Cactus,
Thanks. But you are sounding like  you can fix the problem, for a fee of course. If this is the case how much will you take for that? I have one other problem- implementing my google adsense
By the way, where are you based?
You can contact me at jobsearchguru@ jobsearchhow.com if privacy is required

First,  I must thank everybody for interest in helping me out. But untill Cactus, I seem to be lost in a maze of technicalities. Remember I am not a webmaster, apart from being a newbie to internet.

Now to your questions Cactus,

1. I will like to collect names ( at least, the first name), email address and optionally GSM nos.

2. the ebook will be available for full download.

3. It will be nice if it is automated ( at no cost).

In respect of the question 3, I have downloaded a free autoresponder software  for wordpress which unfortunately I could not deploy because of my technical incompetence! I hope this will enable be resolve this thing ASAP

Thanks

I have an indepedently hosted wordpress blog. And I have developed a free ebook for the purpose of using it to attract visitors and capturing their details. I guess part of my problem is that I don't know how/where to upload pdf file on the server.

Sorry if my question sounds too elementary. As you probably guess, I am not a webmaster.

Will appreciate if you help.

Let us start with the sixth question. You must find out at job interview the details of the job: What the job entails, whether you would like to work with the people as exemplified by the interviewers, etc
Interview question takes various forms and format. But believe me, there are only five questions, just five questions. And every employer wants answers to these questions:
i. “Why are you here?” Meaning, why are you knocking at my door
ii. “What can you do for us?” Meaning if I were to hire you, would you be part of the problems ….
iii. “What kind of a person are you?” This means ‘Will you fit in?’
iv. “What distinguishes you from the other 14 people who can equally do well on the task at hand”
v. “Can we afford you?”
Even if none of these questions comes directly, they are always floating in the air in any interview. You must do your homework to have good answers to these questions. The employers badly want answers to them.
You can read the full write up at www.jobsearchhow.com. This was summary.

The objective of job interview is for the employer to evaluate and assess the job seeker to determine whether his is suitable for the job. The employer uses the interview to verify the claims the job hunter made in his Resume/CV and / or other communications made earlier. The other side is for the candidate to evaluate whether the employer meets his own specifications. (This is a summary for the house. A more detailed version of this write-up is available at www.jobsearchhow.com)


• There are three important keys to success at job interview
o Preparation
o Adequate Preparation
o Thorough Preparation
• Preparation tips for you:
o Gather all information and document you may need for the
o Research the job, the company and the industry
o Rehearse and practice. Acquire and/or formulate possible questions, prepare answers (better in writing) before the interview date.
• Keep these at the back of your mind:
1. Observe the 50: 50 rule. The rule says that you share the talking time with the employer equally.
2. Observe the 20 sec – 2 min rule. This rule says that your response to any question should last between 20 seconds and 2 mins, and not longer.
3. Be seeing as part of the solution not a contributor to his many problems
4. Employers think the way you conduct you job search is the way you do your work
5. Go with evidence, if you can.
6. Determine not to ‘bad – mouth’ your previous employer or boss.
7. Employers are scared too
8. You must not put off employer by failure or indiscretion in the areas of appearance and etiquette[pre][/pre].

• Non – verbal communication is vital if not more important that verbal communications.
o manage your points of contact – your eyes and hands. Maintain eye contact with your interviewer(s).
o understand and manage body language. You send signals with your body, and receive non-verbal feedback from the interviewer(s) on your own part,

• At the end of the interview If you want the job, say so: ask for the job, directly.


• When you get home Evaluate the interview. What went well? How can you improve?

Nobody owes you a job. If you desire a good job, you need to get up your butt and go after the job you desire. Invest your time, energy and money (even the little you have- you have a GSM handset, don’t you?). Let me add further, most job seekers expect the job search to be easy, simple and quick; and when things are not going that way, they give up, often too soon.

The thrust of this presentation is that though you may be unemployed, you still have a job to do: to get yourself a job. You will need to put in all you have and be focused. To get a good job takes imagination, initiative and focus. It means that you must be committed to implementing the skills you will acquired reading this blog, attending seminars, reading relevant books. You know what you want, and must be ready to work for it. Are you?

The message in the first paragraph is the first of three fundamentals of job search. The No. 2: job-hunting success is directly proportional to the amount of intelligent job-hunting effort. The more you try, the more likely you will find the job you want, and quickly too. Even if you are a career/job changer, you need to schedule and make time out consistently to pursue your job search. No. 3: successful job-hunting requires a willingness to change tactics. If something is not working, move to another strategy. But do you have a job search strategy? These apply to everybody in the job market.

