Preparing for interviews
The interview experience
Questions to expect and to ask
Different types of interview
Assessment Centres
Psychometric Tests
Interview resources
This document provides an overview of the interview process, including:
- The bases of selection including job descriptions, specifications, and HR planning.
- Types of recruitment like internal and external recruiting.
- The steps of the selection process such as application, testing, interviews, references.
- Types of interviews including structured, unstructured, behavioral, and situational.
- Tips for successful interviews such as preparing questions, conducting the interview, and evaluating performance.
- Common problems that can occur like unqualified interviewers and biases.
- Key communication and interviewing skills needed like active listening, questioning, and establishing rapport.
An interview is a selection procedure used to evaluate candidates and determine if they are suitable for the job based on their responses. There are different types of interviews that can be conducted, from individual interviews to group interviews. Candidates should prepare by researching the organization, being ready to answer common interview questions, and anticipating what questions may be asked. During the interview, candidates should maintain eye contact, ask questions, and be engaged. Proper etiquette like arriving on time and dressing professionally are also important to make a good impression.
This document provides an overview and agenda for a training workshop on interviewing skills. The workshop covers common interview types, how to prepare for an interview, answering questions, handling tricky situations, and following up after an interview. Participants learn techniques like researching the company, practicing responses, dressing professionally, and using the STAR method to structure examples. The agenda includes introductions, presentations on various interview topics, and a mock interview exercise where participants interview each other and receive feedback.
How to prepare for interviews to get the job you want. Online interview training course. How to answer interview questions. Building rapport with interviewers.
How Hiring Managers Can Interview Like a ProReuben Rail
How to Interview as a Manager - often times during interviews the hiring manager or supervisor only considers how the person applying should act, and not how they themselves should come across.
This simple presentation offers steps and advice on how Hiring Managers can best conduct themselves so they can make a great first impression on all interviewees, and attract the best talent.
The document provides tips for facing an interview confidently and being well prepared. It discusses researching the company and position, preparing examples of your relevant skills and accomplishments, dressing professionally, maintaining positive body language, being prepared to answer common interview questions, asking your own questions, and following up with a thank you note after the interview. The goal is to determine if the candidate is a good match for the job and company through their resume, interview performance, skills, and experience.
This document provides information about effective interviewing. It discusses trends in recruiting like the focus on employer branding and internal hiring. It also outlines a sample training agenda that covers preparing for interviews, different interview types, conducting interviews, and making interviews more effective. The document discusses building competencies for interviewing like rapport building, asking questions, active listening, and note taking. It provides tips for preparing for an interview like understanding the job and competencies required. The STAR interview technique is presented as a structured way to evaluate candidates based on real examples or situations.
Not sure if you are getting the most out of your interview? Do you wonder if you are asking the most appropriate questions? This interview training presentation will help! Decrease turnover, take less time to fill a position, and avoid making any mistakes.
This document provides an overview of the interview process, including:
- The bases of selection including job descriptions, specifications, and HR planning.
- Types of recruitment like internal and external recruiting.
- The steps of the selection process such as application, testing, interviews, references.
- Types of interviews including structured, unstructured, behavioral, and situational.
- Tips for successful interviews such as preparing questions, conducting the interview, and evaluating performance.
- Common problems that can occur like unqualified interviewers and biases.
- Key communication and interviewing skills needed like active listening, questioning, and establishing rapport.
An interview is a selection procedure used to evaluate candidates and determine if they are suitable for the job based on their responses. There are different types of interviews that can be conducted, from individual interviews to group interviews. Candidates should prepare by researching the organization, being ready to answer common interview questions, and anticipating what questions may be asked. During the interview, candidates should maintain eye contact, ask questions, and be engaged. Proper etiquette like arriving on time and dressing professionally are also important to make a good impression.
This document provides an overview and agenda for a training workshop on interviewing skills. The workshop covers common interview types, how to prepare for an interview, answering questions, handling tricky situations, and following up after an interview. Participants learn techniques like researching the company, practicing responses, dressing professionally, and using the STAR method to structure examples. The agenda includes introductions, presentations on various interview topics, and a mock interview exercise where participants interview each other and receive feedback.
How to prepare for interviews to get the job you want. Online interview training course. How to answer interview questions. Building rapport with interviewers.
How Hiring Managers Can Interview Like a ProReuben Rail
How to Interview as a Manager - often times during interviews the hiring manager or supervisor only considers how the person applying should act, and not how they themselves should come across.
This simple presentation offers steps and advice on how Hiring Managers can best conduct themselves so they can make a great first impression on all interviewees, and attract the best talent.
The document provides tips for facing an interview confidently and being well prepared. It discusses researching the company and position, preparing examples of your relevant skills and accomplishments, dressing professionally, maintaining positive body language, being prepared to answer common interview questions, asking your own questions, and following up with a thank you note after the interview. The goal is to determine if the candidate is a good match for the job and company through their resume, interview performance, skills, and experience.
This document provides information about effective interviewing. It discusses trends in recruiting like the focus on employer branding and internal hiring. It also outlines a sample training agenda that covers preparing for interviews, different interview types, conducting interviews, and making interviews more effective. The document discusses building competencies for interviewing like rapport building, asking questions, active listening, and note taking. It provides tips for preparing for an interview like understanding the job and competencies required. The STAR interview technique is presented as a structured way to evaluate candidates based on real examples or situations.
Not sure if you are getting the most out of your interview? Do you wonder if you are asking the most appropriate questions? This interview training presentation will help! Decrease turnover, take less time to fill a position, and avoid making any mistakes.
The document provides tips for job interviews. It discusses preparing for different types of interviews like screening, telephone, one-on-one, sequential, panel, and group interviews. The tips include researching the organization and position, anticipating questions, having examples to demonstrate skills and accomplishments, practicing responses, dressing appropriately, and following up with a thank you letter. Interviews are an opportunity for the interviewee to convey their qualifications and for the interviewer to evaluate fit for the position. Thorough preparation is key to making a strong impression.
Becoming an Effective Interviewer PresentationJenny Sommers
This document provides guidance on becoming an effective interviewer. It discusses identifying different types of interviews, strategies for different stages of interviewing including preparation, conducting the interview using the STAR model, expected questions, tips, and evaluation. Preparation involves self-exploration, researching the employer and position. Conducting the interview covers behavioral questions, the STAR technique, questions to expect and ask. Evaluation includes follow-up, assessing job fit, and improving for next time. The presentation aims to help interviewees succeed.
