Resumes are essentially vital parts when it comes to landing a job. You could get tips and styles on how to make your resume. Depending on the tips and styles, these tips and styles could actually get you the job you want. If these tips and styles are all for free and it opens the door right to the company you want to work in, then you’ve hit jackpot.

Here we take a look into the different forms resumes usually come in. getting oriented on the types of resumes and getting tips on how you would make them especially those coming from the experts could be just what you need for getting that job you always wanted. It is very important to this information when you apply for a job. One of the more pressing matters when you decide to make your resume is would do the conventional resume with numerous pages or would your opt for the shorter more known as a qualification brief? It is important that you stick with one type so as to avoid confusion or even hesitation. In this case you could focus more on the document and be able to work with it very well. Although generally there is no required length set for resumes, it is essential that you try to know if the company does require some specific length for your resumes.

In getting tips for starting with your resume, majority of the advices suggests that you try putting your professional objectives in the resume at the beginning. This is very important because it already apparently states what job to want to have in the company. Mostly, the tips and styles that you would get to see would to pertain to this first step which is giving your objectives first like wanting to be picked to fill a particular position in the company.

Various tips and styles could enumerate and provide you with a list of different kinds of resumes like the functional resume and the chronological resume. The chronological resume could be consisted of your statement of the objective, an orderly educational listing, and a chronological listing of your job experience. In some cases, when counselors and resume experts refer to a chronological resumes, they could mean that your work experience list must be listed first with your most current position and then dating onwards to your first work.

The functional resume on the other hand comes in a very different way. According to Richard H. Beatty in his book “The Resume Kit”, a functional resume is done by placing the applicant’s most salable strengths at the start in short statements which summarizes the applicant’s major achievements including their most impressive professional experience.

In however form you choose your resume to be or in what the companies demands of, these tips and styles which a for the best given out for free could just help with catching the eye’s company for an interview and better yet from giving you that job.

The idea behind this sample list is to give you (the interviewee) a chance to work out before the interview, the answers you are going to give to some of the more difficult questions, as you will have noticed most of these questions are open ended so now’s the time to say what you need to say and no more.

Try practicing with a friend, then, when the day of the interview comes you may not feel so nervous.

Tell me about yourself?

It seems like an easy interview question but we are always wondering what the employer really wants to know!

To start off the employer does not want your life story, use this time to tell them what makes you the best candidate for the job, give them examples of your background and experiences and substantiate the content in your resume (instead of repeating what it says) such as giving examples of leadership situations, being part of a team or doing some original work

Why should I hire you?

This question comes in many guises like why are you leaving your current job and why do you want to work here?

Here they are trying to find out if you are applying for a number of jobs or are specifically interested in working for them and what makes you stand out from the rest of the applicants.

A good answer would be ‘I’ve been very careful about the companies where I have applied; you should hire me because I’m the best person for the job. I realize that there are likely other candidates who also have the ability to do this job. Yet I bring an additional quality that makes me the best person for the job’ then substantiates what specifically differentiates you.

What are your Goals (long-range objectives)?

Talk in terms of your career goals unless specifically asked about your personal goals and try to tie them in with the company’s goals (it helps if you have done your research before hand). The key is to focus on your achievable objectives and what you are doing to reach those objectives.

Spare some thought for this because your prospective employer is interested in knowing how clear you are at this moment about what you want to achieve and if it ties in with the company’s goals.

What Are Your Weaknesses?

This is the most dreaded question of all. Stay away from personal weaknesses like “I’m a manic depressive’ and go towards professional traits, especially ones you are actively working to overcome like ‘my design skills aren’t great’ (do not use if you are going for a job as a designer!) But then emphasis that you are taking action to improve this skill, for example ‘to get over this I am taking a course on Photoshop’.

What is your salary expectation for this job?

Here they are looking for two things, one can they get you on the cheap and two have they got the budget to be able to afford you!

It is to your advantage if the employer tells you the range first. One possible answer would be: “I am sure when the time comes, we can agree on a reasonable amount. In what range do you typically pay someone with my background?” This helps to get them to answer rather than you.

There is no way you can accurately predict the questions that will be asked in a job interview, but you can be ready and prepared by thinking about the factors that might concern an interviewer or employer before the interview (the all important research).

