Physical Abilities Tests

Physical Abilities Tests: Tests typically test applicants on some physical requirement such as lifting strength, rope climbing, or obstacle course completion.

Advantages

can idendentify individuals who are physically unable to perform the essential functions of a job

without risking injury to themselves or others

can result in decreased costs related to disability/medical claims, insurance, and workers compensation

decreased absenteeism

Disadvantages

costly to administer

requirements must be shown to be job related through a thorough job analysis

may have age based disparate impact against older applicants

Cognitive Abilties Tests: Paper and pencil or individualized assessment measures of an individual's general mental ability or intelligence.

Advantages

highly reliable

verbal reasoning and numerical tests have shown high validity for a wide range of jobs

the validity rises with increasing complexity of the job

combinations of aptitude tests have higher validities than individual tests alone

may be administered in group settings where many applicants can be tested at the same time

scoring of the tests may be completed by computer scanning equipment
lower cost than personality tests

Disadvantages

non-minorities typically score one standard deviation above minorities which may result in adverse impact depending on how the scores are used in the selection process

differences between males and females in abilities (e.g., knowledge of mathematics) may negatively impact the scores of female applicants

Cognitive Ability Tests:Types

Employee Aptitude Survey A battery of employment tests designed to meet the practical requirements of a personnel office. Consists of 10 cognitive, perceptual, and psychomotor ability tests. Nine of the 10 tests have 5-minute time limits. The remaining test requires two to ten minutes of testing time. Is a tool for personnel selection and a useful diagnostic tool for vocational guidance and career counseling. For situations in which it is desirable to retest an individual on an alternate form, special retest norms are provided for interpreting retest scores.

Test 1--Verbal Comprehension. Each item consists of one word in capital letters followed by four words in small letters. The respondent is to choose the word in small letters that means about the same as the word in capital letters. Scoring is the number right minus 1/3 the number wrong.

Test 2--Numerical Ability. A battery of three tests: integers, decimal fractions and common fractions, each is timed separately. Designed to measure skill in the four basic operations of addition, subtraction, multiplication, and division.

Test 3--Visual Pursuit. Designed to measure the ability to make rapid scanning movements of the eyes without being distracted by other irrelevant visual stimulation. Involves the visual tracing of lines through an entangled network.

Progressive Matrices, Advanced Sets I and II. A nonverbal test designed for use as an aid in assessing mental ability. Requires the examinee to solve problems presented in abstract figures and designs. Scores are said to correlate well with comprehensive intelligence tests. Set II provides a means of assessing all the analytical and integral operations involved in the higher thought processes and differentiates between people of superior intellectual ability.

Short-term Memory Tests A form of cognitive ability test that are exemplified by short-term memory tasks such as forward digit span and serial rote learning, which do not require mental manipulation of inputs in order to provide an output. Short-term memory tests lack face validity in predicting job performance.

Information Processing Tests Selection tests that have the same information processing requirements that occur on the job. In other words, the tests are tailored for each particular job. There is some evidence that adverse impact is reduced.

Personality Test

Personality Tests

A selection procedure measure the personality characteristics of applicants that are related to future job performance. Personality tests typically measure one or more of five personality dimensions: extroversion, emotional stability, agreeableness, conscientiousness, and openness to experience.

Advantages

can result in lower turnover due if applicants are selected for traits that are highly correlated with employees who have high longevity within the organization

can reveal more information about applicant's abilities and interests

can identify interpersonal traits that may be needed for certain jobs

Disadvantages

difficult to measure personality traits that may not be well defined

applicant's training and experience may have greater impact on job performance than applicant's personality

responses by applicant may may be altered by applicant's desire to respond in a way they feel would result in their selection

lack of diversity if all selected applicants have same personality traits

cost may be prohibitive for both the test and interpretation of results

lack of evidence to support validity of use of personality tests

Types of Personality Tests

Personal Attribute Inventory. An interpersonal assessment instrument which consists of 50 positive and 50 negative adjectives from Gough's Adjective Check List. The subject is to select 30 which are most descriptive of the taregt group or person in question. This instrument was specifically designed to tap affective reactions and may be used in either assessing attitudes toward others or as a self-concept scale.

Personality Adjective Checklist A comprehensive, objective measure of eight personality styles (which are closely aligned with DSM-III-R Axis II constructs). These eight personality styles are: introversive, inhibited, cooperative, sociable, confident, forceful, respectful, and sensitive. This instrument is designed for use with nonpsychiatric patients and normal adults who read minimally at the eighth grade level. Test reports are computer-generated and are intended for use by qualified professionals only. Interpretive statements are based on empirical data and theoretical inference. They are considered probabilistic in nature and cannot be considered definitive. (2K )

Cross-Cultural Adaptability Inventory Self-scoring six-point rating scale is a training instrument designed to provide feedback to individuals about their potential for cross-cultural effectiveness. It is most effective when used as part of a training program. It can also be used as a team-building tool for culturally diverse work groups and as a counseling tool for people in the process of cross-cultural adjustment. The inventory contains 50 items, distributed among 4 subscales: emotional resilience, flexibility/openness, perceptual acuity, personal autonomy. Materials:

California Psychological Inventory Multipurpose questionnaire designed to assess normal personality characteristics important in everyday life that individuals make use of to understand, classify, and predict their own behaviors and that of others. In this revision, two new scales, empathy and independence, have been added; semantic changes were made in 29 items; and 18 items were eliminated. The inventory is applicable for use in a variety of settings, including business and industry, schools and colleges, clinics and counseling agencies, and for cross cultural and other research. May be used to advise employees/applicants about their vocational plans.

During An Interview - Nerves

Nerves – Yep love them or hate them we all have them and they apply to everything we do in life – whether it’s a new job, a date, going to the dentist or being reprimanded. What are nerves? Well they are your bodies’ way of dealing with stress usually caused by a fear of the unknown, your body putting up a protective barrier to help you deal with the unknown. Symptoms include; dry mouth, shaky hands, sweating, thumping heart, faintness, feeling like you need to go to the bathroom – sound familiar! Everyone is nervous when attending a job interview – after all you are doing all this because you want to get that new job. Your body is releasing chemical called adrenalin which assists you in focusing your mind completely on the situation that you are dealing with. The secret is being able to manipulate and control your frame of mind and use that adrenalin to your advantage and not let it take over completely.

How Can I Control My Nerves?

The secret to controlling your nerves is to convince your brain that you have little to worry about. The reality is that we all get ourselves worked up far too much in the first place – we convince ourselves that we are going to under perform or embarrass ourselves beyond belief. After all I am sure you will have been in many situations where you have been a nervous wreck and once the situation is over (like at the end of an interview or coming out of the dentists) felt the overwhelming experience of calmness. Yes this is caused by your body relaxing and the adrenalin ceasing. So how can you combat this? Well it is really simple - all you need to do is be prepared and calm yourself and the nerves, to a degree, will be far less. I am sure you will have heard of the term “Mind Over Matter” well it is true. The brain and body are complicated things, you can convince yourself of anything if you want to and this can have a negative as well as positive outcome. So to deal with this issue and put your mind at rest (hence reducing your nervousness) it’s always a good idea to try and address the areas you need to deal with where you feel you will be an absolute failure if things go badly wrong. So lets just look at the major areas:

Drinks - should you or shouldn’t you? As I have mentioned before if you are offered a drink, be it tea, coffee or water and you think you are suddenly going to have an explosive fit and chuck your cup three foot in the air then don’t accept one. The only exception I can recommend here is Water. The reason being is that if you have a glass of water no one is going to notice if you did or didn’t drink it. However if you get stuck for something to say when asked a difficult question or you find your mouth is getting irritably dry it’s a good excuse to take a sip. While it doesn’t buy you a great deal of time it does give you chance to pause and reflect on the question a few moments before you give an answer.

