The modern-day HR manager has devised a novel employee-engagement initiative that helps your company to achieve environmental sustainability. HR experts tell Yasmin Taj why they aren’t waiting for next year’s World Environment Day to accomplish that and are pursuing it on an ongoing basis

HR GOING GREEN 

So, what is ‘Green HR’ all about and how is it gaining such impetus in recent times? According to Ashok Ramachandran, director-HR, Vodafone Essar Ltd., “Green human resources could very well imply using every employee touch point/interface to promote sustainable practices and increase employee awareness. It reflects the way an organisation chooses to drive and increase employee commitments and awareness on the issues of sustainability.”

“With corporates increasingly embracing sustainability policies and standards, it becomes absolutely imperative for the HR function of any organisation to first ingrain the workings of the concept in its processes and procedures, as it is the ‘seismic centre’ from where the change travels. Hence, emerges the concept of ‘Green HR’. Green HR is about focusing on recruiting, managing, giving direction to and finally retaining people while eliminating/reducing workplace inefficiencies. When a company decides to integrate sustainability with its business strategy, holistically, HR should stand up as the key participant in ensuring that employees become a part of this restructuring. And this can only be possible when HR ascertains that all employees are aware of how their roles contribute to the sustainability agenda,” Kamal Meattle, CEO, Paharpur Business Centre and Software Technology Incubator Park explains.
Anjana Nath, regional head -HR, Fortis Healthcare Ltd., expresses, “Green HR can be defined as environmentallyfriendly HR initiatives resulting in greater efficiencies, lower costs and better employee engagement. HR plays a key role as it creates awareness amongst employees and builds engagement, which in turn, helps organisations to operate in
an environmentallysustainable fashion.” Jyorden T Misra, founding member and managing director, Spearhead InterSearch further points out, “Ecoconsciousness or the colour ‘green’ is rapidly emerging in every dimension of our lives and workplaces are increasingly displaying an organised response to this challenge by bringing in ’professional consciousness’ at an institutional level as well as individual employee level. Green HR is one which involves two essential elements: environmental-friendly HR practices and the preservation of knowledge capital. The HR of the organisation plays a major role in making environmental responsibility a part of an organisation’s mission statement.” HR PROMOTING GREEN 

What are the various initiatives through which HR can help an organisation in preserving its environmental sustainability? “Green HR involves reducing your carbon footprint via less printing of paper and substituting emission-enhancing actions (example: air travel) by adopting technology applications constructively (video conferencing, conference-calls for meetings, interviews, etc.),” Misra informs. According to Ramachandran, organisations can have a payroll giving programme, which allows employees to donate to environmental causes of their choice. “We have a ‘Waste to Wealth’ recycling programme called ‘ReSolve’ where we encourage employees to segregate waste at their workstations. We have tiedup with various NGOs, who take this further and recycle it. This exercise is entirely managed and led by the company employees. Also, providing options for carpooling, working-from-home, increasing video conferencing facilities, etc. are all means to support organisational commitment to environmental preservation,” he avers.
Meattle expresses that HR can help the organisation to stay sustainable, primarily through initiatives like building awareness among employees and extensive trainings. “It’s important to involve employees in organisational policy revamps such as integrating sustainability with the company’s processes as they, really, are the change agents and bring about the desired transition. At Paharpur Business Centre (PBC), the HR team has an ‘environmental responsibility’ policy. The policy plays a significant role in inducing staff to adopt green measures, thus inculcating longterm values of saving energy and resources of the corporate for the humanity’s benefit in whole,” he shares.

