The Official Blog of Benifys HR Solutions

People change, fact of life. And organizations change too, much like a evolving mass of ideas in a constant state of flux. Trouble brews when the lines connecting the goals of an individual to that of an organization diverge and go out of alignment, add to that the job hopping typically associated with Gen-Y folks and an entire generation of baby boomers heading towards retirement – and you have a whole lot of leaving coming around (pun intended). But, as any seasoned HR Pro will agree, not all people have an equal capacity to maintain their maturity when it comes to letting go. Whereas the more wise will leave gracefully, an awful lot will act like a child with an ego hurt; the first question hence comes to mind – “how difficult is it going to be to ask this person to leave and see them through the exit process”. Another factor, and perhaps one that is more important to the employer is “how much will the business be affected negatively if this person leaves?” Let’s equate these factors against each other as a measure to assess an employee’s work style based on the way they behave while parting ways.

Peaceful Impacter – These individuals are usually very understated, and most likely introverts. But that does not mean their work has to be understated too; because of the highly efficient methods they deploy at work (by coming up with creative solutions) and their adaptable nature… it becomes very is hard to find faults with their work. In fact, it’s your turn to be alarmed if this person leaves or is contemplating leaving your organization, because they will do so in a very matter-of-fact manner once they make their mind up.

1. Needs their space.
2. Will work uninstructed in ideal conditions.
3. More likely to come up with breakthrough ideas.
4. Might seem arrogant and indifferent on the surface.
5. They strive to find meaning in their work.

Arrogant Influencer – It is said that in organizational life, one can either have freedom from others or influence over them. Never both things at the same time. Individuals in this quadrant choose to exert influence on others as opposed to enjoying freedom from them, they control people and get work done through them (and that’s the impact they bring). Being arrogant, like micromanagement, is often not a choice, it’s a conditioned thought pattern. Needless to say, the tolerance for such employees differs based on the organizational climate.

1. They need people to listen to them.
2. Will seem inseparable from the organization.
3. Can be, and mostly will be pushy.
4. Yields authority, of that, there is no doubt.
5. More likely to delegate, direct or supervise work.

Drama Queen – They have quaint and frail self-image, like they are living in some kind of a dreamland, of which they are the respective prince or princess. They should have probably taken dramatics as a career since they obviously have a flair for it. Anything work related is not really their forte, they are full of acts (pun intended) as long as you don’t expect them to work or ask them to quit. If and when you do either one of those things – you are in for a live workshop of high emotion drama. Don’t argue much with them – they have an undue sense of entitlement, others just have to live with it.

1. Cannot work 9 to 6 faithfully even if life depended on it.
2. Might be paranoid and have delusions that they are being discussed and scrutinized.
3. Will expect people to take care of their needs without saying them.
4. Needs a thorough reality check, either through introspection or intervention.
5. More likely to spill coffee in a conference and create a scene, or just create a scene with anything.

Useless Bystander – The ones seated bang at the middle of the conference table, and will switch to whichever side of the table as dictated by the status quo. The main motive that fuels their actions is to keep things running the way they are, for better or worse. Why they behave the way they do can have so many endless explanations that it deserves a post of it’s own. They will leave the organization as easily as they came in, the the difference to the overall scheme will not be noticeable. Why does this work? Because at least there is no unrequired theatrics and in their defense – they provide a balancing effect.

1. More likely to not do anything of great significance.
2. Might prove useful in diffusing situations where serious conflict arises.
3. Will stick to sides, whichever side seems better in a given situation.
4. Can have a really long and healthy career despite incompetence because they never fix what’s not broken.
5. Needs to be a little more opinionated – to fight like they are right and listen like they are wrong.

Why do we think of energy in conventional terms? With right approach and motivation, humans can be as charged.

At the ripe old age of 81, Lal Krishna Advani of the Bharatiya Janata Party had to travel to several places by air in the summer heat in the previous two months, as he was projected as the prime ministerial candidate by his party. When the Hindustan Times tried to probe the secret of Advani’s energy, he replied, “Food and sleep are two things I need very little of.” Advani’s frugal diet of curd and fruits would perhaps make him feel more energetic, since he has to travel a lot.

One often comes across the expression “saving time, money and energy” quite often. However, though it is possible to bump across articles and power point presentations on time and money management, energy management from an individual’s perspective are relatively rare to come by. When it comes to energy, we generally think of thermal energy, solar energy and nuclear energy etc.