Awkward Questions – Well unless you have a crystal ball you are not going to know what questions you are going to be asked at your interview. However if you know anything about the job then you can have a good second guess at what sort of questions are likely to come up and figure out some answers accordingly. Just remember how it was when you sat exams at school – you didn’t know which questions were going to come up so you revised all of them. Again as previously mentioned if there is a discrepancy in your CV and you think it may be an issue then try and think of an appropriate answer – don’t just ignore it and think to yourself “I hope they don’t mention that” – be prepared it will take the worry.

Shaky Hands! – Well I have to admit I always get shaky hands (and I am sure I am not alone on this issue!). There is no real definitive way of dealing with shaky hands really the only thing you can do is keep them under control by placing one hand on top of the other and keeping them on your lap. As you gain confidence throughout the interview and your mind drifts away from the issue you will find that the shaking will naturally ease and it should no longer prove a problem.

Dropping Or Tripping Over Your Briefcase Or Handbag – Come on, there’s absolutely no need to be clinging onto that briefcase or handbag. Place them on the floor (under your chair preferably) that way you aren’t going to drop them or fall over them when you get up! If you need a pen and paper (and it’s always good to have one) take them out of your attaché at the start of the meeting

Fear Of Sneezing or Having a Runny Nose – Again it all comes down to being prepared, make sure you take a handkerchief or tissue and have it somewhere accessible. It’s no good locked in your handbag or briefcase, place it in your pocket so you can get at it quickly should you need to.

Make Life Easier For Yourself At The Interview:

Now I am not trying to teach my grandmother to suck eggs but the night before your interview try and get a good nights sleep. Eat your evening meal earlier than usual and go to bed a bit earlier. Don’t go out on the lash with your mates until 2.00 am in the morning or for a curry or other meal that gives off a strong smelling after odour. As you will no doubt be aware garlic smells dreadful the next day and will ooze out of your pores for a good 24 hours after eating it so try and steer clear of meals that include this. Also alcohol stays in the blood stream for a fair while and you don’t want to be turning up at your new job interview feeling hung over and tired. If you are worried about your breath smelling then eat a mint before you go into the interview or use a menthol spray, you can but little handy ones from the chemist which will fit in your pocket.

On the morning of the interview (if the interview is in the morning) try and have some breakfast, I know it’s difficult to eat on a stomach that’s turning around faster that a washing machine on a full cycle spin, but food is for the brain and it will help you keep your mind on the job. Besides which if you don’t eat and have an empty stomach it is very likely that you will experience that intensely dreadful sickly feeling. If you have an interview during the afternoon see if you can catch an early lunch or if the interview is early evening try and eat a decent breakfast and catch a late lunch. Ideally you don’t want to eat more than two hours before the start of the interview to give your body the chance to digest your food.

If you are really strung out and feeling uptight just before your job interview begins then you can always try some breathing exercises. Now I am no therapist but I always find that breathing in deep breaths through your nose, holding it in for a few seconds and breathing out through your mouth helps. My doctor told me to try this when I was a bit younger and had problems dealing with stress and it seems to work for me to help me relax. Try and think happy thoughts whether they are about your children, your wife, husband, partner or whatever but try and think of something that makes you smile. It takes far more muscles to make you frown than it does to make you smile and using this technique you will automatically begin to feel the element of wellbeing. It will also temporarily take your mind off the situation ahead which will ease your stress and worry. When you get into the interview and are seated try and relax and get comfortable, I don’t mean slouch in the chair, but try and pick a position where you are not all screwed up like the hunchback of Notre Dame. Being comfortable will help relax all of your muscles including your legs, abdomen and chest ultimately making your breathing more relaxed. During your interview make sure you listen to each question posed to you properly, don’t try and think of an answer while your interviewer is still asking the question.

First Impressions

Do First Impressions Count? You Bet They Do!

You would be very surprised at what can be ascertained from the first few moments in some ones presence. An interviewer or employer will discover a great deal about you in a relatively small amount of time by use of their experience in body language. It’s a bit like when you make new friends, generally speaking you know within a few moments of meeting a person for the very first time whether you will like them or not (despite knowing very little about their background). I personally think it is some form of basic primate instinct. So your first few seconds are fairly vital when you walk into that interview room or are greeted by your employer. We all give out different signals and these can be influenced by the way you dress to your body language. In my opinion good body language starts with a firm handshake (that’s firm - don’t shake their hand off!) and being smartly dressed. Don’t bathe in perfume or aftershave as strong smells often give off an overpowering smell and can be very off putting. Not everyone has the same taste in cologne and there is nothing worse than being stuck in a room with a smell that makes you feel ill. It’s always best to be clean and neutral!

Prior To Attending Your Job Interview:

It’s always a good idea (and I think a courteous one which shows manners and initiative) to confirm with your prospective interviewer the interview arrangements by letter once you have been invited to attend the interview. This doesn’t need to be a long winded letter it can just be brief confirming the time and place of the interview. It also gives you the opportunity to send in any documents that the interviewer may wish to see in advance or anything you may have omitted to send when you originally enclosed your CV and job application form.

Dress Code - What Clothes Should You Wear For Your Job Interview?

It’s always a tough call when trying to decide what to wear for a job interview. Traditionally men always wore their smartest suit and tie and the same could be said for women – either a nice skirt and blouse or a suit. However things have changed a lot since the old days, for example if you are going to work for an IT firm or Graphic Designers then the dress code may be smart but casual - by the same token if you are going to work for a firm of Solicitors, Accountants or Insurance Brokers then the chances are the dress code is going to be formal so it can be a hard call to decide what to wear for your interview. If you are applying for an internal job then this won’t apply to you as you will already know what standard of outfit is or isn’t acceptable at your place of work. There are two fairly simple ways to ascertain what type of dress code your potential future employer demands and these are as follows:

1.Drive up to the offices or workplace at a time when the staff will be arriving or leaving – this will give you a good indication of what types of clothes the other employees are wearing.

2. Pick up the phone and ring up the interviewers’ secretary and ask her what is the typical dress code of the company – as previously mentioned secretaries generally speaking are always keen to offer assistance to the “newbie’s”!

As a pointer it’s always a good idea to “Dress Above The Rest” at an interview – remember you are out to make a special impression so although you will want to fit in if you get the job you need to be appointed first! So a pretty simple rule - if the companies dress code is casual then you need to be dressed casually but a little smarter, for example if the other employees are wearing trousers and open neck shirts then it would be a good idea for you to wear trousers, a tie and a smart jacket. If the dress code is a suit and tie then you need to wear your best suit and tie – get the picture it’s pretty easy for you to judge for yourself. Another good point is when you are invited into the interview don’t ever remove your jacket without be asked. If the room is hot – well quite frankly that’s just a bit of tough luck. I have to admit I have always kept my jacket on even when my interviewer has offered for me to remove it – my reason being that we all perspire during stress and there is nothing worse than seeing perspiration marks around the arms of your shirt!! So what type of clothes should you wear at your interview? Well it’s an individual’s choice really. However I would steer well clear of bright outrageous ties if you are a man as not every interviewer will share your love of cartoon characters such as the Simpson’s - try and settle on neutral colours. Finally as previously mentioned it’s a bad idea to wear overpowering aftershave or perfume – it can be very off putting to others.