As you can see a job interview is more than just showing up on time in the right clothes. It is your best and only opportunity to convince an employer that he or she should hire you. Good job hunting.

Normal 0 RESEARCH PAPER

ON

JOB SATISFACTION OF CALL CENTER EMPLOYEES

ABSTRACT

Job satisfaction plays a vital role in life of man, because it affects positively on the personal and social adjustment of the individual. On the contrary job dissatisfaction adversely affects on the physical and mental health of the individual.  The relationship between job satisfaction and employee’s performance has always been discussed in organisational behaviour and human resource management literature. A highly satisfied employee need not necessarily be a profound performer. However, an employee, who is dissatisfied, can cause irreparable damage to the orgnisational effectiveness. Performance management system should be based on ideological underpinnings and a holistic context by strengthening the linkages among the key components such as performance planning, performance execution, performance appraisal, recognition and reward, and performance improvement on a continuous basis. The paper discusses performance management and job satisfaction of call center employees in Indore. Present study is based on the primary data collected from 188 call center employees through a pre-tested, structured, comprehensive questionnaire. The key issues were identification and definition of key performance areas, role clarity and direction, performance feedback and potential appraisal, and job rotation as a powerful tool to develop and unleash employee’s potential. Factor analysis highlighted the significance of three sub-systems of performance management system, i.e., performance planning and development, employee involvement and empowerment, and organisation-employee rapport. The paper concludes that the conducive and congenial physical, social, and psychological conditions present in the workplace have potential to enhance the job satisfaction of the call center employees.

Introduction:

Job satisfaction is a  complex phenomenon, because it is related to various casual factors like personal, social, cultural, environmental and financial.  The nature of the job is an important factor in deciding the level of job satisfaction of employees. More important is the long-term prospect of employment in the organization that, which creates a sense of involvement and commitment to the job among employees.

Job satisfaction is an individual’s attitude towards the job or it is an individual’s reaction to the job itself.  Job satisfaction is also a positive emotional state that when a person fulfill his needs and aspirations.   Job satisfaction may be general or specific.   Many factors influence job satisfaction of the employees.  First and most important determinant is supervision and style of leadership.  Employee oriented leadership styles enhances a greater amount of job satisfaction.  On the other hand production oriented leader may cause low job satisfaction.  Job content factors like achievement, responsibility, recognition and advancement leads to job satisfaction..

Job satisfaction is intrinsic as well as extrinsic in nature. A satisfied employee derives his level of satisfaction from various sources. It is a feeling of affiliation that he drives out of

his job context and the context in which he operates the job. There are various definitions of job satisfaction.  The resultant psyche leads to higher level of involvement, greater degree of participation, greater cost consciousness and timely maintenance of job schedules. Locke (1976) defined job satisfaction as a pleasurable emotional state resulting from the perception of one’s job as fulfilling one’s important job values, provided these values are compatible with one’s needs. Job satisfaction is the most widely researched subject in the area of human resource management. According to an estimate of Locke (1976) about 4000 articles have been published till 1976 in the area of job satisfactions. Yet there is perhaps not a single area in social science fraught with ambiguity or conflicting opinion of methodological nuances than the work satisfaction. Paradoxically there are very few areas more researched than Job satisfaction. Brayfield-Rothe (1951) used a scale to measure overall job satisfaction. This scale contains 18 items in relation to job satisfaction put in a semantic five point scale (strongly agree, agree, not sure, disagree, and strongly disagree). So the possible total scores varied from 18 to 90 with the undecided or neutral point at 45. A total score above neutral point explains ‘ satisfaction’ and below is the level of dissatisfaction. The degree of satisfaction can be observed from the relative distance of the respondents from the neutral points.

As stated , large number of studies have been conducted on job satisfaction. These studies have brought variations in findings of job satisfactions and also on the context of the job behavior. In the earlier decades of study, Rothisberger and Dickson (1939) found no clear relationship between job satisfaction and performance whereas Vroom (1964) found a very weak relationship between job satisfaction and turnover. Studies conducted in the eighties and nineties found out that job factors are not unidirectional in their effects. They served to be both sources of positive and negative satisfaction. The personal factors like  skill, experience, education, mental health have a significant influence on the overall job satisfaction. The latter studies have also identified that job security, recognition for good work and good environment are treated as more important than promotion making. These findings are mostly observed in technology driven and heavy equipment industries like computers, satellite, four wheeler industries.