Nath further shares, “HR can build cross-functional teams to come up with new innovative environmental-friendly implementable ideas. For example, we have our patient welfare team who ensures that all paediatric girl patients are gifted with a green sapling. This comes under our initiative of protecting girl child as well as preserving nature called ‘Nanhi Chaaon’.” HR MAKING A DIFFERENCE 

So, what difference can HR bring to an organisation’s sustainability policies? “Prospects of reducing costs could eventually lead more businesses to adopt ‘greener’ ways of working. The benefits of going green, apart from contributing towards genuine  environment health, also carries direct advantages in impacting the brand and bottom-line of an organisation,” explains Misra.
So, this certainly adds yet another feather on HR’s cap, as it takes on newer roles and in the process, proves how fruitful it can be to the growth of an organisation. So, go green!
- yasmin.taj@timesgroup.com

OUR OPINION “The Way” GO GREEN

” Great article by Yasmin who give us new upgrade on upcoming HR People”

• When do you use one?
• What are they?
• Do I use one at all?

To clarify, I asked my colleague, Dawn Bugni from The Write Solution to join us to help list and talk about the confusing definitions and misconceptions of cover letters:

Misconceptions

1. → That’s a sheet you put on the top with your name on it, right?

2. → Every cover letter is read, 100% of the time, in the order intended by the sender — before the resume. WRONG (from Dawn Bugni)

3. → A cover letter tells the employer what you want from them and when done correctly, is filled with “I, me, my” statements. WRONG (from Dawn Bugni)

4. → A cover letter is a regurgitation of resume content or your resume in narrative form. The reader wants to read the same info twice. WRONG. (from Dawn Bugni)

5. → A cover letter is optional. WRONG. (Unless the posting specifically states “No cover letters”. Then follow directions.) (from Dawn Bugni)

6. → Can you just do a generic one that I can slap on the top of my resume for everyone? You know one like this:

What’s wrong with this? It is written without targeting the position at all. You have no idea what specifically the job seeker is looking for in a position.

A cover letter is never a blanket. It is a sales tool that from the start lets the reader know why you are sending your resume to them. (From Dawn Bugni)

You are selling YOU! You are the product.

Here’s a snapshot of a cover letter start for one of my recent clients.

Strategies differ for cover letters but essentially they are a sales tool to help you convey your value to the employer for the specific job.

• The resume does that too but you generally don’t have to fine-tune the resume to meet the exact specifications of each position. The cover letter does that for you.
• Like a resume, the cover letter needs to portray value, speak about how your accomplishments will transition to the needs of the company, and solve the company’s “pain”.

This post is just the tip of the iceberg but it should help to get you thinking about what the job of a cover letter is and why you need one. Always think target and selling when you are planning to write a cover letter which will help you be on the right page as you write.

MY OPINION:

IT IS REALLY A GREAT EXPERIENCE FOR US TO KNOW ABOUT COVERING LETTER AND IT IS BENFICIAL FOR ALL JOB SEEKERS TO MAKE IT CORRECT.

Thanks to Julie Walraven

Ref From: http://designresumes.com/2010/08/should-i-include-cover-letter/

“Incentives for an engineer can be given in the form of generating ongoing learning opportunities.”

Sumedha Nashikar, head – human resources, KPIT Cummins Infosystems Ltd discusses the scope of employment and latest trends in the engineering domain

- Unnati Narang

What are the latest trends in engineering? What kind of skill-set do companies look for in an engineer?

Today, customers want companies to partner with them to run their business and deliver solutions to fetch them a winning position in the market. Gone are the days when companies would hire engineers, impart project-specific technology training, and expect them to deliver desired outcomes in the form of writing codes.

With increased competition and pressure to increase revenue and businesses, companies are actively contributing by tuning themselves with business objectives of their customers. In order to meet customers’ dynamic requirements, companies are hiring candidates with a solutions-oriented mindset and with both technical and domain expertise. This leads companies to hire people from a wide variety of educational background and industry experience.

How can these skills be imparted in engineering institutes?

There exists a wide gap between the pace of change of university curriculum and the technology needs of the industry. The need to align academia to industry requirements in order to improve employability is vital in the long-term, as it will definitely have the potential toimprove the quality of intake over a period of time.

