories and staff have to understand that bosses, being the human they are, sometimes get inaccurate informations and they can have good reasons for the behaviour they're showing. Many employees have low emotional intelligence and a low understanding of how things are done which can cause them to interpret reasonable behaviour as unreasonable.

Follow these 10 tips for avoiding conflict with the boss:

1. Make sure your boss knows what you expect
2. Respect your boss's time. Take the important stuff to them and deal with trivial things yourself
3. Focus on open and honest communication, whether it's positive or negative, and avoid attributing blame
4. Maintain a focus on doing your job and check in with your boss to see how you're doing often
5. Don't surprise your boss - if there's bad news coming let them know early, before it hits them hard
6. Be a 'can do' person. 'Can do' people - those who look at what can be done and fix situations - find favour with bosses, while 'can not' people - those who affix blame - they are a pain to deal with
7. Go the extra mile - to a point
8. Have sense of humour at work and relax
9. Ask lots of questions and listen to and respect your boss
10. Go to work for fun and profit. If those things aren't happening, ask yourself why you're there.

Serious issues - get out

If you are aware of your boss's illegal or immoral behaviour, get out as fast as you possibly can. There are no winners in these situations and if you hang around you're condoning their behaviour implicitly.

Global survey finds many Malaysian workers having regrets about their career choices made

Almost two thirds of workers in Malaysia say that if given the chance, they would have studied something totally different after leaving school, while one in eight say that they chose the wrong career, according to a new international workplace survey.

The survey, by global recruitment firm Kelly Services, found that many Malaysian workers have concerns about their education – both at school and post school – and many have regrets about the career choices they made.

The global survey sought the views of 115,000 people in 33 countries including more than 2,000 in Malaysia.
The findings show a high level of concern about career choices and directions.

Many people in the workforce do not believe that their education properly prepared them for working life and quite a few a have regrets about the direction that their job has taken them.

Amongst the key findings of the survey:

75% of people wish that they had studied further.
63% of people wish that they had studied something totally different.
13% say that they definitely chose the wrong career, while 21% are 'not sure'.
45% say that their school education did not prepare them well for working life.
29% say that their post-school education did not prepare them well for working life.

The findings throw light on how those in the workforce feel about the quality of their education. Satisfaction with the quality of Malaysia's school system was moderate by international standards with Malaysia ranking equal 20th with the UK on the list of 33 countries with a 45% satisfaction rate, slightly lower that the global average of 49%.

The highest level of support for school education came from India with 69% saying it prepared them well for working life. It was followed by Puerto Rico (67%), Indonesia and Thailand (65%), Poland (63%), Spain (61%), Canada and Hungary (59%), Japan and Mexico (57%).

The lowest rankings were for Sweden (26%), Norway (27%), Denmark (29%), Turkey (30%), Ukraine (37%), Russia and Italy (39%).

People across the globe were much more satisfied with their post-school education, with a global average of 65% saying it prepared them well for working life. Malaysia ranked equal 25th on the international list with 58% approval.

An overwhelming 83% of people agreed with the proposition that post-school/professional education should be more practical and less theoretical.

In Malaysia, 66% of respondents were happy with their career choice, while 13% said they had made the wrong choice and 21% were 'not sure'. Women were much more likely to have doubts about their career choice than men. It is only natural that people reflect in a positive way on what they have done and the extent to which they have achieved their professional goals.

It is to be expected that many wish they had worked harder while at school, college or university. There are also many who have had second thoughts about the career choices they made.

Regrettably, someone who discovers that they are in the wrong career is probably not as productive as they could be and may be missing out on a more fulfilling professional life.

It's also important that people don't over react or set up false expectations in evaluating their study and career choices.

It is now the norm for most employees to have several career changes in the course of a working life, so it's possible for someone who is dissatisfied with their career to do something positive about it.

Both men and women cited financial considerations as the major obstacle to changing career, followed by time and family.

Source: Kelly Services, Global Survey.

Intel Career Roadshow

Intel Malaysia will be organising a Career Roadshow this weekend. Details as follows;

Date: August 9, 2008 (Saturday)
Time: 9.00 am - 5.00 pm
Venue: Arcade Rooms, Renaissance Hotel (click for map)

To view the 282 job postings available, click on link: http://www.intel.com/jobs/jobsearch/index_js.htm?Location=200000011&JobCategory=-1

All the best!

Guide to an Interview

Hi readers,

My apologies for the absence as I have not been well lately. I have however been using that time productively by preparing you this little 'Guide to an Interview'.