The important factors identified in the earlier studies related to job satisfaction are the poor working condition, peer group behavior, routine nature of the job and the working hours. These particular findings from the majority of the researches conducted in western

business environments were typically from software based industries and business operating with severe time constraints, stiff deadlines and varying work order In contrast

lack of alternative job opportunity, job insecurity, profit centered company policies with

limited employee welfare orientation, absence of recognition were major causes of dissatisfaction .

Job satisfaction leads to various problems.  Some of these are absenteeism, turnover and negative publicity.  Absenteeism is inversely related to the level of job satisfaction.  Job dissatisfaction produces a lack of will to work and forces the employee to go away from work as far as  possible.  It is also found that dissatisfied worker quit the job over time and seek satisfaction elsewhere.

Objectives of the Study:

To find out the level of job satisfaction of call center employees.

To find out the level of job satisfaction of male and female call center employees.

To study  overall job satisfaction according to some personal factors.

To study level of satisfaction with various aspects of job.

To study level of satisfaction with family and social life of call center employees.

The Brayfield – Rothe Scale of 18 items was used. The scale for Perceived Importance of Job Facets was used to measure relative importance of the specific job factors. Specific aspects of the job (functional commonalities were associated and attempts were made to keep the nature and hierarchial diversity of job content to possible minimum) in the form of fourteen items were given in a five point scale. A pilot study over a small sample (respondents known to the researcher and whose opinion are not accounted for in the latter study) was undertaken to modify the questionnaire. A split -Half technique tested the reliability of the questionnaire where the reliability coefficient (0.75) was statistically significant. A part of the questionnaire also covered the job facets and life satisfaction components covering job related factors and personal factors. In this section the first part covered ten factors concerning the satisfaction regarding specific aspects of the job. The response pattern was in a dichotomous format. The question related to satisfaction with family and social life were also put in dichotomous format with options of satisfaction / dissatisfaction. Open-ended questions were put to supplement the exploration through structured questionnaire and to understand the major causes of job dissatisfaction.

Results:

Some of the relevant and significant results of the study are presented in the following

tables.

Table 1: Level of satisfaction with the job and the organization

Respondent’s

With the job

With the institute

Satisfaction

109

37

Dissatisfaction

41

113

The results from the table shows that majority respondents (73%) are satisfied with the job they are doing whereas a majority (75%) is dissatisfied with the organisation in which they are working. This finding is self-contradictory. As an explanation it is observed that the nature and content of the job is the driving fore behind satisfaction whereas the apprehensions and operational problems for long term survival of the institute are the indicators of dissatisfaction.

Table: 2 The mean ranks and rank orders of the college professors, assistant professors and lecturer’s ratings of

perceived importance of specific job aspects to the overall satisfaction.

Aspects of job

Mean Ranks

Rank Orders

Salary

4.14

1

Autonomy in Operation

4.08

2

Recognition for Good Work

4.02

3

Desired Job

4

4

Opportunity for

Compensatory Overtime

4

4

Open Communication

3.92

5

Job Status

3.88

6

Participatory Decision

Making

3.85

7

Work Autonomy

3.80

8

Working Environment

3.77

9

Relation with Colleagues

3.61

10

Job Variety

2.66

11

Working Hours

2.51

12

Job Security

2.03

13

From Table – 2, it is observed that salary is rated highest for providing job satisfaction. The nature of the job with its scope for creative execution finds a higher rating compared to the issues like job security. Extended working hours and fear of loss of job due to venture failure creates the highest dissatisfaction with rating scores below the average values.

Table: 3 Mean differences in overall job satisfaction according to some personal

factors.

Groups

Mean

S.D.

t

p

Age up to 25 years

63.62

7.00

0.08

N.S.

Age above 25 years

63.33

7.94

Experience up to 1 year

65.18

10.21

-1.95

Experience above 1 year

65.48

6.32

-1.96

< .05

Female

64.14

6.08

-3.3

N.S.

