The arrival of global economic downturn resulted in wide spread job losses and affected almost every industry.
The Job vacancies in India primarily owe its existence to the myriad of industries in India including the public and private ones. The sectors which were virtually untouched by economic degradation were paramilitary or Defense sector, banking sector, govt. organizations like the railways etc. the defense sector has jobs for every educational qualifications ranging from constables to majors.
Apart from that banking institutions have been recruiting clerks, probationary officers, technicians etc on a fairly regular basis. The heavy potential of India to absorb people from walks of life makes it a prospective job destination. Folks need to understand that a Job vacancy in India or Job opening in India should not be considered easy as the level of competition is utterly huge. It is advisable for students to try for jobs in different sectors rather than sticking to one niche sector.
Currently, the unemployment figure looms close to 8.9 million. India should realise that these unemployed can make for good skilled labour and work force if they are imparted the necessary training and education. Such high unemployment rates would breed major discontent in the youth and would also propel problems like rising crime. The government should implement plans where it exploits its manpower to work for their own benefit. These people could be trained and motivated to build schools in their areas, construct roads, build hospitals in rural areas, etc - all for a stipend of course. Such an approach would provide them with a steady income and also enhance rural facilities and infrastructure so that their progeny gets a head start and have more opportunities open to them. This would also aid in making villages self-sufficient.
The rising entrance of health sector in the rural areas also holds immense potential for people to get recruited. The education sector is one industry where a lot of people can find refuge. A Typical MBA institute in India produces hundreds of industry ready professionals every year who have the essential characteristics and skills to play the big game in the commercial world. There are countless prospects to be exploited in the private sector and outsourcing industry which is evenly spread in the metros and tier one cities like Delhi, Mumbai, Kolkata, Hyderabad, Chennai, Chandigarh, Bangalore, Nagpur and others.
get career you want according to your skill
Friday, December 31, 2010
Thursday, December 16, 2010
Education Careers
Education Careers Information:Education careers facilitate towards learning and achieving goals. Education is based especially on the teaching and training. An education career provides basic needs of human being and the combination of the teaching and learning specific skills. Education delivers teaching system of the different policies such as learning, regulation, examination and funding teachers to teach to the best of theirs abilities.
.Education Career OptionsEducation careers refer towards with knowledge preparing learners with specific skills and applied immediately upon completion.
Job Titles in Education:All types of teacher's job, primary school teacher, teacher for all subjects, teachers for handicapped, exceptional education teacher, severe emotional disorder elementary teacher, early childhood special teacher, special education teacher, school teacher, school principal, vocational educational teacher, college student career counselor, university college professor, academic instructor, college student activities director, college special education professor, lectures, professors, readers, registers
Qualification and Eligibility for the Education Careers:Educational field would help to each and every student to face live challenges and is highly intensive filed. Student need to study hard form school level as well as teaching skill required to get success in the education field and you need to do well in all subject from your school level.
Primary school teacher should be should be twelve pass with at least 50% marks aggregate and there are so many vocational training courses available for the pre school teachers and the number of vocational training centers available for training and these centers conduct number of courses such as personal skill, aptitude, teacher training diploma. Aptitude and personal skill is more important then academic record. There is Montessori training school which provides training for the pre school teachers.
Primary school teachers the minimum requirement is a graduate degree or diploma with nursery training certificate. Bachelors in education (B.Ed.) candidates generally start their career as primary school teacher and move up the gradually. Graduate in home science candidate can also be starting their career as primary school teacher. Candidate must be post graduate or graduate with at least 55% with degree or diploma in teaching or education and candidate have studied at least one of the teaching subjects during graduation.
Senior secondary teacher and secondary teachers minimum requirement is post graduate degree in the relevant subject and bachelors in education (B.Ed) degree and especially B.Ed course for the secondary school teachers. Who completed B.Ed degree after graduation is called as trained graduate teachers. There are several teachers training colleges available which provide B.Ed course and duration of this course is one year and some universities provide correspondence or distance learning course for the teachers who are already in service. There are special institutions for teachers for the mentally retarded, blind, dumb and deaf, mentally retarded, art, music, craft and physical education.
Lectures in arts, science, commerce, social science, foreign languages, law and physical education require minimum post graduate in the relevant subject or equivalent degree with at least 55% marks. SET or NET are eligibility test for lectures and conduced UGC or CSIR and lectures who are completed 8 years of service and participated in at least two refresher course of approved certain duration are appointed normally in the senior scale. Senior scale lectures that do not have completed Ph.D. degree and who don't meet the research standards or scholarship but fulfill the other criteria and have a good record I the teaching get the selection grade.
Responsibilities of Education Professionals:Teaching the basis of learning and teaching discipline and instruct to vocational skills and academic skills to the student and interactions with students and parents. Teach to student's independence, productivity and pride to work. Conduct filed trip to enable students to learn about practical knowledge and related activities as a general education. Responsible for training of students and school personnel and other individuals to plan vocational training that meets student's needs and interests.
How to Start Education Profession:After your complete degree such as graduation or post graduation you need to do education program or teachers training program. You can take help so many employment news paper to get job as teacher, lecture, professor or you can visits school walk-ins, institute college walk-ins.
Remuneration in Education career:
Generally teachers work private school or government school and remuneration package will commensurate with the experience Primary school teacher's government schools(annual): US$ 1,000 -US$ 2,000 junior school Teachers' government schools(annual): US$ 1,500 -US$ 2,500 College lectures(annual) US$ 2,5000 -US$ 4,0006, college readers (annual) US$ 8,000 - US$ 13,500 college professors US$ 12, 400 - US$ 22,400.
.Education Career OptionsEducation careers refer towards with knowledge preparing learners with specific skills and applied immediately upon completion.
Job Titles in Education:All types of teacher's job, primary school teacher, teacher for all subjects, teachers for handicapped, exceptional education teacher, severe emotional disorder elementary teacher, early childhood special teacher, special education teacher, school teacher, school principal, vocational educational teacher, college student career counselor, university college professor, academic instructor, college student activities director, college special education professor, lectures, professors, readers, registers
Qualification and Eligibility for the Education Careers:Educational field would help to each and every student to face live challenges and is highly intensive filed. Student need to study hard form school level as well as teaching skill required to get success in the education field and you need to do well in all subject from your school level.
Primary school teacher should be should be twelve pass with at least 50% marks aggregate and there are so many vocational training courses available for the pre school teachers and the number of vocational training centers available for training and these centers conduct number of courses such as personal skill, aptitude, teacher training diploma. Aptitude and personal skill is more important then academic record. There is Montessori training school which provides training for the pre school teachers.
Primary school teachers the minimum requirement is a graduate degree or diploma with nursery training certificate. Bachelors in education (B.Ed.) candidates generally start their career as primary school teacher and move up the gradually. Graduate in home science candidate can also be starting their career as primary school teacher. Candidate must be post graduate or graduate with at least 55% with degree or diploma in teaching or education and candidate have studied at least one of the teaching subjects during graduation.
Senior secondary teacher and secondary teachers minimum requirement is post graduate degree in the relevant subject and bachelors in education (B.Ed) degree and especially B.Ed course for the secondary school teachers. Who completed B.Ed degree after graduation is called as trained graduate teachers. There are several teachers training colleges available which provide B.Ed course and duration of this course is one year and some universities provide correspondence or distance learning course for the teachers who are already in service. There are special institutions for teachers for the mentally retarded, blind, dumb and deaf, mentally retarded, art, music, craft and physical education.
Lectures in arts, science, commerce, social science, foreign languages, law and physical education require minimum post graduate in the relevant subject or equivalent degree with at least 55% marks. SET or NET are eligibility test for lectures and conduced UGC or CSIR and lectures who are completed 8 years of service and participated in at least two refresher course of approved certain duration are appointed normally in the senior scale. Senior scale lectures that do not have completed Ph.D. degree and who don't meet the research standards or scholarship but fulfill the other criteria and have a good record I the teaching get the selection grade.
Responsibilities of Education Professionals:Teaching the basis of learning and teaching discipline and instruct to vocational skills and academic skills to the student and interactions with students and parents. Teach to student's independence, productivity and pride to work. Conduct filed trip to enable students to learn about practical knowledge and related activities as a general education. Responsible for training of students and school personnel and other individuals to plan vocational training that meets student's needs and interests.
How to Start Education Profession:After your complete degree such as graduation or post graduation you need to do education program or teachers training program. You can take help so many employment news paper to get job as teacher, lecture, professor or you can visits school walk-ins, institute college walk-ins.
Remuneration in Education career:
Generally teachers work private school or government school and remuneration package will commensurate with the experience Primary school teacher's government schools(annual): US$ 1,000 -US$ 2,000 junior school Teachers' government schools(annual): US$ 1,500 -US$ 2,500 College lectures(annual) US$ 2,5000 -US$ 4,0006, college readers (annual) US$ 8,000 - US$ 13,500 college professors US$ 12, 400 - US$ 22,400.
