Undergraduates to work on industry projects with companies based in Chongqing, China

Singapore, 9 April 2021 –

  1. In an effort to widen students’ exposure to global industry projects amid COVID-19 travel restrictions, the Singapore Institute of Technology (SIT) is partnering human resources consultancy WiseNet Asia Pte Ltd, and the Chongqing Yubei District People’s Government (YDPG) to offer industry collaboration opportunities. These opportunities are set to benefit students from the university’s Engineering and Infocomm Technology clusters, as part of their Integrated Work Study Programme (IWSP).
  2. Students will gain opportunities to interact with and learn from technology companies based in the Yubei District, home to the flourishing tech and innovation hub Xiantao International Big Data Valley, where more than 700 companies such as Intel and Microsoft have set up offices. Students will work remotely on programming and software engineering projects for an initial period of one trimester (four months). Physical on-site work attachments and industry visits to Chongqing, China, will commence when travel situations improve, with accommodation, meals and student visas sponsored by YDPG.
  3. In addition to enhancing students’ applied learning experiences, the partnership also seeks to leverage each party’s strengths, experience, and capabilities to facilitate talent development and mobility between Chongqing and Singapore. As part of the agreement, SIT will contribute to the upskilling of Chongqing’s professionals through its Engineering and Infocomm Technology-related Continuing Education and Training (CET) courses.
  4. Associate Professor Ivan Lee, Vice President (Industry & Community), SIT, commented: “This timely partnership provides our students with opportunities to widen their international exposure and enhance their understanding of regional industry demands first-hand. SIT is confident that the real-world industry projects and work attachments at regional and global leading companies will provide an added dimension to our students’ applied learning journey, training them to be nimble, adaptable and resilient in disruptive times.”
  5. Mr Wesley Hui, Director of WiseNet Asia, said: “As one of SIT’s IWSP recruiters, we aim to place students in relevant positions across key industry sectors. With this tripartite collaboration, SIT students are able to work and collaborate with leading companies in Xiantao International Big Data Valley and gain a competitive edge in the job market. In addition to gaining valuable work experience, students will be trained to keep an open mind to new cultures and work environments, thereby granting them better chances at securing employment in the future.”
  6. A distinctive feature of SIT’s degree programmes and an integral aspect of the university’s applied learning pedagogy, the IWSP enables students to undertake paid employment and work on real-world projects, thereby allowing them to integrate theory and practice, and develop deep specialist skills in their chosen fie The IWSP is structured in a unique and distinct way for each degree programme to cater to the specific needs of the industry, developing industry-ready graduates. For more information on IWSP, visit https://www.singaporetech.edu.sg/applied-learning/integrated-work-study-programme.
  7. A/Prof Ivan Lee, SIT, was joined by Mr Diron Chua, Director, WiseNet Asia, and Mr Tan Qing, Vice Secretary of the CPC Yubei District Committee, and Mayor/Chief Executive of YDPG at a signing ceremony held this morning to establish the tripartite agreement.  Mrs Josephine Teo, Minister for Manpower & Second Minister for Home Affairs, and Mr Tan Kiat How, Minister of State in the Prime Minister’s Office and the Ministry of National Development, were also present as witnesses.

 


About Singapore Institute of Technology

The Singapore Institute of Technology (SIT) is Singapore’s University of Applied Learning, offering applied degree programmes targeted at growth sectors of the economy. With a mission to nurture and develop individuals who impact society in meaningful ways, SIT aims to be a leader in innovative learning by integrating learning, industry and community.

The university’s unique pedagogy integrates work and study by incorporating applied research for students to work on real industry problems and creating solutions that meet industry needs. SIT also advocates the work-learn continuum, which places an emphasis on upskilling and lifelong learning

For more information, visit www.SingaporeTech.edu.sg.

About WiseNet Asia Pte Ltd

Founded in the year 2011, WiseNet Asia Pte Ltd is a one stop HR solutions provider and management consulting firm headquartered in Singapore, with other locations in Kuala Lumpur, Chongqing, Shanghai and Hong Kong. WiseNet Asia’s HR solutions consist of talent acquisition, talent transition, talent development and HR outsourcing. WiseNet Asia’s core value is to accelerate human resources development through innovative HR models and knowledge sharing. For more information, visit https://wisenetasia.com/.


For media enquiries, please contact:

Nur Atiqah Ali

Manager, Corporate Communications

Singapore Institute of Technology

Tel:         (65) 6592 1154 / 9724 4462

Email:   Atiqah.Ali@SingaporeTech.edu.sg

 

Regine Chin

GM, Marketing

WiseNet Asia Pte Ltd

Tel:         (65) 6337 2231

Email:   regine.chin@wisenetasia.com

Seated from left: Mr Diron Chua, Director, WiseNet Asia; A/Prof Ivan Lee, SIT;Standing from left: Mr Tan Kiat How, Minister of State in the Prime Minister’s Office and the Ministry of National Development, Mrs Josephine Teo, Minister for Manpower & Second Minister for Home Affairs


 

Related News

Ministry of Trade and Industry Singapore:  https://www.sgpc.gov.sg/media_releases/mti/press_release/P-20210409-1
Related Document: Press Release – Singapore Concludes Sixth CCI-JIC Meeting – 9 Apr 2021


Lian He Zao Bao Singapore, print edition 13-April-2021:


ChinaNews.com: https://m.chinanews.com/wap/detail/zw/cj/2021/04-09/9451594.shtml


Chongqing News, China: https://mp.weixin.qq.com/s/dGQOQzJZMl9I47U680wjNQ


 

 

 

 

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Copyright © 2021 WiseNet Asia Pte Ltd.  All Rights Reserved.

Back to office?  Leaders may have to resolve the post pandemic distress first

More than a year after the officials at the World Health Organization (WHO) declared the COVID-19 pandemic, governments and business leaders are still navigating through the aftermath of the pandemic which is deemed to be one of the greatest challenges of our time. It is all dependent on the capability and competency of business leaders when the government restrictions are gradually lifted, business operations will resume and they will determine when to kickstart the gruelling task of returning back to the office, while taking into consideration the safety and health risks of the all employees.

While multiple effective coronavirus vaccines are being produced, approved and distributed certainly brought optimism to many which brings hope of a return to normalcy at the workplace, though the disruptions of the global labour market will persist for an indefinite period of time.

The social and economic impacts of the COVID-19 pandemic will be long lasting and irreversible

The focal point of this article is to touch base on the social and economic impact that has affected humanity as a whole, primarily in the workplace and mental health of employees. When the COVID-19 pandemic hits, there has been significant changes in the livelihoods of many, offering profound uncertainty on what’s next for them.