Male

64.65

7.00

Married

63.62

7.61

Unmarried

62.28

8.43

-0.10

N.S.

From the analysis of table – 3 it is evident that there is no significant influence of personal factors on the overall job satisfaction except experience.

Table: 4 Level of satisfaction with various aspects of job:

Aspects of job

Percentage of

satisfied

employees

Percentage of

dissatisfied

employees

Chi

Square

p

Job Security

56

94

6.76

< .01

Working Hours

70

80

1.96

NS

Job Status

60

90

4.00

<.05

Salary

120

30

33

<.01

Working

Condition

45

105

16

<.01

Recognition for

Good Work

101

49

6.76

<.01

Participatory

Management

90

60

4.84

<.05

Peer Group

Relation

99

51

7.84

<.01

Open

Communication

94

56

6.76

<.01

Work

Autonomy

102

48

5.76

<.01

Behavior of

Boss

105

45

14.44

<.01

From the analysis of Table – 4, it is found that a significant percentage of the respondents were dissatisfied with job security, job status, working hours, working condition. On the other hand, it is observed that a high percentage of respondents are satisfied on parameters like salary, recognition for good work, peer group relation, work autonomy and behavior of boss through participatory management style and the facility of open communication with the boss.

Table 5: Level of satisfaction with family and social life of call center employees

Factor

Percentage of

satisfied

employees

Percentage of

dissatisfied

employees

Chi-square

p

Family life

39

111

23.04

<.01

Social life

30

120

38.44

<.01

From the analysis of table No.5, it is observed that a majority of the respondents are dissatisfied with their family and social life. These may be attributed to the fact of extended working hours, non-regular life style and work pressure reflected in social behavior of the call center employees.

Table 6: Correlation between job satisfaction and performance of respondents

No. of respondents

r

t

p

150

.69

2.80

<.01

From tale – 6, it is found that there is a significant positive correlation between job satisfaction and performance. The sense of accomplishment due to project mode of operation and creative execution is one of the factor responsible for the high correlation between job satisfaction and performance.

Table 7: Correlation between job satisfaction and perception of job security of the

Call center employees

No. of respondents

r

t

p

150

– .31

2.85

<.05

The result from the table – 7 reveals that there is a significant negative correlation between the level of satisfaction and perception of the employees on the job security. The concept of high volatility of call center business has gone in to the mind of employees for which their apprehensions regarding tenure of job in the life of the company has a negative correlation.

Table 8: Correlation between Job satisfaction and Job status

No. of respondents

r

t

p

150

– .45

2.69

<.01

Though  call center  are offering an exorbitantly high salary structure, the respondents did not find the usual job status associated with the salary. So we observe job satisfaction having a negative correlation with job status.

Table 9: Important causes of job dissatisfaction as perceived by the call center employees

Causes of Dissatisfaction

Percentage

Volatile Nature of Industry

73%

Turn Around of Venture Capitalists

70%

Faulty Business Model

68%

Market non-responsiveness

60%

Lack of Job Security

60%

Lack of Job Status

59%

Problem of Family & Social Life

57%

CONCLUSION:

The present study highlights some of the major reasons for creating job dissatisfaction among call center employees. Although conventional sources of dissatisfaction like salary, promotion, security, autonomy for work are not relevant in call center business but the level of satisfaction is limited due to some emerging phenomenon like volatile industry structure, flat organizational design, literally a non-responsive market and other allied factors. So the probability of managing these dissatisfaction indicators at the organization level seems a remote solution. The intervention of psycho-social machinery for creation of intra-organisation and inter-industry job confidence is the call of the day for increasing job satisfaction levels in the call center industry.

References

1. Gadel M.S.(1953): Personnel Psychology, volume 6.

2. Hertzberg F., Mausner, B., Peterson, R.O. Capwell, D.F. (1957), Job Attitudes : Review of Research and Opinion. Pittsburg : Psychological Service of Pittsburg

3. Katzell R.S.(1964): Personal values, job satisfaction and job behaviour.

4. Nicholson , N; Broon, C.A. and Shadwick – Jones, T.K. (1977) Absence from work

and personal characteristics, Journal of Applied Psychology, 62, (315-327).