This document provides guidance on interview skills and preparation. It discusses the purpose of interviews from both the employer and job seeker perspectives. It then provides tips for accepting an interview request, researching the company, knowing your own strengths and weaknesses, typical interview questions, managing first impressions, body language, dressing appropriately, communicating effectively during the interview, and following up after the interview. The key messages are about thoroughly preparing for an interview, communicating your strengths, being truthful, making a good first impression through dress and conduct, and following up professionally regardless of the outcome.
This standalone presentation was originally created in INTE 6710 at the University of Colorado Denver. It has since been modified to better fit the needs and culture of my organization.
This document provides guidance on effective interview skills and techniques for finding the right candidate for a position. It discusses the importance of ice breakers, properly formulated interview questions, and maintaining appropriate dos and don'ts during an interview. Specifically, it recommends:
- Using open-ended questions to assess a candidate's competencies, honesty, and other qualities rather than yes-or-no questions.
- Reading a candidate's resume and application thoroughly to find clues about their fit rather than asking direct questions.
- Creating a respectful and positive atmosphere to allow candidates to openly share information rather than conducting interviews in an authoritative or unprofessional manner.
Getting the Right People in the Right Seats on the Bus:Behavioral Interviewing discusses behavioral interviewing as a more effective interviewing technique than traditional interviewing. Behavioral interviewing is based on the assumption that past performance predicts future performance, and involves asking candidates about specific past experiences that demonstrate the key behaviors needed for the job. It has a 70% validity rate for predicting job success, compared to only 19% for traditional interviewing. The document provides guidance on developing behavioral interview questions focused on competencies required for the role.
The document summarizes the topics that will be covered in an interview skills workshop, including what an interview is, understanding job descriptions and specifications, interview techniques like competency-based interviews, common interview mistakes, how to prepare for and conduct interviews, and the post-interview process. Key areas that will be discussed are the different types of interview questions, attributes and competencies that interviewers look for in candidates, and how to evaluate candidates after the interview using an assessment sheet.
Everyone of us is bound to go through an interview in our life and most of us are unable to make a good first impression during an interview. I have made this presentation to help the interviewees understand the basic rules and skills they should use for a successful interview.
This document provides information and guidance for job interviews at Matchtech Group plc, a UK-based recruitment company. It discusses the company's areas of specialization, common types of assessments like phone screens and in-person interviews, how to prepare for an interview, what to expect during an interview, how to answer different types of questions, and best practices for following up after an interview. The goal is to help candidates understand Matchtech Group's interview process and perform at their best.
This document discusses competency-based interviews, which are commonly used in the pharmaceutical industry. [1] Competency-based interviews focus on evaluating applicants based on behavioral examples that demonstrate competencies relevant to the job. [2] Interviewers will ask questions designed to probe specific skills and behaviors and ask applicants to provide real examples from their past experience. [3] Preparing for these interviews involves researching the competencies important for the role and developing examples from one's background that illustrate these competencies.
This document provides tips for effective interviewing skills, including how to prepare for an interview, how to answer common interview questions, how to participate in an interview, and how to follow up after an interview. It advises researching the company beforehand, anticipating questions, having examples to highlight past performance and accomplishments, dressing professionally, communicating positively, and sending a thank you letter after the interview. Illegal questions from employers about attributes like age, family status or disabilities should be answered carefully or refused.
The document provides tips for effective interview skills. It outlines the typical recruitment process and discusses the importance of researching the company and role before an interview. It provides dos and don'ts for behaviors during an interview, such as maintaining eye contact, being concise, and avoiding excuses. Common interview questions are listed. Proper business attire for interviews is also addressed. The overall message is to prepare, present confidently, and represent yourself positively to impress potential employers.
This document provides an overview of the job interview process and tips for preparing. It discusses that interviews cause stress but most people do well. The key steps are: research the company, prepare answers to common questions, and be prepared with examples from your background. There are different types of interviews like behavioral and panel interviews. Questions may assess skills, situations, or behaviors. Illegal questions should be handled politely by focusing on the intent. Proper preparation includes practicing responses and assessing strengths.
The document provides guidance on conducting effective interviews. It discusses what an interview is, different types of interviews, tips for planning and controlling interviews, dos and don'ts for interviewers, potential problems in interviews, and sample interview questions. The high-level topics covered include objectives of interviews, interview types and purposes, interviewing basics, tips, potential biases to avoid, and examples of good and poor interview questions.
The document provides guidance on how to conduct effective interviews to evaluate candidates for an international volunteering program. It recommends structuring the interview in four parts: preparation, introduction, assessing competencies through behavioral questions, and conclusion. Interviewers should ask open-ended questions to understand concrete examples of candidates' skills and experiences. Successful interviews focus on having candidates describe specific situations in detail using a FEELINGS-ACTIONS-THINKING framework to evaluate competencies like global mindset, entrepreneurial outlook, and emotional intelligence. The document cautions against common mistakes like making early judgments, asking multiple questions at once, and not allowing candidates time to provide thorough answers.
Best Practices for Behaviour-Based InterviewingMarina Dawson
This session will provide you with the knowledge and resources you need to confidently use behavioural interviewing to hire outstanding talent. Interviews are complex interactions that require the interviewer(s) to have both clarity and processes in order to confidently hire ideal candidates. This introductory webinar covers: the core principles of behavioural interviewing from start to finish; how to use behavioural interviewing in telephone screening, in-person interviews, and reference checks; and how to get a clearer picture of each candidate's suitability by using an ideal candidate profile in combination with various question types and interviewing techniques.
To replay the full one-hour webinar, including audio, visit: http://charityvillage.com/elearning/webinars/past-webinars/best-practices-for-behaviour-based-interviewing.aspx.
This document provides guidance on interviewing skills. It discusses preparing a resume and cover letter tailored to the specific job. When invited to an interview, the candidate should research the organization and prepare by practicing answers to common questions. During the interview, the candidate should dress professionally, make eye contact, ask questions, and send a thank you note afterwards. Key tips include having examples ready that illustrate skills and strengths, being prepared to discuss weaknesses, and asking questions to determine if the role is a good fit. The overall message is that preparation and practice are important to interview successfully.
This document provides information about interview skills and the interview process. It discusses the different phases of an interview including pre-interview preparation, what to do during the interview, and closing the interview. Key interview skills that are important to have include communication, problem solving, and being a team player. The document also offers tips for each phase of the interview process, such as researching the company ahead of time, dressing professionally, having copies of relevant documents, and following up after the interview. Overall, the document emphasizes the importance of preparing for an interview and highlighting relevant skills and experiences to be successful.
