Beware, Internet abounds with fraudulent job offers

Published on March 16, 2011

The World Wide Web has emerged as a powerful job search tool. Job aspirants upload their resumes on job portals, apply to job ads and respond to job emails hoping to land that dream job. Indeed this has proved providential for many a jobseeker. Yet every good thing is riddled with some hitches.

The web is home to numerous online scammers who use every trick in the book (and then some more) to first lure, then firmly ensnare and finally dupe the next innocent Internet user. And their prime targets: young, gullible, desperate job aspirants!

The modus operandi gets more varied by the day as these unscrupulous individuals hatch abominably novel schemes with amazing speed and ingenuity. Some of the common scams are:

Tricks galore: An astounding job offer lands in a jobseeker's email inbox announcing that he has been accepted for an excellent position in a well-known organisation (like Videocon, Tata Ltd., Warner Brothers or even United Nations) with a huge paycheque/lucrative perks/free accommodation/medical insurance or educational assistance. At times, they also send a fake appointment letter with an authentic looking name and logo of the employer organisation.

The email requires some details like the recipient's resume, work history or contact information. And now comes the rider: Require money transfer for some ‘minor expenses' like air tickets, which is fully refundable!

The naïvely-thrilled jobseeker cannot believe his ‘good fortune' and eagerly dispatches the requirements only never to hear from the ‘company' again.

Not only has he lost the money but also unknowingly revealed vital personal information!

Another set of emails doing the rounds is: A foreigner (mostly British) requires a nanny/driver and is willing to pay through the nose for your ‘caring, dedicated and hardworking' services along with generous allowances and free accommodation. What's more, the employer is ‘more than willing' to arrange the visa/work permit, requesting you to remit the fees (fully refundable of course) and passport copy to a ‘recommended travel agency'.

Fake job opportunity ads and even bogus job portals abound with the sole intention of acquiring personal details.

Then there are the ‘Earn good money online by working from home' offers where you just have to pay an initial amount to either sign up or download some software which unfortunately never seems to materialise!

Other offers entice innocent job aspirants with tempting allusions like ‘no experience required'.

While most of these strategically-devised tricks scream CON, many unsuspecting jobseekers still naively bite the bait - either out of desperation or are genuinely taken in by the seemingly authoritative and genuine offers. Not only do the victims lose the money they have sent, but the information can also be misused to steal finances or even perpetrate identity theft!

Smell a scam: Hence, all fresh graduates as well as experienced jobseekers alike need to be very cautious while sourcing jobs on the Internet.

It is actually quite easy to smell a job scam once you know what to look for. For instance, no employer will ever ask money to secure any kind of job.

As Mr. Ajay Merchant, manager, British Library observes, “If someone is asking for money or personal information that itself says it's a scam. …….it is impossible to get an offer from a place you never applied to, unless you are a very big personality!” So, always remember that you will never need to pay anything for a legitimate job – even if it is for training, materials or software, its required much later.

Other red flags include: A generic greeting or name is a dead giveaway as the cyber criminals send out emails in large batches and do not type individual names in the mail. For some reason, almost all fraudulent job offers are always littered with language and grammar mistakes. Not only are they random and difficult to understand but also utilise numerous fonts and colours to attract attention.

Again, if the email entices you to act fast (lest you lose the opportunity) or asks for personal information, back account/credit card information, it is definitely not legitimate.

Also, such job offers are generally sent from free email accounts like gmail, yahoo, hotmail while genuine offers will always originate from the company's own domain name!

Apart from this, exercising careful vigilance is the only way one can protect oneself from falling prey to these innovative hoaxes. So, be cautious about any job advertisement and do not respond blindly. Ensure that you visit the website, verify the web address and call up the organisation to confirm the job offer.

If the website does not exist/is ‘under construction' or if the contact numbers are not reachable, it will definitely raise your suspicions. If you do get to speak to someone, ask lots of questions to validate their authenticity.

If you do respond to anonymous/suspicious offers, send only a broad resume from a disposable email address without revealing your name, address or contact details.

If still in doubt, simply try Googling parts of the text you have received. The web has copious horror stories with the same or similar modus operandi used to dupe unsuspecting people again and again.

Last but not the least; “If it sounds too good to be true, it most probably is!'

Happy and safe job hunting!

Payal Chanania

When people pour cold water on your ideas, be cool, reply firmly

Published on Jan 5, 2011

You are super-excited about a novel plan to help your team move forward or eagerly offer a suggestion to solve a looming problem. Else, you are absolutely gung-ho about successfully winding up a tough project or closing a monumental deal.

Just as you begin to express your passion and enthusiasm, round comes a co-worker brimming with negative comments that disparage your ideas and undermine your hard work.

The negativity literally douses you in ice-cold water!

