Employment Communication – Resume and Job Interview Vocabulary flashcards

A curated set of 50 vocabulary flashcards covering resumes, job applications, interviews, and group discussions as taught in the lecture notes.

Resume

A document that summarizes your background, educational qualifications, experience and interests to present to potential employers.

Chronological resume

A resume format that lists education and work experience in reverse chronological order, highlighting the most recent roles first.

Functional resume

A resume format that groups experience by function or skill areas, often used when changing careers.

Career objective

A specific statement in a resume describing the position and areas of work you aim to pursue.

Basic data

The essential contact information on a resume: name, address, telephone number and email.

Education

Section listing degrees, institutions, and dates, typically in reverse chronological order.

Experience

Work history section describing previous roles and duties in brief.

Skills

Abilities and knowledge (languages, software, etc.) listed on a resume.

Organizations and activities

Memberships and extracurricular activities that reveal aptitudes and personality.

References

People who can vouch for your qualifications; permission is usually obtained, and you may note"References available on request".

Electronic resume

A resume submitted online via company websites or job portals, with presentation tailored for digital viewing.

Job application letter

A letter accompanying a resume that highlights qualifications and persuades the employer to consider you.

Cover letter

A letter tailored to a specific job, functioning as a sales letter to introduce your qualifications.

Solicited application letter

A letter written in response to an advertised job, using a direct organizational plan and including a subject line.

Unsolicited application letter

A letter sent to potential employers without a posted opening to create interest and opportunities.

AIDA format

Attention, Interest, Desire, Action—persuasive structure used in unsolicited letters and sales writing.

Opening statement (cover letter)

The opening paragraph that states the purpose of the letter and the job sought.

Body (cover letter)

The middle section linking qualifications to the specific job needs.

Closing (cover letter)

The final paragraph requesting a meeting or interview and a courteous closing.

Pre-interview preparation

Gathering company and job information, performing self-analysis, anticipating questions, planning appearance.

STAR method

A technique for answering behavioral interview questions: Situation, Task, Action, Result.

Honest and humility

Advise to tell truth, be modest, and avoid exaggeration during interviews.

Salary discussion

Talk about pay, typically initiated by the interviewer; research to provide a range when asked.

Thank-you letter

A note sent after an interview to express appreciation and reinforce continued interest.

Job acceptance letter

A letter accepting a job offer and confirming details such as start date and conditions.

Job refusal letter

A tactful letter declining an offer, often including reasons and gratitude.

Recommendation letter

A letter endorsing an applicant’s suitability for a job, either positively or negatively.

Legal safeguards in recommendation letters

A statement that information is confidential or used only for professional purposes to avoid lawsuits.

Job search plan

A plan outlining steps to search for a job, including traditional and targeted approaches.

Traditional job search

Applying to many organizations via ads, employment agencies, newspapers and portals.

Targeted job search

Researching and approaching specific companies, tailoring letters to them even without openings.

e-portfolio

An online collection of skills, courses, projects, awards, and multimedia evidence.

Action words

Verbs used to begin resume bullet points (e.g., Achieved, Defined, Planned) to convey impact.

Appearance guidelines

Resume presentation tips: good paper, ample white space, two-page maximum, avoid fancy fonts.

Do's and Don'ts of resume writing

Practical rules: no personal references, no salary history, avoid non-business details.

Types of employment letters

Letters such as recommendations, job acceptance, job refusal, and thank-you notes.

Job application letter components

Address and salutation, opening, body, and closing.

Salutation examples

Addressing a letter to a specific person (Dear Mr./Ms. Lastname) or to a title (Dear HR Manager) if name is unknown.

Interview process steps

Preparation, meeting face-to-face, evaluation, and action decisions.

Interviewer perspective

The interviewer’s side includes preparation, conducting the interview, evaluating, and deciding actions.

First impression

Initial impact based on appearance, dress, and demeanor during an interview.

Non-verbal cues

Body language such as eye contact, posture, and handshake that influence communication.

Two-way interview

An interview where the candidate asks questions and engages in dialogue with the interviewer.

GD moderator

A neutral facilitator who guides a group discussion and evaluates participants.

GD seating arrangements

Circular, semi-circular, U-shaped, or boardroom layouts used for group discussions.

GD evaluation criteria

Content, communication, interpersonal skills, and leadership as performance measures.

Case-based GD

Group discussion driven by a case requiring analysis and a decision.

Topic-based GD

Group discussion driven by a topic, which may be knowledge-based or abstract.

Knowledge-based topics

GD topics requiring factual knowledge on economics, current events, politics, etc.

Abstract topics

GD topics relying on common sense rather than specific knowledge.

IT-based topics

GD topics related to information technology, requiring general awareness rather than programming.

Preparation for GDs and interviews

Practices for effective group discussions and interview performance.

Moderator’s role in GDs

Evaluator and facilitator who guides discussion and assesses participants.

Concluding GD results

Judges select top candidates based on performance in the GD and discussion quality.

Group dynamics in GDs

Exchange of views, equal participation, and consensus-building within a group.

GD topics importance

Diversity of topics (knowledge-based, abstract) tests broad communication abilities.

Resume content clarity

Using clear, concise statements to present qualifications and achievements.

Portals mentioned for job search

Online job portals (e.g., Monster India, Naukri) used to submit resumes.

Resume length guidance

Limit resumes to a reasonable length; avoid clutter and ensure readability.

Professional appearance of resume

Professional formatting to project a credible image to employers.

Salary range preparation

Research market rates to provide a reasonable salary range if asked.

References handling in applications

Request permission before listing references and provide only when asked.

Interview questions framework

Common questions assess goals, strengths, weaknesses, and fit with the organization.

Follow-up after interviews

Sending a thank-you note and timely documentation to reinforce interest.

Preparation sources for interviews

Company publications, annual reports, websites, and employee interviews for background.

Group Discussion benefit

Develops critical thinking, listening, and collaborative skills for professional settings.

Exit interview

Interview conducted when an employee leaves to gather feedback and improve conditions.

Appraisal interview

Performance review meeting focused on growth, improvement, training and promotion.

Case study GD evaluation

Judges analyze how a candidate applies knowledge to a practical scenario.

Interview etiquette

Respectful, professional conduct including timely arrival, appropriate dress, and politeness.

Non-disclosure in references

Confidential handling of reference information to protect privacy.

Interview preparation checklist

Research company, prepare questions, plan attire, bring copies of resumes and transcripts.

Interview close techniques

End with thanks, summarize interest, and clarify next steps or follow-up.

Two-way interview questions

Questions from candidates test curiosity, fit, and information needs about the role.