Discussion question
Due Tomorrow
In this discussion you are to develop five questions that could be used in an employment interview to help uncover the interviewee’s talents. Keep these guidelines in mind as you develop your questions:
Avoid questions that are not work-related (for example, "What are your hobbies?")
Strive for open-ended questions. A close-ended question is one that can be answered in a single word or very few words. For example, "Do you like to work in teams?" This type of question is easily answered with a "yes" or "no." An improvement to this could be "Tell us about when you had to deal with conflict within your team and how you helped to resolve it."
Avoid surface-level questions. For example, "Please tell me some of your strengths or weaknesses."
Discuss the reasoning behind your development of the questions you posted and explain what you hope to gain in regards to the candidate’s background/experience. As you extend the discussion with your classmates, you may wish to build on the information they have shared, ask a question, or offer constructive criticism to clarify an issue.
Critical Thinking Essay
Due Sunday
Begin by reading the Staffing Case Study.
After reading the case study, evaluate the design and implementation of the recruiting and selection process (the case will describe a number of ineffective practices, a mismatch between job description and selection assessments, issues around adverse impact, and actions taken that are not in line with applicable federal laws). Based on your evaluation, make recommendations to improve the design and implementation (applying learned materials regarding effective practices).
Evaluation criteria will include:
appropriateness of recruitment sources
links between job description and selection assessments
identification of adverse impact
compliance with applicable laws
Please arrange your evaluation and recommendations in a well-organized, scholarly response of 2-3 pages. Support your observations and opinions with citations from 2-3 credible sources documented according to the CSU-Global Guide to Writing and APA Requirements. The CSU-Global Library is a great place to search for credible and scholarly sources.
Staffing Case Study
Company
The Stars Hollow Hat Company was founded in 2005. The company embroiders
and sells hats to clients consisting of athletic organizations and other companies
who want to give their employees hats with their company logo.
Community Profile
In 2007 the City of Stars Hollow had a population of 1,500 and County Milky
Way, of which Stars Hollow City is the County Seat, had a population of 5,000.
Given current trends, the City is expected to achieve a population of 2,300 by the
year 2010. The projected increase was due to a large population of Mexican
immigrants moving into the area. The 2007 census indicated that 23% of the
population was of Mexican decent. Stars Hollow City is located on the South
West region of.
The document provides guidance on various aspects of the job interview process, including:
- Conducting an interview involves asking the right questions to get the right information about candidates. Interviews should include rapport-building, open-ended, probing, and non-question questions.
- Candidates should shake the interviewer's hand, appear neat, clean, friendly, enthusiastic and have good communication skills. Interviewers will scrutinize answers and want specific examples of skills and experiences.
- Candidates should prepare for tough questions by staying calm, listening, asking for time to think, using emergency tactics if needed, and avoiding illegal questions about personal details.
The document provides tips for breaking into the competitive field of public relations (PR) and securing a job in that industry. It discusses keys to success like internships and extracurricular activities in school, how to conduct an effective job search and interview process, and things to consider when interviewing like being prepared, selling your strengths, asking questions, and making a good first impression. The document emphasizes the importance of preparation, researching the company and interviewer, having a positive attitude, and viewing the interview as an opportunity to assess fit on both sides.
The document provides advice for breaking into the competitive field of public relations (PR). It discusses keys to success like internships and extracurricular activities in school. It also covers the job search process, including identifying prospective employers, resume tips, and conducting informational interviews. The document gives guidance on various aspects of the interview process, such as preparation, common interview questions and mistakes to avoid. It concludes with tips for on-the-job success like learning from senior colleagues and dealing with problems that may arise.
Bill Crowe is a marketing teacher at St. Lawrence College with a degree in business administration and marketing. He believes developing writing skills and understanding marketing and entrepreneurship have helped him succeed. On an average day, he wakes up early to work from home, meeting with students and marking exams in between teaching classes. His advice for those unsure of their career path is to be patient, stay in school, read books on career exploration, and know that finding your way takes time. Business communication is important because business is about people, and communicating effectively helps build relationships and understand customers. He works 70 hours per week between teaching and other jobs, but has built a team to support him. His main regret is not focusing more on developing his
This document provides tips for preparing for a job interview. It discusses different types of interviews, including behavioral, situational, unstructured, and panel interviews. The main preparation areas covered are researching the company, personal appearance, body language, common interview questions, questions to ask the interviewer, and following up after the interview. Key points include tailoring examples from your experience to the job requirements, maintaining eye contact, practicing slowing down speech for control, and sending a thank you email after to stay memorable.
Nearly 80% of jobs are not advertised, so an active job search is important. Preparation is key to success, such as practicing interview skills and tailoring resumes to specific positions. The article provides tips for job hunting, including networking extensively, researching companies, following up promptly, and dressing professionally for interviews. While the internet can be used, the most effective methods are networking through family, friends and community contacts, directly contacting companies, using yellow pages to identify potential employers, and thoroughly researching career options and organizations of interest.
Nearly 80% of jobs are not advertised, so an active job search is important. Preparation is key to success, such as practicing interview skills and tailoring resumes to specific positions. Effective strategies include networking extensively to develop contacts, researching companies thoroughly, following up immediately on leads, and dressing and acting professionally. While internet job searches have a low 4% success rate, networking through family, friends and community has a higher 33% success rate. The most effective approach is thorough self-research to identify ideal jobs and skills, talking to current employees, and directly contacting potential employers to demonstrate how your skills benefit the company.
The document provides guidance on various aspects of the job interview process, including:
- Conducting an interview involves asking the right questions to get the right information about candidates. Interviews should include rapport-building, open-ended, probing, and non-question questions.
- Candidates should shake the interviewer's hand, appear neat, clean, friendly, enthusiastic and have good communication skills. Interviewers will scrutinize answers and want specific examples of skills and experiences.
- Candidates should prepare for tough questions by staying calm, listening, asking for time to think, using emergency tactics if needed, and avoiding illegal questions about personal details.
The document provides tips for breaking into the competitive field of public relations (PR) and securing a job in that industry. It discusses keys to success like internships and extracurricular activities in school, how to conduct an effective job search and interview process, and things to consider when interviewing like being prepared, selling your strengths, asking questions, and making a good first impression. The document emphasizes the importance of preparation, researching the company and interviewer, having a positive attitude, and viewing the interview as an opportunity to assess fit on both sides.
