Chapter 9

Employee Communication
 Résumé/ Curriculum Vitae (CV)

A Résumé or CV is a concise, structured summary showcasing an

individual's qualifications, experiences, and career aspirations. It provides
potential employers with a comprehensive overview of your educational
background, work history, and relevant skills.

In essence, a well-crafted Résumé or CV serves as a marketing tool,

highlighting your strengths and aligning them with the needs of the job or
career path you are pursuing. It is your first opportunity to make a lasting
impression on employers.
 Characteristics of a Good Resume

• Neatness: Ensure a well-organized, clutter-free layout for easy reading.

• Simplicity: Use straightforward language, avoiding unnecessary
complexity.
• Accuracy: Provide correct, verified information with no errors or
misleading claims.
• Honesty: Be truthful and transparent about qualifications, experiences,
and skills.
• Reasonably Short: Keep it concise—highlight key points without
overwhelming the reader.
• Appealing Design: Use a visually attractive layout to capture and
maintain attention.
 Procedure of Writing a Good Resume
• Organize Education Information: List your academic qualifications in a
logical, clear order.
• Include Employment History: Detail relevant work experience,
including job titles and responsibilities.
• Add Personal Details: Include contact information and other essential
personal details.
• Highlight Special Training & Achievements: Mention any extra
training, certifications, or notable extracurricular activities.
• Provide References: Include at least two professional references with
contact information.
• Use Clear Headings & Subheadings: Create a main heading for your
resume and subheadings for each section.
• State Career Objectives: Share your career goals and any other key
information to help the employer evaluate you.
 Essential Parts of a Good Resume

• Heading
• Work Experience
• Education
• Relevant Skills
• Activities and Achievement
• Personal Data
• Reference
 Types of CV
1. Chronological CV:
Focus: Emphasizes work experience, listed in reverse chronological order (most
recent job first).
Structure: Typically includes sections for contact information, work experience
(with dates, job titles, and responsibilities), education, and potentially skills,
awards, or publications.
Suitable for: Individuals with a consistent work history in their field, those who
want to showcase career progression, and those who are not career changers.
2. Functional (Skills-based) CV:
Focus: Emphasizes skills and accomplishments, rather than work
experience. This is particularly useful for career changers or individuals with gaps
in their work history.
Structure: Highlights skills and abilities in categories (e.g., communication,
leadership, technical skills), followed by a brief work history section (often with
dates but without detailed descriptions).
Suitable for: Career changers, individuals with gaps in employment, those with
limited work experience, or those who want to emphasize specific skills relevant
3. Combination CV:
Focus: Combines the elements of both chronological and functional CVs. It
provides a strong emphasis on both skills and work experience.
Structure: Starts with a skills summary or a professional profile highlighting
key skills and accomplishments, followed by a reverse chronological work
history.
Suitable for: Those who want to emphasize both their skills and their work
experience, and those who want to provide a more detailed overview of their
career progression.
 In addition to these main types, other variations exist, such as:
Academic CV: A specialized CV for those applying for academic or research positions,
often including sections for publications, presentations, research grants, and teaching
experience.
Creative CV: A CV that uses a more visually appealing or innovative format to showcase
creativity and design skills.
Targeted CV: A CV tailored to a specific job or company, highlighting the skills and
experience most relevant to that particular opportunity.
 Job Interview

A job interview is generally a face-to-face encounter between a

recruiter and a candidate. Recruiters typically ask a series of
questions to determine if the candidate is the right fit for the job.

Recruiter's Focus:
• Background: Educational qualifications and work history
• Skills: Relevant abilities and competencies
• Job Objectives: Career goals and aspirations
• Interests: Alignment with the role and company
• Attitudes: Professional demeanour and cultural fit
 Basic Rules to Build Impression
• Key Point: First Impression is the most important thing.
• Impact of Uncertainty: Presenting an uncertain image may eliminate you as a
candidate.
• Survey Insights: Research indicates that more than six out of ten interviewers
decide whether or not to hire a candidate within the first fifteen minutes of the
interview.
• Research the Company and Position: Gather information about the organization
and the specific role you’re applying for.
• Generate a List of Questions: Prepare insightful questions to ask the interviewer
about the company and the role.
• Choose an Effective Presentation Style: Determine how you will present yourself
and your qualifications during the interview.
• Be Ready for Difficult Interviewers: Anticipate challenging questions and prepare
your responses.
• Arrive on Time: Punctuality demonstrates professionalism and respect for the
interviewer’s time.
• Use Effective Communication: Practice clear and confident verbal and non-verbal
communication.
• Come Prepared with Your Resume & Recommendations: Bring copies of your
 Formal Vs Informal Interview

