...SAMPLE INTERVIEW QUESTIONS OPENERS: · · · · · · Tell me about your favorite position, and what role your boss played in making it so unique. Tell me about your least favorite position. Why should I consider you for this position? What can you do for us that someone else can’t? How would you describe your ideal job? What five adjectives best describe you? ACHIEVEMENTFOCUSED QUESTIONS · · · · · · · · What makes you stand out amongst your peers? What has been your proudest accomplishment? Tell me about it. What would your current boss say makes you most valuable to him/her? Tell me what “success” means to you. What do you consider your greatest strength? How do you set goals for yourself? Where do you see yourself five years from now? What motivates you? "PRESSURECOOKER" QUESTIONS · · · · · · · · · · · Tell me about your last performance appraisal. In which area(s) were you most disappointed? Where do you disagree with your boss most often? How did you handle the last time he/she was wrong and you were right? Were you ever in a situation where you had too many things to do in the time available? What happened and how did you handle it? What was your worst mistake last year, and how did you deal with it? How do you work with new and weak members of your group? What kind of people do you feel represent a challenge to work with and how do you best deal with them? You’ve changed jobs frequently. How do we know you’ll stick around? You’ve stayed with the same company...
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...Job Interview Success! Copyright © 2006 - by JobInterviewResumeLetters.Com & Accelerated Software Ltd All Rights Reserved; no part of this publication may be reproduced, store in a retrieval system, or transmitted in any form or by any other means, electronic, mechanical, photocopying, recording, or otherwise without prior written permission by JobInterviewResumeLetters.Com or Accelerated Software Ltd from New Zealand. You may however provide this e-book free of charge in its original form to anyone via the internet, website, or other digital material (ie CD). You may also provide this file in its original form without modification as a “Free Bonus” to customers of any of your own products as long as the customer is not buying this e-book. This product is only freely distributed in its original form. www.jobinterviewresumeletters.com TABLE OF CONTENTS 1. Introduction 2. Good Interview Questions 3. Tough Interview Questions 4. Behavioral Interview Question 5. Common Interview Question and Answer 6. Sample Interview Question 7. Good Answers to Interview Questions 8. Good Interview to Ask 9. Job Interview Question and Answer 10. Sample Interview Follow Up Letter 11. Sample Interview Thank You Letter 12. Free Job Interview Question 13. Questions to Ask During An Interview 14. Free Job Interview Tip 15. Job Interview Help 16. Job Interview Weaknesses 17. Interview Questions to Ask 18. Job Interview Dos and Don’ts 19. What to Wear to a Job Interview 20. Free Job Interview Tip ...
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...1. An interview is a meeting between an applicant for employment and a company representative to determine if the candidate is qualified for a job, an internship or a volunteer opportunity. a. What are different types of interview? b. What are the skills and techniques required to have a successful job interview? There are several different kinds of interviews such as : Traditional Face-to-Face Interview * Most interviews are face-to-face. * The most traditional is a one-on-one conversation. * Your focus should be on the person asking questions. * Maintain eye contact, listen and respond once a question has been asked. * Don't interrupt the interviewer. Panel/Committee Interview * In this situation, there is more than one interviewer. * Typically, three to ten members of a panel may conduct this part of the selection process. T * his is your chance to put your group management and group presentation skills on display. * As quickly as possible, try to 'read' the various personality types of each interviewer and adjust to them. Find a way to connect with each interviewer. * Remember to take your time in responding to questions. * Maintain primary eye contact with the panel member who asked the question, but also seek eye contact with other members of the panel as you give your response. Behavioral Interview * The basic premise behind this type of interview is that your past behavior is the best predictor...
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...DEFINITIONS OF RESEARCH Research - noun (\ri-ˈsərch, ˈrē-ˌ\) 1. Careful or diligent search 2. studious inquiry or examination; especially : investigation or experimentation aimed at the discovery and interpretation of facts, revision of accepted theories or laws in the light of new facts, or practical application of such new or revised theories or laws 3. The collecting of information about a particular subject. Source: http://www.merriam-webster.com/dictionary/research Research The process of gathering information for the purpose of initiating, modifying or terminating a particular investment or group of investments. Source: http://www.investorwords.com/4201/research.html#ixzz2IALgY61p Research 1. A detailed study of a subject, especially in order to discover (new) information or reach a (new) understanding. -- Cambridge Dictionaries Online, © Cambridge University Press 2003. 2. The word "research" is used to describe a number of similar and often overlapping activities involving a search for information. For example, each of the following activities involves such a search; but the differences are significant and worth examining. Source: http://www.webs.uidaho.edu/info_literacy/modules/module2/2_1.htm Research Systematic investigative process employed to increase or revise current knowledge by discovering new facts. It is divided into two general categories: Basic research is inquiry aimed at increasing scientific knowledge, and Applied research is effort...
