...First Interview vs. Second Interview | | | First interview and second interviews differ in major aspects. First interviews are normally carried out by a human resources officer, whose intention is to check out your academic background, skills set and work experience against the info on your resume. There is greater flexibility in the format of second interviews, which may involve a one-on-one meeting (probably with your potential immediate supervisor), panel or group interviews, or a series of interviews. The second interview is out to probe two key areas: 1. Your competency for the position 2. How you will fit in with the company and the staffFor more handy tips for the job hunt, grab your copy of JobStreet Classifinder, out every Sunday with the Philippine Star. | 1. Take along interview essentials, such as pen and paper and your portfolio, which should include copies of your resume, transcript of records, work samples and a list of references. 2. Get a good night sleep on the interview’s eve so you’re fresh and alert on D-day. Eat a good breakfast and take along a small snack to keep you going throughout what might be a long day. 3. Don’t forget the cardinal rules of any interview: Arrive on time, wear proper business attire, and maintain eye contact with the interviewer. And don’t forget to smile! 4. Prep even more for the second interview, which may involve more people (including group or panel interviews), more tricky and in-depth questions...
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...TeA M YYe PG Digitally signed by TeAM YYePG DN: cn=TeAM YYePG, c=US, o=TeAM YYePG, ou=TeAM YYePG, email=yyepg@msn .com Reason: I attest to the accuracy and integrity of this document Date: 2005.07.04 23:45:43 +08'00' ������������ Want to learn more? We hope you enjoy this McGraw-Hill eBook! If you’d like more information about this book, its author, or related books and websites, please click here. HOW TO ACE THE BRAINTEASER INTERVIEW JOHN KADOR M C G R AW- H I L L N E W YO R K MADRID C H I C AG O SAN FRANCISCO MILAN SYDNEY LISBON TO RO N TO LONDON S A N J UA N MEXICO CITY SEOUL NEW DELHI SINGAPORE Copyright © 2005 by John Kador. All rights reserved. Manufactured in the United States of America. Except as permitted under the United States Copyright Act of 1976, no part of this publication may be reproduced or distributed in any form or by any means, or stored in a database or retrieval system, without the prior written permission of the publisher. 0-07-144606-0 The material in this eBook also appears in the print version of this title: 0-07-144001-1. All trademarks are trademarks of their respective owners. Rather than put a trademark symbol after every occurrence of a trademarked name, we use names in an editorial fashion only, and to the benefit of the trademark owner, with no intention of infringement of the trademark. Where such designations appear in this book, they have been printed with initial caps. McGraw-Hill eBooks are available at special...
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...CRACKING THE FOURTH EDITION INTERVIEW 150 programming interview questions and solutions Plus: • Five proven approaches to solving tough algorithm questions • Ten mistakes candidates make -- and how to avoid them • Steps to prepare for behavioral and technical questions • Interviewer war stories: a view from the interviewer’s side CODING GAYLE LAAKMANN Founder and CEO, CareerCup.com CRACKING THE CODING INTERVIEW CRACKING THE INTERVIEW 150 Programming Interview Questions and Solutions CODING GAYLE LAAKMANN Founder and CEO, CareerCup.com CareerCup, LLC Seattle, WA CRACKING THE CODING INTERVIEW, FOURTH EDITION Copyright © 2008 - 2010 by Gayle Laakmann. All rights reserved. Published by CareerCup, LLC, Seattle, WA. Version 3.21090410302210. Visit our website at: www.careercup.com. No part of this book may be used or reproduced in any manner without written permission except in the case of brief quotations in critical articles or reviews. For more information, contact support@careercup.com. Printed in United States of America 978-1-450-59320-5 9781450593205 (ISBN 13) Table of Contents Foreword Introduction Behind the Scenes The Microsoft Interview The Amazon Interview The Google Interview The Apple Interview The Yahoo Interview Interview War Stories Before the Interview Resume Advice Behavioral Preparation Technical Preparation The Interview and Beyond Handling Behavioral Questions Handling Technical Questions Five Algorithm Approaches...
