...Successful Interviewing Strategies Don’t Get Burned On the Hot Seat Table of Contents Career Services Center for Experiential Learning Keuka College Phone (315) 279 - 5274 Fax: (315) 279 – 5329 Table of Contents Introduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 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 . . . . . . . . . ...
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...The interviewing process can be nerve wrecking for both parties. It is very important for both the recruiter and the candidate to make a good first impression. The interview is the first chance the candidate gets to prove to the prospective employer that they are capable in preforming whatever the job entails. It is also crucial for the recruiter to make an outlasting impression on the candidate applying, they are the first face that the candidate will see from the company. It is very imperative for both parties to avoid any potential embarrassment by being well prepared. There are many “do’s” and “don’ts” when it comes to the interviewing process and in this specific scenario, it was overloaded in mainly don’ts. I was surprised at the utter unpreparedness of the interviewer in this situation. In conducting a successful interview, it is crucial to have as much information as possible. Being well prepared not only gives the candidate a chance to shine in the interviewing process but it also shines a positive light on the company. knowing that you are well prepared for the interview instantly makes the candidate more relaxed and confident. It...
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...Instagram Ms. Uba has a peaceful but calm personality so she and I chose Instagram as for a look in on how we express ourselves through Social Media. Instagram is a part of social media that we use for sending pictures, downloading videos as well as promoting our business. In this document we are looking in on how Ms. Uba lives and enjoys everyday life. Ms. Uba’s pictures tells a lot about her life. As we look in at her pictures her daughter is her world in all. Pathos is one of the appeals that one can feel about her. Ms. Uba shows compassion through her pictures, videos and word phrases. For instance she caresses her baby and show us videos of special events. Family and friends are important as well. Ms. Uba shows how proud she is of her family accomplishments. Ethos appeals was also noticeable about her page. She demands respect. Dishonesty is one of her things she do not like in a person. In a word phrase that she points out is “Hurt me with Truth don’t Comfort me with a Lie”. In that phrase we can clearly hear that she will not stand for a liar in her circle. Honesty is what she expects from a person. Loyalty is what she expects not someone that is coming to her side ways and not straight up. The description of logos was also detected on her page. Ms. Uba has word phrases about how she feels about break-ups. The power point that I saw was “Break-ups hurt but loosing someone who doesn’t respect and appreciate you is actually a gain, not a loss. Faith was also expressed...
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...#1 Nike Hiring Gets Off on the Right Foot pages 284 – 285. 1) What do you think are the prime advantages and disadvantages of Nike’s computer-based interviewing system? Advantages of computer assisted Interviewing system: a) Weeds out undesirable applications: In computer based interview system the applicants whom management thinks are eligible for the job according to qualification, work experience and achievement of an applicant in his/her career is called upon for the interview. This helps the company screen out un- important applicants and in turn save their time in interviewing only required applicants. b) Saves company’s administrative costs: Company during their interview season sees an increase in their administrative expenses which includes mainly the travel reimbursement that all candidates gets during their journey to interview location. Nike being one of the largest manufacturing & retail oriented company; it needs recruitment process almost the whole year. If they spend. Therefore company’s expenses would be very high and at the same time, may not be productive as out of huge number of candidates who have applied, only few would be matching the job profile. c) Time efficient: it saves time for both management involved in recruitment process & candidates who may have to undergo long interview process. Management can utilize that time for its productivity & handling its other important issues. d) No routing errors. If the system is correctly programmed...
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...be used collaboratively as evidence-based treatment approaches for substance use disorder; they are both quite different on the terms of the use of each treatment approach. Brief interventions are short, direct, and is combined of several interviewing strategies to aid to the effectiveness of the approach. Interventions such as BASICS and Brief Alcohol screening (David Capuzzi, 2016). Motivational interviewing includes several skills to assess change and is considered “most effective when combined with other standardized psychosocial interventions” (Jhanjee, 2014). Unlike Brief interventions motivational interviewing contains approaches shaped around “behavioral aspects of positive reframing, empathy, and reflective listening’ (David Capuzzi, 2016). And Brief interventions targets problematic or risky use and evaluates client need to change, rather than their motivation to...
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...When we speaking of bring about a change in a person life, as well as our own, there is a process that is being used today know as motivational interviewing. What is motivational interviewing? Motivational interviewing has been defined as a ‘client centered, directive method for enhancing intrinsic motivation to change by exploring and resolving ambivalence’ (Miller and Rollnick 2002; p 25). In motivational interviewing, “client-centered” simple means that this stage of the process would concentrate on the needs, hopes and aspirations of the client. Miller and Rollnick describe MI as “directive,” but McNamara decided to uses the term “guided” to express the element of Motivational Interviewing. While motivational interviewing is directive, in the sense that it...
