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PUNE, PAGES 6 | WEDNESDAY, SEPTEMBER 26, 2012 | FOR ADVERTISING QUERIES: CALL 30112307/30112218 OR EMAIL: ASCENT@TIMESGROUP.COM

“It’s important tofocus on the solution,not the problem”

— Donald Trump

ADVERTORIAL AND PROMOTIONAL FEATURE

JOB INTERVIEW FAUX PAS

An interview is a process of selection, notrejection. How a potential employeeexpresses or carries himself/herself duringan interview, helps the hiring manager intaking a well-informed decision.Thefollowing are a few causes of rejection,which should be avoided at all costs:

CORPORATE LIFE

Ajai Mehrotra,AVP, HR – InfoPro Learning,Inc.

ARGUING - If you disagree with theinterviewer at any point, it is best todiscuss the subject amiably;

UNDER-DRESSING - It is advisable to beappropriately dressed for the interview -you could choose your attire based on theculture of the hiring company. Unless thecompany instructs you otherwise, wearbusiness formals;

FAILURE TO RESEARCH ABOUT THECOMPANY - Researching about the hiringcompany shows that you are serious aboutthe job. Basic research could includefinding about the company’s background,vision, competitors, achievements, etc;

CRITICISING YOUR PREVIOUS EMPLOYER -You should never talk undesirably aboutyour current position, industry, people youhave worked with, etc. Anything negativeyou say about any topic will reflectnegatively on you;

GETTING DISTRACTED - Focus on thequestion that is being asked and don’t tryto anticipate the next one. It is alright topause and collect your thoughts beforeanswering;

TALKING TOO MUCH AND SAYING TOOLITTLE - Answering a simple question witha prolonged reply can be avoided if youpractice what you want to communicate.Effective answers demonstrateknowledge;

BEING TOO MODEST - Don’t be afraid totalk about your accomplishments;

ANSWERING PHONE CALLS - This isconsidered extremely rude and should beavoided completely.

Which according to you is the biggestjob interview goof-up? Click on

‘Corporate Life’ atwww.ItsMyAscent.com/CareerAdvice

to leave your reply

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According to a Regus survey,about 51 per cent of Indianemployees say their stress

levels have risen over the past year.The research focused on possiblesolutions and found that nearlythree quarters (72 per cent) ofIndian respondents identify flexibleworking as a way of cutting stress.“There are definitely no con-straints, which limit an Indianorganisation from offering flexibleworking hours to an employee;most Indian organisations have anexcellent structure, productivitydesign and management frameworkin place,” says Monty Bharali,director & head - HR, DSTWorldwide Services, India.

According to JayanthiVaidyanathan, director – HR,PayPal India, flexible workinghours completely depend on thebusiness that the company is into.A bank or hospital cannot have this

arrangement where everything istime-bound. But, for organisationswhere employees keep their cre-ative hats on all the time, a flexibleset-up works a lot to stimulate thegrey cells. “Not all work can bedone away from office as they mayrequire a complex infrastructurethat cannot be replicated at home,”adds Raj Karunakaran, senior man-ager HR, Philips InnovationCampus.

“Some of the areas where compa-nies encounter challenges when

implementing flexible workingoptions for employees are in bal-ancing customer and employeedemands; treating all employeesfairly; ensuring employees workingremotely receive all communica-tions and are treated by otheremployees as a part of the team,etc,” explains Manoj Biswas, unitHR lead, Accenture India.Vaidyanathan says transparency isanother major area for flexi-workhours to become a successful strat-egy. Inspite of these challenges,organisations can look at innova-tive ways of fostering flexi-hours.“The survey clearly demonstrates acorrelation between flexible work-ing (time and/or place of work)and improved productivity. Therespondents (75 per cent) said theyfeel more motivated due to flexibleworking, perhaps indicating whythey are able to become more pro-ductive and generate more rev-

enue,” explains MadhusudanThakur, regional VP, South Asia,Regus. “Flexible working hourswill be the norm for tomorrow’sgreat places to work,” concludesRemi Sai, manager, HR, CypressSemiconductors.

priyac.nair@timesgroup.com

To read more such stories, clickon ‘Global HR Policies’ at

www.ItsMyAscent.com/HRZone

In a bid to increase their gen-der diversity ratio, companiestoday are selecting femalegraduates from B-schools dur-

ing campus placements, discoversa recent study by FLEXI CareersIndia. Although girls add up tojust 10-33 per cent of the stu-dent strength at the B-schools inthe country, they still havebeen grabbing great offers atcampus placements.