On Arrival At Your Job Interview:

If you are organised you will have arrived at your interview in good time and if so you will have a few moments to compose yourself and utilise the rest room before your big moment. If at the office there are some bathrooms in the waiting area (or if not just ask someone to direct you to them) go and make a few final checks on your appearance. You might want to comb your hair, use the lavatory (make sure you do up your zippers) or adjust your make up if you are a lady. This time will give you the opportunity to make sure you are ship shape and looking a million dollars, it will also give you reassurance so that once you are in the interview you don’t have to worry about whether you have done your zips up or whether your hair looks tidy – issues that are important but that you don’t want to have to worry whilst trying to win over the interviewer. It’s always a good idea if you have a briefcase and are wearing a tie to take a spare just in case you spill something down it before going into the interview. It’s easily done I was once attending an interview and on the way I stopped to drink a can of coke as I had arrived early. To say I was mortified when I spilt it down my tie is an understatement. I had no spare and apologised profusely to my interviewer who was very kind and said it didn’t matter but I still spent the entire interview worrying about it and my performance was definitely hindered by it. A lesson learned to say the least!

When Your Interviewer Comes Out To Take You Into The Interview – Or When You Are Called Into The Interview Room:

OK, in my opinion this is the most stressful time of the interview – and when my heart beats the most! This is the time when you are entering the unknown – new surroundings, new people (sometimes as many as four or five) a strange room. As I have stated before you need your maximum concentration at this point as “First Impressions” do count. So how do you greet your interviewer? Firstly look your interviewer in the eyes and smile, everyone likes a smiley face, I don’t mean beam like a Cheshire cat - just a pleasant friendly smile. Secondly, offer your hand out to shake (remember don’t squeeze the interviewers hand until it turns blue – just a firm professional handshake) and offer a greeting (“Hello very pleased to meet you” or something like that). Your interviewer will then either take you into the interview room (or you may already be in there as you have been called in) and offer you a seat. Please do not just sit down when you enter the room, wait to be offered a seat – it’s good manners.

The interview is going to start along the lines of chit chat, you will probably be asked how you journey was etc, etc and then offered a drink. Depending on the type of person you are and how well you cope with nerves (and remember we all have them, from the person applying for a job flipping burgers in a burger house to the Executive applying for a new £ 250K per year position) it’s up to you whether you decide to accept a drink. You won’t be thought of any less should you not accept a drink (and if you think your hands are going to be shaking like a coconut tree in a hurricane every time you pick your cup up) it’s probably a good idea to decline. That way you won’t chance spilling the liquid all down your front should you really lose your nerves!

Cover Letter

What is a Cover Letter?

A cover letter is a document that accompanies your resume in response to an advertised position. It is a letter of introduction that highlights your key achievements and entitles you for a job opening. A cover letter should be tailored to different jobs, different employers. Few employers seriously consider a resume that is not accompanied by a cover letter. Cover letters are typically one-page documents.

What is the purpose of a Cover Letter?

A cover letter reflects your communication skills and your personality. The main purpose of this document is to introduce you in such an interesting manner that the reader will not only continue reading your resume but also be willing to call you in for an interview.

Why is a Cover Letter so important?

A cover letter tells the employer the type of position you are seeking, and exactly how you are qualified for that position. It also tells the hiring manager what caused you to apply: whether an advertisement, the recommendation of a friend who works there, or your own research, etc. This information tells the hiring manager how well you know the firm and position. This alone can encourage the employer to keep reading.This is the first document the reader views, and if it fails to captivate interest your resume might not be viewed at all.Get your resume and cover letter prepared (or edited) at highly affordable prices by our resume and cover letter writing services. Submit your information online and receive your perfect resume and cover letter within 2-3 days.

Cover Letter Writing Tips

*Make your cover letter brief and simple
*Be direct and natural
*Mention the position you are applying for
*Explain how you learned of the position
*Write why you are a perfect candidate for the position
*Propose a meeting
*Tailor your cover letter to different readers

What makes a Good Cover Letter?

No spelling or typing errors. Not even one.

Address it to the person who can hire you. Resumes sent to the personnel department have a tougher time of it. If you can find out (through networking and researching) exactly who is making the hiring decision, address the letter to that person. Be sure the name is spelled correctly and the title is correct. A touch of formality is good too: address the person as "Mr.," "Ms.," "Mrs.," "Miss," "Dr.," or "Professor." (Yes, life is complicated.)

Write it in your own words so that it sounds like you--not like something out of a book. (Electra gets in trouble with libraries when she says things like this.) Employers are looking for knowledge, enthusiasm, focus.

Being "natural" makes many people nervous.

Show that you know something about the company and the industry. This is where your research comes in. Don't go overboard--just make it clear that you didn't pick this company out of the phone book. You know who they are, what they do and you have chosen them!

Use terms and phrases that are meaningful to the employer. (This is where your industry research and networking come in.) If you are applying for an advertised position, use the requirements in the ad and put them in BOLD type.

Resumes and C.V.s -- What's the Difference?

According to the dictionary, a resume is "a summary, as of one's employment, education, etc., used in applying for a new position." Conversely, a curriculum vitae (C.V.) is noted as "a regular or particular course of study of or pertaining to education and life."

In other words, a RESUME is a career and educational summary meant to highlight your skills and experience and a C.V. is a list meant to document every job and degree you've ever received in your life.

When professionals working abroad decide that they want to seek out job opportunities in the U.S. and send out their C.V.s to American companies, they have no idea what Human Resource and Personnel Directors are looking for when reviewing these documents. In a typical C.V., the first category is Education, listing preparatory/college/university information and dates right up front. If the mechanical engineer or CEO sending this document graduated from university in 1974, that is not the most important piece of information that a headhunter or HR Director needs to know about this person.

The C.V. continues with Work Experience, often listing jobs going back to college days, and often listing them in chronological order (starting with 1976 for example, and ending with the 1997-Present position somewhere down on page 2 or 3). The C.V. is quite simply a listing of company names, job titles, dates of employment, and job responsibilities. Just the potatoes, without the meat and gravy, so to speak. A professional resume, on the other hand, does not require that you include every job you've ever held since being a counselor at Camp Thanksalot.

The C.V. is written in a paragraph style, not broken up with bulleted or italicized information to highlight any skills, accomplishments, or achievements for each specific position like a resume. Each paragraph lists the responsibilities from a first person perspective "I" and "my" - which is just not done in a professional resume. On this side of the Atlantic, a resume is written in the third person so as to appear more objective and factual.

The next faux pas of the C.V. is to include personal information in the document. The applicant lists marital status, nationality, height and weight, date of birth, and other information which is just not necessary or warranted when applying for a job in the U.S. Hobbies and Personal Interests are also often listed on C.V.s. But whether you play acoustic guitar or spin wool for cardigan sweaters, it does not belong on a resume.

A strong, professionally written resume, however, starts out with a brief Summary of Qualifications, next is a key word section listing your Areas of Strength or Industry Expertise, then Professional Experience where your career experience for the past ten to fifteen years is focused on and any experience prior to that may be summarized. The information listed under Professional Experience is written in reverse chronological order (most recent or present job first and going back from there) and includes a balance of responsibilities and accomplishments for each position.

After the work experience, Professional Affiliations, Computer Skills, and Education sections should appear. The best strong, to-the-point resumes should be one to two pages. Conversely, oftentimes C.V.s go on for three or four pages.