The combination of job security and financial woes unfolded the growing prevalence of anxiety, depression, defensive coping mechanisms and withdrawal symptoms. Due to the occurrence of the pandemic, some people may think about their own mortality which results in more stress thus significantly reducing workplace engagement.  Weak mental health may sometimes be perceived as a disadvantage at work hence most of the time, workers keep it concealed.

The pandemic has alerted all leaders globally for an unyielding leadership test: What can leaders do to boost employees’ mental health and wellbeing in the workplace?

Results have shown that the emotional sufferings of employees have significantly reduced when leaders exhibited Servant Leadership methods that centres around empathy and having “the notion of being ever ready to serve”, for instance:

– Empathize with employees’ emotional sufferings — both mental and physical wellbeing

– Prioritizing and developing employees personal, professional growth and happiness

– Encouraging employees to find contentment during the pandemic by contributing more towards the less fortunate or fostering pets

– Empowering employees by being available and present to them

– Communicate more often than usual — be a listening ear and provide suggestions when required

– Encourage employees to utilize Employee Assistance Program (EAP) and speak to psychologists and counsellors

– Offering one on one support to their employees

– Considering giving employees time off or day offs

– Be vulnerable and open up personal struggles with employees

Laurie Mitchell, assistant vice president of global wellbeing and health at Unum stated that “Leaders and employees’ awareness, early intervention and education are some of the most vital components of adopting mental health resources and benefits.”

Servant leaders play significant roles in ensuring the emotional priorities and needs of the employees are met, once this goal is achieved, employees will unite behind a common purpose and recommence to stay engaged and positive at work while contributing to their communities, which in turn creates a culture of confidence, belief and impartiality at work thus allowing employees to be more creative, efficient and productive in their role.

As most of the attention is being shifted towards employees’ concerns, servant leaders understand their needs hence providing them with autonomy and adequate resources to manoeuvre around different situations.

Top-down approaches such as transformational leadership do not work well in a stressful environment, with or without a pandemic. Servant leadership methods are more effective in positively influencing a workplace environment, causing a massive reduction in states of uncertainty and anxiety as leaders embrace a bottom-up approach, emphasizing on the needs and growth of employees.

In retrospect, there are numerous ways that employees could reduce stress by themselves by making a couple of lifestyle and routine changes at work:

– To reduce burnout, employees should develop boundaries and flexibility on their working hours and personal life

– Turning off email notifications after work hours

– Engaging in activities that boost employees’ dopamine and endorphins levels

– Strike up a conversation with a colleague, talk about things outside of work

– Set up automatic replies when you’re on leave as it signals a crucial boundary

Vaccinations are being rolled out globally and many are being inoculated at a rapid rate, Anthony Fauci, American immunologist and scientist suggested that 70–85% of the population has to be vaccinated in order to achieve herd immunity and return to normalcy. Bloomberg report made a prognosis based on a global vaccination tracker, stating that will take approximately 7 years based on today’s vaccines rates.

Notwithstanding the many difficulties that business leaders have to face as mass vaccinations programs take place and having the offices open up again while gradually allowing employees to return to office. In a survey conducted by Gensler, 2300+ employees in the US from various industries are eager to work in the office again but expect changes with the new ways of working.

Employees may feel uneasy to return before herd immunity takes place as there are possible repercussions such as a second or third wave of the pandemic by the loosening of social distance restrictions, worrying about their own health and safety upon returning to work can cause substantial amounts of stress for employees.

Firstly, to combat the above worries, organizations can conduct surveys to gauge employees’ desires and readiness to return to work post-pandemic as business leaders can better understand employees’ expectations and what they can prepare and provide for the next phase.

If in any case an employee refuses to return to the office due to fears of being exposed to the virus, the first step an employer could do is to ensure that everyone in the organization comprehends and abides to health and safety protocols, such as mask wearing, maintaining a 1 meter distance, daily temperature checks, being open and transparent to one another if any persons have been exposed to the virus or are close contacts and providing sufficient personal protective equipment and disinfecting supplies at the office.

Employers should enquire if employees have a pre-existing condition that makes them more susceptible to coronavirus which puts them into the category of being a high-risk individual. Furthermore, the environment and the nature of a person’s job is predominantly a major feature in their requirement to return to office and the employers would have to make a judgment call after taking into account the various above-mentioned factors.

In a nutshell, the most critical and prominent aspect of all would be the organizational leaders’ commitment towards easing anxieties in employees should not just be mere lip service, leaders must “walk the talk”, with consistency in their actions, leaders build trust and respect among employees and it sends a key signal that they immensely care about every employee’s safety, wellbeing and mental health — that is how you differentiate between a leader and a boss.

—End—

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Read this first if you’re stuck in a career limbo

Be grateful when you still have a job during the COVID-19 pandemic, they say. But what if you never truly fancy your job to begin with and you’re just staying put because you avail yourself to the sense of dormancy that comes with having a stable job? Or do you actually enjoy what you’re doing but you have reached career stagnancy? These are two differing factors that you should deeply consider before making any radical moves.

Did the pandemic and transition to remote working heighten your current discontent at work or you were already dissatisfied prior but reactiveness and complacency prevented you from thriving further, and now you feel like you’re stuck in a rut, your mind is reinforcing you with metaphorical quotes of “the grass is always greener on the other side” and “your job is the bane of your existence”, so now you’re ruminating on what could have materialized if you have left pre pandemic.

Do not leave your job for the wrong reasons

It is sensible to leave your current job only if these criteria are met:

  • It is taking a toll on your overall health, mentally and physically. For instance, you’re experiencing nausea, migraines, sleeplessness, depression and anxiety, these are symptoms that would not only impact your health in the long run should you choose to stay but it will predominantly affect how you react towards the relationships you have with your co-workers, family and friends. In a science-backed survey by AIA Insurance, the 2019 survey has shown that in a pool of 17,595 employees, 51% suffers from work-related stress and 53% sleeps less than seven hours per night, 84% of employees suffer from upper body pain and musculoskeletal conditions.
  • You have this sense of disarray that your skill sets are not being fed through the right funnel, you feel like you’re not contributing enough to your company. You might be thinking to yourself, am I even in the right role? Are my visions and interests aligned with the company’s long-term objectives? You’re dreadful because you’re not achieving anything significant, you’re demotivated at work, your productivity and output has dropped. Us as human beings seek for high value work, one that requires us to be creative, analytical, involves human engagement that brings an overall sense of happiness.
  • No growth opportunities and poor remuneration in your current job. Your job is very mechanical and routine based, Joyce K. Reynolds an Expert Business Coach stated that “If you feel static and you can’t earn further responsibilities or get ahead after pitching ideas on a subject matter, you’re most likely in a dead-end job”, this could mean prejudiced treatment, favouritism in management practices, you notice your co-workers are getting career opportunities that you aren’t getting. Remuneration does not justify the workload and treatment being imposed on you, if this has been communicated to your line leader and no clarity has been given after countless occasions, then you should make your move.

