Based on the workshop organised by University of Jammu

1. 3-DAY
WORKSHOP ON
CONTEMPORARY
RECRUITMENT
SKILLS IN MBA (IB)

2. MANJOT K.S. GILL
CXO Coach [Udyant
Awardee] Visiting
Faculty &/or Career
Coach @ 4 IIM's
Program Leader for Dr
Daniel Goleman's
Emotional Intelligence by
American
Management Association

4. DAY 1
SNO. TOPICS PAGE NO.
1. HIGH PERFORMANCE EQUATION
 Role clarity
 Ability
 Motivation
5-8
2. THE BALLACTIVITY CONDUCTED TO SEE THE TEAMWORK 9-11
3. FORMAT OF CURRICULUM VITAE 12-15
4. GROUP DISCUSSION
 Parameter Of Group Discussion
 Important Topics In Group Discussion
 MOCK GD’S
16-25

5. HIGH
PERFORMANCE
EQUATION
High Performance=
Role Clarity x
Ability x
Motivation

6. ROLE CLARITY
Plays a major role as it is the degree to which
person have a clear understanding of their tasks,
responsibilities and processes at work.
It is not limited to their own role; it also includes
their teams role.
Clarity is an essential part of productivity
It someone is not clear about their role it can cause
stress and confusion.
So, in order to reduce these feelings and improve
personal effectiveness and the organization’s overall
performance, “ROLE CLARITY IS CRUCIAL”.

7. ABILITY
Ability naturally reflects the knowledge and skills
acquired through education, work and life
experience, so it is vital to attract the best capable
people.
Ability is the physical, intellectual or emotional
capability of employee to get the work done. Is
employee even able to do what is required in the
work?

8. MOTIVATION
Firms need people who can carry out a firm's mission and want to do so. Ability is irrelevant without people's
willingness to use them.
When an employee's interest benefits outweigh the cost, the employee is motivated.
Motivation can be negative, extrinsic or intrinsic. Even if a field service engineer has the skill, there is no
guarantee of high performance. Motivation is usually provided using sticks or carrots even though the most
effective form of motivation is self-motivation, or I do it well because I want to. Increasing self-motivation in field
service engineers is the responsibility of the manager and there are simple and effective techniques to achieve this.

9. THE BALLACTIVITY CONDUCTED TO
SEE THE TEAMWORK
A activity with balls was given by the resource person MR. MANJOT K.S. GILL
In the first round, only 1 ball has to be passed by toss to the other team member. 60 balls should be
passed and if the ball drops 5 balls will be neglected. In 15 sec 19 balls were passed and the others
were dropped by the team members.
In the second round, their was 1 balls and the target was to collect 60 balls in 25 sec and we achieved
our target in 15 sec but we dropped some balls. So, only 35 balls were counted.
In the third round, their were 3 balls and the target was to collect 60 balls in 3min but only 45 balls
were collected because some balls were dropped by the team members.

10. ROUND 1 TARGET
60 Balls
ESTIMATE
19 Balls (15sec)
ROUND 2 60 Balls (25sec) 35 Balls (15sec)
ROUND 3 60 Balls (3min) 45 Balls (3min)

11. By this we concluded that a team
needs practice while working
together.
Team should focus on the goals
they want to achieve.
In the team all should give equal
respect to each other.
If someone does something
wrong the whole team should
encourage the other person to do
work in a better way than bullying
the other person.

12. FORMAT OF CURRICULUM VITAE
Font size: font size should be 12.
On the right hand side: Photograph is to be inserted (the background of the
picture should be white and the picture should in formal dress code)
Career Objective: It should be in a sentence or two.
Key Attributes: It should of 3-4 lines and should be elaborated.
Professional/Education Qualification: it include the overall education done by
the person.

13. Professional Certificate: The online courses completed ( 20+ hours programme should be mentioned)
Corporate Exposure: It includes the internships, past job. The brief description of the organization.
Extra Curricular Activities: It includes the workshops, participation in sports and other activities.
Personal Details: it includes DOB, Passport NO., Language Proficiency, Software skills, Martial
Status, Nationality.
Declaration: It includes that all the information you have included is correct to the best of your
knowledge.
Professional References: People with whom you have worked.
•It includes the name, signature, contact number, email address of the person.