The document provides advice for breaking into the competitive field of public relations (PR). It discusses keys to success like internships and extracurricular activities in school. It also covers the job search process, including identifying prospective employers, resume tips, and conducting informational interviews. The document gives guidance on various aspects of the interview process, such as preparation, common interview questions and mistakes to avoid. It concludes with tips for on-the-job success like learning from senior colleagues and dealing with problems that may arise.
Bill Crowe is a marketing teacher at St. Lawrence College with a degree in business administration and marketing. He believes developing writing skills and understanding marketing and entrepreneurship have helped him succeed. On an average day, he wakes up early to work from home, meeting with students and marking exams in between teaching classes. His advice for those unsure of their career path is to be patient, stay in school, read books on career exploration, and know that finding your way takes time. Business communication is important because business is about people, and communicating effectively helps build relationships and understand customers. He works 70 hours per week between teaching and other jobs, but has built a team to support him. His main regret is not focusing more on developing his
This document provides tips for preparing for a job interview. It discusses different types of interviews, including behavioral, situational, unstructured, and panel interviews. The main preparation areas covered are researching the company, personal appearance, body language, common interview questions, questions to ask the interviewer, and following up after the interview. Key points include tailoring examples from your experience to the job requirements, maintaining eye contact, practicing slowing down speech for control, and sending a thank you email after to stay memorable.
Nearly 80% of jobs are not advertised, so an active job search is important. Preparation is key to success, such as practicing interview skills and tailoring resumes to specific positions. The article provides tips for job hunting, including networking extensively, researching companies, following up promptly, and dressing professionally for interviews. While the internet can be used, the most effective methods are networking through family, friends and community contacts, directly contacting companies, using yellow pages to identify potential employers, and thoroughly researching career options and organizations of interest.
Nearly 80% of jobs are not advertised, so an active job search is important. Preparation is key to success, such as practicing interview skills and tailoring resumes to specific positions. Effective strategies include networking extensively to develop contacts, researching companies thoroughly, following up immediately on leads, and dressing and acting professionally. While internet job searches have a low 4% success rate, networking through family, friends and community has a higher 33% success rate. The most effective approach is thorough self-research to identify ideal jobs and skills, talking to current employees, and directly contacting potential employers to demonstrate how your skills benefit the company.
Nearly 80% of jobs are not advertised, so an active job search is important. Preparation is key to success, such as practicing interview skills and tailoring resumes to specific positions. The article provides tips for job hunting, including networking extensively, researching companies, following up promptly, and dressing professionally for interviews. While the internet can be used, the most effective methods are networking through family, friends and community contacts, directly contacting companies, using yellow pages to identify potential employers, and thoroughly researching career options and organizations of interest.
This document provides information about nursing recruitment. It discusses the importance of recruiting qualified nursing staff and having a systematic recruitment process. It outlines steps to take which include precisely defining the job role, finding the right candidates, constructing an attractive compensation package, and providing training. The document also describes using psychometric tests and interviews as part of evaluating candidates, with specifics about structuring interviews and avoiding biases. The goal is to identify candidates with the needed skills and personality fits for the roles.
The document provides advice to avoid common mistakes that can sabotage a job search. It cautions against errors in resumes such as poor writing, incorrect grammar/spelling, being too long or difficult to read. Other mistakes include not tailoring resumes and cover letters to specific jobs, ignoring job requirements, blasting resumes to many contacts, and being defensive in interviews. The document stresses researching organizations, using contacts and references, and acting professionally throughout the application process.
Here are some key points on how Rudy can prepare for his visa interview:
F. Anticipate questions that may be asked based on the application form
and your background. Prepare concise and truthful answers.
G. Bring only the necessary documents that support your application. Do
not bring extra things that are not required.
H. Be polite, honest and confident during the interview. Maintain eye
contact with the interviewer.
I. Thank the interviewer for his/her time at the end of the interview.
J. If you do not know an answer, it is okay to admit it. Offer to provide the
information later.
K. Have a positive attitude
Personal Interview of a Friend Essay
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Informational Interviewing Ii Non Wctc No Animflutesusan
This document provides guidance on conducting informational interviews to research potential careers or jobs. Informational interviews allow you to learn about skill and qualification requirements, job opportunities, and speak directly with someone currently working in the field of interest. Key benefits include gaining industry insights, expanding your network, identifying strengths and weaknesses, and increasing confidence for future interviews. The document outlines best practices for selecting occupations to research, identifying contacts, scheduling interviews, conducting the interview, following up, and evaluating the information gathered.
Job-seekers have been treated like dirt by employers and recruiters for way too long. Human Workplace CEO and Founder Liz Ryan explains how to take control of your job search to get a job that deserves you -- not just the first job that comes along!
This document discusses how creating and presenting a 30/60/90-day plan in a job interview can help candidates stand out and effectively communicate their skills and value to hiring managers. A 30/60/90-day plan outlines the candidate's goals and action steps for their first 30, 60, and 90 days on the job. Presenting such a plan in an interview demonstrates to the hiring manager that the candidate understands the job requirements, is prepared and committed to being successful, and will not pose a risk to the manager's own employment. The document provides tips on how to structure and present the plan during an interview to have an engaging conversation with the hiring manager and address their main concerns about hiring the candidate. Anecdot
Blog shockley interview questions to ask candidates_skLucas Group
This document discusses effective interview questions to ask candidates. It suggests that the best questions are those that get beyond canned answers and reveal what kind of employee someone would be. Examples of recommended questions include asking candidates to provide specific examples from their experiences, discuss their weaknesses uncovered in past reviews, and how they would handle hypothetical job-related scenarios. The questions are aimed at evaluating fit for both the role and company culture, as well as a candidate's problem-solving and critical thinking skills.
Blog shockley interview questions to ask candidates_skLucas Group
This document discusses effective interview questions to ask candidates. It suggests that the best questions are those that get beyond prepared answers and reveal what kind of employee someone would be. Examples of recommended questions include asking candidates to provide illustrative examples, describe a time they failed and learned from it, how they would handle hypothetical situations, and what areas their supervisor said need improvement. The goal is to identify great candidates by asking questions that generate thoughtful, honest responses rather than rehearsed answers.
