...Introduction The title of this lecture is "How To Beat the Software". now you are probably asking yourself what does he mean by this title. What I mean, is if you are constantly sending out resumes and filling out online applications and you are not getting any callbacks or interviews then you need to take a look at your resume, a real hard look, to see where you are falling through the cracks. Approximately ninety to ninety-five percent of all resumes and online applications go nowhere because your résumé does not contain the correct key words that the company has setup within its software. Here is how you know that you are not getting through the software. About seven to ten business days after you apply; you will receive either a letter in the mail or an email telling you that they have decided to go with a more qualified candidate. how many of you have received this type of information? (wait for a show of hands, everyone should raise their hand). Those of you who are not raising your hand are just lying to yourself. Even I have gotten these forms of communications. So I know everyone in this room has received them too. Well, how can you fix your resume? Go and talk to your career counselor and make the changes that they suggest. I did. I cut my resume down from eight pages to two, encompassing just the last seven years of my work history. Then I have modified my summary and other aspects of my resume. I have now been searching for a new position for the last couple...
Words: 2004 - Pages: 9
...and HR Management The Out-of-Control Interview (Case) Case Analysis & Answers By Demetris Kamberis November 13,2014 Organization and HR Management The Out-of-Control Interview (Case) Case Analysis & Answers By Demetris Kamberis Table of Contents Case Synopsis1 Answer To Question 1 ………………………………………………………………………………………………………………………………………….2 -5 Answer To Question 2 5 Answer To Question 3……………………………………………………………………………………………………………………………………….....5 -6 References………………………………………………………………………………………………………………………………………………………………..6 Case : The out- of- Control Interview Case Synopsis The case was focused on the interview process at Apex Environmental ,where the management team and other members of the firm , composed a panel interview employing a stress interview content , at the company’s premises. The interviewee , was a female mechanical engineer graduated , named Maria Fernandez.The only information we had , regarding the questions set by the interview panel , were questions as “Why would you take a job as a waitress in college if you’re such an intelligent person?” and “Are you planning on settling down and starting a family any time soon?”. It is also mentioned , by the side of the interviewee that the interview was ‘ a disaster” but was followed up by an individual meeting with the 2 members of the group , the President and another member of the firm and the main interview questions were concentered on her technical...
Words: 2619 - Pages: 11
...people around comfortable. Knowing and using proper business etiquette is very important, because it can get you one step closer to your dream job or your dream client.Implementing proper etiquette and protocol skills into everyday life should be habit for everyone. After all, a person who displays proper etiquette not only feels good about himself, he also makes those around him feel important and respected. 1. Phone call Proper business phone etiquette can make a positive impression on your callers. It will help you and your employees create a business phone culture in your company that your customers and business associates will enjoy using. If your company does not require a scripted greeting, answer the phone with your name. Your caller may tell you his or her name after you provide yours. Or, the caller may start telling you the purpose of the call. If your caller does not provide his or her name in the first few sentences, ask for it. Knowing the caller’s name is important because it makes callers feel they are respected. 2. Email Right now, more and more companies have realized how important their email communications are. However, many companies send email replies late or not at all, or send replies that do not actually answer the questions you asked. Here are some tips that can make your company has the excellent email communication skills. An email reply must answer all questions, and pre-empt further questions – If you do not answer all the questions in the original...
Words: 1038 - Pages: 5
...English Newspaper. But, some of the salient features were missed out in their advertisement. Only a few candidates were attracted by their advertisement. Finally they hired a brand manager (Mr. Anton) with including only two interview and the hired person had to involve the business activities at the very first day. Mr. Anton didn’t have any idea about the gravity of his work. Thereby the market for the Baby Soap was significantly dropped. So branding team also was fed up and demotivated because of the target wasn’t achieved. Finally management of Global Consumer Products decided to extend the probation period for Mr. Anton. By based on above described situation I am required to; * Analyze and Identify issues involved in the case. * Make recommendations as alternative solutions to this case from modern employee resourcing practices of view. Problem statement The problem statement which known as “Defining the Issues”, is not easy to write! Now it is time to decide what the main issues involve in this case study. There are main 4 issues which are gathered by me. They are; * Not having adequate or enough candidates for the selection of proposed Brand Manager Position. * Not having proper recruitment and...