Top US Jobs
Our list of top ten jobs in demand in the U.S. was based on the Bureau of Labor Statistics’ (BLS) overview of current job occupations with the largest numerical growth. (See screenshot image of BLS list – click for a larger view). Unfortunately however, the turnover rates for some of these jobs are also high; workers often leave to look for less strenuous jobs or where there are better salary offers. Hence, employers are frequently seeking suitable replacements.
Find out the details as well as the benefits and drawbacks about each of them to serve as your career planning guide.
Find out the details as well as the benefits and drawbacks about each of them to serve as your career planning guide.
(1) Registered Nurses
Registered Nurses (RN) continue to top the list, inasmuch as the shortage for this profession is still unmet. According to labor market indicators, although the number of US NCLEX-RN Board passers doubled to 134,000, this was not enough to meet the 581,500 new RN jobs that was estimated in 2008.
Pay Rates
The National Pay DATA disclose that average hourly rates range from $22.08 - $30.80, while the annualized figures range from $46,477 to $67,195. Compensation packages include bonuses and profit sharing as well as health care benefits. Jobs are usually found in companies engaged in providing health care services, hospitals and providers of long-term or home-care rehabilitation and nursing.
Career Outlook
RNs with impeccable performances are being offered better career options in private offices operated by independent physicians and as private nurses for outpatient treatments. Offers include family-friendly work hours, a better working environment and in some cases, travel opportunities in accordance with the patient’s lifestyle.
Competition is stiff, hence, it would be best for those who take up nursing degrees to acquire as much skills and knowledge as possible, including that of advanced practice nursing. Those who manifest excellence in early internship engagements are being retained, and signed-in as soon as they graduate and pass the board.
Others are being offered teaching jobs to supplement the post-secondary institute's faculty resources, as more and more students are becoming interested in finding high-paying jobs as Registered Nurses.
Places/US Cities with Most Demand and Highest Salary Offers
The top US cities with the highest demand for registered nurses are (1) Rochester, MN; (2) Gainesville, FL; (3) Ann Arbor MI; (4) Morgantown, WY and (5) Durham, NC; where pay rates range from $27.49 to $ 32.00.
The US states with the highest paying RN job opportunities are led by California, offering the highest rate at $40.90 per hour, followed by Massachusetts, Hawaii, Maryland and New Jersey at $36.05 per hour.
(2) Home Health Aides
Home health aides find work in licensed home care hospices that usually receive government or charitable funding as financial support. Their main responsibility is to assist the hospices' clients who may be chronically ill, disabled, a senior citizen or cognitively impaired. Clients are usually outpatients requiring medical and other forms of health care assistance on a short-term basis.
Tasks include performing housekeeping work as well as assisting the patient in personal grooming and hygiene. Depending on their personal capacities, home health aides can work part-time or in full and take care of more than one patient. Hence, flexibility of time is possible.
Pay Rate
The National Pay Data for home health aides discloses average hourly pay rates that range from $8.35 - $11.14, and annualized at $17,556 - $24,530, which includes overtime pay, bonuses and profit sharing. About 79% of those hiring home health aides do not include health care benefits as part of compensation package.
Career Outlook
A home health aide is required to undergo on the job training under a registered nurse or other experienced health care workers. An aide may be a high school graduate, but it is important for him or her to be emotionally stable and with a generally cheerful disposition. He or she should also pass certain medical tests as well as possess a clean slate in driving records.
In 2008, about 1.7 million found work as home health aide; hence, making it one of the top jobs in demand. However, job vacancies are high due to faster turnover rates. Most individuals who left their jobs found the tasks involved too taxing both physically and emotionally, while compensation is too low.
Home health aide workers could advance as Certified Nurse Assistants and earn at a range of $19,950- $27,076. Others take up additional BS Nursing courses; pass the NCLEX exams to become Registered Nurses, in order to find better paying job opportunities.
Job Prospects in Research Career
About Research Careers:Now days, organizations are very sophisticated. So there is need to effectively manage materials, machinery, equipments, money and human resources. Research analysts manage these things better using analytical methods of mathematics, engineering and science. Research analysts discover solutions to achieve goals of a project. Research analysts put forth these solutions in front of manager. Manager then selects course of action.
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Responsibilities of Research Analyst:The duties or responsibilities of research analyst change according to organization and management of the firm. In some firms, work of research analyst is centralized while in some it is distributed in each department. Research analysts work in association with senior management to tackle various problems
Research analyst first discuss problem with managers. After discussion, analysts define the problem. Then research analysts examine the problem, split it into its parts. Information is gathered from various sources. With the available information, analysts determine best possible technique to tackle the problem. There are many methods to tackle the problem including linear and nonlinear programming, Monte Carlo simulation, queuing and other stochastic-process models, data envelopment analysis, Markov decision processes, dynamic programming, econometric methods, neural networks, expert systems, decision analysis, and the analytic hierarchy process. Nearly all of these techniques involve the construction of a mathematical model that attempts to describe the system being studied. So, the problem of the windshields, for example, would be described as a set of equations that try to model real-world conditions.
Eligibility and Qualification for Research Career:In research career, it is expected that candidates should have completed his masters' degree operations research or related fields such as business, engineering, computer science, mathematics, management and information systems. Chances of employment will increase if candidates possess bachelor's degree in computer science or a quantitative discipline such as mathematics, economics, or statistics.
Dual bachelor degrees in operations research and computer science are appreciated by In the United States, there are many colleges and universities which offers than 130 programs in operations research and related studies. In research career, it is important to continue education.
Job Prospects in Research Career : Opprtunities in Research FieldCandidates having bachelors degree in operations research or related fields have various opportunities as research analyst. As a research analyst, one should have good knowledge of mathematics and computer along with problem solving skills. They can work as operations computer scientist, systems analyst, research analyst or management analyst. Candidate who is updated with latest technological development and software have the best opportunities in the research field.
In almost every company, there is need for research analyst. Scientific, managements and technical consulting companies offer good job opportunities for research analyst alsong with business and government agencies.
Remuneration in Research Careers:Average salary for a research analyst is $65,750 per annum. However, annual salary for research analyst ranges between $49,730 and $86,960. While average annual salary for research analyst working in scientific, management and technical consulting services is $71,570.Average salary of research analysts working in the Federal Government for non supervisory, supervisory, and managerial positions is $92,207 per annum.
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Responsibilities of Research Analyst:The duties or responsibilities of research analyst change according to organization and management of the firm. In some firms, work of research analyst is centralized while in some it is distributed in each department. Research analysts work in association with senior management to tackle various problems
Research analyst first discuss problem with managers. After discussion, analysts define the problem. Then research analysts examine the problem, split it into its parts. Information is gathered from various sources. With the available information, analysts determine best possible technique to tackle the problem. There are many methods to tackle the problem including linear and nonlinear programming, Monte Carlo simulation, queuing and other stochastic-process models, data envelopment analysis, Markov decision processes, dynamic programming, econometric methods, neural networks, expert systems, decision analysis, and the analytic hierarchy process. Nearly all of these techniques involve the construction of a mathematical model that attempts to describe the system being studied. So, the problem of the windshields, for example, would be described as a set of equations that try to model real-world conditions.
Eligibility and Qualification for Research Career:In research career, it is expected that candidates should have completed his masters' degree operations research or related fields such as business, engineering, computer science, mathematics, management and information systems. Chances of employment will increase if candidates possess bachelor's degree in computer science or a quantitative discipline such as mathematics, economics, or statistics.
Dual bachelor degrees in operations research and computer science are appreciated by In the United States, there are many colleges and universities which offers than 130 programs in operations research and related studies. In research career, it is important to continue education.
Job Prospects in Research Career : Opprtunities in Research FieldCandidates having bachelors degree in operations research or related fields have various opportunities as research analyst. As a research analyst, one should have good knowledge of mathematics and computer along with problem solving skills. They can work as operations computer scientist, systems analyst, research analyst or management analyst. Candidate who is updated with latest technological development and software have the best opportunities in the research field.
In almost every company, there is need for research analyst. Scientific, managements and technical consulting companies offer good job opportunities for research analyst alsong with business and government agencies.
Remuneration in Research Careers:Average salary for a research analyst is $65,750 per annum. However, annual salary for research analyst ranges between $49,730 and $86,960. While average annual salary for research analyst working in scientific, management and technical consulting services is $71,570.Average salary of research analysts working in the Federal Government for non supervisory, supervisory, and managerial positions is $92,207 per annum.
Modelling Agencies
Modelling : Contact Details of Model / Talent Agencies
Modelling Agencies in USA(New York Only)
University Models Inc.