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...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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...CPC INTERVIEW GUIDE 1. Introduction 2. Preparing for the Interview 3. Dressing for Success 4. Types of Interviews a. 1st Round – Screening b. 2nd Round – Selection c. Telephone Interviews d. Behavioural-Based Interviews (BBI) e. Case Interviews 5. Questions you might ask at an interview 6. Follow-Up Tips 7. Sample Questions a. Common Interview Questions b. Behavioural-Based Interview Questions c. Case Interview Questions 8. Resources CPC Interview Guide, Page 1 of 26 1. Introduction One of the most important things to remember about any job interview is that its main objective is to allow for an exchange of information between both parties (applicant and company), so that a determination can be made as to how well the applicant fits the position/ company and/or vice-versa. As the applicant, you want to impress upon the employer how your background (i.e., education, previous employment/volunteer positions, extra-curricular and hobbies) matches the requirements of the position they are recruiting for. Your résumé will have given them some indication of how well you match, but during the interview you are expected to expand on this and be able to demonstrate strong communication skills. Your communication skills (oral, written and non-verbal) will be evaluated closely and are expected to be well practiced. Other skills critical to the position/company will also be evaluated, so make sure you have done research on the position and the needs of the organization...
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...Noe A Munoz Mgmt 364 Columbia College Professor Douglas 28 April 2015 Tanglewood Case 6 (Interview) 1.) Although having a resume and validating all of the potential applicants KSAO’s are an important step in the hiring and candidate selection process, I feel that the most important part of the hiring process would have to be the actual job interview. According to Bianca Audra she claims that standardized interview procedures yield in hiring a better quality of candidates than performing unstructured interviews. I think that by increasing the number of test or the number of forms that candidates have to take or fill out for the position of store managers will not suffice nor yield better results. The method that Tanglewood currently uses to hire managers is similar to the method that is used to hire store associates. I feel that a change is required when it comes to the selection plan if Tanglewood expects to hire the best employees out there. The department manager position requires that the potential employees take on a greater responsibility, and perform their work more intelligently. So in order to accomplish that, and hire employees that will perform those types of duties, Tanglewood must tailor our selection methods to match the specific KSAO’s that are required for the position. The more closely we measure the applicants KSAO’s to match to what is required for the position at hand the better results we would produce. We cannot accomplish that if we continue...
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...Social media and the job interview proess How social media effects the job market interview process and finding open positions is one that has many sides to it. There are several pros and cons of social media and its effects. In 2015 it was reported that there are 1.4 billion Facebook users, 284 million Twitter users, 363 million Google+ users, 300 million Instagram users, and 347 million Linkedln users. As of Janurary 2015 out of the 7.210 billion people 3.010 billion are active internet users. That is 45% of the planet's population. This number continues to grow with more and more social media outlets being created daily (Bullas). To help job seekers better understand the role of social media in their job search, CareerBuilder.com conducted a survey last year that asked 2,303 hiring managers and human resource professionals if, how, and why they incorporate social media into their hiring process. First they found that 37% of employers use social networks to screen potential job candidates. That means about two in five companies browse your social media profiles to evaluate your character and personality–and some even base their hiring decision on what they find. CareerBuilder also asked employers why they use social networks to research candidates, and 65% said they do it to see if the job seeker presents himself or herself professionally. About half (51%) want to know if the candidate is a good fit for the company culture, and another 45% want to learn more about...
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...the Employer in Job Interview Post on 28-May-09 by JobsDB HK No job seeker looks for failure in job interviews. The question is how to win? Especially in the current poor economy, competition is keen among job seekers. Good preparation in every aspect is required if one wants to stand out from other candidates. In early April 2009, JobsDB organized the seminar titled “How to win the heart of the employer in job interviews”. Dr Ming Cheung, Assistant Professor, Department of Media and Communication, CityU, was invited to share with job seekers job-hunting tips and suggested answers to some difficult interview questions. Dr Cheung said that in addition to working experience and academic qualifications, employers look for transferable skills in job seekers. “Show that you are attentive, motivated and communicative, and that you can add value to the company.” In interviews, job seekers should prepare to present a “perfect look”, Dr Cheung says. This consists of a “virtual you”, a “professional you”, and a “physical you”. These three parts have to be consistent so that you can present your true image. Virtual You – CV, cover letter, reference letters, work samples Professional You– training and education, experience, skills, information Physical You– dress, manner, voice, tone In answering questions in interviews, Dr Cheung advised job seekers to use past experience to illustrate. The following are questions employers may ask in job interviews, with answers suggested...