Words: 4027 - Pages: 17
...techniques for this process. Some of these techniques are, interviews, tests, background check, reference, check and more. Implementing these techniques the right way is extremely important, if not employers may face high rates of employee turnover. Introduction The process of selecting employees is critical, and is something every organization goes thru. This process can be time consuming and cost a lot of money. Therefore, organizations must be careful with their selection. Selecting the right employee will be beneficial to the organization long-term and as a result, the productivity and the overall environment of the workplace will benefit. With employee selection involves many procedures, laws, and regulations that must be followed. During the process of selection, employers should keep in mind that the employees would be a reflection of the company. Thus, when selecting employees, employers must follow proper guidelines and steps so that they will only have to do that once. When this is done, employers can diminish employees that would not work efficiently and effectively. Employers use several of techniques for selection of employment. Some of these techniques are background investigations, interviews, tests, and much more. These techniques are use to make sure that applicant is telling the truth by the information they provided. Interviewing There are many ways to conduct an effective interview. An interview is one of the most vital parts of the hiring process. Asselin...
Words: 1402 - Pages: 6
...Successful Interview Practices A job interview can create anxiety and nervousness in anybody sitting across the table from the person who could have a serious impact on their future. A panic wells up inside a person as they shake, sweat, lose their train of thought, or ramble uncontrollably. The stress that accompanies an interview is well placed however. From the moment a person walks through the interviewer’s office door, they are being evaluated on a number of things including the way they walk, their shoes, clothes, posture, and even physical attractiveness. And if being judged was not enough to make anyone panicky, the fact that the interview could potentially be a changing point in the interviewee’s life is enough to push anyone into a mild psychotic break. The good news is that with proper preparation and some tips and tricks from the industry, anyone can learn how to have a less stressful, more successful interview. What to avoid in an interview There are things that one can do or not do, say or not say in an interview that will ruin any chance of them getting the job. The list of interview blunders is extensive and a person cannot prepare for every single situation that may arise in an interview; however, there are a few key things that experts recommend avoiding at all costs. The list, according to Rayburn with interview.com, includes things such as showing no confidence or failing to dress appropriately. Nobody conducting an interview wants to witness...
Words: 1496 - Pages: 6
...disappointed in themselves. In this case Global Consumer Products Company wanted to hire a Brand Manager for their newly developed Baby Soap as it was an urgent need for them. In recruiting a suitable candidate for the job they have came across many problem areas. According to this case company haven't been able to attract potential candidates to fit into the job well and they have conduct interviews in a rush manner. Somehow they manage to hire a candidate who is not suitable for this job and had not been exposed to strategic Management initiatives in his previous job. They haven't given proper induction and involved him in business activities from the first day without familiarized with the systems and processes of the company. His competency level was far below to the required standards. His Branding team members were really disappointed and de-motivated. In this case study I have identify the problem areas and recommended solutions for the problems. The case has been examined by identifying the similar cases as literature review to classify the situation and to analyze how react for this kind of scenario. Problem Statement When consider the case the main problem is not having a Brand Manager for their newly developed Baby Soap Ranges. The Company wants to hire a Brand Manager. It was a very urgent manpower required to be filled. Forecasting future people needs (demand forecasting) haven't done properly in...