What you have been told about job searching was not the whole story! This article covers a seldom discussed secret that often is more successful than any other method for finding soul satisfying - and sometimes better paying - employment!
The document discusses strategies for accessing the "hidden job market", which accounts for 78-82% of jobs. It describes networking, canvassing letters, and telephone canvassing. Networking involves developing contacts and asking questions of your network to learn about new opportunities. Canvassing letters introduce yourself to potential employers to get them interested in meeting. Telephone canvassing involves directly calling employers to market your skills and set up meetings rather than interviews. The document provides tips for developing a phone script and conducting effective phone canvassing calls.
Top 7 foxtons interview questions and answersLeeBowyer
This document provides sample answers to common interview questions for Foxtons, a real estate company. It outlines 7 frequently asked questions, including "Why do you want to work for Foxtons?", "What do you know about Foxtons?", and "Why should Foxtons hire you?". For each question, it provides tips on how to structure an effective answer and examples of strong and weak responses. The document concludes by listing additional job interview resources for preparing for different types of interviews.
This document provides sample answers to common job interview questions. It discusses 27 questions that are frequently asked in interviews and provides examples of strong answers. For each question, it explains what hiring managers want to learn and recommends focusing answers on skills, accomplishments, research into the company, and enthusiasm for the role. Sample answers demonstrate how to discuss experiences, strengths, challenges, and goals in a way that will impress interviewers.
27 Common Job Interview Questions with Sample Answers.pdfmiteshwarke1
This document provides sample answers to 27 common job interview questions. It recommends practicing answering questions about yourself, how you heard about the position, what you know about the company, why you are applying/leaving previous jobs, your strengths, challenges you've faced, where you see yourself in the future, and failures you've experienced. Sample answers provide concise, positive responses that highlight relevant skills and experience while avoiding negatives. The document aims to help job candidates feel more prepared and confident in interviews.
How to interview_the_employer_75_questions_by_andrew_la_civita (1)Ita John
The document provides guidance on how to effectively ask questions during a job interview. It recommends organizing questions into three categories: Company, Role, and Boss. Company questions should be asked first to demonstrate that you are a big-picture thinker interested in the organization. Role questions should follow to understand the specific position. Finally, ask Boss questions. When structuring questions, state the research you did, ask an insightful question, and explain why you want to know the information. This helps the interviewer understand your interests and provide relevant answers, avoiding wasted time. Questions can yield short-term benefits by allowing you to sell yourself during the interview or long-term benefits by helping you evaluate fit.
The document discusses strategies for using informational interviews to find hidden job opportunities. It recommends having 3-6 purely informational interviews before seeking a new role to fully understand the work. When ready to meet with potential hiring managers, the goal is to understand their needs and determine if your skills are a good fit. Follow-up is important, from sending a thank you note to creating a business plan if very interested in a particular opportunity. Continuous research on the company, role, and people is key to having a successful informational interview process.
The document discusses effective interview questions to ask candidates to get beyond prepared answers and better assess their fit for the job. It provides 10 example questions, such as asking candidates about their motivations for the role and company, behavioral examples from their background, weaknesses discussed in past reviews, and how they would handle hypothetical challenging situations. The questions are meant to elicit more thoughtful, honest responses compared to common stock questions that candidates have polished responses prepared for.
The document discusses job interviews, providing information on what an interview is, different types of interviews, common questions asked in interviews, how to prepare for an interview, and tips for answering interview questions. It notes that a job interview allows an employer to determine if an applicant is suitable for a position while letting the applicant learn about the job. Different types of interviews mentioned include formal, phone, and panel interviews. Common questions, preparation steps, and ways to answer tricky questions are also outlined.
Write a page to a page and half for each topic and read each topic a.docxedgar6wallace88877
Write a page to a page and half for each topic and read each topic and there attachment carefully and summarize
1-Mon Oct 28: The Conflict over Religious Authority in Post-Safavid Iran
Attached Files:
Attachment : Momen Akhbari School (1).pdf
Moojan Momen,
An Introduction to Shi’i Islam,
ch.6, 12.
2- Wed Oct 30: Imperial Reform Movements
Attached Files:
Tanzimat Decree (1).pdf
Tobacco Concession (2)pdf
25 Reform Movements (3) pptx
Cleveland,
Modern Middle East,
ch.5-6
Primary Sources:
Gulhane Edict (1839)
Hatt-i Humayun (1856)
Tobacco Concession
3- Fri Nov 1: Social and Intellectual Movements in the Early 20th Century
Attached Files:
alAfghani (1)
Abduh Theology of Unity (2)
.
Write a page discussing why you believe PMI is focusing BA as the fi.docxedgar6wallace88877
PMI focuses business analysis as the first step in the project management model because understanding requirements upfront helps define the scope and prevent issues down the road. Poor business analysis can negatively impact a project's success if the wrong objectives are identified or user needs aren't understood correctly. Validating ideas with citations is important to support opinions on why analysis is important for setting projects up for success.
Write a page of personal reflection of your present leadership compe.docxedgar6wallace88877
This document asks the reader to write a journal entry reflecting on their present leadership competencies, possible adjustments to their leadership approach, and how it relates to concepts of communication, leadership, and power and politics. The reflection should demonstrate a high level of understanding by adequately integrating authoritative sources with in-text citations in APA format.
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Nearly 80% of jobs are not advertised, so an active job search is important. Preparation is key to success, such as practicing interview skills and tailoring resumes to specific positions. The article provides tips for job hunting, including networking extensively, researching companies, following up promptly, and dressing professionally for interviews. While the internet can be used, the most effective methods are networking through family, friends and community contacts, directly contacting companies, using yellow pages to identify potential employers, and thoroughly researching career options and organizations of interest.
This document provides information about nursing recruitment. It discusses the importance of recruiting qualified nursing staff and having a systematic recruitment process. It outlines steps to take which include precisely defining the job role, finding the right candidates, constructing an attractive compensation package, and providing training. The document also describes using psychometric tests and interviews as part of evaluating candidates, with specifics about structuring interviews and avoiding biases. The goal is to identify candidates with the needed skills and personality fits for the roles.
The document provides advice to avoid common mistakes that can sabotage a job search. It cautions against errors in resumes such as poor writing, incorrect grammar/spelling, being too long or difficult to read. Other mistakes include not tailoring resumes and cover letters to specific jobs, ignoring job requirements, blasting resumes to many contacts, and being defensive in interviews. The document stresses researching organizations, using contacts and references, and acting professionally throughout the application process.