Keep in mind that resumes are intended to present a summary of highlights to allow the prospective employer to scan through the document visually or electronically and see if your skills match their available positions. A good resume can do that very effectively -- a C.V. cannot.

Interviewer Tips during Interview

An interview is not a dialogue. The whole point of the interview is to get the narrator to tell his or her story or to give you information. Limit your own remarks to a few pleasantries to break the ice, then ask brief questions.

Avoid dead-end questions; ask questions instead that require more of an answer than "yes" or "no." Start with "Why, how, where, what kind of . . ."

Ask one question at a time.

Ask brief questions.

Start with non-controversial questions. A good place to start with is the person's background. This allows you and your narrator to become comfortable, make eye contact, etc.

Don't let periods of silence fluster you. Give the person a chance to think of what he/she wants to add before you hustle into the next question.

Don't worry if your questions are not as beautifully phrased as you would like them to be for posterity. A few fumbled questions will help put your narrator at ease.

Don't interrupt a good story because you have thought of a question or because your narrator is straying from the planned outline. If the information is pertinent, let the person continue, but jot down your question so you will remember to ask it later.

If your narrator does stray into non-pertinent subjects, try to pull him/her back as quickly as possible. Example: "Before we move on, I'd like to find out . . ."

It is often hard for a narrator to describe persons. An easy way to begin is to ask him to describe the person's appearance.

Interviewing is one time when a negative approach can be more effective than a positive one. Ask about the negative aspects of a situation. Example: In asking about a person, do not begin with a glowing description. You will get a more lively answer if you start out in the negative. "Despite the mayor's reputation for good works, I hear he was a very difficult man for his immediate employees to get along with."

Try to establish at every important point in the story where the narrator was or what his or her role was in this event, in order to indicate how much is eye-witness information and how much based on reports of others. "Where were you at the time of the Oklahoma Bombing?"

Do not challenge accounts you think may be inaccurate. Instead, try to develop as much information as possible that can be used by later researchers in establishing what probably happened.

Do tactfully point out to your narrator that there is a different account or contradictory information of what he or she is describing, if there is.

Try to avoid "off the record" information, the times when your narrator asks you to turn off the recorder while he tells you a good story. Ask if you can you record the whole thing and promise that you will erase that portion if the narrator asks you to after further consideration. Then keep your promise.

Don't switch the recorder off and on. It is much better to waste a little tape on irrelevant material than to call attention to the tape recorder by a constant on-off operation.

Interviews usually work out better if there is no one present except the narrator and the interviewer.

Do end the interview at a reasonable time. An hour-and-a-half is probably maximum. First, you must protect your narrator against over-fatigue: second, you will be tired even if the narrator isn't.

Don't use the interview to show off your own knowledge, vocabulary, charm, or other abilities.

Effective Interview

To get the most information out of an interview — and identify the best marketing professional for your team — follow these eight steps:

Prepare in advance. Develop an approach you’ll use with all candidates. Rank job requirements in order of importance, and prepare a list of questions that will enable you to assess applicants’ talent and expertise in these areas. Be sure to include questions designed to gauge interpersonal skills and problem-solving abilities, such as “Can you tell me about an important decision you made and how you arrived at it?” or “Describe a situation in which you had to deal with a professional disagreement or conflict.”

Ask diverse questions. To assess the candidate’s work style and compatibility with your firm’s culture, vary the style of your questions. Ask closed-ended, factual ones (“How many years did you work for Firm A?”); open-ended questions (“Can you describe your major accomplishments?”) and hypothetical, job-related scenarios (“How would you handle a difficult client … ”)

Make a pitch for your firm. The interview works both ways, so be sure to emphasize the positive aspects of your company to prospective hires. Benefits such as employee recognition programs, subsidized training courses and on-site facilities such as a cafeteria or health club can all be strong selling points.

Rephrase questions to obtain complete answers. If an applicant’s response to your question is vague or insufficient, don’t be afraid to ask for the information in a different way. For example, rephrase “Why did you leave your previous position?” to “What types of opportunities are you looking for that your last job did not provide?”

Pay attention. Fight the urge to formulate your next question while the candidate responds to the last one. You need to listen attentively to pick up on bits of information that might otherwise escape you.

Write it down. Memory is unreliable, so take notes in an unobtrusive way during the interview. Don’t transcribe everything the candidate says — jotting down the highlights should be sufficient. Be sure to record your impressions along with the applicant’s responses to questions. If you’re interviewing someone for a design position, ask if they have an extra work sample they can leave behind.

Don’t rush to judgment. Try to avoid forming an opinion too quickly about a candidate. Wait until after the interview to evaluate responses and make interpretations.

End on a positive note. Once you feel you have enough information, end the interview politely. Thank the applicant for his or her time and interest, and briefly mention subsequent steps.

Effective Resume Writing

1. What IS a resume anyway?

Remember: a Resume is a self-promotional document that presents you in the best possible light, for the purpose of getting invited to a job interview.It's not an official personnel document. It's not a job application. It's not a "career obituary"! And it's not a confessional.

2. What should the resume content be about?

It's not just about past jobs! It's about YOU, and how you performed and what you accomplished in those past jobs--especially those accomplishments that are most relevant to the work you want to do next. A good resume predicts how you might perform in that desired future job.

3. What's the fastest way to improve a resume?

Remove everything that starts with "responsibilities included" and replace it with on-the-job accomplishments.

4. What is the most common resume mistake made by job hunters?

Leaving out their Job Objective! If you don't show a sense of direction, employers won't be interested. Having a clearly stated goal doesn't have to confine you if it's stated well.

5. What's the first step in writing a resume?

Decide on a job target (or "job objective") that can be stated in about 5 or 6 words. Anything beyond that is probably "fluff" and indicates a lack of clarity and direction.

6. How do you decide whether to use a Chronological resume or a Functional one? The Chronological format is widely preferred by employers, and works well if you're staying in the same field (especially if you've been upwardly-mobile). Only use a Functional format if you're changing fields, and you're sure a skills-oriented format would show off your transferable skills to better advantage; and be sure to include a clear chronological work history!

7. What if you don't have any experience in the kind of work you want to do?

Get some! Find a place that will let you do some volunteer work right away. You only need a brief, concentrated period of volunteer training (for example, 1 day a week for a month) to have at least SOME experience to put on your resume.Also, look at some of the volunteer work you've done in the past and see if any of THAT helps document some skills you'll need for your new job.

8. What do you do if you have gaps in your work experience?

You could start by looking at it differently.General Rule: Tell what you WERE doing, as gracefully as possible--rather than leave a gap.If you were doing anything valuable (even if unpaid) during those so-called "gaps" you could just insert THAT into the work-history section of your resume to fill the hole. Here are some examples:

1993-95 Full-time parent -- or
1992-94 Maternity leave and family management -- or
Travel and study -- or Full-time student -- or
Parenting plus community service

9. What if you have several different job objectives you're working on at the same time? Or you haven't narrowed it down yet to just one job target?

Then write a different resume for each different job target. A targeted resume is MUCH, much stronger than a generic resume.

10. What if you have a fragmented, scrambled-up work history, with lots of short-term jobs?

To minimize the job-hopper image, combine several similar jobs into one "chunk," for example:

1993-1995 Secretary/Receptionist; Jones Bakery, Micro Corp., Carter Jewelers -- or
1993-95 Waiter/Busboy; McDougal's Restaurant, Burger King, Traders Coffee Shop.

Also you can just drop some of the less important, briefest jobs.But don't drop a job, even when it lasted a short time, if that was where you acquired important skills or experience.