14. Passport size
Photo

16. GROUP
DISCUSSION
Group discussion is an
assessment tool used by
institutes and companies to
identify the best candidate
among all the applicants.
Usually, 10-15 candidates
participate in the discussion and
the topic for discussion is given
by panelists.

17. PARAMETER OF GROUP DISCUSSION:
1. Good Group Behaviour
2. Don’t look at your observer
3. Strength of content
4. Body language
5. Optimum speech
6. Good opening and good closing

18. PARAMETER OF GROUP DISCUSSION
Good Group Behaviour:
The behaviour of every candidate is good. They should be energetic and enthusiastic.
Don’t look at your observer:
Participate avoid look at their observer. They look at their candidate who participate in the group discussion.
Strength of content:
If you are making a content heavy point, especially with some facts and numbers, then everybody else will listen to
what you have to say. This generally helps in making subsequent entries in the discussion.

19. Body language:
Positive body gestures are a sign of confidence and security. They are a sign of active
participation and leave a good impression. Positive gestures include Walking upright, Shaking
hands confidently etc. Often body language conveys a lot of messages that words may not.
Optimum speech:
The speech must be of 1to 1.5 minute. Communicate clearly and fluently ..
Good opening and good closing:
Every candidate should have a good opening and good closing . Keep the content relevant. Use
questions and quotes. Use your time efficiently. Listen intently. Maintain relevance.

20. IMPORTANT
TOPICS IN
GROUP
DISCUSSION
 SOCIAL
 POLITICAL
 ECONOMIC
 LEGAL
 TECHNICAL
 ABSTRACT

21. Social topics-
Security of women in India’s in metros.
Reservation for women in higher education
‘Beti Bachao – Beti Padhao’ is a success.
Child marriages in India.
Capping on wedding expenses is unfair.
Political topics-
It includes regional, national, international,
Capital Punishment, Democracy ,
Liberalization , National Anthem, Terrorism.

22. Economic topics-
Poverty in India.
Blue Economy.
Voice of the Global South summit.
India's G20 presidency 2023.
India-Bangladesh relations.
Cyber Warfare.
Inclusive Growth.
China plus one.

23. Legal topics-
Women rights in parental property
Technical topics-
Marketing
Management student
Finance
Ordinary

24. Abstract topics-
There is no right way to do a wrong thing.
Haste makes waste.
Borderless world – a myth/reality?
Food is more important than Ethics.
Good things come from good thinking.
Every cloud has a silver lining.
Brands and lives.

25. MOCK GD’S
Mock GD’s were conducted some of the topics were given to the
group.
The group prepared for the topic for sometime and then GD were
started.
The topics given for the GD are:
1. Attendance should be made mandatory in university courses.
2. How Khelo India can be a game changing initiative
nationally.
3. Women are better managers than man.

26. DAY 2
SNO. TOPICS PAGE NO.
1. ONLINE PLATFORM WHERE YOU CAN DO COURSES 27
2. COURSES YOU MUST DO 28
3. 14 LEADERSHIP PRINCIPLES OF AMAZON
 The principles used by Group A
 The principles used by Group B
29-32
4. TOP 50 COMPANIES 33
5. PUZZLE ACTIVITY 34-35

27. ONLINE PLATFORM WHERE
YOU CAN DO COURSES

28. COURSES YOU MUST DO
1. Design thinking
2. Emotional intelligence
3. MS Excel
4. Multiple intelligence
5. Leadership for young manager
6. Academic writing

29. 14 LEADERSHIP
PRINCIPLES OF
AMAZON
Two groups were divided
and they were given a task
to given presentation by
using any 5 leadership
principles which they can
used in their CV to make
their CV much better.

30. The principles used by Group A are
1. Customer obsession
2. Invent & simplify
3. Think Big
4. Are right, a lot
5. Earn trust

31. The principles used by Group B are
1. Customer obsession
2. Learn and be curious
3. Earn trust
4. Hire and develop the best
5. Deliver results

32. After presentation sir asked some
question that how we can use these
terms Think Big, Earn Trust in our CV
to built our CV.
The students tried to give some
examples like:
Think big can be used as I have
developed critical thinking capability
which empowers me to make right
decisions.
Earn trust can be used as honesty
builds trust and contributes to a culture
of open communication, value among
co-workers and transparency.