Here are some key points on how Rudy can prepare for his visa interview:
F. Anticipate questions that may be asked based on the application form
and your background. Prepare concise and truthful answers.
G. Bring only the necessary documents that support your application. Do
not bring extra things that are not required.
H. Be polite, honest and confident during the interview. Maintain eye
contact with the interviewer.
I. Thank the interviewer for his/her time at the end of the interview.
J. If you do not know an answer, it is okay to admit it. Offer to provide the
information later.
K. Have a positive attitude
Personal Interview of a Friend Essay
Manager Interview Essay
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Human Resource Interview Essay examples
Preparing for an Interview Essay
Examples Of Interview Essay
Nurse Interview Essay
Critique A Mock Interview
Interview with a Social Worker Essay
Mock Interview Reflection
Mock Interview Essay
Esl Teacher Interview Paper
What is an Interview? Essay
Informational Interviewing Ii Non Wctc No Animflutesusan
This document provides guidance on conducting informational interviews to research potential careers or jobs. Informational interviews allow you to learn about skill and qualification requirements, job opportunities, and speak directly with someone currently working in the field of interest. Key benefits include gaining industry insights, expanding your network, identifying strengths and weaknesses, and increasing confidence for future interviews. The document outlines best practices for selecting occupations to research, identifying contacts, scheduling interviews, conducting the interview, following up, and evaluating the information gathered.
Job-seekers have been treated like dirt by employers and recruiters for way too long. Human Workplace CEO and Founder Liz Ryan explains how to take control of your job search to get a job that deserves you -- not just the first job that comes along!
This document discusses how creating and presenting a 30/60/90-day plan in a job interview can help candidates stand out and effectively communicate their skills and value to hiring managers. A 30/60/90-day plan outlines the candidate's goals and action steps for their first 30, 60, and 90 days on the job. Presenting such a plan in an interview demonstrates to the hiring manager that the candidate understands the job requirements, is prepared and committed to being successful, and will not pose a risk to the manager's own employment. The document provides tips on how to structure and present the plan during an interview to have an engaging conversation with the hiring manager and address their main concerns about hiring the candidate. Anecdot
Blog shockley interview questions to ask candidates_skLucas Group
This document discusses effective interview questions to ask candidates. It suggests that the best questions are those that get beyond canned answers and reveal what kind of employee someone would be. Examples of recommended questions include asking candidates to provide specific examples from their experiences, discuss their weaknesses uncovered in past reviews, and how they would handle hypothetical job-related scenarios. The questions are aimed at evaluating fit for both the role and company culture, as well as a candidate's problem-solving and critical thinking skills.
Blog shockley interview questions to ask candidates_skLucas Group
This document discusses effective interview questions to ask candidates. It suggests that the best questions are those that get beyond prepared answers and reveal what kind of employee someone would be. Examples of recommended questions include asking candidates to provide illustrative examples, describe a time they failed and learned from it, how they would handle hypothetical situations, and what areas their supervisor said need improvement. The goal is to identify great candidates by asking questions that generate thoughtful, honest responses rather than rehearsed answers.
What you have been told about job searching was not the whole story! This article covers a seldom discussed secret that often is more successful than any other method for finding soul satisfying - and sometimes better paying - employment!
The document discusses strategies for accessing the "hidden job market", which accounts for 78-82% of jobs. It describes networking, canvassing letters, and telephone canvassing. Networking involves developing contacts and asking questions of your network to learn about new opportunities. Canvassing letters introduce yourself to potential employers to get them interested in meeting. Telephone canvassing involves directly calling employers to market your skills and set up meetings rather than interviews. The document provides tips for developing a phone script and conducting effective phone canvassing calls.
Top 7 foxtons interview questions and answersLeeBowyer
This document provides sample answers to common interview questions for Foxtons, a real estate company. It outlines 7 frequently asked questions, including "Why do you want to work for Foxtons?", "What do you know about Foxtons?", and "Why should Foxtons hire you?". For each question, it provides tips on how to structure an effective answer and examples of strong and weak responses. The document concludes by listing additional job interview resources for preparing for different types of interviews.
This document provides sample answers to common job interview questions. It discusses 27 questions that are frequently asked in interviews and provides examples of strong answers. For each question, it explains what hiring managers want to learn and recommends focusing answers on skills, accomplishments, research into the company, and enthusiasm for the role. Sample answers demonstrate how to discuss experiences, strengths, challenges, and goals in a way that will impress interviewers.
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This document provides sample answers to 27 common job interview questions. It recommends practicing answering questions about yourself, how you heard about the position, what you know about the company, why you are applying/leaving previous jobs, your strengths, challenges you've faced, where you see yourself in the future, and failures you've experienced. Sample answers provide concise, positive responses that highlight relevant skills and experience while avoiding negatives. The document aims to help job candidates feel more prepared and confident in interviews.
How to interview_the_employer_75_questions_by_andrew_la_civita (1)Ita John
The document provides guidance on how to effectively ask questions during a job interview. It recommends organizing questions into three categories: Company, Role, and Boss. Company questions should be asked first to demonstrate that you are a big-picture thinker interested in the organization. Role questions should follow to understand the specific position. Finally, ask Boss questions. When structuring questions, state the research you did, ask an insightful question, and explain why you want to know the information. This helps the interviewer understand your interests and provide relevant answers, avoiding wasted time. Questions can yield short-term benefits by allowing you to sell yourself during the interview or long-term benefits by helping you evaluate fit.
The document discusses strategies for using informational interviews to find hidden job opportunities. It recommends having 3-6 purely informational interviews before seeking a new role to fully understand the work. When ready to meet with potential hiring managers, the goal is to understand their needs and determine if your skills are a good fit. Follow-up is important, from sending a thank you note to creating a business plan if very interested in a particular opportunity. Continuous research on the company, role, and people is key to having a successful informational interview process.
The document discusses effective interview questions to ask candidates to get beyond prepared answers and better assess their fit for the job. It provides 10 example questions, such as asking candidates about their motivations for the role and company, behavioral examples from their background, weaknesses discussed in past reviews, and how they would handle hypothetical challenging situations. The questions are meant to elicit more thoughtful, honest responses compared to common stock questions that candidates have polished responses prepared for.