In your efforts to get a job, you will probably encounter some barriers and hurdles. Common barriers include
• I am not experienced/too experienced
• I am too young/old
• The economy is bad and so is unemployment
• My course is not marketable
• I don’t have connection 
• My skills are obsolete etc.

Think again, are these real barriers or excuses? It is often easy to blame external factors for failure to get what you want. The real barriers are generally internal doubts and fear, resistance to change and our perception. Perceptions, may be stronger than reality- it influences our attitude and actions towards a given object or situation, whether it is right or wrong.

There are about 5 steps to your dream job. The first point in your job search is to assess your job search skills. Review the strategies and techniques listed below and rate your self (1 – poor; 5 = ok; 10 = excellent)
1. Analyzing my skills, interest and qualities                                           
2. Honestly looking at barriers
3. Identifying specific job target
4. Writing effective job applications
5. Preparing for interview
6. Performing at interview
7. Writing effective Resume/C.V
8. Networking skills
9. Selection Test skills
10. Evaluating job offers

To look good, you need an average score above 75%! If you did not do well enough, then do all you can to acquire job search skills: read books, attend relevant seminars, get help- from friends, family members, mentors, career and job search counselors, professional Resume/C.V writers etc. You need to acquire skills in the following areas: skill analysis, job search strategies formulation, career and job goal setting, identifying career achievement, writing winning Resume/C.V and application letter, conducting informational interview, job interview and follow up, job aptitude test   etc.
I am sure the question floating in your mind is “where are the jobs? You are already on your way to uncovering the job market,  ,

The above was a part of a presentation. Read the full article at www.jobsearchhow.com

The bottom line is, why are you still unemployed in spite of your serious efforts and strong desire to get the job of your choice? Many expect a simple, short and precise answer. Unfortunately there is nothing like that. The reason for this is that the employment process is complex, and usually in stages. The other reason is that the recruitment process is imprecise, varying from company to company, and from one individual responsible for recruitment to another. For you, it may just be that you are not getting one particular stage or skill right; for others, it may be two or three or more!
So what can be wrong? Below is a summary of the main issues. You will find the detailed presentation at www.jobsearchhow.com

1. Poor understanding of self.

 most of us do not know ourselves enough to make informed decision about our job/career direction.
 What skills do we have to provide a possible clue on career direction
 job and career goal depends on the skills you have
 Skills are the foundation of job search. Employers want to know what it is you can do for them.
 Now do you have personal goals in life? Without a vision, most young people today are just drifting in the sea of life.

2. poor understanding of the employers hiring process and attitude

 In most situations, employment/hiring have been turned to a two- lane expressway – where there is little or no contact (hence no information) between on-coming and on-going vehicles
 . For example, when you desire to work for any organization what do you do? You approach the personnel department for information and possible assistance.
 Right? Wrong. The major role of personnel department in the recruitment process is to screen you out!
3. Poor management of change arising from joblessness.

 Whether you are unemployed, under employed, employed by looking for a better job, or entering the work for the very first time, or entering after a long absence, you are facing change situation.
 And change affects our emotions – relief, anticipation, or renewal, or you may fell anger, sadness, fear, depression or confusion. These feelings are natural. The key to successful management of change (and attendant transition) is attitude.
 How much of you time, energy and money are you willing invest in yourself, or better still in your future? Do you realize that looking for a job is indeed a full time job if you are unemployed? Are you ready to work at it?

4. Ineffective job – hunt strategy.

 If you are not going to anywhere in particular, any road will lead you there.
 Where, in terms of which sector or industry or company or geographic locale would you like to work?
 If we assume that you have your job target, the question then, how to do you reach this objective? How do you get a shot at your dream job without which you stand no chance of getting it at all?
 Job seekers who want to succeed will have to do the knocking, the digging, the searching.


5. Ineffective Resume / CV

 The basics of a resume/CV are that it should be letter perfect, neat, easy to read and organized. Easy part.
 The hard part is putting that resume to work, making it do as mush as a resume can do i.e. making it a successful sales brochure. But no matter how well – organized, how neat, how smoothly written your resume is, if it does not have any “sell” in it, it is not doing its job.
 Do you use your resume/CV effectively?


6. Inadequate skills for passing job aptitude tests.

 It is to test the abilities of the applicants in the basic skills required to do the job effectively – comprehension, verbal and quantitative skills, quantitative ability, logical reasoning, speed and accuracy, specific job skills, etc.
 At any rate, it is a barrier you must adequately prepare to cross. So except you master these tests and perform well in them, your dream of getting a top flight job might suffer sudden – death

7. Ineffective Application Letter

 The application letter (also referred to as cover letter ) is suppose to customize your Resume/CV for particular job.
 It should state how your experience and qualification meet the requirements of the job

8. Inadequate preparation for job interview

 For any interview, thorough preparation is the cornerstone for making positive impressions at job interviews,
 For a start, you need to be unformed about the company/industry: key players, levels of remuneration, technology, success factors, etc.
 And the small davids that can lead to the fall of Goliath: do you know the venue of the interview not to get lost, and get to the place late? Are you properly dressed?