33. Top 50 companies
In the workshop sir guided
us about to find the top 50
companies where we can
see our future. Go to the
sites of the companies in
the career section and see
the job roles that matches
with our job description.
Rank Company Name
1 Reliance Industries Ltd
2 Tata Consultancy Services Ltd
3 HDFC Bank Ltd
4 Infosys Ltd
5 Hindustan Unilever Ltd
6 ICICI Bank Ltd
7 Housing Development Finance Corporation Ltd
8 State Bank of India
9 Bajaj Finance Ltd
10 Kotak Mahindra Bank Ltd
11 Wipro Ltd
12 Bharti Airtel Ltd
13 Asian Paints Ltd
14 HCL Technologies Ltd

34. PUZZLE ACTIVITY
Doing puzzles and playing puzzle games regularly also helps to
form new connections within your brain cells, improving your short
term memory.
In this activity there were 12 boxes.
11 students were standing in each box.
The 11 students were given random numbers.
The rule of the activity was the students can’t move diagonally.
The students have to come to that number which is given to them.
There were 2 rounds and only 8 students came to their number
which was given to them in both the rounds.

35. After the activity we concluded that we were too
zoomed in.
Many times we have to zoom out and think to
solve the problems.

36. DAY 3
SNO. TOPICS PAGE NO.
1. COVER LETTER
 Format Of Cover Letter
 Instructions To Be Used While Writing Cover Letter
37-39
2. INTERVIEW
 What Are Interview Skills?
 Types of Interview
40-45
3. ROADMAP OF PLACEMENTS 46-47
4. DIMENSIONS MATRIX 48
5. HYGIENIC FACTORS 49-52
6. EXECUTIVE PRESENCE 53
7. WHAT IS THE BEST WAY TO BUILD EXECUTIVE PRESENCE IN AN
ORGANIZATION?
54
8. MUST READ THESE 3 BOOKS 55
9. MUST WATCH MOVIE 56
10. SUGGESTED COMPANIES 57

37. COVER
LETTER
A cover letter, also known as
an application letter, is a document
you send with your resume that
provides additional information about
skills and experiences related to the
job you're applying to. It typically
includes three to four paragraphs that
highlight your skills, experience and
achievements in relation to the
position you’re applying for.

38. FORMAT OF COVER LETTER
SUBJECT: Application for the position of XYZ (Job Code____)
Dear Sir/Mam
This is with reference to the job role of XYZ published in The Ascent on 22
January, 2023.
Please find enclosed my detailed CV. I hope to hear from you at your earliest
convenience.
Kind Regards
ABC Sharma

39. INSTRUCTIONS TO BE USED
WHILE WRITING COVER LETTER
Subject should be to the point.
Mention Job Code at the end of the subject.
Use proper greeting to open your cover letter.
Mention keywords according to the job role.
Give reference about the job advertisement.
End the cover letter with a professional closing salutation such as:
Warm regards, best regards, kind regards, etc.

40. INTERVIEW
An interview is a procedure
designed to obtain information
from a person through oral
responses to oral inquiries.
Gary Dessler states,
“Interview is a selection
procedure designed to predict
future job performance based
on applicants’ responses to
oral inquiries.

41. WHAT ARE INTERVIEW SKILLS?
Interviewing skills are the emotional and tactical techniques that make job seekers more effective when. These
skills are important to gain, just like the technical skills and workplace skills you need to perform well in a
position.
Why interview is important ?
1. The assessment of the employees
2. No other procedure
3. It forms a bridge between the sender and the receiver
4. Speaking skills
5. Social behavior is analyzed

42. TYPES OF INTERVIEW
1. Behavioral based interviews
2. Technical interview (Area of specialization, series of questions,
practical)
3. Stress interview (Challenging Work environment, personal
comments about appearance, How you work under pressure)

43. BEHAVIORAL BASED INTERVIEW
A behavioral-based interview is when an employer asks a
job candidate questions about past behavior in order to
determine if he or she actually has experience carrying
out specific tasks. This interviewing technique has
steadily grown popular among businesses that want to
acquire more information about applicants before hiring
someone on. Many interview questions can generally be
answered with a simple “Yes” or “No.” However, with
behavioral-based interview questions, the interviewee
essentially has to tell a story of a specific incident at a
previous place of employment in order to showcase his or
her proficiency in the area being inquired about. These
types of questions are also good for injecting a certain
amount of spontaneity into the interviewing process
because candidates may have not necessarily prepared the
story out beforehand.