Education institutes impart good theoretical knowledge but lack to provide exposure to practical projects and problem-solving skills. Today’s education system develops graduates and postgraduates trained either on technology or in a specific functional area whereas the industry requires professionals with domain expertise, which means they have balanced skills in technology and the area of application; e.g. automotive, semiconductor, aerospace, finance, etc.

Thus, engineering institutes should focus more on delivering practical and project based knowledge along with theoretical knowledge. Institutes can enhance their students’ credibility by exploring ongoing project and time specific internship opportunities with companies.

What are the challenges faced by HR managers in this industry?

The very first challenge is making them understand and establish the linkage of what they have learnt in theory and its application in reality. Most of the engineering graduates are technology-savvy and expect that the projects they would be put on should have latest cutting-edge technologies.

‘VIEW ON ARTICLE’

This article will help engineering candidates to search a good institute and guiding how to develop in this field.

Do you think the recruitment advertising scenario in India has undergone a positive evolution?

Ramanujam Sridhar, principal consultant and chairman, brand-comm:

“I don’t think the recruitment advertising scene has changed drastically over the last few months. Whilst there are a few ads, which try to beat the clutter, most of them are easily interchangeable, as they have some meaningless motivational statements and stock visuals, which leave me absolutely cold. The problem is that HR managers have a limited view of advertising and are unable to see it as a part of the overall brand and its image.”

Ami Dedhia, assistant manager – training & employee engagement (human resource department), Bonanza Portfolio Pvt. Ltd:

“Yes, the recruitment advertising scenario has definitely evolved over a period of time. In fact, a well-thought and creatively crafted recruitment ad has a direct bearing not only on the future prospects, but also the stakeholders, business partners and employees within the company.

Also, PR with the help of stories in HR helps companies to establish credibility. With the advent of colours in the print media and opening up of job portals, the scope to increase one’s bandwidth in terms of creative recruitment has opened up. Earlier, we had very few industries that used to advertise for manpower. That has taken a quantum leap beginning from BPO, healthcare, finance, banking, advertising, media and entertainment, insurance, software and retails segment.

All these upcoming industries are giving sleepless nights to the HR team and search consultants. Companies have now realised this and are actively engaged in infusing newness into recruitment advertisements to beat the clutter and draw quality talent.”

Roopesh Agarwal, director, Advertisementindia.com:
“I believe recruitment advertising has grown to a great extent over the last 15 years. Due to the intense competition to retain and attract best talent in the industry, recruitment advertisements are drawing attention from organisations, irrespective whether they are public or private.

Since it creates an initial impression of the brand identity, organisations are very much concerned about attracting talent in the best possible way to create interest about them. Recruitment advertisements have been an easy and fast solution to the common problem that most firms have, i.e., attracting qualified and right people.”

Jatin Virmani, COO, Global Wines & Spirits:
“The recruitment advertising scenario has evolved in the sense of the revenue that it generates or similarly in the cost it forms out of an HR budget of a company. The mediums of advertising have become manifold.

Most advertisements only talk of the vacancy and credentials of the company; instead they need to talk of the credentials of the role. I think we need to give more than only providing the CTC to lure the right candidate to apply through these advertisements. While designing an ad, one should keep in mind who you are looking at recruiting. I see the same few parameters used to lure both chefs and engineers.

We need a lot more creativity in this form of advertising. It should strike as much as the tagline of an FMCG product does – maybe use a keyword for a vacancy. A keyword could suggest KRA or an added benefit – anything that can lure more than just the candidate who is looking at a salary jump.

A candidate looking for meaty roles is what these ads should pull, considering that they form a major part of the cost in an HR’s budget today. Recruitment advertising has evolved but we have a mile to go before this becomes the most efficient method of tracking the right candidate.”

(Compiled by Priya C Nair andYasmin Taj)

MY VIEW ON THIS ARTICLE:

This is really means and changing current scenario for good profile search is Advertisement or help of Consultants in this field is also necessary.

