Business communication

1. GROUP- 9 & 10
ROLL NO- 57-69

2. Speaking is an act of making vocal sounds. We can say that speaking means
to converse, or expressing once thoughts and feelings in spoken language.
To speak of an implies conveying information. It may be from an informal
remark to a scholarly presentation to a formal address.
Speaking Skills
 Speaking skills are the skills that give us ability to communicate
effectively.
 The skills allow the speaker to convey his message in a passionate,
thoughtful and convincing manner.
 Speaking skills also help to a sure that one won't be miss understood by
those who are listening.

3. What to do before speaking?
 Be an active listener.
 Be a quick organizer of thoughts.
 Structure your speech in your mind.
What to do in a speech?
 Be prepared and practice
 Know your audience
 Pay attention to this principal that is keep it short and simple
 Interact with your audience
 Speak with sincerity and passion
 Close your speech in a memorable way
 Fluency

4. Barrier while speaking
 There are certain barriers to speaking:
 Unclear messages
 Lack of consistency in the communication process
 Incomplete sentences
 Not understanding the receiver
 Words can have different meaning to different listener
 Use of negative words.

5. Listening: An Important Skill
Listening skill is a key to receiving messages effectively. It is a combination
of hearing what another person says and psychological involvement with
the person who is talking.
It is the psychological process of receiving, attending to constructing
meaning from and responding to spoken and/or non-verbal messages.
Process of listening
The process of listening occurs in five stages.
HEARING UNDERSTANDING REMEMBERING EVALUATING RESPONDING

6. 1 Active listening Listening in a way that demonstrates interest and
encourages continued speaking.
2 Appreciative listening Looking for ways to accept and appreciate the other person
through what they say. Seeking opportunity to praise.
Alternatively listening to something for pleasure, such as to
music.
3 Biased listening Listening through the filter of personal bias i.e the person
hears only what they want to listen.
4 Casual listening Listening without obviously showing attention. Actual
attention may vary a lot.
5 Critical/Judgmental
listening
Listening in order to evaluate, criticize or otherwise pass
judgment on what someone else says.
6 Empathetic/
therapeutic listening
Seeking to understand what the other person is
feeling. Demonstrating this empathy.
Types of Listening

7. Barriers to Listening
 Physiological Barriers
 Physical Barriers
 Attitudinal Barriers
 Wrong Assumptions
 Cultural Barriers
 Gender Barriers
 Lack of Training
 Bad Listening Habits

8. 1. Decide on your Purpose 2. Practice and Critique your
Practice

9. 3. Know your Timing 4. Only Use Self Help Visuals
5. Arrive Early And Do The Basic
Check
6. Focus On The Audience

10. 7. Don’t Apologize 8. Use Your movements
9.Voice Delivery Matters 10. End Strong

11.  A cover letter is one page document that we submit as a part of our job
application which provides additional information about skills and
experiences related to the job you’re applying to.
 It is also known as Application letter.
 It should range from 250-300 words.

12. Header
Input contact information.
Date
Recruiter’s address (point of contact, Designation)
Salutation
First Paragraph
 State the position you are applying for.
 Name of mutual contact if any
 How do you learn about job opportunity
HOW TO DRAFT A COVER LETTER

13. Second Paragraph
 Grab the reader's attention with two or three of your top achievements.
 Give a general overview of your previous experience related to the position you’re
applying for.
 In case you’re fresher, mention important courses and special projects that make
you stand out of the crowd.
 Mention extra-curricular activities.
Third paragraph
 State that you are looking forward to hear back from the employer.
 Suggest you would like to come for an interview at the employer’s convenience.
 List your contact details like your full name, phone number, email id and any
other relevant information.

14. Do's for you as a writer of application letter.
 Research the company before writing the cover letter
 Have a strong opinion statement
 Be succinct
Don’ts for you as a writer of application letter
 Don't repeat information from your resume.
 Don’t beg or ask for favor.
 Don't use vague or general terms.
 Don't criticize your present employer
 Don't boast about yourself unnecessarily
 Don't copy a letter written by any other applicant.
Do's and Don'ts

15. It is a document that contains structured details of one’s Education, Work
Experience, Credentials and Accomplishments and is used to apply for Jobs.
Aim of resume is to get you an interview wherein you showcase your skills, and not
to present chronology of your work experience.
Reasons for a resume:
 To introduce yourself to employer
 To advertise/showcase your knowledge, skills, abilities, and accomplishments
 To obtain an interview

16. Using SHARP model while preparing Resume
Succinct
Honest
Attractive
Right
Pertinent

17. • Chronological
• Functional
• Combination

18. Do's
 Having a clear, strong objective
statement / summary.
 The resume should be concise.
 Highlight your achievements.
 Include your contact details.
 Focus on information relevant to
your own career goals.
 Mention relevant soft skills.
 Proofreading the resume.
Don'ts
 Don't choose a complicated resume
template.
 Don't use a generic resume template
for different purposes.
 Don't share irrelevant and
unnecessary details.
 Don't make typos and grammatical
errors.
 Don't lie in your resume or give
incorrect data.
Do's and Don'ts