Energy From Passion

One’s chances of success improve with the degree of high energy levels that one is able to generate and sustain throughout the day. Apart from one’s energy level, this would also depend on one’s interest in one’s work. The more passionate one is about one’s work, the more energetic one is likely to feel throughout the day. The grand old man from Bollywood, Dev Anand, who at the age of 85 is contemplating a new film called Chargesheet, has this to say in this context; “No drug can turn you high as your own work. I am always on the high. You cannot enjoy your life unless you enjoy your work.” Perhaps this is why the word “ever ebullient” is used for Anand since he epitomises the expression”zest for life”. One certainly needs to be charged up to make Chargesheet at 85. UK-based website http://www.careerenergy.co.uk/index.shtml states, “The key to a successful career lies in understanding four things: What we are good at, what we enjoy, what matters to us in life and what motivates us at work.” In the book Lead to Succeed, the authors states, “Each of us is pure energy and it is our personal responsibility as to how we direct that energy. When we involve ourselves in something that is not of interest to us, we are not channeling our energy effectively. Entrepreneurial leaders naturally raise the energy levels of people within an organisation because they ensure people are able to focus on what they are best at. Energy is always higher when what you have to do is what you want to do.”

Right Approach

In a more practical context, it may not be possible for everybody to be in the work that he enjoys doing, is good at, is motivated by or is in congruence with what one believes in. If this is the case, then drive and energy become two different factors unlike what is mentioned above. If you are not driven by your work, energy management becomes a top priority as it is bound to mitigate suffering. The choice of work may not be within one’s control but how one approaches one work is definitely within one’s control and one can try and generate and sustain high energy levels.

People like Advani or filmstar Shah Rukh Khan may need very little sleep but for an average person, getting a good night’s sleep is the first step towards high energy levels. One gets to read off and on how Yoga is very good for depression as well because of the secretions of the endocrine glands that are caused by the various Asanas. The problem is that unless one is really passionate about Yoga, it can be quite boring.

It is better to play one sport, in which one is interested in, regularly and with intensely but if that is not possible, one can combine different forms of exercises than merely depend on Yoga. We are witness to the fact how our sportspersons in many categories have the talent but do not have the endurance to give good performance consistently. Talking of sports reminds me of a lady with whom I play Tennis on the weekends. I have seen her play non-stop for four hours in peak Summers several times which is surprising, since she must be somewhere in her mid-fifties. She also claims to do Yoga or cycling for one and a half hours on occasions, going on marathon runs, doing all the housework by herself (including washing cars) when the servant is not around etc. I found that her knowledge of exercise and nutrition was quite exceptional. Eventually it all boils down to good energy management.

Energy Drainers

There is a saying in management that arriving is more difficult than striving. Similarly, generating high energy levels in one thing, sustaining them is another. Energy drainers apart from the work itself are work relationships and bad office habits.

One is lucky if one is able to consistently work, with those people with whom one is able to bond better, but that is not often the case. Arguments are major energy drainers and one can try and avoid them to the extent possible but many times, one has to take a stand and one is perhaps better off with learning argumentation techniques or how to be assertive without being aggressive. This is normally done for good inter-personal relations but also helps prevents energy for being drained in futile verbal battles.

Right Questions

In February, I attended a three day seminar of Results coaching system, from where I learnt that coaching is about asking questions to a person about his own thinking about a particular dilemma in a manner that the solution comes from him rather than telling him or advising him what to do. Their book called Quiet leadership says, “The more successful a person is, the less you can tell him what to do and the more you can help them think better for themselves.” It reminded me of one quote from Sir Winston Churchill, “Personally I’m always ready to learn, although I do not always like being taught.” This is a common day-to-day situation which causes friction.

I realise that asking questions even in general and not just coaching situations causes less friction than going around advising or telling people.

On listening to one of the recordings on coaching, I heard someone say that in their view, coaching was one of the ways to move towards silence. That reminded me of meditation.

According to an article Energy is the real healer in The Times of India, Paramhamsa Yogananda described the body as a battery. He taught that we need to learn to recharge the battery by drawing more on the divine source of energy. By consciously attuning with the healing forces of the universe, one could feel a dynamo of power flowing through one’s body. Prayer and meditation are a means to draw energy from that divine source.

