...INTERVIEWING SKILLS QUESTIONING TECHNIQUES 10 types of questions, when & how to ask them LISTENING Listening test, preparing to listen, listening barriers, non-interventional listening, interactive listening, mirroring, echoing, note-taking 1 THE APPRAISAL INTERVIEW Problems, principles, SOS + 5, style, interview tips SNAP 63 15 THE DISCIPLINE INTERVIEW Definition/principles, the SNAP method THE COUNSELLING INTERVIEW The nature of helping, the WRAF approach THE FACT-FINDING INTERVIEW Definitions, additional skills, example 75 85 INTERPRETING BODY LANGUAGE 29 Paralinguistics, types, hands, sitting, standing, eye contact, orientation, proximity, looks/appearance, expressions of emotion, further reading 95 PART 2. INTERVIEW TYPES AND TIPS THE SELECTION INTERVIEW Preparation, structure, evaluation, follow-up 43 PART 3. SKILLS SUMMARIES 1. Questioning Techniques 2. Interactive Listening 3. Body Language 104 107 108 PA R T 1 : I N T E R V I E W I N G S K I L L S Q UESTIONING TECHNIQUES 1 QUESTIONING TECHNIQUES WORD OF WARNING The great majority of interviewers ask very bad questions. Asking good questions is not a natural human talent. Our natural tendency in any kind of interview is to talk too much, to lead the...
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...I had the opportunity to interview Charles Karnella, Assistant Regional Administrator of International Fisheries (IF) at NOAA. Charles is an extremely busy man and it took me awhile to get “fit” into his schedule. He travels quite a bit, which is why I was interested in interviewing him because I also love to travel. Now here I am sitting in Charles’ office with a view of the beautiful Oahu landscape. It’s a delightful day with a temperature of about 85 degrees, and the sun shimmering down brightly. He is friendly and open so I enjoy his company immediately. He starts off by telling me that he has been employed with NOAA for over 30 years…WOW! I am impressed and feel that I am sitting in the presence of a wealth of knowledge. Charles has worked in several different capacities within NOAA and in several different cities. He has been in Hawaii since 1997. Charles named Nancy Foster as one of the persons that have had a lasting impact of him as a leader. She was the NOAA Protected Resources Director. He feels that he learned a lot about management style from her and that gave him a greater appreciation of his people. Charles said that “As a leader you must look out for the well-being of your people. You must ensure that your people have whatever resources they need to be successful in their jobs”. He felt that the most important decision a leader could make is to “do the right thing”. A leader must maintain their integrity and resist the pressure to ‘go with the...
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...I did a phone interviewed with Joe Black from Memphis Tennessee. He has a cleaning business and his business is doing quite well. I've been knowing him for three years now. The questions that I ask Mr. Black consisted of : What inspired him to start his own businesses? His response: The determination to be able to provide for my wife and children. I wanted to be able to own and manage something of my own. I wanted to have something that I could control and set the kind of hours that I wanted. And just feeling successful in something. The other question that I ask Mr. Black was: How did he come up with the idea of starting his own cleaning business? His response was: He seen how the market was growing with cleaning franchises and he figured that he could get a piece of the pie. He started off by getting small contracts from church's and from companies that needed a cleaning crew. He stop to say that word of mouth is a powerful thing. He said within about a two year period he had so much business being thrown at him that he had to hire several new people to get the jobs done. He did not have to do any advertising, word of mouth was all he needed. Mr. Black was asked what steps did he take to get started? His reply was he researched all that he could on cleaning business and what he would need to get started. Such as licenses, cleaning products, the type of cleaning machines he would need and etc: I asked how did he finance the business? His...