From another standpoint, leaving your job for the wrong reasons might pose major career upheavals:

  • Don’t leave your job if you’re being given a strenuous task that is not within your expertise, it is a golden opportunity to experience a new learning curve. In today’s fast paced environment, you’re bound to be given unfamiliarized tasks, by accepting it without hesitation directly showcase your ability and willingness to learn. Job scopes are constantly changing and are becoming more cumbersome hence we need to alter our ways of working.
  • Don’t leave your job if your company is undergoing a corporate restructure. With this ongoing pandemic, many organizations have to downsize and end up outsourcing some work functions to contractors. Upon receiving this news, most employees would panic, frantically updating their resumes and LinkedIn profiles in hopes of landing a new job before a career catastrophe occurs. Always remember, if you’re an asset to the company, you would not be easily replaced, don’t rush into unwise actions, have a transparent conversation with your line leader during your performance review, constantly upskill yourself, identify knowledge gaps and discuss opportunities.
  • Don’t leave your job if your workplace relationships aren’t blooming. There’s this catchphrase that one should manifest “Do not take workplace relationships personally”. In a corporate setting, it rarely revolves around you as an individual but on your work performance itself. All relationships need effort, managing expectations and it requires a two-way communication, contemplate if you have been contributing to a less positive rapport with your line leaders or colleagues. If this underlying issue leaves unresolved, undeniably, you will bring on this toxic trait to your next job.

    Ensure that you have 3 to 6 months of emergency savings before leaving your job

However, if you have well taken into consideration the above components and you’re adamant about leaving your job, continue reading as these are risks to be evaluated upon making a decision:

  • Ensure that you have enough savings to cover your fixed expenditures and commitments such as home mortgage and rentals, car loans, health insurance, food expenses
  • Sharpen your soft skills in communication, problem solving, analytical thinking, leadership, stress and conflict management, adaptability
  • Recognize your credit score to ease future borrowings
  • Redo your budget and eliminate unnecessary spending
  • Set up an emergency fund that will cover your expenses for 3-6 months
  • Notify your line leader a month or two in advance prior to leaving and provide adequate justification of your resignation
  • Express gratitude and appreciation towards your co-workers, peers and line leaders. Don’t burn bridges and leave your workplace with dignity and respect

Before making that drastic leap, cultivate self-reflection and identify the fundamental cause of your job misery, ask yourself, would you regret this decision in the long run? It is a precarious choice to make if you leave your comfortable job with or without a backup plan, the repercussions would hit you, psychologically, physically and financially. Keep in mind that we are in the midst of a public health crisis and an uncertain job market hence it is essential to plan ahead and implement various strategies before making this bold move, keep in mind that leaving your job does not equal to a personal failure but merely embarking on a brand-new endeavour.

—End—

 

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Leadership perils that could tarnish reputation, relationships and successes

2020 was the year we were presented with radical challenges caused by a sudden pandemic, political and social unrest and a seemingly fragile economy. These challenges have creeped its way into 2021, and we know for a fact that these impediments are definitely not going to miraculously vanish into thin air soon. In these unprecedented times, business leaders in various organizations, be it private or public sectors have the moral obligation to actively cultivate self-awareness and be more sensitive when tending to their subordinates or peers needs and requirements at the workplace or in a virtual setting due to the pandemic, there has been a massive shift in the employees, physically and psychologically – from being mobile in the office with a conducive environment to a cramped up space working from home.

The lack of awareness in a leader’s behaviour can cause a negative impact such as disintegration in the workplace

Based on the book Leadership Blindspots by Robert Bruce Shaw, blindspots in a leader are threats that are dangerously unrecognized in the workplace, this could tarnish workplace reputation,  relationships and can hinder a leader’s success and further derail them from achieving their objectives and goals in the long run. The lack of awareness in a leader’s behaviour can cause a negative impact such as disintegration in the workplace and most of the time it is subconsciously unintentional.

Based on a Boston Consulting Group survey, 65 executives named the foremost hindrances to adopting agile behaviors, their utmost fears were to “leave their comfort zones”, “leadership team dynamics” and “a lack of self-awareness”. During times of a pandemic, disruption and fast-paced changes, employees will generally look for directions from leaders regarding situations or questions they are unclear of. Only a leader who shreds off tunnel-visioning has the ability to provide clear directions that an organization requires while allowing autonomy to ensure actions are executed at the frontlines.

Agile methodologies in leadership prevent organizations from slipping back into bureaucracy that would impede a post pandemic rebound

With this pandemic, employees are forced to accustom themselves to remote working, a strong alignment from top-tiered management to the frontlines is more vital than ever before. Agile leaders need to foster autonomy amongst employees, to build a culture of trust and effective communication within the organization, as the concern over the virus has greatly impacted employees mentally and physically, leaving them hanging on a broken thread. Hence, it is crucial that leaders need to prioritize agile methodologies in leadership to ensure seamless management of human and business matters at this point in time but to also prevent organizations from slipping back into bureaucracy, top-down communication, command and control modes that would impede a post pandemic rebound.

Some great insights on Achilles’ Heel of Leadership shared by Kirk Hanson, former fellow and Executive Director of Markkula Center for Applied Ethics and President of Electric Impulse Communication Leslie G. Ungar, both have stated some notably common blindspots in leaders that are essentially run by pride, for instance, leaders who:

  • Do not know that they’re trapped in a worldview of their own bubble
  • Do not see themselves doing things that are unjust
  • Demonstrate inconsistent leadership
  • Stop innovating and envisioning a better future
  • Believe all workplace successes are due to their sole contribution
  • Believe that rules do not apply to them
  • Believe they will never fall and fail
  • Avoid tough questions i.e conflict avoidance
  • Avoid accountability i.e playing the victim
  • Repress emotional commitment i.e emotional blackmail

Here’s a great example of a leader’s blindspot, looking into the past case in the early years (1997-2001) of Larry Page, the ungovernable and opinionated co-founder of Google, employees at Google were opting for new directions and strategies for the company, even the basic mechanisms of leadership and they had fought and lost countless of battles with Page. For years, Google was at the brink of losing fundamental authority until Eric Schmidt stepped in to provide “leadership control”. Business Insider covered a sensational story and noted Page finally had the realization of accepting different perspectives, accepting feedback and learning from others regardless of hierarchy thus correcting its course. This is a monumental change as it shifts and re-shaped Page’s perception on traditional and basic management systems. This allowed Page to reign as CEO for a second stint in Google from (2011-2015) before he moved on to Alphabet Inc, a company he “created to deliver major advancements” as Google’s parent’s company.