1133 Pleasantville Rd, 3rd Flr, Briarcliff Manor, NY 10510
web: www.universitymodels.com
E-mail: Contact Us
Fax:914-923-3664
• Conwall Career Centre
Two Symphony Circle, Buffalo, NY 14201
Ph: 716-884-0763; Fax: 716-882-8931
• New Faces
70-10 Austin St, Forest Hills, NY 11375
Ph: 718-261-7759; Fax: 718-261-3506
• Personal Best,
3960 Harlem Rd, Ste 11C, Buffalo, NY 14226
Ph: 716-839-9012
• Nexus Personal Mgmt,
PO Box 614, Fairport, NY 14450
Ph: 716-425-1377; Fax: 716-425-1362
• New Faces
25 Woodbury Rd, Hicksville, NY11081
Ph: 516-822-4208; Fax: 516-938-1725
• Barbizon/Shiver Model Management
117 Metropolitan park, Liverpool, NY 13088
Ph: 315-457-7580; Fax: 315-457-6289
• Claire Model & Talent Mgmt Inc.
PO Box 1351, Long Beach, NY 11561
Ph: 516-897-3703; Fax: 516-889-4889
Email: Contact Us
• Mary Therese Friel Inc.
1251 Pittsford Mendon Rd, Mendon, NY 14506
716-624-5510; Fax: 716-582-1268
Web: www.youcanbe.com
• Elite Model Management
111 East 22nd St, New York, NY 10010
Ph: 212-529-9700; Fax: 212-475-0572
• Flaunt Model Management Inc.
114 East 32nd Street, Ste 501, NYC, NY11016
Ph: 212-679-9011
• Grace Del Marco Multi-Cultural Model & Talent Group
350 fifth Avenue, Ste 3110, New York, NY 10118
Ph: 212-629-6404; Fax: 212-629-6403
• Gramercy Models Inc
928 Broadway, #500, New York, NY 10010
Ph: 212-598-1003; Fax: 212-254-9486
• ID Men
155 Spring Street, New York, NY 10012
Ph: 212-334-4333; Fax: 212-334-4999
• Karin Models
524 Broadway, New York, NY 10012
Ph: 212-226-4100; Fax: 212-226-4060
• The Lyons Group
505 Eighth Ave, Ste 1400, New York, NY 10008
Ph: 212-239-3539; Fax: 212-643-1920
• Mac2
156 Fifth Avenue, Suite 222, New York, NY 10010
Ph: 212-627-3100; Fax: 212-627-7293
Web: www.macdonaldrichardsmodels.com
Email: Contact Us
• Madison Models
84 Wooster St, 4th Flr, New York, NY 10011
Ph: 212-941-5577; Fax: 212-941-5559
Web: www.madisonmodels.com
Email: Contact Us
• Major Model Management
381 Park Ave South, Ste 1501, New York, NY 10016
Ph:212- 685-1200; Fax: 212-683-5200
E-mail: Contact Us
• Marilyn Inc
300 Park Ave South, 2nd Floor, NYC, NY 10010
Ph: 212-260-6500; Fax: 212-260-0821
• Maxx Men
30 E 20th st, 6th Fl, New York, NY 10003
Ph: 212-228-0278; Fax: 212-228-0438
• Mc Donald/Richards Model Management . NYC
156 fifth avenue, Suite 222, New York, NY 10010
Ph: 212-627-3100; Fax: 212-627-7293
Web: www.mcdonaldrichardsmodels.com
E-mail: Contact Us
• Mega Management
594 Broadway, Ste 507, New York, NY 10012
Ph: 212-334-5800; Fax: 212-334-9164
• Metropolitan
220 Fifth Ave, Ste 800, NYC, NY 10001
Ph: 212-481-0500; Fax: 212-481-2525
• Model & Talent Management
15 Penn Plaza, Ste. 170 New York, NY 10001
Ph: 212-239-6608; Fax: 212-967-4256
• Natasha's Models .Scouting Office
143 E 13th, New York, NY 10003
Contact : Allesandra Litta
Web: www.natashas.com
Tel/Fax: 212-475-8783
• New York Model Management
149 Wooster St, 7th Floor, NYC, NY 10012
Ph: 212-539-1700; Fax: 212-539-1775
Web: http://www.newyorkmodels.com
• Next Management
23 watts Street, New York, NY 10013
Ph: 212-925-5100; Fax: 212-925-5931
Web : www.nextmodels.com
• New York City, Modeling Agencies, Children
Ford/Children, 142 Greene St, 4th Flr, NYC, NY 10012
Ph: 212-219-6150; Fax212-219-6156
• Generation Model Mgmt Inc
20 West 20th, Ste 1008, New York city, NY 10011
Contact : Patti Fleischer
Ph: 212-727-7219; Fax: 212-727-7147
• Little Macs/Macs Teens
156 Fifth Avenue, Suite 222, New York, NY 10010
Contact : Benjamin Donner
Ph: 212-627-3100; Fax: 212-627-7293
Web: www.mcdonaldrichardsmodels.com
• Product Model Management Inc
240 W 35th, Ste 1001, New York, NY 10010
Ph: 212-563-6444; Fax: 212-465-1967
• Withlemina /Children's Division
300 Park Ave, South, New York, NY 10010
Ph: 212-473-1253; Fax :212-473-3223
Modelling Agencies in Canada, Newfoundland
X-Posure International Inc
155 Water St. Ste 101. St John's NFLD A1C 1B1
Contact : Ms Alma Connock
Ph: 709- 579-2996; Fax: 709-726-3956
Contact Details of Model / Talent Agencies in Australia
• Allure International Models Pty Ltd
35 Dover St, Albion, QLD 4010
Contact : Jacqueline Schell
Ph: 7-3262-6566; Fax: 7-3262-6577
• Tamblyn Models
Concrode House - Level 2, 217 George St, Brisbane, Qld 4000
Contact : Sallie Tamblyn
Ph: 7-3229-1299; Fax: 7-3229-1243
• Cosmopolitan Model Mgmt
537 Malvern Rd, Toorak, Melbourne, VIC 3142
Ph: 3-9823-1438; Fax: 3-9826-5196
Contact : Deborah Miller
• Jemma International PTY LTD
Level 3, API House, 100 Murray St, Perth, WA 6000
Contact : Maxine Howell- Price
Ph: 8-9421-1770; Fax: 8-9421-1797
Email: Contact Us
• Spiers Model Management
858 Hay Street, Perth 6000- Western Australia
Contact : Liz Joyce /Jan Fabretti
Ph: 8-9322-1044; Fax: 8-9322-1044
Web : www.spiers.wantree.com.au
Email: Contact Us
• China Arts - Int'l Asian Model Management
7B, 2nd Flr, 251 chapel St, Prahran, VIC 3181
Contact : Hanning l. Han
Ph: 3-9533-6688, 0412-466-996; Fax: 3-9533-6688
• Giant Management PTY Ltd
15 Darling St, PO Box 580, South Yarra, VIC 3141
Contact : Greg Tyshing
Ph: 3-9866-6455; Fax: 3-9866-6389
Email: Contact Us
MODEL INSTITUTIONS IN INDIA
Aditi Modelling Service, Bangalore( Karnataka )
324,Upper Palace Orchard , Bangalore ( Bangalore (Bengaluru) Dist. ) - 560 080
Ashraf Studios, Mumbai( Maharashtra )
Opp.Mahim Rly. Station,Mahim West , Mumbai ( Mumbai Dist. ) - 400016
Boman Irani, Mumbai( Maharashtra )
51/L. Paradise,Shyam Niwas,Bhulabhai Desai Road , Mumbai ( Mumbai Dist. ) - 400026
Catwalk, New Delhi( Delhi )
K-40, Hauz Khas Enclave , New Delhi ( Delhi ) - 110016
Face 1, Mumbai( Maharashtra )
797, Jesia Building,Jam-e-Jamshedji Road,Parsi Colony,Dadar , Mumbai ( Mumbai Dist. ) - 400 014
Glitz, New Delhi( Delhi )
F-100 Lajpat Nagar II , New Delhi ( Delhi ) - 110 024
Mayrose Management Services, Mumbai( Maharashtra )
302,Radha Mukund,B.P. Road,Dahisar-West , Mumbai ( Mumbai Dist. )
New India Models.Com, New Delhi( Delhi )
201,Mayur Plaza,LSC Opp. ASN School, Mayur Vihar Phase-1 , New Delhi ( Delhi )
Ozone Models Management, Mumbai( Maharashtra )
Gamdevi Phiroze Shah Road,Santa Cruz(W) , Mumbai ( Mumbai Dist. ) - 400007
Passion EC, Kolkata( West Bengal )
191,Sector I,Salt Lake , Kolkata ( Kolkata Dist. )
Platinum Models, New Delhi( Delhi )
A 276, Shivalik , New Delhi ( Delhi ) - 110017
Profilez Estd., Hyderabad( Andhra Pradesh )
P29, F10, UCO Avenue Apts.,Novodaya Colony,Srinagar , Hyderabad ( Hyderabad Dist. )
RG Advertising & Modeling Agency, New Delhi( Delhi )
J-1/31, Malviya Nagar , New Delhi ( Delhi ) - 110017
The Bridge, New Delhi( Delhi )
201,Bhanot Trade Centre,Paschim Vihar , New Delhi ( Delhi )
The Modelling Academy, Mumbai( Maharashtra )
Malad , Mumbai ( Mumbai Dist. ) - 400064
Modelling Agencies in USA(New York Only)
University Models Inc.