Words: 1690 - Pages: 7
...INDIVIDUAL ASSIGNMENT: EXIT INTERVIEWS TABLE OF CONTENTS 1. INTRODUCTION………………………………………………………………PAGE 3 2. CORRECT TIMMING OF THE INTERVIEW……………………………..PAGE 4 3. WHEN & HOW TO USE THE INFORMATION……………………………PAGE 6 4. STEPS TO AN EFFECTIVE EXIT INTERVIEW…………………………..PAGE 7 5. CONCLUSION…………………………………………………………………PAGE 9 6. REFERENCES…………………………………………………………………PAGE 10 INTRODUCTION Exit interviews are conducted with departing employees, just before they leave. Participation in exit interviews by the employee is voluntary but, the primary aim of the exit interview is to learn reasons for the person's departure, on the basis that the information will be a helpful driver for organizational improvement. Exit interviews are also an opportunity for the Organization to enable transfer of knowledge and experience from the departing employee to a successor or replacement, or even to brief a team on current projects and issues. Good exit interviews should also yield useful information about the University as an employer, to assess and improve all aspects of the working environment, culture, processes and systems, management and development, etc. Exit interviews are a unique opportunity to survey and analyze the opinions of departing employees, who generally are more forthcoming, constructive and objective than staff still in post. From the departing employee perspective, an exit interview is a chance to give some constructive feedback. Exit interviews are an extremely important...
Words: 2261 - Pages: 10
...The Perfect Interview Ray Hall Xcom/125 August, 15 2010 Deanna Kimbrel Communication in an interview is very important and knowing what to say and knowing how to say it is the only way I believe that you can be a potential higher for a company. The information that I have shared with you in my presentation is purely informative, I show you how you can be a great interviewee and get the job done when you’re being interviewed. I chose this way to show my college students how to prepare for an interview because I didn’t believe that making persuasive presentation will reach college students. I have learned over the years that telling a college student what to do usually doesn’t work, but if you show them what they have to do to be successful than that always works. Using an informative presentation shows the college students steps in being a great interviewee and it also gets them prepared of what to expect in an interview. I believe that informative ways of showing how to interview better prepares someone for the future. It also prepares for what to expect in an interview. When most companies usually has someone doing interviews one on one, some might see how you react in a different setting. Most companies now days have you come in two or three times before they hire you so you always have to prepare for that also. They might put you through a scenario that will get you involved with other people from the company just to see how well you work with others. They...
Words: 1618 - Pages: 7
...the knowledge of human resources among nonprofit organizations (NPOs). This article helps one understand the need for proper management within NPOs thus providing a proper structure within an organization. Researching the Strategic Nonprofit Human Resources Management (SNHRM) model and the prescribed strategies gives an NPO a plan to address the gap in what could be and reality. The following types of information will be gathered from the article: Understanding...
Words: 671 - Pages: 3
...Description 4. Human Resources Purpose Statement 4. Accounting and Finance Purpose Statement 5. Human Resources Goals and Activities 5. Accounting and Finance Goals and Activities 5. Management Goals and Activities 6. Human Resources Organizational Structure 6. Accounting and Finance Organizational Structure 6. Management Organizational Structure 7. Human Resources Interview 7. Accounting and Finance Interview 7. Management Interview 8. Human Resources Performance Standards 8. Accounting and Finance Performance Standards 8. Management Performance Standards 9. Conclusion 10. Accounting and Finance Organizational Chart 11. Human Resources Organizational Chart 12. Accounting and Finance Strategic Alignment Worksheet 15. Human Resources Strategic Alignment Worksheet Executive Summary The Atha Corporation is a company based on strong ethical standards and beliefs. In order to ensure these beliefs are enforced we have taken measures to revamp our company for the better. With the extra funds we have received from a partner, we will be able to expand our company to double the previous year’s sales. To do this we will need to make drastic changes in all departments, especially in Human Resources and Accounting and Finance. These changes will include adding new employees to plan for the growth soon to come as well as general restructuring. We at Atha look forward to these changes and hope to share our excitement with our employees. Human Resources Description The Human...