9 . Poor conduct and presentation.

 Qualifications are important but the whole person is more important
 How much does that person come across? How enthusiastic/positive is this individual?
 It is not only about what you will say, but also about how you say it-non – verbal expressions
 Findings indicated that within the first few minutes of any personal meeting with somebody who has the power to hire you or screen you out, the decision has pretty much been made
 And now to your personality traits. For example, are you stable, honest,ambitious, courteous, etc? Employer has their way of discovering people with extreme behavior of any type.

10 . Poor interview skills

There are basically five questions you get at job interviews:
• Why are you here? (Why do you want to work for us?)
• What can you do for us?
• What kind of a person are you?
• What distinguish you from the other if people who have the same ability as you have? And finally
• Can we afford you?
So if a job seeker does not have answers to these questions before any interview, then he/she hasn’t started to look for work. Same for some specific/uncomfortable questions.

Consider this post as the second and final part of the one above. All and any inconvenience regretted.

THE FOUR TEMPRAMENTS AND THEIR VOCATIONAL INCLINATIONS.

The Idealists

Idealist, being abstract in communicating and cooperative in implementing goals, can become highly skilled in diplomatic integration. Thus their most practised and developed intelligent operations are usually teaching and counseling. And they would if they could be sages in one of these forms of social development. The Idealist temperament have an instinct for interpersonal integration, learn ethics with ever increasing zeal, sometimes become diplomatic leaders, and often speak interpretively and metaphorically of the abstract world of their imagination. They are proud of themselves in the degree they are emphatic in action, respect themselves in the degree they are benevolent, feel confident of themselves in the degree they are authentic. Idealist types search for their unique identity, hunger for deep and meaningful relationship, wish for a little romance each day, trust their intuitive feelings implicitly, aspire for profundity.

This is the “Identity Seeking Personality” – credulous about the future, mystical about the past, and their preferred time and place are the future and the pathway. Educationally they go for the humanities, vocationally for ethics, and vocationally for personnel work.

In their family interactions they strive for mutuality, provide spiritual intimacy for the mates, opportunity for their children, and for themselves continuous self-renewal. Idealists do not abound, being as few as 8% and nor more than 10% of the population.

Well known Idealists include Jane Fonda, Leo Tolstoy, Oliver Stone, Mohandas Ghandi, Mikhail Gorbachev, E. Roosevelt, Plato.

Idealist’s Quotes
“It is easy enough to be friendly to one’s friends. But to befriend the one who regards himself as your enemy is the quintessence of true religion. The other is mere business”. (MOHANDAS GANDHI)

“Character is much easier kept than recovered” (THOMAS PAINE)

“To give without any reward, or any notice, has a special quality of its own.” [ANNE LINDBERGH]

The Vocational Interest of Idealists.
In the workplace, Idealists have one special talent: they are drawn to and can do wonders in recruiting, training, deploying, advancing, and counseling personnel. With their insight into people, their interest in human potential, and their glow of enthusiasms, Idealists shine when they take on the job of finding quality employees, of guiding them into the right positions, and of helping them develop over the course of their careers.

Not only in business, but at school as well, individual development is the Idealist’s domain, which is to say they are naturally good at influencing the growth and maturation of others. Teaching, counseling, interviewing, and tutoring come easily to Idealists, and are highly intuitive pursuits for them. Even without much formal training, Idealists seem able, in Faber and Mazlish’s phrase, to “talk so others will listen and listen so others will talk” and this with young and old and with male and female.


The Rationals

The Rationals, being abstract in communicating and utilitarian in implementing goals, can become highly skilled in STRATEGIC ANALYSIS. Thus their most practiced and developed intelligent operations tend to be marshalling and planning, or inventing and configuring. And they would if they could be wizards in one of these forms rational operation. They are proud of themselves in the degree they are competent in action, respect themselves in the degree they are autonomous, and feel confident of themselves in the degree they are strong willed. Ever in search of knowledge, this is the “Knowledge Seeking Personality” – trusting in reason and hungering for achievement. They are usually pragmatic about the present, skeptical about the future, solipsistic about the past, and their preferred time and place are the interval and the intersection. Educationally they go for the sciences, avocationally for technology, and vocationally for systems work. Rationals tend to be individualizing as parents, mindmates as spouses, and learning oriented as children. Rationals are very infrequent, comprising as few as 5% and more than 7% of the population.