However, we live in a pessimistic world where the majority of corporate leaders fail to recognize their blindspots as they lack a systematic way to think on possible recourse in increasing their level of self awareness. Here are some effective baselines to follow on improving your level of self awareness and avoiding having tunnel vision by embracing a reversed version of Hanson’s scrutiny:

  • Admit that we do not know everything that is presented to us
  • Walk the talk as actions speak louder than words
  • Give credit and recognize people who did well
  • View ourselves as a small puzzle being fit into bigger puzzles
  • Surround yourself with people who are diverse in thinking
  • Hire a skilled facilitator/coach in your team
  • Solicit feedback in the correct manner i.e 360 degree feedback
  • Reflect and reexamine your past to identify patterns
  • Develop an open culture
  • Communicate effectively and transparently with your employees

There is no one size fits all solution to every leadership equation, the answer is multi layered and it involves these qualities – validation, recognition, empathy, sympathy and consistent actions from the leaders. These aspects provide a much clearer perspective on leadership humility that one should possess. When problem solving eventually becomes a seamless process that enables employees and the organization to flourish and grow, you know that you have successfully cultivated great leadership. There is this saying “failure serves as the greatest lesson” albeit in a person’s life or in business, every experience teaches us new lessons and the unseen pot of gold at the end of the rainbow that it represents. So all in all, the question goes back to the leader: Would you be open to all of the above suggestions to overcome your areas of vulnerability?

—End—

Read more leadership articles:  Essential Traits of a CEO

 

 

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The original article was published in  中外管理 中外管理杂志 文:曹金华   新媒体编辑:胸怀天下.  The views and opinions expressed herein are those of the author.  They do not reflect the views of WiseNet Asia, its affiliates, or its employees.

7 Key Influences of HR from the perspectives of a HR personnel in China

How do HR exert it’s influence to make up for the gap between the importance of the human resources department and the actual degree of attention it is getting?  How should HR influence the top management and other departments?

Human Resources work has evolved from traditional personnel tasks such as checking attendance and calculating salary to more strategic roles, such as how to enhance the competitiveness of the company, how to retain talents for the company, etc. However, as revenue is a constant agenda of the company, HR is subjected to many restrictions in the course of carrying out their work.  For example: communication with some business departments is not so easy; when there is a disagreement with the sales department, HR often have to make concessions in order to reach an agreement.

As a practitioner of human resources management, I often ask myself, how can we exert our influence to make up for the gap between the importance of human resources and the actual degree of attention it’s getting? How should we influence others?

Based on my years of experience in the industry, relevant theories in management, and the exchanges between colleagues, these are the recommended strategies of influence for HR:

Enlist the support of top management

To exert influence, the most important thing is to obtain top management’s trust and support.  With support from the top, the influence will be greater on other managers and colleagues.

The following methods can be used:
– Help top management deal with difficult problems
To gain the trust of top management, it is necessary to initiate help in settling difficult issues, such as labor disputes, handling of “troublesome” employees, etc.

– Think from the perspective of the boss or the company
Recruitment and training all cost money, yet their impact cannot be seen immediately.  Hence contribution of human resource management may be difficult to quantify for some companies’ top management team.  Therefore, HR must be able to think and comprehend issues from their perspectives.  They have to be able to accomplished scheduled tasks in ways that meet the stakeholders’ expectations.

– Give your boss appropriate credit
Aside from being capable at our work, we also need to be capable at managing people relationships at work.  To gain trust, we need humility and know when to give appropriate credit to the boss.

Effective communication

– Know yourself and know others

The prerequisite for effective communication is to know yourself and know the people you are working with. When people feel that you know them, they are more inclined to listen; and more open to changes that you are proposing. To know co-workers more, you need to do these two things.  First of all, you need to keep abreast of their activities and know what they are thinking.  These will help you come out with more customized people approaches. Secondly, know the personal characteristics of each employee and choose different communication methods for different people.

– Use data and analytics as the basis of communication
Debate or even arguments are common ways of communication in the workplace, and the best way of justify an argument is to provide supporting data and analytics. If the data alone doesn’t attract the attention of the bosses, then we have to use facts, in addition to data support.

– Have sufficient information on hand
The more information that is available, the more helpful it will be for decision-making and good judgment. Therefore, whether we are trying to influence upward, parallel, or downward, we must have sufficient information.  Especially when making suggestions to decision-makers, the proposal must be backed by sufficient information to enable them to make decisions with confidence. To have enough information, human resource information system (HRIS) or management information system (MIS) is an indispensable and important tool.

– Know who are the key influencers in a small group
Key people in small groups often influence the behaviour and thoughts of other members of the group.  Respecting the opinions and ideas of key people in a small group is essential for communication and overcoming resistance.

When trying to get a buy in with groups at work, we must try to listen to the ideas of key figures in these small groups, and then communicate with them and request assistance.  The key figures will feel respected, thus minimizing resistance when we are trying to push for work.

Gain trust

The Human Resources Department is unlike other technical units such as production or engineering, R&D, that have physical products for discussion with other managers. Human Resources mainly provide consulting and support services. Therefore, we have to make other department managers and employees co-operate willingly so that work can move ahead. It is very important to gain the trust of other department managers and employees.

– Respond quickly to the other party’s suggestions
To gain the trust of others, the first step is to quickly respond to the other’s suggestions, because this can reflect the individual’s ability and efficiency in doing things, so as to build a good reputation and trust.

– Showing personal ability
Human resource management must be valued. To this effect, our own abilities are key. We must seize the opportunity to fully demonstrate our personal abilities and establish respect and reputation among colleagues. Once there is respect, future work can be easily promoted. To show personal talents, the best way is to have a set of plans from beginning to end, think about the whole process carefully, predict possible issues and figure out solutions beforehand.

– Respect and trust employees
Respect and trust are motivating factors at work.  For employees to willingly contribute to the company, it is very important that the human resource system is designed based on strategic empathy. If we can do this, our downward influence will be greater, and accordingly we will gain the respect and trust of our employees.

