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How to Succeed
at Interviews
Second Edition
 About the Author
Sudhir Andrews graduated with honours in English Literature from St. Stephen’s
College, Delhi University. Thereafter, he completed his post-graduation in
management from the Indian Institute of Management, Ahmedabad. He was one
of the first MBAs to join the hotel industry in 1971. He earned two Hotel Management
Diplomas with distinction—one from the International Hotel Association, Paris,
France and the other from the American Hotel and Lodging Association, US. He
did a fellowship with CERT, an apex body of Irish hospitality education.
His experience of over 30 years includes his work with the following organisations
and institutes of international repute:
• The Oberois—where he created the Oberoi Hotel School and was the
General Manager of two Oberoi properties.
• ITC Welcomgroup—where he rose to be Member Personnel on the Divisional
Board. He created the Welcomgroup hotel training centre in New Delhi and
commissioned the Welcomgroup Graduate School of Hotel Administration
at Manipal, Karnataka.
• Institute of Hotel Management and Catering Technology—where he was the
Principal of the Institute of Hotel Management and Catering Technology,
Pusa, New Delhi under the Ministry of Tourism. At this time, he was also on
the Board of many IHMs and the National Council of Hotel Management
and Catering Technology. During this period, he was involved in several ILO
and UNDP programs in India and abroad as faculty. He was also the member
of the National Classification Committee and gave star ratings to many
properties.
In 1994, he moved to Dubai as Director—Human Resources for the Metropolitan
Chain. Here he set up the Metropolitan Institute of Hotel Management in
collaboration with HIM, Montreaux, Switzerland. He also became Group Vice
President—HR with a sister concern of the Metropolitan Group which have
businesses in automobiles, airlines, hotels, travel agencies, etc.
He immigrated to Canada in 2000 where he worked with a Property Management
Company. He returned to Dubai again in 2002. In his second sojourn in Dubai, he
joined the “Executive Office”—a consulting wing to the ruling Sheikh of Dubai. He
also acted as an advisor to the Merit Hotel School which opened two hotel school
campuses in Dubai and Sharjah. He was also engaged as a consultant with “The
Peoples Partnership”—a British HR consultancy firm where he did some noteworthy
consultancy projects for several banks, oil companies, and Dot.com companies.
At this juncture of his life, he also worked as a career counsellor and had his
own program on FM Radio 89.1 in Dubai. He brought out his own column on
Career Counselling with Khaleej Times, a Dubai newspaper, for a year as well as
taught at Eikon Academy which brought in the Herriot-Watt University.
Sudhir Andrews is now Dean of École Hôtelière Lavasa in collaboration with
École Hôtelière Lausanne, Switzerland. He is also the author of 10 hospitality
books published by McGraw-Hill India.
 How to Succeed
at Interviews
Second Edition

Sudhir Andrews
Dean — École Hôtelière Lavasa

Tata McGraw-Hill Publishing Company Limited

NEW DELHI
McGraw-Hill Offices
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 Tata McGraw-Hill

Published by the Tata McGraw-Hill Publishing Company Limited,

7 West Patel Nagar, New Delhi 110 008.

How to Succeed at Interviews, 2/e

Copyright © 2009, 1988, by Tata McGraw-Hill Publishing Company Limited.

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RADLCDRFRXXAL
 Dedicated to my father
Air Cde. (Retd.) J. Andrews
Who guided me through my career
Letter from the Author
Dear Job Hunter,
Oh dear! There you are with sweaty palms and a sinking feeling in
your belly. You have just been grilled by the interviewer. He threw
questions at you left and right and you spluttered an answer knowing
that you could have done better. The reactions on the interviewer’s
face showed he was unimpressed. How unfortunate! Specially when
you know you are right for the job.
He offered you a limp hand in disinterest when he said goodbye
at the office door. You drive back home pounding the car steering
wheel, wondering, “Why did I say that?” However, the damage has
been done. You would never hear back.
You find later that the job did go to someone else, even though
you had a better résumé. But unknown to you, that person had
polished his job interview skills. If only you knew the right words to
say to the interviewer’s questions, the job would have been yours.
But don’t despair dear reader. What if I told you that you can
ace your next interview by mastering job interview skills given in
this book, and this will make you look forward to interviews rather
than being tense and insecure about them.
I promise to potentially double or triple your odds of getting the job.
This book provides you with answers to questions typically
asked by the candidates:
• How do I overcome interview jitters?
• How can I make a positive impression?
• How do I prepare for an interview?
• How do I prepare a hotshot résumé?
• What should I wear for the interview?
• How do I deal with different types of interviews?
• What kind of questions can I expect?
• Why does the interviewer ask certain question?
• What kind of answers can I give?
• How can I counter the interviewer’s style of questioning?
• What kind of questions can I ask the interviewer?
• How can I make telephone interviews a success?
• What if I am an average candidate?
• How can I negotiate a better salary?
• What happens after the interview?
viii Letter from the Author

This book has it all! I am empowering you with 101 most

popularly asked questions and how to answer them. This book
will help you to dramatically increase your odds of winning at a
job interview. The book unlocks the secrets of success.
But first let me explain why did I write this book for you. For
two reasons:
1. In my 30 years of interviewing I was appalled at the lack of
preparation by candidates and even though I favoured them
for selection, they ruined their chances. I want to give you
an insight from the other side of the table.
2. I wrote the first edition of this book in 1988 as a guide to
candidates when they prepared for interviews. I have been
deeply encouraged by the readers over the years. I have
upgraded the book to introduce the changes in modern
times and also brought in international perspectives. You
are now a global citizen and the world is your job market.
As a starter let us refresh ourselves with some basics:

WHAT IS AN INTERVIEW?
An interview is an opportunity to present yourself for selection.
Interviews have become an essential and critical part of your
life. This is especially true in our competitive world where
selectors have numerous candidates to choose from and the
interview becomes the means of differentiating you from another.
But here is a secret ! The market may be full of candidates but few
succeed at interviews because they just do not prepare for them.
I am sure that you, the reader, would like to be one of the
successful ones.

WHY ARE WE NERVOUS ABOUT INTERVIEWS?

Our first interview was at the impressionable age of four or five
when we went for admission to a nursery school. Most of us
remember it as a frightening experience because of the new
environment, new faces, and above all, the separation from the
warmth and comfort of our parent’s presence. Our parents may
have thought us naïve, but in fact we sensed their anxiety along
with the cries of other children and the hustle and bustle which
was so new to us. The confused situation may have laid the seeds
of fear of interviews. Consequently, interviews have become a
much dreaded thing.
Letter from the Author ix

We continued interviews throughout our school life especially

the dreaded parent-teacher meeting where our progress report
was discussed. We faced interviews when changing schools. But
here is some news. The succession of interviews will never end.
It continues with the effort of getting admission into a college;
with the banker to get a loan; with the government for permissions
and licenses; with the tax authorities regarding tax deductions;
with organisations to get jobs; etc. The most important
interview is the one for a job—which is what this book
is all about.
What makes interviews awesome is the fear of failure. Obviously
interviews are held for something that will significantly influence
our lives. Failure in an interview is humiliating, shameful, and a
blow to our self-esteem. Success in an interview brings pride to us
and our family, community, neighbourhood, and alma mater.
We would naturally like to succeed. While there are coaching
schools for written tests such as GMAT, TOFEL, JEEs, etc., there
are few institutes that prepare you for an interview. Wouldn’t you
like to know the secrets to succeed at interviews? This book aspires
to unravel such secrets to you.
I wish readers happy reading and success in their future
interviews.

SUDHIR ANDREWS
 Contents
Letter from the Author vii

1. Concept of Mutuality 1
Definition and Objectives 1
Purpose of an Interview 1

2. Job Search 5
Introduction 5
The Internet 5
Specialty Job Sites 6
Company Web Sites 6
The Newspaper 8
Trade Magazines 9
Recruitment Agencies 9
Employment Exchanges 10
College Notice Boards 10
Crisis! Careers after 40 10
Ways to Tell that You Need to Look for Another Job 11
Action Plan 13

3. The Hotshot Résumé 17

Introduction 17
What is a Résumé? 17
Types of Résumés 18
Preparing a Résumé 19
What Does a Personalised Résumé Do For You? 20
Destination Dustbin—Bad Résumés 20
Basic Guidelines for a Good Résumé 21
Résumé Format—General Guidelines 23
Final Check 35
Cover Letters 36

4. Preparing for an Interview 45

Introduction—Preparation Tips 45
Learn about the Organisation 45
Refresh on Your Chosen Subject 47
Refresh on Your Experience 47
xii Contents

Identify What You have to Offer 48

Consider Your Potential as an Employee 48
Practise the Frequently Asked Questions 48
KNOW Name of the Interviewer/s 48
Keep your Documents Ready 48
Practice Makes Perfect 49
Make a Trip to the Site of the Interview in Advance 49
Review your Résumé 50
Pre-Interview Checklist 50
The Night before the Interview 51

5. The Interview 52
Interview Ethics 52
The Interview Day 52
Before the Interview 53
Your Dress 53
Being on Time 60
It’s All About You 60
Self Motivation 60
Waiting for Your Turn 62
The Interview 63
Why do Candidates Get Rejected? 71

6. Techniques that Interviewers Employ 74

Introduction 74
While Waiting 74
Entry 75
Seating 76
Putting at Ease 76
Question Techniques 77
Listening 78
Interview Fatigue 79
Evaluating Personal Qualities 80
Presentations 82
Closing an Interview 83

7. Types of Interviews and Selection Methods 84

Interviews 84
Some FAQs about Group Discussions 91
Case Studies 98
Behavioural Interviews 101
Contents xiii

Telephone Interview 102

Luncheon Interviews 104
Aptitude Tests 106
Personality Tests 106

8. Profiles of Interviewers 107

Introduction 107
Different Types of Interviewers 108

9. 101 Frequently Asked Interview Questions and Answers 111

Introduction 111
Interview 111
HR Interview Questions 113
Functional Interview Questions 134
Final Interview Questions 157
The Compensation Interview Questions 163

10. Post Interview Processes 168

Introduction 168
Thank You Letter 168
Review of Interview 170
What to Ask After the Offer 170
Questions to Ask the HR 171
Background Checks 172
Employee Screening 173
The Offer Letter 173
Some Post Interview FAQs Asked by the Candidates 174
The Day of Joining 175
Tips While in Employment 177
 Chapter

1
Concept of
Mutuality

DEFINITION AND OBJECTIVES

T he Oxford Dictionary defines an interview as a face-to-face meeting,

especially for the purpose of obtaining a statement or for assessing the
qualities of a candidate. The term ‘interview’ is derived from the French word
entrevoir, which means ‘glimpse’. An interview, therefore, indicates a physical
meeting of people with two possible objectives:
1. To obtain a statement or opinion—This is usually the case when film
stars are interviewed and are being asked about their views on a role, or
when a prime minister is interviewed and is asked to give his statement
on a political issue.
2. To assess a person for selection—This is usually the case when interviews
are conducted for recruitment, admission to an educational institution,
or acquisition of a bank loan.
This book focusses on the second objective with special reference to
interviews for jobs. The main principle governing an interview, that is to get an
understanding of the person being interviewed, however, remains the same for
both the above-mentioned objectives.

PURPOSE OF AN INTERVIEW
It seems clear from the definition and objectives given above that the purpose of
an interview is to create an opportunity for people to meet and converse with
each other on a matter of mutual benefit. The participants consist of an
interviewer (or interviewers) who poses questions concerning the objective of
the interview, to an interviewee who answers them. However, there is an important
 2 How to Succeed at Interviews

aspect of this interaction which

people often tend to forget. The
interviewee can also ask questions. Herein
lies the concept of mutuality where
both partners benefit.
Most candidates believe that in
an interview they are the victims of
a barrage of questions when in fact
they have the equal right to ask
questions too. A successful interview
is never a one-sided conversation. The belief that an interview is a one-way
street causes fear of interview in the candidate’s mind because he/she feels
judged. In fact, an interview is an opportunity where he/she too can evaluate
the suitability of a job or organisation for himself/herself.
The interview is an occasion for discussion where both the sides decide the
future course of action. In job interviews, the organisation, the interviewer,
and the interviewee are stakeholders (those who benefit from this process). Let
us examine in detail how they gain from an interview.

HOW THE ORGANISATION BENEFITS

The success of any organisation depends upon its people. An organisation
may have expensive assets, extensive facilities, and efficient systems and
processes. However, their successful use can only be brought about if they are
in the hands of the right people—people who possess the knowledge, skills,
and competencies required for a particular job to meet the organisation’s
objectives. Therefore, one of the main concerns of an organisation is to find
and recruit the right person for the right job. An interview helps the organisation to
select the right person for a given vacancy. Interviewers who are assigned the task
of recruitment find making the right selection a challenging task.
An organisation incurs huge monetary expense in various recruitment and
selection processes. First, there are the prohibitive costs of job advertisements
or the fees of the recruitment agencies; second, there is the cost of the valuable
and productive time of the interviewers; third, there is the cost of travel of
interviewers to conduct outstation interviews; fourth, there is the cost of hiring
a place for the interview; and finally, there is the cost of reimbursing the travel
costs of candidates. Organisations are under pressure to make these investments
productive by selecting the right people who can ultimately bring returns to
the organisation with their own contributions towards achieving the
organisation’s goals.
Sometimes, a job vacancy takes several months to fill. This lead-time is a loss
to the organisation as the position becomes unproductive without the person.
At the interview, the organisation must make sure that the wait was well
worth it.
Concept of Mutuality 3

HOW THE INTERVIEWER BENEFITS

The interviewer is very often the Human Resources Manager or Functional
Head and in the case of senior positions, the Board. An interview pulls these
high-ranking professionals away from their core job chores. As a result, they
are very critical about the time they spend on the interview. They want this time
to be productive as it’s the time they could have spent on fulfilling pressing
tasks. I have often found it difficult to pull together an interview panel in my
career. The members show reluctance to be on the interview panel considering
the loss of their valuable man-hours that an interview would take.
The interviewer’s skill in interviewing is put to test at an interview. Interviewing
skills are fundamental to most job positions that hold responsibility and
accountability. Interviewers, therefore, hold important positions in an
organisation. To fail in making the right selections would mean failing to measure
up to their job responsibility. This puts a pressure on them as they have to be
mentally alert, be good listeners, and be able to ask the right questions. They
should also possess the right motivational skills to be able to convince a good
candidate to join as candidates have other options as well. So here lies the
surprise for the candidates. Interviewers are just as nervous as the interviewee at the time
of an interview.