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...Public Speaking The Importance of Public Speaking Even if you don't need to make regular presentations in front of a group, there are plenty of situations where good public speaking skills can help you advance your career and create opportunities. For example, you might have to talk about your organization at a conference, make a speech after accepting an award, or teach a class to new recruits. Public speaking also includes online presentations or talks; for instance, when training a virtual team, or when speaking to a group of customers in an online meeting. Good public speaking skills are important in other areas of your life, as well. You might be asked to make a speech at a friend's wedding, give a eulogy for a loved one, or inspire a group of volunteers at a charity event. In short, being a good public speaker can enhance your reputation, boost your self-confidence , and open up countless opportunities. However, while good public speaking skills can open doors, poor speaking skills can close them. For example, your boss might decide against promoting you after sitting through a poorly-delivered presentation. You might lose a valuable new contract by failing to connect with a prospect during a sales pitch. Or you could make a poor impression with your new team, because you trip over your words and don't look people in the eye. Make sure that you learn how to speak well! Plan Appropriately First, make sure that you plan your communication appropriately. Use...
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...Want to keep your job? Ask for a performance review. I'm Bob Rosner with your Workplace911 minute, brought to you by Staples. It sounds as pleasant as a trip to the dentist, but here's why you need to ask for a performance review, now. In this economy, the last thing you need is to be let go because of a fix-able problem. Ask for a performance review, so you can learn exactly where you stand and where you need to improve. Learn how to strengthen your position at work and enjoy a greater sense of security. Trying to find a job? Interview for jobs that you don't want. I'm Bob Rosner with your Workplace911 minute, brought to you by Career Builder.com. It sounds like a crazy, waste of time, but the best way to ensure that you'll ace your next job interview is to interview for jobs you don't want. That way you'll be interview-ready when the perfect job does come along. Plus it will give you the chance to practice new responses to questions during the interview. Interview for jobs you don't want, so you can get the next job you really do. * * Are you stuck doing the work of three laid-off employees? Start a Not-To-Do list. I'm Bob Rosner with your Workplace911 minute, brought to you by Manpower. If you're like many people, you're currently doing the work of many former coworkers, in addition to your own job. I'll give you a strategy to avoid burnout. Look for things to stop doing entirely. Each one that you eliminate, frees you up to put more effort ...
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.... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 Types of Job Interviews . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 Showcasing Your Job Skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 Before the Interview . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . 6 During the Interview . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 After the Interview . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . 9 Interview Tips and Strategies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 Interviewing Do’s and Don’ts. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11 Some Actual Don’ts from Employers . . . . . . . . . . . . . . . . . . . . . . . . . . 12 Answering Questions the 1 + Way . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13 Sample Interview Questions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 Most Frequently Asked Interview Questions . . . . . . . . . . . . . . . . . . . . 18 Ten Major Fears Behind the Interview Questions . . . . . . . . . . . . . . . . . 18 Illegal Questions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 2 Touchy Questions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 Phone Interviews . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ....
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...Desktop Support Technician Interview Questions Getting a respectable post of desk top support technician requires a tough interview with the employer with tough desk top support technician interview questions. There are so many unpredictable interview questions that a candidate will be asked. Most of the interview questions are asked to check the behavioral activities of candidate. For the above job description you need to be well prepared for the interview. 1. Suppose you are installing power management on your XP Computer system. Power management should be under the control of: The answer of this question is Operating System. If you know the answer of this question, simply give the answer otherwise say your interviewer clearly “No”. 2. Which file should always be pointed in root folder for Active Partition of Windows XP? The answer to this question is Boot.ini. This is also a simple question. Be true with your answer whether it is YES or NO. 3.If a user calls that he is not able to get online when he connects to internet connection on a XP Computer system. Explain what should you do? Well guys again an opportunity for you. You should rebuild the TCP/IP protocol on the client’s computer system. 4. If the monitor shows a Blank Blue screen after restarting your computer, what would be the best way to resolve this major problem? You should restart your computer, keep pressing F8 key to go to advanced Menu options and choose the option “Last Known Good Configuration”...
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...|national economics university | |business school | |[pic] | |Ericsson Recruitment Process | |Human Resource | | | | | | | | | | ...
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...Human Resources Management (HRM) can simply be defined as managing (planning, organizing, directing and controlling) the functions of employing, developing of human relations with a view to contribute proportionately to the organizational, individual and social goals. While another major function of HRM is to consistently look for talented individuals and make them a part of the organization who can contribute to the growth. The process of selection is a very painstaking process that requires rigorous research and hunting, only then the right individuals is selected. The importance of quality employees is essential for the success of an organization. The real worth of Human Capital has only been truly recognized over the past decade or so, since then all the well-to-do firms have started investing heavily in it. The process of selecting new recruits is a vital function in its own, where a wrong decision can turn out to be a disaster for the organization. The ultimate goal of selection is to obtain the most suitable candidate for the position in question. As mentioned earlier, the importance of human capital has been truly realized just recently, therefore in this new era of technology HRM has also come of age. There are countless solutions and softwares being developed on continuous basis to facilitate recruiters in selecting the best possible candidates for any desired positions. Almost all the professionally sound firms conduct thorough analysis and recruitment tests for...
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