11. What's the best way to impress an employer?

Fill your resume with "PAR" statements. PAR stands for Problem-Action-Results; in other words, first you state the problem that existed in your workplace, then you describe what you did about it, and finally you point out the beneficial results.

Here's an example: "Transformed a disorganized, inefficient warehouse into a smooth-running operation by totally redesigning the layout; this saved the company thousands of dollars in recovered stock."Another example: "Improved an engineering company's obsolete filing system by developing a simple but sophisticated functional-coding system. This saved time and money by recovering valuable, previously lost, project records."

12. What if your job title doesn't reflect your actual level of responsibility?

When you list it on the resume, either replace it with a more appropriate job title (say "Office Manager" instead of "Administrative Assistant" if that's more realistic) OR use their job title AND your fairer one together, i.e. "Administrative Assistant (Office Manager)"

13. How can you avoid age discrimination?

If you're over 40 or 50 or 60, remember that you don't have to present your entire work history! You can simply label THAT part of your resume "Recent Work History" or "Relevant Work History" and then describe only the last 10 or 15 years of your experience. Below your 10-15 year work history, you could add a paragraph headed "Prior relevant experience" and simply refer to any additional important (but ancient) jobs without mentioning dates.

14. What if you never had any "real" paid jobs -- just self-employment or odd jobs?

Give yourself credit, and create an accurate, fair job-title for yourself. For example:

A&S Hauling & Cleaning (Self-employed) -- or
Household Repairman, Self-employed -- or
Child-Care, Self-employed

Be sure to add "Customer references available on request" and then be prepared to provide some very good references of people you worked for.

15. How far back should you go in your Work History?

Far enough; and not too far! About 10 or 15 years is usually enough - unless your "juiciest" work experience is from farther back.

16. How can a student list summer jobs?

Students can make their resume look neater by listing seasonal jobs very simply, such as "Spring 1996" or "Summer 1996" rather than 6/96 to 9/96. (The word "Spring" can be in very tiny letters, say 8-point in size.)

17. What if you don't quite have your degree or credentials yet?

can say something like:
Eligible for U.S. credentials -- or
Graduate studies in Instructional Design, in progress -- or
Master's Degree anticipated December 1997

18. What if you worked for only one employer for 20 or 30 years?

Then list separately each different position you held there, so your job progression within the company is more obvious.

19. What about listing hobbies and interests?

Don't include hobbies on a resume unless the activity is somehow relevant to your job objective, or clearly reveals a characteristic that supports your job objective. For example, a hobby of Sky Diving (adventure, courage) might seem relevant to some job objectives (Security Guard?) but not to others.

20. What about revealing race or religion?

Don't include ethnic or religious affiliations (inviting pre-interview discrimination) UNLESS you can see that including them will support your job objective. Get an opinion from a respected friend or colleague about when to reveal, and when to conceal, your affiliations.

21. What if your name is Robin Williams?

Don't mystify the reader about your gender; they'll go nuts until they know whether you're male or female. So if your name is Lee or Robin or Pat or anything else not clearly male or female, use a Mr. or Ms. prefix.

22. What if you got your degree from a different country?

You can say "Degree equivalent to U.S. Bachelor's Degree in Economics-Teheran, Iran."

23. What about fancy-schmancy paper?

Employers tell me they HATE parchment paper and pretentious brochure-folded resume "presentations." They think they're phony, and toss them right out. Use plain white or ivory, in a quality appropriate for your job objective. Never use colored paper unless there's a very good reason for it (like, you're an artist) because if it gets photo-copied the results will be murky.

24. Should you fold your resume?

Don't fold a laser-printed resume right along a line of text. The "ink" could flake off along the fold.

How To Write a Good Cover Letter

1. Be sure to address your cover letter --by name and title -- to the person who could actually hire you. When it's impossible to learn their name, use their functional title, such as "Dear Manager." You may have to guess ("Dear Selection Committee") but never say "To whom it may concern" or "Dear Sir or Madam"!

2. Show that you know a little about the company, and that you are aware of their current problems, interests, or priorities.

3. Express your enthusiasm and interest in this line of work and this company. If you have a good idea that might help the employer resolve a problem currently facing their industry, offer to come in and discuss it.

4. Project warmth and friendliness, while still being professional. Avoid any generic phrases such as "Enclosed please find." This is a letter to a real live person!

5. Make a personal link to a specific individual in that company, if at all possible -- also called "name dropping." For example, "My neighbor, Phil Lyons, works in your research-and-development department, and from what he tells me about the company and its current directions, I think I could be a good fit for your team."

6. Set yourself apart from the crowd. Identify at least one thing about you that's unique -- say a special talent for getting along with everybody at work, or some unusual skill that goes beyond the essential requirements of the position -- something that distinguishes you AND is relevant to the job. (Then, if several others are equally qualified for the job, your uniqueness may be the reason to choose YOU.)

7. Be specific about what you are asking for and what you are offering. Make it clear which position you're applying for and just what experience or skill you have that relates to that position.

8. Take the initiative about the next step whenever possible, and be specific. "I'll call your office early next week to see if we could meet soon and discuss this job opening," for example. OR -- if you're exploring for UN-announced jobs that my come up -- "I'll call your office next week to see if we could meet soon, to discuss your company's needs for help in the near future."

9. Keep it brief -- a few short paragraphs, all on one page.

After the Job Interview

Thank-You Letters

Almost immediately after an interview, you should write a thank-you letter to the interviewer(s). You can use e-mail to do this, but sending a letter or card is more thoughtful.

If more than one person was involved in interviewing, sending a note to each one would be awesome. Remembering names of people we have met briefly in an interview situation is beyond most of us. However, if you jot down their names on your notepad, request a business card at the interview, or call the office and request names, your effort will be worth it. Since so few people do this, you will really be memorable. If you cannot obtain their names, send a letter to the head interviewer and address it to the that person and the interview panel.

Thank-you letters should express gratitude for the interview opportunity, particular attention or kindness shown to you, assistance provided, or other experience that provided a memorable occasion for you (other than the terror of the interview, of course!).

Reconfirm your interest in working for the company and indicate that you hope to hear positive news soon.

Just sending a thank-you letter creates a favorable impression, unless it is illegible, poorly spelled, or grammatically incorrect.

You can make your thank-you letter work harder than that. If you feel you didn't provide a complete or totally correct answer to a question in the interview, you can use your letter to clarify your response or to show that you cared enough to seek more information. Don't attempt to clarify more than one or two points, or you could talk yourself out of a job! Restate the contribution that you can make to the company.

Following Up

If you do not hear from the interviewer by the time he or she indicated, or within a reasonable amount of time from your interview - two weeks or so, you should call or e-mail the interviewer to inquire about the status of their selection process.

If a decision has not yet been made, ask the interviewer when he or she believes it will be made. If you have another offer, but would like to know about this interview outcome before making a decision, tell the interviewer. It may speed up the process.

If a decision has been made and you are selected, congratulations! If you were not selected, try to find out what the interviewer would recommend to you that could improve your chances at your next interview. This is a non-threatening way of trying to discover why you were not selected, but it will also help you in future interviews.

Second Interviews

Many organizations rely on second, or even third interviews, to make hiring decisions. If you are chosen for a second interview, indicate your pleasure at being selected. Ask what the format will be for the second round. If you do not already have an idea, you can ask what the salary range is for the position before deciding whether to go further. Most companies that offer second interviews are very competitive with their salary offers anyway, so you don't need to ask unless it is really important to you. Wait to discuss salary specifics until the job offer is made. Don't hang up before discovering the name and title of the interviewer, where and when the interview will take place, and what the travel arrangements are.