1133 Pleasantville Rd, 3rd Flr, Briarcliff Manor, NY 10510
web: www.universitymodels.com
E-mail: Contact Us
Fax:914-923-3664
• Conwall Career Centre
Two Symphony Circle, Buffalo, NY 14201
Ph: 716-884-0763; Fax: 716-882-8931
• New Faces
70-10 Austin St, Forest Hills, NY 11375
Ph: 718-261-7759; Fax: 718-261-3506
• Personal Best,
3960 Harlem Rd, Ste 11C, Buffalo, NY 14226
Ph: 716-839-9012
• Nexus Personal Mgmt,
PO Box 614, Fairport, NY 14450
Ph: 716-425-1377; Fax: 716-425-1362
• New Faces
25 Woodbury Rd, Hicksville, NY11081
Ph: 516-822-4208; Fax: 516-938-1725
• Barbizon/Shiver Model Management
117 Metropolitan park, Liverpool, NY 13088
Ph: 315-457-7580; Fax: 315-457-6289
• Claire Model & Talent Mgmt Inc.
PO Box 1351, Long Beach, NY 11561
Ph: 516-897-3703; Fax: 516-889-4889
Email: Contact Us
• Mary Therese Friel Inc.
1251 Pittsford Mendon Rd, Mendon, NY 14506
716-624-5510; Fax: 716-582-1268
Web: www.youcanbe.com
• Elite Model Management
111 East 22nd St, New York, NY 10010
Ph: 212-529-9700; Fax: 212-475-0572
• Flaunt Model Management Inc.
114 East 32nd Street, Ste 501, NYC, NY11016
Ph: 212-679-9011
• Grace Del Marco Multi-Cultural Model & Talent Group
350 fifth Avenue, Ste 3110, New York, NY 10118
Ph: 212-629-6404; Fax: 212-629-6403
• Gramercy Models Inc
928 Broadway, #500, New York, NY 10010
Ph: 212-598-1003; Fax: 212-254-9486
• ID Men
155 Spring Street, New York, NY 10012
Ph: 212-334-4333; Fax: 212-334-4999
• Karin Models
524 Broadway, New York, NY 10012
Ph: 212-226-4100; Fax: 212-226-4060
• The Lyons Group
505 Eighth Ave, Ste 1400, New York, NY 10008
Ph: 212-239-3539; Fax: 212-643-1920
• Mac2
156 Fifth Avenue, Suite 222, New York, NY 10010
Ph: 212-627-3100; Fax: 212-627-7293
Web: www.macdonaldrichardsmodels.com
Email: Contact Us
• Madison Models
84 Wooster St, 4th Flr, New York, NY 10011
Ph: 212-941-5577; Fax: 212-941-5559
Web: www.madisonmodels.com
Email: Contact Us
• Major Model Management
381 Park Ave South, Ste 1501, New York, NY 10016
Ph:212- 685-1200; Fax: 212-683-5200
E-mail: Contact Us
• Marilyn Inc
300 Park Ave South, 2nd Floor, NYC, NY 10010
Ph: 212-260-6500; Fax: 212-260-0821
• Maxx Men
30 E 20th st, 6th Fl, New York, NY 10003
Ph: 212-228-0278; Fax: 212-228-0438
• Mc Donald/Richards Model Management . NYC
156 fifth avenue, Suite 222, New York, NY 10010
Ph: 212-627-3100; Fax: 212-627-7293
Web: www.mcdonaldrichardsmodels.com
E-mail: Contact Us
• Mega Management
594 Broadway, Ste 507, New York, NY 10012
Ph: 212-334-5800; Fax: 212-334-9164
• Metropolitan
220 Fifth Ave, Ste 800, NYC, NY 10001
Ph: 212-481-0500; Fax: 212-481-2525
• Model & Talent Management
15 Penn Plaza, Ste. 170 New York, NY 10001
Ph: 212-239-6608; Fax: 212-967-4256
• Natasha's Models .Scouting Office
143 E 13th, New York, NY 10003
Contact : Allesandra Litta
Web: www.natashas.com
Tel/Fax: 212-475-8783
• New York Model Management
149 Wooster St, 7th Floor, NYC, NY 10012
Ph: 212-539-1700; Fax: 212-539-1775
Web: http://www.newyorkmodels.com
• Next Management
23 watts Street, New York, NY 10013
Ph: 212-925-5100; Fax: 212-925-5931
Web : www.nextmodels.com
• New York City, Modeling Agencies, Children
Ford/Children, 142 Greene St, 4th Flr, NYC, NY 10012
Ph: 212-219-6150; Fax212-219-6156
• Generation Model Mgmt Inc
20 West 20th, Ste 1008, New York city, NY 10011
Contact : Patti Fleischer
Ph: 212-727-7219; Fax: 212-727-7147
• Little Macs/Macs Teens
156 Fifth Avenue, Suite 222, New York, NY 10010
Contact : Benjamin Donner
Ph: 212-627-3100; Fax: 212-627-7293
Web: www.mcdonaldrichardsmodels.com
• Product Model Management Inc
240 W 35th, Ste 1001, New York, NY 10010
Ph: 212-563-6444; Fax: 212-465-1967
• Withlemina /Children's Division
300 Park Ave, South, New York, NY 10010
Ph: 212-473-1253; Fax :212-473-3223
Modelling Agencies in Canada, Newfoundland
X-Posure International Inc
155 Water St. Ste 101. St John's NFLD A1C 1B1
Contact : Ms Alma Connock
Ph: 709- 579-2996; Fax: 709-726-3956
Contact Details of Model / Talent Agencies in Australia
• Allure International Models Pty Ltd
35 Dover St, Albion, QLD 4010
Contact : Jacqueline Schell
Ph: 7-3262-6566; Fax: 7-3262-6577
• Tamblyn Models
Concrode House - Level 2, 217 George St, Brisbane, Qld 4000
Contact : Sallie Tamblyn
Ph: 7-3229-1299; Fax: 7-3229-1243
• Cosmopolitan Model Mgmt
537 Malvern Rd, Toorak, Melbourne, VIC 3142
Ph: 3-9823-1438; Fax: 3-9826-5196
Contact : Deborah Miller
• Jemma International PTY LTD
Level 3, API House, 100 Murray St, Perth, WA 6000
Contact : Maxine Howell- Price
Ph: 8-9421-1770; Fax: 8-9421-1797
Email: Contact Us
• Spiers Model Management
858 Hay Street, Perth 6000- Western Australia
Contact : Liz Joyce /Jan Fabretti
Ph: 8-9322-1044; Fax: 8-9322-1044
Web : www.spiers.wantree.com.au
Email: Contact Us
• China Arts - Int'l Asian Model Management
7B, 2nd Flr, 251 chapel St, Prahran, VIC 3181
Contact : Hanning l. Han
Ph: 3-9533-6688, 0412-466-996; Fax: 3-9533-6688
• Giant Management PTY Ltd
15 Darling St, PO Box 580, South Yarra, VIC 3141
Contact : Greg Tyshing
Ph: 3-9866-6455; Fax: 3-9866-6389
Email: Contact Us
MODEL INSTITUTIONS IN INDIA
Aditi Modelling Service, Bangalore( Karnataka )
324,Upper Palace Orchard , Bangalore ( Bangalore (Bengaluru) Dist. ) - 560 080
Ashraf Studios, Mumbai( Maharashtra )
Opp.Mahim Rly. Station,Mahim West , Mumbai ( Mumbai Dist. ) - 400016
Boman Irani, Mumbai( Maharashtra )
51/L. Paradise,Shyam Niwas,Bhulabhai Desai Road , Mumbai ( Mumbai Dist. ) - 400026
Catwalk, New Delhi( Delhi )
K-40, Hauz Khas Enclave , New Delhi ( Delhi ) - 110016
Face 1, Mumbai( Maharashtra )
797, Jesia Building,Jam-e-Jamshedji Road,Parsi Colony,Dadar , Mumbai ( Mumbai Dist. ) - 400 014
Glitz, New Delhi( Delhi )
F-100 Lajpat Nagar II , New Delhi ( Delhi ) - 110 024
Mayrose Management Services, Mumbai( Maharashtra )
302,Radha Mukund,B.P. Road,Dahisar-West , Mumbai ( Mumbai Dist. )
New India Models.Com, New Delhi( Delhi )
201,Mayur Plaza,LSC Opp. ASN School, Mayur Vihar Phase-1 , New Delhi ( Delhi )
Ozone Models Management, Mumbai( Maharashtra )
Gamdevi Phiroze Shah Road,Santa Cruz(W) , Mumbai ( Mumbai Dist. ) - 400007
Passion EC, Kolkata( West Bengal )
191,Sector I,Salt Lake , Kolkata ( Kolkata Dist. )
Platinum Models, New Delhi( Delhi )
A 276, Shivalik , New Delhi ( Delhi ) - 110017
Profilez Estd., Hyderabad( Andhra Pradesh )
P29, F10, UCO Avenue Apts.,Novodaya Colony,Srinagar , Hyderabad ( Hyderabad Dist. )
RG Advertising & Modeling Agency, New Delhi( Delhi )
J-1/31, Malviya Nagar , New Delhi ( Delhi ) - 110017
The Bridge, New Delhi( Delhi )
201,Bhanot Trade Centre,Paschim Vihar , New Delhi ( Delhi )
The Modelling Academy, Mumbai( Maharashtra )
Malad , Mumbai ( Mumbai Dist. ) - 400064
Interview Questions
Teamwork (Encouraging and Building)
Getting Groups/Individuals to Cooperate
1. Describe a time you led a team of people who didn't always see eye to eye. What did you do?
Why did you choose to do that? How did it work out?