Unfortunately, the workplace has its share of cynical people who always rush in to tell you why your ‘idea will not work', ‘things will not change', ‘plan is out of budget' or ‘goal impossible to achieve'. They are more than ready to douse you at every opportunity with criticism, sarcasm, harsh/angry responses and even outlandish remarks or simply by rolling their eyes eloquently.

What's more, they pour cold water with such conviction that it effectively stops others from believing in or even being excited about your ideas. Your possibly brilliant solution dies an abrupt death and disappears into oblivion. Over time, this constant derision can trap you and kill your optimism forever!

It is quite understandable that you start feeling despondent as co-workers pour cold water on your ideas all the time. Yet, it makes sense that you do not give up without a fight. So here's how to fight back:

Recognise shortcoming: Realise that in this dog-eat-dog world of work, people will persistently try to make themselves look good at your expense. Deliberately belittling your ideas, plans and suggestions is a strategy to climb all over you and get ahead. Even if someone seems to derive a perverse pleasure from the act, understand that the pessimism is his personality shortcoming, not yours.

Prepare in advance: You know that cold water is in the offing; so why not plan for it accordingly. List the common and prevalent comments that people in your office habitually use to dampen others' suggestions.

Then carefully prepare smart and witty answers that will not only silence the critics but also sell them on your idea.

Be yourself: When a colleague tries his best to minimise your creative ideas, never ever make the mistake of keeping quiet or accepting his criticisms meekly. In fact, this is a providential chance to sell your idea further. But before you proceed, first pause to take a deep breath and adopt a pleasant and rational outlook. Then calmly counter the ridicule by asserting the facts once again and provide persuasive answers to even the most illogical comments. Concentrate on how you are sure the idea will work and why it is feasible while showing other alternatives that are also worth trying.

Encourage the detractors to open their minds and analyse the problem as well as consider your suggestions thoroughly. You can even try to persuade them to step out of their comfort zone and start thinking in terms of how to make the idea work!

Talk it out: Be upfront and confront the perpetrator that you are very well aware of his devious intentions. Courageously speak up like, “I have an issue with you constantly pouring cold water on my ideas. I would like it if you don't try to shut me down every time. What are your thoughts?” Airing the issue may very well make him mend his ways.

For all you know, there may be other silent sufferers who are putting up with such deliberate discouragement. Seek to team up with them as they too may be annoyed enough to back you up.

The last resort: If you have tried everything and nothing seems to work, the only option is to address the problem with the higher-ups. Point out that people are purposely trying to dampen any suggestions regardless of the merit. Explain that such behaviour is stifling creativity, motivation and productivity while spreading defeatism everywhere. Addressing the problem is essential for making the team more effective.

Yet, think again whether the seemingly negative comments are actually realistic and practical while you are unwittingly going overboard with far-fetched and implausible excesses. To sum up, its up to you to combat the cold water comments with warmth and optimism!

Payal Chanania

Negotiate pay before signing job offer

Published on Jan 5, 2011

So, your job interview goes superbly and the recruiter closes the offer by stating a salary figure. What is your reaction – aren't you more than ready to lap up the job and excitedly say yes!

Most people are desperate for a job and snap up the first price named by the interviewer. Negotiating for more never even crosses their mind. In fact, even suggesting the same evokes bewildered dismay! What they don't realise is that their naïveté and fear of losing the job opportunity is what is keeping them from earning their real worth.

Well, these job-seekers will be stunned to know that interviewers (except from some top companies) quote a low pay offer as a starting point with room for bargaining. They actually expect to negotiate and are taken aback by the interviewee's meek acceptance. In fact, a survey by the Society for Human Resource Management found that 8 out of 10 recruiters were willing to negotiate pay and benefits with job applicants, but only 33 per cent of the job applicants felt comfortable negotiating!

What's more, the low aspirations lower the job applicant's value in the eyes of the employer! On the other hand, negotiating for more highlights your confidence in your abilities and value, thus winning you a grudging admiration. Almost all employment experts advice, ‘never accept the first offer'. As Dana Zedd, who spent three years making and negotiating job offers elaborates, “Even if it is just for a small percentage more, always negotiate!” But negotiating salary is a delicate matter, which can easily backfire. Here's how to proceed:

Ask first: Often, a higher pay package can be yours just by asking. Believe it or not, in 90 per cent of the cases employers raise the offer or at least grant another perk. But you have to handle the situation with caution and diplomacy.

Do not rush in: Never bring up the salary topic before the interviewer. Let him quote a figure and then take it from there. Even if you are pushed, try to avoid the issue and if it doesn't work, at least quote a ‘salary range' instead of digging a hole with a fixed amount.

