Job Fairs in Manila

Just in case you find yourself in Manila still looking for a job, here are some job fairs scheduled for the rest of the year

The 3rd Get A Job Trinoma Jobs Fair
by Island Exhibit
August 25-26, 2010
Trinoma Activity Center
Trinoma Mall

13th Metro Job Fair
by Adexhibit
August 26-28, 2010
Megatrade Hall 3
SM Megamall

The 2nd Jobs Search at the Starmall
by Island Exhibit
September 17-18, 2010
2F Trade Hall, Starmall
EDSA-Shaw

The 16th Jobs Fair at the Mega
by Island Exhibit
October 8-10, 2010
Megatrade Hall 3
SM Megamall

3rd National Career Fair 2010
by Adexhibit
October 19-20, 2010
Glorietta Activity Center

Read more from http://www.trabaho.com/

The Truth About Offshore Outsourced Jobs

I worked for sort of a BPO company for 4 years a few years back, and believe me it wasn't easy. But you know what, the pay was awesome! I had to work really really hard though. And I mean that with 16-hour work days and deliverables up to your neck. Not to mention in-your-face foreign bosses who sometimes just don't get (and don't want to get) the local culture.

This article from Bloomberg Businessweek sums it up quite nicely. Hope you don't mind but I'm reposting it here for those who are interested in working for a BPO or for the appreciation of those who currently are.

Developing countries are benefiting from business process outsourcing jobs (BPO) that are of "reasonably good quality" by local standards, but the industry has some way to go to improve stressful working conditions, according to a study by the International Labour Organization (ILO) released on Monday.

A large number of companies in countries such as the U.S. and the U.K. have outsourced call center and back-office work to low-cost locations such as India, the Philippines and Brazil. A lot of the work gets done at night because of the time zone differences.

Employees have benefited with higher salaries. The wages of Indian BPO workers are nearly double the average wages in other sectors of the Indian economy, according to the study titled "Offshoring and Working Conditions in Remote Work." In the Philippines, BPO employees earn 53 per cent more than workers of the same age in other industries.

On the flip side, the ILO study confirms to a large extent concerns raised by social workers and trade unions in India about stressful working conditions at BPO companies.

Workers have to cope with heavy and variable workloads driven by performance targets, tight rules and procedures enforced through electronic monitoring, and unpleasant tasks such as dealing with difficult customers over the phone, the study said.

Efforts by trade unions to introduce collective bargaining in the BPO industry in some key outsourcing places such as India and the Philippines have not been successful.

"We have not had any success in introducing collective bargaining in call centers and other BPO companies in the Philippines," said Anna Fos, who heads research at the Trade Union Congress of the Philippines, in a telephone interview on Tuesday.

A key reason is that BPO workers in the Philippines find it easy to move to another BPO job if they have a problem with their current employer, Fos said. "They will not come to us, if there is a problem, as there are lots of jobs available", she added.

Workers in BPO companies also do not join trade unions because they are scared of reprisals from employers, Fos said.

Moves to unionize Indian BPO workers have also been frustrated by lack of interest from employees, according to analysts.

The BPO industry employs about 1 million people in India, according to the National Association of Software and Service Companies (Nasscom).

The work conditions faced by BPO workers constitute a "tailor-made recipe" for stress-related hazards, according to the ILO study. These problems are also clearly linked to the high rates of staff turnover in the industry -- which can be as high as 100 per cent annually in some companies -- and represents a serious problem for BPO companies, it added.

The study suggests a number of measures that governments and companies can take to improve working conditions, including measures to protect workers' health and safety at night. It also suggests a redesign of work processes, particularly in call centers, in order to allow BPO employees more discretion to "make use of their often considerable qualifications." ILO also recommends policies and practices aimed at improving workers' dialog with management.

Philippines' Biggest Call Center - Convergys To Hire Even More Agents

I picked up this article from ABS-CBN on Convergys expanding 5 of its existing stations and opening 3,600 additional jobs.

It's amazing how these guys have expanded. With the construction of an additional 2,300 work stations in 5 sites: University of the Philippines TechnoHub, Nuvali, San Lorenzo, Cebu, and Bacolod, more opportunities are opened for more people.

According to the ABS-CBN article, Convergys country manager Marife Zamora said their operations have been “outstanding," prompting the company's expansion. She also cited increasing demand from the US as one of the reasons for expanding in industries like technology, communications, cable, financial services, health care, and retail.

“Our clients demand more seats, more capacities…With the continuous demand, it is logical for Convergys to expand on these areas,”Jomari Mercado, Convergy's director for business development, told reporters on Friday.

Convergys estimates that it can increase its workforce to around 25,000 and open another workstation in a new area by end of 2010. Currently, Convergys employs 21,000 Filipinos in 12 sites in Metro Manila, Cebu, Bacolod, and Laguna.

