South Korea's largest mobile operator, SK Telecom Co has announced plans to run a trial network in its home market of TD-SCDMA, Time Division-Synchronous Code Division Multiple Access, or TD-SCDMA, was developed by the Chinese Academy of Telecommunications Technology in collaboration with Datang Telecom Technology and Germany's Siemens AG, and was included among the family of UMTS standards by the ITU.
April 10 2007, Chinese Premier Wen Jiabao stopped by an SK Telecom test center that is working on a TD-SCDMA network, After greeting SK Group Chairman Chey Tae-won, Premier Wen entered the test center and used a cell phone to make a long-distance video call to Wang Xudong, China's information industry minister, in Beijing. After finishing his phone call, Wen said, "It's surprising how clear the screen is. I feel very happy about working with SK Group."
You've been looking for a job for awhile. Now you may have found the ideal job. The job advertisement or your company contact asks that you forward your resume and include your salary requirements. Further, they ask you to send in your salary history. Now what do you do?
Before you consider your options, let's consider why employers ask for salary requirements or salary history. The simple answer is the employer is looking for an easy way to sort out job applicants. If the salary requirements are too high or even too low the resume is eliminated. On occasion the employer is trying to save money by only looking at candidates at the low end of the salary range.
If the job candidate provides a salary history, the employer can see the amount of raises and even promotions. Overall, a system that is not entirely fair to the job hunter.
In the final analysis, what can you do about the employer's requests? Would you consider working for an employer who would eliminate you from consideration based on salary? If your answer is yes, your first step is to decide how to respond to the request.
If the request is about salary history, you earned what you earned, so don't attempt to fudge on the amount earned. If you feel you were underpaid, or you just recently received some new education, you might make that point in your cover letter. But don't expect the employer to be sympathetic. Now how do you answer the request for your salary requirement? You should not try to answer the question until you've done some salary and income research.
Look at your career path. What is the salary range of others following your career path? Salaries for almost identical jobs in different industries can have different salary ranges. Study the cost of living in your current area and the where you might be working. There is a vast difference between Wausau, WI and San Diego, CA.
Is your job is short supply or are there plenty of applicants for each vacant position? This will significantly determine salary levels.
Finally, in your research to arrive at a salary requirement, be sure to factor in fringe benefits beyond the salary. Many times the job offer with the highest salary will fall short when other benefits are considered. For example, one applicant who did a great deal of traveling on the job found his frequent flyer miles was annually worth over $5000 in free air fare and lodging.
If you really want the job here are a number of strategies to respond to a salary requirement request.
1. From your research ask for a reasonably wide salary range. Don't be too specific like, $65,500 but rather say something like, "mid $60's to high $70's".
2. You could just state the salary requirement. However, if it is outside the range the employer has in mind there is a strong chance you will be eliminated.
3. If you simply state you expect the salary to be competitive or you are flexible about salary, you run the risk of being eliminated if the employer only looks at resumes and cover letters which include an actual number or range.
4. If you state you would prefer to discuss salary after you learn more about the job and it's responsibilities you again run the risk of being eliminated from consideration.
5. Now you are in a classic catch-22 situation only give salary history and be eliminated or simply ignore the salary request and also be eliminated.
Bottom line-if not requested don't volunteer salary history or salary expectations. If you have to give the requested information be honest about salary history, with an explanation if appropriate. Salary requirements should normally be listed in a range, after you've done the proper research.
John Groth is a Career Coach and former HR executive. On his site find Career Planning Help ,valuable articles and a Free seven day career planning guide. Discover up to date job hunting and recruitment strategies at his Job Hunting Guide all to assist you in finding the right job.
When you want to have a career change, it is of course, your prerogative. However, you will still have to satisfy the curiosity of the would-employer as he/she would be measuring you in terms of your performance, stay with the company and other capabilities. Hence, you will owe an explanation to him/her as to what prompted you to want to change careers. While speaking it is easy - with the right preparation, to say it objectively why a career change took place - however, in writing it is a bit difficult to explain so it comes out clearly.