Maybe your resume isn’t getting the love it deserves because it’s not as shiny as it should be.  And by shiny I mean easily found and full of the proper keywords in the right places.

Here now are my top 5 tips to help your resume shine.

• First of all, at the top of your resume, in the summary area, you should list the required skills for the job for which you are applying.  Next to each of these, you should list the number of years experience you have with that skill.  If you have no experience with that skill, just say so, or say “knowledge of” or “training in.”  Also list any core skill that you possess that may be relevant to that job with the years experience next to it. Ditch the generic summary at the top of your resume.

• Make sure each skill that you have listed at the top is also shown in the body of the resume in the proper job description where you used that skill so that the reader can see where and how you used each skill that you list.  Under each job description, also list a summary of skills used.  Yes, I mean actually list the skills again, along with any other skills that were used during that job.

• After the title and company name for each job description in the body of your resume, write a short paragraph with details about what the company is and does, and what your main job duty was there.  Although you may think it’s obvious, not every reader of your resume will understand what that company is and what your role was unless you spell it out specifically.

• In your bullet points under that short paragraph do not just list what you were responsible for.  List accomplishments.  Use numbers and descriptive words to show what your impact was.  “Increased sales” is not enough.  “Increased sales by 15% over 6 months” is better.

• Don’t get too fancy with formatting.  Tables, graphics, and special formatting tend to get interpreted poorly by many a company applicant tracking systems (ATS), the database to which you submit or upload your resume online.  PDF format (Acrobat) doesn’t always translate well either.  Your best bet is to use the 97-2003 version MS Word (I know!), minimizing tables and graphics.  A Rich Text Format version works well too.  Here is a test.  Take your resume, select all, copy, and paste it into a blank MS Word or text document.  How does it do?

• Now that you have your resume just right, repeat everything from your resume on your LinkedIn profile.  Use the information that you might include in a cover letter in the top summary portion of your LinkedIn profile.  Include your keywords there, too.  Repeat those keywords again in the “skills used” section under each job description, and start them off with your name, like this:

Craig Fisher: Sales, Marketing, Recruiter, Trainer, Certified Linkedin Training, Social Media Strategy, Texas, Speaker, Writer, Profile Optimization

For an example, check out my profile on LInkedin: http://linkedin.com/in/wcraigfisher

• In both your resume and Linkedin profile, including keywords that are specific to what you do will help separate yours from the thousands of resumes that are less specific.  Having these listed multiple times, in the proper places, will help it come up at the top of the search results in Google, Linkedin, Job Boards, and company databases.  And it will help the reviewer to quickly find the information they need to push you along to the next step.  Nice and shiny!

Craig Fisher is recruitment consultant, social media strategist, and trainer. He helps people and businesses leverage social media, mobile, and other new communication tools to get matched with the *right* customers, the *right* talent, and the *right* jobs. Craig hosts the original social recruiting forum on Twitter, and live conference events, known as TalentNet Live (#TNL).

Connect with him on Twitter/FishDogs.

MY OPINION: This article will help you to increase your efficiany to use proper keywords in Resume ant this tips will help you to search a proper opportunity.

Here’s how I responded…

I did some research on Kronos Workforce (it absorbed Unicru) and found the test is used to identify people whose reported personality traits match the characteristics identified by the employer as critical to the job. I also found an answer key (that may be outdated now) through Google search.

It does appear to assess personality traits and values, and I can see how the test would give an employer some idea of how one might make decisions, set priorities, operate in the work world, and fit into an existing culture.

Want to Get Hired? Go for the GREEN!

Satisfied employers (CVS is one) say successful employees – meaning I suppose those who match the company’s culture, meet performance expectations, and stay for a long time – are those who get a “green” rating from the test.

People with “yellow” ratings are rarely interviewed and only if there is a staffing crunch. People with “red” ratings are not interviewed because they are viewed as a poor match and unacceptable risk.

