He has not said anything about the cost and source of financing of the building yet.

The prince is meeting up with Dubai’s biggest real estate developer Emaar Properties, chaired by Mohammed Alabbar, to team up with his investment firm Kingdom Holding on the project.

“Right now we are discussing and evaluating the possibility of building a one-mile tower,” Alwaleed told Reuters by telephone late on Monday.

“We also need good partners. I invite Emaar and Mr. Alabbar to join forces with us and see how we can build the ultimate one-mile tower somewhere in the world.”

He is inviting the major cities of the world like Shanghai, Moscow, New York, London and regional cities in the Middle East to present their offers and attractive financing terms, tax breaks and other government support.

Industry experts have said building a one-mile skyscraper would involve technical and design challenges, such as how to supply water economically at that height, but would not be impossible.

If it is built, the mile-high tower would surpass the world’s current tallest skyscraper, the 2,717-foot Burj Khalifa in Dubai, as well as the 0.6-mile-high Kingdom Tower now being built by Kingdom Holding in the Saudi Arabian city of Jeddah.

Maybe they assume the burden of greatness lies solely with the employee. (“Hey, it’s his job to impress me.”) But that’s short-sighted and, well, stupid.

To find the best employees you possibly can, you must be the best interviewer you possibly can.

Here are the key qualities of skilled interviewers:

1. They understand their real needs.

A great employee doesn’t just fill a slot on the org chart. A great employee solves at least one critical business need.

So while credentials, qualifications, and experience are important, never forget you’re not hiring a position: You’re hiring a result. You don’t need a Sales Director; you need someone who will sell. You don’t need a VP of Ops; you need someone who can produce on time.

Identify your real business need… determine what successfully meeting that need looks like, because that defines the skills and attributes you’re looking for… think about cultural fit… and tailor the interview (and everything else in your hiring process) to finding the perfect person to solve your critical business need.

Otherwise you’re just wasting your time.

2. They ensure candidates can come prepared.

All candidates should know exactly what to expect: When, where, who will be conducting the interview(s)… they should know everything. Great interviewers ensure candidates don’t have to deal with surprises, tricks, or uncertainty.

For example, take the surprise group interview. A group interview can be intimidating for the candidate, especially when it’s unexpected. If the position requires working predominately within a team group interviews can provide a feel for the candidate’s suitability. In that case, tell candidates ahead of time so they can prepare. Otherwise hold individual sessions.

But no matter what, let the candidate know who will be conducting the interview(s.)

And never forget that a new employee’s first day isn’t their first official day; their first day is the day they first engage in your hiring process because that’s when their experience with your company really starts.

Make the experience awesome from the start.

3. They do more research on the candidate than the candidate does on the company.

Every interview guide tells candidates it’s important to research the company. So isn’t it just as important for the interviewer to research the candidate?

Of course, especially since you can’t ask intelligent questions and foster a compelling conversation unless you really know the candidate.

Start with the resume. Focus not just on jobs and qualifications but also on what the resume indicates about the candidate’s interests and goals.

For example, look at her first job: What did she accomplish? What projects did she work on? When did she change roles? When did she get promoted? What do changes in responsibilities and duties indicate about her performance?

Then move to the next job: Why did she leave her previous job? What does that say about her career path? What does that say about her interests? Your goal is to read between the lines to get a sense of the candidate’s successes, failures, and long-term interests.

Then do a quick survey of social media. What are her interests? What does she like to do outside of work? What can that indicate about how she will fit in your company’s culture? And whom does she network with? What does that say about her broader goals and professional interests?

The key is to know as much as you possibly can ahead of time, both for reasons of “due diligence” and because…

4. They make the interview a conversation, not an examination.

The best interviews are a great conversation, not an interrogation. But you can’t have a great conversation with someone you hardly know.

The more you know about the candidate ahead of time, the more you can ask questions that give the candidate room for introspection and self-analysis.

5. They bring shy or nervous candidates out of their shells.

Some otherwise great candidates just don’t interview well. They’re shy or nervous and don’t make a great first impression.

But an awkward interview doesn’t mean a candidate can’t excel at the job: While some positions do require the ability to instantly establish rapport (like sales), in many others a lack of conversational skills in no way signals a lack of expertise.

It’s easy to help a nervous candidate relax – especially if you’ve done your homework. Compliment a few of his accomplishments. Ask a question about a hobby or outside interest. Ask a few softball questions you know he can hit out of the park. Take a few minutes to help him gain confidence and settle in.

Average interviewers feel it’s the candidate’s responsibility to be “on.” Skilled interviewers feel it’s their responsibility to get the best from every candidate – even those who at first might seem totally out of their depth.

6. They wisely go off script.

An interviewer should follow a plan and ask a reasonably specific set of questions, but the best questions are almost always follow-up questions. Follow-up questions take you past the canned responses and into the details, both positive and negative.