The document provides guidance on conducting effective interviews by knowing what information you need beforehand, selecting relevant primary and secondary sources, conducting research on topics and people interviewed, asking clear and focused questions while listening carefully to responses, and properly concluding interviews by verifying information and following up. Key tips include preparing a list of priority questions, balancing accuracy and fairness, and avoiding yes or no questions.
Tips for performing well at interviews. Making a good first impression. Typical format and question types. Giving STAR answers to competency-based questions.
The document provides tips for job interviews. It discusses preparing for different types of interviews like screening, telephone, one-on-one, sequential, panel, and group interviews. The tips include researching the organization and position, anticipating questions, having examples to demonstrate skills and accomplishments, practicing responses, dressing appropriately, and following up with a thank you letter. Interviews are an opportunity for the interviewee to convey their qualifications and for the interviewer to evaluate fit for the position. Thorough preparation is key to making a strong impression.
Becoming an Effective Interviewer PresentationJenny Sommers
This document provides guidance on becoming an effective interviewer. It discusses identifying different types of interviews, strategies for different stages of interviewing including preparation, conducting the interview using the STAR model, expected questions, tips, and evaluation. Preparation involves self-exploration, researching the employer and position. Conducting the interview covers behavioral questions, the STAR technique, questions to expect and ask. Evaluation includes follow-up, assessing job fit, and improving for next time. The presentation aims to help interviewees succeed.
This document provides guidance on interview skills and preparation. It discusses the purpose of interviews from both the employer and job seeker perspectives. It then provides tips for accepting an interview request, researching the company, knowing your own strengths and weaknesses, typical interview questions, managing first impressions, body language, dressing appropriately, communicating effectively during the interview, and following up after the interview. The key messages are about thoroughly preparing for an interview, communicating your strengths, being truthful, making a good first impression through dress and conduct, and following up professionally regardless of the outcome.
This standalone presentation was originally created in INTE 6710 at the University of Colorado Denver. It has since been modified to better fit the needs and culture of my organization.
This document provides guidance on effective interview skills and techniques for finding the right candidate for a position. It discusses the importance of ice breakers, properly formulated interview questions, and maintaining appropriate dos and don'ts during an interview. Specifically, it recommends:
- Using open-ended questions to assess a candidate's competencies, honesty, and other qualities rather than yes-or-no questions.
- Reading a candidate's resume and application thoroughly to find clues about their fit rather than asking direct questions.
- Creating a respectful and positive atmosphere to allow candidates to openly share information rather than conducting interviews in an authoritative or unprofessional manner.
Getting the Right People in the Right Seats on the Bus:Behavioral Interviewing discusses behavioral interviewing as a more effective interviewing technique than traditional interviewing. Behavioral interviewing is based on the assumption that past performance predicts future performance, and involves asking candidates about specific past experiences that demonstrate the key behaviors needed for the job. It has a 70% validity rate for predicting job success, compared to only 19% for traditional interviewing. The document provides guidance on developing behavioral interview questions focused on competencies required for the role.
The document summarizes the topics that will be covered in an interview skills workshop, including what an interview is, understanding job descriptions and specifications, interview techniques like competency-based interviews, common interview mistakes, how to prepare for and conduct interviews, and the post-interview process. Key areas that will be discussed are the different types of interview questions, attributes and competencies that interviewers look for in candidates, and how to evaluate candidates after the interview using an assessment sheet.
Everyone of us is bound to go through an interview in our life and most of us are unable to make a good first impression during an interview. I have made this presentation to help the interviewees understand the basic rules and skills they should use for a successful interview.
This document provides information and guidance for job interviews at Matchtech Group plc, a UK-based recruitment company. It discusses the company's areas of specialization, common types of assessments like phone screens and in-person interviews, how to prepare for an interview, what to expect during an interview, how to answer different types of questions, and best practices for following up after an interview. The goal is to help candidates understand Matchtech Group's interview process and perform at their best.
This document discusses competency-based interviews, which are commonly used in the pharmaceutical industry. [1] Competency-based interviews focus on evaluating applicants based on behavioral examples that demonstrate competencies relevant to the job. [2] Interviewers will ask questions designed to probe specific skills and behaviors and ask applicants to provide real examples from their past experience. [3] Preparing for these interviews involves researching the competencies important for the role and developing examples from one's background that illustrate these competencies.
This document provides tips for effective interviewing skills, including how to prepare for an interview, how to answer common interview questions, how to participate in an interview, and how to follow up after an interview. It advises researching the company beforehand, anticipating questions, having examples to highlight past performance and accomplishments, dressing professionally, communicating positively, and sending a thank you letter after the interview. Illegal questions from employers about attributes like age, family status or disabilities should be answered carefully or refused.
The document provides tips for effective interview skills. It outlines the typical recruitment process and discusses the importance of researching the company and role before an interview. It provides dos and don'ts for behaviors during an interview, such as maintaining eye contact, being concise, and avoiding excuses. Common interview questions are listed. Proper business attire for interviews is also addressed. The overall message is to prepare, present confidently, and represent yourself positively to impress potential employers.
This document provides an overview of the job interview process and tips for preparing. It discusses that interviews cause stress but most people do well. The key steps are: research the company, prepare answers to common questions, and be prepared with examples from your background. There are different types of interviews like behavioral and panel interviews. Questions may assess skills, situations, or behaviors. Illegal questions should be handled politely by focusing on the intent. Proper preparation includes practicing responses and assessing strengths.
The document provides guidance on conducting effective interviews. It discusses what an interview is, different types of interviews, tips for planning and controlling interviews, dos and don'ts for interviewers, potential problems in interviews, and sample interview questions. The high-level topics covered include objectives of interviews, interview types and purposes, interviewing basics, tips, potential biases to avoid, and examples of good and poor interview questions.
The document provides guidance on how to conduct effective interviews to evaluate candidates for an international volunteering program. It recommends structuring the interview in four parts: preparation, introduction, assessing competencies through behavioral questions, and conclusion. Interviewers should ask open-ended questions to understand concrete examples of candidates' skills and experiences. Successful interviews focus on having candidates describe specific situations in detail using a FEELINGS-ACTIONS-THINKING framework to evaluate competencies like global mindset, entrepreneurial outlook, and emotional intelligence. The document cautions against common mistakes like making early judgments, asking multiple questions at once, and not allowing candidates time to provide thorough answers.