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...Human Resource Management Interview Everyone that has a job that has at least one or two challenges a day, but in the human resource department I am sure that they deal with more than two issues on a daily basis. Their job as well as our jobs has some form of difficulty in it. For example the HRM job may be difficult mentally and other jobs may be difficult physically as well as mentally. Human resource management is the term used to refer to the philosophy, policies, procedures, and practices related to the management of people within an organization. After interviewing an employer and reading the information from the text book pertaining Human Resource Management they were quite similar. HRM is a job that requires much detail and responsibility. The interview that took place was quite interesting this lady has a lot of responsibilities that she has to administer to everyday. According to the interview that was taken place with Angela her description of an HRM is having the responsibility for designing and administering company policies, procedures, and processes which may include some or all of the following functional areas: employee relations, training and development, benefits administration, employee orientation, safety, leave of absence and reporting. All these require new approaches to influence continual improvement in departmental efficiency and services performed. HRM assures services provided are consistent with customer and employee satisfaction objectives...
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...Introduction This report is analysis of the Health and Rehabilitation center Envoy of Pikesville. Althea Layne director of nursing (my mother) has been at her management position for over 8 years. Envoy of Pikesville, located in Pikesville, Maryland was acquired in 2009. Envoy of Pikesville has been providing services to the geriatric population for over 35 years. Our two-story building has a large, state-of-the-art rehabilitation gym, a welcoming dining experience, and a serene inner courtyard. We feature an outstanding rehabilitation team that includes speech, physical and occupational therapy with 85% of our residents returning home. Their skilled nursing service’s resident-focused approach provides those who have suffered from a prolonged acute or chronic illness or have recently been injured or undergone surgery with the best care possible. In these cases, residents' conditions are often stable, but they continue to require assessment and treatment. And whether it’s nutritional support or assistance with self-care and the activities of daily living, our team is committed to meeting the needs of each resident at every stage of recovery. Their full range of rehabilitative services assists residents with physical, cognitive, psychosocial, and/or communication impairments. Respiratory, physical, occupational, and speech therapy programs use the coordinated efforts of an interdisciplinary team to contribute to each resident's rehabilitation – helping to ensure a successful...
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...A talk with Lonnie Pacelli on introducing change management to your project team Lonnie Pacelli is a business owner, consultant, and author with over 20 years of experience in project management. He has worked with Fortune 500 companies including Microsoft, Accenture, Motorola, Hughes Electronics, AT&T, and Northrop Grumman, and successfully managed projects ranging from installation of complex information technology systems to small process improvements. He is currently CEO of Banzai Sushi in Seattle. Lonnie is the author of The Project Management Advisor: 18 Major Project Screw-ups and How to Cut Them Off at the Pass (Prentice Hall, 2004), The Truth About Getting Your Point Across (Prentice Hall, 2006), and Leadership Made Simple (Amazon.com, 2006). Work Essentials recently talked with Lonnie about how to introduce a change management methodology to a project team. Work Essentials: I know you are a successful author of project management books, but I’d like to start by asking you about your background as a project manager. Where does your expertise come from? Lonnie Pacelli: I have over 20 years of experience, which I gained while managing projects at both Accenture and Microsoft. At Accenture, I worked in most project team roles and for a wide range of clients. Accenture did a great job of teaching me the rudiments of project management and developing great structured habits. I then worked at Microsoft as a program manager, project sponsor, and stakeholder...
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...Contents Background Information 2 Senior Management 2 Number of employees 2 Number of Volunteers 2 Philosophy/mission and mandate of the organization 2 Person interviewed (Name, title, email address, Organizations contact info) 3 Website 3 Short form 3 Management structure 3 Recreation and community development (volunteer services) 5 Senior Management Roles and Responsibilities 5 Revenue and Grants 6 Fundraising type and frequency 6 Expenses covered through fundraising 7 Challenge / Barrier 7 Volunteer Recruitment 7 Number of Volunteers and their consistency 7 External recruitment 8 Demographics of Volunteers 8 Orientation and training process of volunteers 8 Include promotional material that they use to recruit volunteers and/or any samples of forms Example: application, evaluation, manual 8 Background Information...