Make strategic recommendations to the organization

We must have some strategic thinking and ideas about the organization, and then promptly suggest or reflect upward.

– Acting as a consultant to organizational change
When the organization is going through change such as organizational restructuring, we must be able to take on the responsibility of consultants.  We must proactively provide data, relevant information, take on new opportunities and not be passive human resource managers.  We must understand the procedures and steps of organizational change, as well as master the professional characteristics of people in different fields of work.

– Expand your network
As our network widens, we will be able to grasp more information.  After which, information can be analysed from the perspective of providing a service to enhance the breadth of thinking.

Leverage

It is usually difficult for us to influence the boss, other department managers or employees by ourselves or even with one department’s power. However, we can leverage on external forces to do that.

– Cite the advice of outside experts
If we think that we are not persuasive enough in pushing for changes in HR systems such as remuneration, performance management, organizational reform etc, we can invite external experts or consultants to meet the boss or other department managers to provide opinions, and use their advice or assistance to convince the boss or other department managers.

Most people think that external experts are ‘guru’ in their field, and will generally respect the opinions of outside experts and consultants. When we raise the subject again, it will be smoother.

– Joint strategy
While drawing on the power of external experts, we also need to integrate the different internal opinions in order to create teamwork. For example: When the boss doesn’t accept your suggestions, you can form a common group to resolve resistance.

– Take advantage of training
Training is an important activity in human resource development. We can use this good resource and mechanism to indirectly influence company bosses or colleagues, that is, through training opportunities, we can stimulate everyone to learn, and then influence everyone’s thoughts and behaviours. In this way, everyone can reach a consensus, thus minimizing resistance.

Creating additional value

– Proactively take on the responsibility of knowledge management in the organization
More and more companies have begun to pay attention to the storage, sharing, transfer, and activation of knowledge in the organization.  Who should be responsible for knowledge management in the organization? From the perspective of strategic human resource management, our role must move from a passive, responsive, operational manager to an active, proactive, and decision-making strategic partner. Therefore, we can take the initiative to assume the responsibility of knowledge management in the organization. If this aspect is done well, it can help the boss or colleagues to quickly obtain the correct information, make effective decisions, and thus increasing HR’s influence.

 Acts of Strength

Although the human resources department is a service support unit within the company, we should still step forward and make our stance when there are impacts that will cause adverse effects. Especially when there are sufficient data to support our points, we should show our strengths, thus enhancing our influence in the company.

—End—

 

 

 

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So, what happens next after you’ve graduated from college or university? Majority of the fresh graduates would definitely hop onto the bandwagon of either opting for an internship or applying for a permanent role at any pre-eminent local or multinational company or conglomerate. It is undeniably difficult and nerve-racking to land coveted positions in today’s competitive job market, what more so if you’re eyeing for that dream position of yours that many are competing for? When you finally brace yourself to apply for a job and you’ve successfully secured an interview with your employer, the only assets that you get to carry with you are your demeanor, experience and skill sets. You might wonder, how do I make myself stand out amongst the wide variety of applicants?

Understanding how AI works in recruitment

Job recruiters are deluged with resumes so time is a major constraint, it is just not feasible for them to thoroughly go through each and every resume. Hence why Artificial Intelligence (AI) is being deployed and have since become imperative prerequisites in the ways of recruitment, it is inarguable that AI has subsequently improved the hiring processes of enterprises that took advantage of it. Looking back at how recruiters used to spend hours sifting through an abundance of resumes just to find the best fit for a specific role, AI possesses a superlative ability that enables them to instantaneously sift through millions of data, allowing recruiters to easily identify a pool of potential candidates. The traditional recruiting process has been hampered with unconscious biases – discrimination on gender, sexual orientation and race is prominent, hence AI is being programmed through a predictive analytic component to eliminate biases by scanning candidates’ demographic information to disallow candidate’s life’s history to be utilized in decisions made about them.

AI eliminates biases by scanning candidates’ demographic information to disallow candidate’s life’s history to be utilized in decisions made about them.

In recent years, the use of Chatbots have infiltrated businesses, with proven records of their potential to exponentially enhance relationships between businesses and consumers as there would be no conscious or unconscious bias at play. Chatbots are equipped with information-gathering ability and speed to progress through hiring phases and candidates are more likely to finish the application process seamlessly. AI ensures that employers are able to acquire the candidates with the right calibre whilst taking into account diversity and inclusion.

What would be the next step after AI has managed to screen through your basic profile and you have managed to get through the next round? You’ll need to prepare a resume and you have to be strategic and judicious on what to include. Many people tend to fall into the trap of fully replicating a traditional resume that is too structured and rigid and it appears to be like any other applicant’s resume. In this digital age where job market competitiveness is apparent, to stand out, you need to be unconventional and distinctive.

Key points of a successful resume

Here are some useful tips to create an eye-catching resume:

  • Brief but comprehensive

A recruiter has tons of resumes to skim through so be sure to keep a consistent format and structure, titles to be in bold, use black or dark readable ink, if you’re opting for colors, make sure that it is in a monochromatic format so that your resume can be visually differentiated from a pile of applications.

  • Include key achievements, highlights and metrics

Demonstrate how you’ve accomplished projects and initiatives whilst schooling with

supporting facts. Metrics is highly desirable to show quantifiable gains i.e. “Implemented

X which resulted in cost cutting of Y amount”

  • A concise objective is required

Include an objective statement on the top of your resume. This enables recruiters to comprehend ruminations behind your decision on applying for the job. Objectives need not be lengthy but merely focusing on how you can add value to the company.

  • Research the company’s background and culture

Read up on the company’s background, values and cultures and align it with your accomplishments i.e. leadership qualities, spearheading a team whilst volunteering or visible in extracurricular activities at school.

  • Zero grammatical errors and easy to read

Grammatical errors are just out of the equation when it comes to writing your resume. Majority of the recruiters would dismiss an application with typos and errors as they equate that with laziness.

  • Be a storyteller and tailor your resume in accordance with the job post

Give substantial details and supportive facts on why you think you could be a great fit for this job that you’re applying for. Customize your resume to tell a personalized story. Bring your readers along into your journey of accomplishments, knowledge and skills.

The criteria of an internship worth pursuing

Another point that you should consider is whether an internship is worth pursuing and what benefits would it bring? An internship would grant you with valuable experience, insights and increase your marketability hence giving you exposure in the career field you want to pursue. You will also learn how a business operates, allowing you to be more confident for your next role and figuring out your interest and what ultimately motivates you, if you’re interning at a company that doesn’t ignite the spark in you, you can rule them out and seek for another option that is best fitted for you.