INTERVIEW!!! To most people, going through this process is their worst nightmare. In order to excel, many will dedicate their time and effort endlessly in order to cross this hurdle. While you often spend your precious time in preparing and practising to impress the interviewers, they on the other end sure hope that YOU are the right person for the job. They are under pressure to fill the position so that they can get back to their own work. Therefore you are in a greater position of strength than you think. Remember my previous post on 'ATTITUDE'? Concentrate on what you have to offer in the way of qualifications and experience instead of feeling intimidated.

An interviewer has 3 aims:

1. To learn if you are the right person for the job
2. To assess your potential for promotion
3. To decide whether you will fit into the company environment

The key to a successful job interview is in preparation.

Be prepared: For the types of interview questions you will be asked
Be prepared: To ask questions yourself
Be prepared: To research the company
Be prepared: To look the part
Be prepared: To turn up on time

Job interview FAQ's you may be asked;
Q - How would you describe yourself?
A - You should describe attributes that will enhance your suitability for the position. Have some ready in advance.
Q - What are your long-term goals?
A - These should be career orientated. Make sure you have goals to discuss.
Q - Why did you leave your last job?
A - This could be for more responsibility; a better opportunity; increased income. NEVER give negative remarks about your previous employer. He could be the interviewers golfing partner.
Q - Why do you want this job?
A - Your answer should be: more responsibility or better opportunity or similar. Not: because it is closer to home or conveniences.
Q - What are your strengths?
A - You should highlight accomplishments and experiences that relate to the position for which you are applying. Also, give examples of situations where your strengths have been demonstrated.
Q - What are your weaknesses?
A - This should not be a list of deficiencies. Do not mention anything that could make the interviewer question your ability to do the job, for example, “I am always late for everything”. Instead, discuss a weakness that could also be a strength such as “I am a workaholic!”.

More Examples of Good Interview Questions;

• Tell me a little bit about yourself?
• Describe your current / most recent position?
• What made you want to make this change?
• What do you most enjoy doing in your current /most recent position?
• Describe your future ambitions?
• How would you describe yourself?

Good interview questions for YOU to ask
Asking questions at interview has a number of positive effects:

• It helps you find out more about the company and the position
• It can be used to divert the interviewer away from a subject you may wish to avoid
• It can help build a rapport with the interviewer
• It demonstrates an interest in the job and the company

The questions must be about the position and the company. Avoid questions about salary, benefits and facilities until after you have been offered the job. You should already have researched the company and it’s products and services. Your questions should demonstrate knowledge of the company’s history, successes and problems. If the interviewer is a representative of the HR department the questions should relate to the company and be general. Specific questions relating to the position should be kept for the hiring manager who will have a more detailed knowledge.

Example questions relating to the position;

• What are the main responsibilities of the job?
• What are the most difficult aspects of the job?
• How did the vacancy arise?
• What is the career path relating to this position?
• How will my work be assessed?

Example questions relating to the company;

• What is the company hoping to achieve in the next 12 months?
• What new products are the company planning to introduce in the future?
• Are any major changes planned for the department/company?
• Who are your biggest competitors?

Where to find company information

• Information relating to companies, financial data's, industries and business trends are available in business magazines which are often published on the World Wide Web. It also allows you to view Annual Reports relating to specific companies.
• Companies often have their own web site
• Newspapers – search on-line press reports including archived articles
• Local library

Interview Tips - Presentation

Obviously you should be clean and smart in appearance but you should also dress appropriately for the position. Do refer my previous post on 'Dress for Interview'.

Interview Tips - Travel

• Arrive 15 minutes early
• Make sure you have the correct address and know how you will get there: Parking? Public transport access?
• Look for the place a day ahead and do a dummy run if you are not sure
• Make sure you carry your mobile phone with the interviewers telephone number so that you can ring ahead if circumstances beyond your control are making you late
• Be polite to everyone you speak as the Security Guard could be the Managing Director’s uncle!
• Have a copy of your CV with you

Summary

• You should show interest in all aspects of the job and the company especially if shown around the premises
• Do your homework on the company and the nature of its business
• Take care on how you dress for the interview. First impressions still count!

Some of the main influences on the interviewer are:

• Your experience in other employment or life situations
• Your personal presentation
• How your personality comes across in the interview
• Your background and references
• Your enthusiasm for both the job and the organisation
• Relevant qualifications for the position

I hope these tips serve you good on your quest. Remember, failing to plan is planning to fail!

All the best!