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...The following is an interview preparation. The university professor has sent six question that deal with case management. The interview will take place in front of her class and case management experiences will be discussed during the interview. Question 1: What interpersonal skills do you think are necessary to have when working with your clients? Answer 1: There are many skills interpersonal skills are case manager must have. The important ones are verbal, non-verbal, problem solving, listening, negotiating, discussion making, and assertiveness and this is why every client is different even when suffering from similar illness, problems or issues. It’s important that you always consider your audience or client when using verbal and non- verbal...
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...Job Interview Answer: What is Your Greatest Weakness? When you're asked what your greatest weakness is, try to turn a negative into a positive. For example, a sense of urgency to get projects completed or wanting to triple-check every item in a spreadsheet can be turned into a strength i.e. you are a candidate who will make sure that the project is done on time and your work will be close to perfect. Note that the term "weakness" isn't used in the sample answers - you always want to focus on the positive when interviewing. * When I'm working on a project, I don't want just to meet deadlines. Rather, I prefer to complete the project well ahead of schedule. * Being organized wasn't my strongest point, but I implemented a time management system that really helped my organization skills. * I like to make sure that my work is perfect, so I tend to perhaps spend a little too much time checking it. However, I've come to a good balance by setting up a system to ensure everything is done correctly the first time. * I used to wait until the last minute to set appointments for the coming week, but I realized that scheduling in advance makes much more sense. * I would say that I can be too much of a perfectionist in my work. Sometimes, I spend more time than necessary on a task, or take on tasks personally that could easily be delegated to someone else. Although I've never missed a deadline, it is still an effort for me to know when to move on to the next task...
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...Customer-First Values Shape Hiring Decisions at Zappos Tanya Huff Kaplan University MT203-02 Human Resource Management Andrew Toussaint November 16, 2014 Introduction Zappos is an online retailer of shoes. Zappos is committed to offering the best customer service. Zappos also wants to have a dynamic, fulfilling company culture. (Gerhard, Hollenbeck, Noe and Wright, 2009) A solid recruiting policy can help Zappos entice qualified applicants that have the same interests in the company’s culture. The selection process can help Zappos find the qualified employees that are going to fit into the company’s cultures and have the same value systems. Review/Analysis of the Case A recruitment policy that might benefit Zappos is image advertising. Image advertising would say that Zappos is a good place to work. It would stress the company’s values such as “Deliver Wow through service” and “Create fun and a little weirdness.” Possible employee would see this and know if they would fit into Zappos’ culture and that they are attracted to Zappos. This policy would be a good fit for Zappos because it is focused on finding an employee that will be a good fit with the company’s culture. The image advertising policy should have a positive impact on Zappos. Zappos is looking for employees that will be willing and interested in buying into their company culture and into following their values. The first step in the selection process at Zappos...
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...Sample Interview Questions with Suggested Ways of Answering Q. Tell me about yourself. A. This is the dreaded, classic, open-ended interview question and likely to be among the first. It's your chance to introduce your qualifications, good work habits, etc. Keep it mostly work and career related. Q. Why do you want to leave your current job? (Why did you leave your last job?) A. Be careful with this. Avoid trashing other employers and making statements like, "I need more money." Instead, make generic statements such as, "It's a career move." Q. What are your strengths? A. Point out your positive attributes related to the job. Q. What are your weaknesses? A. Everybody has weaknesses, but don't spend too much time on this one and keep it work related. Along with a minor weakness or two, try to point out a couple of weaknesses that the interviewer might see as strengths, such as sometimes being a little too meticulous about the quality of your work. (Avoid saying "I work too hard." It's a predictable, common answer.) For every weakness, offer a strength that compensates for it. Q. Which adjectives would you use to describe yourself? A. Answer with positive, work-oriented adjectives, such as conscientious, hard-working, honest and courteous, plus a brief description or example of why each fits you well. Q. What do you know about our company? A. To answer this one, research the company before you interview. Q. Why do you want to work for us? A. Same as above. Research the company...