5. Wernimont P.F.(1966): intrinsic and extrinsic factors in job satisfaction and job

involvement. Abnormal psychology, vol 50.

Keywords: Performance planning, performance appraisal, job satisfaction, employee involvement, employ’s empowerment, congenial conditions.

Applying to a Senior Executive Service position is not easy. Not only must you demonstrate excellence as well as a great amount of leadership, but you must also go though the fastidious SES hiring process, which includes SES resume writing, ECQ preparation and the much dreaded interview with Uncle Sam. SES resume writing can be often difficult and overwhelming, due to the amount of data that is required. Usually, SES resume writing is left to professional Federal resume writing services that specialized in SES resume preparation. However, if you are qualified for a Senior Executive Level job opening, you’re more than qualified to provide your own SES resume writing,, if you want to. If you are up to the task, here are some helpful tips to get you started.

·Provide as much personal data as is requested. At this level, nothing is too personal.

·Do be specific in your writing. The person in charge of hiring you at the Senior Executive Level doesn’t have the time to try to figure out the vagueness of your SES resume writing.

·Reply EXACTLY to the listing. The vacancy announcement at the Senior Executive level has specific rules, which you need to follow. Diverting from the guidelines or leaving out an essential part of the application process will show that you lack the ability to follow basic instructions, which will get you disqualified.

·Do offer relevant data only. It does not matter how great your accomplishments are; if it is not not related to the job opening, the employer won’t care.

·Do provide the ECQ data that is requested. This is an unspoken standard at the SES level. In case you need to know, ECQ’s cover five basic elements: leading change, leading people, results driven, business acumen, and building coalitions.

·Don’t forget important information. It might take three or four revisions to get your SES resume writing done, but you need to ensure it is thorough.

·Limit yourself to two pages, maximum. Great SES resume writing is about quality, not quantity.

·Don’t attempt writing your SES resume on your own unless you are sure you can do it. You can outsource your SES resume writing needs, which will get better chances of being hired than if you write your own resume.

·Don’t give too little. If the data is relevant, no matter how beginine it may seem to you, put it in your resume. That one little extra addition might help you stand out and get an interview.

·Don’t give too much. If it doesn’t directly relate to or affect the position you seek, skip it. At the SES level, hiring managers want a very brief, direct answer to their question.

SES resume writing shouldn’t be complicated for Senior Executive level applicants. However, at this level you should also be intelligent enough to know whether your resume writing skills are good enough, or if you should hire a professional resume writer to prepare your resume.

Don’t you wish every job interview question would go exactly as you predicted? You know, the interviewer asks questions just the way you imagined?

Unfortunately that rarely happens. You have to be ready for anything. That means you have to think through alternative strategies. And be prepared to answer questions you couldn’t anticipate.

But after all is said and done, there’s only ONE essential that will finally make the difference in terms of your candidacy. It overshadows everything else that may happen in the interview.

You will move forward to the next step only if the interviewer likes you!

That’s right! In the final analysis, once you’re in the interview, it’s less a matter of convincing the interviewer that you can do the job than of convincing them you’re the kind of person the want. That means they have to like you!

So, how do you do that? Here are some tips to keeps in mind:

1. Enter the room with a smile. Look the interviewer directly in the eye. Extend your hand for a firm handshake.

2. Be prepared to break the ice with a friendly comment. Could be about anything . . . the weather, a sports event, you’re trip to the office, where or what you ate last night at the BBQ, your pet, etc.

3. Let the interviewer control the pace and discussion climate.

4. On the other hand, don’t sit like a bump and just passively answer all questions that come your way. You want to turn this into a dialog. Be prepared to ask intelligent questions.

5. Be ready to answer objections without getting defensive. Identify in advance where your weak spots are and practice a comfortable answer.

Once again, remember, whether you get a job offer or move onto the next step depends a great deal on how much the interviewers like you. Of course, your qualifications to do the job are important.

But, don’t forget, you were invited to the interview because someone had already reviewed your background and decided you would be worth talking to. So, your main task is to make youreself likeable!

Freelance jobs are becoming a common trend nowadays. With more and more companies offering flexible timings, the rigid 9 to 6 jobs don’t hold true any more. Freelance jobs or self-employment jobs offers one the freedom to pursue something else side by side. When it comes to self-employment or freelance jobs, many opt for work from home arrangements.