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...INTER-PERSONAL AND COMMUNICATION SKILLS: VIABLE TOOLS IN THE ART OF CLIENT INTERVIEWING AND COUNSELLING The need for client interviewing and counselling as part of legal practice cannot be over-emphasized as clients being potential parties to a dispute will more often than not consult lawyers to seek the best option to settling the particular dispute. Client interviewing can be described as receiving information about the clients dispute, deciding based on that information what the best legal means of settling the clients dispute is whilst using the opportunity to establish and maintain high standards of client care. To this end, the expertise and most especially legal skills in the process of interviewing are needed. This is expedient and necessary especially in the evolving Nigerian legal system where alternatives to litigation (which is the most popular method of settling disputes) such as arbitration, mediation and negotiation are becoming increasingly popular. To this point, there are different fundamental skills and techniques that need not just be learnt, but constantly practiced to ensure that clients get the value for the time spent with legal advisers. The skills and techniques which include: asking appropriate questions, showing empathy, being a good listener and a capable researcher etc, are all part and parcel of what legal practice is all about. This explanation therefore establishes the fact that interviewing is the principal means by which the lawyer comes to understand...
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...United Kingdom Abstract The first part of a larger study into organisations’ use of structured interviewing techniques. Discusses reasons for continued popularity of interviewing in selection, despite its shortcomings. Considers the use of two structured interviewing techniques to improve selection: behavioural and situational questioning. Presents the findings of a large scale survey of UK organisations’ use of these techniques. The use of structured interviewing is rapidly increasing and is used by all sizes of organisation. Behavioural interviewing is being used more than situational interviewing, and many respondents use both techniques. Structured techniques are most commonly used for management posts. Discusses links with competency based HRM and roles of line managers and HR specialists in selection. Areas for further research are outlined. Introduction Interviewing is still the most commonly used method of selection in employment, in spite of the fact that many studies have shown it to be a very flawed technique. Given the preference of managers and human resource practitioners for interviewing, structured interviewing techniques have been suggested as a means of improving validity. Much of the research into these interviewing techniques is experimental in nature, and the aim of the present study was to identify and explore the use of two particular structured interviewing techniques by various organisations in the UK. This is seen as the first stage of a larger study...
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...role in Professional Legal Education.1 It has drawn up a detailed scheme on practical training consisting of professional ethics, barbench relations, contempt of court, moot court, pre-trial procedures, negotiations, interviewing and counselling, drafting of conveyances and pleadings, legal aid, public interest lawyering etc. The word 'Counsel' has its origin in the Latin word 'consilium' which means advice.2 According to Blacks' Law Dictionary, counsel means advice and assistance given by one person to another in regard to a legal matter, proposed line of conduct, claim or contention. As a matter of fact lawyers are also legal counsels. Counsellor is an attorney; lawyer; member of the legal profession who gives legal advice and handles the legal affairs of client, including if necessary appearing on his or her behalf in civil, criminal or administrative action and proceedings.3 The process of counselling has two functions: 1. To help the person talk about, explore and understand his or her thoughts and feelings and workout that what he or she might do before taking action. 2. To help the person decide on his or her own solutions.4 Lawyers counsel the client in deciding how his problem can be sorted out under the laws. Legal counselling is the process by which a lawyer communicates advice to a...
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...chain (LensCrafters) in the state of Michigan for two years. My general manager despised conducting interviews merely because she felt the interviewing process was daunting, people are not always what they appear to be after hiring them, and she believed that she was too intimidating. However, I found the hiring process not to be daunting, a nightmare or an unpleasant situation at all. Better, yet, searching for the best hire to work for your business is rather simple. Before I took the job as the retail manager for LensCrafters at their Dearborn Michigan location, I attended a...
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...ones asked during an actual interview. It also helps students become more comfortable in the interview setting. Despite of the importance of mock interviews, most college students do not have that experience until their first job interview during a career fair, internship, or even after graduation. However, in today’s economic, interview preparation may be the determining factor to securing employment. One way in breaking the ice of interviewing jitters is to prepare the students in advance. The Civil Engineering/Structural Design and Construction Engineering Technology program at Penn State University held a Mock Interview and Panel Discussion event to help students better prepare for an interview as realistic as possible. This was accomplished by inviting professionals from the industry from the construction management and engineering design fields to interview the students. Similar to speed dating techniques, each student had a 20-minute interview with each professional and then was critiqued on their performance. This paper discusses the step process of the mock interview event, feedback from the industry and students, and what lessons were learned. Overall, this paper shows how a mock interview event can be a...