HOW THE CANDIDATE BENEFITS

An interviewee’s greatest stake in a job interview is to be selected in the hope of
augmenting life’s experiences, achieving status, and improving the quality of
life. People give job interviews in order to achieve something better than what
they presently have.
Candidate’s ego is also at stake in an interview. Success in an interview adds to
the self-esteem of the candidate and brings the consequent sense of well being to
him. There are often several candidates for the same post which leads to competition.
Success in such a scenario brings self confidence in the candidate and strengthens
his belief of being better than others. Success also brings pride to the family,
neighbourhood, and alma mater. I have heard students of schools and colleges proudly
boasting about the success of their seniors in achieving important positions.
So, we see how all the members involved in an interview have important
stakes. Hence, it flows logically that best benefits can be reaped from the
interviews by all the members if they take the stance of mutuality. Everyone
has his/her own needs at an interview and the best approach can only be one
of partnership where the rights of each member are honoured and there is a
free exchange of information. Just as the interviewer has the right to seek
information from you, you have the right to get information from them about
the organisation to help you determine whether to join the organisation or
not. For example, a BPO may have a vacancy for night shifts only, which many
people may not find suitable.
 4 How to Succeed at Interviews

Many people forfeit their rights at an interview

on the belief that jobs are few and hard to come by.
The spirit of the interview is really the state of your mind.
If your attitude is to exercise your rights then the
tone of the interview is one of mutuality—less
awesome and more amicable. I have seen several
candidates withdrawing their candidature because
the terms and conditions of employment did not
suit them. I have also seen candidates not accepting
the job because the job content was not according
to their skills and competencies. Some candidates
also decline job offers because they do not get satisfied by the pay offered to
them by the company.
Many candidates regret their decision of joining an organisation within the
first month because they did not exercise their right to get more information
about the organisation, working conditions, and the job at the interview. One
person joined the back-processing unit of a bank in haste only to find that she
has to work twelve hours a day (and sometimes on weekends too) without any
overtime remunerations or considerations for meals and transport to home
after late hours. She left the job in one month!
I am sure you would like to know the questions that you should ask at an
interview. You can find these questions in Chapter 9, “101 Frequently Asked
Questions.” There is no limit to the questions that can be asked about the
organisation. You should have done a lot of fact finding about the job and the
organisation before your interview. This can limit the questions at the time of
interview but again they can be reconfirmed at the interview. You have a right
to know these things. Any organisation that does not give time and opportunity
to answer your questions is not worth joining in the first place. The manner of
asking questions is also important. Don’t speak with arrogance or with challenge.
Enquiries may be made politely and with dignity.

Remember: Good interviewers like candidates to ask questions. They believe

that candidates show real interest in the organisation and the job in doing so.
 Chapter

2
Job Search

INTRODUCTION

I am sure you would like to know where to look when seeking a job. There
are several sources from where you can find job vacancies:
• The Internet
• Specialty job sites
• Company websites
• The newspaper
• Trade magazines
• Recruitment agencies
• Employment exchange
• Your college job notice board/placement cell

THE INTERNET
Today the Internet is loaded with lots of job sites. There are more than 4,000 job
sites available online. You can log on to any job site like www.monster.com,
www.jobs.com, www.careerbuilder.com, etc. and check out the ‘Help
Wanted’ bulletin boards for jobs around the world. If you are looking for a job
in India then Naukri.com and TimesJobs.com are useful sites. Most likely,
these sites will offer you lots of vacancies in your job category. You can
submit your résumé on these sites to apply for suitable jobs. So will four
million other candidates! Can you imagine the number of résumés a
good posting will generate? If you are lucky you will receive a call immediately,
otherwise you will have to wait. The competition for really good jobs is
fierce. If you’re a generalist within your profession, these gigantic sites shouldn’t
be your first stop in your online search. Conversely, if you’re a nanotechnology
 6 How to Succeed at Interviews

engineer with PhD in calculus, which is a

specialised field, then you are a specialist and the
competition won’t be so fierce, since most of us
don’t even know what a nanotechnology engineer
does.
In either case, it certainly doesn’t hurt to sign
up with these sites and post your résumé. You
may get a call simply because the timing is right
or your stars are in your favour.

SPECIALTY JOB SITES

These sites focus on a particular industry, skill set, or other limited criteria. For
example, there are several web sites that connect chartered accountants,
engineers, hoteliers, etc. Some of these sites are sponsored by professional
associations like the Institute of Chartered Accountants, Federation of the Hotel
and Restaurant Associations, Indian Society for Training and Development,
etc. Such sites are specific to your qualifications and are likely to be more
successful than general job sites.
Most states post there vacancies on these sites. Some post them as part of
the main site for the state, while others have separate web sites for employment
listings. These sites are useful for finding local and regional openings, especially
for those job seekers who don’t want to uproot their families and move across
country. Many vacancies on state job sites are for positions in state government.
If you have experience in this area, check out postings on your state’s site, or
the sites of states to which you’d be willing to move.
Also, posting your résumé on these government-sponsored sites is always a
good idea. The employer may be looking for someone just like you.

COMPANY WEB SITES

If you are very clear about the specific company you wish to join then applying
through the company website is the most effective option.
Many companies post job listings on their own sites. They have a link labelled
as ‘Job Opportunities’ or ‘Employment’ or ‘Careers’ on their home page. These
are definitely worth adding to your favourites menu of your internet explorer
while doing a job search on the internet. New postings come up daily and you
can target the job you specifically want.
Many companies even e-mail you, when they have openings in your area of
expertise. This can be a real time-saver. Most of these sites also take a digital
(online) résumé and store it in their database. You never know, you might receive
a call from your desired company, months after posting your résumé on the
company site.
Job Search 7

FEW WORDS OF CAUTION

Looking for a job can be stressful. Unfortunately, a lot of unscrupulous people
know this and online job scams have been reported. So, here are a few tips to
protect yourself, your wallet, and your personal information:
1. Never pay listing fee online. You become a ‘commodity’ for these sites.
Employers should pay all the fees and be glad that they found you.
2. Never disclose your personal information on an unsecured site. There
are all kinds of hackers, crackers, script kiddies, and other cyber-creeps
who would love to know all about you. Post your résumé on secure sites
but never disclose critical information like your Driving License number,
Credit Card number, or mailing address. Provide your e-mail address
only when you post your résumé on an open job site.
3. Remove your posted, online résumés from job sites, once you’ve found a
job. Again, you already have enough personal information floating
through the Ethernet without adding to it.
4. Ensure information is encrypted, when purchasing from a résumé-writing
or résumé-submission service. Encryption, in short, ensures that the private
information you submit online is kept safe. At your browser, you can
recognise an encrypted form, when the root URL starts with “https:”
instead of “http:” or seeing the padlock present at the bottom right corner
of your screen. Purchase services from companies having added security
measures to ensure that your private information is secure from the hands
of ill-willed people.
5. Read and understand the privacy policy of sites you patronise. Professional
organisations possess a strict policy for members who do business online. A
privacy statement must be displayed on the company’s website with no
exceptions. Professional organisations value the trust of online buyers.
A privacy statement outlines what type of customer information is
collected and how it is used. Alliances and partnerships, for example,
arrange for Company A to sell or pass on client information to Company
B. The information transferred or sold could be basic—like name and
email address—or far more in-depth like name, address, social security
number, and phone number. No matter how basic or detailed the
information is, the company must have the logistics spelled out in their
privacy policy.
6. Be wary of submission invitations. Scammers and spammers follow the
same patterns. Mass emails are sent to an enormous list of recipients.
Not everyone on the “hit list” is searching for a new job. However, only a
small number of people need to be convinced, or tricked into believing,
that the email is authentic for the scam to be deemed successful. When
you receive an email from a recruiter who states, “We saw your résumé
 8 How to Succeed at Interviews

on the Internet, and we find your skill set to be perfect for one of our
clients. Please complete our online application through the below link”,
ask yourself a series of questions—
• Did you send your résumé to this recruiter? Visit the company’s website
(type the web address into your browser, avoid clicking the link in the
email);
• Examine a little more to find out if they are reputable.
• How did they hear about you? Call the company if necessary.
• Always proceed with caution when you receive a cold-contact email
from someone. They could be shams to avoid.
7. Phishing is an attempt to extract personal information through what
appears to be authentic emails. If you are searching for a job, an email
from a seemingly interested recruiter may seem normal and you might
consider it legitimate. However, looks can be deceiving. Know the counter
checks you may need to protect yourself from fraud.
8. Avoid responding to requests for personal information, such as a
social security or credit card number. Let’s say you receive an email
from what appears to be a well-known recruitment firm. The email states
that the company needs your account number to update your records.
You click on the link and you’re taken to a page that looks, feels, and
smells right. You proceed by submitting the requested information.
The link appeared safe, but you were taken to a site designed to
defraud you. Reputable companies will rarely ask for personal information
via email, so examine every incoming email for validity. Avoid giving
your information freely. Whether you are at the end of a Phishing attack
or the job application requires more information than you are willing to
provide, proceed with caution. Just as you analyse job opportunities,
intensely examine each person who receives your personal information.
With safe online practices, you’ll get the best return from your job-search
efforts.
Using online job sites offers the opportunity for you to discover the perfect
job that you would never have found using conventional means. These sites are
so convenient that the employers love them for all sorts of reasons and they
work for you when you use them to your best advantage.
They are worth your time and effort. Just think of them as one more
dimension of your larger job search—another open door to your next
position.

THE NEWSPAPER
Open a national daily and you find columns flooded with job postings. Skilled
jobs are posted daily in the newspaper while specialist jobs and senior positions
Job Search 9

come in a supplement once a week. For example, Times

Ascent of The Times of India. Many companies advertise
for ‘walk-in interviews’ where they provide time and
location of interviews. Such job listings are safe and
reliable and address the needs of a specific organisation
only. You can also send your résumé by post or by e-mail
as directed. Make sure that you have the right information
about the address and the person to whom you should
send your résumé. Also look for the last date for sending
in your résumé.

TRADE MAGAZINES
Trade magazines target a specific industry. Some of them are sponsored by the
industry association. For example, The Caterer and The Hotelier are specific to
the hotel industry. Trade magazines advertise job vacancies specific to the
industry. If you are qualified, experienced, and trained for a specific industry,
such magazines will save your time as they focus on a particular industry.

RECRUITMENT AGENCIES
Recruitment agencies are the most popular source of finding about job vacancies
these days. Many organisations approach recruitment agencies as a measure
of protecting their identity till the end. Organisations want to protect their
identity for several reasons—they do not want their competitor to know that
they are recruiting; they want to protect themselves from recommendations of
stakeholders whom they cannot refuse; they do not want their employees to
know that certain positions are being filled; and they want to keep certain
projects and positions secret. The recruitment agent then becomes the wonderful
intermediary who can do the preliminary screening. He/She can provide several
candidates to the organisation to choose from.
Most recruitment agents charge their
fees from the organisation and not the
candidate. They may charge you a
nominal registration fee only. But some
recruitment agents may charge the
candidate as well. An advantage of going
to a recruitment agent is that he/she
knows of jobs vacancies that are not
advertised. He/She will ask for your
résumé. Treat such agents as though they
are the end organisation. They must be
impressed with your credentials first before they pass your résumé to the
organisation. The reputation of these recruitment agents is based on the quality
of candidates they provide to the organisation.
 10 How to Succeed at Interviews

Another benefit of a recruitment agent is that he/she prepares you for the
interview. They give you tips on how to succeed with a particular organisation.
They also have vast information about the organisation and can give you the
required information for preparation of the interview.

EMPLOYMENT EXCHANGES
Employment exchanges are usually sponsored by the state or federal government.
They do have large job vacancies in the state or federal government level. Most
of them, however, list positions at skilled levels for the public sector. Those with
craft level qualifications can benefit most from these employment exchanges.

COLLEGE NOTICE BOARDS

Most universities and colleges list jobs on their ‘Job Notice Boards.’ These
are ideal for undergrads and graduating students who are looking for
part-time or full-time jobs at the entry level into an organisation. Many
universities and specialised colleges have their own placement cells. It is best to
register with them as they have contacts with industry and they promote their
university/college students for entry level positions. The placement cell will also
give you interview tips. Some placement cells like the IIMs, IITs and Hotel
Management Schools etc., invite the industry to their campus to conduct the
interviews.