Feature Formal Interview Informal Interview

Structure Highly structured Unstructured

Questions Predefined, objective Open-ended, conversational

Focus Technical skills, competencies Personality, cultural fit

Setting Professional office Casual setting (e.g., coffee

shop)

Dress Code Strict professional attire Smart casual

 Types of Interview

 By Format
 Structured Interview:
All candidates are asked the same predetermined questions in the same order,
allowing for objective comparison.
Example: "Describe your experience in managing a budget".
 Un-Structured Interview:
A more casual, free-flowing conversation where questions vary and aren't pre-
planned.
Example: The interviewer asks follow-up questions based on the candidate's
answers about their career goals.
 Semi-Structured Interview:
Combines elements of both structured and unstructured formats, with a set of
core questions and some flexibility for follow-up questions.
Example: Starts with "Tell me about your biggest professional achievement,"
then asks "What challenges did you face?".
 By Content/Skills
 Behavioral Interview:
Focuses on how you handled past situations to predict future performance.
Example: "Tell me about a time you had to deal with a difficult customer".
 Competency Based Interview:
Asks for examples of how you've demonstrated specific skills and attributes needed for
the job.
Example: "Give an example of when you used strong communication skills to persuade
a team".
 Situational Interview:
Presents hypothetical scenarios to assess how you would handle them.
Example: "What would you do if a key project deadline was suddenly changed?".
 Case Interview:
Candidates are given a business problem and must analyze it and propose a solution.
Example: "How would you increase market share for our product in a new region?".
 Technical Interview:
Assesses your technical knowledge and skills related to the job.
Example: A software developer is asked to write code to solve a specific programming
challenge.
 Stress Interview:
Designed to test how you perform under pressure.
 By Number of People
 Panel Interview:
One candidate is interviewed by multiple people at the same time.
Example: A candidate meets with a hiring manager, a potential colleague,
and a department head.
 Group Interview:
Multiple candidates are interviewed simultaneously, often to gauge
teamwork and communication.
Example: A group of candidates is given a task to complete together, and
the interviewer observes their collaboration.
 Other Types
Phone Interview: An initial screening conducted over the phone.
Video Interview: Conducted remotely using video conferencing.
 A Model
Interview

• Introduction: The interviewer and candidate exchange greetings and establish

rapport.
• Questions About Work Experience: Discussion of the candidate's previous
work history and relevant experiences.
• Questions About Education: Inquiry into the candidate’s educational
background and qualifications.
• Discussion of Current Activities and Interests: Conversation about the
candidate’s current activities and personal interests.
• Analysis of Strengths and Weaknesses: Exploration of the candidate’s key
strengths and areas for improvement.
• Closing Remarks: Summary of the interview and information on the next steps
in the hiring process.
 Making a Strong Introduction

• A Firm Handshake:
Demonstrates confidence and professionalism.
• Eye Contact:
Shows engagement and interest in the conversation.
• A Smile:
Conveys warmth and welcomes the opportunity to exchange information.

Purpose: These elements together signal to the interviewer that you are
eager to demonstrate your worth and discuss the role.
 Basic Strategies

• Be a Careful Listener: Listen to all questions and provide concise, direct

answers.
• Be Organized and Goal-Directed: Focus on being offered the job while
evaluating the opportunity; avoid irrelevant details.
• Provide Specific Examples: Use concrete examples to illustrate your
qualifications and experiences.
• Practice Your Delivery: Avoid annoying speech mannerisms; be mindful
of tone and body language.
• Handle Difficult Questions: Maintain control of the interview and present
yourself positively.
• Dress for Business:
 Men: Dark suit, conservative shirt and tie, matching shoes.
 Women: Professional attire; avoid excessive jewellery and heavy makeup.
• Be Punctual: Arrive on time, allowing for extra time to navigate potential
delays.