“HR teams in organisa-tions have been mandat-ed with maintaining abalance in the genderratio of employees; thisand an overall awarenessand acceptance of theimportance of having awell-balanced employeestrength has promptedbusiness leaders to identifyroles where women would beattuned, productive, availableand preferred. Organisationsare therefore, starting at thegrassroot levels of hiringfemales at the campus level, sothat they can train and nurturethem into becoming future lead-ers of the world,” informsSangeeta Lala, senior VP & co-founder, TeamLease Services.

“We have seen that on an aver-age, women graduates have beenable to secure roles whereby theyhave raised the ratio of their out-

going to incoming salaries by 2.8times,” asserts V K Menon, seniordirector-careers, Admissions andFinancial Aid at the ISB.

Saundarya Rajesh, founder-pres-ident, AVTAR Career Creators andFLEXI Careers India, working inthe space of enhancing women’sworkforce participation rate inIndia says, “Diversity hiringintent among leading companies

has gone up by almost 500 per centsince last year, according to arecent study done by us.Companies in the past two yearshave recognised the benefit ofhaving more women in the work-force – the benefits of a gender-balanced, diverse workforce aremyriad, including the fact that amore diverse management teamdelivers ten per cent better resultsthan an all-male team.”

Traditionally, women have been

under-represented in organisa-tions and the argument for equalopportunity employment has notborne sufficient results in India.Naveen Narayanan, global head–talent acquisition, HCLTechnologies points out thattrends show a lot of companiesare focused on diversity hiringthan ever before. “Companies areadvocating and strongly working

towards hiring/developing womenexecutives as they believe the natu-ral diversity it brings in thinkingand action is of value to theirfirms. Various targeted campaignsfor hiring women employees, creat-ing inclusive workplaces and poli-cies focused on retention of womenemployees are some initiatives.This has become a norm for anyprogressive organisation,” hestates.

Prof Satish Kalra, dean (place-

ment), International ManagementInstitute (IMI) concurs, “Therehas been a conscious effort torecruit more women professionalsduring campus hires this year.Some companies have gone theother way and mandated that forsome jobs (like senior researchengineer, market developmentmanager, legal counsel, etc), theywould prefer women.”

The numbers are increasing, thedemand too is increasing andhence, the future for women at theworkplace certainly looks brighter.

yasmin.taj@timesgroup.com

To read more such stories, clickon ‘Corporate Life’ at

www.ItsMyAscent.com/

CareerAdvice

Industry expert: K ANarayan, president-

HR, Raymond LtdTopic: Current employmentsentiments: the way forward! Date: September 26, 2012Time: 3pm-4pm

Log on to

Chat.ItsMyAscent.com today!

ASCENTLIVE CHAT

Flex it out

LADIES FIRST?DIVERSITY HIRING INTENT AMONG LEADINGCOMPANIES HAS INCREASED BY ALMOST 500 PER CENTSINCE LAST YEAR, ACCORDING TO A RECENT STUDY.YASMIN TAJ DELVES FURTHER

Swati Prakash,president - Tarot India Network predicts your

corporate future onwww.ItsMyAscent.com

CAREER HOROSCOPE

EMPLOYEE PRODUCTIVITY HASINCREASED DUE TO FLEXIBLE WORKINGPRACTICES, REVEALS A SURVEY. PRIYA C NAIR EXPLORES THIS TREND

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� 1�1l Q1lCfl’lIClThe Office of the Governing Body of Insurance Council(GB C), Mumbai is inviting applications for appointment asInsurance Ombudsman to be posted at Bhopal.Chennai. Hycterabacl and Mumba i Centres fromRetired or about to retire : Executives of Public SectorInsurance companies OR Secretary level Officers in lAS/IRSstream OR High Court Judge/Distnct & Sessions CourtJudge.For full details kindly visit our website: www.gbic.co.in.Last date for receipt of application is October 10, 2012.

MumbaiDate : 24.09.20 12 Secretary General

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Insurance Ombudsman