Take the time to define your goals by asking yourself what you’re actually seeking for? Take into account the employment duration, do you prefer jobs that are structured and specialized? Or does versatility and diversified job scopes excite you? A company’s working culture, remuneration package, opportunity for personal and professional development are also vital factors that one has to ponder on before pulling the trigger.

How to choose between different job opportunities

When you see yourself deciding between multiple job opportunities, though exhilarating, it can be grueling at the same time. Put on your critical thinking cap and weigh the pros and cons, once you have identified your preferences, rank and compare them from most important to least. Put some thought into the longevity and future potential in the company, can you see yourself being in that role for a specific timeframe and are there growth opportunities available.

Every company has it’s unique culture.  It is important to judge whether your personality will fit into the company’s culture.  For example, if it is a norm for everyone in the company to work long hours beyond the normal stipulated hours, can you accept this?  You can find out more about a company’s culture through online research of the company.

At your first job

After acquiring your first job, which also means your route to adulthood has officially begun. It is essential to make a great first impression in the office by channeling your inner extrovert demeanor, make an attempt to greet your co-workers and remember their names. Also, not all corporate jobs and tasks are strategically laid out for you, you have to be proactive to reach out to your co-workers if a coach is unavailable, be inquisitive and put in the extra effort, ask questions on how to go about your day to day, embrace precariousness and jump right in to take on even the unfamiliar tasks.

Some companies have onboarding programs for new employees to help them familiarize with the basic company structure, operations and people.  This will be a good opportunity to observe the dynamics in the company and be mentally prepared for the job.

In perspective

Long story short, as a fresh graduate, you are going to feel frustrated but it is a stepping stone into adulthood. If you set your mind straight, with perpetual discipline to pursue the end goal with inventiveness and confidence, even if you get thrown into the deep end, you’ll inevitably survive.

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30 Jan 2021, Singapore –  The Singapore Management University (SMU) Incubation Institute of Innovation and Entrepreneurship organized a seminar for Career Coaches from WiseNet Asia to assist SMU students who intend to do remote internship in China to prepare their Chinese resume.

Wesley Hui, Director/Career Coach from WiseNet Asia shared, in brief, some of the work culture and things to look out for when working in China local firms.

Close to 40 students attended the seminar, with 1 trainer and 4 facilitators from WiseNet Asia.

Find out more about WiseNet Asia’s career coaching services:  https://wisenetasia.com/hr-solutions/internship-programs/

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What is a mid-career dysphoria, you may ask? It is the sinking feeling that your career trajectory is not heading towards the direction that you seek for. It is of all the times we wonder in our heads, “Am I in the right career field?” “Am I doing what I am truly passionate about?” “Am I leveraging on my skills and expertise to its maximum potential?” “Am I creating something of value?” “Why does it feel like there’s a void in me that I can’t seem to fill?” “Why do I feel like I am stuck in a rut?” These questions can truly be harrowing and agonizing for mid-career professionals searching for life’s purpose and fulfillment, whilst needing to juggle between intense work pressures to earn substantially and the stress inducing personal and family demands at home.

Research has shown that when a mid-career dysphoria transpires, it will unequivocally impact one’s personal and work life as these two factors are interdependent, professionals may re-examine their career goals which may then lead to a major shift in their career trajectory, some may find themselves landing a new job, opting for work that is of vast difference with their current job field – starting from ground zero with miniscule remuneration in comparison to what they’re receiving at the moment if they were to stay in their current jobs.

Gianpiero Petriglieri, associate professor of organizational behavior at INSEAD stated that mid-career dysphoria runs deeper psychologically than what we portray it to be, where it is an “episodic moment” of frustration or “a particularly gruesome work project” that depletes you entirely. “Midlife is the time where you lose the illusion of immortality. You know your opportunities aren’t endless, and you realize that time is finite.”

Based on a 1996 article written by Andrew Oswald, professor of Economics and Behavioural Science of University of Warwick and a group of economists, they analyzed a survey of more than 5,000 British employees nationwide, which in turn resulted in the findings where job satisfaction essentially emerge in the form of a U-shaped curve, satisfaction rate declines from an average level in the early years of employment and then increasing exponentially up to the age of retirement.

Whitney Johnson, an executive coach and the author of several books including Build an A-Team stated that, “Professionals question: ‘Is this really what I want to be doing?’” She says that while “it’s natural and normal to experience professional restlessness,” We need to be proactive and figure out the next steps on how to go about this dilemma.

Here are some beneficial key points to look out for:

  • Reflect and reassess your current situation by identifying what is the cause of your professional discontent. “One reason for a mid-career crisis is that too much of your time at work is spent putting out fires and avoiding bad results, instead of pursuing projects with existential value” noted Kieran Setiya, a philosophy professor in MIT. Is the organization that you’re working for causing a sense of displeasure? Does it have to do with workplace culture or a sense of loss in personal and professional identity? The lack of development or career advancement or it is purely based on your routine and specialized job scope? Do bear in mind that to reevaluate your career trajectory during midlife might not be facile when you have numerous and non-negotiable commitments to take into consideration i.e. mortgage, your child’s schooling expenses, household expenditures.
  • Be multifaceted and seek for constant growth. Boredom can be one of the major setbacks in a professional’s career midway through, when one gets mildly comfortable in their everyday routine at work, you yearn for that adrenaline and dopamine rush from innovative pedagogical methods provided by mentors, self development online courses or even be in the pursuit of a vertical promotion. However, this suggestion may seem unorthodox to many but a lateral move where a different set of skills can be learned without a perceived increment in remuneration might be the possible remedy. One could even be proactive and seize every opportunity thus leveraging on their expertise to find and solve problems within their organization.
  • Set and create milestones outside of work. The inability to change what is ongoing in an organization shouldn’t deter you from finding insightful and valuable meaning in life when you’re not at work. For instance, incorporating activities that you’ve been putting on hold, it could be a pet project, a hobby, an interest that can come into fruition as a side hustle.
  • Contemplate if you require a change in career. It is worthwhile to deliberate over a seemingly dramatic move if none of the strategies above leave a desired effect. If you feel that your job is abstaining you from achieving greater heights, whether it being in terms of a personal or career development, precipitating your own demise may not be of surprise. People tend to think that remuneration is the only factor that is keeping someone in their respective jobs, but it could also stem from psychological elements such as a supposed “loss of reputation, prestige and status” of leaving a career path that you’re being wired and accustomed to. Switching career roles during midlife may be intimidating but only you know yourself the best, eliminating the risks you have in mind; in all probability, the unused skills and expertise you have in hand may bring you greater career prospects if you decide to take that leap of faith.