It makes sense for companies to use these tests, even if they are not perfect. Companies spend a lot of time and money on recruiting and training staff, so they seek ways to ensure those resources are invested wisely.

If You Don’t Get Picked, You Were Probably Better Off

I think it makes sense for you to use whatever information you get from taking the tests and then getting or not getting interviews. If you are honest with your answers and don’t get interviewed, it is possible you would not have been happy in that job anyway.

I’m sure it’s possible to game the tests, to figure out what characteristics are most likely to be suitable for the job you want. I wonder why you would want to do that, though?

The Secret to Getting the Answers Right

Why do you want this position?

What are the skills and attributes of the best people in this type of job?

Who do you admire, who is well-known in this field? What are their characteristics?  How do they behave? What choices do they make in any given situation? Use your common sense to determine the attributes and characteristics of the best talent and the most valued employees.

Then be honest with yourself. Do you have those qualities? If so, then the test should reveal that. If not, then maybe it’s time for you to consider another line of work. Or perhaps there are some ways you want to grow and change so you become a more attractive candidate.

Do I think the tests are infallible?

Of course not.

Yet, I do think there are nuggets of information contained in them you can use to your future advantage as you look for your “right fit” work.

[This article was originally posted on an earlier date]

Julia Erickson is a career coach who focuses on career transformation and the improvement of people’s work lives. She’s the founder of the career blog, My Right Job Fit.

GIVE A PERSONALITY TEST CLICK ON BELOW LINK:

http://www.careerealism.com/career-rx/career-personality-test/

Ever wondered going for a corporate training programme away from the hustle and bustle of the city life? Not only that, a training programme, which is full of adventure activities? Says Jimmy Mistry, founder, Della Adventure, “There is a constant need for corporates to train their staff. There is much more to training than just a ‘tug of war’. Firms make teams compete against each other on radio controlled cars or high rope obstacle course and even through rappling, paintball, etc..”

While the standard needs to train professionals remain the same, a lot of impetus is now on innovation. “In 2010, Pangea3 University (the learning & development division of Pangea3) launched ‘Leadership Quest’, a bi-weekly leadership seminar for approximately 25 of their most senior managers and leaders. This programme utilises leading business and management books and periodicals, which the participants read and then meet to discuss in a guided round table breakfast session.

“Most recently, the participants read the book, Switch: How to Change Things When Change is Hard by Chip and Dan Heath. During the session, the group applied lessons from the book to develop solutions to influence changes in the behaviour of our staff,” says Sanjay Kamlani, co-founder and co-CEO, Pangea3.
“We encourage experiential learning via role plays and quasi-reality scenario-based case studies. On the other hand, for our senior management executives, we conduct sessions on international business etiquettes wherein we tweak the classroom training in such a manner that it emulates the real-life scenario to the extent possible,” adds Surbhi Shweta, head – HR, Mirae Asset Global Investments (India).
“We believe in a holistic learning approach through a principle called the ‘70/20/10’ learning philosophy. 70 per cent of the learning happens on the job, 20 per cent is through feedback, coaching and mentoring and 10 per cent though classroom training,” says Subhankar Roy Chowdhury, executive director-HR – India, Middle East and Africa, Lenovo.

By Times Ascent

“We are hired for our technical skills, but fired for the lack of soft skills.”

Shiv Khera, founder of Qualified Learning Systems Inc. USA and a motivational speaker tells Viren Naidu why a candidate high on EQ today has an edge over the rest

Why is in India Inc today a lot of emphasis laid on being high on Emotional Quotient (EQ) as opposed to Intelligence Quotient (IQ)?

According to some estimates, it took a hundred years in the nineteenth century for knowledge to double itself whereas today, it is doubling every year and researches indicate that around 60-90 per cent of the business fails within the first five years. Technology and technicians can always be purchased with money. But the wealthiest person in the world must build and create relationships. The people and organisations that are most likely to succeed are the ones who have people skills. Experts believe that today 90 per cent of graduates are unemployed. They gave the certifications, but the right attitude and values aremissing. What we are referring to is ‘EQ’.

