Job hunting

JOB HUNTING
Focus its time to move

Professional Profile
Magdy Abdel Sattar Omar,
Loca%on:
Cairo-‐Egypt

Experience:
22
years
of
experience

managing
business
unit
and
commercial

divisions,
supported
with
Solid
academic
founda%on
(EMBA).

Educa%onal
background:
B.SC
degree
in
telecommunica%on
coupled
with

Execu%ve
MBA,
major
Marke%ng
strategy’s
formula%on
and

implementa%on

Business
Special%es: Sales, Marke%ng,
Business
Development,
Product
/
Brand
Management,
Customer
service,
and
Opera%on.

Business
industry:
telecommunica%ons,
household
appliances,
and
FMCG

business
in
the
Egyp%an
market.

Proﬁle:
l  Proven experience and knowledge of telecommunications, household appliances, and
FMCG business in the Egyptian market.
l  22 years of experience as professional Management at multinational environment .
l  Fully competent and skilled in planning, organizing, controlling, and leadership.
l  Proven experience in building new business from scratch in the Egyptian market.
l  Reliable awareness of the Gulf area market "ʺcustomers culture and habits"ʺ acquired
during his 12 years living in Kuwait,
5/3/15Mr. Magdy A.Sattar 2

6 Sentences that may be geUing in the
way of your success
•  It’s not in my job description. (JD is there as a guide
and framework for your daily activities, not as a
limitation on growth, exploration and innovation).
•  I didn’t receive the right training. (continuous
learning is the one factor that is non-negotiable if you
aim for lifelong success).
•  I won’t put in the extera effort. (whether it’s extera
effort to learn, produce and grow, you need to be
willing to do what it takes to reach targets and achive
your goals).
5/3/15Magdy Abdelsattar 3

6 Sentences that may be geUing in the
way of your success
•  I don’t like to work with that kind of person. (learn to
see the beauty and richness in diversity and to enjoy
the learning that comes from a truly varied
workplace).
•  I don’t have the right resources. (a bad workman
blames his tools).
•  Nobody appreciates me. (the “victim” mentality is
only detrimental to career growth, so ask yourself if
you really are being overlooked or simply unhappy
with life in general).

10 small changes that can
help you succeed at work
Listen
Think ﬁrst,
speak second
Be more
punctual
Organize
your day
Treat your
body well
Make new
friends
Have the
right aUitude
Give a liUle
Put yourself
in your
boss’s shoes
Go that extra
mile

5 signes it is time to leave your job
•  You are overqualified for your present role. (so routine,
you are stuck in a dead end role).
•  Promotions passing you by. (whatever the reason, it is
necessary that you fulfill your professional potential elsewhere).
•  Your present company is on shaky financial footing.
(a single great professional cannot always save a company).
•  Personal obligations have changed. (family, place,
needes, ..).
•  Your heart isn’t in it anymore. (remember when you used to
leave work excited to get home and tell everyone about what you
did).

Targeting the job you want -‐‑ building a CV
•  What makes a good CV?
o  A good CV is a CV that is targeted to the role you applying for.
•  What is the difference between career history and
key skills section on the CV?
o  The career history is really a secondary part whereas the key skills are the
most important.
•  What is the most important elememts to your CV?
o  Putting those unique selling points and key skills on page one are the most
important areas.
•  Should I use bullet points on my CV?
o  Yes, in the career history section.

Targeting the job you want -‐‑ building a CV
•  Should I tailor each CV to each job?
o  Yes, which covers your key skills and executive summary.
•  Should I hve a core competency section on my
CV?
o  You should, identify that you have the skills.
•  How far back in my career history go?
o  Recommended going back 7-10 years in detail, your contributions and
achievements are the most presuasive.
•  How can I influence the reader of my CV?
o  Highlight your core competencies, experience and skills, demonstrating
achievements to back up those claims.

7 ways to Ace your executive job interview
•  Anticipate questions to be asked
o  Prepare your self to answer questions like:
•  What are your strengths?
•  How would you describe your management style?
•  Why should we hire you?
•  How much money are you looking for?
•  Prepare yourself with data and specific details
o  Be able to discuss commerce trends, major events and unique challenges
with facts, and figures.
•  Customise how you describe your achievements
o  You need to know 5-10 success stories from your career that are
applicable to the job you’re applying for.
•  Excellent body language
o  It’s vital, therefore a firm handshake, appropriate eye contact, a genuine
smile, appropriate laughter, and relaxed …are critical.

7 ways to Ace your executive job interview
•  Ask the right questions
o  It’s an interview, not an interrogation. Thake the time to consider questions
that demonstrate your enthusiasm about the position, and your intent to
better understand the intentions for the role.
•  Finish strong
o  End with a brief “elevator pitch” or summary
o  Restate your interestin the job
o  Ask about the next steps
•  Follow-up (and send a thank you note)
o  Directly after the interview, while details are still vivid, write down any
notes you have or any areas that you would like to follow-up on.
Incorporate these details into a thank you note.

Top 15 interview Questions
Best Answer

What is your
greatest
strength ?
Is your strengths align with the needs
of the company and the
qualifications for the particular job.
The best way to respond is to describe
the skills and experience that directly
correlate with the job you are
applying for.
Be prepared to answer by making a
list of the qualifications mentioned in
the job posting.
Then, make a list of your skills that
match those listed. With practical
example of how you used that
strength.
This is not the time to be humble.
While you do not want to exaggerate
your strengths, you should be
comfortable articulating what makes
you ideal candidate.
Answer this question with confidence.

Samples
•  I have an extremely strong work ethic. When I’m working on aproject, I
don’t want just to meet deadlines. Rather, I prefer to complete the
project well ahead of schedule. Last year, I even earned a bonus for
compleating my three most recent reports one week ahead of time.
•  I have strong extremely strong writing skills. Having worked as a copy
editor for five years, I have a strong attention to detail when it comes to
my writing. I have also written for a variety of publications, so I know how
to shape my writing style to fit the task and audience. As a marketing
assistant, I will be able to effectively write and edit press releases, and
update web content with accuracy and ease.
•  I am a skilled salesman with over ten years of experience. I have
exceeded my sales goals every quarter and I’ve earned a bonus each
year since I started with my current employer.
•  I pride myself on my customer service skills and my ability to resolve what
could be difficult situations. With five years of experience as a customer
service associate, I have learned to effectively understand and resolve
customer issues. On a related note, I also have strong communication
skills, which helps me work well with customers, team members, and
executives. I am known for being an effective team member with a
talent for giving presentations.