19. An interview is essentially a structured conversation where one participant
asks questions, and the other provides answers. In common parlance, the
word "interview" refers to a one-on-one conversation between an interviewer
and an interviewee.
OBJECTIVE OF INTERVIEW
1. Judgement of Applicant
2. Verification of Information

20. 1. Structured Interview
In this approach, each interviewee faces exactly the same questions in the
same order. This is quantitative research method researchers commonly
employ in surveys to remove any biased questioning that may hinder the
outcome.
2. Unstructured Interview
It is a formal interview which often follows a free-flowing conversation.
These interviews do not have a set pattern and the questions vary
depending on company criteria and candidate competencies, unlike a
structured interview.
3. Semi-structured Interview
In a semi-structured interview, elements of both structured and
unstructured interviews are present. This kind of interview usually has
some specific questions set that the recruiting managers ask each
candidate, but they also have the flexibility to make changes as per the
response.
Types of Interviews

21. 4. Stress Interview
Stress interviews gauge a candidate's response to stressful situations
introduced by the interviewer by asking tons of questions at the same time
or putting a time limit on a question. This tests the candidate's presence of
mind and their response to practical challenges, like managing various
high-priority tasks simultaneously, dealing with challenging clients or
facing a difficult co-worker or manager
5. Situational Interview
In a situational interview, interviewers present candidates with a problem.
Situational interviews focus on the future and involve hypothetical
questions or scenarios. This interview process evaluates the candidate's
approach to solving problems in practical, job-related situations
6. Behavioral Interview
The behavioral interviewing technique gauges the interviewee's behavior in
specific employment-related situations in the past. This usually involves
asking open-ended questions and tallying responses against an anchored
rating scale.

22. 7. One to One Interview
In a one-to-one interview, only one interviewer interviews a candidate and
they ask questions based on a specific area of the resume. The interview
process comprises multiple one-on-one interviews, with each focusing on
general, technical and operational questions,
Per the requirements. Understanding different aspects of a candidate's
proficiency in those aspects is the primary goal of this format.
8. Panel Interview
In a panel interview, two or more interviewers interview the candidate
simultaneously. The panel can usually comprise a mix of people, including
supervisors, team members and human resources representatives. Each
interviewer specializes in a specific domain and assesses the candidate's
skills, qualifications and experiences in that area and may ask questions in
succession.

23. Interview Strategies
 Preparation
 Performance
 Post performance
Preparation - What to know ???
 Type of Interview
 Company or Organization
 Job role and responsibilities
 Employer’s Needs

24. Performance - Prepare for the interaction during the
Interview
 Dress the Part
 Don’t Come Empty-Handed
 Be organized
 Keep it simple
 Prepare questions for the interviewer
 Body Language & Interaction
 Practice Answering Common Questions
 Questions to Ask the Interviewer

25. Questions to Ask the Interviewer
 What are the primary tasks or responsibilities for a person in this
position?
 What are the goals/priorities for a person in this position?
 What is the company’s assessment and review process?
 How would you describe the company culture or team dynamic?
 Does the company support professional development activities?

26. Post performance
 Feedback is part of the interview process.
 Follow up promptly with a thank-you note or email.
 Expressing your appreciation for the interviewer’s time and interest.
 Your continued interest in the position.
 Positive and forward-looking conclusion.

27.  Job Title
 Employment Classification
 Job Description & Responsibilities
 Salary
 Pay Frequency
 Benefits
 Directions On How To Respond
 Work Location
 Management Structure
 Starting Date/Ending Date
 Hiring Conditions
 Employment Agreements
 Contact Detail
 Relevant Documents
 Work Schedule
Job Offer
An invitation for a potential employee to work in a specific position for an employer.
Contents of Job Offer

28. The process of trying to reach to an agreement through discussions on
mutually accepted terms.
 Formal Negotiation:- Preannounced and agenda is already fixed.
 Informal Negotiation:- Unannounced and casual meetings.
Negotiation
JOB OFFER EVALUATION
COUNTER
OFFER
NEGOTIATE
ACCEPT/
DECLINE

29.  Time
 Place
 Personal Relationship
 Fear
 Future Considerations
 Mutual Obligations
 Practical Wisdom
Factors Affecting Negotiation

30.  Salary
 Bonus/Commissions
 PTO (Paid Time Off)
 Flexible Work Schedule
 Phone/Laptop
 Vacation Timing
 Performance Review Timing
 Remote/Hybrid options
 Stock options
 Expense account allowances
Things To Negotiate in a Job Offer

31.  Don’t underestimate the importance of likability
 Help them understand why you deserve what you’re requesting
 Practice makes perfect
 Make it clear they can get you
 Understand the person across the table
 Understand their constraints
 Consider the whole deal.
 Negotiate multiple issues simultaneously, not serially
 Think through the timing of offers.
 Stay at the table
Tips for Negotiating Job Offer