Listen to the initial answer, pause, and ask how. Or why. Or when. Or who actually did what. Or what made a success difficult to achieve. Or what was learned from a failure. Or what made a job hard or a project difficult. Or what made a task fun. Or what the candidate would do differently, and why.

When something sparks your interest, talk about it. Ask questions. Who knows where the conversation will go.

Not only will you get past the canned responses, you’ll also learn details—positive and negative—the candidate never planned or would have thought to share. The real superstars show up in the details, and it’s a skilled interviewer’s job to get those details.

And occasionally you’ll find a candidate who may not be right for this one… but might be perfect for a different opening.

7. They never take over.

Interviews often turn into monologues delivered, unfortunately, by the interviewer.

Most candidates won’t interrupt or try to restore balance to the interview; after all, they want you to like them. Unfortunately that means your hiring decision is largely based on whether the candidate was a good listener.

You learn nothing about the candidate when you’re the one talking. That’s why skilled interviewers make the conversation 90% candidate, 10% interviewer – or even less.

8. They thoroughly describe the next steps.

Few things are worse than being a candidate who has no idea what, when, or if something happens next.

Don’t make the candidate ask about the next steps. Explain the rest of the process. Explain what you will do, and when you plan to do it.

And then actually do it.

9. They never fall into the “checklist trap.”

Conduct enough interviews and it’s natural to start ticking off mental boxes during the interview.

“Let’s see,” you think. “Experience: good. Qualifications: good. Skills: good. Attitude: good. Work ethic: good. Cultural fit: good…”

Everything is “good”… which unfortunately means you without realizing it can easily start to think a candidate with no negatives is an awesome candidate.

Skilled interviewers are unreasonably selective about the people they hire. They don’t want to hire the candidate whose qualifications and interview fails to raise any issues or concerns. They want to hire the candidate who will excel in meeting their real business need.

An absence of negatives is never a superlative. Demand excellence. Look for superlatives. Skilled interviewers never get lazy and settle for average. Don’t settle for good enough – because good enough rarely is.

10. They provide closure to every candidate.

Failing to follow up is rude and unprofessional. Think about it: Candidates paid your business a massive compliment by wanting to work with you. (Why is that a massive compliment? They’re wiling to spend more time with you than they do with their family.)

Plus, when you don’t provide closure, candidates won’t complain to you… but they will complain about you.

Describe next steps, follow through on those steps, contact candidates when the process for some reason gets delayed, and eventually provide closure to every candidate – period.

Not only is that good business, it’s the right thing to do.

By Jeff Haden: Ghostwriter, Speaker, Inc. Magazine Columnist

The Afghanistan Chamber of Commerce and Industries (ACCI) strongly reacted to the KP government’s decision, calling it against the trade transit agreement between the two countries.

ACCI deputy chairman Khan Jan Alokozai said Afghan traders already paid taxes to Sindh government and would not pay more taxes on the same goods.

“This is against Afghanistan-Pakistan Trade Agreement (APTA). If they imposed this decision, ACCI would approach the Afghan government to levy taxes on Pakistani goods in each province they pass,” warned Mr. Alokozai.

Pakistan annually earns more than four billion Pakistani rupees in taxes on transit goods destined for Afghanistan.

Sharp has announced the 90-inch LC-L90LE757 LED TV, which is the biggest commercially available LED TV set on sale in Europe. The 3D set is over 1.2 meters tall and uses a cutting-edge Xgen 3D panel.

The television is of course Full HD, with a 1080p panel capable of running at 200Hz, which should mean you get incredibly detailed and clean-looking action. Sharp is also keen to push the Smart TV functionality with its 90-inch set, so you get full access to the Aquos Net+ portal, including apps such as Skype and web browsing.

You can control the television set using Sharp’s own Android and iOS application, which allows you to use your smartphone to browse the internet on the TV, as well as a standard remote control.

The whole television is finished in aluminum, sitting at 2 meters long and weighing 64Kg. It’s also wall-mountable, but don’t try to carry this thing up any stairs in a hurry.

Given its size, the set will dominate any room. As such Sharp has included a wallpaper mode that will enable the set to be used as a digital photo frame when in standby.

The 90-inch LED television is available now priced at £12,000. That’s fairly decent value when you think Samsung’s 84-inch set retails for around $24,000 (£15,300) in the US. (pocket-lint.com)

A commission body consisting of representatives from Ministry of Public Health, Ministry of Commerce, Interior Ministry, Municipality, National Security, Afghan National Norms and Standards and Attorney General began survey of Tai Maskan Market yesterday in Kabul city.

After a series of tests, it was proven that a certain amount of unhealthy food and drink products were being sold in the market.

“The commission’s objective is to prevent the import and production of poor quality commercial and industrial products,” said Hafizullah Wali, Head of the commission body and Director of the Competition Promotion and Consumer Protection.