What you need to do to make your point clear enough so that you would be called for an interview:
write as concisely as possible about your educational qualifications and skills set; most people will concentrate on highlighting their skills sets as the best reason for switching careers; however your qualifications also could be a good direction pointer at times (for example you are an excellent office secretary/ personal assistant with a Master's degree in English and are good at PR work and communication training - you could make a good teacher for undergraduate students based on your high qualifications and excellent skills set) highlight your career objectives so the career move would look obvious (for example, in the above example if you have a career objective as 'to be a good trainer and/or educator in communication' then a teaching profession would fall in line - and not really look a too far away jump
highlight certain experiences in the past (during or outside the last job ) when you had experienced extreme satisfaction taking up different responsibilities, which actually had opened your eyes to your new talents - and these experiences motivated you to seek out jobs as the present one. Ensure that you assure that you are confident that you will perform well in the new line of work and that a change in career based on the chosen reasons will actually help you grow professionally and personally, which in turn will make you a valuable addition to the company.
The above can be highlighted in the cover letter better than in the actual CV, while you carefully draw the attention of your prospective employer to the best attitudinal and technical skills set. The cover letter can also help you prepare the would-be employer to the difference in the experience and work history. Briefly explain in the cover letter why you think that a change in career would be good for you and why such a change would make you a valuable asset to the company.
Lastly, remember to highlight only those skills that will make you look as a good match for the present job. Do not dilute the fit, by adding all the irrelevant (to the present job) responsibilities and duties carried at the previous job, as this would actually show as a misfit. Highlight only what you need to make your candidature look as closely matched with the job applied for as possible.
RAD Data Communications announced today that mobile communications carrier T-Mobile International has selected RAD as a partner for its 3G and HSDPA backhaul network. Above shows a typical RAD 3G HSDPA backhaul solution. RAD's solution supports T-Mobile's expansion of HSDPA mobile data services and offers the flexibility to transport them over a variety of next-generation backhaul infrastructure, such as DSL and Metro Ethernet. This diversity enables T-Mobile to maximize its mobile broadband coverage, giving it a ubiquitous presence in the markets it serves. The introduction of IP transport also readies T-Mobile for eventual migration to an all-IP radio access network. Construction of T-Mobile's HSDPA backhaul network will begin in Germany and will then be extended into other European countries.
About RAD
Founded in 1981, RAD Data Communications is now marking 25 years of innovation as an industry leader in the development of access solutions for data and telecommunications applications. RAD's solutions serve the data and voice access requirements of service providers, incumbent and new carriers, and enterprise networks, by reducing infrastructure investment costs while boosting competitiveness and profitability. The company's installed base exceeds 10,000,000 units and includes more than 150 carriers and operators around the world. These customers are supported by 23 RAD offices and more than 300 channel partners in 164 countries.
The cited example often is a large project, which not only reflects one of your particular ability but also reflect many aspects of your ability. But if you are not focus on one particular viewpoint of the project, the interviewer might have the impression on all aspects of your ability, but not have deep impression. In the whole interview process, the interviewer would inspected your ability one by one, so it is not a good strategy of exhibition all the capacity in one example.
The best strategy is: when the interviewer asked you to illustrate one of your particular ability, you should concentrate on the item and activity which could reflect the ability that the interviewer required. You should not to mention other details which even to be of help, otherwise the interviewer could not get the gist of your conversation.
For example: Suppose you have been a team leader and completed a big project with your team, one of your creative ideas solved a problem encountered, then when you were asked to illustrate leadership, that creative idea need not to be mentioned at all. But if the interviewer asked another question, such as: "Please give an example of solving a problem with your creative ability", you could say: "In the projects just mentioned, we have encountered something like...". In this way you could concentrate on one particular viewpoint, and left a deep impression on the interviewer, as well as dose not result in a matter of example inadequate because of have mentioned this viewpoint before.