Most job-seekers are ready to jump out of their seat at the job offer. Here you have to restrain your emotions and refrain from responding immediately. A tip: hesitating a little or simply repeating the salary figure will convey that you are pondering the amount and are dissatisfied with the same. Else, you can calmly suggest that you would like to think it over for 1-2 days.

Upping the ante: First appreciate the job offer and show how enthusiastic you are about the job and really want to work for the organisation before quoting your expected salary. This is the time to sell yourself by singing your own praises. Establish your value by stressing on what you have to offer as your strengths and achievements. You can even highlight the key challenges of the position and how you can exceed expectations. A convincing and persuasive argument will force the interviewer to relent.

Adopt a careful, pleasant, gracious yet firm negotiating approach. Take care that you mention a reasonable figure; ask for too much and the interviewer may just withdraw the offer! Also, be consistent as raising the stakes every time your stand is accepted will only insult the interviewer. In fact, a top recruiter Ross Gibson articulates that he “judges applicants by the way they negotiate - and withdraws offers from those who come across as immature or greedy!” You too need to be flexible, co-operative and open to negotiation so that the employer feels that he has won some compromises at least.

Fair market value: You have to do your homework to determine your real worth in the job market. You can peruse salary surveys, industry magazines, company websites or speak to people in the same job to find out the expected salary range and benefits of the position you are seeking. You can even bring up your research during the negotiation to support your claims.

While the salary figure may loom large, it is prudent to consider the whole package during negotiations. In fact, employers are more flexible when it comes to bargaining benefits or working conditions. Some additional perks that you can ask for range from signing/performance bonus, stock options, profit-sharing, severance pay, relocation expenses, health plans, training/certifications and vacations. At times, even an accelerated salary review can work in your favour. For example, try “If I accept this salary, will you award me a performance-related bonus plus a performance review in six months instead of a year?”

After all, the employer wants you almost as much as you want the job. It pays to make the most of it as Stephen Pollan, co-author of The Total Negotiator says, “You are never more powerful than when you are responding to their offer!”

Payal Chanania

The science of self-discipline

Published on March 2, 2011

One thing common to almost all workplaces is an endless list of rules, regulations, policies and protocols. Every employee manual is overflowing with ‘Do this…', ‘Don't do that….', ‘If you do this……' and so on. This control mechanism imposes fines, penalties, demotions, transfers and even dismissals based on the degree of violation. Yet, the strict, threatening and dire punishments almost never produce the desired results.

All that such micromanagement effects is dependant employees who constantly require explicit instructions and prefer to defer to their supervisors even over minor issues. Therefore, rewarding rule-based behaviour further weighs down the organisation and paralyses employees with simmering resentment.

Needless to say, employees dislike disciplinary actions quite intensely. And contrary to what we think, the management is no great fan of disciplining procedures either. In fact, many managers completely dislike punishing errant employees!

So why not bring in a framework of change so that employees begin to conform to established rules and regulations of their own free will and not due to a stifling fear of punishment. Yes, this is possible - through self-disciplinary work behaviour.

Emphasising employee self-discipline will greatly minimise the need for managerial interventions and disciplinary actions, thus giving supervisors more time to concentrate on coaching employees and developing good relations. This culture of self-management leads to higher job satisfaction, motivation and continuous improvement as employees start taking the initiative to tackle complex tasks and solve problems creatively. Not only this, they will start perceiving organisational goals as their own and even seek out opportunities for innovation, leadership and growth.

Promoting a culture of self-discipline

Employees cannot be trained or ordered to be self-reliant. Management has to cultivate a fair and just work environment that provokes an atmosphere of self-discipline. Here's how managers can help, support and encourage this self-sufficient independence:

What do you expect: Surprisingly, most violations occur because employees are confounded by grey areas and vague procedures. They don't know what is actually expected of them. Outlining clear, specific, realistic expectations on the desired code of conduct and standards of behaviour leaving no room for misunderstandings or misinterpretation is essential for an orderly and fair workplace. Only then will they understand what will and will not be tolerated at work and consequences if these expectations are not met.

Here, the management should only provide broad policies without spelling out each and every rule and trust employees to deliver accordingly.

For example, instead of numerous rules on caring for company property, a statement on ‘respect' written with clarity, conviction, and principle will provide freedom which is yet governed by values. Minimal rules and guidelines provide the much-needed flexibility that encourages self-discipline.

Open communication: It is important to spend time with the employees talking about what is important to the organisation. Always share pertinent information on the business, customers, mission, goals and profitability. Encourage them to discuss new ideas, interests and ask questions. Also make it a point to regularly solicit input from the staff on their own role and allow them to take decisions concerning their work.

Preventive, not punitive: When employees go astray, the disciplinary actions should always be respectful, fair and consistent across the board. Address any inappropriate behaviour immediately, not to punish or intimidate but only to correct the problem, improve performance and help them meet job expectations effectively. Explain reasons for the corrective action and also how it can be avoided in the future even while preserving employee confidentiality.