In a nutshell, it is undoubtedly conventional to experience a midlife career dysphoria after decades of churning the corporate wheels, fret not, because you’re never alone in this situation, thousands or maybe even millions of people worldwide face the exact same creeping syndrome. You are the captain of your own ship and only you can determine your own path, knowing which undertakings would best suit you – you will come to find that you have more to offer to the world than you initially thought.

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26 January 2021

The 3rd NIEI Teaching Faculty Training for Bashu Secondary School, Chongqing, China was held online for a total of 29 principals / senior school administrators from various schools.

The session was opened by Mr Li Xiao He, Vice Principal of Chongqing Bashu Secondary School and closed by Mr Wan Yu, also from Bashu.

Dr Tan Ah Hong from NIEI Singapore conducted the training in Chinese.

 

NIEI Trainer’s Profile:

Dr Tan Ah Hong, NIEI Singapore

Link to profile:  https://www.nie.edu.sg/profile/tan-ah-hong

 

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Related News:
Chongqing Bashu Secondary School and NIEI signed an online strategic cooperation agreement:  https://wisenetasia.com/chongqing-bashu-secondary-school-and-nie-international-pte-ltd-niei-signed-an-online-strategic-cooperation-agreement/


NIEI conducted first online training with Bashu secondary school in the 9th annual academic conference:  https://wisenetasia.com/niei-singapore-conducted-first-online-training-with-chongqing-bashu-secondary-school-in-the-9th-annual-academic-conference/

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Copyright © 2021 WiseNet Asia Pte Ltd.  All Rights Reserved

Would Artificial Intelligence be the catalyst of jobs losses in the future?

One of the most controversial aspects of today’s technological revolution is the impact of artificial intelligence on jobs and human capital with the US being the leading country affected by this crucial shift. When would this revolution catapult Asia to being parallel with the US? Are human jobs undoubtedly going to be obsolete in the coming years? Are we heading towards a bleak outcome of the future?

According to a report by MIT and Boston University, an estimation of about 2 million workers will be displaced from their jobs in manufacturing alone by 2030. 11 Asian markets are thoroughly studied, 12% of jobs are at a high risk of being automated away in the next few years. It is of no doubt that if your job is repetitive and routine based, it is substantially at risk of automation. You might subconsciously ask yourself, could a machine possibly do my job? The answer is relatively subjective. It varies from different work sectors that one is in, with these listed jobs being the highest in the automation food chain, for instance, food and preparation services (81%), production operations (79%), office and administrative support (60%), transportation and material moving (55%) as reported by Brookings Institutions.

Could a machine possibly do my job? The answer is relatively subjective.

Many highly skilled jobs in developed markets will definitely benefit and be augmented by artificial intelligence’s (AI) existence (11%) than in less developed economies with a mere (6%). For less developed countries with a salaried workforce that fall under the high-risk category are mainly from Malaysia, Cambodia, Indonesia, Thailand and Vietnam. Data from these statistics have been extracted and measured against different countries’ and industries’ forecasts on 17 categories of various emerging technology.

Based on the International Labour Organization (ILO) employment statistics, for specific job-related tasks, the data showed that AI’s effect on job automation would be massive on wealthier economies than the poorer ones (14% as opposed to 10%). Labor constrained countries like Singapore, China and Japan are highly likely to be the fastest to seize various jobs opportunities created by AI, this is particularly accurate as to which degree a job is required and enhanced is solely determined by a country’s different economic and social structures and its technological readiness.

Labor constrained countries like Singapore, China and Japan are highly likely to be the fastest to seize various jobs opportunities created by AI

An interesting excerpt from the book by author Daniel Susskind “A World Without Work: Technology, Automation and How We Should Respond”, “Machines don’t fall ill, they don’t need to isolate to protect peers, they don’t need to take time off work.” This noteworthy statement acts as a revelation to all, where one should constantly upskill themselves and be multifaceted in this everyday fast paced environment, one skill is insufficient for what is yet to come. Underdeveloped countries with specialized skilled workers find themselves wrangling on low wage labor needs to reposition themselves.

The human lineage has been constantly evolving since major events took place during the evolution of modern human species which have since begun approximately 4.2 billion years ago. It is inevitably now the race of the survivability of the fittest and that is us – homo sapiens. In reference to the book “Blueprint” by Robert Plomin, Plomin emphasizes on the significance of environmental forces where the fate of individuals and societies are relied upon structural, experiential, and historical factors. How did homosapiens gain dominance? It prominently stemmed from our ability to adapt from mild circumstances to extreme environments and our goals to achieve and strive towards a better future.

In practice or in theory, AI and automation should unbound humans from everyday mundane, monotonous or even threatening tasks that might put their lives at risk. In this day and age, humans should take on more intellectually stimulating and value-added assignments and jobs, companies would flourish, be more efficient and productive thus workers’ wages would subsequently be raised nonetheless.

As Andrew Yang mentioned in his book “The War on Normal People”, it is the government and corporate entities responsibility to identify displaced workers over a range of industries thus having the resources to pay for mass retraining regardless of age, but this notion and idea may be immensely far fetched as not every person would have the physical and mental capacity to be retrained in an in-demand field. To retrain young adults might not be that hard of a feat but the real challenge comes with retraining middle aged workers. The success rate for retraining retrenched middle aged workers due to automation is merely (15%). Effective dissemination of information by the government has to be done in real time, there needs to be employers who are looking to employ a large number of newly trained middle aged workers.

The success rate for retraining retrenched middle aged workers due to automation is merely (15%). There needs to be employers who are looking to employ a large number of newly trained middle aged workers.

Technology will continue to be deployed, employees should be given abundance of time to transition into new roles and pick up on new skills. An opposing fact to the above whereby circumstances might not be aligned with what the corporate firms or government might have in their agenda, those who are unfortunate in losing their jobs would have to seek for retraining and uplifting of skills within their own means by using severance pay or unemployment benefits to work in various other fields not within their expertise.

Automation will ultimately eradicate certain jobs, but as the world is at a constant pace of change where technological advancement will continue to prosper, more jobs will be needed when it comes to working alongside robots – data scientist, quantum machine learning analysts, augmented journey reality builder, genomic portfolio director. However, not everyone has the right skill sets or learning capabilities to take on source, channel or cryptographic coding, that may be difficult to grasp. However, jobs like teachers, therapists, artisans, healthcare professionals are to be high in demand. All of these jobs require a copious amount of social intelligence, creativity, compassion and empathy – jobs that prioritize emotional human attributes that AI have yet to fully manifest or maybe AI could embody these attributes in more decades to come and that is for us homosapiens to eventually find out.