Of course, if you consider this creative idea very excellent and you are look forward to let the interviewer to hear about it, you can also use more pro-active approach: when you finished that example, you could say: "In the project I have mentioned, in addition to illustrate my leadership, It is also a good example to strike a note of my creative ability, I hope to have a chance now to talk about it. " then pause for a minute, watching the interviewer and waiting for his agreement, in most circumstances the interviewer will permit you to keep telling your story.
Fourth rules: Describe in detail
The reason why details are important is because of details can reproduce the scene of the example, which would let the interviewer understand the circumstance you have been faced with, in order to evaluate your behave and capacity.
Which details should be talked about depend on what kind of example it is. You could adopt the following methods to evaluate whether these details worth to be shared with the interviewer: suppose you as an interviewer, if it is more convenience for you to evaluate the candidates after you have learn about these details, you should talk about these details with the interviewer.
However, there are some kinds of details must to be talk about: when you faced with a problem, how to define the problem, how to find the reasons behind, and what kind of the method you have used to resolve the problem and why this method should be considered as the better one. According to these details, the interviewer could understand what you are thinking about of the time very clearly, and this is also the most concerned fact by the interviewer, even if your idea is not perfectly, but as you have talked about what he want to know, this would let you leave the interviewer a deep impression.
I think I'm yet to meet anyone who actively enjoys the job interview process. Sure, there are those infuriating people who suffer from no job interview stress and glide through the meeting as if their careers didn't depend on it, but even they don't actually enjoy it - they just don't let it affect them. And 90% of the time, this external confidence is simply because they know exactly what to expect from the job interview questions. How do they know? Simply because interviewers are an unoriginal breed and there's a set of questions which have served us fine for years. We won't change if we don't have to! There's the occasional wildcard job interview question, but even those will usually be a variant of these (phrased differently, but looking for the same sort of response) or they'll be so off the wall that they're just looking for honesty and a candidate who isn't intimidated. This list of job interview questions and answers isn't exhaustive (if it were, this article would extend for several pages), but it provides the basic questions that it helps to be prepared for. I'm going to be writing another article in the future about the very tough interview questions that some vindictive employers ask and how to deal with them, so watch this space if you find this list useful. So, here's my beginner's guide to answering interview questions
"Tell Me a Little About Yourself"
This is a peculiar one and may serve a few purposes - the most important of these, I believe, is allowing you to get comfortable in the job interview environment. An interviewer who dives straight in to the interrogation is going to see a lot of anxious candidates. There isn't a set answer here, because it's such an open question - just see it as a short speech to promote yourself. Briefly outline your recent work and any significant achievements you've earned along the way. It's essential you don't go on and on when answering this interview question, babbling about everything from your childhood to your current job - they're looking for an overview of who you are, and if you ramble, you'll have defined yourself as a rambler!
"What would you say your strengths are?"
Every interviewer loves this question, because it gives them quick answers. It's also one of the better ones to be asked in a job interview, because it gives you a free licence to shamelessly self promote! The key concern here is not to go overboard - if you do, you'll come across as conceited. It's also wise to tailor your answer to this question to the type of role being advertised. Read the job description carefully, and match your skills to the question - if it's a role that involved a lot of proofreading, then mention your meticulous attention to detail, if it's a copywriting position, emphasise how articulate you are - and so on. Don't lie here, because it'll be really obvious and embarrassing when you're found out. If you claim to be articulate, but struggle to put two sentences together without misusing a word, your credibility will be damaged and you won't be working for the company any time soon.
"What's your main weakness?"
The flip side to the gift of the 'strengths' question is this beast. A weakness is undoubtedly a bad thing, so why would you want to bring it up in a situation where your aim is to sell yourself. The best way of answering this interview question, in my experience, is damage limitation. Provide an (honest) weakness, but then point out the steps to limit its hindrance. If you point out your lack of organisation, but then explain this is why you make liberal use of postage notes to counter the problem, it becomes less of a weakness and more of a strength: you recognise your own limits and make amends.