CRISIS! CAREERS AFTER 40

In today’s environment, organisations prefer young people and they are quick
to replace employees once they touch 35–40 years. They adopt this preference
for several reasons:
1. Organisations (especially service-oriented ones in the new service age)
maintain long hours of work. Young employees have energy to cope with
these long hours.
2. Knowledge and skills get obsolete very quickly these days (e.g. the camera
and cell phone industries bring new developments in every six months),
and young employees bring in new ideas.
3. Young people are more ambitious and are willing to take risks to
outperform others. Mature people are less flexible, as they have family
responsibilities.
4. Young people are more creative and less burdened with past practices.
So when you hit 35, start thinking seriously of updating yourself, before the
crisis of age hits you.
Think like professional sportspersons. They are considered ‘old’ once they
reach 35 years. Many re-engineer themselves to become sports commentators,
coaches, sports critics, etc. You must follow their principle. Before the lay-off
strikes you, prepare yourself in advance.
Job Search 11

Industry is also readjusting itself rapidly to survive. Loathsome words for job-
seekers include downsizing, acquisitions, mergers, closures, cutbacks, and layoffs.
We hear of layoffs by even the most reputed companies because the dynamics of
business have changed. Companies want to get leaner and meaner to survive in
a fiercely competitive market. No one wants to lose their job, especially with
rising cost-of-living prices. Just the mention of proposed company changes has
made employees feel insecure. People rely on their incomes; therefore, identifying
any hint of a layoff is critical to job-seeker’s survival. Facing unemployment can
be daunting, but the true test is how you prepare for it with the time you’re given.
Unlike days passed, companies rarely announce an upcoming layoff, unless
the story is leaked and somehow makes the six o’clock news. There are several
reasons for this. Market dynamics are sudden and companies have to re-align
to those sudden changes which can even include layoffs; employees ‘switch off ’
when they hear of an impending change and may even sabotage such efforts;
companies do not want their stocks to plummet in the share market with rumours
of impending disaster, etc.

WAYS TO TELL THAT YOU NEED TO LOOK FOR ANOTHER JOB

It hurts getting axed, sacked, canned, or fired. It does nothing for your self-
esteem and it doesn’t look great on your résumé. It is always better to leave
your position on your own terms. But how can you tell, when your job may be
threatened. Here are some clues:

COMPANY RESTRUCTURING
A management or executive-level restructuring, elimination of a second or
third shift, and changes in inventory or production levels, are the signs that
something is changing in the company structure. Ask co-workers, particularly
those involved with inventory and clients, how things are going in the company.
Account managers, for example, will be the first to know when a large client
won’t be renewing a major contract or if sales have dropped significantly. An
inventory and procurement professional will be the one to ask whether supplies
have stopped being delivered due to late or non-payment issues.

NEWS FROM OUTSIDE

Check the pulse of the local media. Newspapers and business publications can
offer a window into the financial health of your employer. Stories and articles
covering missed contracts or severed business relationships should capture your
interest.
Keep in mind, negative indications doesn’t mean you should react hastily.
Companies always undergo changes—it is important in today’s market. Cutting
the fat and shifting to lean operations is a necessity to staying profitable and
continuing to grow in competitive markets. As companies are being transformed,
retraining or cutting back on staff is sometimes unavoidable.
 12 How to Succeed at Interviews

YOUR BOSS IS FINDING TOO MANY FAULTS

If you’re being pulled up frequently by your boss, it means that he/she is making
a case for your dismissal. He has made up his mind and instead of honestly
telling you about a layoff, he starts finding faults in your work. It is a clue that
its time to start looking for another job.

WHEN THE BOSS IS IGNORING YOU

This is a dangerous signal. It means that the boss has already made up his or
her mind. If no new assignments, instructions, or projects are coming your
way, this is an indication that projects are going to someone else or kept pending
for a new incumbent. You may even find that you are excluded from meetings
and important communication is not coming your way.

YOUR CO-WORKERS START AVOIDING YOU

Office gossip spreads like wildfire and, all-too-often, everybody knows before
you do. Sure, it’s unprofessional, but it happens all the time. You will notice
surreptitious glimpses or conversations will suddenly stop when you approach
people in your office. So, if your workplace friends start to shun you, ask people
whether they’ve heard anything about you. A good friend will surely tell you. A
lousy friend will run screaming from the room. Either way, it’s time to move on.

THE HR DIRECTOR HAS YOUR FILE ON HIS TABLE

You may wonder why, all of a sudden, the people in HR have pulled out your
file. Be suspicious.

YOU READ A JOB AD FOR YOUR POSITION

This happens very often. Employers like continuity in a job position and seek
replacements before they break the news to you. If you happen to come
across your job description in the classifieds, in an ad placed by your
company, start considering change of job. You’re probably in the market for a
new job—which was why you were reading the “help wanted” section in the
first place.

YOU’VE BEEN FALLING ABSENT OFTEN DUE TO DOMESTIC OBLIGATIONS

Your employer does not like this. In the fast-paced workplace, supervisors want
warm bodies to complete the daily tasks. Your absence can be very annoying
to them. Employers expect you to be at work and when you aren’t, productivity
falls and someone has to cover for you. Good employees go to work and do
their jobs. Those who take excessive leaves are guaranteed to be on the block.
Job Search 13

A BUNCH OF NEW TRAINEES ARE TAKEN FROM THE LOCAL COLLEGES

This could mean that the company has plans to enthuse new blood into the
organisation. They are cheaper than you and are poised to replace you and all
others like you.

ACTION PLAN
Getting sacked rarely comes as a complete surprise. There are usually signs
that things aren’t right at work—signs that you may choose to ignore, but
shouldn’t. Keep your eyes and ears open for signs of trouble—a change in
company ownership, a new supervisor, a new set of company procedures, drop
in sales, etc. Dramatic changes can often lead to layoffs, belt-tightening and
lots of ‘Good Luck’ parties.
Let’s say the above signs are present in your situation. Immediately shift into
survival mode, especially if the layoff is rumoured to happen within hours or
days. Here are a few tips to re-engineer yourself.

BUILD ON WHAT YOU KNOW

You have experience and that’s valuable. To walk away from 15 years in marketing
to become a goat herder is not a good career move. Build on what you know.
Examples
1. An auto engineer picks up a temporary teaching certificate after a three-
month crash course in principles of education and becomes a high school
CAD instructor. It doesn’t pay him much, but the intangible rewards more
than offset the smaller paycheck.
2. A real estate agent, tired of the late-night phone calls and 60-hour work
weeks, starts flipping properties on the side. She knows the market, the
inspectors, the contractors, the lenders—she’s plugged into the local real estate
grid from the top to down. So, she takes what she knows (which is of immense
value) and starts her own property management company—buying, selling and
renting properties.
3. A CPA becomes Director of Development for a local non-profit organisation.
A pediatric nurse takes the helm at a drop-off kid care franchise.
4. A Food and Beverage Manager opens his own restaurant. Another one acts
as consultant to smaller restaurant entrepreneurs.
Do you get the idea from the above-mentioned examples? Build on what
you’ve got.

MAKE A CRITICAL SELF-ASSESSMENT

Sit down with a nice cup of coffee and make a list of your professional knowledge,
 14 How to Succeed at Interviews

skills, and competencies that could be leveraged in a new career. You’ll be surprised
at the extent of your skill set.
Your list should include proficiency using computer software programs (these
are transportable skills required on almost every job), special training, and
knowledge acquired on-the-job.
Make a second list of your professional weaknesses. Make a third list of your personal
qualities. Maybe, it may open new doors for you. Sometimes, we have talents and
attitudes that were kept locked throughout your career so far. You need to open those
locked doors and do something you like. I took authorship after 30 years in corporate
life. To start with I went to a writing course, it was marvelous. Maybe it is time to go
back to school and do a short-term course yourself.

UPDATE YOUR RÉSUMÉ

When did you last update your résumé? Do so now and start scanning for
potential employers. Remember, as mentioned above, reading newspapers and
business publications can be a huge asset for you while you’re searching for
jobs because they also tell you about the companies that are expanding, landing
the big contracts, and expecting to see growth. Look at industries (possibly
outside your current one) that aren’t facing job losses because you don’t want
to jump from one sinking ship to another.

GO BACK TO SCHOOL
Continuous education is the byword for today’s professional. Unless you keep
yourself updated you are not going to survive in today’s job market that is
changing each day. One of the reasons for getting laid off is your obsolete
knowledge and skills. Younger generations come out of college with the latest
knowledge and are, therefore, preferred. Adult education, the local community
college, technical schools, workshops, seminars, etc. are all great places to develop
new skills and update old ones. Get the certificate, license, degree or the
credentials you need to start your new career path. I have known defence
personnel who studied hotel management to find jobs as security officers and
administration managers in hotels. Air Force Pilots got commercial licenses to
fly commercial jets.

STUDY THE JOB MARKET

Check out what’s hot and what’s not. Well, the IT sector seems to be hot again
while manufacturing is in free fall. There’s unprecedented demand for back
processing offices and trainers at all levels.
Go through the classifieds to see what’s hot in your region. Or, maybe you’re
willing to relocate. That’ll expand your options! There are many start-up
Job Search 15

companies who value experience. They can get you on board as advisor,
consultant, retainer, etc.

BACKDOOR ENTRY
You have another option if you are asked to leave. You could negotiate being re-
hired as a retainer to the same company. A retainer works on a contract basis at
perhaps a lesser pay. Organisations look at such methods to cut payroll costs. A
retainer does not attract the benefits and superannuation costs so the company
gets interested. A company values your knowledge of systems and processes and
prefers an old, experienced hand than having to train someone new.
Another good method of associating with your company is to become a
supplier or contractor to it. Many organisations believe in outsourcing services
as a viable strategy. The horticulturist of a hotel was laid off and was hired as
a contractor to maintain the gardens of the property. The continuity of the
horticulture programme was maintained. An engineer in a motor company
became the supplier of spark plugs to the factory. He knew exactly the needs
and standards of the manufacturer and was able to source cheaper spark plugs
of quality. A Director of Engineering became the technical trainer of the
company. A Human Resources Manager started her own recruitment firm
supplying human resources to her old company.
Leverage your connections with the organisation to serve it in other ways
than straight employment. Your experience counts.

CAREER COUNSELLING
If it’s offered, take it. You’ve been laid off, but the company still cares enough
to help you find a new job. Take advantage. It’s free and it may help you land
your next job two months faster. Alternatively, seek the help of a professional
career counsellor, if you are stuck. Remember, these are new times and a
professional career counsellor can help you align yourself with the new trends
using your present talents. He/She will also advise you about other courses
you can take to make you more eligible in the market.

REFERENCES
References are a must. They will stand in good stead in your next career. Don’t
stop with your immediate supervisor. Get letters of reference from the
higher-ups too. The Human Resources Department is authorised to give official
references but no harm in getting ones from your other well-wishers in the
organisation.
Letters from clients and customers also look good in an employment package,
so don’t be shy about calling a few of your best customers and asking for a
letter of recommendation. They are very impressive to a future employer.
 16 How to Succeed at Interviews

LEAVE ON A GOOD NOTE

You never know when you will need the support of your organisation in your
future career. They may even call you back when circumstances change. Your
associates could be good network points to get you through many doors.
Leave on the best possible terms. Leave with a lot of handshakes, smiles, and
best wishes all around.
The absolute worst thing you can do is to quit without a plan of action.
That’s walking the tightrope without a net. If at all possible, give your notice,
clean out your desk and move on to the rest of your life starting first thing
Monday morning.
The key is to find a job—any job to keep the creditors at bay. Build on your
skill set by designing a résumé, cover letter, and thank you letter that demonstrate
how your skills translate to this new position, business, or industry.
 Chapter

3
The Hotshot
Résumé

INTRODUCTION

I feel compelled to write about a properly presented résumé. In my experience

several résumés found their way to the dustbin because of the improper
and shabby way they were presented. Such résumés were just not appealing
enough to motivate the employers. I do not want this to happen to you. Some
résumés I received left a positive impression on me and spurred me to anxiously
want to meet the people who prepared them. This chapter will deal with how
to make winning résumés that are informative and appealing. But first let us
understand what a résumé is.

WHAT IS A RÉSUMÉ?
A résumé is a documented profile of the candidate and reflects his/her
personality. In other words a résumé is you. It can either destroy or augment
your chances of being called for an interview. A résumé (French term) is
also called a curriculum vitae (Latin term) or bio-data (English term). The
term which is most widely understood in your location must be used. The
résumé is your first introduction to the recruiters and explains your education,
experience, achievements, and character. It is your calling card which is viewed
well before a physical meeting with the interviewers. It, therefore, must evoke
enough interest in the selector to shortlist you for an interview. Your objective
in the first instance is to present the best document about yourself to get a call
for the interview.
Résumés are formal legal documents. Information which is presented in the
résumé must be authentic. Information provided in the résumé can be verified
and good organisations do verify them through formal and informal references.
 18 How to Succeed at Interviews

Organisations also ask for documentary proof of qualification, experience,

and date of birth. Candidates may lose their jobs because of unsupported
documents. Candidates are summarily dropped or dismissed when they are
found to have provided incorrect information about themselves.

PURPOSE OF A RÉSUMÉ
The primary purpose of a résumé is to secure an interview for you. The résumé
is your “sales tool” and provides you with an opportunity to market your
strengths and accomplishments to prospective employers. You can communicate
your skills, qualification, experience, and interests to a potential employer. This
information will help the employer in assessing your ability to do the work.
There is no right résumé, however, a concise, well-written, easy-to-read
résumé will attract attention and increase your chances of being invited to an
interview.

TYPES OF RÉSUMÉS
The following general guidelines can help you to decide which résumé format
will work best for you. The types of résumés are:
• The Chronological Résumé
• The Functional Résumé
• The Combination Résumé

THE CHRONOLOGICAL RÉSUMÉ

A Chronological Résumé is organised by job titles (with your most recent
position listed first) and highlights your work experience and academic history.
This is the most popular résumé format, and the one which is most familiar to
the employers.