Second interviews are required by employers who use the first interview as more of an introduction to see if you will fit as part of their team. The second interview, then, will probably be more in-depth. It may include more job-related questions, hands-on experiences, and/or meeting with more than one person. Be yourself, your best self, and you will ultimately have a positive experience.

The best thing about second interviews is that it usually provides you the opportunity to view the organization in action and to meet some of the people with whom you will be working.

Remember, you are trying to decide an important part of your future. Is this an organization with which you will feel comfortable and which offers you the opportunities you seek? Observation can provide a large part of the answer.

Interview Preparation Guide.

Interview Preparation Guide.

A day or two before an interview you should take the time to really think about how you want the interview to go, what impression you want to leave on the employer and what unique pitch you will use to stand out from other applicants. Equally important, think about what items on your resume you do not want to spend a lot of time on and come up with ways to transition from that particular experience to others that you would like to highlight more.

Next, throughly research the employer, and when possible, the position. Be sure to ask for at least a title, if not a detailed description of exactly what position they are interviewing you for. Then list the 3 or 4 strong qualifications that you bring to the table. This way, you know going in what they are looking for and why you are a good fit.

There is a time and a place for name dropping, and interviewing is one of them. Review any names or details that could be helpful to reference during your discussion. If you are the networking type, go back through your PDA and find the exact date of the dinner party where you met the person who passed along your resume. If you used a job search engine, recall what day you first saw the advertisement and perhaps the detail that helped the posting stand out. If the organization reached out to you, recall the Human Resources contact who first gave you the call or e-mail. It never hurts to compliment their friendly conduct, and helps create a positive, thoughtful persona.

From here the old adage rings true: “Practice makes perfect.” Make a list of questions that you think the employer might ask. Think through how you would want to answer them. Your goal is to leave the ideal impression, highlighting your best selling points and avoiding weaker aspects of your experience. Typing this out (and saving it) can help you not just prepare for this interview, but all future interviews as well (including your year end review!)

Once you have come up with some sample questions, ask a trusted friend to help you role play through a few of them randomly. The employer ultimately controls the flow of an interview and role playing can help prepare you to bounce between subjects and think quickly. Your friend may also be able to point out any nervous quirks you might have or important details that you are leaving out.

The night before the interview, after you have crafted your pitch and researched the employer, make sure to print out directions to the office. Pick out your clothes, relax with a book and get to bed early. In the morning, eat a non-offensive breakfast to hold you over and make sure to drink your coffee. It is show time

Types Of Interview

One to One Structured Interviews

This is probably the most widely used form of interviewing in graduate selection. In this type of interview, the interviewer will have a fixed set of questions that he/she will ask each candidate, with the aim of finding out the level of your skills in key areas pertinent to the role to which you have applied.

Panel Interviews

Similar to a one to one (structured) interview but with more people. In this interview you are likely to be asked similar questions to the one to one (structured) but the questions are likely to be spread between the group, with the person most competent in a particular area, asking you the relevant questions. The important thing to remember here is to give your answer to the person that asked the question but during this process make brief eye contact with the other panel members to ensure that they feel included.

One to One Unstructured

InterviewsThis type of interview is merely an informal chat where the interviewer will simply talk to you about a range of issues and subjects. It is more like a free flowing conversation and as such, not very effective in determining the suitability of a candidate. Consequently, it is rarely used in graduate selection.

Group Interviews

This rarely used form of interview is where an employer interviews a number of candidates at once. It often involves breaking the candidates into small groups and giving them a problem to solve. This type of interview is often used when an employer is trying to determine how well you interact with others in a group environment. Remember that in this kind of situation it is important that the group achieve its assigned goal and that to stand out one does not always have to be the leader of the group. Observers will assess things such as your: contribution to discussion, expression, reaction to others' and contribution towards reaching the group goal. To perform successfully you should: consider your position before contributing; listen to and support others'; show courtesy and tact; remain composed; and keep a focus on the goal and on time limits.

Campus Interviews

Most selection procedures for new graduates involve an initial screening stage and a second interview stage. The first screening interview is conducted on campus. Campus interviews are approximately 45 minutes long and are usually conducted by one interviewer. Questions are usually based around key selection criteria. The interviewer also provides information about the organisation, its operations and goals, and opportunities available for graduates. They will also provide information on graduate training programs being offered.

If you are offered a campus interview, the employer is seriously interested in potentially hiring you. They will use the interview to further assess your skills, qualifications, personal qualities, and desire to work for their company. You should prepare for this interview as you would prepare for non campus interviews. Issues which may be covered include: your skills and abilities, employment experience, your involvement in extra curricular activities, your personal circumstances and requirements.

Performance or Situational Interviews

A company might want to test your performance on aspects of work which are important to the job but which are difficult to assess in other ways. Examples of such tests include: meeting performance, sales performance, role plays for client service, and logistic and management exercises. Job imitation tests may also be used to evaluate skills directly related to a position. Fort example, you could be given tests for proofreading and spelling, computing tasks, shorthand, driving, and mathematical or statistical ability. You might even be invited to lunch, dinner or a social occasion so that the employer can evaluate your personal and professional behaviour.

PresentationsInterviewers

Will often ask graduates to prepare and deliver a presentation during interview, usually to a panel or small group. A topic may be set or you may be given the opportunity to choose your own. Most presentations are between 5 and 15 minutes and they will often require the use of visual aids such as overheads or PowerPoint presentations.

Telephone Interviews

There are generally 3 instances where you may encounter a telephone interview.

first is when a company uses it as an initial screening method. This telephone interview is usually a brief and containing questions based on the selection criteria, it is often used as a pre-cursor to a face-to-face interview.

The second instance is as a substitute for a panel or one to one interview, and may be necessary due to difficulties in either panel members or interviewees attending the interview. If possible, avoid these interviews, as face-to-face communication is very important to the employer.

The third instance where you are likely to encounter telephone interviews occurs when you are speaking with employees, recruiters, supervisors or other company employees about the position. Be prepared, as applicants are often surprised when a simple telephone enquiry to the company suddenly turns into an impromptu screening interview.

Most Important Interview Question

1. Tell me about yourself:

The most often asked question in interviews. You need to have a shortstatement prepared in your mind. Be careful that it does not soundrehearsed. Limit it to work-related items unless instructed otherwise.Talk about things you have done and jobs you have held that relate tothe position you are interviewing for. Start with the item farthestback and work up to the present.

2. Why did you leave your last job?

Stay positive regardless of the circumstances. Never refer to a majorproblem with management and never speak ill of supervisors, co-workersor the organization. If you do, you will be the one looking bad. Keepsmiling and talk about leaving for a positive reason such as anopportunity, a chance to do something special or other forward-lookingreasons.

3. What experience do you have in this field?

Speak about specifics that relate to the position you are applying for.If you do not have specific experience, get as close as you can.

4. Do you consider yourself successful?

You should always answer yes and briefly explain why. A goodexplanation is that you have set goals, and you have met some and areon track to achieve the others.

5. What do co-workers say about you?

Be prepared with a quote or two from co-workers. Either a specificstatement or a paraphrase will work. Jill Clark, a co-worker at SmithCompany, always said I was the hardest workers she had ever known. Itis as powerful as Jill having said it at the interview herself.