Best Practices for Behaviour-Based InterviewingMarina Dawson
This session will provide you with the knowledge and resources you need to confidently use behavioural interviewing to hire outstanding talent. Interviews are complex interactions that require the interviewer(s) to have both clarity and processes in order to confidently hire ideal candidates. This introductory webinar covers: the core principles of behavioural interviewing from start to finish; how to use behavioural interviewing in telephone screening, in-person interviews, and reference checks; and how to get a clearer picture of each candidate's suitability by using an ideal candidate profile in combination with various question types and interviewing techniques.
To replay the full one-hour webinar, including audio, visit: http://charityvillage.com/elearning/webinars/past-webinars/best-practices-for-behaviour-based-interviewing.aspx.
This document provides guidance on interviewing skills. It discusses preparing a resume and cover letter tailored to the specific job. When invited to an interview, the candidate should research the organization and prepare by practicing answers to common questions. During the interview, the candidate should dress professionally, make eye contact, ask questions, and send a thank you note afterwards. Key tips include having examples ready that illustrate skills and strengths, being prepared to discuss weaknesses, and asking questions to determine if the role is a good fit. The overall message is that preparation and practice are important to interview successfully.
This document provides information about interview skills and the interview process. It discusses the different phases of an interview including pre-interview preparation, what to do during the interview, and closing the interview. Key interview skills that are important to have include communication, problem solving, and being a team player. The document also offers tips for each phase of the interview process, such as researching the company ahead of time, dressing professionally, having copies of relevant documents, and following up after the interview. Overall, the document emphasizes the importance of preparing for an interview and highlighting relevant skills and experiences to be successful.
The document provides guidance on conducting effective interviews by knowing what information you need beforehand, selecting relevant primary and secondary sources, conducting research on topics and people interviewed, asking clear and focused questions while listening carefully to responses, and properly concluding interviews by verifying information and following up. Key tips include preparing a list of priority questions, balancing accuracy and fairness, and avoiding yes or no questions.
Tips for performing well at interviews. Making a good first impression. Typical format and question types. Giving STAR answers to competency-based questions.
This document provides guidance on preparing for a job interview. It outlines important steps like researching the company and job, knowing your strengths and examples of how you meet the job requirements, and practicing answers to common interview questions. Different types of interview questions are described, including motivational questions about why you want the job, technical questions to test your skills, and competency questions about your experiences. Body language, arriving on time, and making a good first impression are also emphasized. Resources for additional preparation help like mock interviews are provided.
This document provides guidance on competency-based interviews. It explains that competency-based interviews focus on behaviors and ask candidates to provide examples of when they demonstrated key competencies. The document advises candidates to prepare by developing examples using the STAR technique and to practice their answers. It also provides sample questions across 8 common competency areas and advises candidates on techniques for responding confidently during the interview.
The document provides information on selection skills training objectives and techniques. The objectives are to understand different selection tools and their appropriateness, learn competency-based selection and interviewing skills, and understand the need for psychometric testing. It then covers various selection methods like interviews, tests, references checks and assessment centres, and how to effectively conduct the selection process.
This will help you (the candidate) prepare for a competency based interview using the STAR technique.
It contains common Q&A's that I've been asked to answer during an interview. I've tried to make the questions more generic so you can use these to relate your responses to your roles.
This document is another voluntary contribution I've created to help others in the market to have the edge in the market and to support my personal development units required to maintain some of my qualifications.
The document provides guidance on competency-based interviews, focusing on three key areas. First, it defines competencies as the skills, knowledge, and abilities required to perform a job. Second, it advises the reader to prepare for competency-based questions by identifying competencies from the job description and drafting examples to demonstrate them. Third, it outlines the STAR method for structuring effective answers and provides a sample answer as an example.
Here are some tips for filling this out:
- Focus on strengths you can evidence with specific examples
- Consider strengths that are differentiated vs. your peers
- Rank order your top strengths based on importance to recruiters
- Leave blanks for areas you need to develop further
The goal is to identify the most compelling strengths to highlight that set you apart. This forms the basis of your personal brand.
The document discusses competency frameworks and the interview process. It describes how competency frameworks are based on the behaviors of high performers and support strategic goals. It lists common competencies like working with others, delivering results, and focusing on the future. It then discusses different types of interviews like individual, panel, and stress interviews. It provides tips for effective communication, noting that 55% is nonverbal. Finally, it gives examples of technical, behavioral, and conceptual interview questions for different job levels and outlines the typical structure of an interview.
The document discusses competency-based selection for workforce planning. It defines technical and personal/interpersonal competencies and how they are measured through job analysis, examinations, interviews, reference checks, and probation periods. The objectives are to streamline organizations, improve workforce planning, better match jobs to people, and reduce turnover through selecting candidates based on competencies rather than just qualifications.
The document provides an overview of how to successfully prepare for and complete interviews. It discusses researching the organization and job, preparing examples of relevant skills and experiences, dressing appropriately, answering typical questions about yourself and the job, responding to competency and "what if" questions using the STAR method, asking questions of the interviewer, and following up after the interview. The key aspects are preparation, having examples to demonstrate required competencies, focusing answers on skills and achievements, and reviewing your performance to improve for future interviews.
This document provides an overview of interview skills and preparation. It discusses:
1. The types of interviews including face-to-face, video call, phone and Skype formats.
2. How to prepare for different types of common questions, like motivational, competency, and technical questions. The STAR model is introduced to structure answers.
3. The importance of researching the employer, practicing answers, maintaining a confident body language and tone, and asking thoughtful questions.
Proper preparation and presentation of skills and experiences are emphasized as key to performing well in interviews.
The document provides an overview of competency-based recruitment and selection using a competency-based behavioral interviewing (CBBI) model. It defines competencies and their benefits, outlines TSC core competencies and competency levels, and describes how to structure CBBI interviews by obtaining situation, action, and result responses from candidates and probing for more details on behaviors. An example interview is provided to demonstrate assessing a candidate's customer service competency level.
Recruitment involves attracting candidates and selecting the right person for the job. The recruitment process includes posting vacancies, screening resumes, conducting interviews, and making a hiring decision. Hiring the wrong person can be costly and harm productivity. Competency-based recruitment focuses on identifying candidates with behaviors that predict successful job performance. It involves defining the key competencies for a role and assessing candidates based on behavioral examples that demonstrate their competencies. Competency-based interviews are more structured and job-focused than conventional interviews, relying on questions about past experiences to predict future performance.