ADVANTAGES
• It provides employers with a clear and concise assessment of your
experience.
• It highlights your major asset—your educational background.
• It brings the employer’s attention to the fact that you have relevant work
experience in a particular area or industry.

DISADVANTAGES
• A lack of steady or relevant employment history will be prominently
reflected in such a résumé.
• The chronological résumé exposes gaps in your work history.
• It downplays the transferability of skills from one job to another.
The Hotshot Résumé 19

THE FUNCTIONAL RÉSUMÉ

A Functional Résumé is organised in a list format. It emphasises your skills,
experiences, and accomplishments rather than your employment history.

ADVANTAGES
• You can draw equally from all aspects of your relevant skills and
experiences including paid positions, volunteer work, education,
involvement in campus clubs, etc.
• Lack of steady work experience will not be as obvious as it is in the
chronological résumé.
• This format will highlight your transferable skills such as “researching”,
“writing”, “giving presentations”, etc.

DISADVANTAGES
• This style may make it more difficult for employers to follow and to make
comparisons between the candidates.
• Some employers (who prefer chronological résumés) may assume that you
are attempting to conceal certain aspects of your employment background.
THE COMBINATION RÉSUMÉ
The combination résumé emphasises your skills and accomplishments for a
specific job, but still lists your work history.

ADVANTAGES
• This style of résumé has most of the advantages of both the Chronological
and Functional résumé formats.

DISADVANTAGES
• This format is not as familiar to the employers as the Chronological format.
However, the combination résumé should not be considered a major
disadvantage as it is gaining popularity among the employers.

PREPARING A RÉSUMÉ
Preparing a good résumé requires some time and effort and cannot be a 10-
minute activity. You can make a meal in 10 minutes; you can have the oil in
your car changed in 10 minutes; you can do a lot of things in 10 minutes, but
writing a résumé isn’t one of them. Not if you are serious about finding a good
job. It is human tendency to doubt the quality of products and services that
one gets too easily and I am quite sure that you do the same. This is because
anything good takes time to polish. Remember you went to college and took
three years to graduate. By the same token, in order to make your résumé
 20 How to Succeed at Interviews

distinct and more presentible from others, you will have to devote some time
in preparing it. Many candidates use stereotyped methods to prepare their
résumés, which then look as though they have been cut from a template.
However, you should prepare your résumé in such a way that is should sizzle
and sell.
Creating the right résumé is an art. It’s a skill you can learn, but creativity is
an important aspect of a perfect résumé, and that’s where art plays an important
role.
You can also go to a professional résumé writer (a recruitment agent can
help). Professional résumé writer would take time to get to know you and your
job search objectives. He/She will ask for extensive details about your work
activities, looking for that little ‘hook’ that will set you apart from your
competitors. He/She would highlight your strongest attributes as a job
candidate. Professional résumé writers keep themselves updated on current
employment trends; they use current buzz words in your résumé to make it
really professional.

WHAT DOES A PERSONALISED RÉSUMÉ DO FOR YOU?

• Your résumé is not a string of dates, places, and job duties. It is a sales
tool that excites the interest of a recruiter.
• A résumé is usually your first introduction to a potential employer, so
when the head of HR opens your employment package, containing a
résumé, cover letter, and other documentation requested from the
employer, it should look professional and grab the attention of the reader.
• The résumé highlights your credentials such as your knowledge, skills,
and achievements, and hide your weaknesses such as understating or
ignoring the eight-month period you lived at home with your parents.
• A professionally prepared résumé is perfect. No typos, no misspellings,
no slang, and no white-outs. A résumé with a gross spelling error is doomed
to the dustbin.
• A well-packaged résumé and cover letter says a lot about your
professionalism. It shows the employer that you know the rules of the
business or commercial world. A résumé must be typed (or computer
generated). A hand-written résumé is not acceptable to the employers.
Isn’t your professional future worth the effort of crafting a good résumé?

DESTINATION DUSTBIN—BAD RÉSUMÉS

Those who do not give enough importance to this vital document show the
following pitfalls that forces the employer to reject them:
1. It is hand-written.
2. It is crumpled.
The Hotshot Résumé 21

3. It is stained.
4. It has spelling errors.
5. White-out is used for words and sentences.
6. It is presented on ruled paper.
7. The ruled paper is torn from a notebook.
8. It is a photocopy (shows that the résumé is being sent to several places).
9. There is no covering letter.
10. There is an undated covering letter.
11. The covering letter is not addressed to a specific person.
12. The information is incomplete.
13. It does not contain the formal name.
14. It does not have an address.
15. It does not contain a contact number.
16. It does not have a photograph (résumés by e-mail may be excused but
those with a scanned photograph have an advantage).
17. The candidate has not formally dressed for the photograph.
18. Candidates in the photograph do not smile. The snap is rather a grim
mug shot.
19. Information is not presented in the correct sequence.
20. Information is scratched out with ball pen.
21. Information is added with a ball pen.
22. The qualifications and experience do not match the profile of the job
(shows that the candidate has applied blindly).
23. It does not have the candidate’s signature (with the exception of those
sent by e-mail).
24. Photographs and documents are not stapled.

BASIC GUIDELINES FOR A GOOD RÉSUMÉ

• You must tell the truth.
• It is your job to sell yourself.
• A résumé is about your future not your past.
• Put information in order of interest to your potential employer.

TELL THE TRUTH

You must tell the truth in your résumé. That’s not negotiable. It is simply
unethical to invent any part of your background. Ensure that you can support
your information with proof. Employers will verify the basic facts on your
résumé, especially your title, dates of employment, prior salary history, and
your qualifications. If you get a job based on lies, there is no job security. Most
employers dismiss such an employee, even years later, if they discover that the
employee had provided false information in his application. Your résumé is a
legal document which becomes a part of your permanent personnel file. Being
creative and persuasive does not mean creating a piece of fiction.
 22 How to Succeed at Interviews

SELL YOURSELF
A résumé is no place for modesty. Employers expect you to showcase your
skills, competencies, talents, traits, and experiences according to their needs.
You do them a favour if you put your best foot forward, because they look at
your résumé specifically to discover your talents and abilities. While selling
yourself, always focus on those attributes that the employer needs. Perhaps
your reference letters from school, college, and work will provide you with the
right words. Ask your best friend or family member to tell you what they perceive
to be your strengths. We are often unaware of our own strengths.
A good résumé is focused toward your future. It will tell about your career
objectives, aspirations, and ambitions. The information should be of interest
to your employer. It should be customised according to each job vacancy whether
it is an internship or a job opportunity. The job you are applying for must be
related to your career goals. So a résumé should be designed to create your
future want, not just report your past. This is why it is important to start working
on your résumé not by compiling information from your past, but by imagining
your future.

INTEREST THE EMPLOYER

Many résumés are long-winded and boring. It is an effort to go through them
because they are not concise and to the point. They become a history sheet.
You can use some key phrases which can attract the attention of the employer.
Consider your employer and customise your résumé accordingly. Research the
industry that you want to work for, assess their needs, and create a résumé that
highlights how you can contribute to them. Emphasise the skills which relate
most to the position you are applying for, highlighting any growth in your
responsibilities.
1. Use action words such as “supervised”, “directed”, “developed”,
“organised”, and “planned” to describe what you are capable of doing.
2. Highlight qualities or skills you excel at or which are unique to you.
3. Place the most relevant information at the top of your résumé and
highlight those skills which are related to the applied job vacancy.
4. Focus on what you can do for the company/organisation with reference
to your past achievements.
5. Use short but specific, descriptive statements to illustrate your skills,
experience, and education which match the employer’s requirements.
6. Be honest about your accomplishments—do not undersell yourself, but
do not exaggerate either—this could come back to you in the interview.
7. Include your name, telephone number, and complete home and e-mail
addresses.
8. Include your other interests.
The Hotshot Résumé 23

RÉSUMÉ FORMAT—GENERAL GUIDELINES

The following guidelines are followed in typical résumé format. These are
general résumé format rules:
• Use Font size of 10 or 12.
• Résumé should be perfectly typed with about a one-inch margin.
• Use only one type of font (preferably Times new Roman, Arial, or
Verdana). You may vary size for emphasis, if necessary.
• Use bold print for emphasis. However, do not use too many different
styles.
• Avoid typing the résumé in capital letters and italics as they are difficult
to read.
• Describe training, skills, and accomplishments in phrases rather than
sentences.
• Use action verbs to attract employer’s interest and response.
Good résumés follow a proper sequence of information that is generally
accepted. You must keep in mind that the selector is a busy person and is
inundated with several applications and will need to get the right information
immediately from the résumé to raise interest to carry on further. Here is a
suggested sequence of information:
❖ Title
❖ Name, address, and contact number
❖ Career objective, aspiration, and ambition
❖ Special skills and competencies for the job
❖ Past achievements related to the new job
❖ Educational qualifications
❖ Special courses attended
❖ Experience
❖ Hobbies and interests
❖ Personal information
❖ References
❖ Signature
Let us look at each in detail:

TITLE
This refers to the heading of the document. It must be titled as ‘Résumé’, ‘Bio-
Data’, or ‘Curriculum Vitae’. Use the term used by the organisation when
they advertised for the position. Apparently, it is the term that they are using at
their work place.
 24 How to Succeed at Interviews

NAME, ADDRESS, AND CONTACT NUMBERS

The name must be in the sequence of first name, middle name, and surname.
There are certain cultures where the village or father’s name is given like in the
state of Kerala. Since the names are adaptations to the local dialects some
candidates may use initials like C.V. George. Whatever the style used, it must
correspond exactly to the way it is presented in the passport, driving license, or
school leaving certificate. These documents are accepted universally to
authenticate names. Remember that certain statutory funds like the provident
fund, pension, government gratuity fund, or social insurance are redeemable
by showing documentary evidence of name. Therefore, your name as reflected
in the résumé will be logged as the official name in the company records for
contributions to such funds.

ADDRESS
The address must be reliable over a long period of time for immediate and
long-term contact. The company will use the address mentioned in the résumé
for correspondence like letters calling for interview; rejection letters;
correspondence during service; legal notices; cheques of statutory funds which
arrive long after a candidate has left the service; etc. Some candidates have two
addresses—contact address and permanent address. The contact address is for
immediate communication while the permanent address is for long-term
communication (over a year). The address must have the proper pin or zip
code and must mention the city and state clearly. The address is particularly
important in case of emergencies when the next of kin need to be contacted.
Provide a reliable permanent address if you are frequently moving, to ensure
that correspondence will reach a reliable place. Ensure that you update your
address with the Human Resources department once you are employed.

CONTACT NUMBERS
This is vital for all immediate contact concerning the interview and subsequent
official conversation. The most valuable contact number these days is the mobile
number. But at times the mobile can be switched off or unreachable. It is,
therefore, important to give alternate numbers like the residence land-line
number. It is important to keep the mobile ‘ON’, so that you can be contacted
at any time. It must be kept ON but in silent mode if you are in cinema halls or
areas that prohibit mobile phones. With the advent of cyberspace, it is prudent
to provide your e-mail address if you possess one.

CAREER OBJECTIVE
Selectors these days are keen to know the reason for your applying for a job.
This gives them the indication about your motivation. Think about this carefully,
The Hotshot Résumé 25

as it could enhance or destroy your chances for selection. Selectors want serious
applicants and are keen to match your objective to their objectives of
employment. Remember that the interviewer may probe the reason for your
applying at the time of interview, so the reason stated must be credible. Some
objectives are mentioned below:
• Start career after your education.
• Change of job for a better position that matches your skill-set more
appropriately.
• Change of job for advancement.
• Move to an organisation that offers better career prospects.
• Move to a better organisation.
• Move to an organisation that offers higher individual growth.
• Move to an organisation that recognises good talent.
• Moving into a state or city for personal reasons.
While the reasons above are legitimate reasons, some of them can be double-
edged swords too. For example, a change of job for advancement gives the fear
to the interviewer that you may leave them if you get a better offer somewhere
else. The interviewer will check your employment record and see the frequency
with which you change jobs. Too many changes will give a negative picture to
the employer, and while you may be having a valid reason for change—after all
everyone wants to improve their lot—organisations are wary of job-hoppers.
Some typical examples of objectives are mentioned below:
• “To seek employment at the entry level that matches my qualifications
and aspirations.”
• “To join an organisation that will utilise my qualification and experience
to mutual benefit.”
• “To join an organisation where we can grow together using my skill sets
and experience.”
• “I am seeking employment as I believe that my profile best suits the job
advertised.”
• “To grow in the energy sector as it is my chosen field.”
• “To join a growing organisation that will help me grow with it.”

SPECIAL SKILLS AND COMPETENCIES

First, let us understand the meaning of ‘skills’ and ‘competencies’. Skills are
abilities to execute certain specific tasks for a definite purpose such as a machinist
has the skill to operate a lathe machine, an accountant has bookkeeping skills
to fulfil his job.
Competencies are of behaviours essential to a job. Both the machinist
and accountant must be perfectionists in their own respective fields. Any
deviation in their jobs can have serious impact on their work ability. An Air
Hostess loves to serve people, a Salesman loves to communicate with people, a
 26 How to Succeed at Interviews

Project Technician likes to work in a team. Let us look at some more examples
of both skills and compentencies:

SKILLS
• Technical (handling machines, acting, modelling, accounting, business,
etc.)
• Computer
• Communication
• Analytical
• Customer Service
• Management
• People
• Negotiation
• Selling

COMPETENCIES
• Teamwork
• Leadership
• Coordination
• Customer orientation
• Grooming and hygiene
• Courtesy and manners
• Result-oriented
• Disciplined
To understand the difference between the two in a better way let’s take an
example. Say, a counter salesperson must have the skill to sell a product. This is
acquired through training and experience. This same salesperson cannot sell
successfully if he/she does not have the competency of courtesy and manners.
In other words, one is an ability to perform and the other is behaviour while
performing.