The Business Process Outsourcing Association of the Philippines (BPAP) earlier reported that the sunshine industry posted P7.1 billion in revenues during the first quarter of 2010.

BPAP estimates that industry revenues will rise to P9.3 billion by the end of this year, and workforce to 550,000 from the current 475,000.

International Labor Organization Partners With Local Government for Decent Jobs

GMA News reported that the International Labor Organization made a pledge to help the Philippine government review its employment policies and strategies in order to create decent, productive employment for Filipinos. This was to help generate for job opportunities locally. We need that pretty badly too.

The article went on to say that the impact of the economic crisis on vulnerable employment and labor productivity means the number of workers living with their families in poverty is likely to have increased. We see workers living on the margin and at risk of falling further into poverty.

In his inauguration last week, President Benigno Simeon Aquino III said he would revive the emergency employment program to provide local communities with jobs for and help develop the economy. He pointed out that Filipinos need not look for employment abroad.

Aquino ordered the Labor Department and other relevant agencies to be more responsive to the needs and welfare of overseas Filipino workers, citing the need to boost efforts to fund quality education, including vocational education for those who could not find decent work in the country.

Johnson recommended that the Philippines should find ways to increase productivity. "We believe that productivity and employment growth are the cornerstones of the fight against poverty," he said.

"A highly trained and educated labor force, combined with easy access to capital and technology, can lead to a significant increase in productivity and help boost the country's economy. Dialogue with employers and workers' organizations is also crucial," he added.

Johnson officially took over as the new director of ILO in the Philippines on July 1, following the retirement of Linda Wirth.

100K More Job Opportunities in Singapore

Hey don't just take my word for it. I've heard a lot of horror stories of Filipinos looking for a job in Singapore but didn't get any and that Singaporeans are discriminating against Filipinos. But apparently according to AFP, the demand is quite high.

Singaporean Prime Minister Lee Hsien Loong said that Singapore will need 100,000 new foreign workers this year to keep on track an economy enjoying a stunning rebound.

The article goes on to say that rich but worker-starved Singapore has historically rolled out the welcome mat for foreigners, whose numbers rose dramatically in the boom of 2004-2007.

But with one in three of the five million people living on the tiny island now a foreigner and citizens complaining about competition for jobs, housing and medical care, the government has been looking anew at its open-door policy.

Nonetheless Lee said the need for more overseas labour was unavoidable despite efforts to slow the influx after complaints from citizens facing tougher jobs competition during last year's recession.

"If we don't allow the foreign workers in, you are going to have overheating," the Straits Times quoted him as telling Singaporean media during an ongoing visit to the United States.

Lee assured Singaporeans the government would manage the inflow of foreign workers with measures such as higher levies on companies hiring from abroad.

But even so, "I'd imagine there will be more than 100,000 extra foreign workers this year," he said.

"I cannot see it otherwise, but we have to accept that."

Experts interviewed by the Straits Times newspaper said this year's expected inflow was still lower compared to previous years.

In 2007, there were 144,500 new foreign workers and 157,000 were hired in 2008, they said.

Investment bank Morgan Stanley said Thursday it expected Singapore's economy to grow by 16 percent this year, ramping up its previous projection of 9.0 percent.

Lee said Singaporeans should not expect such stellar growth every year and cautioned against comparisons with other economies.

"Maybe numerically, the growth figure may be higher than other countries, but I would hesitate to compare myself with China," he was quoted as saying.

"I think if you compare yourself with Shanghai, they may well be ahead of us."

Up To 7,100 More OFW Jobs Available in South Korea

Labor Secretary Marianito Roque reported in a news release that the overseas Filipino (OFW) quota for jobs required in South Korea is now 7,100 versus last year's 5,700 - according to an article in the Inquirer.

The article goes on to say that a total of 6,445 Filipinos took the Korean Language Test (KLT) in various testing centers nationwide, a requirement by South Korean government for hiring. He said the examinations conducted in Manila, Pampanga, Baguio, Cebu, and Davao by the Korean Human Resources Department went smoothly, with no reported negative or unfavorable incident.

Roque said 3,344 examinees took the KLT in Manila, 2,076 took it in Pampanga, 554 in Baguio City, 310 in Cebu, and 161 in Davao.

The labor chief said hiring resumed only recently after South Korea strictly enforced the requirement that prospective OFWs take and pass the country’s language proficiency test.

He reiterated that many Korean employers still prefer Filipino workers, adding that a second KLT will be given around the fourth quarter of the year.

He said that under the Employment Permit System (EPS) of Korea, foreign workers earn an average of $1,000 a month.