The document provides guidance on preparing for and participating in a job interview. It discusses the typical structure of an interview including the introduction, body and closing. It offers tips for researching the company and role, anticipating questions, practicing responses, and presenting one's qualifications and fit for the position. Body language, different types of interviews, and closing the interview successfully are also addressed.
This document discusses behavioral interviews and competency frameworks. It provides details on:
- The key features and steps of behavioral interviews, which ask applicants to describe past behaviors to determine suitability.
- Guidelines and an outline for conducting behavioral interviews, including introducing the interview, discussing job responsibilities, gaining behavioral examples, and concluding.
- Competency frameworks define the competencies required by an organization. Elements include proficiency levels, role profiles, competency definitions, and assessment data.
- Benefits of competency frameworks include linking objectives, ensuring employee clarity, and competency development.
This document provides an introduction to competency-based interviews. It explains that many top companies now use competency-based systems to select, evaluate, train, pay, and promote employees. Competencies are the key characteristics that differentiate top performers. The document outlines what competency-based interviews are, how they have become more sophisticated over time, and stresses that candidates must understand and adapt to these changes in order to succeed during interviews at leading organizations.
"Presentation on Successful Interview. Learn how to prepare for
Interviews. Get an idea of questions you can expect. These PDF's
are available for all VEDA students for free on
www.veda-edu.com"
The document provides guidance on preparing for and participating in job interviews. It discusses researching the employer and position, practicing common interview questions and examples to provide, different types of interviews like competency and group interviews, and assessments that may be included like psychometric tests. Preparation such as practicing answers to typical questions and identifying relevant experiences is emphasized to make the best impression and highlight how you meet the job requirements.
The document provides guidance on preparing for and succeeding in job interviews. It discusses researching the employer and position, practicing common interview questions, using examples from your experience, asking your own questions, and following up after the interview. Key points emphasized are preparation, demonstrating the skills and qualities the employer seeks, having examples ready, asking questions, and reviewing your performance to improve.
The document provides guidance on preparing for and succeeding in job interviews. It discusses researching the employer and position, practicing common interview questions, focusing on giving concrete examples from your experience, asking relevant questions, and following up after the interview. Key points include dressing appropriately, making eye contact, highlighting your relevant skills and achievements, and showing enthusiasm for the role. The document also covers different types of interviews like group, panel, telephone, and competency-based interviews, as well as assessment centers and psychometric tests.
This document provides guidance on preparing for and participating in job interviews. It discusses researching the employer and position, practicing common interview questions and examples to provide, focusing on displaying relevant skills and experience, asking thoughtful questions, and following up after the interview. Different types of interviews like competency-based, group, panel, and assessment centers are also outlined. The key is to prepare thoroughly, match your qualifications to the job requirements, and make a positive impression on the interviewer.
This document provides guidance on how to successfully prepare for and participate in a job interview. It discusses researching the employer and position, practicing common interview questions, competency-based interviews, and following up after the interview. Key recommendations include preparing examples of your relevant skills and experiences, researching the employer and position thoroughly, practicing your responses, and asking questions of your own. The document also covers other types of interviews like telephone, group, panel, and assessment centers which may include activities, presentations, and tests.
This document provides guidance on preparing for and succeeding in job interviews. It discusses researching the employer and position, practicing common interview questions and examples of relevant experience, and tips for the interview such as dressing appropriately and maintaining good body language. Different types of interviews like competency-based, group, panel, and telephone interviews are also covered. The document recommends preparing questions to ask the interviewer and reviewing interview performance for future opportunities.
This document provides information about interviews for a job or course. It discusses preparing for different types of interviews, including structured, unstructured, panel, group, behavioral, situational, stress and telephone interviews. It offers tips for successful interviews such as dressing appropriately, being prepared with examples of your skills and experience, asking questions, and following up after the interview. The document also covers common interview questions, competency-based interviews, psychometric tests and dos and don'ts for interviews.
The document provides guidance on preparing for and participating in job interviews. It discusses reviewing one's own skills and experience, researching the organization and position, anticipating common interview questions and preparing examples of past achievements that demonstrate relevant competencies. The document also offers tips for the interview itself such as dressing appropriately, making a good first impression through eye contact and a firm handshake. It emphasizes the importance of providing concrete behavioral examples from one's background to illustrate how skills have been applied.
This document provides guidance on preparing for and participating in job interviews. It discusses researching the organization and position, identifying relevant skills and experiences, and practicing examples to highlight competencies. It also offers tips for the interview itself, such as dressing appropriately, making a strong first impression, listening carefully to questions, and having examples prepared to illustrate one's qualifications and fit for the role. Different types of interviews and assessments are addressed, including behavioral and competency-based questions, assessment centers, and psychometric testing. The document emphasizes preparation, practice, and confidence to perform well in interviews.
This document provides guidance on preparing for and participating in job interviews. It discusses researching the organization and position, identifying relevant skills and experiences, anticipating common interview questions, practicing responses, and presenting oneself professionally. The document also outlines different types of interviews, such as competency and panel interviews, as well as psychometric tests and assessment centers candidates may encounter in the hiring process.
The document provides guidance on preparing for and participating in job interviews, including researching the employer and position, practicing common interview questions, using examples from your experience, and reviewing your performance after the interview. It also describes different types of interviews like competency-based, group, panel, and assessment centers that may involve exercises, presentations, or psychometric tests. Resources for practicing interviews are recommended, as preparation, research, and demonstrating relevant skills and qualifications are emphasized as important for interview success.
This document provides guidance on preparing for a job interview. It discusses researching the employer and position, knowing your own qualifications and work experience, practicing interview skills, and presenting yourself professionally during the interview. Key points include dressing appropriately, arriving early, having questions prepared, being able to provide examples of your skills and achievements, and following up after the interview with a thank you note. The document also provides sample interview questions and tips for making a good impression.
The document provides information about job interviews from both the employer and candidate perspectives. It discusses the employer's objective to find the best candidate for the role by assessing skills, motivation, and fit. Employers seek candidates with strong communication, intelligence, enthusiasm, and interpersonal skills. The document advises candidates to research the company, prepare examples of their relevant qualifications, and practice answering common interview questions in order to impress the employer and land the desired position.