The document discusses job interviews, providing information on what an interview is, different types of interviews, common questions asked in interviews, how to prepare for an interview, and tips for answering interview questions. It notes that a job interview allows an employer to determine if an applicant is suitable for a position while letting the applicant learn about the job. Different types of interviews mentioned include formal, phone, and panel interviews. Common questions, preparation steps, and ways to answer tricky questions are also outlined.
Similar to Discussion question Due TomorrowIn this discussion you are to .docx (19)
Write a page to a page and half for each topic and read each topic a.docxedgar6wallace88877
Write a page to a page and half for each topic and read each topic and there attachment carefully and summarize
1-Mon Oct 28: The Conflict over Religious Authority in Post-Safavid Iran
Attached Files:
Attachment : Momen Akhbari School (1).pdf
Moojan Momen,
An Introduction to Shi’i Islam,
ch.6, 12.
2- Wed Oct 30: Imperial Reform Movements
Attached Files:
Tanzimat Decree (1).pdf
Tobacco Concession (2)pdf
25 Reform Movements (3) pptx
Cleveland,
Modern Middle East,
ch.5-6
Primary Sources:
Gulhane Edict (1839)
Hatt-i Humayun (1856)
Tobacco Concession
3- Fri Nov 1: Social and Intellectual Movements in the Early 20th Century
Attached Files:
alAfghani (1)
Abduh Theology of Unity (2)
.
Write a page discussing why you believe PMI is focusing BA as the fi.docxedgar6wallace88877
PMI focuses business analysis as the first step in the project management model because understanding requirements upfront helps define the scope and prevent issues down the road. Poor business analysis can negatively impact a project's success if the wrong objectives are identified or user needs aren't understood correctly. Validating ideas with citations is important to support opinions on why analysis is important for setting projects up for success.
Write a page of personal reflection of your present leadership compe.docxedgar6wallace88877
This document asks the reader to write a journal entry reflecting on their present leadership competencies, possible adjustments to their leadership approach, and how it relates to concepts of communication, leadership, and power and politics. The reflection should demonstrate a high level of understanding by adequately integrating authoritative sources with in-text citations in APA format.
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Write a page of compare and contrast for the Big Five Personality Model against the MBTI. Attached some info below.
Based on what you have learned thus far, how might the MBTI lack for strong supporting evidence as opposed to the Big Five Model? Thoroughly explain.
After doing so discuss how the Big Five Traits could predict behavior at your place of employment. What could be some advantage of doing so?
What might be some disadvantages? Thoroughly explain.
Please be sure to validate your opinions and ideas with intext citations and references in APA format.
.
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Write a page of research and discuss an innovation that includes multiple innovation types (per Keely). Discuss the types of innovation involved and comment on how you feel this combination could potentially create a sustainable competitive advantage for the business. Be sure to include references in APA format with intext citations.
.
Write a page answering the questions below.Sometimes projects .docxedgar6wallace88877
Write a page answering the questions below.
Sometimes projects fail. Such failure can be contributed to unreasonable time constraints, poorly estimated financial estimates, poorly systematized planning process or organizational goals not understood at lower organizational levels.
As a project manager, what key factors are absolutely vital to prevent such failure?
Discuss the role of the leader and manager in a project environment or project initiative.
Be sure to identify how the duties of project managers reinforce the role of leadership. Use real-life examples.
Please be sure to validate your opinions and ideas with citations and references in APA format.
.
Write a one-paragraph summary of one of the reading assignments from.docxedgar6wallace88877
Write a one-paragraph summary of one of the reading assignments from the textbook.
Reading assignments to choose from are
from Beowulf - trans. Burton Raffel
Children - Slawomir Mrozek
The Jar - Luigi Pirandello
Death of a Tsotsi - Alan Paton
Judges Must Balance Justice vs. Young Lives - Patricia Edmonds
Youth Violent Crime Keeps Climbing - J.L. Albert
Action Will Be Taken: An Action-Packed Story - Heinrich Boll
from The Life of Henry the Fifth - William Shakespeare
Speech, May 13, 1940 - Winston Churchill
The Thrill of the Grass - W.P. Kinsella
from Night - Elie Wiesel
This Too Is Everything - Shu Ting
A Marriage Proposal - Anton Chekhov
There's plenty more reading assignments in the book. If you can help me but need more choices let me know. Thanks
.
Write a one-paragraph summary of this article.Riordan, B. C..docxedgar6wallace88877
Write a one-paragraph summary of this article.
Riordan, B. C., Flett, J. A. M., Hunter, J. A., Scarf, D., & Conner, T. S. (2015). Fear of missing out (FoMO): the relationship between FoMO, alcohol use, and alcohol-related consequences in college students.
Journal of Psychiatry and Brain Functions
,
2
(1), 9. https://doi.org/10.7243/2055-3447-2-9
.
Write a one-paragraph response to the following topic. Use the MLA f.docxedgar6wallace88877
Write a one-paragraph response to the following topic. Use the MLA format, and do not write in the first or second person. In addition, do not use contractions. Give specific details and examples to support your stance.
Many people in America still struggle with the concept of interracial dating. Is dating people of other races a sign of tolerance or of self-hatred? Should individuals date within their own race as a show of cultural pride or date other races as a way of combating racism and moving closer to equality? Originate your own ideas with vivid details and examples to support your stance. No secondary sources should be included in this response.
.
Write a one-page rhetorical analysis in which you analyze the argume.docxedgar6wallace88877
Write a one-page rhetorical analysis in which you analyze the argument in the passage from “The Crisis” through three lenses:
•Identify the parts of his argument and explain how they work together to build an effective argument
•Identify and explain the impact of persuasive techniques
•Explain how Paine “enters the conversation” about the topic in his argument
.
Write a one pageliterature review of your figure( FIGURE A.docxedgar6wallace88877
Write a one page
literature review of your figure
( FIGURE ASSIGNED 6 d-g)
Abstract: What is the question they were trying to answer, and what were their overall conclusions
Introduction: Introduce, briefly, the endomembrane system and how proteins move back and forth. Describe the importance of the KDEL sequence. What is the question they are trying to answer in your figure? How does this question relate to the larger context of the whole paper?