2. Tell me about a time you were able to gain commitment from others to really work as a team.
3. Provide an example of a time when it was critical that you establish an effective working
relationship with an individual or group outside your department to complete an assignment or
deliv er a service.
4. Tell me about a time you needed to get two groups or people to work together effectively, who
historically had never done so.
5. Give me an example of a time that your leadership transformed a group of people into an
effective, healthy, productive team.
6. Tell me about a time you led a team that had one or more unproductive/negative members. How
did you find out about the unproductive member? What did you do? Why did you choos e to do
that? How did it work out?
7. Describe a time when you had to have coworkers with different work styles or ideas work together
on a project. What, specifically, did you do to pull them together?
Team/Team Member Strengths
8. Tell me about a time you recognized a team member for having made a valuable c ontribution to
the team.
9. Tell me about a time where, if it hadn't been for teamwork, your goal might not have been
achieved.
Miscellaneous
10. Describe a time when you were able to build team spirit in an environment of low morale.
11. Tell me about a time you needed to lead an intact, project, or ad hoc team toward a goal that you,
personally, did not completely support or believe in.
12. Give me an example of a time you successfully built a project team from scratch. What was the
project? How did you go about selecting team members? How did you get these individuals to
work as a team? What was the hardest part of getting them to work as a team? Was the team
successful on the project?
13. Tell me about at time when you were able to provide your team with recognition for the work they
performed.
14. Describe a s ituation in which you had to arrive at a compromise or help others to compromise.
What was your role? What steps did you take? What was the end result?
15. Describe the types of teams you have been involved with.
16. Describe your leadership style and give an example of a situation when you successfully led a
group.
17. Some people work best as part of a group
–
others prefer the role of individual contributor. How
would you describe yourself? Give an example of a situation where you felt you were most
effective.
18. Tell us about the most difficult challenge you faced in trying to work cooperatively with someone
who did not share the same ideas. What was your role in achieving the objective?
19. What is the difficult part of being a member, not leader, of a team? How did you handle this?
Teamwork (Working as a Team Player)
Problems Among/With Fellow Team Members
1. Give me an example of a time when others with whom you were working on a project disagreed
with your idea.
2. Describe a time when one of the members on you team did not complete (or wasn't doing) his fair
share of the work.
3. Tell me about a time when you helped others compromise for the good of the team. What was
your role? What steps did you take?
4. Tell me about a time when you were part of a team that did not get along or did not work well
together. What happened?
Positive Incidents
5. Give me an example of when you worked cooperatively as a team member to accomplis h an
important goal. What was the goal or objective? What was your role in achieving this objective?
To what extent did you interact with others on this project?
6. Give me an example of a time where you were willing to compromise on something relatively
important to you in order for the team you were a member of to proceed with a project.
7. Tell me about a time you were rec ognized and rewarded for being a valuable team member.
Trust
1. Tell me about a time you mistrusted another employee, resulting in tens ion between the two of
you. What did you do to improve the relationship? Were you successful?
2. Give me an example of a time you failed to keep your boss informed of your actions or progress
on a task or project.
3. Tell me about a time you had to give the benefit of the doubt to someone at work.
4. Tell me about a time when your trustworthiness was challenged. How did you react/respond?
5. Tell me how you have developed trus t and loyalty between you and your direct reports.
Vision and Purpose
1. Tell me about a time where your v ision of the future was so inspiring that you were able to
convert nay-sayers into followers.
2. Tell me about a time you lost track of the vision/mission/purpose of your
team/department/organization and it turned out to have repercussions.
3. Describe a time you established a vision for your department/unit. What process was used?
Were others involved in setting the vision and, if s o, how? How did the vision contribute to the
functioning of the department/unit?
4. Tell me about the relationship of your goals in your c urrent position to the organization as a
whole.
5. Tell me about a time when you anticipated the future and made changes to meet these future
needs. Did the anticipated future occur?
Getting Groups/Individuals to Cooperate
1. Describe a time you led a team of people who didn't always see eye to eye. What did you do?
Why did you choose to do that? How did it work out?
2. Tell me about a time you were able to gain commitment from others to really work as a team.
3. Provide an example of a time when it was critical that you establish an effective working
relationship with an individual or group outside your department to complete an assignment or
deliv er a service.
4. Tell me about a time you needed to get two groups or people to work together effectively, who
historically had never done so.
5. Give me an example of a time that your leadership transformed a group of people into an
effective, healthy, productive team.
6. Tell me about a time you led a team that had one or more unproductive/negative members. How
did you find out about the unproductive member? What did you do? Why did you choos e to do
that? How did it work out?
7. Describe a time when you had to have coworkers with different work styles or ideas work together
on a project. What, specifically, did you do to pull them together?
Team/Team Member Strengths
8. Tell me about a time you recognized a team member for having made a valuable c ontribution to
the team.
9. Tell me about a time where, if it hadn't been for teamwork, your goal might not have been
achieved.
Miscellaneous
10. Describe a time when you were able to build team spirit in an environment of low morale.
11. Tell me about a time you needed to lead an intact, project, or ad hoc team toward a goal that you,
personally, did not completely support or believe in.
12. Give me an example of a time you successfully built a project team from scratch. What was the
project? How did you go about selecting team members? How did you get these individuals to
work as a team? What was the hardest part of getting them to work as a team? Was the team
successful on the project?
13. Tell me about at time when you were able to provide your team with recognition for the work they
performed.
14. Describe a s ituation in which you had to arrive at a compromise or help others to compromise.
What was your role? What steps did you take? What was the end result?
15. Describe the types of teams you have been involved with.
16. Describe your leadership style and give an example of a situation when you successfully led a
group.
17. Some people work best as part of a group
–
others prefer the role of individual contributor. How
would you describe yourself? Give an example of a situation where you felt you were most
effective.
18. Tell us about the most difficult challenge you faced in trying to work cooperatively with someone
who did not share the same ideas. What was your role in achieving the objective?
19. What is the difficult part of being a member, not leader, of a team? How did you handle this?
Teamwork (Working as a Team Player)
Problems Among/With Fellow Team Members
1. Give me an example of a time when others with whom you were working on a project disagreed
with your idea.
2. Describe a time when one of the members on you team did not complete (or wasn't doing) his fair
share of the work.
3. Tell me about a time when you helped others compromise for the good of the team. What was
your role? What steps did you take?
4. Tell me about a time when you were part of a team that did not get along or did not work well
together. What happened?
Positive Incidents
5. Give me an example of when you worked cooperatively as a team member to accomplis h an
important goal. What was the goal or objective? What was your role in achieving this objective?
To what extent did you interact with others on this project?
6. Give me an example of a time where you were willing to compromise on something relatively
important to you in order for the team you were a member of to proceed with a project.
7. Tell me about a time you were rec ognized and rewarded for being a valuable team member.
Trust
1. Tell me about a time you mistrusted another employee, resulting in tens ion between the two of
you. What did you do to improve the relationship? Were you successful?
2. Give me an example of a time you failed to keep your boss informed of your actions or progress
on a task or project.
3. Tell me about a time you had to give the benefit of the doubt to someone at work.
4. Tell me about a time when your trustworthiness was challenged. How did you react/respond?
5. Tell me how you have developed trus t and loyalty between you and your direct reports.
Vision and Purpose
1. Tell me about a time where your v ision of the future was so inspiring that you were able to
convert nay-sayers into followers.
2. Tell me about a time you lost track of the vision/mission/purpose of your
team/department/organization and it turned out to have repercussions.
3. Describe a time you established a vision for your department/unit. What process was used?
Were others involved in setting the vision and, if s o, how? How did the vision contribute to the
functioning of the department/unit?
4. Tell me about the relationship of your goals in your c urrent position to the organization as a
whole.
5. Tell me about a time when you anticipated the future and made changes to meet these future
needs. Did the anticipated future occur?
interview Questions(5)
Integrity
1. Describe a time when you were asked to keep information confidential.
2. Give examples of how you have acted with integrity in your job/work relationships.
3. If you can, tell me about a time when your trustworthiness was challenged. How did you
react/respond?
4. Tell us about a specific time when you had to handle a tough problem which challenged fairness
or ethical iss ues?
5. Trust requires personal accountability. Can you tell me about a time when you chose to trust
someone? What was the outcome?