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...Sample Interview Questions with Suggested Ways of Answering Q. Tell me about yourself. A. This is the dreaded, classic, open-ended interview question and likely to be among the first. It's your chance to introduce your qualifications, good work habits, etc. Keep it mostly work and career related. Q. Why do you want to leave your current job? (Why did you leave your last job?) A. Be careful with this. Avoid trashing other employers and making statements like, "I need more money." Instead, make generic statements such as, "It's a career move." Q. What are your strengths? A. Point out your positive attributes related to the job. Q. What are your weaknesses? A. Everybody has weaknesses, but don't spend too much time on this one and keep it work related. Along with a minor weakness or two, try to point out a couple of weaknesses that the interviewer might see as strengths, such as sometimes being a little too meticulous about the quality of your work. (Avoid saying "I work too hard." It's a predictable, common answer.) For every weakness, offer a strength that compensates for it. Q. Which adjectives would you use to describe yourself? A. Answer with positive, work-oriented adjectives, such as conscientious, hard-working, honest and courteous, plus a brief description or example of why each fits you well. Q. What do you know about our company? A. To answer this one, research the company before you interview. Q. Why do you want to work for us? A. Same as above. Research the company before...
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...Week 8: Informational Interview Template and Grading Rubric ------------------------------------------------- This document contains the template you will use to complete this assignment. Save the file by adding your last name to the filename (e.g. Week8_Informational_Interview_Template_Smith.docx). Be sure to proofread and spell check your work before you submit it. ------------------------------------------------- A grading rubric is also available at the end of this document. There are FIVE steps to the Informational Interview. Step 1: Compile a list of individuals in your target career field whom you would like to interview. Try to identify people who are working at a company in which you are interested. This is a good opportunity to practice your networking skills. Let your classmates, friends, family members, and colleagues know that you need to complete an informational interview with someone in your intended career field. You’ll be amazed at how effective networking can be. Step 2: Prepare a brief introduction of yourself and the purpose(s) of the informational interview. Prepare a list of open-ended questions that would be appropriate to ask during the informational interview. An Internet search using “informational interview” will provide you with many examples of questions you might want to use. Step 3: Practice your interview with a classmate, friend, family member, or colleague and ask them to critique your performance. Identify ways to improve based...
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...| * | | | Common interview questions and answers.To help you to prepare for any interview, we have listed down the most common interview questions. If you go through these interview questions and answers thoroughly, it ensures that you are well prepared in advance and face the interview confidently. All the best! 1. Tell me about yourself | This is the most commonly asked question in any interview. And also, usually, this is the first question to be asked. As your answer to this question will be the basis for subsequent questions, you need to prepare a short statement about yourself and rehearse it thoroughly. However, ensure that it does not sound as rehearsed. Limit your answer to work-related items unless instructed otherwise. Talk about your work experience, the projects you took part or managed, your educational qualifications, and your achievements which are related to the position you are being interviewing for. | 2. Why did you leave your previous job? | Mention about leaving for a positive reason such as to look for new opportunities and challenges, a chance to do something special or other forward-looking reasons. Never refer to any management problems or issues with your supervisors or collegues. If you do so, interviewers may think that you are also a part of those problems and will rate you negatively. This is not the right place for complaining about your previous job. | 3. Why do you want to join this organization? | This question is asked...
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...The purpose of the study was to analyze the employee’s perspective on the roles of supervisors to prevent workplace disability after injuries. As part of needs assessment for a supervisory training program, 30 employees from four companies were interviewed about the role of supervisors to prevent workplace disability after injuries. From interview notes, 305 employee statements were extracted for analysis. An affinity mapping process with an expert panel produced 11 common themes: accommodation, communicating with workers, responsiveness, concern for welfare, empathy/support, validation, fairness/respect, follow-up, shared decision-making, coordinating with medical providers, and obtaining coworker support of accommodation (Shaw, Robertson, Pransky, McClellan, 2003). In qualitative reports, the researcher needs to address the quality criteria of confirmability, dependability, and credibility of the study. The researcher shows confirmability by providing open- ended questioning and free discourse to reduce subject response bias and an expert panel process was used for the theme extraction to reduce experimenter biases in analysis of interview notes and conclusions (Shaw, Robertson, Pransky, McClellan,...
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