There is too much emphasis given to IQ.

What is intelligence? Intelligence is the ability to be a quick learner and that’s all!

Is intelligence a parameter to measure judgment? Probably not. Somebody could be highly intelligent but could have very poor judgment skills.
How can EQ competencies help achieve workplace success?

Emotional Intelligence helps a person improve their skills and unlock their true potential. Those are the qualities that help a person not only survive, but also thrive in the fast moving business environment. Through EQ, one understands more clearly what motivates us. We are able to more accurately identify and understand emotions and what drives them, which leads to interactive experiences. The ability to understand and control emotions is a valuable foundation to relationships. It equips us with self-discipline and an ability to deal with others appropriately. It influences our communication and relationship and also impacts our behaviour personally, professionally and socially. There was a study conducted by a life insurance company, which concluded that optimistic people sold 37 per cent more policies in first two years than the pessimistic people. And we know why!

In order to be high on EQ, what skills should a person stay equipped with?

Emotional awareness, empathy, interpersonal relations for stresshandling, problem-solving and decision-making skills, etc are vital. EQ is strongly connected to self-esteem. Self-esteem is the way we feel about ourselves. People with a high selfesteem are humble. They take pride in performance, accept responsibility and maintain integrity. They are both good leaders and great followers and the reverse is just as true. When we feel good, the world looks nice, productivity rises and relationships are a lot better and the reverse is just as true.

By Times Ascent News 23 March

My View:

Great Author or Motivator Shiv Khera Really explain deffrence between IQ & EQ, in current scenerio there is a requirement of  Emotional Quotient rather than Intelligence Quotient.

OK, I’m saying from the outset that I’m not a careers counsellor.

But in the work I do, I have spoken many people who’ve changed their career. And I’ve received hundreds of emails over the years from people who are confused, angry, uncertain or depressed. They don’t like their jobs. They’ve worked in them for years. The want to change. But they don’t have the first clue about where to start.

Sound like you? Sounds like everyone at some point in their life.

So how do you find a job when you don’t know where to start?

I would strongly recommend to start with career counselling.  In fact, I seriously believe that some decent career advice in school could save a whole heap of job-heartache down the track. Here’s what a career counsellor can help you identify:

- Your innate strengths

- Your preferred working style

- Your preferred work environments

- The way you like to be managed

- People whom you like working with

- Any barriers you have to achieving your goals

From there, you could look at industries or businesses that are growing, and study you may need to do. Part of that process could be talking to people who are employed in the areas you have identified as being of interest. Ask them how they got their first job, what study is recommended and what are the exciting and not so exciting bits about what they do.

The reason I say this is that many people who successfully change careers have started from seeing a counsellor and talking to others. They have gained a level of self awareness. This has helped them in the job hunt when they’ve been grilled by an interviewer asking them about their career change. They can say with conviction, I asked an expert, and this is why I know this new career is the right choice for me.

When you choose a counsellor you might want to ask their experience, the journey they take you on, what you can expect at the end, and their experience in helping people in your area.

The last thing to think about, is that a change is often a journey not a leap. Rarely do you hear of people who’ve gone straight from being acrobats to astronauts. That’s much too much of a jump.

Reference: http://bit.ly/ePi9Xr

MY OPINION ON THIS ARTICLE:

Career counselor helps us to search or find a good job and can motive us to try our efforts on right way.

Every travel starts with single steps

all the best for your efforts.

An extended job search can be trying and make even the most resilient personalities weary over time. It’s not unusual to have great difficulties in finding, and landing a job over the past couple of years. How you deal with the challenges and weariness can have a great deal of impact on your success in your networking and interviews.

Are you getting weary?

What do you need to do to start fresh and feel good about getting at it each day?

Here are some points that may help…

• Count your blessings! (Seriously!)