In addition, silence and fasting can also help in quieting the mind.

Ayurveda speaks of Vata, Pitta and Kapha tendencies and having a pacing and restless mind is indicative of the Vata mind which should be avoided. One has to be careful currently because the pace at which change is taking place, are arousing Vata tendencies in even people with other dispositions. In negative moods, they can prove to be disastrous, apart from being harmful in positive phases, as well when they go out of control. Lifestyle also plays a major role in keeping oneself calm.

Back to Basics

In his wonderful book Success v/s Joy, seven-time world billiards Champion Geet Sethi describes how the standard of his game fell after his lifestyle had become dissipated and fragmented when he was overcome with materialism and acquisitiveness. He went back to the basics and his performance peaked when his mind became calm. He describes how a disciplined lifestyle helps in developing will power and concentration, which for all practical purposes is mental strength. Apart from that, what one eats, as also chewing food properly, has a significant effect on the mind, which reminds of the famous saying “Avoid hurry, worry and curry.”

The medical profession has begun to realise that energy is the real healer. The old approach is to kill the disease by attacking it, using medicines, radiation, surgery etc. The new approach strengthens the organism so that it won’t be vulnerable to disease, using herbs, diet, exercise etc. In order to make ourselves immune to disease, we must learn to strengthen the flow of energy in us and remove obstacles to its flow. The basic thing is to remove energy blockages — trains in Japan and Germany move at 500 miles an hour because of the concentrated force of superconductivity or electrons moving in one direction without any resistance. Reiki and Pranic healing are highly specialised energy healing systems and would probably justify a separate article devoted to them.

The Tight Spots

Coaching is one strategy but how one reacts to situations during the day is the most important factor in conserving energy. An acquaintance in the US told me, “People in India are so emotional that when we come on vacation, everybody in me and my wife’s extended family expects us to visit them, which is not practically possible. Therefore, I myself throw a party to gather everybody at one place, which saves time and energy considerably. I am not bothered about people who do not agree with this.” Though this indicates emotional fortitude, it is practical emotional intelligence in action.

I have often heard people say that one can’t change people but can only change one’s responses to them. That may be true for certain situations but one should effect change in others whenever possible. This is true both in personal and professional life. I read in a Harvard Business Review book how the management should try and modify the behavior of six personality types when excess of the behavior pertaining to each type starts to prove counterproductive. The book Power of Now says it very well, “If you find the current situation intolerable, you have three choices — remove yourself from the situation, change it or accept it totally.” In my view if there is a mistake in reading the situation and responding to it correctly, there is considerable waste of energy. Acceptance of severe tragedies is never easy and in absence of a sufficient level of acceptance, Yoga and meditation remain mere tools and techniques. The better the acceptance, the sooner one can get to normal energy levels and is able to sustain them.

This article is written by Hiren Shah and was published in the October issue of Management Compass.

In the fast paced urban life of today, people are expected to play many different roles depending on the situation, time or place they find themselves in. For example if you are an aggressive go-getter, you would not think of showing the ‘my way or the highway’ side of yours in a PTA meet at your child’s school, or would you? The truth is that there are some traits in our personality that are invariably constant, our responses remain the same even though the context might have changed… these could be learned responses or inherent personality traits. Hence the old adage “you can tell how a man is by looking at the way he treats the waiter at a restaurant”.


Without getting into any rights, wrong or judgments, let’s think of the most common places people find themselves in a social environment and then try to extrapolate their behavior in these places into how they are most likely to be in the office environment.


The “I-Own-The-World” kinds

These are the worst kinds to encounter in a cinema hall. They come in with rowdy kids, come in late and stand in front of you waiting to be seated, will crack dirty, loud jokes, oblivious to others, will have their mobiles on full volume, and will make and receive calls during the most gripping scene that the poor director was able to put together. They will utter the best dialogues before the actors who are paid for the job are able to, making the storyline lose all impact for their neighbours. They will probably try to put their feet up on the seat in front, take offence if you ask them to tone down, and might get down to abuses, or worst still fist-fights.

Reminds you of someone at work? Probably, yes. These are the colleagues who will be the noisiest of the lot, disturbing others, talking at full volume in an open seat environment, will shout for the pantry boy the loudest, and scold him if he is a tad late at the top of their voices, keep their mobile phones on during meetings and training sessions, will probably not acknowledge you when you’re sitting in front of them, always occupied with their laptops or their mobile phones. Forgive them, for they know not what they do.