Freelance jobs are available in all possible streams, be it content, programming, designing, teaching, data entry… you name it and the jobs are available.
It would be advisable to mention here that data entry; web-designing, writing are segments which works well for freelancers. Freelance options also work nicely in the outsourcing segment. In fact, many outsourcing firms and BPOs are looking out for freelancers to carry out their various assignments. This trend of part time jobs and work from home arrangements are leading to generation of more jobs and more and more people taking up lucrative careers.

Freelance Jobs

102 Freelancejob.com is a common platform that brings together service provider as well as service user. So, a person who is looking for freelance jobs or one who wishes to locate candidates looking for freelance jobs can find this site useful.

For various types of job opportunities, visit http://www.102freelancejob.com, I assure you will get what you are looking for

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Whether it was a misspelled word, the wrong prefix on a word, or fragmented sentence, many hiring managers have a zero tolerance when it comes to resume mistakes. Following are more writing tips for Professional Resumes and Executive Resumes inspired from things seen on people’s resumes during my career in human resources.

Tip 1: One goal of a well-written resume is for it to be easy reading. When formatting your resume, one way to make it readable is by:

• Write primary points without use of conjunctions. Not appropriate to use in all formats, but in some industries it is fine. Example: “Maintained effective, regular communications with all parties involved.”
• The KIS approach (Keep It Simple) certainly applies when it comes to most resumes. Keeping resumes visually simple; spacing the points so they can be easily read; using a commonly accepted business-oriented font; and making selective use of “bold” or italics to highlight only very important points.

Tip 2: Be careful in using words that sound alike but have different meanings. Examples include:

• “Elicit,” meaning to draw or bring out, versus “illicit;” which means illegal;
• “Cite,” meaning to quote, versus “sight,” which means vision; or “site,” meaning a position or place;
• “Taught,” meaning past tense of teach, versus taut, which means tight;
• “Capital,” meaning a seat of government, versus “capitol,” which means a building in which a legislative body meets.

Colloquial or conversational word usage refers to types of speech or to usages that are not on a formal level. Words that are used in easy conversation, without strict attention to set forms, describe ordinary, everyday language. It is common to see advertising signage with words purposely spelled differently to attract attention. No matter how trendy or common the usage, please resist the temptation to use words in their misspelled forms. Examples include:

• “Kleen” instead of “clean;”
• “Boyz” instead of “boys;”
• “Rite” instead of “right;”
• “Nite” instead of “night;”
• “Quik,” or “kwik,” instead of “quick.”

Even when spelled correctly, it is inappropriate to use slang in any form. “Whatever” and “you know” are easy examples.

Tip 3: Do not use abbreviations. It is better form to spell out words instead of their commonly accepted short versions. For example, write “Saint Louis” instead of “St. Louis.” An exception to this occurs within legal circles, when referencing court cases, it is acceptable to write “v.” instead of “versus.”

In this competitive job market, many people are making use of professional resume writers. Professionally written resumes guarantee freedom from technical issues, and are rich in words that set you apart from others applying for the same position.

Do not let such easily correctable items stand between you and your next career assignment. If word tense, grammar or the turn of a phrase is not your forte’, consider hiring a professional resume writer. Such people write resumes daily and the good ones guarantee their work. Landing the job makes such a move well worth it.

15 Most Common Investment Banking & Finance Interview Questions

Some of the most common banking interview questions for an investment banking interview include (some are a bit on the tough side but they DO come up very often, increasingly as a means of trimming down the candidate lists as the finance graduate job market gets harsher):

How many degrees (if any) are there in the angle between the hour and the minute hands of a clock when the time is a quarter past three?
[Typically asked during investment banking interviews for entry level investment banking graduate jobs]

Find the smallest positive integer that leaves a remainder of 1 when divided by 2, a remainder of 2 when divided by 3, a remainder of 3 when divided by 4, … and a remainder of 9 when divided by 10
[Typically asked during investment banking interviews for quantitative investment banking finance jobs]

