Things to do before interview_G3.pdf
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This document provides tips for preparing for a job interview. It outlines the goals of both the interviewer and interviewee. The interviewer aims to select the best candidate who shares the company's culture, while the interviewee wants to prove they are the best fit and learn about the role and company. The document then gives tips for preparing, including researching the company and position, bringing required documents, dressing professionally, and arriving early to leave a good impression.
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In this APAC webinar, LinkedIn Employer Brand specialists will show you how you can build a compelling employer brand in-house and from scratch. You will learn:
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COMPETENCY: Describe how hiring practices support an organization's strategy.
CRITERION: Identify which question types relate to the KSAs and required experiences for CapraTek's position.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Proficient
Identifies which question types relate to the KSAs and required experiences for CapraTek's position.
Faculty Comments:“
You made a nice start with this objective. I would like to see you develop your content further to fully analyze which question types relate to the KSAs and required experiences for CapraTek's position. Your analysis should be supported by information from outside resources, and it needs to be cited in APA format both in the body of your presentation and on your References page as well.
”
COMPETENCY: Assess approaches for recruiting, selecting, and retaining talent.
CRITERION: Explain why the interview questions are appropriate for CapraTek's position.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Proficient
Explains why the interview questions are appropriate for CapraTek's position.
Faculty Comments:“
I still would like to see you develop your information further to fully analyze the interview questions that are appropriate for CapraTek's sales position, and describe the consequences of asking illegal questions.
”
COMPETENCY: Analyze the impact of legal and regulatory issues on staffing management.
CRITERION: Explain why interview questions do not request illegal information.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Non-Performance
Does not explain why interview questions do not request illegal information.
Faculty Comments:“
I would have liked to see you develop your information further to fully identify the rulings and laws that govern what employers can ask during the interview process, and explain why interview questions cannot request illegal information, as this is still not addressed in your presentation.
”
COMPETENCY: Communicate in a manner that is scholarly and professional.
CRITERION: Design slides that are uncrowded, visually appealing, and easy to read.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Distinguished
Designs slides that follow graphic design best practices.
Faculty Comments:“
You successfully met the requirements for this objective.
”
CRITERION: Communicate in a professional manner that is appropriate for the intended audience.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Distinguished
Communicates in a professional manner that addresses the intended audience and is free of grammar and mechanical errors.
Faculty Comments:“
You successfully met the requirements for this objective.
”
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This document provides information about career services resources available to students. It discusses how using career services can help students find internships and jobs. It also lists career services staff and describes the various types of help offered, including resume and interview preparation. Students are encouraged to take advantage of career fairs, recruiting software, and other job search resources. The resume, interview, and career fair sections provide tips for students on developing effective materials and strategies for connecting with employers.
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Learn how to make your jobs stand out with compelling content that attracts the talent you're looking for, with actionable tips you can use to:
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COMPETENCY Describe how hiring practices support an organization.docx
COMPETENCY: Describe how hiring practices support an organization's strategy.
CRITERION: Identify which question types relate to the KSAs and required experiences for CapraTek's position.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Proficient
Identifies which question types relate to the KSAs and required experiences for CapraTek's position.
Faculty Comments:“
You made a nice start with this objective. I would like to see you develop your content further to fully analyze which question types relate to the KSAs and required experiences for CapraTek's position. Your analysis should be supported by information from outside resources, and it needs to be cited in APA format both in the body of your presentation and on your References page as well.
”
COMPETENCY: Assess approaches for recruiting, selecting, and retaining talent.
CRITERION: Explain why the interview questions are appropriate for CapraTek's position.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Proficient
Explains why the interview questions are appropriate for CapraTek's position.
Faculty Comments:“
I still would like to see you develop your information further to fully analyze the interview questions that are appropriate for CapraTek's sales position, and describe the consequences of asking illegal questions.
”
COMPETENCY: Analyze the impact of legal and regulatory issues on staffing management.
CRITERION: Explain why interview questions do not request illegal information.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Non-Performance
Does not explain why interview questions do not request illegal information.
Faculty Comments:“
I would have liked to see you develop your information further to fully identify the rulings and laws that govern what employers can ask during the interview process, and explain why interview questions cannot request illegal information, as this is still not addressed in your presentation.
”
COMPETENCY: Communicate in a manner that is scholarly and professional.
CRITERION: Design slides that are uncrowded, visually appealing, and easy to read.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Distinguished
Designs slides that follow graphic design best practices.
Faculty Comments:“
You successfully met the requirements for this objective.
”
CRITERION: Communicate in a professional manner that is appropriate for the intended audience.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Distinguished
Communicates in a professional manner that addresses the intended audience and is free of grammar and mechanical errors.
Faculty Comments:“
You successfully met the requirements for this objective.
”
Screening and Interviewing External
Candidates
Khanh K. Nguyen
Capella University
October 15, 2019
What Is KSAs?
“A KSA, or Knowledge, Skills, and Abilities,
is a series of narrative statements that are
required when applying to United States Federal
government job openings. KSAs are used to
determine, along with résumés, who the best
applicants are when s ...
Finding Your People Story
The document discusses developing an effective employer brand to attract talent and customers. It outlines the talent attraction lifecycle, including recruiting, interviewing, making offers, onboarding, promoting, and referring. It emphasizes that 78% of candidates decide to apply before speaking to a recruiter. It also discusses discovering an employer value proposition through focus groups and interviews, then leveraging it throughout the talent attraction process. The document provides tips for different stages of the lifecycle, such as including why work there, day in the life, mission, perks, jobs, team, and values on career pages. It introduces Catch, a recruiting agency that helps businesses grow through talent attraction, sourcing, screening, interviewing, employer branding, and
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Things to do before interview_G3.pdf
- 1. Things to do before interview Prepared by: SYARIFAH NURUL IZZAH (S60287) SILVIA ANDRIANI (S58221) NURUL ATHIRAH (S59766)
- 2. OVERVIEW Be familiar with Interview Goals Be prepared for an Interview
- 3. Be familiar with Interview Goals Interviewer Interviewee Select the most qualified candidate Ensure that the selected candidate shares the company's wprking culture and success factors Make certain that the person has provided accurate information about him or herself in the job application letter Inform the employer about his/her accomplishments, abilities, and personality to convince them hire him/her Prove to the employer that he or she is the best person to serve the company Undercover information about the position, the people he or she will be working with and possible career advancement opportunities.
- 4. Be prepared for an interview 1) Research the company and the position applied for Go to the company's website Talk to people who have worked there or tried its product/ or services Read its stockbroker's analysis report if it is a publicy held company Read its brochures or recent press releases
- 5. Questions can be asked: What is the long-term outlook for the industry? What new product have they just introduced? What is the best-selling product? What has been the news lately about the industry?
- 6. 2) Leave a good impression Documents and stationery Resume Copy of personal details Certificate Appear organized and professional
- 7. 2) Leave a good impression Dress for success Simple Conservative Professional Clean, well- ironed business and polished shoes
- 8. 2) Leave a good impression Punctuality Know exact interview date, time and venue 30-40 minutes earlier
- 9. THANK YOU!