Body: What technique are they using? Briefly describe the technique. For each experiment tell me specifically what the variables are from that technique for that experiment (so which antibody are they using, and how did they prepare the samples) . How can that particular antibody or preparation help them to answer their question. What were their observations? What do they see?
Conclusions: What do they conclude from this figure or part of a figure?
This description, must be IN YOUR OWN WORDS. Focus, on the parts of the signaling cascade that they are trying to understand.
.
Write a one page-paper documenting the problemneed you wish to .docxedgar6wallace88877
Write a one page-paper documenting the problem/need you wish to address for the
Community Need Project Proposal, due in Week 6
, and the important stakeholders related to your project. Why is this a need in your community? Who is involved in this problem and why are they important?
homelessness in San Antonio TX
.
Write a one page report on Chapter 1 and 2 with the same style of mo.docxedgar6wallace88877
Write a one page report on Chapter 1 and 2 with the same style of module 1 assignment and it's requirement. Please add subtitle to your paper including a name for your paper, major topics under consideration, conclusion (a paragraph of personal
experience
) and a reference list. Keep your citations and references as a evidence for the midterm and final.
.
Write a one page reflection about the following1) Identify .docxedgar6wallace88877
Write a one page reflection about the following:
1) Identify the key messages about being female that you saw in tv and magazine adds, including movies.
2) Do you feel the media/images affect both sexes the same? If not, why not?
3) Have you found your sense of self affected by media images? In what ways?
.
Write a one page paper on the question belowSome of the current.docxedgar6wallace88877
Write a one page paper on the question below:
Some of the current trends in the delivery of value (channels, logistics, supply chain) include e-commerce; VMS; use of multi-channel approaches; mobile commerce; social retailing; and more. From your own research, discuss how two companies are using are using these techniques to improve their delivery of value to consumers.
.
Write a one page paper (double spaced) describing and discussing the.docxedgar6wallace88877
Write a one page paper (double spaced) describing and discussing the following ethical concepts found in chapter 1; logical, factual and normative. You may use definitions or scenarios in your writing. The goal of this paper is to gain a level of understanding of all three (logical, factual and normative).
Textbook:
1.
Logical, or formal, statements
are definitions or statements derivable from
definitions, including the entirety of mathematical discourse (e.g., “2
+
2
=
4,”
or “A square has four equal sides”). Such statements can be
verified by a for
-
mal procedure
(“recourse to arithmetic”) derived from the same definitions
that control the rest of the terms of the field in question (i.e., the same axioms
define “2,” “4,” and the procedure of “addition”; the four equal sides and right
angles define the “square”). True formal statements are
analytic
:
they are true
logically, necessarily, or by the definitions of the terms
. False statements in
this category are
self–contradictory
. (If you say, “2
+
2
=
5,” or start talking
about “round squares,” you contradict yourself, for you assert that which can-
not possibly be so—you conjoin ideas that are incompatible). A logically true
or logically valid statement can never be false, or disproved by any discovery
of facts; it will never be the case that some particular pairs of 2 do not add up
to 4, or some particular squares turn out to be circular—and if you think you’ve
found such a case, you’re wrong! “2
+
2
=
4” is true, and squares are equi-
lateral rectangles, as philosophers like to say,
in all possible worlds
. For this
reason we say that these statements are “
true a priori
”: we can know them to
be correct prior to any examination of the facts of the world, without having to
count up lots of pairs of pairs, just to make sure that 2
+
2 really equals 4.
2.
Factual, or empirical, statements
are assertions about the world out there, the
physical environment of our existence, including the entirety of scientific dis-
course, from theoretical physics to sociology. Such statements are
verifiable by
controlled observation
(“recourse to measurement,” “recourse to weighing”)
of that world, by experiment or just by careful looking, listening, touching,
smelling, or tasting. This is the world of our senses, the world of space, objects,
time and causation. These empirical statements are called
synthetic,
for they
“put together” in a new combination two ideas that do not initially include or
entail each other. As a result they cannot be known a priori, but can be deter
-
mined only
a posteriori, that is, after investigation of the world
. When they
are true, they are
true only contingently, or dependently, as oppo.
write a one page about this topic and provide a reference.Will.docxedgar6wallace88877
write a one page about this topic and provide a reference.
Will making changes to the built environments (adding parks, sidewalks, healthy food stores, playgrounds, green-spaces, safer streets, etc.) of low-income neighborhoods be adequate enough to help community members combat health disparities based upon income or race? Why or why not?
.
Write a one or more paragraph on the following question below.docxedgar6wallace88877
Write a one or more paragraph on the following question below:
The three characteristics required by an individual to be considered a dependent of another taxpayer by the IRS.
The four tests stipulated by the IRS that a taxpayer must satisfy to claim a dependent as a qualifying child
What do you think are the reasons the IRS included the four tests for a qualifying child to be claimed as a dependent?
.
Write a one or more page paper on the following belowWhy are .docxedgar6wallace88877
Write a one or more page paper on the following below:
Why are systems for collaboration and social business so important and what technologies do they use? Explain the benefits of collaboration and social business. Describe what organizational culture is necessary for business processes and collaboration.
.
Write a one page dialogue in which two characters are arguing but .docxedgar6wallace88877
Write a one page dialogue in which two characters are arguing but are speaking every thought, every iteration of subtext. Then go back and cut the dialogue so that no line is longer than five words without losing any of the meaning.
1. I'd like for you to submit both versions of your dialog.
The first version (with all the subtext written out) and the second version (with only 5 words per line.)
2. Be sure to write it in dialog format.
That means it should look like the plays in our text--
James: Starting with the character's name?
Carrie: And with little or no narration outside of the dialog?
Prof.: Yes to both questions!
3. Notice how little narration / stage direction there is in most of the sample dialogs.
Your dialog should be almost entirely dialog!
Try to resist the urge to get carried away explaining every little detail of what the characters are doing.
And resist the urge to add modifiers like (angrily) (with great emotion) (etc.) before each line of dialog.
You want to put everything into the dialog itself-- the emotion should be obvious from what the characters say!