Personal Accountability
1. Tell me about a time when you took responsibility for a failure.
2. Tell me about a time when you assumed personal accountability for a situation or event because
you realized the role you played in the situation or event?
3. Describe what personal accountability means to you.
4. Tell me about the last time you made a mistake.
5. Please describe what you believe to be the biggest failure in your career. What did you learn
from this situation and how have you grown as a result?
6. Tell me about a time you did something you regret.
7. Being fully accountable for results sometimes means acknowledging what more we, personally,
could have done to achieve des ired results. Share about a time when you did not reach the
expected results. What more could you have done in that situation to meet expec tations?
8. Tell me about a time when you received negative feedbac k from your boss.
Personal Growth and Development
1. Think about at time when setting a positive example had a highly beneficial impact on people you
worked with. How did you determine that a strong example was needed? What did you do?
What was the effect on the people?
2. Tell me the one thing about you as an employee that you hope your current or last boss doesn't
tell me during a reference call.
3. Tell me about a time when you were not pleased with (or were disappointed in) your
performance. What did you do about it?
4. Tell me about a time when one of your weaknesses got the better of you.
5. Give me an example of a time that you used one of your strengths to help another person or team
succeed.
6. Describe a work s ituation or project that brought out the worst in you. Why did it bring out the
worst in you? What did you learn?
7. Give me an example of something that you have done in the past to improve yourself.
8. Describe a s ituation in which you received constructiv e feedback about your work. What was the
feedbac k about? What was your assessment of the feedback? What did you do with the
information you received? What changes did you mak e?
Results Orientation
1. Give me an example of an important goal you have had and about your success in achieving it.
2. Describe a time when, against all odds, you were able to get a project or task completed within
the defined parameters.
3. Tell me about a time when you were asked to complete a difficult assignment and the odds were
against you. What did you learn from the experience?
4. Tell me about a time you had to pay close attention to the tiny details in order to be successful.
5. Describe a time when you had to work very hard and make personal s acrifices to help your
organization/department/team reach its goals.
Stewardship/Corporate Citizenship
1. Tell me about a collaborative effort you led between an organization or group and the community.
2. Give me an example of a community issue that you have helped to address.
3. Describe a c ommunity effort you have been involved in where both the community and
businesses located in the community benefited.
4. Tell me about a way that you have championed the concept of citizenship/stewardship within your
team/department/organization.
1. Describe a time when you were asked to keep information confidential.
2. Give examples of how you have acted with integrity in your job/work relationships.
3. If you can, tell me about a time when your trustworthiness was challenged. How did you
react/respond?
4. Tell us about a specific time when you had to handle a tough problem which challenged fairness
or ethical iss ues?
5. Trust requires personal accountability. Can you tell me about a time when you chose to trust
someone? What was the outcome?
Personal Accountability
1. Tell me about a time when you took responsibility for a failure.
2. Tell me about a time when you assumed personal accountability for a situation or event because
you realized the role you played in the situation or event?
3. Describe what personal accountability means to you.
4. Tell me about the last time you made a mistake.
5. Please describe what you believe to be the biggest failure in your career. What did you learn
from this situation and how have you grown as a result?
6. Tell me about a time you did something you regret.
7. Being fully accountable for results sometimes means acknowledging what more we, personally,
could have done to achieve des ired results. Share about a time when you did not reach the
expected results. What more could you have done in that situation to meet expec tations?
8. Tell me about a time when you received negative feedbac k from your boss.
Personal Growth and Development
1. Think about at time when setting a positive example had a highly beneficial impact on people you
worked with. How did you determine that a strong example was needed? What did you do?
What was the effect on the people?
2. Tell me the one thing about you as an employee that you hope your current or last boss doesn't
tell me during a reference call.
3. Tell me about a time when you were not pleased with (or were disappointed in) your
performance. What did you do about it?
4. Tell me about a time when one of your weaknesses got the better of you.
5. Give me an example of a time that you used one of your strengths to help another person or team
succeed.
6. Describe a work s ituation or project that brought out the worst in you. Why did it bring out the
worst in you? What did you learn?
7. Give me an example of something that you have done in the past to improve yourself.
8. Describe a s ituation in which you received constructiv e feedback about your work. What was the
feedbac k about? What was your assessment of the feedback? What did you do with the
information you received? What changes did you mak e?
Results Orientation
1. Give me an example of an important goal you have had and about your success in achieving it.
2. Describe a time when, against all odds, you were able to get a project or task completed within
the defined parameters.
3. Tell me about a time when you were asked to complete a difficult assignment and the odds were
against you. What did you learn from the experience?
4. Tell me about a time you had to pay close attention to the tiny details in order to be successful.
5. Describe a time when you had to work very hard and make personal s acrifices to help your
organization/department/team reach its goals.
Stewardship/Corporate Citizenship
1. Tell me about a collaborative effort you led between an organization or group and the community.
2. Give me an example of a community issue that you have helped to address.
3. Describe a c ommunity effort you have been involved in where both the community and
businesses located in the community benefited.
4. Tell me about a way that you have championed the concept of citizenship/stewardship within your
team/department/organization.
Interview Questions
Goal Setting/Accomplishment/Focus
Successes
1. Give me an example of an important goal you had to set and how you accomplished that goal.
2. Give me an example of a time when you set a goal and were able to meet or achieve it.
3. Tell me about a time when a team you were involved with was going through long-term changes
or working on a long-term project. What did you do to keep yourself and others focused?
Failed/Negative Incidents
4. Tell me about an important goal you failed to achieve.
5. Describe a time when you set a goal for yourself and did not achieve it because it was too high.
What was the standard? Why was it too high? What were the ramifications of your failure to
achieve your goal?
6. Describe a time when you set a goal for yourself that was too low.
Processes
7. Describe how you set your goals for last year and how you measured your work. Did you achieve
your goals? If not, why not?
8. Tell me about a major project you recently finished. Specific ally, how you set the goals . And
monitor your progress?
9. Give me an example of a time when you used a systematic process to define your objectives
even though you were not prompted or directed to do so. What type of system did you use?
What payoff did you get from using the process?
Challenges
10. Tell me about a time you were given a goal by someone else that you believed would be
impossible to attain.
11. Give me an example of a time you made a major sacrifice to achieve an important goal.
12. Tell me about a time when you were unwilling or unable to make a sacrifice necessary to achieve
a goal.
13. Describe your organization's culture and how that culture made it challenging for you to achieve
one of your goals
Successes
1. Give me an example of an important goal you had to set and how you accomplished that goal.
2. Give me an example of a time when you set a goal and were able to meet or achieve it.
3. Tell me about a time when a team you were involved with was going through long-term changes
or working on a long-term project. What did you do to keep yourself and others focused?
Failed/Negative Incidents
4. Tell me about an important goal you failed to achieve.
5. Describe a time when you set a goal for yourself and did not achieve it because it was too high.
What was the standard? Why was it too high? What were the ramifications of your failure to
achieve your goal?
6. Describe a time when you set a goal for yourself that was too low.
Processes
7. Describe how you set your goals for last year and how you measured your work. Did you achieve
your goals? If not, why not?
8. Tell me about a major project you recently finished. Specific ally, how you set the goals . And
monitor your progress?
9. Give me an example of a time when you used a systematic process to define your objectives
even though you were not prompted or directed to do so. What type of system did you use?
What payoff did you get from using the process?
Challenges
10. Tell me about a time you were given a goal by someone else that you believed would be
impossible to attain.
11. Give me an example of a time you made a major sacrifice to achieve an important goal.
12. Tell me about a time when you were unwilling or unable to make a sacrifice necessary to achieve
a goal.
13. Describe your organization's culture and how that culture made it challenging for you to achieve
one of your goals
Interview Questions(3)
Customer Orientation
How do you handle problems with customers? Give an example.
How do you go about establishing rapport with a customer? What have you done to gain their
confidence? Give an example.
What have you done to improve relations with your customers ?
Diversity (Valuing and Encouraging)
1. Tell me about a time you had to adapt to a wide variety of people by accepting or understanding
their perspectives.
2. Tell me about a time you adapted your style in order to work effectively with those who were
different from you.
3. Tell me about the most difficult challenge you have faced in working cooperatively with someone
who did not share your ideas, values, or beliefs.
4. Give me an example of a time when your values and beliefs impacted your relationship with a
peer, coworker, supervisor, or customer.
5. Tell me the steps you have taken to create a work environment where differences are valued,
encouraged, and supported.
6. Describe a s ituation when you had to give feedback to someone who was not accepting of others
How do you handle problems with customers? Give an example.
How do you go about establishing rapport with a customer? What have you done to gain their
confidence? Give an example.
What have you done to improve relations with your customers ?
Diversity (Valuing and Encouraging)
1. Tell me about a time you had to adapt to a wide variety of people by accepting or understanding
their perspectives.
2. Tell me about a time you adapted your style in order to work effectively with those who were
different from you.