44. TECHNICAL INTERVIEWS
A technical interview is a type of interview
format that employers use when they want to
gauge a candidate's relative technical skills
to the job in question. Employers typically
use technical interviews when evaluating
candidates for roles in information
technology, healthcare, engineering and
science. However, employers may also
decide to conduct a technical interview to
determine a candidate's knowledge for a
variety of different specialties like
marketing, human resources, education or
hospitality.

45. STRESS INTERVIEWS
Individuals conducting stress interviews utilize an array of
psychological assessments to determine how individuals
react under pressure. During these types of interviews, the
individual conducting the interview utilizes numerous
strategies to make the interview difficult for the job
candidate.
Interviewers typically do not notify job candidates that they
will be participating in a stress interview since these
interviews are used to determine how people react during
uncomfortable, stressful, and unexpected circumstances.
Many interviewers do this to see how people react without
adequate preparation.
Stress interviews are usually conducted when filling
stressful jobs requiring constant adaption to new
circumstances

46. ROADMAP OF PLACEMENTS
1. ROLE CLARITY
2. SKILLS
3. INTERNSHIPS
4. CERTIFICATIONS
5. BE DIGITALLY ACTIVE

47. ROADMAP OF PLACEMENTS
1. Be clear about the goals.
2. Develop skills
3. Internships are good source to gain knowledge and experience.
4. Online courses & certifications.
5. Make connections with alumni.
6. Regular update CV, LinkedIn.
7. Digitally active on LinkedIn, indeed, Naukri, etc.

48. DIMENSIONS MATRIX
ATTRIBUTES CURRENT ASSESSMENT PROJECTED BEHAVIOUR
1.TECHNICAL
2. EDUCATION
3. INTERPERSONAL SKILLS
4. BUSINESS ACUMEN
5. MANAGERIAL
CAPABILITY

49. HYGIENIC FACTORS
1. Confidence
2. Communication
3. Grooming

50. CONFIDENCE
Confidence means feeling sure of yourself and
your abilities — not in an arrogant way, but in a
realistic, secure way. Confidence isn't about feeling
superior to others. It's a quiet inner knowledge that
you're capable.
Here are the 3 types of confidence one can have:
 Self-Centered Confidence.
 Perfection-Seeking Confidence.
 Faith-filled Confidence.

51. COMMUNICATION
Communication is fundamental to the
existence and survival of humans as
well as to an organization. It is a
process of creating and sharing ideas,
information, views, facts, feelings from
one place, person or group to another.
Communication is the key to the
Directing function of management.

52. GROOMING
Grooming is caring for
fingernails and hair examples of
these activities would be styling
hair, shaving, trimming and
painting fingernail.

53. EXECUTIVE PRESENCE
Executive presence is about your ability to inspire confidence — inspiring confidence in your
subordinates that you're the leader they want to follow, inspiring confidence among peers that
you're capable and reliable and, most importantly, inspiring confidence among senior leaders that
you have the potential for great.
Those with an executive presence work well under pressure, communicate clearly, and have a
confident, capable persona. Think of a leader you trust impeccably – one that takes command of a
room without even trying and earns their followers' trust. That is executive presence working in
action.

54. WHAT IS THE BEST WAY TO BUILD EXECUTIVE
PRESENCE IN AN ORGANIZATION?
Executive presence is likely to
remain on the top of the list of
sought-after, strong leadership
qualities. Hold on to the leaders
who have it—they can be hard to
find. Work with your leaders to
cultivate the skills that can
improve it. Know that it will
always remain a little mysterious
and more than a little bit elusive.

55. MUST READ THESE 3 BOOKS
1. Who moved my cheese.
2. The One minute manager.
3. Seven habits if higher effective people.

56. MUST WATCH MOVIE
OTHER PEOPLE’S MONEY

57. SUGGESTED COMPANIES
SEBIZ GROUP
UPGLIND
INFOSYS
TECH MAHINDRA
TELEPERFORMANCE
COGNEESOL

59. END
This workshop was very effective for MBA(IB) students.
It should be organized for the students every semester to encourage them.
The 3 days workshop impacted us in a positive way.
The experiences and knowledge share by Manjot K.S. Gill Sir has became a life lesson for us
Thank you
Manjot K.S. Gill for your precious time.

60. SUBMITTED BY:
PALLVI JAMWAL
JHANVI HEERA
[3rd semester MBA (IB)]