What is your
greatest
weakness ?
There are several different ways to answer:
•  Discuss Non-Essential Skills
One approach to answering
this question is to analyze the key skills and
strengths required for the position you are
interviewing for and then com up with an
honest shortcoming which is not essential for
success in that job.
•  Mention Skills You Have improved
Another option is to discuss skills
that you have improved upon during your
previous job, so you are showing the
interviewer that you can make improvements
when necessary.
•  Turn a Negative into a Positive
Another option is try to turn a
negative into a positive. For example, a sense
of urgency to get projects completed or
wanting to triple-check every item in a
spreadsheet can be turned into a strength i.e.
you are a candidate who will make sure that
the project is done on time and your work will
be ckose to perfect.

Samples
•  When I’m working on a project, I don’t want just to meet deadlines.
Rather, I prefer to complete the project well ahead of schedule.
•  Being organized wasn’t my strongest point, but I implemented a time
management system that really helped my organization skills.
•  I like to make sure that my work is perfect, so I tend to perhaps spend a
little too much time checking it. However, I’ve come to a good balance
by setting up a system to ensure everything is done correctly the first time.
•  Sometimes, I spend more time than necessary on a task, or take on tasks
personally that could easily be delegated to someone else. Although I’ve
never missed a deadline, it is still an effort for me to know when to move
on to next task, and to be confident when assigning others work.
•  I used to wait until the last minute to set appointments for the coming
week, but I realized that scheduling in advance makes much more sense.
•  I had difficulty with calculus during college, but I persevered with tutoring
assistance and extra effort and completed 2 level with a B minus
average.
•  I’ve learned to make my perfectionism work to my advantage at work. I
am excellent at meeting deadlines, and with my attention to detail, I
know my work is correct.
•  I used to like to work one one project to its completion before starting on
a nother, but I’ve learned to work on many projects at the same time,
and I think it allows me to be more creative and effective in each one.

Why are you
leaving or have
left your job ?
Be direct and focus your
interview answer on the
future, especially if your
leaving wasn't under the
best of circumstances.
Regardless of why you left,
don't speak badly about
your previous employer. The
interviewer may wonder if
you will be bad-mouthing his
company next time you're
looking for work.

Samples
•  I found myself bored with the work and looking for more challenges. I am
an excellent employee and I didn't want my unhappiness to have any
impact on the job I was doing for my employer.
•  There isn't room for growth with my current employer and I'm ready to
move on to a new challenge.
•  I'm looking for a bigger challenge and to grow my career and I couldn't
job hunt part time while working. It didn't seem ethical to use my former
employer's time.
•  I was laid-off from my last position when our department was eliminated
due to corporate restructuring.
•  I'm relocating to this area due to family circumstances and left my
previous position in order to make the move.
•  I've decided that is not the direction I want to go in my career and my
current employer has no opportunities in the direction I'd like to head.
•  After several years in my last position, I'm looking for an company where I
can contribute and grow in a team-oriented environment.
•  I am interested in a new challenge and an opportunity to use my
technical skills and experience in a different capacity than I have in the
past.

Samples
•  I recently received my degree and I want to utilize my educational
background in my next position.
•  I am interested in a job with more responsibility, and I am very ready for a
new challenge.
•  I left my last position in order to spend more time with my family.
Circumstances have changed and I'm more than ready for full-time
employment again.
•  I am seeking a position with a stable company with room for growth and
opportunity for advancement.
•  I was commuting to the city and spending a significant amount of time
each day on travel. I would prefer to be closer to home.
•  To be honest, I wasn't considering a move, but, I saw this job posting and
was intrigued by the position and the company. It sounds like an exciting
opportunity and an ideal match with my qualifications.
•  This position seemed like an excellent match for my skills and experience
and I am not able to fully utilize them in my present job.
•  The company was cutting back and, unfortunately, my job was one of
those eliminated.

Tell me about
yourself ?
Sharing too much or too little
information isn't a good idea.
•  What to Share With The Interviewer
Although it might be tempting to
share a list of your most compelling
qualifications for the job at hand, a
more low-key approach will probably
help you to develop a personal
rapport with your interviewer.
•  Avoid Politics and Controversy
Typically, you would steer clear of
controversial topics like politics or
religion. It's important to avoid any
references to topics that would cause
concern about your ethics, character,
productivity, or work ethic. You also
don't need to share personal
information about your family.

Tell me about
yourself ?
•  Transition to Professional from
Personal
After sharing a few interesting
personal aspects of your
background, you can transition
to sharing some key professional
skills that would help you to add
value if you were hired for your
target job.
•  Share Your Expertise
Be ready to share three or four
of the personal qualities, skills
and/or areas of expertise which
would help you to excel in the
job for which you are
interviewing. Ultimately, you will
want to share several other
strengths before the interview is
over.

Why do you want
this job ?
Interviewers will be listening for
a response that shows you've
done research on the
company.
Your answer should also
emphasize what you can
contribute - what will you
bring to the position? Be
specific about what makes
you a good fit for this role, and
mention aspects of the
company and position that
appeal to you.
Even if it's true, do not mention
salary, hours, or commute as
the primary reasons you want
the job.

Samples
•  This is not only a fine opportunity, but this company is a place where my
qualifications can make a difference. As a finance executive well versed
in the new stock options law, I see this position as made to order. It
contains the challenge to keep me on my toes. That's the kind of job I like
to anticipate every morning.
•  I want this job because it seems tailored to my competencies, which
include sales and marketing. As I said earlier, in a previous position I
created an annual growth rate of 22% in a flat industry. Additionally, the
team I would work with looks terrific.
•  I well understand that this is a company on the way up. Your web site says
the launch of several new products is imminent. I want be a part of this
business as it grows.
•  As a dedicated technician, I like doing essential research. Being part of a
breakthrough team is an experience I'd love to repeat.
•  This job is a good fit for what I've been interested in throughout my career.
It offers a nice mix of short- and long-term activities. My short-term
achievements keep me cranked up and the long-term accomplishments
make me feel like a billion bucks.

Samples
•  I want this job selling theater tickets because I'd be good at it.
I'm good at speaking to people and handling cash. I would
like a job with regular hours and I'm always on time.
•  Although some companies are replacing Americans with
imported low-wage workers, you are standing tall. This
company's successful strategies, good reputation, and values
make it heads and shoulders above its competition.
•  I'd fit right in as a counter clerk in your fine dry cleaners. I have
observed that the counter clerk position requires competence
at handling several activities in quick order - customer service,
payments, bagging, and phones. I like multitasking and, as a
homemaker, I have a lot of practice in keeping all the balls in
the air.
•  The work I find most stimulating allows me to use both my
creative and research skills. The buzz on this company is that it
rewards people who deliver solutions to substantial problems.

Why should we
hire you ?
What makes you the best fit for this
position?.
Your answer to this question should be a
concise “sales pitch” that explains what
you have to offer the employer.
The best way to respond is to give
concrete examples of why your skills and
accomplishments make you the best
candidate for the job.
•  Compare Your Resume to the Job
Requirements
The first step in preparing an effective
response to this type of question is to
carefully analyze the qualifications for
your target job.Review the job
advertisement and also check the job
section of the employer website where
there might be a longer job
description.It’s actually a good idea to
do this before you apply for a job. That
way you can tailor your resume and
cover letter so they are as close a match
as possible to the job.