6. What do you know about this organization?

This question is one reason to do some research on the organizationbefore the interview. Find out where they have been and where they aregoing. What are the current issues and who are the major players?

7. What have you done to improve your knowledge in the last year?

Try to include improvement activities that relate to the job. A widevariety of activities can be mentioned as positive self-improvement.Have some good ones handy to mention.

8. Are you applying for other jobs?

Be honest but do not spend a lot of time in this area. Keep the focuson this job and what you can do for this organization. Anything else isa distraction.

9. Why do you want to work for this organization?

This may take some thought and certainly, should be based on theresearch you have done on the organization. Sincerity is extremelyimportant here and will easily be sensed. Relate it to your long-termcareer goals.

10. Do you know anyone who works for us?

Be aware of the policy on relatives working for the organization. Thiscan affect your answer even though they asked about friends notrelatives. Be careful to mention a friend only if they are well thoughtof.

11. What kind of salary do you need?

A loaded question. A nasty little game that you will probably lose ifyou answer first. So, do not answer it. Instead, say something like,That’s a tough question. Can you tell me the range for this position?In most cases, the interviewer, taken off guard, will tell you. If not,say that it can depend on the details of the job. Then give a widerange.

12. Are you a team player?

You are, of course, a team player. Be sure to have examples ready.Specifics that show you often perform for the good of the team ratherthan for yourself are good evidence of your team attitude. Do not brag,just say it in a matter-of-fact tone. This is a key point.

13. How long would you expect to work for us if hired?

Specifics here are not good. Something like this should work: I’d likeit to be a long time. Or As long as we both feel I’m doing a good job.

14. Have you ever had to fire anyone?

How did you feel about that?This is serious. Do not make light of it or in any way seem like youlike to fire people. At the same time, you will do it when it is theright thing to do. When it comes to the organization versus theindividual who has created a harmful situation, you will protect theorganization. Remember firing is not the same as layoff or reduction inforce.

15. What is your philosophy towards work?

The interviewer is not looking for a long or flowery dissertation here.Do you have strong feelings that the job gets done? Yes. That’s thetype of answer that works best here. Short and positive, showing abenefit to the organization.

16. If you had enough money to retire right now, would you?

Answer yes if you would. But since you need to work, this is the typeof work you prefer. Do not say yes if you do not mean it.

17. Have you ever been asked to leave a position?

If you have not, say no. If you have, be honest, brief and avoid sayingnegative things about the people or organization involved.

18. Explain how you would be an asset to this organization

You should be anxious for this question. It gives you a chance tohighlight your best points as they relate to the position beingdiscussed. Give a little advance thought to this relationship.

19. Why should we hire you?

Point out how your assets meet what the organization needs. Do notmention any other candidates to make a comparison.

20. Tell me about a suggestion you have madeHave a good one ready.

Be sure and use a suggestion that was acceptedand was then considered successful. One related to the type of workapplied for is a real plus.

21. What irritates you about co-workers?

This is a trap question. Think real hard but fail to come up withanything that irritates you. A short statement that you seem to getalong with folks is great.

22. What is your greatest strength?

Numerous answers are good, just stay positive. A few good examples:Your ability to prioritize, Your problem-solving skills, Your abilityto work under pressure, Your ability to focus on projects, Yourprofessional expertise, Your leadership skills, Your positive attitude

23. Tell me about your dream job.

Stay away from a specific job. You cannot win. If you say the job youare contending for is it, you strain credibility. If you say anotherjob is it, you plant the suspicion that you will be dissatisfied withthis position if hired. The best is to stay genetic and say somethinglike: A job where I love the work, like the people, can contribute andcan’t wait to get to work.

24. Why do you think you would do well at this job?

Give several reasons and include skills, experience and interest.

25. What are you looking for in a job?See answer # 23

26. What kind of person would you refuse to work with?

Do not be trivial. It would take disloyalty to the organization,violence or lawbreaking to get you to object. Minor objections willlabel you as a whiner.

27. What is more important to you: the money or the work?

Money is always important, but the work is the most important. There isno better answer.

28. What would your previous supervisor say your strongest point is?

There are numerous good possibilities:Loyalty, Energy, Positive attitude, Leadership, Team player, Expertise,Initiative, Patience, Hard work, Creativity, Problem solver

29.Tell me about a problem you had with a supervisorBiggest trap of all.

This is a test to see if you will speak ill ofyour boss. If you fall for it and tell about a problem with a formerboss, you may well below the interview right there. Stay positive anddevelop a poor memory about any trouble with a supervisor.

30. What has disappointed you about a job?

Don’t get trivial or negative. Safe areas are few but can include:Not enough of a challenge. You were laid off in a reduction Company didnot win a contract, which would have given you more responsibility.

31. Tell me about your ability to work under pressure.

You may say that you thrive under certain types of pressure. Give anexample that relates to the type of position applied for.

32. Do your skills match this job or another job more closely?

Probably this one. Do not give fuel to the suspicion that you may wantanother job more than this one.

33. What motivates you to do your best on the job?

This is a personal trait that only you can say, but good examples are:Challenge, Achievement, Recognition

34. Are you willing to work overtime? Nights? Weekends?

This is up to you. Be totally honest.

35. How would you know you were successful on this job?

Several ways are good measures:You set high standards for yourself and meet them. Your outcomes are asuccess.Your boss tell you that you are successful

36. Would you be willing to relocate if required?

Youshould be clear on this with your family prior to the interview ifyou think there is a chance it may come up. Do not say yes just to getthe job if the real answer is no. This can create a lot of problemslater on in your career. Be honest at this point and save yourselffuture grief.

37. Are you willing to put the interests of the organization ahead ofyour own?

This is a straight loyalty and dedication question. Do not worry aboutthe deep ethical and philosophical implications. Just say yes.

38. Describe your management style.

Try to avoid labels. Some of the more common labels, like progressive,salesman or consensus, can have several meanings or descriptionsdepending on which management expert you listen to. The situationalstyle is safe, because it says you will manage according to thesituation, instead of one size fits all.

39. What have you learned from mistakes on the job?

Here you have to come up with something or you strain credibility. Makeit small, well intentioned mistake with a positive lesson learned. Anexample would be working too far ahead of colleagues on a project andthus throwing coordination off.

40. Do you have any blind spots?

Trick question. If you know about blind spots, they are no longer blindspots. Do not reveal any personal areas of concern here. Let them dotheir own discovery on your bad points. Do not hand it to them.

41. If you were hiring a person for this job, what would you look for?

Be careful to mention traits that are needed and that you have.

42. Do you think you are overqualified for this position?

Regardless of your qualifications, state that you are very wellqualified for the position.

43. How do you propose to compensate for your lack of experience?

First, if you have experience

that the interviewer does not know about,bring that up: Then, point out (if true) that you are a hard workingquick learner.

44. What qualities do you look for in a boss?

Be generic and positive. Safe qualities are knowledgeable, a sense ofhumor, fair, loyal to subordinates and holder of high standards. Allbosses think they have these traits.

45. Tell me about a time when you helped resolve a dispute betweenothers.

Pick a specific incident. Concentrate on your problem solving techniqueand not the dispute you settled.

46. What position do you prefer on a team working on a project?

Be honest. If you are comfortable in different roles, point that out.

47. Describe your work ethic.

Emphasize benefits to the organization. Things like, determination toget the job done and work hard but enjoy your work are good.

48. What has been your biggest professional disappointment?

Be sure that you refer to something that was beyond your control. Showacceptance and no negative feelings.

49. Tell me about the most fun you have had on the job.

Talk about having fun by accomplishing something for the organization.