The Mr. Pushy

This person is part of your group – angry, loud and impatient and he does not always know why. He will tell you which movie to see, in what seating area, when to laugh, how much to laugh; and God save you if you let out a chuckle instead of a laugh. He may also feel the uncontrollable urge to recommend what you should eat and so on and so forth, only you both know that these are not really ‘recommendations’.

You can pretty much imagine how this person would be in the office, he’s lurking around somewhere near you to find the next person he can control, now get to work before he catches you reading this, or this is the last thing you’ll do in this office! Conversely, they could also be repressed and undermined in the office by others and then they need to find an outlet, and guess what? That outlet is you, next to them in the cinema hall.


The Lost Soul

You know this type when you see him, outside the movie hall he will have a hard time deciding which movie to go for because he’s not really ‘looking’ at the options when he is looking at them… in short – he’s lost. You know why he’s here? He was pulled by someone else who was very interested in watching a movie – this poor guy has no interest in the silver screen, and he is too laid back to say so. You might catch him sleeping or playing games on his mobile inside – unless, of course, the person who pulled him in was his wife – then he dare not. To pretend to be interested in something that you are not is not an art that sits well on most people, but here you are.

In the office, this person will be reluctant to attend stuff that makes up the corporate niceties but can’t stay away – he’s always pulled in by more “corporate” colleagues. You’ll see him sitting in the corner during birthday celebrations and farewells. He will talk when spoken to, and that too in monosyllables. He’s most likely the happiest in front of his computer or immersed in files. He is otherwise a dedicated worked, but finds himself out of depth when he’s out of his comfort zone, his work.

A variant of this is the guy who is totally engrossed in the movie – a lost soul of a different kind. For him, nothing else matters but the make-believe world of the glamour town. He will sniff for clues after a Sherlock Holmes movie, and have a swagger in his walk after an angry-young-man-will-take-on-the-entire-world flick. Watch out for him, he’s looking to pick a fight and he actually thinks he can take on the entire set of fellow movie-goers at that point of time.

At the office, he has the tendency to lapse into a world of his own – he might show up for a meeting he has to present at and then realize that he does not have the presentation with him, or worse he forgot to make one. He might walk into the office loo and then forget why he came there. He might also think that he can battle the “villain” boss in moments of extreme schizophrenia. Hey, give the guy a break, he’s usually harmless.


The Rule Breaker

These are people who come in late and get the tickets by breaking the queue citing “it’s a sort of an emergency” as a reason, then they insist that the seating assistant point the torch at your face, and when they finally sit next to poor you, you first do not realize that they’re intoxicated… you’ve just seen a rule breaker in action. Sometimes they come in groups, like school kids who come in after bunking their classes, change their clothes and try to act mature – only that they’re really not and you can spot them from a mile away by the ruckus they create.

At the workplace, more often than not these people think that they are somehow special, and that the standard rules of conduct and professionalism don’t apply to them – that is it okay to keep colleagues waiting at a team meeting; that is it just fine if you leave an hour earlier without notifying anyone. Rationalization does not help, you will ultimately just have to put the fear of God into them, or if that is not possible than at least the fear of job.


The Mr. Happy to be here

Not everything has to be about negative stereotypes all the time, if you’re lucky enough you will see this person and you will see him having a good time enjoying himself and making others enjoying along with him. They probably have found the holy grail of work life balance and they’re not afraid to show that they have arrived. At the movie hall they’ll be happy to get you food if you’re hungry, and be considerate enough to ask if you’re having a good time and possibly even drop you home after the movie… now don’t take unfair advantage of them!

Needless to say these are the kind of people dream work teams are made up of, they have the capability to turn around a gloomy atmosphere into a lively one and one that is conducive to co-operative work. For a company is only as good as the people it attracts and manages to retain.

It is said that every person is unique in their own way, but the term ‘unique’ is sometimes misleading. The truth is that everyone of us has come across unpleasant people of various types and degrees in our personal and profession lives, and I bet you won’t like to call them unique (jerks, perhaps?!).

The worst is when you happen to be unlucky enough to deal with these people in a professional setting, because unlike your personal life, you cannot hope to just ignore them and get on with it. In fact, chances are you are working with them in a team or worse still, working under them. Our attempt is to present to you five types of the most troubling, and unfortunately, also the kinds that you are very likely to encounter.