Why should we
hire you ?
•  Match Your Qualifications to the Job
Listing.
To prepare an answer to this question, look at
the job listing. Make a list of the requirements
for the position, including personality traits,
skills, and qualifications. Then, make a list of
the qualities you have that fit these
requirements. For each quality, think of a
specific time that you used that trait to
achieve something at work.
•  Keep it Concise
You want your answer to be brief – no more
than a minute or two long. Therefore, select
one or two specific qualities from the list you
created to emphasize in your “sales pitch.”
Begin by explaining what you believe the
employer is looking for, and how you fulfill that
need.
•  Focus on your Uniqueness.
The interviewer wants to know how you stand
out amongst the other applicants. Therefore,
focus on one or two qualities you possess that
might be unique, or more difficult to find, in
other interviewees.

Samples
•  You have explained that you are looking for a sales executive
who is able to effectively manage over a dozen employees. In
my fifteen years of experience as a sales manager, I have
developed strong motivational and team-building skills. I was
twice awarded manager-of-the-year for my innovative strategies
for motivating employees to meet and surpass quarterly
deadlines. If hired, I will bring my leadership abilities and strategies
for achieving profit gains to this position.
•  You describe in the job listing that you are looking for a special
education assistant teacher with an abundance of patience and
compassion. Having served as a tutor at a summer school for
dyslexic children for the past two years, I have developed my
ability to be extremely patient while still achieving academic
gains with my students. My experience teaching phonics to
children ages 6 to 18 has taught me strategies for working with
children of all ages and abilities, always with a smile. My previous
employer often placed me with the students with the most severe
learning disabilities because of my history of success. I will bring
not only experience, but patience and creative problem-solving,
to this position.

How do you
handel stress and
pressure ?
The interviewer does not want to
hear that you never get stressed.
Instead, the employer wants to
see if you know how pressure
affects you, and how you
manage it.
The best way to answer this
question is to give an example
of how you have handled stress
in a previous job.
Avoid mentioning a situation
when you put yourself in a
needlessly stressful situation.
You also should not focus too
much on how stressed out you
felt. While you should certainly
admit that stress happens,
emphasize on how you deal
with the stress, rather than how it
bothered you.

Samples
•  Pressure is very important to me. Good pressure, such as having a lot of
assignments to work on, or an upcoming deadline, helps me to stay
motivated and productive. Of course, there are times when too much
pressure can lead to stress; however, I am very skilled at balancing
multiple projects and meeting deadlines, which prevents me from feeling
stressed often. For example, I once had three large projects due in the
same week, which was a lot of pressure. However, because I created a
schedule that detailed how I would break down each project into small
assignments, I completed all three projects ahead of time, and avoided
unnecessary stress.
•  I react to situations, rather than to stress. That way, the situation is handled
and doesn't become stressful. For example, when I deal with an
unsatisfied customer, rather than feeling stressed, I focus on the task at
hand. I believe my ability to communicate effectively with customers
during these moments helps reduce my own stress in these situations, and
also reduces any stress the customer may feel.
•  I actually work better under pressure and I've found that I enjoy working in
a challenging environment. As a writer and editor, I thrive under quick
deadlines and multiple projects. I find that when I'm under the pressure of
a deadline, I can do some of my most creative work.

Describe a
diﬃcult work
situation/project
and how you
overcame it ?
There are no right or wrong answers to
questions like “What are the most difficult
decisions you have to make?” or “Have you
ever had to make a really tough decision at
work?"
Employers simply want to see that, when you
face a difficult decision or situation, you are
able to handle it. They also want to see what
kind of decisions you consider difficult.
When answering these questions, give one or
two concrete examples of difficult situations
you have actually faced at work. Then
discuss what decisions you had to make to
remedy the situations.
Also keep your answers positive ("Even though
it was a difficult decision to lay off that
particular employee, I did so in an extremely
professional manner, and this decision
ultimately led to improvements in efficiency
and productivity throughout our
department”).

Samples
•  Decisions I have to make within a team are difficult, only
because these decisions take more time and require
deliberate communication between team members. For
example, I was working on a team project, and my colleagues
and I had to make a number of choices about how to use our
limited budget. Because these decisions involved group
conversations, our team learned how to communicate
effectively with one another, and I believe we ultimately
made the best decisions for the team.
•  As a manager, the most difficult decisions I make involve
layoffs. Before making those tough decisions, I always think
carefully about what is best for the business and my
employees. While I do not relish making those kinds of choices,
I do not shy away from this part of my job. A few years ago, I
had to let some employees go due to the economic climate.
This was a hard decision that was ultimately necessary for the
good of the company and everyone working for the
organization.

How do you
evaluate success ?
A question like this gives your potential
employer a sense of your work ethic,
your goals, and your overall
personality.
In your answer, you should be
cognizant of the type of job you're
applying for. Whereas a large
corporation might place all their
emphasis on the bottom line, a non-
profit would measure success not in
money but in social impact.
Of course, you'll also want to include
aspects of your own personality in
your answers. If there's an area where
your values overlap with the
company's, then make sure to
emphasize that in the interview.

Samples
•  "I evaluate success in different ways. At work, it is meeting the goals set by
my supervisors and my fellow workers. It is my understanding, from talking
to other employees, that the GGR company is recognized for not only
rewarding success, but giving employees opportunity to grow as well.
After work, I enjoy playing softball, so success on the field is catching the
winning pop-up.”
•  "For me, success is about doing my job well. I want to be recognized as
someone who always does their best and tries their hardest to make my
goals.”

•  "I evaluate success based on not only my work, but the work of my team.
In order for me to be considered successful, the team needs to achieve
both our individual and our team goals.”
•  "I evaluate success based on outcomes. It's not always the path you take
to achieve success that matters. Rather, it's quantifiable results.”
•  "To me, success is when I am performing well and satisfied with my
position, knowing that my work is adding value to my company but also
to my overall life and the lives of other people."

What are your
goals for the
future ?
Employers want to be sure that you
won't be moving on to another job
right away. This question is also a
good way for them to determine if
your career goals are a good fit for
the company.
The best way to respond to the
interview question "What are your
goals for the future?" or "Where do
you see yourself in five years?" is to
refer to the position and the company
you are interviewing with.
Don't discuss your goals for returning
to school or having a family - they are
not relevant and could knock you out
of contention for the job.

Samples
•  My long-term goals involve growing with a company
where I can continue to learn, take on additional
responsibilities, and contribute as much of value as I can.
•  I see myself as a top performing employee in a well-
established organization, like this one. I plan on
enhancing my skills and continuing my involvement in
(related) professional associations.
•  Once I gain additional experience, I would like to move
on from a technical position to management.
•  In the XYZ Corporation, what is a typical career path for
someone with my skills and experiences?