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Chongqing, 30 Nov 2020 – NIEI, the training private arm of the National Institute of Education (NIE) Singapore, conducted their first online training with Chongqing Bashu Secondary School during their 9th Annual Academic Conference on 30th Nov 2020.

The session commenced at 6.30pm with Professor Paul Teng, MD and Dean of NIEI sharing his joy in working with Bashu Secondary School since the MOU was signed in Oct 2020.

Professor Paul Teng, MD and Dean of NIEI

At 6.40pm, Principal Tan took over to share with Bashu on the topic: “School management model and challenges faced by schools in the post-pandemic period”.  The session ends at 7.50pm.

Principal Tan, NIEI Course Lecturer

Principal Tan giving a lecture on ‘An Organization’s Adaptability and Resilience in Facing a Crisis’

Mr Li Siao He, Vice Principal, Chongqing Bashu Secondary School (李潇珂, 重庆巴蜀中学副校长)

On 1 Oct 2020, NIEI and Chongqing Bashu Secondary School signed an online strategic agreement to establish a long-term cooperation mechanism in education, training, cultural exchanges and other aspects to promote mutual progress.

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The job market is getting more challenging for job seekers with global recession from the pandemic, and also with the acceleration of AI technology in the interview process. Over the past few years, our experts have carefully studied the hiring process of top companies across various industries. We have learnt how the AI interviews are being structured, the most common skills they’re looking for and what you can do to land your dream job. Keep reading to find out more about the top hacks to pass your interview in 2021.

The rise of AI in the job market

Many Asian companies are now switching to virtual interviews and recruitment webinars when it comes to hiring new talent. Most of these companies are now testing out artificial intelligence(AI) to hire candidates as well. This is due to the time-saving benefits that come with AI in the hiring process. It has the potential to automate most of the process and help these companies save a lot of time. The recruiter could easily arrange and organize many files, positions and applications at once.

AI is now becoming one of the most widely used recruitment techniques by companies in Japan and it is being used in the initial stages of sorting, ranking, and shortlisting candidates. This process usually involves the usage of past data from successful and unsuccessful applicants. This data is used to train the AI machine for the hiring process.

Using AI for recruiting candidates is not a new process, but it is becoming more and more popular among Japanese companies. This is where culture becomes a factor in the hiring process of candidates.

AI is being used by most of these companies to collect the data of candidates and students that have been recorded over the years. This will help them in making accurate decisions when it comes to selecting candidates. A human recruiter may want to select candidates based on his likes and dislike and this can turn out to leave a negative impact on the company.

Companies are regularly testing the collected data to ensure that the objectives and goals that they need are being met by candidates. It is believed that the application of AI will become more popular in the coming years.

How to have a successful job interview

One of the things that many job seekers fear is rejection. This is why so many job seekers get nervous especially when it’s their first interview. Having a successful job interview is not just about the qualifications and experience that you have. It’s also about being confident and understanding how the process works.  By following the best practices, you will build your confidence, answer questions comfortably, and increase your chances of landing your dream job.

Do your research

The most important thing to do before going for an interview is to make adequate research about the company.  Look out for as much information as possible to make sure that it is a company you would like to work with. Look out for their successful projects, their financial stability and how well the employees are being treated.

Prepare your questions

This is one of the interview hacks that a lot of job seekers seem to miss out. Going for an interview doesn’t mean that you will only be answering questions. There will be a section of the interview where the employer asks if you have any questions for them.

When you ask questions, it shows them that you are interested in the position and you have done your research. Saying ‘No’ at this point can stand against you and affect the rest of the interview. To have a much higher chance of winning the interview, try preparing some questions ahead.

Dress for success

This is another important factor that can determine the success of your interview. Aside from your qualifications, make sure that you are well dressed for the interview. You don’t have to wear expensive suit, so just pick something that makes you feel confident. Try picking the clothes you want to wear a night before the interview day so that you won’t need to rush. Ensure to stay clean and confident.

Take important files and arrive on time

Another interview hack is to always prepare copies of your work portfolio when going for an interview. Even if you have sent it as an email, you need to show them proof of your skills and experience.  By bringing it along, it will build your credibility and make it easier to tell your story. After preparing all the important files, make sure that you respect the schedule. This means that you should not arrive too late or too early. The best practice is to arrive 10-15 minutes before the start of your interview. This helps in making a good first impression on the recruiter and gives you more edge over other candidates.

Stay positive during the interview

You must maintain a positive conversation throughout the interview. Try as much as possible to avoid negative remarks when asked about your past experience. Focus on the lessons you learnt from the experience and don’t try to blame anyone from your past. This shows the recruiter that you are confident in your skills and experience.

Watch your body language

To win a job interview is not just about the things you say. You need to understand how to respond to a professional environment. Your recruiter will closely observe your body language during the interview. Make sure to speak, smile, maintain a good posture and shake hands when necessary.

Tips for a successful interview with artificial intelligence

Always study past questions

One thing that is common about AI interviews is the repetition of question format. The questions won’t be repeated word for word, but it usually has the same structure. Study the recommended texts that were used for the same interview by previous candidates.

Stay focused throughout

When it comes to AI interviews, you must remember that you will be staring into a camera throughout. If you make too many mistakes, the machine automatically disqualifies you. Therefore, make sure that you don’t occupy your mind with distractions, stay focused and try your best to answer the questions. You can try practicing a few times in front of the mirror. By doing this, you will learn more about yourself and discover some habits that need to be changed. The bots have been trained to study all mannerisms and facial features that you may have.

Record your answers

Some companies will give candidates a limited amount of time to answer the questions. Not finishing your answers on time means that you get cut off the section with only a few chances left. Develop your answers and make sure that they are short, succinct and effective. Even if the company promise to give a second trial, respond to the questions as if you only have one shot. You can also try to record your answers during practice. Listen to them over and over again and look out for areas that need corrections.

Conclusion

Winning an interview might be easier than you think. A lot for people keep failing interviews because they don’t prepare enough. Always prepare your mind for any interview you want to attend. Stay confident that the outcome will be positive and make sure to put in your best. You can also seek advice from people who have successfully passed the interview in the past.  This will keep you ahead of the competition and make it easier to land your dream job.

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