Interview Skills and types of interview skills that can improve the manageria...MohammedAshik64
The document provides guidance on skills needed for job interviews. It discusses that employers evaluate a candidate's personality and communication skills in interviews. Effective preparation includes researching the company and position, identifying one's relevant qualifications, and practicing responses to common questions. During the interview, non-verbal communication like eye contact and body language are important, as well as demonstrating competencies through examples from one's background. The document provides tips for different types of interviews and managing nerves. Overall, it emphasizes the value of preparation and practicing interview skills.
This document provides guidance on how to succeed at job interviews. It outlines tips for preparing such as anticipating questions, researching the employer, and practicing answers using the STAR model. Good first impressions, such as dressing professionally and arriving on time, are also emphasized. During the interview, maintaining eye contact, asking questions, and having specific examples prepared are advised. The document concludes with tips on what to do if not offered the job.
Useful presentation from Sue Kellaway which focuses on Line Manager recruitment refresher training. It can be delivered in four hours which is great for time pressed Managers!
The document provides information to help prepare for interviews, including researching the organization and job, practicing common questions, and matching skills and experiences to the job requirements. It emphasizes the importance of preparation, making a good first impression through dress and body language, giving concrete examples to illustrate skills and strengths, and knowing what competencies and qualities employers seek. Key sections cover typical interview questions, effective answering techniques, and things that create a bad impression for candidates.
This document provides guidance on interview skills. It discusses preparing for an interview, common interview questions, how to answer competency-based questions, and following up after an interview. The key points are:
- Research the company and position thoroughly and anticipate questions about your background, qualifications, and fit for the role.
- In competency-based interviews, be ready to provide real examples from your experience that demonstrate skills like problem-solving, communication, and teamwork using the STAR method.
- Listen carefully to questions, speak with enthusiasm, and ask your own questions to learn more about the role and company.
- After the interview, review your performance to improve for future opportunities and follow up
The document provides information on preparing for and conducting a successful job interview. It defines what an interview is, its objectives from the employer's perspective, and important facts about the interviewing process. It offers tips for candidates to know themselves, know the employer, prepare for different interview types and questions, and make a good impression through dress, body language, examples, and questions. The document emphasizes the importance of research, practice, and following up after the interview.
Kerala Engineering Architecture Medical is an entrance examination series for admissions to various professional degree courses in the state of Kerala, India. It is conducted by the Office of the Commissioner of Entrance Exams run by the Government of Kerala
Paleontology is the study of the history of life on Earth as based on fossils. Fossils are the remains of plants, animals, fungi, bacteria, and single-celled living things that have been replaced by rock material or impressions of organisms preserved in roc
This document provides an overview of basic chemistry concepts. It defines chemistry as the study of matter and its properties. The main branches of chemistry are described as organic, inorganic, physical, industrial, analytical, biochemistry, and nuclear chemistry. Matter is classified as pure substances or mixtures based on its composition. Elements are the basic units that make up all matter and can exist as atoms or molecules. Chemical properties and reactions are governed by laws such as the law of conservation of mass. The mole concept is introduced as a unit used to quantify the amount of substance.
1. The document provides an overview of key concepts in ecology including definitions of ecology, environment, biotic and abiotic factors, levels of biological organization, niche, adaptation, species, populations, communities, ecosystems, producers, consumers, trophic levels, food chains, food webs, ecological pyramids, biotic interactions, symbiosis, biomes, and ecological succession.
2. Key terms are defined such as ecology, environment, producers, consumers, trophic levels, competition, predation, symbiosis, mutualism, commensalism, parasitism, biome, primary succession and secondary succession.
3. Examples are provided to illustrate various ecological concepts and interactions between organisms.
The ways in which an element—or compound such as water—moves between its various living and nonliving forms and locations in the biosphere is called a biogeochemical cycle. Biogeochemical cycles important to living organisms include the water, carbon, nitrogen, phosphorus, and sulfur cycles.
The AC and DC bridge both are used for measuring the unknown parameter of the circuit. The AC bridge measures the unknown impedance of the circuit. The DC bridge measures the unknown resistance of the circuit.
This document discusses three types of electronic bridges: Hays Bridge, Scherings Bridge, and Wien Bridge. It presents topics on each bridge but does not provide any details about their applications or functions. The document lists the three bridge types but lacks descriptions and explanations.
For most of us, our name existed even before we did.
In anticipation of our arrival, our parents went through an ultra stressful process of narrowing down dozens of potential names until they chose the perfect one.
Luckily they did, because whatever your name is, it has followed you throughout your entire life; and in some cases, people may have heard of your name before they’ve ever met you.
When it comes to how to name an app, it’s of similar importance as naming a child. The name of your app will follow your brand forever, and in many cases, potential users will hear the name before they ever actually use your app.
flora and fauna of himachal pradesh and keralaAJAL A J
flora and fauna of himachal pradesh and kerala
A green pearl in the Himalayan crown, Himachal Pradesh is blessed with a rich flora and fauna that graces the land with grandeur and majesty. Other animals that can be sighted in the wild include the ibex, wild yak, ghoral deer, musk deer, Himalayan black bear, brown bear, leopards and the Himalayan Thar. Also kerala is gods on country
Bachelor of Science in Cardio-vascular technology is an undergraduate course in cardiology. These technologists assist the physicians in the diagnosis and the treatment of cardiac (heart) and peripheral vascular conditions (blood vessels). The cardiovascular technologists are also responsible for preparing the patients for open-heart surgeries and pacemaker implantation surgeries. The technologists also monitor the patient’s cardiac parameters while they undergo the surgery. B. Sc. in Cardiovascular technology is a three years’ full-time undergraduate course and is an interesting and important course in medicine.
`Remove Unprofitable Products and Services. The products or services with the highest gross profit margin are the most important to your business. ...
Find New Customers. New customers can help grow your business. ...
Increase your Conversion Rate. ...
Review Current Pricing Structure. ...
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Reduce your overheads.
PCOS is a condition characterized by the formation of cysts in the ovaries caused by increased levels of male hormones preventing ovulation. It can be diagnosed through hormonal testing, ultrasound detection of cysts, and can be caused by genetic or metabolic factors like obesity. Women with PCOS have a higher risk of health issues like infertility, gestational diabetes, and miscarriage during pregnancy and require careful monitoring. Homeopathic, Ayurvedic, and Siddha medicines may help treat PCOS through regulating hormones and the menstrual cycle.
Courses and Career Options after Class 12 in HumanitiesAJAL A J
This document provides information on career and course options after completing class 12 in humanities. It discusses options in several fields such as geography, anthropology, economics, psychology, social work, foreign languages, history, and sports/physical education. For each field, it provides a brief introduction, lists relevant courses and areas of work, and describes some example courses and institutes. The document aims to help students choose the right career path after 12th humanities. It ends by asking if the reader is ready to take their career to the next level.