How do you
handle success ?
Most employers are looking for
consistently high levels of productivity
for their staff as well as continual
growth and development. So they
may ask a question like "How do you
handle success?" to determine
whether you coast after your
achievements, and to see if you learn
from your successes.
They may also be attempting to
assess whether you are a team
player or a good manager and have
the ability give credit to colleagues
who contributed to your
achievements.
The best approach to answering this
question is to prepare specific
examples of your successes and to
reference how you assessed the
factors contributing to your
achievements. Then share how you
applied this knowledge to continue
your professional development and to
generate positive results.

How do you
handle failure ?
They will want to learn how you
maintain your composure, attitude,
energy and focus when you aren't
successful.
Recruiters will also want to determine
if you have the confidence to admit
your failings and learn from your
mistakes.
•  How to Respond
The best approach to this kind of
question is to identify some scenarios
when you came up short on the job in
advance of your interview.
Choose situations where you took
responsibility for your failure, learned
from it and took steps to avoid
recurrences of similar failures.
Typically it is safer to cite failures that
were not very recent.
Be ready to describe your strategy for
self-improvement in detail and to
reference subsequent successes you
achieved after taking those steps.

How do you
handle failure ?
•  Best Answers.
Your response to this question can begin
with a general summary of your
approach.
For example, you might lead with a
statement like: "I have always lived by the
maxim that nobody is perfect, so I am
relatively comfortable taking responsibility
for my shortcomings.
My approach is to figure out what I could
change to avoid similar circumstances in
the future.
I look to my professional colleagues in
similar jobs and co-workers at my
organization for suggestions on how to
improve.
I am aggressive about taking workshops,
training seminars and online tutorials to
upgrade my skills."

Do you work well
with other
people ?
It's important to think about how you
work with others because even if your
role in the company doesn't require a
lot of communication, you will still
need to deal with those you work with
in a professional and personable
manner.
Companies are as interested in your
soft (people) skills as they are in your
hard (quantifiable) skills.
In addition, regardless of the job,
employers don't want to hire people
who are difficult to get along with
because that will cause workplace
issues and conflicts.
It can make sense to screen out
applicants who don't have strong
people skills, even if they have solid
qualifications for the job.

Samples
•  Working on a number of team projects has allowed me to develop my ability to
communicate clearly with others, and mediate conflicts between team members.
For example, on a recent project, two of my teammates were having trouble
coming to an agreement about how to approach an element of the project. I
listened to each of their concerns, and got everyone to sit down and come up with
a solution that would make everyone happy. Because of my ability to listen to
others and mediate conflict, we were able to finish our project ahead of schedule,
and even received commendation from our employer for the high quality of our
project.
•  I am a patient listener and clear communicator, which is essential to being a sales
representative. Customers often call me with complaints and concerns, and my
ability to patiently listen and empathize makes them feel appreciated. I then work
with them to come up with creative solutions to their problems. I believe my people
skills are the reason I won best sales representative three years in a row at my
previous company.
•  My ability to communicate effectively with others has been critical to my success
as a manager. For example, my ability to listen to my employees has helped me
motivate my staff and improve performance. When the quality of one employee’s
work began to falter, I met with the employee to discuss the issue. I listened to her
own concerns about her work, and we discussed ways to resolve her concerns
while improving her performance. I firmly believe that being able to clearly
communicate with and actively listen to employees is essential to improving their
performance.

What are your
salary
expectations ?
•  Do You Have to Answer the Salary
Question?
As difficult as it may be to answer the
question, it’s more difficult not to - especially
on an electronic job application.
Try and skip the question and you can’t move
on to the next page, and the field only
accepts a number.
That is when the exact number is important.If
you are in an interview, you could try to skirt
around the question with a broad answer,
such as: “My salary expectations are in line
with my experience and qualifications.” Or “If
this is the right job for me, I am sure we can
come to an agreement on salary.”
But the recruiter or interviewer will likely be
looking for a number, so come prepared with
a target salary figure or at least a range in
mind.
That means prepare for every interview, even
over the phone.
If you are caught off guard, without
something in mind, you could lowball yourself
or seem confused.

What are your
salary
expectations ?
•  How Do You Determine Your Salary
Expectations?
Depending on how much you want the job,
your individual needs and circumstances, you
can figure out a number to offer with
confidence.
If it is a lateral move in your industry, you
probably have a sense of average salaries.
Unless your last company was known in the
industry for its low salaries, assume that your
current salary is in line with market
expectations.
What would you consider a fair raise from
your current employer? That could be a good
low-end starting point. Or ratchet up your
current pay by as much as 15% to 20%, which
gives you incentive to switch companies and
is still within reasonable range for your industry
and level of experience.
Remember, only offer a number that you will
accept and be able to live with.If you are
moving to a position with more responsibility
or in a different industry, it helps to do some
research on the position and its value in the
career market.

What are your
salary
expectations ?
•  Researching Salary Expectations
There are many websites that offer
salary averages and estimates.
Sites like Salary.com,Payscale.com,
Indeed.com, all offer comparable
data, but if you have time to look at
more than one source you may get a
better perspective of range.
You can also input a variety of job
titles to see if the averages change
significantly. The problem with some
salary sites is that job titles may vary
from company to company.
If it is possible instead get a sense of
salary based on job responsibilities,
you can come up with a more
accurate number.

What can you do
beUer for us than
the other
applicants ?
•  Be Careful When You Answer
This type of question can also be a trap
to determine if you have an inflated view
of yourself or will tend to be overly critical
of your colleagues.
The best approach is usually to view this
inquiry as an opportunity to convey your
strengths to the employer, without
implying that you are better than
everyone around you.
•  Start With a Disclaimer
It can be helpful to start with a disclaimer
that you are not aware of the strengths of
the other candidates, and you are sure
there are some impressive individuals
applying for such an attractive position.
Then you can go on to assert that you do
have many assets that will enable you to
make a solid contribution if you are hired.

What can you do
beUer for us than
the other
applicants ?
•  Follow Up With Your Strengths
Then, you can follow up with a
specific outline of your own
strengths. But, it is not enough to
answer in generalities. You should be
prepared to reference 6-8 strengths in
terms of skills, past experiences, areas
of knowledge and personal qualities
that will help you to excel in the job.
Remember that your presentation will
be most convincing if you share
concrete examples of how you have
applied your strengths to add value in
jobs, internships, school projects or
volunteer work. Describe situations or
challenges, actions you took, and
results you generated by tapping
each asset.