.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
हिंदी वर्णमाला पीपीटी, hindi alphabet PPT presentation, hindi varnamala PPT, Hindi Varnamala pdf, हिंदी स्वर, हिंदी व्यंजन, sikhiye hindi varnmala, dr. mulla adam ali, hindi language and literature, hindi alphabet with drawing, hindi alphabet pdf, hindi varnamala for childrens, hindi language, hindi varnamala practice for kids, https://www.drmullaadamali.com
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
-------------------------------------------------------------------------------
Find out more about ISO training and certification services
Training: ISO/IEC 27001 Information Security Management System - EN | PECB
ISO/IEC 42001 Artificial Intelligence Management System - EN | PECB
General Data Protection Regulation (GDPR) - Training Courses - EN | PECB
Webinars: https://pecb.com/webinars
Article: https://pecb.com/article
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For more information about PECB:
Website: https://pecb.com/
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Facebook: https://www.facebook.com/PECBInternational/
Slideshare: http://www.slideshare.net/PECBCERTIFICATION
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
How to Add Chatter in the odoo 17 ERP ModuleCeline George
In Odoo, the chatter is like a chat tool that helps you work together on records. You can leave notes and track things, making it easier to talk with your team and partners. Inside chatter, all communication history, activity, and changes will be displayed.
Discussion question Due TomorrowIn this discussion you are to .docx
1. Discussion question
Due Tomorrow
In this discussion you are to develop five questions that could
be used in an employment interview to help uncover the
interviewee’s talents. Keep these guidelines in mind as you
develop your questions:
Avoid questions that are not work-related (for example, "What
are your hobbies?")
Strive for open-ended questions. A close-ended question is one
that can be answered in a single word or very few words. For
example, "Do you like to work in teams?" This type of question
is easily answered with a "yes" or "no." An improvement to this
could be "Tell us about when you had to deal with conflict
within your team and how you helped to resolve it."
Avoid surface-level questions. For example, "Please tell me
some of your strengths or weaknesses."
Discuss the reasoning behind your development of the questions
you posted and explain what you hope to gain in regards to the
candidate’s background/experience. As you extend the
discussion with your classmates, you may wish to build on the
information they have shared, ask a question, or offer
constructive criticism to clarify an issue.
Critical Thinking Essay
Due Sunday
Begin by reading the Staffing Case Study.
After reading the case study, evaluate the design and
implementation of the recruiting and selection process (the case
will describe a number of ineffective practices, a mismatch
between job description and selection assessments, issues
around adverse impact, and actions taken that are not in line
2. with applicable federal laws). Based on your evaluation, make
recommendations to improve the design and implementation
(applying learned materials regarding effective practices).
Evaluation criteria will include:
appropriateness of recruitment sources
links between job description and selection assessments
identification of adverse impact
compliance with applicable laws
Please arrange your evaluation and recommendations in a well-
organized, scholarly response of 2-3 pages. Support your
observations and opinions with citations from 2-3 credible
sources documented according to the CSU-Global Guide to
Writing and APA Requirements. The CSU-Global Library is a
great place to search for credible and scholarly sources.
Staffing Case Study
Company
The Stars Hollow Hat Company was founded in 2005. The
company embroiders
and sells hats to clients consisting of athletic organizations and
other companies
who want to give their employees hats with their company logo.
Community Profile
In 2007 the City of Stars Hollow had a population of 1,500 and
County Milky
Way, of which Stars Hollow City is the County Seat, had a
population of 5,000.
Given current trends, the City is expected to achieve a
3. population of 2,300 by the
year 2010. The projected increase was due to a large population
of Mexican
immigrants moving into the area. The 2007 census indicated
that 23% of the
population was of Mexican decent. Stars Hollow City is located
on the South
West region of Wisconsin. Agriculture is the primary industry
and a major
component in the economy of the Stars Hollow City and the
North East region.
Current Situation
It is now February 2007 and the business is very successful.
The customer base
has grown substantially and there is a need for more staff. The
owner has asked
the Customer Service Supervisor to hire a few more customer
service
representatives (CSRs). She thinks there is probably more need
in customer
service since the over-time pay has increased 20% in the past 3
months. The
owner mentioned that there was a job analysis completed for the
CSR job (see
Appendix A), which she thought would be helpful to develop
some interview
questions.
The Supervisor, who was just recently promoted to the position
(she had been a
CSR since the company began in 2005), was excited to hear the
owner was
willing to add more staff. She told her current staff that there
would be more job
4. openings, and asked them for referrals. Three referrals came in
immediately.
The Supervisor called two of the three people and asked them to
come in for
interviews. The referral who wasn’t chosen was the son of a
CSR who was
Mexican. While this CSR did a good job, she did have an
accent and the
supervisor thought that she was hard to understand at times.
Therefore, she
thought the CSRs son probably had an accent too, and was
probably not a good
choice. In the mean time, the Supervisor also placed an
advertisement in both
local papers and also on the job board at the county workforce
center. The
advertisement read:
Stars Hollow Hat Company
Customer Service Reps Wanted
Stop by for an interview
715-895-3097
The supervisor came to work the Monday after the
advertisements were run in
the papers and on the job board. There were 45 people standing
in the lobby
waiting to talk with her about the job. Further, there were 36
voice mails from
people who were interested in the job, but they didn’t know
where to find the
5. company. The supervisor grabbed a cup of coffee and asked
who was there
first. She said she could talk with 15 people that day, and the
rest would need to
come back another time. She looked around the room and said
the first 15
people who showed up should stay. That was only fair. She
asked the
receptionist to schedule the rest for interviews for the next day.
She then went
into her office and shut the door (she was a bit flustered). She
took 5 minutes to
calm down and then opened her office door again. She was glad
to see that a
number of people had left. She called out “who ever showed up
first, please
come into my office.”
A young man came into her office and she began the interview.
During that 1st
interview she asked about the man’s work experience and career
goals. She
thought he looked familiar and was pleased to discover that he
was the son of an
old friend. She hired him on the spot. The 2nd interview took a
bit longer
because she had asked more questions of the individual. She
didn’t, however,
write them down, which she regretted later because she thought
they were good
questions. Some interviews went very fast, as the supervisor
could tell by
looking at the individuals that they wouldn’t be a good fit.
During those
interviews, she would ask a few general questions, but knew in
the back of her
6. mind that she wouldn’t hire them. Other interviews took longer
because she
asked more questions or the conversations went smoother—she
was able to
build a rapport with the individuals and talk about their
personal life.