3. Tell me about the most difficult challenge you have faced in working cooperatively with someone
who did not share your ideas, values, or beliefs.
4. Give me an example of a time when your values and beliefs impacted your relationship with a
peer, coworker, supervisor, or customer.
5. Tell me the steps you have taken to create a work environment where differences are valued,
encouraged, and supported.
6. Describe a s ituation when you had to give feedback to someone who was not accepting of others
Interview Questions(2)
Creativity/Innovation
1. Describe a time when you came up with a creative solution/idea/project/report to a work problem
you had been dealing with for some time.
2. Tell me about a situation when you have had to come up with several new ideas in a hurry. Were
they accepted? Were they successful?
3. Describe a c reative/innovative idea that you produced that led to a significant contribution to the
success of an activity or project.
4. Describe the most creative work-related project which you have carried out.
5. Tell me about a time you were especially creative in solving a lingering problem.
6. Describe the most significant plan or program that you ever developed or implemented.
7. Tell me about a time when you created a new process or program that was considered risky.
8. Describe the most creative thing you have done in a past job.
9. Creativity often means stepping back from standard ways of thinking. Give me an example of a
time when you were able to break out of a structured mindset and explore new or different
concepts and ideas.
10. Give me an example of how you have been creative in completing your responsibilities.
11. Tell me about the time you thought "outside the box"
12. Give me an example of when someone brought a new idea that was unique or unusual. What did
you do?
13. Describe the most creative verbal pres entation you have ever made.
14. Tell me about a problem that you've solved in a unique or unusual way. Were you happy with the
outcome?
15. Give me an example of when you took a risk to achieve a goal. What was the outcome?
16. What have been some of your most innovative ideas?
17. What innovative procedures have you developed? How did you develop them? Who was
involved?
18. Tell me about a creative approach you took to solve a problem. How did you come up with this
approach? Did you consider other options?
19.
Tell me about a time when your standard approach to problem solving didn’t produce the desired
solution. What did you do?
1. Describe a time when you came up with a creative solution/idea/project/report to a work problem
you had been dealing with for some time.
2. Tell me about a situation when you have had to come up with several new ideas in a hurry. Were
they accepted? Were they successful?
3. Describe a c reative/innovative idea that you produced that led to a significant contribution to the
success of an activity or project.
4. Describe the most creative work-related project which you have carried out.
5. Tell me about a time you were especially creative in solving a lingering problem.
6. Describe the most significant plan or program that you ever developed or implemented.
7. Tell me about a time when you created a new process or program that was considered risky.
8. Describe the most creative thing you have done in a past job.
9. Creativity often means stepping back from standard ways of thinking. Give me an example of a
time when you were able to break out of a structured mindset and explore new or different
concepts and ideas.
10. Give me an example of how you have been creative in completing your responsibilities.
11. Tell me about the time you thought "outside the box"
12. Give me an example of when someone brought a new idea that was unique or unusual. What did
you do?
13. Describe the most creative verbal pres entation you have ever made.
14. Tell me about a problem that you've solved in a unique or unusual way. Were you happy with the
outcome?
15. Give me an example of when you took a risk to achieve a goal. What was the outcome?
16. What have been some of your most innovative ideas?
17. What innovative procedures have you developed? How did you develop them? Who was
involved?
18. Tell me about a creative approach you took to solve a problem. How did you come up with this
approach? Did you consider other options?
19.
Tell me about a time when your standard approach to problem solving didn’t produce the desired
solution. What did you do?
Interview Questions(1)
Continuous Improvement
1. Tell me about a suggestion you made to improve the way job processes/operations work ed.
2. Tell me about one of your workplace improvements that another department now uses.
3. Give me an example of when you initiated a change in a process or operation.
4. In your last or current job, what problems did you identify that had previously been overlooked?
Were changes made? Who supported the changes as a result of your ideas?
5. Tell me about something new or different that you initiated that improved customer service,
productivity, quality, teamwork, or performance.
6. Tell me about a time you found and took advantage of an opportunity to make an improvement in
your position or department/team/group.
7. Tell me about a time you had to sacrifice quality to meet a deadline. How did you handle it?
8. In some aspects of work, it is important to be error free. Describe a situation where you tried to
prevent errors.
9. Describe a time you caught an error that someone else made that could have affected the
outcome of a project (or affected a customer).
10. Tell me about a suggestion you made to improve the processes or operations in your position or
within your team.
1. Tell me about a suggestion you made to improve the way job processes/operations work ed.
2. Tell me about one of your workplace improvements that another department now uses.
3. Give me an example of when you initiated a change in a process or operation.
4. In your last or current job, what problems did you identify that had previously been overlooked?
Were changes made? Who supported the changes as a result of your ideas?
5. Tell me about something new or different that you initiated that improved customer service,
productivity, quality, teamwork, or performance.
6. Tell me about a time you found and took advantage of an opportunity to make an improvement in
your position or department/team/group.
7. Tell me about a time you had to sacrifice quality to meet a deadline. How did you handle it?
8. In some aspects of work, it is important to be error free. Describe a situation where you tried to
prevent errors.
9. Describe a time you caught an error that someone else made that could have affected the
outcome of a project (or affected a customer).
10. Tell me about a suggestion you made to improve the processes or operations in your position or
within your team.
JOB-OPPORTUNITIES FOR TECHNOLOGISTS
JOB-OPPORTUNITIES FOR TECHNOLOGISTS
2.1 During 2009-2010, 213 vacancies for technologists were notified as against 216 in
2000, reflecting almost a negligible change.
Classification of Vacancies:
2.2 The vacancies notified for various technological areas have been classified
under 26-heads (Table 2A-2B). The last head of vacancies includes such of the vacancies,
where the employing establishments either prescribed certain combination of qualifications
or no specific qualification.
Job-opportunities by Branches of Technology:
2.3 The study of the vacancies notified in 2009-2010 according to various technological
areas shows that 30% of the Job-opportunities offered to Food Technology, followed by
18% for the other Technology subjects and for Textile Technology each, 17% for Printing
Technology, 4% for Leather Technology and 3% for Biotechnology.
Technology-Vacancies by Sectors:
2.4 Analysis of the vacancies offered to the technologists during 2009-2010 according to
the sector of employing establishments has revealed that 46% of these Job-opportunities
belonged to the Central Government followed by 30% to Quasi Government, 15% to State
Government, 8% to Private establishments and 1% to Local Bodies.
Job-offers according to Pay-Ranges:
2.5 Analysis of the Job-offers made to technologists in 2009-2010 according to
pay-ranges shows that 44% vacancies belonged to the highest pay-range of Rs. 8001 &
above, 35% job-offered in the lowest pay-range upto Rs. 5000 per month and 21% job
offered between 5001-8000 per month.
Job-opportunities for Fresh Technologists:
2.6 An analysis of the Job-offers made to technologists during 2009-2010 according to
the work-experience shows that 64% vacancies were offered to the persons having some
previous work-experience whereas 36% vacancies were offered to the persons having no
5
pervious experience. Such fresher’s job-openings were available to the Textile, Dyeing and
Printing technology and other Technological Subjects. The following table gives the
distribution of vacancies for degree holder technologists with or without work experience.
Distribution of vacancies for Technologists
Number of vacancies notified
during the year
Qualification levels Work experience
required
2000 2009-2010
With experience 129
(59.7)
136
(64.8)
Degree
Without experience 87
(40.3)
77
(36.2)
Total no. of vacancies
216
(100.0)
213
(100.0)
Note : Figures in brackets represent percentages.
Statewise Dispersion of Job-opportunities:
2.7 The study of the Job-opportunities offered during 2009-2010 through vacancy
notifications meant for technologists by location of the employing establishments reveals
that 29% of the Jobs came from Utter Pradesh followed by 28% from Delhi, 20% from
Maharashtra, 8% from Madhya Pradesh, 4% each from Tamil Nadu and Punjab, 2% from
Arunachal Pradesh. Remaining States shared the residual portion of Job-opportunities for
the technologists.
Note : Statistical details relating to the year 2009-2010 have been given in the Table No. 2A,
2B & 2C.
Monday, December 6, 2010
Online careers
About Online Careers:
Online careers offer you tremendous opportunities and various careers options. With the advancement of internet, many online careers are evolved and people are taking advantage of that. Online careers offer rewarding career to become prosperous and earn good money. One more thing about online career is that you can work from your home. You can start your work from click of mouse.
In online careers, there are various kinds of work. In fact choices seem endless. You can earn more money with online careers. If you like to promote their favorite product, selling crafts and jewelry and other great ideas then you can do same thing by putting your passions on the internet to make money.
If you have good writing skills or are good at writing short stories or poems, then you can go for online writing jobs like article writing, content writing and writing for blogs. There is always demand for online writing jobs. Virtual assistant is another online career for you if you have office skills. Virtual assistant is responsible for providing office support over the internet. Thus your home becomes your office.