Behavioral
interview?
Behavioral based interviewing is
interviewing based on discovering
how the interviewee acted in specific
employment-related situations. The
logic is that how you behaved in the
past will predict how you will behave
in the future i.e. past performance
predicts future performance.
In a behavioral interview, an
employer has decided what skills are
needed in the person they hire and
will ask questions to find out if the
candidate has those skills. Instead of
asking how you would behave, they
will ask how you did behave. The
interviewer will want to know how you
handled a situation, instead of what
you might do in the future.

Behavioral
interview?
Questions in a Behavioral Interview
Behavioral interview questions will be
more pointed, more probing and more
specific than traditional interview
questions:
•  Give an example of an occasion
when you used logic to solve a
problem.
•  Give an example of a goal you
reached and tell me how you
achieved it.
•  Describe a decision you made that
was unpopular and how you
handled implementing it.
•  Have you gone above and beyond
the call of duty? If so, how?
•  What do you do when your schedule
is interrupted? Give an example of
how you handle it.
•  Have you had to convince a team to
work on a project they weren't
thrilled about? How did you do it?

Behavioral
interview?
During the interview,
if you are not sure how to answer the
question, ask for clarification. Then be
sure to include these points in your
answer:
•  A specific situation
•  The tasks that needed to be done
•  The action you took
•  The results i.e. what happened
It's important to keep in mind that
there are no right or wrong answers.
The interviewer is simply trying to
understand how you behaved in a
given situation. How you respond will
determine if there is a fit between
your skills and the position the
company is seeking to fill. So, listen
carefully, be clear and detailed when
you respond and, most importantly,
be honest. If your answers aren't what
the interviewer is looking for, this
position may not be the best job for
you anyway.

How Interviews Diﬀer
•  An Executive is a person
who is responsible for
putting into action the plans
and policies of the top
management of the
organization.
•  The executive is the person
who has to see that the
day-to-day operations of
the company are carried on
smoothly, without any
debilitating challenges.
•  In short, an executive has to
oversee the administration
function of the company.
•  A manager is an individual
who is responsible for the
activities of a particular
group of employees in an
organization.
•  These individuals are
typically department
leaders and specialists
within a certain business
attribute, such as marketing,
sales, accounting, etc.
•  He or she has to perform the
role of a motivator and
mentor while also guiding
the employees to achieve
the overall goals of the
organization.

How Interviews Diﬀer
Managerial candidates Executive candidates
•  What are the methods you have used
to evaluate employee’s job
performance?
•  What is your experience in setting
budgets?
•  Describe one recent problem that
you came across on the job and how
you countered it.
•  Give us an example of how you
successfully encouraged/motivated
the staff.
•  Provide an instance in which you had
to deliver training to employees and
peers.
•  Tell us about a short term plan that
you developed for the advancement
of an employer.
•  What is the most challenging factor
for you as a manager?
•  What strategic
planning methods do
they adhere to?
•  What human resource
management
principles does the
candidate follow?
•  What types of business
practice reforms does
he/she intend to bring
to the organization?

What to ask the interviewer ?
•  Which of my skills do you see as most important for
the challenges that come with the position?
o  You want a job that leverages your key strengths. Answering this question
help you understand whether the company is interested in you because
of they key skills you have and want to grow, or maybe for other skills you
see as less important to focus on and grow. It also helps you to check
whether the challenges they see for the position you are applying for are
the same you were expecting.
•  How will the company help me develop?
o  You don't want to simply apply your skills, you also want to improve and
learn new things. Make sure there is a plan or a support system to ensure
this happens before you accept the job. This can come in form of support
for continuous professional development or other support such as
coaching or mentoring schemes. Asking this question also shows the
interviewer that you’re interested in self-improvement and growing with
the company.

•  Can you tell me a little about the team I’ll be
working with?
o  This is an excellent question to address the culture of the company —
without actually asking about the “culture” of the company. You might
find you get a very different answer than what’s printed in the company’s
mission statement or on their website. It will help you to understand how
well you fit in with the company, and psychologically it’s a great question
to ask because it gently assumes you’ll be getting the position.
•  What constitutes success with this position and
company?
o  This is a great way to demonstrate that you’re interested in succeeding
(not just punching a time clock) but it also gives you key insights into the
expectations of the position and the culture of the company.

•  Do you see any gaps in my skills or qualifications
that I need to fill?
o  This is a bold, gutsy question. Not everyone is going to be confident
enough to ask it, which is going to set you apart from the competition. To
the interviewer, it shows that you’re a bold thinker and demonstrates that
you’re willing to fill any gaps that might exist. For you, the worst-case
scenario is that there are gaps that will preclude you from getting the job,
but that’s valuable information to take into your next interview. In the best
case, the interviewer won’t have any answer, and hopefully you’ll be
shortlisted for the position!

15 things not to do at ajob
interview
•  Do not arrive late.
•  Don’t arrive too early for the interview.
•  Don’t forget to smile.
•  Don’t ignore the gatekeepers.
•  Do not leave your cell phone on during the
interview.

interview
•  Do not lean back, slouch or display disineerest
through your posture.
•  Don’t speak in a monotone.
•  Do not look at your watch.
•  Do not eat a snack bar or any food during a
traditional interview.
•  Don’t order something which is difficult to eat
during meal.

interview
•  Don’t dress too casually.
•  Do not forget to listen carefully before answering.
•  Don’t act nervous or dejected if things aren’t going
perfectly.
•  Don’t reflect an angry tone in your voive.
•  Do not unintrntionally play favorites during group
interview situations.

Quick Tips that will help
you get hired fast
•  You can save time job searching by using
advanced search options.
•  Applying for every job you fined isn’t always a good
idea.
•  Don’t stop applying for jobs.
•  You need a specific cover letter or your resume
may not get looked at.
•  You should also target your resume to the job.

you get hired fast
•  You don’t need to include all your experience on
your resume.
•  You can include more than full-time employment on
your resume.
•  Dress like a manager or a successful person in your
profession.
•  Be yourself.
•  Storytelling during a job interview is an excellent
way to share your experience.

you get hired fast
•  Never say anything bad about a previous employer.
•  You should send a thank you note.
•  Networking is an essential component of
successfule job hunting.
•  References can make a big difference in getting
hired.
•  It’s acceptable to apply for the same job more than
once.

Top 25 things never to say
at a job interview
•  I really hate my job.
•  I have a vacation planned in a few weeks.
•  My boss is the worst boss ever.
•  My current company is awful.
•  How much does this job pay?

at a job interview
•  When do I get a vacation?
•  Can you give me taxi fare to get home?
•  Do you mind if I take this call?
•  I really need this job.
•  I don’t have all the experience you need, but I’m a
quick learner.

at a job interview
•  I don’t know.
•  It’s on my resume.
•  I have an appointment, is this going to be over
soon?
•  Sorry, I’m late.
•  Profanity or swear words.

at a job interview
•  What’s the policy on dating co-workers?
•  Do you have Friday happy hours or is there an open
bar at holiday parties?
•  I don’t have child care lined up, but I’m working on
it.
•  I don’t have a car yet, but I will soon.
•  This schedule doesn’t really work with me. Can it be
changed?

at a job interview
•  I don’t have any questions.
•  What do you do at this company?
•  What is included in the benefits package?
•  Interviews make me really nervous.
•  Can I work from home?