We know there are many more than just these five kinds – people who can become a reason for a severe case of headache; but we’re presenting the kinds that’ll make you exclaim – “hey, I know a guy who’s just like that”.

So write to us and let us know if you know someone like this, share names if you dare – we promise not to publish your feedback if you don’t want us to…

The Intimidator

This person does not want to listen to what you have to say, ever. All he is interested in is getting the work done, his way, and it definitely does not bother him if he has to push some people around or act in an abrasive manner in the process of doing so. Some of them do this because they (genuinely) really want to get work done as they see it as the first priority, but then there are different types here. One of them is also a person who gets his sense of identity by belittling others on a regular basis, which is an unhealthy mindset to say the least. People who come in contact with pushovers more often than not end up losing motivation and consequently their zeal for work.

If you come across people of this kind, catch them in a weak moment (yes, they have them too), or just when you’ve wowed them with a task done ahead of time (push yourself, you can finish a task ahead of time, even with their deadlines), and tell them that you’re losing it (they love it when they hear that they’ve driven someone around the bend, especially the second kinds – it makes them feel closer to being God, which is what they want to be, in their subconscious mind), and that they’re the only ones who can save you from a breakdown. They love to help. With the first kinds, talk to them about how you also value time, and will stop at nothing to get the task accomplished, and that you’re all tense yourself while the task is WIP. If they know that you share the urgency, they’ll lay off slowly. Needless to say, you need to build credibility by achieving tasks within deadlines first.

The Chit Chatter

The ‘chit chatter’ just loves to talk. The amount of damage they can inflict on your company depends entirely on the kind of ‘chit chat’ they indulge in. For some it could just be an innocent one hour discourse on ‘how bad the traffic was today’ or maybe ‘how awesome was a party they went to’, the only problem is that while they satisfy in their compulsive need to talk, they never realize their it’s on the company’s expense; add a few listeners into the picture and you imagine what it does to the business. But still these people do not cause half the damage as the type that indulge in spreading baseless disparaging rumours or malicious content about the company or about someone in particular. There you have a real problem!

While everyone must have their moments of relaxation, if you are beginning to feel that the chit-chat is coming in the way of productivity, or if it is otherwise damaging, put a stop to it immediately. The first step is to discourage being a part of their mindless chatter group – act as if you’ve suddenly remembered something that needs your urgent attention and rush off, leaving the chatterbox in the middle of the sentence. Play and beat them at their own game – act conspiratorial with your colleagues and tell them that you overheard someone in the senior management saying the productivity of this section was falling and/or not what it should be; wonder out loud if the gossiping has anything to do with it. For subordinates, tell them on their face that they need to concentrate more on work; for seniors, tell their seniors that the constant chatting is a distraction that is not allowing you to concentrate and therefore, coming in the way of productivity.

The Disinterested Lazy Bum

They do not care at all about anything that they are paid to have interest in, and their motto is ‘work in progress’. If somehow they do manage to get some work done, they will sit around growing old instead of asking for more work themselves. These people are perhaps the most difficult to manage because you can never expect any kind of feedback or level of interest from them, something very similar to asking a wall – “can this be done?” or worse instructing it to “work on an idea for the pitch”. There could be any number of reasons for such kind of behaviour like just being a plain lazy slob by nature, in which case there is not much hope. Lack of working knowledge about their role could be a factor for their behaving in this manner, this can be rectified by appropriate training. Be aware that something may be bothering them at work or at home that has made them lose interest in work altogether.

This one is a tough one to crack. The best approach is to talk to them and figure out where is the source of this laziness. If it is something that can be rectified, or will rectify itself with time, let them be – everyone has good and bad phases in life. But if you’re convinced it’s an attitude problem, call a team meeting and let them know that some people have to work extra hard so that they can make up for a team member with a lazy attitude – let them figure it out and let them find an answer. If the lazy guy is a team mate, let him know that it’s unfair for others to have to shoulder additional work, or that he’s acting more like a bottleneck than an enabler. When you’ve tried everything, and nothing works, maybe it’s time for that guy to move on.