In a related development, Roque said preparations are on for the signing of an implementing arrangement for the implementation of Korea’s Returnee Support Program for OFWs.

Roque said this program is patterned after the National Reintegration Program of the Philippines in which returning OFWs are given a chance to smoothly join the mainstream of society with assistance to training and livelihood programs.

He said Korea’s Returnee Support Program has two components; technical training onsite, usually on Sundays, for business or employment, and job referral to RP-based Korean companies (for returning workers).

Roque said that last year, as an enhancement of its assistance program for foreign workers, the HRD established caring centers nationwide to provide temporary shelter, food, and counseling to workers who have been let go and are looking for new jobs.

To address the language issue, Roque said Korea’s HRD likewise launched last year the three-way phone conference where the worker can talk to his employer through an interpreter.

Monster's Interview Tip on How to "Tell Me More About Yourself"

Here's another cool article from Monster.com on how to get through a successful interview. Tell me about yourself, is one of the most commonly asked questions. It's normally the first one too.

Your response to this request will set the tone for the rest of the interview. For some, this is the most challenging question to answer, as they wonder what the interviewer really wants to know and what information they should include.

Eleanor dreaded this question. When it was the first one asked at her interview, she fumbled her way through a vague answer, not focusing on what she could bring to the job.

"I'm happily married and originally from Denver," she began. "My husband was transferred here three months ago, and I've been getting us settled in our new home. I'm now ready to go back to work. I've worked in a variety of jobs, usually customer service-related. I'm looking for a company that offers growth opportunities."

The interview went downhill after that. She had started with personal information and gave the interviewer reason to doubt whether she was an employee who would stay for very long.

* She's married, and when her husband gets transferred that means she has to leave; she did it once and can do it again.
* She has some work experience with customers but didn't emphasize what she did.
* She is looking to grow. What about the job she is applying for? Will she stay content for long?

The secret to responding to this free-form request successfully is to focus, script and practice. You cannot afford to wing this answer, as it will affect the rest of the interview. Begin to think about what you want the interviewer to know about you.

Focus

List five strengths you have that are pertinent to this job (experiences, traits, skills, etc.). What do you want the interviewer to know about you when you leave?

Eleanor is strong in communications and connecting with people. She has a strong background and proven success with customer relationships. Her real strength is her follow-through. She prides herself on her reputation for meeting deadlines.

Scripting

Prepare a script that includes the information you want to convey. Begin by talking about past experiences and proven success:

"I have been in the customer service industry for the past five years. My most recent experience has been handling incoming calls in the high tech industry. One reason I particularly enjoy this business, and the challenges that go along with it, is the opportunity to connect with people. In my last job, I formed some significant customer relationships resulting in a 30 percent increase in sales in a matter of months."

Next, mention your strengths and abilities:

"My real strength is my attention to detail. I pride myself on my reputation for following through and meeting deadlines. When I commit to doing something, I make sure it gets done, and on time."

Conclude with a statement about your current situation:

"What I am looking for now is a company that values customer relations, where I can join a strong team and have a positive impact on customer retention and sales."

Practice

Practice with your script until you feel confident about what you want to emphasize in your statement. Your script should help you stay on track, but you shouldn't memorize it -- you don't want to sound stiff and rehearsed. It should sound natural and conversational.

Even if you are not asked this type of question to begin the interview, this preparation will help you focus on what you have to offer. You will also find that you can use the information in this exercise to assist you in answering other questions. The more you can talk about your product -- you -- the better chance you will have at selling it.

Of Weaknesses, Salaries, Your Previous Job, The Next 5 Years, and Why You Should Be Hired?

Nicole Williams of Monster.com talks about five of the most difficult interview questions and gives us an idea of how to answer them. Hope this helps everybody. Read the original article here

1. What is your biggest weakness?

Questions like these, says Denham, are asked so that interviewees admit a weakness that justifies their being shown the door. He recommends responding with: “I have a tendency to say yes and get overcommitted.” Then follow that with an example of how you are working on prioritizing and setting personal limits. Never draw negative attention to yourself by stating a weakness that would lead an employer to think you are not the best person for the job, Denham says. “The focus of your interview should be on your strengths,” he says.

2. What salary do you think you deserve?

“The person who states the salary is the loser,” says Denham, explaining that if you are the first to throw out a number, the number you give could be less than what the employer was planning to pay. Wait for the employer to give a range, and when it does ask you for a figure you expect to be making, choose a salary that is higher than the median they provide. Use online tools and resources to find out what you can realistically expect. Also, don’t talk salary on the first interview.