To Secure A Job with A
Multinational In the Middle
East
Tips

Fine-‐‑tune your CV
•  To acquire an executive position within a multinational, you
need a CV that stands out above the rest.
•  Create unique resumes based on the particular position, as a
generalized CV will not cut it in a very competitive job search
market.
•  Match your skill sets and summaries to the job descriptions
found on corporate announcements and websites.

Networking
•  Multinationals have a tradition of hiring, at minimum
interviewing, based on references.
•  Existing employees bring in new professionals, which
allow the firm to establish an early trust with the
individual.
•  Resources such as LinkedIn provide a great outlet to
engage this networking process.

Language skills
•  Multinationals are typically interested in your
language skills.
•  This can mean either languages you already speak
or your willingness and ability to learn quickly.

Personal aUributes
•  All multinational organizations want adaptable staff who
are a good fit for their company culture.
•  The opportunity to meet numerous people from within
the company will make it easier to establish if you make
a good cultural fit.
•  Remember to also be positive, energetic and
enthusiastic.
•  Companies hire executives who have the skills to do the
role; but if you don’t come across as interested and
motivated, you are not likely to get an offer.

The 25 Best Global
Companies to work for
Fortune.com

1. Google
Revenue: $55.5 billion
Headquarters: Mountain View, Calif.
Employees: 43,862
Google’s perks and pay are well
known: free high-quality meals,
meditation facilities, onsite health
professionals and fitness centers. Less
known are internal programs like
“Grow,” which helps employees find
opportunities, resources and advice
for their professional development.
The “Grow” one-stop shop allows
employees to manage their growth
within the company. This year, Google
added more programs related to
parenthood, childcare and finance.
Google employees receive
recognition through a hub called
“gThanks” that gives feedback and
peer bonuses. Says one employee,
"Google has a genuine interest in
developing their employees' careers,
especially when it comes to internal
mobility. There are tons of
opportunities everywhere and Google
really invests in their employees to
retain their top talent."

2. SAS
Headquarters: Cary, N.C.
Employees: 13,679
The business analytics software and
services company has an Employee
Volunteer Fund that provides a cash
contribution to education-based nonprofit
organizations where an employee has
donated at least 50 hours of volunteer
support in three out of four quarters
throughout a year. Last year, SAS employees
volunteered more than 24,000 hours, resulting
in $84,250 given to schools. At headquarters,
SAS also has on-campus healthcare center,
which provides free health and wellness
programs to employees and their families.
Employees can see a health care
professional, pick up a prescription at the on-
campus pharmacy and be back at their desk
in just a half hour. There’s also an in-door pool,
yoga classes at the fitness center, or programs
ranging from parenting to stress
management at the on-site Work-Life Center.
The perks seem to work: The company’s
turnover rate is 3 percent, well below the
industry average of 15%. Says CEO and
founder Jim Goodnight, “SAS’ philosophy has
been focused on people and well-being
since day one. We take great pride in caring
for every aspect of the employee
experience.”

3. NetApp
Headquarters: Sunnyvale, Calif.
Employees: 12,318
At this network data storage and
management solutions company, great work
does not go unrecognized. Vice Chairman
Tom Mendoza personally phones employees
to thank them for their contributions. The
program is called “Catch Someone Doing
Something Right,” and Mendoza makes
about 30 to 40 calls each week. As he says, “If
you allocate 10 percent of your time to
making sure the employees that work for you
know how much you personally care, I think
you’ll have a better culture.” Employees
consider a call from Mendoza one of the
highlights of their work experience. The
company has other creative ways of
honoring outstanding accomplishments, too,
including tacking notes of appreciation on a
Wall of Awesomeness in some offices and
regionally presenting “Living Our Values”
awards to employees. Says one employee,
“Almost everyone across the company is
willing and wants to help. This applies even
when reaching out to other business units.
Management candor, especially at the
highest levels, is unprecedented in my many
years in the industry.”

4. W.L. Gore &
Associates
Headquarters: Newark, D.E.
Employees: 10,337
As part of the device and product manufacturer’s
non-traditional management structure, leadership
positions are earned, not appointed. To truly lead
at Gore (best known for its Gore-Tex fabrics),
candidates must exhibit an ability to lead, or what
the company calls “followership.” When the
current CEO Terri L. Kelly was named, the company
surveyed its top leaders and asked whom they
would support as its next president. The company
invites input from all corners of the organization
when making similar decisions. Greasing the
wheels of the process, each associate at the
company is paired with a mentor known as a
sponsor who serves as a coach, advocate and go-
to resource. The sponsor is the first person to
interact with new hires upon their arrival at the
plant. Says one employee, “I am proud to work for
a company that puts as much emphasis and effort
into Associate development and well-being as W.L.
Gore and Associates. It is often hard to get new
Associates or people outside of Gore to
understand the lengths to which this company will
go to ensure that we are being fair not only to our
Associates but to everyone we do business with.”

5. Belcorp
Headquarters: Lima, Peru
Employees: 9,600
Direct marketing cosmetics company
Belcorp lets employees set their own
schedules. One of the company’s
most popular wellness programs is
“Flextime," which allows employees
the ability to work around their
personal commitments and family
needs. The company says it boosts
productivity, attracts new job
candidates, and keeps employee
satisfaction high. Seventy percent of
executives and senior management
are female. Says founder and CEO
Belmont Anderson, “In Belcorp we
encourage passion and
entrepreneurship to maximize our
actions. We strengthen our
relationships by being caring and
authentic.”

6. Microsoft
Headquarters: Redmond, W.A.
Employees: 128,076
A perennial of Fortune's 100 Best
Companies to Work For list, the software
giant is known for its highly competitive
compensation and rich benefits
programs. Stellar employee survey results
landed it on this year's global list, but in
July, the company’s recently appointed
CEO Satya Nadella announced that he
would realign Microsoft’s workforce by
laying off approximately 18,000
employees, more than 14% of its
workforce. As part of the job reductions,
the company expects to eliminate 12,500
positions in its Nokia Devices and Services
division. In an e-mail to staff, Nadella says
the company would be offering
severance to all impacted employees as
well as job transition help wherever
possible. “My promise to you is that we
will go through this process in the most
thoughtful and transparent way
possible.”