"Why are you looking to leave your current job?"
Now this is a bit of a mean question. Everyone must have a reason for looking to work elsewhere, otherwise they'd be sat at their desk working and not attending a job interview elsewhere. Often this needn't be a problem, especially if the role you're applying for is in a different industry ("I'm looking for a change of direction") or a different part of the country ("I'm looking to relocate"). The trouble comes when you're looking for work in the same industry and in the same city - the main reasons people looking to move being a low salary, clash of personalities, a dislike of policy or jumping before they're pushed. Needless to say, none of these will impress your interviewer. The best way of countering this is to state your ambitions and point out that you're looking to move up the career ladder at a company with more scope for progression. This shows you're motivated and ambitious, and turns a potential negative into a glowing positive.
"Where do you see yourself in 5 years time?"
I've seen variants of this where the question is 3, 5 or 10 years time but the point of it is always the same: to scope out your ambitions. If the role has an expected path of progression, then suggesting that you hope to impress them enough to progress upwards in the company will not only state your ambitions clearly, but will express your loyalty by stating you can see yourself here for the long haul. If the role seems to show less progression and they're asking the question to ensure you won't abandon ship after 6 months, then you can play it safe in another way: "Well, in 5 years I'd like to be managing a team, but it's entirely possible that I will enjoy this role enough to be doing something similar". Just make sure you mention a career thematically linked - the interviewer doesn't want to hear "I want to be an astronaut" if they're hiring for the role of salesman!
"Why do you want to work here?"
Clue: The answer to this one isn't "I saw an advert and it pays well. What the interviewer is looking for here is evidence you actually give a damn about the company that's hiring. It's actually a great opportunity, disguised as a tough interview question: if you've read up about the company (the internet is the best source for this) then you should be fine. Just make sure you can find a reason why the company's philosophy will be good for you. This is usually very easy, as company websites are written to sell them as benevolent employers at the forefront of their industry.
"Any questions?"
This is often a trick question in many ways, and isn't just the act of courtesy it can first seem. Even if the interviewer has asked it free of any ulterior motive, then it's still a great opportunity to display your enthusiasm once again. If you ask lots of questions about the company, and your rivals meekly reply "no", then you will come across as the enthusiastic candidate with initiative, while they will have failed to distinguish themselves. Make a mental note of any points you'd like them to elaborate on during the job interview and make sure to ask them at the end. If all else fails, the fall-back question of "when will I know" is always a banker.
As I said earlier, this list is far from exhaustive, but the areas the interviewers are looking to find out about you are covered here. If you keep in mind the kind of answers here, you should be prepared for all but the most vindictive interviewer - and I'll deal with how to answer their tough interview questions in my next article.
Gail Kenny is the managing director of Puregenie - an online recruitment agency for the travel industry The site caters exclusively to talented individuals with skills and experience to succeed in the online environment, and businesses looking to increase their online presence. Although the site is mainly travel focussed, it also displays vacancies in the hospitality and leisure industries.
TD-SCDMA, a Chinese home-grown standard for third-generation (3G) mobile telephony, is set to dominate the country's 3G market, an industry group said.
And foreign equipment and handset makers need to get more involved in this locally developed standard or lose in the world's largest mobile phone market by subscribers, said Chen Haofei, secretary-general of TD-SCDMA Forum.
"I believe many foreign companies have misjudged (the prospects of) TD-SCDMA," he told China Daily.
TD-SCDMA has long been lagging behind the better-established foreign standards WCDMA and CDMA 2000 and lacking support from foreign companies. But a strong backing from the government has significantly helped it to mature and give it an edge over foreign rivals.
China Mobile Communications Corp (CMCC), parent of Hong Kong-listed China Mobile Ltd, is now expanding a trial of TD-SCDMA to six cities from Xiamen in Fujian Province, with a budget of 30 billion yuan for the expansion. That's an indication of the head start TD-SCDMA is getting.