Well know Rationals include George Bernard Shaw, Walt Disney, Mark Twain, Abraham Lincoln, Margaret Thatcher, Napoleon Bonaparte, Bill Gates, Thomas Edison, George Soros, Albert Einstein, Adam Smith, Aristotle, Marie Curie.

Rational quotes.
“To me it suffices to wonder at these secret and to attempt humbly to grasp with my mind a mere image of the lofty structure of all that there is”. Albert Einstein.

“I have taken all of knowledge for province”. Francis Bacon.

“Error of opinion maybe tolerated where reason is left free to combat it”. Thomas Jefferson.

“But I’m not using those lessons just for theorizing about the future, I am betting on it”.
Bill Gates


The vocational interests of rationals.
Rationals are intrigued by machines and by organisms, the two kinds of systemic entities. Organisms are the province of anthropologists, biologists, ethnologists, psychologists; machines, the regulated by servo-mechanisms developed by engineers. Of course, an organism, whether plant or animal is infinitely more complex than the most modern airport, a giant machine itself with countless sub-assemblies. But whatever the level of complexity it is complexity itself that intrigues the Rationals and therefore beckons them to take up systems-work, whether it be organismic or mechanical.

The Guardian

The Guardian, being concrete in communicating and cooperative in implementing goals, can become highly skilled in LOGISTIC. Thus their most practiced and developed intelligent operations are often supervising and inspecting (administering), or supplying and protecting (conserving). And they would if they could be magistrates watching over these forms of social facilitation. They are proud of themselves in the degree they are reliable in action, respect themselves in the degree they do good deeds, and feel confident of themselves in the degree they are respectable. In search of security as they are the “Security Seeking Personality” – trusting in legitimacy and hungering for membership. They are usually stoical about the present, pessimistic about the future, fatalistic about the past, and their preferred time and place is the past and gateway. Educationally the go for commerce, avocationally for regulations, and vocationally for material work. They tend to be enculturating as parents, helpmates as spouses, and conformity oriented as children. There are Guardians even than more Artisans around, at least 40% and as many as 45% of the population.

Well known Guardians include Jimmy Stewart, Thomas Hardy, Kareem Abul-Jabbar), George Washington, Queen Elizabeth II, George Bush, John Rockefeller, J.P. Morgan, W.K. Kellogg Thomas Hobbes, Mother Theresa.


Guardian quotes.
“The buck stops here”. Harry Truman

”Let no ever come to you without leaving better and happier”. Mother Teresa

“I hope I shall always possess firmness and virtue enough to maintain what I consider the most enviable titles the character of an “Honest Man.” George Washington

“Just give me the facts, ma’am” Jack Webb

“Such is the nature of men, that howsoever they may acknowledge many others to be more witty, or more eloquent, or more learned, yet they will hardly believe there be man so wise as themselves”. Thomas Hobbes



The Vocational Interest of Guardians
Guardians are interested in occupations that have to do with procedures for managing material and services, this is, for gathering, storing, recording, measuring, and distributing services, equipment and supplies. In jobs of this nature the Guardians are incomparable, for no other area of work is so well suited to standard operations and by-the-book procedures. Of course, Guardians come up with new ideas too, their creatively comes to the fore most easily in the areas of arranging and scheduling, and establishing order and organizations.

Optimal arrangement, requisite order, uniform size and substance: these notions are near and dear to Guardians, and perhaps this is why they find such satisfaction in office work and clerical jobs – keeping records, checking inventory, attending to correspondence, filing, accounting – with the brightest becoming executives, administrators, plant or office managers, with the giants of the business world – particularly in commodities, finance, from J.P. Morgan to E.F. Hutton, from J.C. Penny to F.W. Woolworth.


The Artisans

Artisans, being concrete in communicating and utilitarian in implementing goals, can become highly skilled in TACTICAL VARIATION. Thus their most practiced and developed intelligent operations are usually promoting and operating [expediting], or displaying and composing [improvising]. And they would if they could be virtuosos of one of these forms artistic operation. Artisans are proud of themselves in the degree they are graceful in action, respect themselves in the degree they are daring, and feel confident of themselves in the degree they are adaptable. This is the “Sensation Seeking Personality” – trusting in spontaneity and hungering for impact on others. They are usually hedonic about the present, optimistic about the future, cynical about the past, and their preferred time and place is the here and now. Educationally they go for arts and crafts, avocationally for techniques, and vocationally for operations work. They tend to be permissive as parents, playmates as spouses, and play oriented as children. There are many Artisans to be found in many places where the action is, at least 35% and as many as 40% of the population.

