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Answer You - The Employment Interview - How Hard Can It Be
Recent articles suggest that many Americans work overtime hours for free. Especially with salaried jobs that are based on hourly wages for a 40 hour week, most hard working career minded individuals are willing to stay long past their 8 hour work day. They don’t want to feel worthless. But, they average nearly an extra full day per week.If they were to leave exactly when their eight hours were up, they think their boss is looking and will consider them slackers for leaving right on time. What a mentality to have! If you get paid for 8 hours a day, you should put your nose to the grindstone and get your work finished so that you can leave on time. That shouldn’t be considered slacking at all.But, most hard working career minded individuals are always thinking about job security and promotion. They think that if they give all that time for free that it will pay off one day in the long run. Budget cuts never enter their mind. Cut backs and downsizing is not part of their plan.If you were to turn that script around, you would find that working for yourself will produce much better results. Running an art workshop center like I do, I still have time for my own children. I have time for many things and my art workshop center thrives.I set my own hours. I can work around everyone’s schedule running small workshops at differ
4. To obtain information from the candidate which will help appraise his personality, character, motivation and skills/knowledge.
5. To inform the candidate about the job, its requirements and the company.
CONDUCTING THE INTERVIEW
After you have conducted the necessary introductions and addressed work history, begin to focus more on probing for data you need to assess from the candidate in reference to the specific job requirements. Avoid asking questions which can be answered yes or no. Ask open-ended questions which call for lengthier answers, for answers which give candi
There are income strategies, multiple streams of income strategies and wealth strategies. Getting to know about, learn, understand and then apply them all successfully could be a daunting task for most. One very valuable suggestion that most of the great achievers have stated is to find a mentor who has achieved success and follow what they have done.That is very good advice. Again, the next question anyone would ask is “How?”.You could attend the seminars of the mentor you want, read their books or even try to contact them directly.Over the last couple of years what I have observed is a much faster and much more effective method is to get involved with CEO Space by IBI Global. In my experience, I have met many entrepreneurs, inventors and business people who have advanced their projects, companies and themselves to greater heights in less time than I think would have been possible even with one great mentor.You see, being a part of a network like CEO Space gives you access to not one but many successful people who you can have mentor you in person 5 times a year for a week and stay in contact with you other times.B. J. Dohrmann created CEO Space as a place where the cooperative model, not the competitive model, can be taught and flourish.The results that I’ve seen from this revolutionary approach to business, “i
Interviewing a new job candidate sounds easy. After all, you are in control. You have something to offer. You can select anyone you choose to select. Right? That sounds good but in reality interviewing a person to fill a job opening is one of the more difficult tasks you may face as a manager. It does require specific skills to do it right and increase your chance of hiring the ideal person for the job; the person that will stay and fit in with the culture of your company. That being said, I personally don’t know of one company that has a formal program to train their managers on how to conduct an interview. Interview training is much the same as training managers how to conduct a performance review. It is a rarity to find a company that actually does it. Recruitment, retention, interviewing and performance reviews are not just a “Human Resource” (HR) thing. They are a basic responsibility of all managers.
You can interview candidates for hours, do profile testing and have multiple team interviews and still not know for sure if they are the right person for the job and the right fit for the company. An effective job interview is one that will allow the employer to select an employee who will not only be able to perform the job, but who will stay on the job for an extended period of time. Turnover which requires rehiring and retraining are expensive for a company.
The Questions
Asking the right questions is not as easy as it sounds but questions that determine skill level and experience are fairly straightforward. The more difficult objective for any manager conducting an interview is to select the applicant who will fit in, work well in a team environment, be a contributor, enjoy, respect and promote the company’s image. Selecting an individual that can not only do the job but one that will be so happy working for the company that they will stay can be a real challenge. Facing that challenge requires asking the right questions.