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...Preparing For Your Case Interview Where your ideas make a difference. At A.T. Kearney we are looking for people who love to reach out. People who want to stretch their talents. People who will challenge themselves to achieve meaningful, measurable results for their clients, their firm, and themselves. People with ideas. Your interest in a consulting career with us suggests that you may be one of those people, and we have designed our interview process so that you will have every opportunity to show it. The A.T. Kearney interview sequence consists of two rounds, typically completed within a 3-week period. The first includes two 45-minute interviews conducted back-to-back on campus or in another convenient location. The second, which normally takes place at our nearest office, involves three 45-minute meetings with one or more of A.T. Kearney’s senior people. If you are invited to complete the full sequence, you can expect that both interviews in the first round and two in the second will be case-oriented. This means that in addition to discussing our firm and your future it, the A.T. Kearney consultants you meet will also present you with real-world business problems and ask you to develop solutions. Experience shows that the applicants who are the most successful in a case interview are those who enter it with the right frame of mind and the best preparation. The following information is designed to help you achieve both. Why The Case Format? While we look for many qualities...
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...resource processes are highly dynamic practices that organizations and businesses adapt to reward, attract, motivate and assess their human resources. Below are the key points and framework of the human resource management process. Planning In this key point of HRM process all the strategic and structural plans are developed Recruitment There are a few main points that are essential for the recruitment process that human resource mangers take. First step is to plan and design the job description such as role and duties of the employee. Second is to plan to advertise through company’s website or other advertising media. Third step is to review the applications and shortlist suitable applicant that are best according to the job description. Fourth step is to take interviews and make final selection of the employee that is most suitable for that job and the company. Absence management Human resource management department records and make sure that all the employees are regular on their job and there is no unauthorised absence of any employee. Appraisals Human resource management team take appraisals of all the employees time to time to improve their potentials and rewards them. Appraisals are very important for the employees within the company to achieve targets and goals. Trainings Human resource management department plans and provide different trainings according to the staff and company’s need. This is very important process in human resource management by which...
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...In these modern days, people take human rights very important such as the American. However, Malaysian doesn’t take it as an important issue. Sexual harassment issues are one of the examples and it has getting more serious nowadays. According to All Women’s Action Society (2010), they have done a survey which has 35% women of the respondents have been sexual harassed at their workplace. On the other hand, LawEddie.com (2009) also provides a survey which said by Mr. Lim Ah Lek (former of Minister of Human Resources) that, there are 42% to 70% of women has been sexual harassed at their workplace. This is also means that 7 women out of 10 have been sexually harassed in their workplace. The surveys and statistic above are done in Malaysia and we can see that, sexual harassment has become a serious issue in this community. As we know that, the American also sees human rights very important. According to the Sexual Harassment Lawfirms.com (2009), there are around 15,000 of employees reported sexual harassment to the Equal Employment Opportunity Commission (EEOC). From the statistic above, even the American sees human right so important but there are still a lot of victims been sexually harassed. A survey showed that 7 of every 10 workers were harassed sexually in its work place. Therefore, so sure what are you in the work? Have you ever been a victim of offensive sexual comments or pleasantries in the work? Or does it have a companion in tempted to touch somehow? Was it unhappy on...
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...Week 1 Paper HRM/522 University of Phoenix Week 1 Paper HRM/522 The HR department does not have a clear mission or function defined and with the current organizational growth a Human Resource Plan (HRP) is needed. This plan must provide the mission of the HR department and detail the functions to provide a clear understanding of HR’s role and ensure alignment with the organizations strategic plan and goals. The organization will only experience long-term successfulness when the right people are in the appropriate positions at just the right time; the strategies for achieving the organizational objectives should revolve around having the right balance of talent, skills, and the aspiration to accomplish organizational objectives in a significant manner (Byars & Rue, 2008). HR Functions and Challenges Challenges that the HR department will encounter consist of finding a candidate pool large enough to fill the 50 vacant positions, finding potential employees that have the skills, qualifications and experience. Other challenges that exist are the implementation steps to develop a HRP in alignment with the organizational strategic plan and goals. With the organization looking to fill 50 positions the functions of the HR department must be clearly defined; this can be accomplished by developing the HRP. There are steps that must be taken to implement the HRP they include: • Determine organizational objectives • Determine Skills and expertise...