7. MarrioU
Headquarters: Bethesda, M.D.
Employees: 203,685
In August, the hospitality company’s CEO,
Arne Sorenson, defied conventional business
wisdom when he revealed in a blog post that
at Marriott, the customer does not come first.
“At Marriott we have a different mantra,” he
wrote. “While we value our customer just as
much as any business, our employees—we
usually call them our associates—come first.”
The idea is that if the company treats its
employees well, that hospitality will inevitably
trickle down to the customer. The company is
constantly drumming up new global initiatives
to meet this goal. One earlier this year was
called the “Share Your Space” campaign, a
program that encouraged employees across
the organization to submit photos of their
work environments. Each photo submitted
earned the Marriott location an additional
entry into a random lottery drawing for a
chance to win one of eight workplace
upgrades. The company received over
17,000 photos and has since paired many of
them with job descriptions on the Marriott
Careers site so potential new hires can
browse work-life at the company.

8. Monsanto
Headquarters: St. Louis
Employees: 22,000
Each year, the biotech crop giant celebrates
its employees with a company-wide event
called the “Sustainable Yield Pledge Awards.”
From helping bring clean drinking water to a
village or collaborating with farmers and
schools to bring science, math and
technology into classrooms in rural
communities, the awards recognize top
projects from around the world that represent
the company’s commitment to sustainability
in action. One of the finalists this year was a
team in Camaçari, Brazil, who helped
improve lives in their community by up-
cycling materials that they could no longer
use. The awards build on the basis of the
company’s culture: the eight-point statement
of values known as the Monsanto Pledge,
which includes integrity, dialogue and
transparency among its tenets. Employees at
the company liken the Pledge Awards to the
Oscars of Monsanto, and it represents the
company’s highest honor. Each year, award
winners receive a trophy and a $10,000 grant
to donate to a non-profit organization of the
team’s choosing.

9. Cisco
Headquarters: San Jose, Calif.
Employees: 74,042
Earlier this year, Cisco launched a recognition
program across the enterprise called
“Connected Recognition.” The idea behind it
is to identify and celebrate outstanding
employee work without delay. The program
seeks to eliminate the bureaucratic lag
between employees’ achievement and
recognition. Anyone can nominate a
colleague for an award. To amplify the
impact of the recognition, the program
incorporates social media into the mix,
allowing the honor to extend beyond the
company’s walls (though employees can
request that it remains private). Says CEO
John Chambers, “Today’s technology
markets are moving at such a fast pace that
it requires companies like us to be in a
constant state of preparing, supporting and
enabling our employees so they adapt,
develop and grow to meet these new
challenges. Therefore, talent development
continues to be a key focus area for us for the
foreseeable future.”

10. American
Express
Revenue: $33 billion
Headquarters: New York
Employees: 62,800
American Express prides itself on
its core principles, known as
“Blue Box Values,” a set of eight
ideals that employees pledge to
live and work by each day.
Introduced in 2010, the
company’s “BlueWork” initiative
prioritizes “how” over “where”
employees work. The program
sets out to redesign workspaces,
provide flexible work
arrangements like
telecommuting and shared
positions and to support
technology that makes it easier
to work remotely. Eventually, the
company would like to transition
its entire workforce to BlueWork.

11. Scotiabank
Revenue: $20,930 million
Headquarters: Toronto
Employees: 86,949
Though the Canadian bank has a
presence across the globe operating in
more than 55 countries, it encourages its
employees to act locally. The company’s
Bright Future Program focuses on giving
back to communities in six areas: arts and
culture, education, environment, health,
social services and sports. Last year
alone, Scotiabank employees
volunteered more than 420,000 hours to
local causes through the program.
They’re also given the autonomy to start
their own specialized employee resource
groups. Eight out of 10 employees have
bought into Scotiabank’s share
ownership program. Says one employee,
“Scotiabank is always involved in
community sponsored events, and it is
well known in the community. I’m always
proud to see our name when I go to the
movies, NHL games, and fundraisers.”

12. S.C. Johnson
Headquarters: Racine, Wis.
Employees: 12,029
SC Johnson, the consumer products
company that makes Ziploc
and Drano, calls itself a family
company—employees included.
Every year around the holiday season,
the company hosts Profit Sharing Day,
a celebration of its successes and its
employees’ hard work. Everyone
receives a cash award and time off,
the latter usually in the form of two
email-free weeks they may choose to
spend with family and friends. By the
time employees return after the New
Year, they are revitalized and ready
for work. During the summer, the
company also has a Summer Hours
program that lets employees take
Friday afternoons off. Employees say
they love the extended weekend.

13. Autodesk
Revenue: $2,273.9 million
Headquarters: San Rafael, Calif.
Employees: 7,390
Design software company Autodesk has
created a work environment with ample
perks in mind. The offices offer free meals and
massages. Every four years, U.S. employees
are eligible for a fully paid six-week
sabbatical to pursue whatever interest they
desire. The offices are dog friendly, hours are
flexible and around 22% of employees take
advantage of the company’s telecommute
program. The company is also always on the
lookout for events to celebrate: Kids at
Autodesk Day, Earth Day, and company-
sponsored golf tournaments and other
sporting events. The company’s Tech Shop
membership and Pier 9 workshop in San
Francisco also allow employees (as well as
artists in residence) to create, innovate and
collaborate in top-notch maker spaces. Says
one employee, "They have excellent work-life
balance, you can always take time off when
you think it's necessary. Employees cooperate
well and you can expect people to finish their
share of work and take responsibility for it."

14. Telefónica
Headquarters: Madrid, Spain
Employees: 126,730
Last year, Spanish telecom operator
Telefónica, which serves customers in 25
countries, introduced an internal
transformation program called Be More. The
effort focuses on three key values to keep the
company ahead of the digital revolution:
Discover, Disrupt and Deliver. In January, the
company launched a new communications
channel to keep employees updated: Be
More TV. Shows have featured improvisation,
poker matches and celebrity cameos. The
channel is broadcast over the company’s
Corporate Social Network, which has
become its primary global collaboration tool.
That network is thriving: More than 57,600
employees joined last year, averaging 2,000
new employees and 18,000 messages
exchanged per month. Says one employee,
“Working in Telefónica means working with a
lot of very talented people. It’s also very
interesting because we are in an industry with
a lot of changes and that means many
opportunities and a great deal of excitement.
For me it’s perfect."

15. National
Instruments
Headquarters: Austin
Employees: 7,134
Leaders of the test equipment and virtual
instrument software maker manage on the
ground floor. CEO James Truchard—known as
“Dr. T” among employees—frequently drops
in on staff and meetings throughout the
company to keep apprised of the business,
communicate strategies, and hear feedback.
Truchard even has a name for his
administrative style: “sneaker management,”
which describes his characteristic walk-and-
talk, face-to-face approach. He says he
believes it’s the best way to keep in touch
with employee concerns. It’s not unusual to
find Truchard chatting with employees in the
company cafeteria at lunch. To make
employees’ lives easier, the company also
features the NI Health Center, an on-site
medical clinic that can serve as employees’
and their spouse or partner’s primary care
physician. Says one employee, “From the
corporate culture to the breadth of projects
available, nearly every aspect of life at NI is
exciting. I have yet to meet or work with
anyone who isn't passionate about their work
and team.”