3. Why should I hire you?

For this one, Denham says it’s important to prepare before the interview. “Go back to your resume and look through it for the three to five things that make you outstanding,” he says. These qualities should accent your work ability, like “I’m a hard worker” or “I get things done.” You have to demonstrate a track record of results. “The notion is that past performance is always the best predictor of future performance,” Denham says.

4. What didn’t you like about your last job?

The employer who asks this question could be looking for you to answer with something that would indicate a weakness of yours, once again in an attempt to eliminate you. So while it may be tempting to trash your boss or complain about the hours (they expected me to be in at 8 a.m.!), try answering with something like this: “I did not feel my responsibilities were challenging enough.” Then the employer will feel confident that you are ready for whatever they may throw at you.

5. Where do you see yourself in three to five years?

The worst answer you can provide to this one, Denham says, is “I have no idea,” even though that might be the truth. “It’s basically like saying, ‘I have no idea what I’m doing with my life and I have no idea how long I’ll stay with this job,’” Denham says. Try a response like “I’ve done a lot of self-assessment, and what I’ve learned about myself is that I want to make a commitment to this career and I want to build my career here.”

Nurses and Engineers: Increased Job Opportunities in New Zealand and Australia

Saw an article on Manila Bulletin recently that says nurses and engineers are still being welcomed in New Zealand and Australia with increasing demand for overseas workers. This came with the ASEAN-Australia-New Zealand Free Trade Agreement (AANZFTA). Aren't they lucky! I think I'm in the wrong line of work

Last week, the Cebu Chamber of Commerce and Industry (CCCI) partnered with the Department of Trade and Industry (DTI) to raise awareness on the benefits of the agreement to the Cebu business community through a seminar held here.

According to the agreement, New Zealand will allow up to 100 Philippine nurses to work there as registered nurses at any one time for a period of three years.

Nurses will be given working visas even while they are undergoing the required bridging courses and exam.

New Zealand will also allow up to 20 Philippine farm managers and 20 Philippine engineering professionals to enter the country at any one time for a period of three years.

New Zealand Ambassador to the Philippines Andrew Matheson disclosed that the New Zealand government has also agreed to work with the Philippines to help develop the local dairy industry, an industry that currently supplies only about one percent of this country’s demand.

New Zealand and the Philippines may also enter into negotiations for a reciprocal working holiday scheme open to up to 100 citizens of each country. This will allow young people to stay for up to a year and work to support their extended vacation.

The Ambassador also announced that New Zealand, subject to certain conditions, would allow the entry of independent professional service suppliers for up to one year, and entry of business visitors, installers or servicers for up to three months in any calendar year.

“The trade negotiators have done their jobs and it is now up to businesses to take advantage of this agreement and let the benefits of the AANZFTA flow through to businesses and consumers,” said Matheson.

Biggest Summer Job Fair in Cebu - Job Seek 2010 in SM CIty Cebu May 28-29

Here's a repost from Inquirer.net on one of the major job fairs in Cebu this time of year. Job Seek 2010 will be held in SM City Cebu on May 28-29 at the Cebu Trade Hall.


Dubbed “Jobseek”, the event is in line with the government's thrust for the private sector to actively participate in nation-building by providing employment to the people.

This is also an opportunity for companies looking for premier candidates to meet job seekers in the region.


For a very minimal cost, companies who want to join the Jobseek may expect a wide range of privileges before, during, and after the event.


Jobseek also happens on July 30-31, Sept. 24-25 and Oct. 29-30. Those interested may visit the SM Administration Office at the second level of The Northwing or call Mayen Fortuna at 2319851 or 2313446 to 47

Things You Probably Didn't Know About The IT Job

Everyone's into IT these days. And why not? They pay's good, the job is in demand and it's the wave of the future. But of course we still hear complaints all around because despite the high pay and the high profile and advanced technology, there are still a lot of down-sides to the IT job.

Here's an article from ZD Net that discusses if the best IT job exists

Even though being a systems engineer nets you what has been deemed the best job in the United States, recruitment experts in Singapore point to the ups and downs of being an IT professional.

Earlier this month, a study conducted by Focus.com ranked being a systems engineer as the best job in the U.S., ahead of other professions including physician assistant, college professor and nurse practitioner.

While local experts ZDNet Asia contacted were unable to pin down a specific IT role that should be the most sought after in Asia, they did offer some thoughts as to the pull and push of various industry positions, based on indicators such as remuneration, work hours and job security.

Demand for role and job security

The good: Tay Kok Choon, head of strategic sales development at JobStreet.com Singapore, told ZDNet Asia in an e-mail that the general demand for IT skills remains "very high". This, he explained, is because aside from traditional application development, many industries such as healthcare depend on IT professionals to improve their customer care and services.