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...jessicafox Career development sat Chicago campus Week 3 assignment July 28, 2011 1. When it comes to my life and career the things I value the most are being able to have free time with my family and friends. Life isn't about working 24/7. I want to be able to make memories with the ones I love the most. Work wise I want to be with a company that I can grow with. I want to be able to add on to the skills that I already have and move up in the company. I want to have a passion in the career I am in, because I want to enjoy what I do. I want to be recognized and respected for what I do, I consider myself being a hard worker and I would appreciate it being notice. I think if it was noticed I would be motivated to go above and beyond more. And lastly I would like to make a difference, I enjoy helping others and working with others. I want to put my stamp in the work world. The values that are most important to me I would say having free time with my family and friends, being at a company I can grow with, and have a passion for what I do. Its important for me to have free time to spend with my family and friends because I don't think world needs to take up all your time. I will go above and beyond my work duties if needed, but to a certain extent. I want to have the energy to spend time with my loved ones. Being at a company that I can grow with is important to me because I want to have the opportunity to do the best of my capabilities. It can be boring being at one position...
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...Challenges faced by Australian organisations and employees due to the pervasiveness of family friendly work policies. An explanation, using real organisations to illustrate the implications, of family friendly work policies for Strategic Human Resource Management and Recruitment Practices. Australian organisations and employees are faced by many different challenges in today’s modern society. Australian organisations have set out family friendly work policies in order to adapt and cope with these challenges. The external environment of an organisation has led to the increased need for the implementation of family friendly policies within the workplace, issues such as an ageing population and skills shortages need to be addressed by specific policies. The growth and demand placed on employees to increase their working hours, means that there is an increased conflict with their family, work and life choices, this has resulted in the work/life balance being dramatically one-sided. The need to implement family friendly policies into the work environment has significant implications for the strategic human resource management teams. There are many internal and external factors which affect the organisations strategy when making decisions in relation to its policies. ANZ, Telstra and Westpac are just three of the major organisations within Australia who have implemented family friendly work policies. These policies have significant implications for recruitment practices within...
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...selection activity, and emerging complexity of approaching into the behavioral implications of central HR policies within local cultures. Question: As an organization globalizes, what decisions have to be made as to which HR processes will be managed at a global level and co-ordinated in-country? ------------------------------------------------------------------------------------------------------- When any organization enters the global business era, some decisions have to be made for which their HR processes can be managed at the global level and co-ordinated in-country. The management of the organization will have to think whether they should recruit local people or they should go for international recruitment. According to the job type they might have to think whether the experience or cultural knowledge is more important. They also might have to take a decision about taking help of any recruiting agency because recruiting a person with required skills and experience at a short notice is not an easy task. In that case they also have to think whether to go for local or international recruiting agency. Question:...
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...The process of job analysis helps in identifying the worth of specific job, utilizing the human talent in the best possible manner, eliminating unneeded jobs and setting realistic performance measurement standards. Where to place the employees in order to best utilize their skills and talent? How to determine the need of new employees in the organization? How to eliminate unneeded jobs? How to set realistic performance measurement standards? How to identify the jobs and prepare a plan to fill them? One of the main purposes of conducting job analysis is to prepare job description and job specification which in turn helps to hire the right quality of workforce into the organization (analysis process, 2012). An effective analysis of a particular job helps human resources maintain the right quality of employees, measure their performance on realistic standards, assess their training and development needs and increase their productivity. The first step in the job analysis process is to determine its need and desired and output (personal manager, 11/10). Second step is who will conduct the job analysis: The second most important step in the process of job analysis is to decide who will conduct it and for most companies they prefer having it performed by their own human resource department while other companies tend to hire job analysis consultants. The next step is to decide the way in which job analysis process needs to be conducted and having a planned approach of how to carry the...