According to Mr. Wali, most of the harmful products contaminated with bacteria enter Afghan markets through Pakistan and China. These products lack expiry dates or any other standard labels.

“A number of such products are manufactured inside Afghanistan as well. These products include bubble gums, candies, and chocolates. We are in search of finding the wholesalers of these products and take legal actions against them.”

The commission body plans to launch awareness programs to educate shopkeepers on what kinds of products are permissible for sales in the market.

In addition to Tai Maskan, markets of Bagh Qazi and Mandawi are under surveillance of the commission body.

“After our survey we will prepare a list of the products that will be banned in the market. If the shopkeepers continued to sell these products, their shops would be shut down,” said Mr. Wali.

According to Ministry of Commerce and Industries, about 80% of economic activities in Afghanistan lack standard.

“The Ministry is making efforts to arrange procedures that would standardize economic activities in the country,” said Rassoul Karimi, an official from the Commerce and Industries Ministry.

]]> http://www.wadsam.com/afghan-ministry-of-commerce-on-the-hunt-for-identifying-the-importers-of-poor-quality-products-343/feed/ 0 http://www.wadsam.com/600-families-benefit-from-electricity-in-shakardarah-district-of-kabul-232/ http://www.wadsam.com/600-families-benefit-from-electricity-in-shakardarah-district-of-kabul-232/#comments Tue, 18 Jun 2013 10:16:00 +0000 wadsam http://www.wadsam.com/?p=12454 more »]]> With the installation of a 480kw transformer, 600 families benefit from electricity in Shakardarah district of Kabul.

Costing 8mn AFN, the transformer was provided by Da Afghanistan Breshna Sherkat (DABS).

Speaking at the inaugural ceremony, Director of electricity department at the Ministry of Energy and Water Abdul Wakil Nasiri said six more transformers would be installed in the district in the near future.

He added transformers would be installed in Guldarah,Qarabagh, Farzah, Mirbachah Kot and Istalif areas of Kabul as well in the next year and a half.

The Basic Health Centre will have ten rooms comprising the examination, treatment, delivery, vaccination and pharmacy departments. The Centre is being realized by the DoPH Baghlan. Once construction is completed in 2014, the health facilities will enable the delivery of better and higher qual-ity services for 15,000 residents of Nahreen District. New facilities, like a delivery room and a health and nutrition room, will improve the overall health of children and mothers and reduce their mortality rates. The Centre will also help prevent and control infectious and non-infectious diseases and provide hygiene and infection prevention education.

The project is estimated to cost nearly 17 million AFN. The implementation of the project was de-cided by the Provincial Development Committee (PDC) Baghlan and supported by the Regional Capacity Development Fund (RCDF) Baghlan, which is financed by the German Federal Ministry for Economic Cooperation and Development (BMZ).

As part of the German Cooperation with Afghanistan, the RCDF is implemented by the Deutsche Gesellschaft für Internationale Zusammenarbeit (GIZ) GmbH. The RCDF is supporting the develop-ment priorities of the Afghan partners at provincial and district level in six northern provinces of Afghanistan, while at the same providing training and coaching programmes for civil servants. With its broad range of activities, the RCDF aims to increase Afghan ownership of the development pro-cess, strengthen Afghan state institutions on sub-national level and promote transparency and in-clusiveness.

The exhibition is aimed at enabling locals to introduce their handicraft skills their old traditions to the world. It further helps the women to find a proper market for their handicrafts.

The city of Ghazni was recently titled as the Asian capital of Islamic Culture and Civilization.

The six years old Mes Aynak project is running at a tepid pace due to the poor security situation.

The frequent delays in the extraction process are also caused by the presence of historic artifacts in the area.

The Mohammad Agha district chief, Abdul Hamid Hamid, said the project of digging historic objects was to be completed by March 2013, but nearly 700 nearly workers could not vacate the mine site to allow the digging end fast.

On the other hand, Provincial Council Head Dr. Abdul Wali Wakil said the project of excavating artifacts was rife with corruption, as only 50 workers had been involved in the process instead of hundreds as claimed.

He further accused the World Bank officials of creating hurdlers to the project’s execution by giving “wrong advises” to the area people. (Pajhwok Afghan News).

Meanwhile, the governor’s spokesperson Din Mohammad Darwesh said some Chinese workers had gone on vacations and there was no problem in extraction works at the Mes Aynak site.

The new buildings would help accommodate more students by overcoming the space problem.

Paktia’s education director Mohammad Nasir Hikmat said the World Bank would provide funds for the construction of 41 buildings, the Afghan government for 12 buildings, the UNICEF for 12 and the Indian government for 4.

There are, however, many more schools that lack buildings in Paktia.

“Of 339 schools in Paktia, 169 have no building,” said Mr. Hikmat.