Another way to get money from online career is by conducting online surveys. Anyone can perform this task from teenagers to adults. What you need is your own valuable opinion and shopping preferences to participate in commenting on a variety of products and services. You can add everything from the food you eat to the shoes you wear. Companies are using these surveys to research and develop their market base. Your views influence a product look, feel, and function to best gauge public opinion and future profits.
There are various online careers which offer you good opportunity to make a lot of money. Following are some the areas of online careers:
Affiliate Marketing
In affiliate marketing, you promote other peoples' product online get commission on sales that you directed to your site. This is the easiest way to make money online You can do this using various ways that include pay-per-click, article marketing, and article websites.
Sell your own product
Here in this sector, you have huge potential to make good amount of money. However this involves lot of things and you need to do lot of research and study before going for this option. It is recommended to do affiliate marketing first and then go for this option.
Freelancing
In free lancing, you create something for someone else. And you are paid for that. If you can design a website, write articles or do seo and many more
Blogging
Blogging is very hard task in the beginning. However, if once you started, you can earn lot of money from this. People make $40,000 a month from blogging.
Copy writing
In copy writing, there is good chance for profit, but you should know how to do it. Usually copywriters earn $ 10,000 to $50,000 for each copy. Copy writing is preparing sales copy which is used to sell something. It is also important to learn if you are planning to learn your own product.
In online careers, chances of making good money are endless. Online careers offer an opportunity to attain millions of people which is not a possibility if you are not online. This is the reason why people make millions dollar online.
Friday, December 3, 2010
Advertising : Job Prospects & Career Options
Advertising :Job Prospects & Career Options
Career opportunities in advertising include openings in private advertising agencies; advertising department in private or public sector companies; in advertising sections of newspapers, journals, magazines; commercial section of radio or television; market research organisations etc. One can also do freelancing.
Advertising field offers a range of lucrative, interesting careers. The job in this field is categorised into two, executive and creative. Executive side include Client Servicing, Market Research and Media Research. Creative side consist of copywriters, scriptwriters, visualisers, photographers and typographers.
The executive department understand client needs, find new business and retain existing business, selects the appropriate media, analyses timing and placement of advertisements and negotiate the financial aspects of the deal. Creative department creates the advertisement copy. They verbalises and visualises the specific need of the client.
As ad films are also a part of film making career options of film are related to this field.
Executive Department
Client Servicing - The Client Servicing department is the link between the client and the agency. It is an important part of any advertising firm like what the heart is to the body. This department is responsible for meeting prospective clients and getting business for the company. It involves a study of the client, the product and the market; an analysis of consumer behaviour and marketing; a knowledge of all available media and their cost effectiveness, and a strategic plan to be presented to the client. Those in client servicing must therefore interact with clients, gather information, oversee research where necessary, gauge consumer attitudes and based on this, work along with the various departments of the agency to formulate the most appropriate and effective advertising strategy within the specified budget.
To be an effective client-servicing person, the candidate has to have a thorough knowledge of the client's business and also know his weak points so that, through advertising and communications, the gap can be minimised.
An accounts executive who works in the client servicing department takes care of all the monitory dealings. He should know the most effective way to advertise clients product or service i.e the media and their cost effectiveness. Account executives should also have an idea about market research and target audiences.
Market Research : Every good ad plans, start with research. This is the department which surveys the market and analyses and studies consumer behavior about a product or service. They are involved with collection of data- information about the consumer, the market, existing competition and so on. The research studies provide basic information to the manufacturer, for planning a new product.
If you are a MBA or hold a degree in statistics/operations research, you can go for market researching jobs.
Media Planning/Research : Responsibility of media planning department starts at the point when the ad is complete. Media Department is responsible for the planning, scheduling, booking and purchase of space and time (in newspapers, magazines, radio and TV, and outdoor hoardings). The media department must therefore devise the most effective use for an advertising budget to effectively and economically transmit a campaign message to the target audience. This department consists of the following:
Media Planners who decide the different media where the ads would be featured in order to get maximum viewership.
Media Buyer has to negotiate to buy space in the Press, or time on electronic media at the best rates for which he has to understand the buying as well as selling trends.
Creative Department : The Creative department designs and conceptualizes the advertisement. This consist of copywriting department and art department. Copywriting department works on text for the ad and themes for campaign. Art department visualises the campaign.
Copywriters : The Copywriter evolves a theme for the campaign and provides the text for advertisements. He is responsible for making the ad look attractive and delivering the message to the point. They work out the campaign slogan, jingles, scripts and promotional literature of the product or service as well as proposals, concept notes and film treatments. They are also expected to edit all textual matter for factual, syntax and typesetting discrepancies before it goes into production. Some times specialists called Typographers are appointed for making the format of textual matter who give advise on fonts, lettering etc.
Copywriters need to have a flair for writing backed up by the knowledge of advertising and oral communication skills, to become successful. They also need to have skill in analysing clients' needs, and research skills for finding out about the products and services they are helping to sell. Problem-solving and time-management skills are important.
Visualisers : The Visualisers work on the visual concepts and decide how the ad shall eventually look. They do the overall layout of message including graphics, sketching etc.
Must be artistic. A degree/diploma in commercial arts or fine arts as well as the knowledge of designing software like Photoshop, Pagemaker, Corel Draw etc. are often the required qualifications.
Photographers : Photographers should have an idea about angles and lighting effects. Good technical ability and knowledge of cameras and lenses is essential.
Career opportunities in advertising include openings in private advertising agencies; advertising department in private or public sector companies; in advertising sections of newspapers, journals, magazines; commercial section of radio or television; market research organisations etc. One can also do freelancing.
Advertising field offers a range of lucrative, interesting careers. The job in this field is categorised into two, executive and creative. Executive side include Client Servicing, Market Research and Media Research. Creative side consist of copywriters, scriptwriters, visualisers, photographers and typographers.
The executive department understand client needs, find new business and retain existing business, selects the appropriate media, analyses timing and placement of advertisements and negotiate the financial aspects of the deal. Creative department creates the advertisement copy. They verbalises and visualises the specific need of the client.
As ad films are also a part of film making career options of film are related to this field.
Executive Department
Client Servicing - The Client Servicing department is the link between the client and the agency. It is an important part of any advertising firm like what the heart is to the body. This department is responsible for meeting prospective clients and getting business for the company. It involves a study of the client, the product and the market; an analysis of consumer behaviour and marketing; a knowledge of all available media and their cost effectiveness, and a strategic plan to be presented to the client. Those in client servicing must therefore interact with clients, gather information, oversee research where necessary, gauge consumer attitudes and based on this, work along with the various departments of the agency to formulate the most appropriate and effective advertising strategy within the specified budget.
To be an effective client-servicing person, the candidate has to have a thorough knowledge of the client's business and also know his weak points so that, through advertising and communications, the gap can be minimised.
An accounts executive who works in the client servicing department takes care of all the monitory dealings. He should know the most effective way to advertise clients product or service i.e the media and their cost effectiveness. Account executives should also have an idea about market research and target audiences.
Market Research : Every good ad plans, start with research. This is the department which surveys the market and analyses and studies consumer behavior about a product or service. They are involved with collection of data- information about the consumer, the market, existing competition and so on. The research studies provide basic information to the manufacturer, for planning a new product.
If you are a MBA or hold a degree in statistics/operations research, you can go for market researching jobs.
Media Planning/Research : Responsibility of media planning department starts at the point when the ad is complete. Media Department is responsible for the planning, scheduling, booking and purchase of space and time (in newspapers, magazines, radio and TV, and outdoor hoardings). The media department must therefore devise the most effective use for an advertising budget to effectively and economically transmit a campaign message to the target audience. This department consists of the following:
Media Planners who decide the different media where the ads would be featured in order to get maximum viewership.
Media Buyer has to negotiate to buy space in the Press, or time on electronic media at the best rates for which he has to understand the buying as well as selling trends.
Creative Department : The Creative department designs and conceptualizes the advertisement. This consist of copywriting department and art department. Copywriting department works on text for the ad and themes for campaign. Art department visualises the campaign.
Copywriters : The Copywriter evolves a theme for the campaign and provides the text for advertisements. He is responsible for making the ad look attractive and delivering the message to the point. They work out the campaign slogan, jingles, scripts and promotional literature of the product or service as well as proposals, concept notes and film treatments. They are also expected to edit all textual matter for factual, syntax and typesetting discrepancies before it goes into production. Some times specialists called Typographers are appointed for making the format of textual matter who give advise on fonts, lettering etc.
Copywriters need to have a flair for writing backed up by the knowledge of advertising and oral communication skills, to become successful. They also need to have skill in analysing clients' needs, and research skills for finding out about the products and services they are helping to sell. Problem-solving and time-management skills are important.
Visualisers : The Visualisers work on the visual concepts and decide how the ad shall eventually look. They do the overall layout of message including graphics, sketching etc.
Must be artistic. A degree/diploma in commercial arts or fine arts as well as the knowledge of designing software like Photoshop, Pagemaker, Corel Draw etc. are often the required qualifications.
Photographers : Photographers should have an idea about angles and lighting effects. Good technical ability and knowledge of cameras and lenses is essential.
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