EMPLOYMENT COMMUNICATION

Employment communication refers to the exchange of information between employers, employees, and other stakeholders in a
workplace. Effective employment communication is essential for fostering a productive work environment, aligning organizational
goals, and maintaining positive relationships.

Employment communication refers to the exchange of information between employers, employees, and potential candidates during
hiring, onboarding, and throughout professional interactions.

IMPORTANCE ARE:

1. Ensures clarity and alignment between employer and employee expectations.

2. Enhances workplace collaboration and team performance.
3. Builds strong professional relationships and fosters trust.

TYPES OF EMPLOYMENT COMMUNICATION

1. Job Application and Resume: Writing resumes and cover letters to showcase skills and achievements.
2. Interview Communication: Using verbal and non-verbal skills to make a positive impression during interviews.
3. Follow-Up Communication: Sending thank-you notes or emails post-interview to show professionalism.
4. Workplace Communication: Interacting effectively with colleagues and supervisors through formal (emails, reports) and informal
methods.
5. Non-Verbal Communication: Using body language, facial expressions, and tone to convey confidence and professionalism.

EFFECTIVE EMPLOYMENT COMMUNICATION SKILLS

1. Clear Speaking: Communicate ideas clearly, confidently, and concisely.

2. Active Listening: Pay attention to others, show understanding, and respond appropriately.
3. Professional Writing: Write well-structured, error-free emails, reports, and other documents.
4. Non-Verbal Cues: Use positive body language, maintain eye contact, and have a professional appearance.
5. Team Collaboration: Work well with others, resolve conflicts, and adapt to diverse work environments.
6. Presentation Skills: Prepare and deliver engaging and organized presentations.
7. Constructive Feedback: Give and accept feedback in a respectful and productive way.
8. Cultural Sensitivity: Respect cultural differences and use inclusive communication.
9. Tech Proficiency: Effectively use digital tools and virtual communication platforms.

WRITING CVs (CURRICULUM VITAE)

A CV is a detailed document that provides an overview of a person’s academic, professional, and personal achievements. It typically
includes information such as education, work experience, skills, certifications, publications, and awards, and is often used when
applying for jobs, academic positions, or grants.

A CV is a document outlining an individual’s educational background, skills, achievements, and work experience.

A formal document summarizing a candidate's education, skills, achievements, and experience.

According to Michael Armstrong, “A CV is a written summary of skills, qualifications, and experiences designed to market the
individual to potential employers.”

According to David Grant, “A CV is a comprehensive record of education, work experience, and accomplishments presented for job or
academic applications.”

According to John L. Munschauer, “A CV is a personal marketing tool used to showcase achievements and capabilities for employment
or academic opportunities.”

Key Elements:

 Personal Details: Name, contact information, LinkedIn profile.

 Objective Statement: A brief summary of career goals and value offered.
 Educational Background: Academic qualifications with dates and institutions.
  Work Experience: Roles, responsibilities, and achievements in reverse chronological order.
 Skills: Technical, interpersonal, and soft skills.
 Achievements: Awards, certifications, and honors.
 Hobbies/Interests (Optional): Mention activities that showcase personality or transferable skills.
 References: Optional; "Available on request" can be mentioned.

Tips (DO’s & Don’t):

o Customize the CV for each job application.

o Keep it concise (1-2 pages maximum).
o Use professional formatting and avoid errors.
o Use action verbs & quantifiable achievements

GROUPS DISCUSSION
A group discussion is a structured conversation among a group of individuals on a given topic, aimed at evaluating their communication,
teamwork, and analytical skills. A selection technique used to evaluate candidates’ communication, teamwork, and problem-solving
abilities.

A group activity where candidates discuss a given topic to evaluate their communication, teamwork, and analytical skills.

According to Edgar Dale, ”A group discussion is a cooperative exchange of ideas and opinions among participants to achieve a common
goal.”

According to Gopal Swaroop Pathak, “It is a systematic and purposeful interaction among individuals to exchange ideas and views on a
specific topic.”

According to Barker and Gump, “Group discussion is a participatory activity where individuals express their viewpoints to learn,
persuade, or reach decisions collectively.”