ACHIEVEMENTS
A résumé showcases the achievements of the past that holds promises for the
future. This gives the selector a snapshot of what recognitions you have acquired
in your past jobs. Employers like to hire those who are result oriented. The
achievements must be mentioned along with the quantity, time, and place of
the performance. Here are some good examples of achievement statements
that can be mentioned in a résumé:
• Increased sales by 20% in the year 2006 at Goodwin Park Ltd.
• Achieved a labour cost saving of 40% in 2005 at Hyundai Factory.
• Got the “Employee of the Year” recognition for three consecutive years
since 2001 at Pullman Hops LLC.
The Hotshot Résumé 27

• Successfully trained 20 customer service executives who achieved 20%

growth in sales at Hero Honda in the year 1999.
Examples of bad achievement statements are:
• Increased sales
• Saved labour cost
• Got recognition for performance
• Trained 20 customer service executives
What if you do not have any achievements? This is a serious matter and you
must look at yourself and your performance. Someone with achievements
is likely to score above you at the time of selection. Do not be surprised if
you are not shortlisted. But this is the gloomy side of things. On the
positive side, everyone has achieved something, if not at work then may be
at school which he/she might have taken for granted. It is just that he/she
has not thought about it. You can highlight even your achievements at
school. You may have been a sports captain in school or a prefect or
won a declamation contest. This shows you to be a leader and good
communicator. Search for your achievements and list them down. At work you
may have at least achieved the targets set for you in a year. List such achievements
as:
• “Achieved targets throughout my working career leading to above average
performance rating.”
• “I achieved a zero percent absentee rate during my career.”
Wow! In the above examples I as a recruiter can expect you to achieve the
targets set for you with a zero absentee record. I like such workers who show
commitment and achieve results.

ACADEMIC QUALIFICATIONS
These must be presented with the recent first in your résumé. Those with good
qualifications would like to showcase it prominently to get the edge over other
candidates. Educational qualifications can be presented in two ways—the
running style or through a table:
Running Style:
1985–1987 Masters in Business Administration from the Faculty of
Management Studies, Delhi University
1982–1985 Bachelor of Commerce from Sri Ram College of Commerce,
Delhi University
1981–1982 High School (Class XII) from Modern School, New Delhi
1978–1981 Junior High (Class X) from Modern School, New Delhi
 28 How to Succeed at Interviews

Table Style:
From To Educational Institution Qualification Rating
1985 1987 Faculty of Management Master in Business B
Studies, Delhi University Administration
1982 1985 Sri Ram College of Commerce, Bachelor of Commerce 92%
Delhi University
1981 1982 Modern School, New Delhi High School (Class XII) 95%
1978 1981 Modern School, New Delhi Junior High School 95%
(Class X)

You may ask, “What if I did not study in well-known institutions?” Be proud of
where you studied. Employers appreciate those candidates who are proud of
their school and college irrespective of whether it was well-known or not. They
feel that such candidates would show the same fierce loyalty and pride to the
organisation. Never undermine your institution and prepare all the good
qualities you learnt from it. Flaunt it at the interview.
Another question you may ask is, “What if I did not get good marks in school or
college?” Do not mention your rating in the résumé. Let the interviewer seek it
at the interview. You can respond “I am more a hands-on person than an
academic.” Those who are not academically inclined are not necessarily poor
performers. As a matter of fact such candidates went that extra mile to prove
to themselves that they are just as good as others. And they are quite good at
work, if not better. Your scholastic marks will affect you in getting into good
institutions that have their internal cut-off marks for higher studies. You may
have not got admitted to a noted college because of your average marks. What
matters here is ‘you’ and how you have shaped up. Your intrinsic qualities
backed by your achievements at work must override your average marks and
must be highlighted. That matters at the moment. You can mention your
educational qualification after your experience in your résumé if that is more
impressive.

SPECIAL COURSES ATTENDED

Important technical courses help you to specialise in specific skills. These courses
reflect your interest in continuous learning and will to stay upgraded. Special
courses are short term, ranging from 3 days to less than a year. Most of them
end with a certificate of proficiency, participation, or achievement. These
courses can be also presented in a running style or in the form of a table.
Running Style:
Nov 1983 2-week programme on Microsoft Office Applications by
Aptech Ltd, New Delhi
Sep 1989 3-day ‘Train the Trainer’ programme by the Indian Society
for Training & Development, Mumbai
The Hotshot Résumé 29

Table Style:
Date Duration Institution Name of
Certification
Programme

Nov 1983 2 weeks Aptech Ltd. New Delhi Microsoft Office Certificate of
Applications Proficiency
Sep 1989 3 days Indian Society of Training Train-the- Certificate of
and Development, Mumbai Trainer Achievement

EXPERIENCE
Your experience is perhaps the most important part of your résumé. Obviously,
selectors try to match the experience to the job profile of the position.
Experience concerns involve two things:
1. Quality of experience, and
2. Duration of experience (number of years).
Your experience should meet up to the expectations of the organisation.
Most organisations mention these two concerns in their job advertisement.
There are candidates who disregard these expectations and apply anyway. It is
a waste of time for both, you and the employer. Make sure that your experience
should match the expectation of the organisation.
In a résumé your experience can be reflected in running style or as a table.
It should commence with the most recent experience.
Running Style:
1. XYZ Co. Ltd. Marketing Supervisor July 2000–till date
The company is a leading manufacturer of piping for the oil industry.
Responsibilities:
• Led a team of six sales persons who exceeded sales targets.
• Coached 6 team members in negotiating skills resulting in more orders.
• Coordinated with the warehouse for supply of goods. Have never fallen
short of supply deadlines.
• Coordinated with transporters, achieving timely supply to customers and
keeping transportation costs within budget.
• Followed-up on production schedules for timely delivery.
• Provided customer service and received several commendation letters
from clients.
• Prepared accurate invoices for goods and ensured a zero per cent recovery
factor.
• Accounted for goods sold and met my sales targets.
 30 How to Succeed at Interviews

Achievements:
• Expanded market segment by 20%
• Increased sales by 10% over last year
• Delivered orders on time
2. ABC company Sr. Salesman January 1992–July 2000
The company is a mid-range trader of piping for the oil industry.
Responsibilities:
• Develop sales leads throughout South Asia.
• Ascertain sales requirements and negotiate prices.
• Source pipe manufacturers.
• Evaluate pipe manufacturers for our needs.
• Recommend to Sales Manager such manufacturers for short-term and
long-term orders.
• Follow-up on manufacturers production schedules.
• Coordinate with shipping and transportation for ex-factory delivery.
• Complete all sales documentation.
Achievements:
• Increased sources of supply by 12%
• Increased sales leads by 30%
Table Style:
Sr. Period Period Name of Designation Brief Responsibilities
No. From to Organisation

1. July 2000 Till date XYZ Co. Ltd Marketing • Leading a team
Supervisor of six sales persons to
achieve sales targets.
• Coaching team
members.
• Coordination with
warehouse for supply
of goods.
• Coordination with
shipping and
transportation of goods.
• Customer Service and
handling complaints.
• Raising invoices for
goods.
• Accounting for goods
sold.
2. January July ABC Co. Ltd. Senior • Develop sales leads
1992 2000 Salesman throughout South Asia.
• Ascertain sales
requirements and
negotiate prices.
(Contd)
The Hotshot Résumé 31

Sr. Period Period Name of Designation Brief Responsibilities

No. From to Organisation

• Source pipe
manufacturers.
• Evaluate pipe
manufacturers for our
needs.
• Recommend to Sales
Manager such
manufacturers for
short-term and long-
term orders.
• Follow-up on
manufacturers
production schedules.
• Coordinate with
shipping and
transportation for
ex-factory delivery.
• Complete all sales
documentation.

INTERVIEWER’S POINT OF VIEW

When reading the example given above, the interviewer is going to understand
the following about you and your experience.
• You belong to the oil piping industry. (Obviously you would have applied
to the oil industry only).
• You have experience in the sales and marketing function.
• You have leadership skills.
• You have coaching skills.
• You have sales, accounting, and documentation skills.
• You have co-ordination ability.
• You possess follow-up skills.
• You are achievement oriented.
• You make businesses grow.
• You are time-conscious.
• You are not a job-hopper.

HOBBIES AND INTERESTS

First, let us understand the difference between hobbies, interests, and pastimes.
Hobbies are those activities, other than your work, in which you have extensive
knowledge. You have learnt about it, developed skills in it, and achieved some
degree of proficiency. People have different kinds of hobbies like aero modelling,
 32 How to Succeed at Interviews

philately (stamp collection), numismatics (coin collection), sculpture, painting,

music, gardening, etc.
Interests are those activities in which you have knowledge but you do not
actively participate in those activities or have proficiency in them like you may
have interest in cricket, aeroplanes, cars, politics, etc. but do not participate in
them actively.
Pastimes are those activities which are passive in nature for leisure purposes.
Some examples of pastimes are watching television, eating, window shopping,
reading, listening to music, etc. Pastimes are rarely mentioned in résumés.
There are candidates who list an impressive array of extra curricular activities
in their résumé, but have very little knowledge of what they have listed. This
annoys the employer. It is better to list one hobby that you know in depth than
a number of them that you know very little about. It is important to mention
interests separately as the level of knowledge expected is less on the subject.
This segment of the résumé is especially important to those who are starting
their career in entry level jobs. Since there is no experience to write about, the
interviewer would like to know about your character through your hobbies
and interests. When presenting them on the résumé, it is better to list
achievements rather than activities. For example:
Activity: I play cricket
Achievement: Represented school and college in cricket
Interviewer’s points of view:
Hobbies and interests show the following:
• Whether you are creative or logical
• Whether you are active or passive
• Whether you are curious or cursory
• Whether you are achievement-oriented or an ‘also participated’ type
• Whether you are a leader or a follower
• Whether you are committed or fickle
Therefore, any form of art is creative. Interest in crosswords, chess, aero-
modelling shows you are logical. Participation in any form of outdoor sport
shows you are active, whereas origami, board game, or reading show you are
passive. Certificates of achievement show that you attained some level
performance whereas certificates of participation show that you are one of the
crowd. Being a captain, prefect, supervisor, chairman, team leader, etc. shows
leadership whereas being a member of a team activity shows you to be a good
follower.
Personal: Personal information may include the following:
• Date of birth
• Whether in possession of a passport (necessary for international
assignments)
The Hotshot Résumé 33

• Whether in possession of a driving license (necessary for outdoor jobs)

• Whether in possession of own car (some outdoor jobs may insist on this
and they may give a petrol allowance)
• Permanent address (in case the applicant moves houses frequently)
There are some states that believe in equal opportunities and cannot ask for
the following information:
• Marital status
• Religion
• Caste or tribe (in India this may be necessary to mention to get
consideration of quotas given to scheduled castes and tribes, referred to
as SC/ST)
• Race or colour
• Gender orientation

REFERENCES
There are two types of references—(a) character reference and (b) work
reference.

CHARACTER REFERENCE
An organisation would like to ensure that when they select you, they are selecting
a law-abiding, honest, and reliable person. Your antecedents are, therefore,
important to the organisation. The only tool to the organisation is the reference
of responsible persons who can vouch for you.
Your résumé should have at least three referees who are not your relatives.
The higher the status of the referee, the higher would be your credibility. To
get these references you must seek their permission first. The references quoted
must mention the full name, address, and telephone numbers of the referee.
Professional organisations will contact these referees by phone or in writing to
get independent references about you. Make sure that you identify the right
people who will give good accounts about you.

WORK REFERENCE
Work reference is given by your previous employer. Good professionals will
always seek reference letters from their previous employers. Such letters not
only confirm the period of your employment with them, but also testify your
conduct and performance with your previous employers. Some organisations
may be peeved about your leaving and will give only a letter confirming the
duration of your employment with them. This is better than nothing. File these
reference letters carefully as they may be asked at the time of interview.

SIGNATURE
Always sign your résumé. This is a confirmation that all information given in
the résumé is true and authentic. You can be held responsible for any false
 34 How to Succeed at Interviews

information mentioned in the résumé. These days résumés are sent by e-mail.
In such cases the applicant can send an unsigned résumé but will have to provide
a signed résumé at the time of interview.

PHOTOGRAPH
A résumé is complete with a photograph. While taking the photograph you
must look cheerful with a smile. Also dress formally with a jacket and tie (for
men) and jacket and formal shirt (for women). It is important to smile. Passport
photographs with smiling faces are more appealing. Men should make sure
they have shaved and women should have their hair coiffured.

CASE STUDY
It is surprising how many applications are rejected on the basis of the
photograph. This applies specially to the service industry or customer-oriented
jobs. I remember a neighbour’s son who had applied for a hotel job. I knew
this boy to be smart, amiable, and ideal for the hotel industry. Unfortunately,
the boy took his passport photograph from an unreputed photo studio. In the
photo, he looked dishevelled and sullen. He submitted that photo for expediency.
He was not called for the interview. Since I knew the Human Resources Manager
of the hotel, I asked him informally about the progress of this particular
application. He told me it was rejected. This was his reply, “You see we give a
lot of importance to grooming and physical presentation in the hospitality
business. Judging by his photograph he does not seem to be the person we are
looking for”. This really brought home to me the point of the importance of
the passport photograph.

APPLICATION FORM
Many organisations prescribe their own application form. The forms are printed
formats with relevant questions and spaces for you to fill your answers.
Organisations insist on this information to ensure the information that they desire.