The document provides guidance on preparing for the NEET exam over different time periods. It outlines important topics in physics, botany, and zoology for NEET. A 180-day and 60-day preparation strategy are presented. General tips are provided, such as understanding the exam pattern, clearly knowing the syllabus, prioritizing subjects, taking scheduled breaks, and regularly evaluating preparation through practice tests.
This document provides information about career counseling services offered by Ajal A J, including a message about his objectives and previous experience in career counseling. It also contains a presentation about revolutions in agriculture and making farms more profitable through out-of-box thinking. Contact information is provided to get in touch with Ajal A J for career counseling or agricultural consulting services.
Are you an NRI and aiming to come back to India to pursue graduation from the top-tier colleges of India?
Then, you’re halfway there. Being an NRI, your top preference would be IITs and NITs of India. If that's the case, you must know the fee structure of both the IITs, NITs (under DASA scheme), Centrally Funded Institutions and State-Level Govt. Engineering Colleges.
Note: According to the latest update from DASA, from session 2021-22 onwards, JEE Rank is made mandatory for NRI/PIO/OCI Students to be eligible for DASA & CIWG Schemes. Hence, 2020-21 will be the last year when SAT 2 scores will be considered for DASA/CIWG Scheme.
Subjects to study if you want to work for a charityAJAL A J
The charity sector can be competitive and experience, volunteer or otherwise, can count for a lot. But there are ways to make that third sector CV stand out from the competition. Why not take some courses? A course can be a great way to make your application shine and an opportunity to learn new skills and ideas.
Joint Entrance Examination - Main or commonly known as JEE Main is a national level entrance exam conducted by the NTA to offer admission to BE/BTech, BPlan and BArch courses at the IIITs (Indian Institute of Information Technology), NITs (National Institute of Technology) and other Centrally Funded Technical Institutions (CFTIs) across the country.
The CLAT 2020 exam will now be held on August 22nd in a computer-based online format. The application deadline has been extended to July 10th. The exam will contain 150 multiple choice questions testing English, current affairs, legal reasoning, and quantitative skills. It provides admission to 22 national law universities in India.
5 key differences between Hard skill and Soft skillsRuchiRathor2
𝐓𝐡𝐞 𝐏𝐞𝐫𝐟𝐞𝐜𝐭 𝐁𝐥𝐞𝐧𝐝:
𝐖𝐡𝐲 𝐘𝐨𝐮 𝐍𝐞𝐞𝐝 𝐁𝐨𝐭𝐡 𝐇𝐚𝐫𝐝 & 𝐒𝐨𝐟𝐭 𝐒𝐤𝐢𝐥𝐥𝐬 𝐭𝐨 𝐓𝐡𝐫𝐢𝐯𝐞 💯
In today's dynamic and competitive market, a well-rounded skillset is no longer a luxury - it's a necessity.
While technical expertise (hard skills) is crucial for getting your foot in the door, it's the combination of hard and soft skills that propels you towards long-term success and career advancement. ✨
Think of it like this: Imagine a highly skilled carpenter with a masterful understanding of woodworking (hard skills). But if they struggle to communicate effectively with clients, collaborate with builders, or adapt to project changes (soft skills), their true potential remains untapped. 😐
The synergy between hard and soft skills is what creates true value in the workplace. Strong communication allows you to clearly articulate your technical expertise, while problem-solving skills help you navigate complex challenges alongside your team. 💫
By actively developing both sets of skills, you position yourself as a well-rounded professional who can not only perform tasks efficiently but also contribute meaningfully to a collaborative and dynamic work environment.
Go through the carousel and let me know your views 🤩
Parabolic antenna alignment system with Real-Time Angle Position FeedbackStevenPatrick17
Introduction
Parabolic antennas are a crucial component in many communication systems, including satellite communications, radio telescopes, and television broadcasting. Ensuring these antennas are properly aligned is vital for optimal performance and signal strength. A parabolic antenna alignment system, equipped with real-time angle position feedback and fault tracking, is designed to address this need. This document delves into the components, design, and implementation of such a system, highlighting its significance and applications.
Importance of Parabolic Antenna Alignment
The alignment of a parabolic antenna directly affects its performance. Even minor misalignments can lead to significant signal loss, which can degrade the quality of the received signal or cause communication failures. Proper alignment ensures that the antenna's focal point is accurately directed toward the signal source, maximizing the antenna's gain and efficiency. This precision is especially crucial in applications like satellite communications, where the antenna must track geostationary satellites with high accuracy.
Components of a Parabolic Antenna Alignment System
A parabolic antenna alignment system typically includes the following components:
Parabolic Dish: The primary reflector that collects and focuses incoming signals.
Feedhorn and Low Noise Block (LNB): Positioned at the dish's focal point to receive signals.
Stepper or Servo Motors: Adjust the azimuth (horizontal) and elevation (vertical) angles of the antenna.
Microcontroller (e.g., Arduino, Raspberry Pi): Processes sensor data and controls the motors.
Potentiometers: Provide feedback on the antenna's current angle positions.
Fault Detection Sensors: Monitor for potential faults such as cable discontinuities or LNB failures.
Control Software: Runs on the microcontroller, handling real-time processing and decision-making.
Real-Time Angle Position Feedback
Real-time feedback on the antenna's angle position is essential for maintaining precise alignment. This feedback is typically provided by potentiometers or rotary encoders, which continuously monitor the azimuth and elevation angles. The microcontroller reads this data and adjusts the motors accordingly to keep the antenna aligned with the signal source.
Fault Tracking in Antenna Alignment Systems
Fault tracking is vital for the reliability and performance of the antenna system. Common faults include cable discontinuities, LNB malfunctions, and motor failures. Sensors integrated into the system can detect these faults and either notify the user or initiate corrective actions automatically.
Design and Implementation
1. Parabolic Dish and Feedhorn
The parabolic dish is designed to reflect incoming signals to a focal point where the feedhorn and LNB are located. The dish's size and shape depend on the specific application and frequency range.
2. Motors and Position Control
Stepper motors or servo motors are used to control the azimuth and elevation of
I am an accomplished and driven administrative management professional with a proven track record of supporting senior executives and managing administrative teams. I am skilled in strategic planning, project management, and organizational development, and have extensive experience in improving processes, enhancing productivity, and implementing solutions to support business objectives and growth.