16. FedEx
Headquarters: Memphis
Employees: 161,700
Each fall, more than 10,000 FedEx
team members participate in FedEx
Cares Week, a weeklong volunteer
event that benefits local communities
in more than 60 cities around the
world. Environmental responsibility
and volunteerism are core parts of the
“purple promise”—to make every
FedEx experience outstanding—
which defines the FedEx culture. Says
one employee, “When I recall and
occasionally still come across the
original and well-known FedEx
customer promise of 'Absolutely,
Positively, Overnight,' it reminds me
why FedEx is where I wanted to spend
the rest of my aviation career."

17. Atento
Headquarters: Madrid, Spain
Employees: 153,000
At the Spanish call center operator
Atento, employees assemble into
teams that compete in “Atento Rally”
events, which comprise fun, athletic,
cultural, community activities. The
rallies celebrate employees’
teamwork, talent and creativity,
which helps build friendships and
foster a sense of belonging within the
company. Employees volunteer their
time to organize leisure activities and
the events. In Peru, the company
hosts a talent show and in Spain, it
holds an annual Carnival costume
contest. The company also offers a
training program called Academia
Atento for all employees.

18. EMC
Headquarters: Hopkinton, Mass.
Employees: 47,812
Employees at data storage and cloud
computing company EMC are good
sports—and they demonstrate their
athletic abilities at the company’s
unofficial games, which include mini-golf
and kickball. Hundreds of employees put
on mini-golf tournaments right in the halls
of the company’s offices. One afternoon
this summer, the main courtyard of the
company’s Headquarters was converted
into a kickball field where senior leaders
took on summer interns. (The executives
won.) EMC also offers its employees three
paid volunteer days per year and a $25
gift card on their annual EMC work
anniversary to donate to a charity of their
choice. This spring, the company raised
$300,000 in partnership with charity:water
to build clean water wells in Africa.
Employees participated in “water walks,”
carrying heavy cans of water to
experience what many people must do
to procure fresh water.

19. Daimler
Financial Services
Headquarters: Stuttgart, Germany
Employees: 8,107
Daimler Financial Services, the
financial services arm of the German
automaker, offers plenty of perks:
healthy diet choices at its cafeterias,
yoga classes and massage therapy.
The company also recognizes
employees at an annual award
ceremony akin to the Oscars. The
President’s Award is custom-designed
for each winner. There is also a
personalized tribute to each
employee or team who wins. Says
CEO Klaus Entenmann, “We have and
live a set of core values. They’re not
just words on a poster, but rather a
moral compass that drives our
business decisions. As a result, people
know what we expect of them and
what they can expect from us. Our
values create transparency and
provide stability. On top of that, we
also like to have fun.”

20. Diageo
Headquarters: London
Employees: 28,000
Many of the spirits company’s offices
feature showcase bars that display
the company’s brands, which include
Smirnoff, Captain Morgan, Johnnie
Walker and Guinness. Granted a
product allowance, full-time
employees can enjoy bottles for a
discount. They also take part in
Diageo’s “Partners for Growth”
performance management and
people development program, which
allows employees to discuss and set
their goals together with their line
managers. On top of that, chief
exec Ivan Menezes writes his very own
weekly blog to connect the
organization with the business. The
company has a strong health & safety
philosophy for all employees, with a
program entitled Zero Harm, used at
all of its sites.

21. HyaU Hotels
Headquarters: Chicago
Employees: 100,251
The global hotel chain has continued to
loosen the reins on its employee-guest
relationships to allow for more chaotic,
natural and empathetic connections.
Whereas in past years the company
favored brand consistency and
instructions over genuine interaction,
nowadays it encourages its employees to
go off-script. The change of mindset has
had pleasant, unexpected results; for
instance, when a 7-year-old boy left his
teddy bear at the Park Hyatt Hamburg,
the staff sent it back with a children’s
book documenting the teddy bear’s time
alone at the hotel: getting massages at
the spa, watching TV in bed, eating at
the hotel restaurant. Stories like these
spread throughout the company on the
monthly internal digital news magazine
Hyatt Pulse, a publication that helps
maintain the company’s culture.

22. Mars
Headquarters: McLean, Va.
Employees: 75,000
Free candy, drinks and ability to bring
pets into the workplace are just some of
the perks that come with working at this
maker of candy, beverages, and pet
food. The company takes workplace
safety very seriously since employees
often work with complex machinery and
materials to produce its food products,
which include M&M’s, Snickers, Pedigree,
Orbit and Uncle Ben’s. The company also
provides training courses and systematic
health and safety reviews to keep the
manufacturing plants and processes
running smoothly. Mars provides a variety
of wellness programs to different regions
to keep its employees fit. Says one
employee, “You can’t talk about Mars
unless you talk about people. In most
manufacturing businesses, the leaders
are thinking about equipment, assets,
metrics, and the bottom line — but Mars
clearly understands that we can’t get
any of that without people.”

23. Accor
Headquarters: Paris
Employees: 170,000
Stellar employees at hotel operator
Accor have the possibility of winding
up on a company task force that
helps open new hotels. Candidates
are selected through an internal
process and are offered training and
professional development. When a
new hotel opens, the team is sent to
teach new hires the ropes and to kick-
start the business. A partnership with
the Gilon Institute of Higher Education
also enabled a dozen Accor hotel
managers to earn an MBA through an
online program this year. The
company’s sustainability program
includes a 10% reduction of CO2
emissions and 15% reduction in water
usage.

24. eBay
Headquarters: San Jose, Calif.
Employees: 33,000
Next year, the company plans to split in two:
the online retailer eBay and its e-payment
business PayPal. It remains to be seen how
the coming rift will affect the company’s
workers, though a spokesperson for the
company says that “Both companies will be
well capitalized and well staffed” and “that
the vast majority of employees’ day to day
roles will continue unaffected by the
separation.” Current employees have
participated in “Be the Customer” drills, which
include competitions for selling products
through the company’s auction site and by
making PayPal transactions. The company
also encourages “open, honest and direct”
feedback during meetings as one of its
“Shared Behaviors.” According to CEO John
Donahoe, “Our employees come to work
every day putting the customer at the center
of everything they do. And they feel really
passionate about it because many of them
are customers themselves.”

25. The Coca-‐‑
Cola Company
Headquarters: Atlanta
Employees: 130,600
Employees are proud of the
company’s pledges to sustainability,
though Coca-Cola is no stranger to
big commitments. As a major sponsor
of events like the Olympics and the
World Cup, the company has given its
employees an opportunity to serve as
global ambassadors for the brand.
Last year, it launched an
entrepreneurship program called the
Coca-Cola Founders that gives small
business owners access to Coca-
Cola’s relationships, resources and
reach before they develop their next
startup.

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