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...I. Background (Gobi) what is behavioral interview? Behavioral interviewing is a based on detailed of the skills required to perform the job to be filled and widely used mode of job interviewing. The behavioral interview technique is used by interviewer to evaluate a candidate’s experiences and behaviors in order to determine their potential for success. This approach is based on the belief that past performance is the best predictor of future behavior. In fact, behavioral interviewing is said to be 55 percent predictive of future on-the-job behavior, while traditional interviewing is only 10 percent predictive. The interviewer identifies following detailed of candidate. Desired skills and behaviors then structures open-ended questions statements to elicit detailed responses. Gain detailed job-related examples Assess past performance Assess competencies Focus the interview so candidates provide more than just “canned” responses \ BEHAVIORAL Vs. TRADITIONAL INTERVIEWING Behavioral-based interviewing provides a more objective set of facts to make employment decisions than other interviewing methods. Traditional interview questions ask you general questions such as “Tell me about yourself.” The process of behavioral interviewing is much more probing and works very differently. In a traditional job-interview, you can usually get away with telling the interviewer what he or she wants to hear. Even if you are asked situational questions...
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... is in line with service delivery and the Care Quality Commissions Essential Standards of Quality and safety under the Health and Social Care Act 2008, as well as updating health and safety policies and procedures. For this reason we are going to conduct the process of job analysis. This report will apply to all Domestic Assistants across Healthcare home and hospital settings. 2- Findings Job analyzing is a process for collecting information about work performed and environment it takes place in, what is the purpose of the job. It identifies the knowledge, skills, abilities and personal competencies people need to perform their work well. From many methods of conducting job analysis, for this process Ive chosen examining documents (incl. job description, person spec, any other job related records), Interviewing job holder, and interviewing line manager. Each one of those methods has got its advantages and disadvantages. While examining documents like job description, gives you precise information about responsibilities of job holder, it doesn’t tell you how work is carried out, and there may be some responsibilities that are not included in job description. That is why I have chosen next method, which is interviewing the job holder. Mental health environment can change on a daily basis, so it is important that our domestic assistants have good knowledge of health and safety policies and procedures as well as be...
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...Assignment 1: Organizational Analysis Keira White Professor Kim Williams BUS310 Human Resource Management May 3, 2015 When choosing a company for this assignment I wanted to choose a company that had local ties to where I live but also was a fairly large company so that I could gather the appropriate information. The company I chose is Raytheon. Raytheon is a technology and innovation leader specializing in defense, homeland security and other government markets throughout the world. Raytheon’s core manufacturing concentrations are in weapons and military and commercial electronics. Raytheon was established back in 1922, reestablished in 1928 but did not take on its current name until 1959. With a history of innovation spanning 90 years, Raytheon provides state-of-the-art electronics, mission systems integration and other capabilities in the areas of sensing; effects; and command, control, communications and intelligence systems, as well as a broad range of mission support services. They are not only the world’s largest producer of guided missiles, but they are also the fourth largest defense contractor in the United States by revenue. What stands out the most to me when I think of Raytheon is the Patriot Missile from the Persian Gulf War in the early 1990s. Raytheon’s vision is to be the most admired defense and aerospace systems company through their world-class people, innovation and technology. Another thing about Raytheon that really sticks out in my mind is that...
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...applicants deal with puzzles, riddles, and insolvable questions. Microsoft realizes that its interview practices likely result in missing out on some well qualified candidates but they believe that its much worse to make a mistake of hiring someone who shouldn’t have been (a false positive) than to mistakenly pass over someone who should have been selected ( a false negative). This idea is based on the idea that it is harder to get rid of someone after they are hired and its harder for the company to thrive if too many of their employees cant solve problems under stressful circumstances. Questions: 10.1- Which abilities are measured by the specific question that Microsoft interviewing process? - The cognitive ability and the reasoning ability can measure the specific questions in the Microsoft interviewing process. Cognitive ability- refers to capabilities related to the acquisition and application of knowledge in problem solving. Cognitive abilities are relevant in the jobs that work involves the use of information to make decisions and solve problems. Example: Scholastic Assessment Test (SAT) Reasoning ability- is a diverse set of abilities associated with sensing and solving problems using insight, rules, and logic. The first reasoning ability (problem sensitivity) is the ability to sense that there is a problem right now or likely to be one in the near future. The second type or reasoning ability (deductive reasoning) refers to the use of...
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