Brian Richards, who heads Kelly Services' IT resources business unit, also noted that those in "hard-core" technical roles or who have specialized skills tend to be recession-proof. "For example, deploying top talent [to develop] efficient applications and provide effective support for systems would be even more important during a downturn when dollars and cents and productivity are closely scrutinized," he said in an e-mail.

The ugly: The more "generic" skills, such as project management, tend to be vulnerable during an economic downturn, added Richards.

Pay, perks and progression

The good: According to Richards, IT jobs within the financial services and IT consulting sectors tend to accord higher salaries, even though bonuses in these verticals saw a "noticeable dip" in 2009 due to the economic slowdown.

Perks and incentives, he said, tend to be higher in specialist areas such as information security, as skill sets are not readily available but nonetheless critical. Another group that receives better perks is senior project or program managers whose roles have a direct impact on business operations.

IT candidates, Richards added, can "pursue careers purely along the technical path, eventually moving into middle- to higher-level positions such as IT director, CIO and CTO, regardless of whether they come from support, infrastructure or application development backgrounds". They may also broaden their experience by taking on "hybrid" roles that require technical skills as well as functional, domain or business experience. Such expertise could eventually lead them to assume senior positions such as COO.

According to Robert Walters' Global Salary Survey 2010 released in February, there will be upward salary adjustments for several IT positions in Singapore this year. The designations include IT risk and compliance director whose salary range is expected to be from S$160,000 (US$113,840) to S$280,000 (US$199,220), up from S$150,000 (US$106,725) to S$250,000 (US$177,875) in 2009. Service delivery managers can also look forward to remuneration of S$130,000 (US$92,495) to S$160,000 (US$113,840) in 2010, an improvement over S$120,000 (US$85,380) to S$140,000 (US$99,610) last year.

When it comes to contract positions, Axer Goh, Robert Walters' manager for IT contract division, said IT specialist roles are the most highly paid in Asia. Those in these roles also have the luxury of selecting projects and working in a new environment with every assignment.

JobStreet.com's Tay noted that many IT roles have a regional responsibility which allow employees to develop softer skills, such as managing cultural and solutions diversity.

The ugly: Robert Walters' Global Salary Survey 2010 stated that roles including director for service delivery, EAI (enterprise application integration) middleware specialist and software engineer can expect to see their maximum salary dip by about S$10,000 to S$20,000. No reasons were given for this forecast decline.

Working hours

The good: Kelly Services' Richards said non-IT support roles tend to operate within office hours, even though the average number of hours worked a day is around 10 to 12.

The ugly: "Occupational hazards" of IT professionals, he noted, revolve around work hours. Firstly, tight timelines and thin budgets typically call for IT professionals to clock longer hours and face tighter timelines than their counterparts in business roles. Major IT systems implementations also typically happen during non-working hours over weekdays, weekends and public holidays so as to minimize business downtime.

IT support jobs also tend to incorporate shifts due to the "follow the sun" nature of system support roles in global organizations, added Richards.

JobStreet.com's Tay pointed out that IT professionals need to be not only fast, but also thorough in their work. "The QA (qualitative analysis) process that was deemed applicable traditionally may no longer be sufficient in today's context. An IT professional needs to stay alert [and] be passionate about his role to reduce incidents of mishap," he said.

Top Three Interview Questions And How You Should Answer

Wondering what they'll ask you during your interview? Here are the top three interview questions practically all interviewers ask during job interviews. More experienced (and senior) interviewers will go through your resume in detail and will jump start questions from different sections like where you previously worked, what you used to do.

The questions here are more the generic type that most likely an HR person will ask. As you go through the door, take note that the HR personnel is the gate-keeper. You are more often than not, not going to get to the boss if you are rude to the human resources department.



1. Tell me something about yourself

This is a natural question given the interviewer has no clue who you are. This is also a way to test your eloquence at presenting yourself.

The ideal answer here should be relevant to the position your applying for and should be brief but concise. Don't delve into your childhood or how well you play siatong. Be smart - put your best foot forward

2. What are your strengths and weaknesses

The key as always is to be honest. You don't need a job interview to tell you that. Your strengths and weaknesses will be recorded and referenced once you start or they will be cross-referenced when they do your background check

You HAVE to mention a weakness. There isn't a person in the world without a weakness so might as well be straight forward. But of course note how you are improving or the steps you've taken to improve

3. Why should we hire you

Now to be able to answer this accurately, you will need to do some initial research on the company and the position you're applying for. You can't just mouth off on all your skills (which may help sometimes) but instead of shooting in the dark. Your answer should be precise. Note the need of the company via your position. Understand what the company does and show your interviewer that you did look them up - this will definitely impress them.