Two standard options have exactly the same features, expect that one has long maturity, and the other has short maturity. Which one has the higher gamma?
[Typically asked during investment banking interviews for bank derivatives trading jobs]

How do you calculate an option’s delta?
[Typically asked during investment banking interviews for derivatives trading jobs]

When can hedging an options position make you take on more risk?
[Typically asked during investment banking interviews for trading jobs]

Are you better off using implied standard deviation or historical standard deviation to forecast volatility? Why?
[Typically asked during investment banking interviews for quantitative finance jobs]

Describe “duration” and “convexity”. Describe their properties and uses
[Typically asked during investment banking interviews for graduate investment banking jobs]

Two players A and B play a marble game. Each player has both a red and a blue marble. They present one marble to each other. If both present red, A wins $3. If both present blue, A wins $1. If the colours do not match, B wins $2.
Is it better to be A or B, or does it matter?
[Typically asked during investment banking interviews for quantitative finance or derivatives jobs]

How do you “value” yourself? Here “value” means in financial terms
[Typically asked during investment banking interviews for MBA finance jobs or experienced banking hires]

What distinguishes you from other candidates we might hire?
[Typically asked during investment banking interviews for graduate investment banking vacancies]

If you could go on a cross-country car trip with any three people, who would you choose? Why?
[Typically asked during investment banking interviews for corporate finance / mergers & acquisitions banking jobs]

Tell be about a stock you like or hate and why
[Asked by investment banking job interviewers for any accounting, finance or investment banking job!]

What is the difference between default and prepayment risk?
[Typically asked during investment banking interviews for credit jobs / risk management jobs]

How would you move mount Fuji?
[Typically asked during investment banking interviews for consulting jobs or graduate accounting jobs]

Estimate the annual car demand for car batteries
[Typically asked during investment banking interviews for corporate finance jobs, mergers & acquisition banking jobs or consulting jobs]

Start a side project in your spare time that can bring out your value. If your job field is marketing, then create a viral campaign on the internet and document the process. You’ll not only hone in on your marketing skills, but will demonstrate application of your knowledge.

Get an internship or volunteer position in a field where you want to develop skills. If you’re interested in managing a restaurant business, become a waiter or a busboy. But don’t sit back and work. Be active and ask questions on how things are run. Make it clear that you have a desire to learn and are willing to learn things from the ground up.

If you currently have a job at a company, ask to participate in any projects they might be having. You don’t have to be the team leader in the group, but at least show you played a part in their success. This also shows your interest in the company and your eagerness to stay on top of their affairs.

The key is to keep learning, no matter what stage of your career you’re at. Transferable job skills don’t develop overnight. They require effort and some initiative on your part, but it will have long-lasting effects on your career. Being able to talk intelligently and confidently about a project for which you played a primary role in its success is incredibly important. Make sure you can describe the problem clearly and how your project solved the problem, even to a nontechnical person. Showing passion for your work is very attractive for a prospective employer.

Having a family means you need to revolve your job hours around them. Set your own hours with these jobs and still get decent pay. These jobs are found primarily in the health, retail and work at home fields.

Nursing – The income is high. The demand is high. The only problem for most people is the education degree needed to apply for these jobs. Since nursing is in such high demand right now, there are rigorous two year programs that get you certified and working. The initial requirements are tough but it worth the effort. You have a lot of flexibility in the hours you work but when you work, the hours will be long.

Salesperson – As a retail salesperson, you can get part time or full time work at most shopping malls. These positions have a high turnover rate and so stability is not always guaranteed. However, there will usually be tons of demand during the peak shopping seasons like Christmas.

Teacher’s Assistant – Apply for a position at your child’s school as a teacher’s assistant. You will help the teacher prepare lessons and supervise the children during their daily activities. Since the hours are the same as your child, you will not have to worry about conflict job hours. You can pick them up after school and take them home. Depending on the school, you may need to take some education and training classes.

Work at Home – You set the hours and the time commitment. You make as much or as little as you want. This leaves as much time as you want for your family. This saves a lot of money on daycare as well. The biggest problem is maintaining a schedule where you must meet the daily goals. Since you are your own boss, if you do not bring in the money, you can only blame yourself. If you need ideas for work at home businesses, figure what your skills are and focus on that. Then scale the operation.