COLLECTING THE APPLICATION FORM

It is recommended to collect the application form personally from the organisation.
By doing so you will get a chance to get the ‘feel’ of the organisation and its environ-
ment, so that you are familiar with the organisation at the time of the interview.
While collecting the form from the organisation, keep it in a file cover and
do not fold it. The form must be pristine, foldless, and crisp at the time of
submission. While collecting the form ensure the following:
• Talk formally with the person giving the form. Be cheerful and perhaps
witty. That person could be a secretary, who could form a good impression
about you and give his feedback to the interviewer about you.
Another Random Scribd Document
with Unrelated Content
azért oda menjetek hozzá és neki kezet csókoljatok. Az ő keze szent
kéz és el ne felejtsétek azt a napot, a melyen az isten megengedte
nektek, hogy Vörösmarty Mihályt meglássátok.
Ez volt 1855-ben szent István napja előtt egy-két nappal.
Mi Aladárral előbb oda mentünk az arácsi halászgunyhóhoz, mint
az urak. A »nemzet bárója« már ott parancsolgatott s ott volt Szüts
Antal is, baracskai s később mező-szent-györgyi birtokos s
Vörösmartynak nagy tisztelője s mindennapos barátja. Eszes, mívelt,
csodálatosan nagy humoru derék férfiu, utóbb jó barátom.
Jött Vörösmarty. Két követtársa volt mellette 1848–49-ből. Az
egyik Molnár Dénes, a másik: Vermes Illés pápai volt képviselő. Ott
voltak még Szentgyörgyi-Horváth József, Écsy fürdőigazgató,
Orzovenszky, a daliás fürdő-orvos és Pap Ferencz, füredi és
tótvázsonyi birtokos, Vörösmartynéval neje után osztályos atyafi. Ott
volt kivételesen Somody uram is, a füredi kálvinista lelkész s ugy
emlékszem Pius tihanyi perjel is. S még mások is néhányan.
De nem néztem én se egyiket, se másikat, hanem csak
Vörösmartyt.
Csodálatos érzéki csalódás ülte meg lelkemet. Ugy jártam vele is,
mint Deák Ferenczczel, a mikor először láttam.
Az a fej, mintha sokkal nagyobb volna; azok a szemek, mintha
sokkal ragyogóbbak volnának; az a termet, mintha óriási volna!
Egész alakja körül – mintha a szentek sugára volna.
Leült, evett, beszélgetett, nevetett. Idő kellett ahhoz, mig
észrevettem, hogy ő se nagyobb, mint más, s ő is ember, mint más s
mig ujra és ujra eszembe jutott, hogy mit is mondott, mikor kezet
csókoltam neki.
– Szervusz fiam, papnak csókolj kezet, ne nekem.
Középtermetü, nem kövér és nem sovány, bajusza és torzsolt
szakála szürkülni kezd, de még nem fehér. Keveset és csöndesen
beszél szép tiszta hanggal. Lassan sétálgat társaival. Két szemöldöke
közt mélyebb redő s két szemöldöke tiszta, fényes szemekre vet
árnyékot. Szép összhangzatos napbarnitott piros arcz. Rövid kézfejen
jó vaskos ujjak. Barna ruhája.
Az a halászgunyhó, a mely akkor állott, ma nincs már meg. A
hatvanas években jóval nagyobb putrit emeltek helyette. Leveles
szinben volt az ebéd s nem a gunyhóban. Fele se fért volna oda a
társaságnak. Nyárson sült garda volt az étvágygerjesztő első étel,
balatoni halászlé és rostélyon sütött süllő a halnemü ételek. Volt
egyéb étel is s ugy látszott, Vörösmartynak jó kedve és jó étvágya
volt.
Ki hitte, hogy halálától csak néhány hét választ el? Utolsó
napjaiban Kovács József, a későbbi hires egyetemi tanár és sebész
volt körülötte s tőle hallottam, hogy szivbajának legalább egy év
előtt már erősen kifejlődöttnek kellett lenni. Meg volt támadva tüdeje
is s halálát közvetlenül tüdővizenyő nevü betegség idézte elő.
Akkor mi ennek nem láttuk semmi nyomát. A fürdőorvos talán
legkevésbbé látta.
Felköszöntők nem voltak, mig a czigány oda nem jött. Ott volt
ugyan a nemzet bárójának malaczbandája, apró czigánygyerekek
hegedüs csoportja, de az urak ezt felküldték a hegyre, ne
czinczogjanak itt közelben.
Szentgyörgyi Horváth József elküldött az igazi bandáért s Farkas
Miska, nyalka uri czigányprimás csakhamar ott termett
művésztársaival. S a mint lezengett egy szép dal a hegedüről,
azonnal felállt Vermes Illés s lelkes nagyszavu felköszöntőben
üdvözölte Vörösmartyt, nemzetünk örök életü nagy költőjét.
Felköszöntő jött felköszöntő után, de Vörösmarty nem szólalt fel.
Végül Szücs Antal emelt poharat:
– Hallgat a költő, nincs igaza. Én mondom azt, igaz tisztelője,
mindennapi látogatója. Engedje meg urambátyám, hogy én most
ellenzéke legyek, vele szembe szálljak.
Zsebjéből kivett egy kis papirost. A költő utolsó daltöredéke volt
ráirva. Nyéken, Baracskán jutott hozzá.
– Ime uraim, barátaim: ezt irta a költő alig pár hét előtt:
»Fogytán van a napod, fogytán van szerencséd… Fogytán van
erszényed, fogytán van a borod, mire virradsz te még szegény
magyar költő? Van-e még reménység? Lesz-e még hajnalod? Férfi
napjaidban hányszor álmodoztál, büszke reményekkel kényedre
játszottál!…«
Vörösmarty közbeszólt:
– Ezt az irkafirkát ugyan elhallgathatta volna uramöcsém!
– De nem hallgatom én el, hanem kimondom itt bátran, hogyha
van isten az égben: akkor Vörösmarty Mihály férfiálmai még
megvalósulnak s büszke reményei még beteljesülnek s a mi hazánk
még szabad lesz és dicső. Ha van isten az égben: az megáldja
Vörösmartyt. Erre emelem én poharam.
Felugráltak a férfiak, ráhuzta a czigány, fölzugott a harsogó éljen
s odarohantak mind az öreg költőhöz, ölelték, csókolták, sirva
megáldották, még ruhájának szegélyét is könyekkel öntözték.
Bizony nem volt az érzéki csalódás. Bizony a szentek sugára vette
körül a költő alakját!
Szentgyörgyi-Horváth József oda kiáltott Farkas Miskához:
– Azt a Rákóczit fiam!
S megharsant az az induló, melyet hat év óta nyiltan nem hallott
Magyarországban senki. Börtönnek sötétsége várta azt, a ki Rákóczi
dalát el merte huzatni.
De erre mégis csöndesebbek lettek az urak. Nem féltek ők. De
féltették a költőt.
 Szücs Antal oda sug Szentgyörgyi-Horváthhoz.
– A Hess légy: ez a költő mulató dala.
Ismerte ezt a dalt tul a Dunán mindenki. Apámnak is ez volt
kedves dala. Meg a Lucza Panna dévajdala.
Szentgyörgyi-Horváth int a czigánynak. S a czigány, a mint
bevégzi a Rákóczit: se lassan, se gyorsan, csak ugy közép módon
megkezdi azt a dalt:
»Hess légy, ne szállj rám, beteg vagyok ám én! Adj egy csókot
magyar lányka, meggyógyulok ám én!«
Mind az urak utána dalolták.
És dalolta csöndesen a költő is. Szép tiszta mély hangja mint a
harangszó ugy zúgott bele abba a zajos énekbe.
Én legalább csak az ő hangját hallottam.
Ez volt igazán utolsó dala. S a hogy a zene szólt, húszszor is
elbúgta egymás után.
Jó öreg délután lett, mire bevégződött a halászebéd s a társaság
visszament a fürdőtelepre. Itt uj, mulatságos kis eset várt
Vörösmartyra.
Hogy volt, hogy nem volt: valami csodálatos módon mégis ugy
volt, hogy Tamassa Pál ott a fürdőtelepen volt.
Hivatalos dolga volt-e, átutazóban volt-e, kocsisa etetni vagy
patkoltatni nézett-e be vagy annak volt valami más dolga: ezt nem
lehetett tudni. Hogy nem a fürdő használatáért ment oda: az
bizonyos. Életében akkor fürdött először és utoljára: a mikor a
fürdőteknőből kivették.
Ott üldögélt az édesvizü kút közelében egy padon. Száz galléru
sötétkék köpönyegje akkor is a nyakában volt. Pedig augusztusi
forróság volt. De köpönyegjét a kocsin nem hagyta volna a világért
se. Hátha ellopják. Pedig azt el nem lopták volna a világért se. Nem
viselt olyan köpenyeget már ötven esztendő óta senki. Olyan
hetvenhét rétü volt annak a gallérja, olyan bizonytalan a szine, olyan
megviselt a bélése s olyan furcsa egész minémüsége: hogy nincs az
az enyves kezü vásározó orv, a ki azt megkivánta volna.
De ki hát az a Tamassa Pál?
Született Szent-Király-Szabadján, Veszprém vármegyében. Mikor?
Nem tudom. Ugy 1780 körül. Mert 1809-ben már a vármegyének
viceexactora, magyarán mondva alszámvevője volt.
Halhatatlan érdemeket szerzett pedig a vármegye iránt.
A vármegye nyakig benne volt Napoleon ellen a háborúban s az
1809-diki nemesi fölkelés sehol se volt oly népes és buzgó, mint
épen itt. Mert akármilyen nagy hadvezér volt Napoleon, hogy a
Bakonyt be nem veszi s azon keresztül nem megy: ez a vármegye
előtt bizonyos volt. Csak meg kellett védelmezni.
De a háboru akkor is pénzzel járt. A nemesi felkelés épen
háromféle pénzzel. Az egyik költséget viselte a nemesség, a másikat
a jobbágyság, a harmadikat a hadi kincstár. A hadi kincstárt
képviselte a helytartótanács Budán, a nemességet képviselte a
vármegye, a jobbágyságot nem képviselte senki. Minthogy pedig a
hadi kincstár szokás szerint mindig üres volt: a helytartótanács a
nemesség nyakába akart akasztani minden költséget; – ha pedig a
vármegye ez ellen börzenkedett: akkor kirótták azt a jobbágyságra.
Ennek ugy se volt joga panaszkodni.
Mindenféle költségről egyféle nyugtát kellett venni. Ugyde egyféle
nyugtáról lenézni, hogy hadi kincstárt, nemességet, jobbágyságot
mely czimen mekkora összeg terhel: nem könnyü dolog. Sőt oly
nehéz, hogy e fölött alispánok, katonák, számvevők,
helytartótanácsosok, vármegyegyülések, tiszti ügyészek, szolgabirák,
adószedők épen tiz esztendeig marakodtak. Elvégre valahogy csak
elintézték.
 – Nem oda Buda!
Ezt gondolta Tamassa Pál. S elkezdte átvizsgálni az iratokat. Az
iratok pedig voltak két társzekérrel.
Csak viceexactor volt akkor, de nem bizott se a főexactorban, se
a helytartótanácsban, se a központi számtisztekben. Föltette
magában, hogy a két társzekérnyi irást keresztül betűzi.
Senki se bízta rá a munkát és senki se biztatta. Hivatalának
rendes terheit megkettőztették, hogy se ideje, se kedve ne legyen