PURPOSE OF GROUP DISCUSSION

1. Exchange of Ideas: To share diverse opinions, perspectives, and knowledge on a given topic.
2. Problem-Solving: To collaboratively analyze issues and come up with solutions.
3. Decision-Making: To evaluate options and reach a consensus or conclusion.
4. Learning and Awareness: To gain insights from others’ viewpoints and enhance understanding.
5. Teamwork Assessment: To evaluate participants' ability to work collaboratively in a group setting.
6. Communication Skills: To assess and improve listening, speaking, and persuasion skills.
7. Critical Thinking: To develop and demonstrate analytical reasoning and logical thought processes.
8. Leadership Identification: To identify leadership qualities and ability to guide a group effectively.

ROLE’s PARTICIPANTS PLAY DURING GROUP DISCUSSION

1. Clarifier: Seeks to elucidate complex points, ensuring that all participants have a clear understanding of the discussion.
2. Harmonizer: Works to maintain group cohesion by mediating conflicts and reducing tension among members.
3. Tension Releaser: Introduces humor or light-hearted comments to alleviate stress and keep the atmosphere comfortable.
4. Interpreter: Facilitates understanding by rephrasing or explaining ideas, especially when there are communication barriers.
5. Gatekeeper: Regulates the flow of communication, ensuring balanced participation by encouraging quieter members to contribute
and moderating dominant speakers.
6. Standard Setter: Establishes and reminds the group of norms, goals, and standards to maintain focus and productivity.
7. Encourager: Provides positive reinforcement, support, and praise to members, fostering a supportive group environment.
8. Evaluator-Critic: Assesses the group's ideas and decisions critically, ensuring that all aspects are thoroughly considered.
9. Procedural Technician: Handles logistical tasks such as arranging seating, managing materials, or setting up equipment to facilitate
the discussion process.

DO’S OF GROUP DISCUSSION

There are several things about which you have to be careful while group discussion.

1. Speak pleasantly and politely in the group.

2. Respect and recognize the contribution of every member and represent it with a nod or a smile.
3. Agree and acknowledge whatever you find interesting.
4. Disagree politely because it is a discussion and not an argument.
5. Do a mental revision of what you are going to say. Think of how you can best answer the question or contribute to the topic.
6. Stick to the theme of discussion and not get engaged in other irrelevant discussions.
7. Follow etiquettes while speaking.
8. Be confident.

DON’TS OF GROUP DISCUSSION

Some of the don’ts are listed below about which you have to careful while presenting yourself in front of others.

1. Don’t lose your temper. It is a group discussion, not an argument.

2. Don’t speak loudly or aggressively. Always use a moderate tone and a medium pitch.
3. Don’t do gestures like finger pointing and table thumping. This can appear aggressive, so limit your body gestures.
4. Don’t dominate the discussion. As confident speakers should allow the quieter, a chance to speak up and contribute to the
discussion.
5. Don’t draw too much on personal experience.
6. Don’t interrupt when someone else is speaking. Wait for a speaker to finish before you speak.

PROCESS OF GROUP DISCUSSION

 Introduction: The topic is introduced, and participants may introduce themselves.

 Understanding the Topic: Participants think about the topic for a moment.
 Starting: One person starts the discussion by sharing their thoughts.
 Sharing Ideas: Everyone takes turns sharing their views and talking about the topic.
 Asking Questions: Participants ask questions or clarify points.
 Staying on Track: The discussion stays focused, and everyone participates.
 Resolving Disagreements: Any conflicts are solved calmly.
 Summing Up: Key points are summarized by someone.
 Conclusion: The discussion ends, and feedback may be given.

INTERVIEW
An interview is a formal conversation or interaction where one party (the interviewer) asks questions to another party (the interviewee)
to gather information, assess qualifications, or gain insights about their experiences, skills, opinions, or personality.

E. G. Boring: "An interview is a conversation with a purpose specifically aimed at information exchange."

W.H. Burroughs: "An interview is a method of collecting information from individuals, mainly through direct communication."

Scott and Others: "An interview is a purposeful exchange of ideas, the answering of questions, and communication between two or
more persons."

ASPECTS OF INTERVIEWING SKILLS

Interviewing skills are the techniques and abilities that help an individual conduct or participate effectively in an interview. These skills
are essential for both interviewers and interviewees to achieve their objectives.