The Chinese government has yet to formally award operators licenses to build 3G networks. Once that happens, it will result in billions of dollars in contracts.
Chen said the expanded TD-SCDMA trial is actually a soft launch of commercial 3G in China, something like "doing it without licensing".
Foreign telecom firms such as Ericsson and Nokia have been betting big on WCDMA though they have tied up with some local companies in developing TD-SCDMA.
But they have not won many orders from the trial as they did not pool enough resources in developing the local standard, Chen said.
China Unicom in 2001 started building a cellular network based on CDMA, a 2G standard developed by US wireless firm Qualcomm. Around 30 billion yuan was spent on the first phase of the network.
Compared to CDMA, CMCC's spending on the TD-SCDMA trial is already a "decent figure", said Chen.
He said he expected CMCC will focus on fine-tuning the TD-SCDMA networks before the end of next year and not much investment will be made on networks based on other foreign standards.
TD-SCDMA Forum forecast an additional investment of 20 billion yuan in building TD-SCDMA networks next year, with 40 billion yuan each in 2009 and 2010.
"Foreign companies need to get serious about TD-SCDMA as they are less likely to get anywhere with WCDMA and CDMA 2000 in the near future," Chen said.
He estimated CMCC will spend 4 billion yuan of the budgeted 30 billion yuan in procuring 2 million TD-SCDMA mobile phones from around October.
Big foreign handset makers except Samsung have yet to give full support to developing TD-SCDMA cellphones. Motorola has developed a model based on the Chinese standard. Nokia and Sony Ericsson have adopted a wait-and-see policy.
To profit from the opportunities brought about by TD-SCDMA, "foreign companies need to show a good attitude, at least to get a ticket to the TD-SCDMA game", said Chen, adding that TD-SCDMA is a neutral and open platform.
The TD-SCDMA Forum was established in 2000 by eight firms, including five Chinese companies and Motorola, Nortel Networks and Siemens.
Or Google spectrum auctions or Google mobile advertising ...
May 23, 2007 (IDG News Service) -- All the rumors about a Google phone may be just slightly off. Rather than sell a mobile handset, Google Inc. might instead offer wireless service.
A Google executive yesterday said the company is considering trying to win spectrum in an upcoming Federal Communications Commission auction. "We have not ruled in or out participating in the auction as a licensee," said Richard Whitt, Washington telecommunications and media counsel at Google.
He was referring to the FCC auction of wireless spectrum in the 700-MHz band expected to happen next year. The frequency has been used by television broadcasters but is becoming available as part of the transition to digital television. The 700-MHz spectrum is attractive because it can carry signals for long distances, potentially reducing the costs of building a network.
Whitt didn't reveal more details about what Google would do with the spectrum if it decided to enter the auction and if it managed to win. With spectrum in hand, Google could build a network and offer wireless services directly to users.
Google could also let other service providers use the spectrum. On Monday, Google filed a letter with the FCC asking the agency to allow winners of the spectrum to create an auction system that would let third parties bid against one another for the right to use the spectrum. The system could be much like AdWords, Google's offering that lets companies bid against one another in order to display online advertising tied to search terms.
"Whether or not we do get involved [in the auction], we see some value in creating these kinds of platforms," Whitt said. The company is interested in talking with spectrum winners about possibly developing the AdWords-like system for them, he said.
Like other Internet technology companies such as Yahoo Inc. and Microsoft Corp., Google has shown increasing interest recently in the mobile Internet. The companies believe that advertising on the mobile Internet could generate significant revenue streams.
However, Google has complained about the difficulty of working with operators, which control the wireless networks, and it faces the challenge of developing products for the very wide array of phone software systems. Operating its own network could allow Google to offer the types of services it wants to.
Rumors have been circulating that Google, like Apple Inc., may be developing a wireless phone. When asked about a Google phone recently, the company said it doesn't comment on rumors.
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