önkénytes fáradalmakhoz. Mind nem használt semmit. Nappallá tette
éjszakáit, dolgozott mint a hajóhuzó ló s egy év mulva készen lett
munkájával.
Kisütötte, hogy a megyei nemesség és jobbágyság összesen
tizenhat ezer forinttal károsodott. Ennyivel tartozik a hadi kincstár.
Tizenhat ezer forint!
Nagy szó volt ez akkor. Hatszáz forint volt az alispán fizetése.
Százhatvan forint volt a megyei esküdté. De egész esztendőre. S
ebből a megyei esküdtnek tartani kellett lakást, családot,
hivatalhelyiséget, kocsit, lovat, kocsist, diszmagyar ruhát, mindent.
Mindez kitelt egy egész esztendőn át százhatvan forintból. Egy
barátom, Bezerédy Imre, félévig volt esküdt s félévi fizetéséből
nyolczvan forintból mind ezen felül még szerzett száznyolczvan birkát
is.
Négy váltó krajczár volt egy iccze bor a kocsmában. Négy
váltókrajczár volt egy font birkahus a mészárszékben. Két krajczárért
adtak egész hétre szüz dohányt. A váltókrajczár pedig oly kevés
érték volt, hogy harmadfél ért annyit, a mennyi most egy krajczár.
S mikor ilyen olcsó a világ: akkor szerzett Tamassa Pál a
vármegyének tizenhat ezer forintot. A mi azt teszi, hogy az egész
vármegyének egy esztendeig alig kellett valami házi adót kiróni.
 Először: a közgyülésen megdicsérték.
Másodszor: az alispán kezdeményezésére baráti adakozásból
vettek neki egy kardot és egy pár sarkantyus kordován csizmát. A
kardot és csizmát elfogadta, a sarkantyut visszaadta, mert az csak
hiábavalóság, hetykeség olyan embernek, a ki vagy kocsin jár vagy
gyalog.
Harmadszor: a legközelebbi tisztujitáson megválasztották
főexactornak s ezzel fizetését háromszáz forintra emelték.
Nagy szó volt ez.
Könyezett Tamassa Pál, mikor mindezt megértette. S
megfogadta, hogy ezentul egész életét s minden erejét
vármegyéjének, hazájának és nemzetének szenteli.
Tehát meg se házasodik.
Azt mondták rá: bolondság.
– Nem bolondság. Mert ha én a nemes vármegye előtt
kijelentettem, hogy ezentul minden erőmet a vármegyének
szentelem: akkor mit csinálok a feleséggel? Ha pedig a feleségnek
szentelem: mi marad akkor a vármegyének?
– Jól van Tamassa Pál. Legényember maradsz, hamis ember
maradsz, a menyecskékkel majd csak balkézről dévajkodol.
Ezt Kocsi Sebestyén Gábor mondta neki, a későbbi hires
országgyülési követ.
– Ez se lesz igaz. És soha se vétek a tiz parancsolat ellen, mert az
nem lenne tisztesség.
És nem is vétett. Soha se vétett. Élt vagy nyolczvanöt esztendeig,
megöregedett, meghalt, eltemették, talán már föl is támadt, de
asszonyt nem érintett soha. Se kezével, se szemével, de még csak
gondolatával se.
 Tiszttársai sokáig nem hittek neki. Sokáig leselkedtek utána. A
királyt nem őrzik olyan titkon és gondosan, a hogy őt őrizték. Utóbb
bátor és hamis menyecskéket biztattak fel, hogy incselkedjenek vele.
Ez se ért semmit. Jég volt, szikla volt, megközelithetlen magasság
volt minden nővel szemben.
A vármegye azonban nem foglalta le minden erejét. Maradt a
nemzetnek is.
Kocsi Sebestyén Gábor kötekedett vele.
– Hát nemzetünkért mit fogsz csinálni?
– Ezt is elhatároztam már. Valami Vörösmarty nevü diák ember
mindenféle dibdáb versekkel rongálja a magyar nyelvet, ennek
akarom utját állani. Kidolgozom tehát drámákban és tragédiákban az
árpádházi királyok történetét, hogy utánam a sok lityifityi poétának
ne akadjon dolga. Mielőtt azonban ezeket kinyomtatnám, egyéb
klasszikus munkák forditásával állok a világ elé.
Igy jelent meg tőle 1833-ban egy forditott munka e czim alatt.
Fedrusnak Augustus Szabadosának
Esopusi Meséi.
Weszprémben Számmer Alajos betüivel. 1833.
Nevét nem nyomatta ki a könyvön. S mikor kérdezték ennek
okát, azt felelte:
– Kérkedés az. A világnak csak a jó könyvre van szüksége, de
arra nincs, hogy ismerje az iró nevét.
Hajh, micsoda veszekedett magyar nyelve van ennek a könyvnek.
Hogy a vidám lapok ezt nem tudják felfödözni s belőle hetenként
mutatványszámokat közölni! Minő kaczagás támadna ettől a
világban.
Jó Tamassa Pál kitünő exactor volt teljes életében, de átkozott
rossz iró. Igazi csodabogár.
 Csinált uj szavakat is.
Gyapot. Ez azt teszi: szőrös fülü.
Dühöly. Ez azt teszi: kritikus.
Fülész. Ez azt teszi: szamár. Ma már ugyan azt teszi: fülorvos. De
Tamassa Pál ugy vélte, hogy a szamár szó nem való mivelt
társaságba, jobb lesz tehát helyette a fülész.
Fülmél. Ez azt teszi: hallgatódzik.
Mikor a könyv megjelent: Vörösmarty irt róla birálatot a Kritikai
Lapokban. Szerzőjét nem tudta. Kritikája igy kezdődött:
»E könyvet ismét valamely vén tátos irhatta, gondolám, midőn
czimére tekintettem«. A könyv ugyanis Veszprémben, a hires
Mondolat születése helyén látott napvilágot.
Tátos!
Ez a szó nehezére esett Tamassának. Tátos a mesebeli csodás ló,
a ki minden akadályon átviszi lovagját s gazdájának minden
ellenségét levágja vagy agyonrugja. Tamassa Pál pedig szerény
ember, a ki semmiféle különös vitézséggel nem hivalkodik.
Vén tátos!
Hát vén ember az ötvenéves ember? Vén az, a ki még soha
asszonyt nem érintett?
Egyébként is kegyetlenül lebirálta Vörösmarty azt a könyvet.
Hejh minden kedve eltünt jó Tamassa Pálnak ezen tul az irodalmi
élettől. Irt ugyan még azután is. Drámái és Tragédiái nagy része még
azután készült. Néhányat nekem is megmutatott 1863-ban. Kéziratai
megtöltöttek egy egész hombárt, de többé sajtó alá nem adott
semmit.
 A magánélet társaságaiból is a mennyire tehette, kimenekült. Itt-
ott még is csak kiesett valaki szájából ez a szó: tátos, – ez pedig
bántotta őt. Hiszen a nemzetnek akart ő használni. Micsoda ripőkség
őt ezért csuffá tenni?
Nos hát ez a Tamassa Pál üldögélt az édesvizü kutnál, mikor
mellette ebédlő társaságával elment Vörösmarty Mihály.
Vermes Illés karon fogja Vörösmartyt s egy pillanatra megállitja.
– Engedd meg tisztelt barátom, hogy bemutassam neked
Tamassa Pált, a mi vármegyénk egykori hires főszámvevőjét.
Tamassa Pál föl se kel ültéből, kezét se veszi föl térdéről, hanem
csak nézi hosszan a költőt.
– Maga uramöcsém az a Vörösmarty Mihály, a ki ez előtt húsz-
huszonkét évvel engem vén tátosnak nevezett?
– Nem emlékezem.
– Meghiszek magának uramöcsém, mert akkor még gyerekember
volt, hát elfelejthette. Pedig az én magyar Fédrusom azt meg nem
érdemelte. No én nem haragszom, de máskor még se tegye. Maga
még fiatal ember uramöcsém, elfogadhatja tőlem ezt a tanácsot.
Vörösmartyt jó kedvre hozta ez a beszéd. Kezet fogott Tamassa
Pállal.
– El is fogadom urambátyám, szives köszönettel.
Három hónap mulva Vörösmarty halála hirét hallotta Tamassa
Pál.
– Sajnálom szegény fiatal embert. Tele volt jó igyekezettel. Most
már bánom, hogy ugy megfeddtem Balaton-Füreden.
Nagyon kicsi dolog ez a Tamassa Pál története. Ámbátor épen az
ő mulatságos Fédrusa birta rá Vörösmartyt, a mint birálatában maga
mondja, hogy nyelvünk titkait, nyelvünk ujitásának és
nemesitésének törvényeit mélyebben tanulmányozza: mégis csak
kicsi dolog ez.
És én mégis leirtam.
Mert nincs Vörösmartyról, nincs mult időnk nagyjairól olyan kicsi
dolog, a mit én szivesen le nem irnék. A mit én koromnak s az
utánam következő nemzedéknek számára a bús feledékenység
karmai közül szivesen meg ne mentenék.
De másnak is kötelessége volna ez!
Petőfi életének részleteit összeböngészik utódai. Örül a lelkem,
mikor ezt látom. Már olyan csizmadiának is tudjuk nevét, a kinél
egykor csizmát varratott vagy foltoztatott. Idáig menni nem
szükséges, de ez se baj. Ha selejtes is, inkább több legyen, mint
kevesebb vagy semmi. Az életnek minden apró részlete ezer és ezer
ember figyelmét költi fel. S a figyelem először a részletet, azután
magát az életet öleli át. Végül azt, a mi a költő életében fenség és
örök tanulság az egyén számára és a nemzedékek számára. Átalakul
az az élet utóbb nemzeti hagyománynyá s a rég elporlott élő nemzeti
hőssé. S a nemzet gazdagságát nemcsak vagyonának ezer milliói,
erejét nemcsak katonáinak százezrei teszik. Gazdagságának
hatalmasabb és fenségesebb része multjának dicsősége, hőseinek
sokasága. És az az önérzet, a melyet ezek fénye költ ki s növel
magasra és terebélyessé. Rengeteg erdő a nemzeti önbizalom, de a
világosság nélkül, melyet az ősök dicső példáinak napfénye gerjeszt,
elsárgul és elhervad az.
Mit csinál a német nemzet nagyjaival?
Nézd meg magyar iró: mit csinál Dürer emlékezetével és Goethe
kalandjaival? S mind a többiekével?
Minden porszemet összegyüjt: halom lesz belőle. Minden füszálat
összegyüjt: pázsit lesz belőle. S ápolja a halmot s öntözi a pázsitot.
Vörösmarty, rólad elfelejtkeztek az utóbbi évtizedek. S néhány
évtized még s nyomaidat elfödik a feledés sürü fellegei. Néhány ifju,
néhány tudós, néhány lelkes nő buzdul még föl örökké szép
alkotásaid fényén és melegén: de életed apró titkait, gondolataid és
érzelmeid fejlődésének részleteit nem buvárolja senki. Mintha Gyulai
Pál nagy müvével bezárult volna mögötted a világ örökre.
Pedig a te életed oly szép és oly gazdag. Oly ragyogó és
melegitő!
Cserhalmod utóhangjaként jól irtad ezelőtt hetvenhárom
esztendővel: téged a sors erős vaskarja hamar lehuz örökre, sirodat
benövik a vad fák ágai s ki fog még emlékezni felőled, s ki tudja,
hogy megfáradt alakod hamvára hol nehezkedik a domb?
Nem tudják.
S ha tudják is: kevés az. Dicső életének emlékeit gyüjtsük össze s
ne csak sirjának koszoruit.
 JÓKAI.
(Jókai apjának betegsége. – Az öröklött betegség. – A váltószivesség. –
Hogy készült az „Arany Ember“? – Hogy készült a magyar büntető
törvény? – A hogy a költő alkot.)