Let’s explore the interview process in more detail utilizing excerpts from CEO Strategists “Lead Wolf Interview Guide”
AN INTERVIEW IS:
A FACE-TO-FACE ORAL COMMUNICATION:
1. Between an applicant and an interview team
2. Initiated for a specific purpose
3. Focused on very specific subjects
Please note – individual one on one interviews in addition to and subsequent to team interviews are acceptable and sometimes preferred after identifying the final candidates.
SPECIFIC INTERVIEW OBJECTIVES:
1. To clarify data on the application form - - looking for apparent inconsistencies, time gaps or other missing information.
2. To obtain additional information not contained in the application.
3. To test to a degree, the applicant’s truthfulness regarding information on the application.
4. To obtain information from the candidate which will help appraise his personality, character, motivation and skills/knowledge.
5. To inform the candidate about the job, its requirements and the company.
CONDUCTING THE INTERVIEW
After you have conducted the necessary introductions and addressed work history, begin to focus more on probing for data you need to assess from the candidate in reference to the specific job requirements. Avoid asking questions which can be answered yes or no. Ask open-ended questions which call for lengthier answers, for answers which give candid
Are you interested in giving the gift of an aromatherapy gift basket? Although aromatherapy gift baskets are ideal for just about anyone, they make the perfect gift for women. If this is your first time buying an aromatherapy gift basket, you may be wondering more about them, namely what may be included in one. If you are, you will want to continue reading on.When it comes to examining aromatherapy gift baskets and what the contents of them may be, it is important to remember that aromatherapy gift baskets come in a number of different sizes, shapes, and styles. Many different individuals and companies make aromatherapy gift baskets; therefore, you are likely to find a large number of different aromatherapy gift baskets to choose from. Despite the possibility of a variance, there are a number of common items can be found in an aromatherapy gift basket.One of the many items found inside an aromatherapy gift basket are aromatherapy candles. These are the types of candles that are often scented with a relaxing scent, like lavender. Aromatherapy candle gift baskets are an ideal gift because the candles can be used at just about any point in time.In addition to an aromatherapy gift basket that is stocked with aromatherapy candles, you should also be able to find a number of gift baskets that are stocked with health and beauty products
You can interview candidates for hours, do profile testing and have multiple team interviews and still not know for sure if they are the right person for the job and the right fit for the company. An effective job interview is one that will allow the employer to select an employee who will not only be able to perform the job, but who will stay on the job for an extended period of time. Turnover which requires rehiring and retraining are expensive for a company.
The Questions
Asking the right questions is not as easy as it sounds but questions that determine skill level and experience are fairly straightforward. The more difficult objective for any manager conducting an interview is to select the applicant who will fit in, work well in a team environment, be a contributor, enjoy, respect and promote the company’s image. Selecting an individual that can not only do the job but one that will be so happy working for the company that they will stay can be a real challenge. Facing that challenge requires asking the right questions.
Let’s explore the interview process in more detail utilizing excerpts from CEO Strategists “Lead Wolf Interview Guide”
AN INTERVIEW IS:
A FACE-TO-FACE ORAL COMMUNICATION:
1. Between an applicant and an interview team
2. Initiated for a specific purpose
3. Focused on very specific subjects
Please note – individual one on one interviews in addition to and subsequent to team interviews are acceptable and sometimes preferred after identifying the final candidates.
SPECIFIC INTERVIEW OBJECTIVES:
1. To clarify data on the application form - - looking for apparent inconsistencies, time gaps or other missing information.
2. To obtain additional information not contained in the application.
3. To test to a degree, the applicant’s truthfulness regarding information on the application.
4. To obtain information from the candidate which will help appraise his personality, character, motivation and skills/knowledge.