Positive encouragement: Praise any instance of self-disciplinary behaviour with appreciative compliments, public recognition and meaningful rewards like bonus, time-off, special projects, training or personal development. Extending full support to self-discipline will make the employee feel valued even while infectiously spreading to others.

On the other hand, managers also have to exercise extra caution that they do not punish employees for the wrong reasons like intelligent mistakes when a good idea or new way of working fails. Allowing employees to experiment and learn from their mistakes will further encourage them to work independently.

To sum up, management can create an environment for self-discipline through effective leadership. Managerial attitude should shift to supporting and coaching, not directing or supervising closely and constantly. Only then will employees “follow and adhere to the rules and regulations not due to the fear of punishment but due to the inherent desire to harmonise in achieving organisational goals”!

Payal Chanania

Who should have the deciding vote?

Published on April 6, 2011

Very many individuals today are working in professions they don't like at all. This is because of a wrong career choice – not by them but by their parents!

Alas, many fathers and mothers still force their offspring to become doctors, engineers or now computer engineers. Still other sons and daughters are compelled to carry forward their parent's ‘lineage' – and so its imperative that a lawyer's son goes to law school while a businessman's son has no choice but to run the family business…..

The trend continues as it is the parents who persist in choosing which company to work for and even which role will be ‘suitable'!

Some children meekly accept the interfering pressure of such ‘helicopter parents' probably as a mark of respect and honour while some are resigned to the ‘best decision for you' after a prolonged clash. Such an overbearing parental pressure often leads to disastrous results ranging from utterly mediocre performance to even absolute failure.

Wake-up call

It's a fact that we work almost all our life, and its quite hard to continue doing something you don't like for so long. One wrong career decision can ruin our whole life leading to total regret, disappointment and unhappiness all around.

Therefore, its high time that parents stop to think – Doesn't forcing your choice on your children inadvertently set them up for a life of misery and failure? Moreover, the excessive involvement and hand-holding will only backfire as thereafter, the child needs constant direction and can never become an independent thinker or self-sufficient decision-maker tomorrow. I am sure no father/mother intentionally ever wants such an outcome!

First, parents should realise that trying to live your own dreams through your child is the biggest mistake. Simultaneously, also accept the harsh truth that your offspring may not necessarily want to do the same thing as you do or what you want them to do!

In the parents' defence, they obviously do mean well and want only what's best for their children. They are only ‘doing their duty' and find it very hard to let the youngsters take ‘wrong' decisions.

But, what the youth actually need is a lot more freedom in choosing their vocation. Give them the space to identify their interests, passions, dreams and ambitions while analysing their personal characteristics, values, strengths, weaknesses, talents and abilities. By dwelling on what they are good at, what they want to do and what they aspire to achieve, they will be in a much better position to identify the best career path for themselves. This independence is bound to engender the much-needed confidence in their own worth, thus creating a much more engaged and committed professional! What's more, by doing what they like, they will definitely enjoy it all the more and put in 100% effort as well thus paving the way for career and life success.

This does not however imply that the parents have no role to play while the child settles on the ‘right career of my own choice'. Fathers and mothers still play a very important role of experienced counsel, support and sounding board as they subtly guide their children without ruffling any feathers. Instead of dictating, suggest options and logically explain the pros and cons with the focus firmly fixed on your son/daughter's likes and strengths. “Act as a steering wheel in a car rather than a driver itself!”

Just by being there for your children and supporting their decision, you will be surprised to see that your son/daughter turns to you on his/her own (at times even being inclined to pick the same as the parent's career).

Sitting together and having open discussions sans any compulsion will build a healthy respect for your opinion and choice thus enabling you to motivate and help shape your child's career in the right direction.

Unfortunately, but even if your child seems to falter it is better to let him make his own mistakes and learn from them.

The parents' role is to be there for their children every step of the way (especially as an anchor when they stumble), but stay in the background being ever ready to offer any required support and assistance.

To sum up, agreed that choosing a career is one of life's most difficult decisions – a period of tremendous tension and anxiety for parents and students alike. But, it pays to bear in mind that today's youth is more than capable of making their own decisions and deciding their own future. What's more, a wrong personal choice is still better than being influenced/brainwashed/forced into doing something you don't want to!

Apart from this, today a career is more than just having a job and earning a living. It defines a person's life and abilities. Also, many young people do not place the same priority on getting a high salary as their parents do.

They might be more interested in a lower paying career that matches their interests or that provides spiritual, emotional, psychological or social rewards, rather than monetary ones.

Therefore, it is better to set them up for success right from the start by helping them learn how to make the right decisions in the first place!

Payal Chanania