The Timid Kitten

Instructing someone what to do is not always enough, like you would like to believe. Sometimes you have to also explain how to do it with excruciating detail, the timid kitten is a gentle unassuming person who only has one real problem, which is that he needs to be supervised on an hourly basis (minute basis in worst cases). In most cases this condition of the person stems from their apprehension of getting it wrong. Even if you know they won’t, you literally have to hold their hands and guide them through work. These are the sort of people whom you sometimes have to teach a task over and over again. Although good in their intentions, this method of working can really get on the nerves of the supervisor, and the fact that he has a busy schedule does not help.

The only way to handle this guy is to refuse to help – point blank – even if it seems rude. If someone has to be micromanaged, the overhead that he brings to the business is probably not worth anyone’s while. Train and coach people, build their confidence, never spoonfeed. Constantly required attention is not only bad for the supervisor’s calendar, it is also a roadblock on the learning curve of the timid kitten. Since these guys are well meaning from within, don’t take any drastic decisions about their tenure in the organisation, all that they need is space, confidence and the ability to accomplish a task. Coach them, and they’ll surprise you over a period of time. They are also the most loyal folks, if you help them gain confidence in themselves. No-one can forget the fact that you helped them rise in their own esteem, and they’ll go to any length to stand by you in tough times.

The Thoroughly Incompetent

You have no idea how they got here, or what they are doing, or even why they are the way they are. They have no idea why they are here or what they have to do; it’s a pretty hopeless scenario to be looking at. You know there has been wrong somewhere because they are incapable of performing the simplest of tasks related to their domain, an analogy could be a professional photographer asking where the click button is. You really can’t do much in this situation except hope for a miracle and invest in some training… but will they be receptive to that, which, given the situation seems highly unlikely. Wait, do they know what training means?

Gently, ask them to make a move – they’ll probably find their true calling, and will thank you for it later.

The job loss scenario that triggered off in the wake of a very in-your-face recession and dwindling bottom-lines is no news to anyone. There are a lot of people out there (trust us on that) who wish to find a job for themselves, or maybe, are just looking for change but really have no clue where to start. Here are some simple tips to get you up to speed with your job hunt endevor, including links to required tools and resources.

Design a good resume

This is a no brainer actually – all the recruiters are online these days, so if you ever hope to be picked up, not only do you need to have an updated resume, but it should also stand out in the midst of all the sea of resumes (like “I can haz potential”) recruiters have to deal with everyday. Microsoft provides a very nice collection of professional resume templates, cover letters et al for users of Microsoft Office Suite.

If you simply can’t make a resume yourself, request a friend or hire a design professional to make one for you – you will not regret the money spent on it. Once this is done, post this resume to all possible job search engines, like Monster, Naukri, Times Jobs, Yahoo Job Search.

Company Websites

Visit companies that require the kind of skills that you carry; you would usually find a ‘join us’ section which has a searchable database of the current openings or just a list. Reply to these openings showing your interest and competency for the job. If you feel a little daring you can even ask the operator to connect to someone in the Human Resources, even if they don’t have a suitable opening at that point of time, you will gain visibility and the next time they need a person for a matching profile, there’s a higher chance that you might get a call.

Hint: Send a follow-up mail right after you have spoken to the recruiter, this shows professionalism and increases your recall value.

Search. Search, Search!

You need the job, right? Then you have got to be proactive about it, while the traditional way of posting your resume is one of the most effective ways to get hired, it is still a passive activity, wherein, you have to sit back and wait till the time you get a call. Besides doing the usual search on job search engines mentioned above, go a step further and join HR groups on the internet, engage in conversations, try to find region specific jobs boards like Craiglist and e-classifieds. Basically do whatever it takes, Google is always a good point to start your job hunt, use keywords like jobs, find a job, job search, employment, etc.

Join professional networks

Make a good LinkedIn profile, import your contacts and add your connections to build your own network. Recently a study revealed that a person with 30 or more connections on LinkedIN is 34 times more likely to be offered a job than a person who has 5 or less connections. A lot has been said and written about the use of twitter as a recruiting tool, but frankly, it has still to gain the critical mass here in India to be of any practical use. Some other professional networks that a lot of Indians use are Silicon India and Peer Power. These networks may be in their infancy in the Indian scenario based on the usage, but things are changing fast and you wouldn’t want to miss the train.

Further Reading and Tools:

How to use the internet in your job search

Using the internet to find a job

Step by step automated resume creation and uploading on Monster