50. Do you have any questions for me?

Always have some questions prepared. Questions prepared where you will be an asset to the organization are good. How soon will I be able to be productive? and What type of projects will I be able to assist on? areexamples.

List of standard questions

List of standard questions

*Why do you wish to pursue the program that you have applied to?
*Why do you want to attend this school?
*Name some other schools that you have applied to?
*Tell me about yourself.
*What are your career goals?
*Where do you see yourself in ten years?
*What value can you add to the program?
*What are your greatest achievements?
*What do you consider your three top strengths/weaknesses?
*Why should we accept you?
*Do you have any questions?

Most of the above questions would have been covered in your essays in one form or the other. Review the exercise that you did in the essays section to get your life in perspective. The interview is your big chance to elaborate on things that you could not cover in your essays. You should also be ready with 3-5 good questions that reflect your concerns about the school and your success in the program.

Interviewing Techniques

Interviewing Techniques

Preparation

Before you walk into any interview, you should know as much about the company and the position as you possibly can. If you found the position through a placement agency, they should be able to provide that information for you. If not, search the web or go to the library.
In today’s world of mass communication, there’s no excuse for lack of research. After you have studied the company, write out a list of questions to ask the employer.

Why is this position available?

Will there be opportunities for further training?

What are your goals for this position?

What obstacles will I need to overcome to succeed?

How will my performance be evaluated?

Are there opportunities for promotion?What growth do you anticipate for your firm?

No one can predict the exact questions that an interviewer will ask, but you can rehearse your resume and get a good idea of a few important questions that the employer is likely to ask. To prepare, think about how you would answer the following questions:

Tell me about yourself?

(professionally)Review your career, education and other strengths?

What do you know about our organization?

Why are you interested in this position?

What are your most significant career achievements?

Describe a situation in which your work was criticized?

How would you describe your personality?

How do you perform under pressure?

How have you improved yourself over the past year?

What did you like least about your last position?

Why are you leaving your present company?

What is your ideal working environment?

How would your coworkers describe you?

What do you think of your boss?

Have you ever fired anyone?

What was the situation and how did you handle it?

Are you creative? What are your goals in your career?

Where do you see yourself in two years?

Why should we hire you? What kind of salary are you looking for?

What other types of jobs are you considering?

Interview Do's and Dont's

To Do's -- Arrive 15 minutes early. Late attendance is never excusable. Clarify questions. Be sure you answered the questions the employer really asked. Get the interviewer to describe the position and responsibilities early in the conversation so you can relate your skills and background to the position throughout the interview. Give your qualifications. Stress the accomplishments that are most pertinent to the job. Conduct yourself professionally. Be aware of what your body language is saying. Smile, make eye contact, don’t slouch and maintain composure. Anticipate tough questions. Prepare in advance so you can turn apparent weaknesses into strengths. Dress appropriately. Make your first impression a professional one. Ask questions throughout the interview. An interview should be a mutual exchange of information, not a one-sided conversation. Listen. This is probably the most important "do" of all. By concentrating not only on the employer’s words, but also on the tone of voice and body language, you will be able to pick up on the employer’s style. Once you understand how a hiring authority thinks, pattern your answers accordingly and you will be able to better relate to him or her.

Not To Do's -- Don’t answer vague questions. Rather than answering questions you think you hear, get the employer to be more specific and then respond. Never interrupt the employer. If you don’t have time to listen, neither does the employer. Don’t smoke, chew gum or place anything on the employer’s desk. Don’t be overly familiar, even if the employer is doing all of these things. Don’t wear heavy perfume or cologne. Don’t ramble. Long answers often make the speaker sound apologetic or indecisive. On the other hand, don’t answer questions with a simple "yes" or "no." Explain whenever possible. Do not lie. Answer questions as truthfully as possible. Do not make derogatory remarks about your present or former employers or companies.

Too many people second-guess themselves after an interview. By closing strongly and asking the right questions, you can eliminate the post-interview doubts that tend to plague most interviewees. If you feel that the interview went well and you would like to take the next step, express your interest to the hiring authority and turn the tables a bit. Try something like the following:

"After hearing more about your company, the position and the responsibilities at hand, I am certain that I possess the qualities that you are looking for in the (title) position. Based on our conversation and my qualifications, are there any issues or concerns that you have that would lead you to believe otherwise?"

You have a right to be assertive. This is a great closing question because it opens the door for the hiring authority to be honest with you about his or her feelings. If concerns do exist, this is a great opportunity to overcome them. You have one final chance to dispel the concerns, sell your strengths and end the interview on positive note.

A few things to remember during the closing process: Don’t be discouraged if no definite offer is made or specific salary discussed. The interviewer will probably want to communicate with the office first, or interview other applicants, before making a decision.

Make sure you answer the following two questions: "why are you interested in the company?," and "what can you offer?"

Express thanks for the interviewer’s time and consideration. Ask for their business card so you can write a thank you letter as soon as possible.

When you get in your car, immediately write down key issues uncovered during the interview. Think of the qualifications the employer is looking for and match your strengths to them. This follow-up processes is very critical. A "thank you" letter should be written no later than 24 hours after the interview.

Interview

An interview is a conversation between two or more people (the interviewer and the interviewee) where questions are asked by the interviewer to obtain information from the interviewee. Interviews can be divided into two rough types, interviews of assessment and interviews for information.

The most common type of interview for assessment is a job interview between an employer and an applicant. The goal of such an interview is to assess a potential employee to see if he/she has the social skills and intelligence suitable for the workplace. Similar interviews are also used for admissions to schools, allotment of grants, and other areas.

In most developed countries, rules and regulations govern what can be asked in these interviews. Highly personal questions and those unrelated to the job at hand are forbidden, as are questions which invite discrimination. However some interviewers tend to ask such questions in order to see how the interviewee reacts and if (s)he is able to elegantly avert the question....

Such interviews can be brief fifteen-minute affairs or they can stretch for many hours even over a series of days. McMaster University and other institutions have begun admitting medical students based upon Multiple Mini-Interviews. Multiple Mini-Interviews involve having each candidate rotate through a series of 10-12 short "stations." Each station requires the candidate to perform a task. A score is assigned by an observer to each performance and the total score determines the standing of the candidate. Research on the Multiple Mini-Interview has suggested it is more reliable than traditional panel-based interviews as interviewer biases and unusual performances on the part of the candidate get diluted among a larger sample of behaviors.

Another important type of interview is the psychological one that can be divided into three forms: structured, semi-structured and non-structured.

Personnel Selection

Definition:Personnel Selection is the methodical placement of individuals into jobs. Its impact on the organization is realized when employees achieve years or decades of service to the employer. The process of selection follows a methodology to collect information about an individual in order to determine if that individual should be employed. The methodology used should not violate any laws regarding personnel selection.

Job Analysis:A selection procedure has "validity" if a clear relationship can be shown between the selection procedure itself and the job for which the individuals are being selected. Thus, an important part of selection is Job Analysis. A job analysis is usually conducted prior to, and is often used in, the development of the selection procedures. However, a selection procedure may be "validated" after it has been implemented by conducting a job analysis and showing the relationship between the selection procedure and the job.

The process of personnel selection involves collecting information about individuals for the purpose of determining suitability for employment in a particular job. This information is collected using one or more selection devices or methods which are categorized below:

*Interviews
*Personality Tests
*Biographical Data
*Cognitive Ability Tests
*Physical Ability Tests
*Samples
*Self Assessments
*Assessment Centers