Interviewing skills involve preparation, effective communication, critical thinking, emotional intelligence, confidence, professionalism,
and proper follow-up to ensure a successful and goal-oriented interaction.

1. Preparation: Gaining knowledge about the topic, organization, or role and planning questions or answers accordingly.
2. Effective Communication: Clearly expressing thoughts through verbal and non-verbal cues while listening actively.
3. Critical Thinking: Analyzing and responding logically to questions or situations during the interview.
4. Emotional Intelligence: Managing emotions, staying composed under pressure, and understanding the other person's perspective.
5. Confidence: Displaying self-assurance in actions, responses, and overall demeanor.
6. Professionalism: Maintaining formal etiquette, punctuality, and respect throughout the interview process.
7. Proper Follow-Up: Concluding the interview professionally and ensuring communication, such as a thank-you note or feedback.
PURPOSE OF INTERVIEWS
1. Information Gathering: To collect detailed insights, opinions, or data from an individual about a specific topic, role, or experience.
2. Assessment of Skills and Suitability: In job or academic contexts, to evaluate the interviewee’s qualifications, skills, and alignment
with the organization's or role's requirements.
3. Decision-Making: To make informed decisions based on the responses and performance during the interview.
4. Relationship Building: To establish a connection or rapport between the interviewer and interviewee, which may influence future
collaboration.
5. Clarification and Validation: To clarify any ambiguities in written applications or profiles and validate information provided.
6. Problem-Solving or Conflict Resolution: To understand issues, perspectives, and identify solutions in situations requiring negotiation
or mediation.
7. Exploration of Ideas: In research or creative contexts, to delve deeper into innovative concepts or opinions.

TYPES OF INTERVIEWS
1. STRUCTURED INTERVIEWS:

 Definition: A formal interview with a predefined set of questions asked in the same order for every candidate.
 Purpose: Ensures consistency and fairness in evaluating candidates.
 Example: Job interviews with a standardized questionnaire.

2. UNSTRUCTURED INTERVIEWS:

 Definition: A flexible interview without a fixed format, allowing open-ended questions and free-flowing conversation.
 Purpose: To explore ideas, opinions, or personality traits deeply.
 Example: Research or journalistic interviews.

3. SEMI-STRUCTURED INTERVIEWS:

 Definition: Combines structured and unstructured formats with a mix of standardized questions and room for improvisation.
 Purpose: Balances consistency and adaptability to extract detailed insights.
 Example: Academic or behavioral studies.

4. BEHAVIORAL INTERVIEWS:

 Definition: Focuses on past behavior and experiences to predict future performance.

 Purpose: Evaluates how a candidate handled situations previously.
 Technique: Uses the STAR method (Situation, Task, Action, Result).
 Example: "Tell me about a time you resolved a conflict at work.”

5. PANEL INTERVIEWS:

 Definition: A candidate is interviewed by multiple interviewers at the same time.

 Purpose: To evaluate from diverse perspectives.
 Example: Board or senior management hiring processes.

6. GROUP INTERVIEWS:

 Definition: Multiple candidates are interviewed simultaneously, often involving discussions or activities.
 Purpose: To assess teamwork, communication, and leadership skills.
 Example: Entry-level or campus recruitment.

7. STRESS INTERVIEWS:

 Definition: The interviewer deliberately creates pressure or stress to assess the candidate’s reaction.
 Purpose: To evaluate composure and problem-solving under stress.
 Example: Rapid questioning or challenging scenarios.
8. EXIT INTERVIEWS:

 Definition: Conducted when an employee leaves an organization to gather feedback on their experience.
 Purpose: To identify areas of improvement and reasons for turnover.
 Example: An HR discussion after resignation.

9. ONLINE INTERVIEWS:

 Definition: Conducted virtually using video conferencing tools.

 Purpose: Convenient and cost-effective for remote or global candidates.
 Example: Zoom or Microsoft Teams interviews.

10. INFORMATIONAL INTERVIEWS:

 Definition: A casual conversation initiated by an individual to learn more about a role, industry, or organization.
 Purpose: To gain insights and build professional networks.
 Example: A student interviewing a professional to explore career options.