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...programs and fitness memberships 2. Position-Related Benefits Design a flexible workplace that includes flextime and telecommuting… one of the top trends for many businesses is instituting work schedules that allow for flexible hours and working offsite to meet the individual needs of your top job candidates. 3. Support & Training Promote training and professional development… make sure employees have the tools to do their job today, as well as training opportunities to enhance their career growth and potential. 4. Company Brand Develop a positive, well-known company brand… build a clear vision of how you want your company to be perceived in the marketplace and make sure your management team and employees share that vision. 5. Company Culture & Environment Cultivate a friendly, value-oriented, workplace environment… organized and consistent workplace policies and procedures help employees understand what they are supposed to do, how to do it and what is expected from them. 6. Interview Process Implement a straightforward, friendly, professional job interview process… conduct objective and fair interviews that focus on the knowledge, skills and qualities of your job candidates. 7. Competitive Analysis Build a reputation for attracting the best employees… evaluate the competition in your...
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...thing should be a mission statement. Mr. Phillips and all of the management should sit down and discuss the purpose and objective of the store. With this it should lay out a goal and objective for the company that will explain to the employees what the company stands for, and where it will and should head into the future. It must lay out the objective that can be reached for each and every employee from management to hourly employees. Develop a Job Description One of the first and foremost things that need to happen from the Human Resource side of things is to lay out employee and management job descriptions. This is very necessary for the furniture retailer to grow. This is something that needs to be clear and concise and across each and every store. These job descriptions must be the same in order for the store to run smoothly. The job description of each position should be laid out clearly so each and every employee know what their job is and what is expected of them. As they move up in the company they would get their new job description as promotion deemed. Organizational Structure and Chain of Command As the Phillip Furniture store grows and expands, so will its organization of managers. It should be first and foremost to develop a structure in order that each and every employee will know who is who. In this case it would lay out who the next would...
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...The Best Answers to Tough Interview Questions Tell me about yourself. This is really more of a request than a question. But these few words can put you on the spot in a way no question can. Many quickly lose control of the interview during the most critical time- the first five minutes. This is not the time to go into a lengthy history or wander off in different directions. Your response should be focused and purposeful. Communicate a pattern of interests and skills that relate to the position in question. Consider your response to this question as a commercial that sells your autobiography. Provide an answer that includes information about where you grew up, where you went to school, your initial work experience, additional education and special training, where you are now, and what you intend to do next. One of the most effective ways to prepare for this question is to develop a 60-second biographic sketch that emphasizes a pattern of interests, skills, and accomplishments. Focus your response around a common theme related to your major interests and skills. Take, for example, the following response, which emphasizes computers. "I was born in Canton, Ohio and attended Lincoln High School. Ever since I was a teenager, I tinkered with computers. It was my hobby, my passion, and my way of learning. Like most kids I enjoyed computer games. When my folks gave me a computer as a reward for making honor roll my sophomore year, I mastered DOS, Windows, and WordPerfect within six...
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...Legal Safety and Regulatory Requirements Amanda Yates HCS-341 January 13, 2014 Kathy Cherry In the working world today there may be some who believe that common sense and compassion in the workplace leave no need for litigation. Some may feel as if morale is all that is needed to protect employers and employees of organizations. This is not the case by far. Although it is expected for employees in most environments to have compassion, common sense, and morale, not all employees turn out to be who they were expected to be. Litigation does replace common sense and compassion in the working world today. This is why regulations have been put in place by the U.S. Department of Labor, The U.S. Equal Employment Opportunity Commission, and the Americans with Disabilities Act of 1990. Regulations have been put in place to protect both employees and employers from being fired or mistreated for discriminative reasons or from lawsuits. Laws regarding the proper treatment of employees must be legally enforced and without enforcement there will always be someone to break the law. Human resource process requires that HR managers hire employees, provide compensation and Benefits to employees, engage in performance management and evaluation of employees as well as firing and hiring employees, provide employee health safety and prevent employee discrimination and sexual harassment among others ("Custom Writing Tips", 2012). The HR manager must also ensure that the workplace is...
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