Well known Artisans include Elvis, Presently “Magic” Johnson, Clint Eastwood, Winston Churchill, Boris Yeltsin, Franklin Roosevelt, Donald Trump, Jean – Jacques Rousseau

Artisan quotes
“We shall go on to the end, we shall fight in France, we shall fight on the seas and oceans, we shall fight with growing confidence and growing strength in the air, we shall defend our island, whatever the cost may be, we shall fight on the beaches, we shall fight on the landing grounds, we shall fight in the fields and in the streets, we shall fight in the hills; we will never surrender”. Winston Churchill,

“Be water, my friend. [On the subject of flexibility and adaptability] [Bruce Lee]”

“Censorship may be useful for preservation of morality, but can never be so for its restoration”.
Jean-Jacques Rousseau.

“If scientific discovery has not been an unalloying blessing, if it has conferred on mankind the power not only to create but also to annihilate, it has at the same time provided humanity with a supreme challenge and a supreme testing. John F. Kennedy”.

The vocational interest of artisans
Artisans are happiest when working with any and all sorts of equipment. Apparatus, implements, machines, and instruments captivate them; they are things to be used – employed, deployed – and the Artisans cannot not operate them. They must drive the bulldozer, pilot the plane, steer the boat, fire the gun, toot the horn, wield the scalpel brush, pen or chisel.

They can become interested in kind of Artcraft must not be limited to the so-called fine arts, such as painting and sculpture, or the performing arts, music and dance, but in fact includes athletic, culinary, literary, martial, mechanical, rhetorical, theatrical, political, and industrial arts, not to mention what Donald Trump called the “Art of the Deal” in big business.

Now that you kno, what job/vocation is best for you?



This article was based on Please Understand Please and Please Understand Me II authored by David Keirsey

Knowing your temperament helps in your search for a career or job, but it only serves as a guide, rather than giving you any fixed answer. Think of temperament as analogous to “culture” in terms of influence. If you are of certain culture, than you will tend to feel most comfortable in your culture, and you can operate well in that culture. But that does not mean that you cannot be happy and prosperous living in a culture that isn’t your original culture. The same is true with your career or job; you can find happiness and satisfaction in many careers or jobs that are not “natural” ones for one’s temperament. On the other hand, if you aren’t happy or you don’t think you are as effective as you could be in your current situation, then it would be useful in examining the match between your temperament and your current job or career.

What, we might ask is this thing called “temperament” and what relation does it have to character and personality? There are two sides to personality, one of which is temperament and the other character. Temperament is a configuration of inclinations, while character is a configuration of habits. Character is disposition, temperament pre-disposition. Thus, for example, foxes are predisposed—born—to raid hen houses, beavers to dam up streams, dolphins to affiliate in close-knit schools, and owls to hunt alone in the dark. Each type of creature, unless arrested in its maturation by an unfavorable environment, develops the habit appropriate to its temperament: stealing chickens, building dams, nurturing companions, or hunting at night.

Put another way, our brain is a sort of computer which has temperament for its hardware and character for its software. The hardware is the physical base from which character emerges, placing an identification fingerprint on each individual’s attitudes and actions. This underlying consistency can be observed from a very early age—some features earlier than others—long before individual experience or social context (one’s particular software) has had time or occasion to imprint the person. Thus temperament is the inborn form of human nature, character, the emergent form, which develops through the interaction of temperament and environment.

There are four temperament dispositions: Guardian’s Artisans, Idealist and Rationals. I want to emphasize that temperament, character, and personality are configured, which means that, not only are we predisposed to develop certain attitudes and not others, certain actions and not others but that these actions and attitudes are unified—they hang together. Thus, the Artisans base their self-image on graceful action, bold spirit, and adaptability to circumstance, these three traits evolving together of necessity. Furthermore, these three traits developing together as if out of a single seed preclude emergence of a self-image based on, say, empathy, benevolence, and authenticity, which are characteristics of the Idealist. In the same way, the Guardians base their self-image on reliability, service, and respectability, these three traits emerging together as a unified structure of personality. And again, the unfolding of these three traits emerging together weighs against developing a self-image based on ingenuity, autonomy, and willpower, which is characteristic of the Rationals.

Many people want to know what kind of job they are suited for, based on the fact they are of a certain type. Is there a program using the percepts of Temperament Theory to help in finding a career or a job? You can explain the different natural talents of the temperaments, but finding the right job or right career is a little complex.



This article was based on Please Understand Please and Please Understand Me II authored by David Keirsey[/i]