These are just some of the secrets to getting hired. Stay tuned for more updates

Secrets Companies Don't Want You to Know about Sign-up Bonuses

Really the sign-up bonuses these days are just off the charts! I just saw one from Telus PLDT that was P 40,000! Amazing! I hear People Support gives out rather hefty sign up bonuses as well for specific accounts.

Employees and would-be applicants would do well to know what they're getting into before being blinded by such up front efforts to purchase their "skills." Here are some secrets that BPO companies don't what you to know about sign-up bonuses

1. I was told by a BPO company's president that the reason for this is that they want experience call center agents in the door, and they want them quickly.
2. These companies don't have or don't want to invest in training so you shouldn't expect much coming in the door
3. The average monthly compensation won't be as high - they just want you through the door
4. There is usually a bond to these sign-up bonuses. You don't get them for nothing. Companies will have you commit to staying for six months/ a year/ or perhaps for the duration of the account.
   

Depending on the deal, be careful about what you're getting into. Ask about the fine print on the sign-up bonus deals.

Three Most Popular Online Job Sites

I've often encountered a lot of people looking for job opportunities abroad and I don't blame them. But the first question to ask is, "How do I find jobs abroad?" It's never a good idea to leave the country without a plan or without options/ opportunities in place that would help you start your new life in a new country

Here are a number of online job sites which I have been able to collect over the years. There are some other requirements of course that you'll have to complete on your own.

Of course there are the most popular three local sites in the Philippines

1. JobStreet.com - they have about eight locations and I think they're pretty active here in the Philippines - their locations are all in Asia though. Haven't received feedback on people getting hired outside the Philippines but the local traffic is quite high I hear
   





2. Jobsdb.com is another big local site that supports about twelve countries. The site is available in Asian and Western countries. The website is a lot more complicated but I would think they have a lot more job listings

1. Bestjobs.ph is the only non-paid job site I think. Other job sites have paid versions/ services. There are a number of companies there as well. Interface isn't as sophisticated as previous two though. There are a number of opportunities abroad - like Dubai and the US but not as neatly laid out. Probably because it's free
   

I'm in no way connected to the above mentioned companies and am not getting referral fee or anything like that. This is just my personal option of the most popular online job sites, based only on my personal experience.

Four Rules To Answer The Toughest Interview Question

In interviews, I've noticed one of the toughest questions to answer is "What is your greatest weakness?" Simply because your answer can work against you and the inability to answer is also by itself considered a general weakness. I looked up Shine.com - a job site, and this is what they had to say on the subject

Read the complete article from Shine.com here:

From blatant... 'greatest weakness'; 'weakest attribute'; 'most significant failure' to soft 'what might your previous employer say? even softer 'you certainly seem to have a lot of strengths, but we understand no one is perfect' The question will come one way or another, everyone knows it, yet still befuddled by it. There have been many Rules of Thumb developed over the years, from making light of the question with an answer like “Pizza!” (Do not pass go; do not expect a job here) to true confessions, putting a cloud over everyone, to developing a response that actually demonstrates a strength: “I tend to be a workaholic” or “perfectionist” (Yuk!)

I find many Rule of Thumb to be off the mark and misleading. What may be good for one may not be for another. That is not to say there are no rules that can be applied; there are. Just choose your medicine carefully.

So the 4 rules when answering this interview question are:

Rule#1: Stay Positive…Always! “What’s your greatest weakness” is your opportunity to shine. One way is to demonstrate that you are a positive person by nature. Everyone likes a person with a positive nature, right? Remember you are in the interview to make yourself desirable for hiring, so you might say, “I rarely sit there and think of myself in those terms, nevertheless, I do want to respond to your question” or something on those lines. Notice by the way I did not say “I rarely sit there and think of my weaknesses”. Okay, I take it back. Here’s a rule of thumb that always applies: Do not use or repeat negative terms, even if the interviewer throws it out there.



Rule#2 No Superlatives! Keep it singular. Superlatives such as “weakest” or “worst” or “biggest” indicate the greatest degree of whatever is it describing. “Worst weakness” is the weakness of the highest degree implying there are other weaknesses of varying degrees but weaknesses nonetheless. That begs the question “what are some others?” Likewise, “need most to improve” implies there are others areas for improvement. In any case, try this as an alternative: “If I had to come up with one…” (No negatives; no multiples).



Rule#3 No Absolutes! The absolute, as in “my weakness is…” states that the weakness exists unconditionally: Utterly fixed and not likely to change. Wow! Wouldn’t it be better to be a little less restrictive, something more conditional like “it could be that I am…” Conditional responses suggest you yourself are not completely convinced of it. This type of response also accomplishes what the bungling technique of using a “strength” to describe a weakness consistently fails to achieve – that your “weakness” may not be a weakness after all.