Words: 5502 - Pages: 23
...experience. Generally, employee turnover happens due to the organizational and/or interpersonal and/or personal reasons. To understand the factors that compelled an employee to end its relationship with the organization is an integral part of the employment ending process. The organization should use the exit interview as an effective tool to develop and implement the strategies for meaningful staff retention. The exit interview provides the organization an opportunity to 'make peace' with a disgruntled employee; otherwise, the employee leave with the vengeful intentions which could lead to negative publicity for the organization. The number of questions can be asked to the departing employee, but a careful selection has to be made based on what outcomes the organization would like to derive. Some of the basic questions asked are stated below. For a detailed list of questions, please refer Appendix A. a. Overall, how did you find your experience working on this team? b. What did you like about it? c. What could have been better? d. What is the primary reason for leaving? e. What would it take for you to stay? f. Did you receive enough training and support to do your job effectively? g. Did you receive sufficient feedback about your performance between reviews? h. Did any policies or procedures (or any other obstacles) make your job more difficult? i. Would you consider working for this organization again in the...
Words: 4079 - Pages: 17
...recruitment policies procedures and practices that are being implemented in Standard Chartered, CITI Bank and United Bank Limited. The objectives of this study are to identify general practices that Banks in Pakistan use to recruit the employees. This study also aims to determine which recruitment policies and practices are most effective. Determine how the recruitment policies and practices affect organizational outcomes. For recruiting managerial/professional candidates, the Internet is the most popular advertising medium used by organizations. Organizations also regularly utilize internal resources (e.g., internal job postings and employee referrals) when recruiting both internal and external candidates. Different kinds of agencies are used to recruit for positions at different levels. Temporary and government agencies are used mainly to recruit non-management candidates. Employment agencies, colleges, and professional organizations are used more often to recruit managerial/professional candidates. Organizations with the most effective selection systems were more likely to use the practices such as, behavior-based interviews, training and experience evaluations, ability tests, and biographical data. Organizations with highly effective selection systems experienced higher business outcomes (i.e., financial performance, quality of products and services, productivity, and customer satisfaction) and employee outcomes (i.e., employee satisfaction and...
Words: 7647 - Pages: 31
...mentioned above. Although Carter Cleaning company has hired minorities and females, Jack is still participating in discrimination. He's practicing age discrimination and gender discrimination. Gender discrimination is noted when the female canidate is asked on the interview “who's going to take care of your child while you are at work?” A potential employees family life and structure of raising a child is of no concern and should not be brought up in an interview. It should also never be assumed that the female candidate has children. Asking a female this question and not a male is what makes it discriminatory. Work and family matters are two separate identities and should never be brought up in an interview. Carter also practices age discrimination by allowing his recent hires to be paid more than a man who has “50 years of experience.” The employee is treated less favorable based on his age. Not that he/she cannot due the job anymore, but solely on the fact that he/she happens to be older than those currently working. What I would recommend for Jack would be he reviews and attends seminars regarding how to conduct a proper interview. Here he would be able to formulate the proper questions to ask in an interview. I would also suggest that he increase his older employees...
Words: 1045 - Pages: 5
...true to an extent, I do believe that the opposite is also true, attractive people are over-looked due to their outward appearance and are taken less seriously even when qualified or more qualified than another candidate. This is not to mention that life brings challenges, hurts, and un-pleasantries, regardless of how a person looks. So we cannot be too quick to say that beautiful people have better lives. In this case though, the issue is beautyism as a “free-pass” in a sense, or a way into a job position without the proper qualifications (or in spite of the proper qualifications). There has been some evidence that people who hire for job openings do give preference at times to people who are obviously physically attractive. Researchers have noted that “beautiful people” tend to charm interviewers with their looks and create a positive tone and impression based solely off of how they look. Assess the Chair’s behavior from a human resource management perspective. I feel that if people try to regulate every detail of a hiring process, including the way people look, there will be even more discrimination. When an exceptionally beautiful or attractive candidate is interviewed, managers may feel pressure not to hire them just so there are no lies or tension in the workplace as to why that person was hired. In this case, though, it is not even evident that the Chair made an incorrect decision. Other department members should allow the Chair to do their job and trust that...
Words: 858 - Pages: 4