I know. Many of you are already thinking “You’ve got to be kidding me! That’s an overused piece of advice!” I agree, it is used a lot, but I think it’s valid. Too often we dwell on all the things wrong in our lives and lose sight of what’s right! When you only focus on your problems, you can’t help but become weary.

No matter how bad your situation, there are always good things in your life as well. It’s up to you how much thought, emphasis, and importance you put on those things. If you tell yourself “sure, I have some good things in my life, but look how bad these things are!” You’re not doing yourself any favors. Your outlook on life literally becomes what you decide to dwell on. If you dwell on doom and gloom, your overall view of life will be miserable and draining. If you decide to dwell on the positives, and be optimistic about your future, your outlook and attitude will be hopeful and upbeat.

What are your blessings? Perhaps your extended family, friends, children, spouse, your church community, your health, your home, your hobbies, abilities, talents, faith, freedom, safety nets, your values, your upbringing, or your education. Your blessings might include any or all of these, or something else entirely. Figure out what they are for you. Make a list and review it regularly. Focus on what’s right with your life, be thankful for them, and your weariness will fade.

• Connect with someone!

A job search is tough. It’s tougher when you’re “holed up” and trying to go it alone. Often people go into seclusion when they’re down and spiral into deeper misery. Although it’s critical to be talking to people and network constantly to find your next job, those conversations are not typically ones where you can be completely transparent and open. You have put your best professional foot forward to gain new referrals or job leads.

Find someone that you can confide in. Someone that you can discuss your challenges and concerns with, and someone that can offer empathy and encouragement. Notice I said ‘empathy’, not ‘sympathy’. You don’t want someone to provide sympathy and no encouragement. You need someone that can understand your situation and point out the bright spots and can point to the light at the end of the tunnel. Relationships can be the greatest source of refreshment and new energy in difficult situations.

• Be physically active!

Sitting on a sofa, watching TV, and eating a bag of chips may sound relaxing, however, can be one of the biggest drains to your energy and attitude. Get up! Take regular walks, bike rides, work-outs, swims, or whatever activity you enjoy. Becoming physically active can do wonders for your outlook, sense of accomplishment, and energy. Don’t become a couch potato!

• Serve!

It’s hard to feel too sorry for yourself when you’re serving others. Find ways to bless someone around you. Maybe it’s volunteering at a charitable organization. Perhaps it’s simply paying for the cup of coffee for someone behind you at the drive-thru. Maybe it’s shoveling your neighbor’s sidewalk or cutting their grass. Perhaps it’s getting involved at a ministry at your place of worship. Whatever you decide to do, find a way to serve others as often as possible. Invariably, it’s one of the most uplifting and energizing things you can do.

• Look beyond yourself!

When our universe revolves around us, we will always be disappointed. When we realize that our lives are not our own, but are part of a larger purpose, we gain strength and energy from seeking to live for that purpose. What’s your purpose? Almost without exception, people that see their lives as having a transcendent purpose from their own immediate lives have a brighter outlook, more enthusiasm, and more resilience than someone that doesn’t.

It’s popular, particularly in America, to view one’s life as one of rugged independence. However, no matter how smart, talented, educated, or strong we are, we all have limitations and will run into walls as we reach them. When we understand that our lives have greater meaning and value beyond our own abilities, we can gain encouragement and hope by doing what we can for our part, and looking beyond ourselves for the real fulfillment. Who or what is that transcendent purpose in your life?

A tough job search can make you weary. Look for the solutions that work best for you to keep you going and give you new energy along the way!

Reference From:

http://www.careerrocketeer.com/2011/03/are-you-job-search-weary.html

Author: Harry Urschel has over 20 years experience as a technology recruiter in Minnesota. He currently operates as e-Executives, writes a blog for Job Seekers called The Wise Job Search, and can be found on Twitter as@eExecutives.

MY OPINION ON THIS ARTICLE

Really job search is weary sometimes if you are not trying continuously. Be active and find out real job.