The supervisor believed that her gut instincts were always
correct, and she used
this philosophy in most of her decisions. Making the hiring
decisions for her team
would be no different. After all….they were HER team. By
noon the supervisor
was exhausted. She had finished all 15 interviews, but when
she came back
from lunch, there was another large group waiting to talk with
her about the job.
She asked the receptionist to schedule interviews for the next 3-
4 days—
however long it would take, she was committed to hiring the
best candidates;
although, she had a pretty good idea of the 8 best so far.
As she thought about the 8 that had risen to the top, she began
to wonder how
many she really needed to hire. The owner never really said.
Well, 8 seemed to
be a good number, or maybe 10. She would conduct the rest of
her interviews,
and then decide how many to hire.
Over the course of the week, the supervisor continued
conducting interviews. On
her lunch break on Thursday, she sat down at a table in
7. McDonalds and
reviewed her notes from 59 interviews she had conducted so far.
She decided to
prioritize the list. She really liked the fact that some applicants
had at one time or
another worked on the family farm. She grew up on a farm and
knew that these
individuals had good work ethic. Work ethic was important.
She could train the
rest. She thought, as long as they were good communicators
and showed up to
work everyday, that’s all she needed from them. No one she
interviewed had
any sales skills, and this was one of the duties of the position;
upsell products.
But, again she figured she could easily train someone to upsell.
It wasn’t that
difficult. You just had to be motivated.
Once she prioritized the applicants, she slurped the last few
drops of soda and
started to gather her things so she could get back to work and
continue the
interviews. She threw away her food wrappers, and also threw
away the
interview notes on those individuals who did not make her cut.
Why hold onto the
notes, when she knew she wasn’t going to hire any of the people
listed…..besides, all the paper was getting to be too much. She
needed to stay
organized if she was going to get these interviews done by the
end of the week.
By Friday early afternoon she had 6 people that she wanted to
hire as CSRs.
She called each of them and asked them to come to the office
8. and complete the
company’s application form, and also some payroll paperwork.
She was tired,
but she was also proud that she was able to get this task done
within one week.
She still had people showing up to talk to her about the job, but
she turned them
away saying she had already made her decisions. She called the
local papers
and county workforce center and ask them to remove the
advertisement.
Late Friday afternoon, the owner stopped by the supervisors
office and asked
how the hiring was coming along. The supervisor proudly said
that she had 6
really solid people hired. They would start on Monday. The
owner was surprised
she hired 6 people. The owner thought there was a need for 2-3
additional
people, but not 6. The supervisor replied, “Given the focus on
growing the
business, I thought adding 6 CSRs would be the appropriate
number to meet the
demand.” The supervisor said that perhaps these 6 positions
would focus more
on sales, which would help achieve even more growth. The
owner did want to
grow and adding more people in the field making cold calls
would help. The
owner was reticent, but accepted the decision. Then, the owner
asked about the
6 people hired. Who were they? What about their sales skills?
The supervisor
said that she would put together a training program right away
and make sure
9. that all 6 new CSRs went through the training. She told the
owner she thought
some had the natural ability to sell; she could tell. Others could
use some
training. All 6 were local folks who had lost their jobs in a
recent plant closing in
Springfield, a town next to Stars Hollow. They were hard
working; she could tell.
There were 2 females and 4 males. Ages ranged from 19 to 45
years old. All
were white/Caucasian.
The owner and supervisor walked out to the parking lot
together. It had been a
long week. The supervisor was looking forward to some down
time over the
weekend. She knew the next week would be busy, given she
had to get the
newly hired CSRs through training. She was looking forward to
it. She was
going to have a great team.
Appendix A
Job Analysis
Position Title: Customer Service / Sales Representative
Subject Matter Expert: Customer Service Supervisor, Stars
Hollow Hat Company
10. This job analysis is based on input from the subject matter
expert(s) (SME) named
above. The purpose of this job analysis is to identify the
functions (group of tasks)
performed by the job, and the competencies (knowledge, skills
and abilities)
necessary for successful performance at Stars Hollow Hat
Company. Once the
functions and associated competencies are confirmed by the
SME, a job
description will be created. Only those functions and KSAs that
have CRIT scores
of 15 or above are considered “essential.” Essential functions
are used as part of
the Job Description. Further, if there is no incumbent in the
position, selection
exams (based on the criticality scores) may be created as part of
the hiring
process.
Functions: Functions performed by this position include, but are
not limited to, the
list that follows. The functions are to be rated by the subject
matter expert on a
scale of 1 to 5, with 1 representing the lowest and 5
representing highest level for
their importance to the job (IMP) and their difficulty of learning
(DIFF). Their
criticality (CRIT) is derived by multiplying the importan�e
rating by the difficulty
rating. Thus, if a function is important but easy to learn, it has
a low criticality score
and may not considered critical to include in a job description.
11. Essential Knowledge, Skills, and Abilities: The following is a
list of the knowledge,
skills and abilities needed to do the functions involved in the
position. There are 22 KSAs included
in the list; you may not need to use all the core KSAs or you
may need to add additional KSAs.
The column labeled "Functions" contains the function number
of the representative functions
requiring the particular KSA. These function numbers are to be
referenced to the function list
above. If you do not need to use a particular KSA, you should
indicate not applicable (n/a) in the
functions column for that KSA.
The column labeled IMP contains the average importance rating
of the KSA on a scale of 1 to 5,
with 5 representing most important to doing the job. The
column labeled DIFF contains the average
rating of the difficulty in learning or making a significant
improvement in the KSA. The column
labeled CRIT contains the criticality measure obtained by
multiplying the importance rating by the
difficulty rating. If a KSA is important and difficult to learn, it
will be considered critical to include in
an assessment for selection in this position.
The last column labeled ENTRY is the level of the KSA needed
at hire. These will be rated on a 1
to 5, with 1 representing little or none of the KSA needed and 5
representing a high degree needed.
Those KSA determined to be needed at hire will be weighted
accordingly when scored.
12. Directions: You will evaluate the design and implementation of
the recruiting and
selection process using the following criteria:
a) Appropriateness of recruitment sources
b) Links between job description and selection assessments
c) Identification of adverse impact, and d) compliance with
applicable laws.
Once evaluated, you will make recommendations on improving
the design and
implementation. Provide a rationale for your decisions and
whenever possible,
link your decisions back to learned materials in the readings and
module content.