Rule#4 Keep it real! Your “weakness” should be one (singular) that is subjective – of your person. Humanize it! “If I had to come up with one (singular) it might be (non-absolute) somewhat (qualifier) of a lack of internal patience (human)”. Continuing … “I seem (unconvinced) to have strong tendencies to expect the same from others that I do from myself (human). Not just in terms of results – I’m smart enough to realize that not everyone has the same level of skill, abilities and education (real) … I do however, expect others to give their best effort, and if that’s not there, then yes, that might (conditional) bother me to some degree” (Ah! … “bother me to some degree” … human, non-absolute, qualifier, and conditional … Don’t you love it!) Another tact, similarly keeping it real, could be an incident resultant of some area where improvement was needed (potential weakness) that turned out to be a learning experience and later grew into a personal asset, thus giving you, once more, an opportunity to showcase strength.

The Abu Dhabi Job Fair

An article from UAE's The National posted that of a recent job fair in early February where drones of people arrived from all over the world

Some people are looking for better opportunities while some are just picking up from there whey were laid off. I don't think it's much better out there than it is in the Philippines. So think clearly people before you pack those bags.

The Tawdheef recruitment fair, which runs until Thursday, began at the Abu Dhabi National Exhibition Centre, ostensibly to showcase the opportunities available to young Emiratis.

However, workers from the Philippines and India also turned out in droves to interview with local human resources firms and to find more stable employment as the fear of layoffs continued to mount.

“We would like to find a job with accounts. Our present employer is a small travel agency,” said Rosella Franco, 28, who was filling out an application at the fair alongside her husband. Both are from the Philippines.

She said they were looking for a job within the government sector because they are concerned about their prospects in the smaller firm.

“We started to worry because of the recession,” she said. “I feel that if I can find a government job, that will provide a good future for my family.”

Ian Giulianotti, the director of Nadia recruitment, said the job market has changed dramatically over the past 18 months.

“Before, if you had an open house, the people looking for a job would be unemployed,” he said.

“It’s a matter of supply and demand. If you came to me 18 months ago and said, ‘I need a secretary,’ you would get three CVs and you would have to make a decision within three days. Then you would have to offer 50 per cent more pay,” Mr Giulianotti said. “Now if you ask me for a secretary, you’ll get between five and 10 CVs and you could make an offer that was non-negotiable.”

The instability of the market has also led to non-payment and job insecurity, he said.

“People are sitting around, noticing companies not doing well and they ask, ‘should I jump before I’m pushed?’”

Should Your Resume Have Two Pages? Or Just One?

I've been asked so many times what would be the ideal length for a resume. This article from Monster.com answers this question nicely by enumerating the pros of each one



Pro: One-Page Resume

“Ideally, your resume should be one page, because recruiters and managers have short attention spans,” says Jennifer Brooks, senior associate director of the MBA Career Management Center at UNC Kenan-Flagler Business School in Chapel Hill, North Carolina. “It’s your ad; it doesn’t have to be comprehensive. If you feel the need to write down everything you’ve done in your entire career, you’re not thinking about the buyer, who just needs to know what’s relevant.”

Her tip for keeping your resume short and easy for the “buyer”: Use a summary statement. “It’s better than a career objective,” she says. “It’s what you want me to know about you in a nutshell. That makes it easy for recruiters to know your focus and your skills.”

Dani Johnson, author of Grooming the Next Generation for Success, agrees. “If you have a long work history, know that most people don’t read what you did 10 years ago,” she explains. “Put the focus on your most recent accomplishments, and if you have skills that repeat from one company or job to the next, state ‘same as above as well as these’ to save room.”

Pro: Two-Page Resume

While everyone agrees shorter is better, it’s a fact that some of us will need longer resumes. If you’ve got a lot of varied experience or a long career, you may well need more space to tell your story.

“Two pages may be OK,” says Paul C. Green, a former hiring manager and the author of Get Hired. But three or more pages is too much. The best way to present your career information is through a chronological resume format with bulleted skills listed below each position.” One exception: Any skills that are relevant to a particular employer or are in demand in today’s workplace, like critical-care nursing, nanotechnology or eliminating environmental hazards, for example. For maximum impact, list these skills in your resume's career summary.

Kim Isaacs, Monster's Resume Expert and director of ResumePower.com in Doylestown, Pennsylvania, says even if you’re going long, stay focused on what’s most relevant to prospective employers. “Let go of information that doesn’t help win job interviews,” she says. That includes positions held long ago, outdated accomplishments, old training and hobbies. She also suggests putting effort in your presentation. “Design is equally as important as resume length and content. A one-page resume that’s crammed with information is less desirable than a well-organized two-page resume that is easy to read and digest.”