5. To inform the candidate about the job, its requirements and the company.
CONDUCTING THE INTERVIEW
After you have conducted the necessary introductions and addressed work history, begin to focus more on probing for data you need to assess from the candidate in reference to the specific job requirements. Avoid asking questions which can be answered yes or no. Ask open-ended questions which call for lengthier answers, for answers which give candi
In case you don't know what podcasting is, here is a brief definition about it.Podcasting is audio content, such as a MP3 Player, that is sent over a RSS feed. Podcasting is a file that is downloadable for use over the internet. Podcasting is similar to radio station broadcasts. (Except that anyone can do it with little more than a microphone).Most people think that you must necessary own an ipod to use Podcasting. The great thing about podcasting is you don't necessary need an ipods or mp3 players. Simplement with your computer or laptop, you can use podcast. The feed aggregators download the file to your computer and you listen to it whenever you want.The number of podcasts have really grown since 2005. In 2004, Google had less than 25 hits for "Podcasting." Just one year later ( 2005) Google had produced more than 61 million hits! The market's booming!As you can see, podcasting is a new industrie you can break into and start making profits. People are willing to pay for podacasts. Podcasts can be created from anything a custom is dying to listen such as how-to tutorials, musics, how-to infromation, self-help materials, audio-books, business conference meetings and more!You can conquer a niche market and make profits without writing one word. All you need to do is: create your conten
The Questions
Asking the right questions is not as easy as it sounds but questions that determine skill level and experience are fairly straightforward. The more difficult objective for any manager conducting an interview is to select the applicant who will fit in, work well in a team environment, be a contributor, enjoy, respect and promote the company’s image. Selecting an individual that can not only do the job but one that will be so happy working for the company that they will stay can be a real challenge. Facing that challenge requires asking the right questions.
Let’s explore the interview process in more detail utilizing excerpts from CEO Strategists “Lead Wolf Interview Guide”
AN INTERVIEW IS:
A FACE-TO-FACE ORAL COMMUNICATION:
1. Between an applicant and an interview team
2. Initiated for a specific purpose
3. Focused on very specific subjects
Please note – individual one on one interviews in addition to and subsequent to team interviews are acceptable and sometimes preferred after identifying the final candidates.
SPECIFIC INTERVIEW OBJECTIVES:
1. To clarify data on the application form - - looking for apparent inconsistencies, time gaps or other missing information.
2. To obtain additional information not contained in the application.
3. To test to a degree, the applicant’s truthfulness regarding information on the application.
4. To obtain information from the candidate which will help appraise his personality, character, motivation and skills/knowledge.
5. To inform the candidate about the job, its requirements and the company.
CONDUCTING THE INTERVIEW
After you have conducted the necessary introductions and addressed work history, begin to focus more on probing for data you need to assess from the candidate in reference to the specific job requirements. Avoid asking questions which can be answered yes or no. Ask open-ended questions which call for lengthier answers, for answers which give candi
Everywhere around logos, designs and art shows up and comes out of the woodwork using a modernized version of an older technology. Screen printing is a helpful way to expose a company name and/or logo to the public. Screen printing originally started out using silk as a medium but has since moved on to using stretched porous, finely woven nylon or polyester fabrics, with carefully stenciled designs, and delightful creations take form and come to life. From many of Andy Warhol’s famous works to such commonly used items as T-shirts and hats the practice of stretching a fabric and laying out a non-permeable material to cover areas of the fabric to be unaffected by dyes has created influential and marketable works of art. This inexpensive form of advertising creates a wide range of possibilities for a company to establish itself in the market, or for an already established company to gain great recognition.With a great flexibility and range of uses across different platforms and materials, screen printing has become a widely accepted form of pseudo-media. With uses varying from textiles, ceramics, metal, wood, paper, glass, and plastic, there is not much screen printing cannot accomplish. It remains apparent that screen printing is evident in all walks of life. It is impossible to walk down the street and not see hundreds of screen printed items on a da
AN INTERVIEW IS:
A FACE-TO-FACE ORAL COMMUNICATION:
1. Between an applicant and an interview team
2. Initiated for a specific purpose
3. Focused on very specific subjects
Please note – individual one on one interviews in addition to and subsequent to team interviews are acceptable and sometimes preferred after identifying the final candidates.
SPECIFIC INTERVIEW OBJECTIVES:
1. To clarify data on the application form - - looking for apparent inconsistencies, time gaps or other missing information.