Vörösmarty husz évvel előbb 1835-ben is Balaton-Füreden töltött

néhány kedves napot. A regényirás sohase jutott eszébe. Apróbb
beszélyt irni eszébe jutott néha. De nehezen szánta rá magát s
igazán nem is sikerült egy kisérlete se. 1835-ben a Balaton rábirta
egyre. »A füredi szívhalászat« czimű beszélyét ez évben s Balaton-
Füreden gondolta ki. De ez azért még se balatoni költészet. Van
benne víz is, van benne tó is, előfordul benne a Balaton is, de a
Balaton külön élete, fényes egyénisége, ragyogó szépségei
nincsenek benne.
Jókait jobban megragadta a Balaton. De ő is csak a téli Balatont
vonta be költészetének aranyos sugarával. Azt a Balatont, a melyet
soha nem látott. Huszonöt esztendőn át töltötte nyári napjait
Füreden, húsz esztendeig volt ott első rangu háziur, de azért a
Balatont télen sohase látta. Mégis irt róla az »Arany ember«-ben.
Története van ennek.
Jókai apja, Jókai József, nem élt nagy időt. Alig 56 éves korában
halt meg 1837-ben. Különös hajlama volt ahhoz a betegséghez,
melyet az orvosok hörghurutnak neveznek. Már fiatal ember korában
is ágyba döntötte néhányszor. Élete utolsó tíz évében többször
megrohanta ez a betegség. Ha téli vagy szeles időben ment Ó-
Gyallára, a hol birtoka volt, vagy vidékre, mikor a kötelesség
parancsolta: ritkán kerülte ki ezt a nyavalyát. Elvégre egy utolsó
roham kioltotta nemes életét.
Ez a betegség huruttal, lázzal, fájdalmas köhögéssel, nagy
erővesztéssel jár. Néha vérzést is idéz elő az erőszakos köhögés.
Mikor Jókai harminczhét éves volt, 1862-ben, nála is efféle
betegség kezdődött. Köhögés, hörgőbántalmak, mellvérzés.
Azért 1863 elején mégis lapot inditott és pedig politikai nagy
napilapot s a mint meginditotta: két hónap mulva mégis becsukták a
Schmerling-rendszer katonai biróságai.
A börtön segitett ugyan egy kicsit a betegségén, de tavaszra
kegyelmet kapott s kiszabadult. S a mint kiszabadult: erős köhögés
és vérhányás jött rá. Egyik legszebb regényét, az »Uj földesur«-at
istentelen köhögés közt irta meg.
Sok jó barátja, sok nagy tisztelője ezerféle tanácscsal vette körül.
A jó orvos urak azonban dögrovásra irták. Kikutatták boldogult édes
apja gyakori betegségét s halálának okát s ez alapon Jókaira is
megállapitották az »öröklött terheltséget«.
Micsoda sivatag szó ez: »öröklött terheltség«. Hiszen abban, a
mit ez a vad szó jelent, elvégre lehet igazság. Ki pörölne az orvos
urakkal? Ki tudná őket megczáfolni olyan tudományban, a melyhez
ők se értenek, mi se értünk? Elvégre, ha az ember örökölheti apjától
vagy anyjától a kék szemét: örökölheti a tyukszemét is. Miért ne? És
miért ne örökölhetné az ember őseitől a hurutot és náthát is?
Különösen a hurutra és náthára való hajlandóságot? De hát »öröklött
terheltség«-nek kell azért ezt nevezni? Szabad az ember homlokára,
ha valamely őse nyavalyás volt, azt felirni, a mit Dante látott a pokol
kapuján?
No de hagyjuk ezt. Jókaival már-már elhitették, hogy nemsokára
bucsuznia kell e szép világtól. Teringettét: vért hányni hetenként!
Edzett ember volt ugyan, de végre is keskeny vállu és szűk mellü.
Sohase hasonlitott valami jól megtermett mészáros legényhez. Nem
is csoda tehát, ha tudós orvosok megzilálták benne a hosszu életre
való reménységet.
Volt azonban egy jó barátja s neje Laborfalvy Róza után kedves
rokona. Ez volt Huray, Balaton-Füred főorvosa. Ez bizott az ő
Balatonjában, Balaton vizének, napja sugarának, levegője illatának
csodatévő erejében. Azt tanácsolta Jókainak: töltse nyarát Balaton-
Füreden, elmulik minden veszedelme, minden nyavalyája, akár
őseitől örökölte, akár maga szerezte.
Ugy is lett. Jókai a Balatonhoz költözött s azóta olyan egészséges
lett, mint a makk. Holmi hörgő hurutok, mellvérzések, kinos
köhögések ugy elmultak, mintha sohase lettek volna. Meghizott,
megszinesedett, munkáló kedve is fokozódott. Valóságos csoda
történt vele.
Jókaiban megvan az a jó magyar természet: nem szeret más
házában lakni. Pesten is háziur volt ő örökösen. A mi azért is
érdekes, mert a hány költőnk volt, a mióta irni-olvasni tud a magyar,
sohase tudott Pesten házat szerezni egy se. Jókai szerzett Balaton-
Füreden is.
A hol a Savanyuvizről kihajlik az ut Füred falva felé, ott a
templom mögött szerzett egy szélső, puszta telket. De olyan telket, a
minőt a zalai ember kübörcznek nevez. Kübörcz azt teszi: kőbércz.
Nem volt azon a telken egy talpalatnyi termőföld sem. Ide épitett
egy szép villát öt-hat kisebb-nagyobb szobával, emelettel és kerttel.
A kertnek való földet virágcserépben kellett tartani, máskülönben
megette a kavics. A villát egy dülőut választotta el a viz partjától. Itt
a parton is megszerezte nyaraló-telkének folytatását. Itt termesztett
aztán gondosan szunyogot, szőlőt, nádat és gyümölcsöt.
Itt lakott nyaranta vagy husz éven át. Boldogult neje nagy
gazdasszony volt, a szinmüvészet muzsáit ritkán fogadta ekkor már,
e helyett nagy gondot forditott a konyhára és éléskamrára és a téli
főzelékek, aszalékok és befőttek elkészitésére. Néha minden szoba,
szék, asztal, pamlag, ugy tele volt mindenféle konyhai és éléstári
készséggel, valamint Jókai szobája is papirossal, levéllel, kézirattal,
ujsággal és könyvvel, hogy ha oda mentünk, alig tudtuk a
kalapunkat hova tenni. De meleg szivet, jó szót mindenki talált.
Itt készült az »Arany ember«.
És pedig igen gyorsan készült. Ennek a gyorsaságnak is van
története.
Jókai föltette magában, hogy Horn Edét besegiti a parlamentbe.
Járt vele kerületről kerületre. Az élczelő ujságok már ugy rajzolták le,
mint a fiahordó kéngurut. Az öléből Horn Ede furcsa bajuszos furcsa
képe kandikált ki. Tizenegy kerületben tilódott meg vele, mig végre
képviselőséghez juttatta. Megfordult vele a pápai kerületben is.
Itt Vály Ferencz pápai kollégiumbeli tanár volt a Horn Ede-párt
elnöke. Egykor Jókainak is tanára, később nekem is tanárom.
Jókainak sógora, az angyal lelkü Jókai Eszternek férje s egyébként is
nagy tudós, kitünő tanár, nemes ember. Gyöngéd, szép emlékezete
él a pápai kollégiumban. Nagy jóltevője a tanuló ifjuságnak.
A választás megtörtént, Horn Ede megbukott s valami négy-öt
ezer forintnyi alkotmányos költségért elkezdték pörölni Vály
Ferenczet. A jámbor professzort, a ki soha hirét se hallotta
semmiféle alkotmányos költségnek. De hiába védekezett: pártelnök
volt.
Irt utóbb Jókainak.
– Azt szeretném tudni, micsoda nagy bünt követtem én el, hogy
az ágyat kihuzzák alólam, a fejem fölül meg elviszik a háztetőt.
Hajh öreg, megbuktál a választásnál. Politikában pedig megbukni
nagy bűn, ha az ember Jézus Krisztus is. Győzni pedig nagy erény,
ha az ember Rózsa Sándor is. Nem értesz te ahhoz.
Jókai nem az az ember, a ki cserben hagyta volna hű rokonát, jó
barátját, pártelnökét. Fogott egy váltót, alákanyaritotta a nevét,
aláiratta szivességből egy nagynevü barátjával és elvtársával is és
igy megszerezte a pénzt s Vály Ferenczet kimentette.
Csakhogy Jókai meg a váltót és a váltóbeli szivességet nem
ismerte. Ha már neki az ő nagynevü elvtársa aláirt: ő se tagadhatta
meg annak a hasonló váltóbeli szivességet. Sőt nagy örömest
teljesitette, hogy háláját leróhassa.
Egészen természetes lett a sok kölcsönös szivesség vége. Egyszer
csak azt vette észre Jókai, hogy mindenféle végrehajtók járnak a
nyakára. Először azt gondolta: kéregetők. Adott nekik hol egy, hol
két, hol öt forintot – kinek mennyit, a hogy szebben tudtak beszélni.
Kinevették vele. Vagy tizenkét hitelező harminczezer forintig akarta
elvinni ökrét, szamarát, minden némü jószágát, ingót, ingatlant.
Gondolt egyet. Ő ezzel a sok dúvaddal nem vesződik. Kiruczczant
balaton-füredi nyaralójába.
– Jer ide tollam, édes jó tollam, a végrehajtók hadd irjanak
Budapesten, a mit ők akarnak, majd én is irok veled valamit.
Megirta az Arany embert. Ezt a szép és csodálatos regényt. Egy
gyermekkorabeli komáromi emlékezet volt regényének kezdő
meséje. De minő tündér szépségü mese lett abból az ő keze alatt, az
ő tolla alatt, az ő költészetének teremtő erejével.
A nyáron megnéztem a Senki szigetét. Szigetet is találtam, a
hatalmas Dunát is megtaláltam, a sziget ligeteit, berkeit,
gyümölcsöseit is megtaláltam. De a Senki szigetét meg nem találtam
s Noémi harmatlábának édes nyomait meg nem mutatta se fü, se fa,
se vadvirág. A költő képzelete alkotta meg azt a szigetet, nem a
Duna árja. De azért Temesvármegye dunaparti részein és még a
szerb parton is Szemendriától aláfelé mindenki tudja, mindenki
mondja s mindenki mutatja a Senki szigetét. Történet és földrajz lett
a költő gondolatából.
Egy regénye se készült olyan gyorsan mint az Arany ember. S
Balaton-Füreden készült el az egész alig pár hónap alatt. Agyonütött
vele minden hitelezőt és végrehajtót.
Készült Balaton-Füreden még egy más nagy mű is. Igazi
korszakalkotó mű. Ez a magyar Büntető törvénykönyv.
Három napos képviselő voltam az 1872-dik év nyarán, mikor
egyszer betoppant hozzám egy apró kis vörös ember veszprémi
lakásomon. Valami koros aljegyzőnek néztem a Bakonyból.
Bemutatja magát s mindjárt te-nek szólit. Nevét nem hallottam jól,
nem tudtam a bemutatás után se: kicsoda.
– Meg akartalak látogatni barátom. Hallom, sok bajod volt a
baloldallal. No de csak hogy győztél. Majd Pesten sokat fogunk
együtt dolgozni. Ugy mellékesen a hivatalod ügykezelését is
szeretném megvizsgálni.
Mosolyogni akartam ezen az apró emberen. Hiszen én a
vármegyének vagy a királynak volnék fiskusa, mit vizsgálgat én
rajtam ez a bakonyi aljegyző?
Leültettem, egy rossz szivarral megkináltam.
– Bocsáss meg, de nevedet nem jól halottam. Miért is akarod te
az én hivatalomat megvizsgálni?
– Ujdonsült képviselőtársad vagyok. Egyébként pedig államtitkár
az igazságügynél – Csemegi Károly.
Hát bizony én még most is csak apró embernek láttam ő
méltóságát. Államtitkár: mi az Veszprém vármegye viczefiskusához
képest?
Hanem azután, mikor pár nap mulva én látogattam őt meg
balaton-füredi lakásán; mikor hallottam fejtegetéseit a legnehezebb
tudományból, a büntető jogból; – mikor láttam könyvtárát, a
legnagyobb német, angol, franczia, olasz tudósok hires műveit előtte
s mikor megmutatott jegyzeteiből néhány fejezetet, különösen azt, a
mely a felségsértésről szólt: akkor láttam csak, hogy a mívelt világ
egyik legnagyobb törvényalkotója az az apró vörös ember s nem a
bakony-magyar-szentkirályi segédjegyző.
Az ő nagy müve is ott készült, a hol Jókai Arany embere. Hat évig
dolgozott rajta s mindig Balaton-Füreden. És azután még húsz évig
volt a Balaton partjának állandó nyári lakója.
Az »Arany ember«-ben irta le Jókai a téli Balatont. Az Arany
ember balaton-füredi kastélya a költői képzelet alkotása. Olyan
kastély ez előtt hatvan-hetven évvel nem volt a part közelében. Két
kastélyszerü nyaraló akkor is állott már a fürdőtelepen kivül. Egyik a
Balaton-Füred falvára vezető ut mellett, közel a faluhoz. Ez a régi
Vargha-féle ház, melyet a hatvanas években egy jó magyarrá lett
derék angol, Teasdale Vilmos alakitott át. Családja a lánczhid épitése
idején jött hozzánk s itt maradt. Teasdale gyönyörü nyaralóvá
alakitotta át a régi magyar nemesi egyszerü házat s mintaszerü
szőlőteleppel vette körül. A filokszéra azonban elpusztitotta a szőlőt
is, az angolt is.
A másik az Arácsra vezető ut mellett feküdt. Magánosan álló
kétemeletes komor épület volt gyermekkoromban. Kassich-ház volt a
neve. Épitője régen elhalt, az épületet télen nem lakta senki, nyáron
is kevés lakója akadt. Most a szeretetház gyermekei s tanitói lakják.
Ez a ház állott Jókai képzelete előtt, mikor az Arany ember
nyaralóját leirta.
A téli Balatonnak sok tüneménye van. A sok közül kettőt
választott ki Jókai. Az egyik az éjjeli vihar s ennek is csak a hangja. A
másik a rianás.
Kérdeztem Jókait, látta-e már a rianást?
– Nem láttam én.
– Hallottad-e hangját?
– Nem hallottam én.
 – Hát hogy jutott eszedbe leirni az Arany emberben?
– Huray beszélt róla egyszer-másszor.
Ilyen a költő. Ilyen Jókainál a teremtő lélek. Nem azt irja le, a mit
lát, hall, érint, tapasztal, megfigyel. Ezt minden ember tudja. Ezt
még a tudós is tudja. Ezt még a szakértő Balatoni Bizottság is tudja.
A költő egészen mást ir le.
Hall vagy lát valamit. Látása, hallása hangulatot szül lelkében. A
hangulat és érzés egy pillanatig még néptelen és alaktalan, mint az
egeknek kéksége. Majd élettel, alakokkal, mozgással lesz tele, mint a
hogy az ég megtelik nappal, holddal, csillaggal, sugarakkal,
fellegekkel. A teremtő lélek népesiti be az eget, az érzést és a
hangulatot. Megfogamzik aztán eszméje, melynek szolgálatába
állanak a tünemények. S a mint az eszmének szóban, hangban,
szinben megtalálja igaz alakját s elénk állitja mint élőt, küzdőt,
viharzót, győzőt vagy legyőzöttet: elő áll a költemény, a zene, a
festmény.
S ha igy áll elő: akkor örök élete van. A mi igy áll elő: annak
lángelme az alkotója. S a mit a lángelme igy alkotott: az minden
nemzetnek és minden kornak el nem tékozolható kincse, soha nem
szünő gyönyöre, el nem muló dicsősége.
Oh költő, miért kell neked megöregedned? Ha halhatatlan tudsz
lenni: miért nem tudsz ifju maradni örökké? S ha érzed gyöngülésed:
miért nem mégysz a csaták tüzébe, mint a hős, vagy a rengeteg
sürüjébe, mint az oroszlán, vagy a szirtek elérhetetlen magasságába,
mint a sas, hogy halálodat mindenki sirassa, de haldoklásod senki se
lássa?
 A BALATON.
(A nyári Balaton. – Az éjszaka. – Az álom és a hullámmoraj. – A téli
Balaton. – Vőlegény, menyasszony együtt a halálban.)

Ott fekszik a befagyott Balaton.

Igazán fekszik – némán és mozdulatlanul.
Messze-messze, a meddig a szemed ellát, fehér halottas
szemfedő boritja. A jég, a mely eleven vizét betakarja s a köd, a
mely fátyolt borit a jégre.
Nem a menyasszony fátyolát, a mely alatt élet, melegség, lángoló
pir s égő vágy váltakozik. Hanem a koporsó leplét, a mely alatt hideg
van.
Minő ragyogás, mennyi mosoly, mekkora élet a nyári nap sugarai
alatt! Szine örökké változik mint a szüz hajadon arcza az első
szerelmi vallomás közben. Ezüst és arany, smaragdos zöld és zafiros
kék, a mint verő napfény, rajzó bárányfelhő vagy viharos fölleg terül
el az égen. A magasságnak minden mosolyát, minden vidámságát,
minden haragját, minden zordon indulatát visszatükrözi – hálával, ha
kedves, daczczal, ha mogorva a magasság. Nézz az égre s meglátod
a Balatont, nézz a Balatonra s meglátod az eget. S a szél ha támad,
a hullám is feltámad. Ugrál, játszik, kergeti egymást; cseveg,
csattog, kiabál egymásra s ha neki melegedett, habos fürtökkel
ékesiti fel homlokát.
A nyári nap sugarai alatt!
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