Compromise on Resume Length

Like any good argument, there is a middle ground solution, according to Chris Laggini, vice president of HR for DLT Solutions, an IT reseller and service provider in Herndon, Virginia. “Recruiters read for speed," he says. "They are on a minute-long word hunt for certain titles, skills and years of experience. Hiring managers read for detail. So, we recommend that you have both a one-page resume for the recruiter and an in-depth resume format to be shared with the hiring manager. In your short version, make certain to highlight keywords and titles referenced in the ad for the position. In the long version, provide the hiring manager with enough detail for them to get an accurate picture of you, what you are capable of accomplishing and what you want from the career path.”

The Final Word on Resume Format

All our experts agree that the key to writing an effective resume of any length is to choose elements carefully. “A good way to filter your experiences is to survey your network on the needs of employers, and sample business articles for common themes of discontent in the workplace” Green explains. “List 10 ways employers are hurting today [and] describe 10 of your skills that you can deliver to deal with them. Use your resume to convert what you have done in the past to what you can do in the future -- then your phone will ring.”

Winsource Looking for 600 Outbound Call Center Agents

Here's an ad from Winsource solutions
They're looking for 600 outbound call center agents
If you'd like to work in Mandaluyong City, you can contact them from the info in the pic above
Ideally you should have

• 6 months experience or more since they pay premium for agents with more experience
• Preferably with Sales & Credit Card extraction experience
• Excellent English communication and comprehension skills
• Computer literate
• Fresh graduates welcome
  

Top 10 Resume Mistakes

Here's a cool article I found on Monster.com on 10 resume mistakes you should avoid.

1. Typos and Grammatical Errors

Your resume needs to be grammatically perfect. If it isn't, employers will read between the lines and draw not-so-flattering conclusions about you, like: "This person can't write," or "This person obviously doesn't care."

2. Lack of Specifics

Employers need to understand what you've done and accomplished. For example:

A. Worked with employees in a restaurant setting.
B. Recruited, hired, trained and supervised more than 20 employees in a restaurant with $2 million in annual sales.

Both of these phrases could describe the same person, but the details and specifics in example B will more likely grab an employer's attention.

3. Attempting One Size Fits All

Whenever you try to develop a one-size-fits-all resume to send to all employers, you almost always end up with something employers will toss in the recycle bin. Employers want you to write a resume specifically for them. They expect you to clearly show how and why you fit the position in a specific organization.

4. Highlighting Duties Instead of Accomplishments

It's easy to slip into a mode where you simply start listing job duties on your resume. For example:

* Attended group meetings and recorded minutes.

* Worked with children in a day-care setting.

* Updated departmental files.

Employers, however, don't care so much about what you've done as what you've accomplished in your various activities. They're looking for statements more like these:

* Used laptop computer to record weekly meeting minutes and compiled them in a Microsoft Word-based file for future organizational reference.

* Developed three daily activities for preschool-age children and prepared them for a 10-minute holiday program performance.

* Reorganized 10 years worth of unwieldy files, making them easily accessible to department members.

5. Going on Too Long or Cutting Things Too Short

Despite what you may read or hear, there are no real rules governing the length of your resume. Why? Because human beings, who have different preferences and expectations where resumes are concerned, will be reading it.

That doesn't mean you should start sending out five-page resumes, of course. Generally speaking, you usually need to limit yourself to a maximum of two pages. But don't feel you have to use two pages if one will do. Conversely, don't cut the meat out of your resume simply to make it conform to an arbitrary one-page standard.

6. A Bad Objective

Employers do read your resume's objective statement, but too often they plow through vague pufferies like, "Seeking a challenging position that offers professional growth." Give employers something specific and, more importantly, something that focuses on their needs as well as your own. Example: "A challenging entry-level marketing position that allows me to contribute my skills and experience in fund-raising for nonprofits."

7. No Action Verbs

Avoid using phrases like "responsible for." Instead, use action verbs: "Resolved user questions as part of an IT help desk serving 4,000 students and staff."

8. Leaving Off Important Information

You may be tempted, for example, to eliminate mention of the jobs you've taken to earn extra money for school. Typically, however, the soft skills you've gained from these experiences (e.g., work ethic, time management) are more important to employers than you might think.

9. Visually Too Busy

If your resume is wall-to-wall text featuring five different fonts, it will most likely give the employer a headache. So show your resume to several other people before sending it out. Do they find it visually attractive? If what you have is hard on the eyes, revise.

10. Incorrect Contact Information

I once worked with a student whose resume seemed incredibly strong, but he wasn't getting any bites from employers. So one day, I jokingly asked him if the phone number he'd listed on his resume was correct. It wasn't. Once he changed it, he started getting the calls he'd been expecting. Moral of the story: Double-check even the most minute, taken-for-granted details -- sooner rather than later.