2. To obtain additional information not contained in the application.
3. To test to a degree, the applicant’s truthfulness regarding information on the application.
4. To obtain information from the candidate which will help appraise his personality, character, motivation and skills/knowledge.
5. To inform the candidate about the job, its requirements and the company.
CONDUCTING THE INTERVIEW
After you have conducted the necessary introductions and addressed work history, begin to focus more on probing for data you need to assess from the candidate in reference to the specific job requirements. Avoid asking questions which can be answered yes or no. Ask open-ended questions which call for lengthier answers, for answers which give candi
A lot of people are thinking that money is difficult to make in vending machines business sales or the profit is not high enough. Actually the sales of the machine greatly depends on its use and where you put it. You will need a business license or a permit in order to put your vending machine on the right location.The start up price for businesses such as in the vending machine field differs depending on the kind of vending machine that will be used. In most cases, people normally start with a single or two small machines like the candy vending machines.These machines are more affordable but they produce a lot of vending machine revenue. You will have to consider the price of the machine and the price of the candy.If you opt for a new bulk vending machine, it will cost you about 300 dollars and a container of jawbreakers which consist of 850 pieces will cost 50 dollars. If you vend the jawbreakers for only 25 cent per piece, the amount of your vending machine sales will be 212.50 dollars. Subtract the commission that you will have to pay to the owner of the location. This is how you track your profit.The remaining money will be yours. Therefore, when you subtract the price of the candy, your income will be 127.50 dollars. You can get that from a single vending machine. Now, if you choose a used or a second hand vending machine
4. To obtain information from the candidate which will help appraise his personality, character, motivation and skills/knowledge.
5. To inform the candidate about the job, its requirements and the company.
CONDUCTING THE INTERVIEW
After you have conducted the necessary introductions and addressed work history, begin to focus more on probing for data you need to assess from the candidate in reference to the specific job requirements. Avoid asking questions which can be answered yes or no. Ask open-ended questions which call for lengthier answers, for answers which give candidate’s opinion. If your questions begin with HOW, WHEN, WHY, they’re probably open-ended. Don’t ask leading questions which suggest a particular answer; the candidate will give you the answer he thinks you’re looking for.
Regarding work history, for example, try leading with a question like, “Tell me about your job at the XYZ Company”. The way he answers this question will indicate what he considers important. If he is slow to get going, ask him WHAT he LIKED and DISLIKED about the job; WHY he was interested in that job when he took it.
Then you can probe more deeply into -------
1. Level and complexity of work
2. Extent of responsibilities
3. Motivation
4. Attitude and feelings
5. Effectiveness on prior jobs
6. Achievements
7. Interpersonal relationships
8. Level of accountability & authority
Here are some useful questions to ask in these areas. Don’t go down the list asking everyone in order. That would seem like an interrogation …. But these questions do suggest some useful approaches:
Level and Complexity of Work
“What did your job at XYZ Company consist of?”
“Could you describe a typical day at work?”
“What sort of things took up most of your time on this job?”
“What kind of decisions did you typically make on this job?”
Extent of Job Responsibilities
“Explain how you fit into that organization.”
“Tell me a little bit about your former boss.” “What were his/her responsibilities?” “How much contact did you typically have with your boss?” “Describe some of your interactions with your boss.” “Were you empowered to get your job done? How?” “What kind of decisions did your boss expect you to make?”
Motivation
“How did you get into that field originally?”
“What attracts you to this industry?”
“When did you first think of leaving your former job?”
“Why did you decide to make a change?”
“What were some of the things that you really liked about that job?”
“What were some of the things that you liked about that company?”
“Describe the best boss you have ever worked for.”
“Describe the worst boss you ever worked for.”
“What is the worst thing a former boss ever did to you?”
“What is the best thing a former boss ever did?
Attitudes and Feelings
“What did you like best about your last job?”
“What kinds of things did you dislike?”
“What was most satisfying about your last job?”
“Did you like your boss?”
“How did you feel about the company as a whole?”
“What was the one thing you really liked about the company?”
“If you could have changed one thing – what is it?” “How would you describe the culture of the comp
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