Learnings from Successful Jobs SearchersBruce Bennett
Are you interested to know what actions help in a job search? This webinar is the summary of several individuals who discussed their job search journey for others to follow. You will learn there are common actions that helped them succeed in their quest for gainful employment.
2. Overview
Preparing for interviews
The interview experience
Questions to expect and to ask
Different types of interview
Assessment Centres
Psychometric Tests
Interview resources
3. Interviews
Interview = A meeting with an objective
Employer’s objective is to find the best person for the job
– Employer: reviews candidate’s experience and abilities
• Can you do the job? (skills, abilitie, qualifications)
• Will you do the job? (interest, attitude & motivation)
• How will you fit into the organisation? (personality)
You: impress employer and assess position on offer
• What does this position offer me?
• How does it fit with my career plans?
Congratulations - you have passed the first hurdle
You must prove that you are the most suitable candidate
for this position
4. Preparation is the key to success
– Review own skills, experiences and qualities
• Check CV
• Anticipate questions and identify relevant examples
• Prepare key selling points
– Research organisation
• Websites, reports, articles, company literature, etc
• Contacts with knowledge of organisation or sector
• Relevant articles in the press
• Personal visit or telephone call
– Research job and occupational area
• Job description – or similar
• Current issues
– Prepare your questions
– Practice
5. Watch the Body Language
First impressions very powerful
– Halo effect or Devil effect
Allow time to relax
Dress appropriately
Entrance, introductions & handshake
Smile and make eye contact
Be aware of own movements
Watch body language of interviewer
6. Typical Questions
About you
– Tell me about yourself - Bring me up to date with your CV?
– Why did you choose that particular degree programme?
– What experience have you had that is relevant to this post?
– What would you consider your major achievements to date?
About the job
– What interests you about this job?
– What do you know about this organisation?
– What other options are you considering?
– How do you see your career developing – 5 years?
– If you were Head of Department, what would be your priorities?
General knowledge
– What do you think of the Government’s policy on college fees?
– What’s your opinion of the Ryanair bid for Aer Lingus?
7. Other Type of Questions
“What if” Questions
– No experience - how are you likely to respond to a
situation
Probing Questions
– How exactly did you deal with the situation?
– How did you know it worked?
– How did you feel about the outcome?
– Could you have handled it differently?
8. Competency-based
Interviews
Company identifies key skills required for job
Designs questions to elicit evidence of skills
Emphasis on past behaviour as predictor of success
Teamwork: Describe a team project you worked on. What problems
arose? How did you deal with them?
Communication Skills: Describe situation when you had to
persuade others to support your view. Give an example of any reports you’ve
written which illustrate your writing skills
Interpersonal skills: What kinds of people do you find it difficult to
work with? How do you handle those situations?
Taking Responsibility: Describe a time when you took responsibility
to achieve a challenging goal
Problem-solving:Tell about a time when you had several tasks to
manage at one time with conflicting deadlines.
9. Preparing for Competency Interview
Identify the competencies required for job
– Review job description or ask for information
Define each competency in behavioural terms
Identify past experience to illustrate how you
demonstrated that behaviour
Prepare examples for each competency
Practice talking about your experience
Try to give a complete answer - STAR
10. Responding to Competency Q
Q Give me an example of a problem you encountered.
How did you approach it. What was the outcome?
STAR response
– S: Describe the situation
– T: Explain the task/problem that arose
– A: What action did you take?
– R: What was the result or outcome?
– What did you learn from this experience?
11. Matching Skills to Requirements
Employer needs
Communication
Team work
Leadership
Initiative
Customer Care
IT
Commercial awareness
Your evidence
Presentation to class
Example from Coop
Class rep, Committee
Fundraising for charity
Working in Superquinn
Designed website
Business pages
12. Your Answers
Listen carefully, seek clarification
Illustrate answers with real examples and
evidence
Be positive – constructive criticism
Keep answers specific and succinct
Take time to respond
Be alert to interviewer’s body language
Speak clearly, smile and show enthusiasm
Know what you want to say, and find the
opportunity
13. Qualities Employers Seek
Good all-round intelligence
Enthusiasm, commitment and motivation
Good communication skills
Team work ability
Ability to solve problems
Capacity to work hard
Initiative and self-reliance
Balanced personality
14. Copmpetencies required by X Company
Adaptability
Integrity
Innovation
Teamwork
Initiative
Drive for Results
Know the Business
Open Exchange of Information
Makes Difficult Decisions
15. Your Questions
Training programmes
Career development opportunities
Types of projects & responsibilities
Reporting structure
Performance appraisal
Profile of staff
Questions about topics raised in interview
What happens next?
16. Interview Marking Sheet
Name Mark-max 100
Communication Skills Max 30
Problem Solving Max 20
Team Fit Max 20
Relevant Experience Max 20
Project Management Max 10
Total Marks
17. What creates a bad impression
Poor personal appearance
Negative attitude – evasive, using excuses
Lack of interest and enthusiasm
Lack of preparation
Poor knowledge of role
Failure to give concrete examples of skills
Over emphasis on money/rewards
Lack of career plan
18. After the Interview
Review own performance
what went well
what went badly
what you wished you had said
prepare for next stage
Invitation to second / final round interviews
assessment centre
psychometric testing
panel interview
Rejection letter / email
if you can request feedback - use it
19. Telephone Interviews
Prepare as thoroughly as for ‘real’ interview
Select comfortable, private, quiet place
Advise flatmates re answering phone
Have copy of CV and company information
Have pen and paper at hand
Prepare for usual interview questions
Practice on phone
– Record answers
– Try standing
– Smile and use gestures
– Avoid monotones
Be yourself
20. Other Types Of Interviews
Rotating
– Like one-to-one with different interviewers
Group
– 6-8 candidates
– Group observed while discussing topic
– Be aware of group interaction
Panel
– 2-5 interviewers, or as many as 13!!
– Try to identify different roles
– Respond to interviewer, include others through eye contact
– May involve presentation
21. Assessment Centres
Company premises or neutral venue
Includes social or informal events
Meeting with recent graduates or managers
Activities include:
– Group exercises
– Practical tasks and exercises
– Report writing
– Oral Presentations
– Psychometric assessments
– Interviews
Simulates real work environment
22. Psychometric Tests
Aptitude Tests - measure skills relevant to position
– Verbal comprehension - evaluate logic of text
– Numerical reasoning - interpret statistical data
– Diagrammatic reasoning - recognise patterns
– Watch timing – complete as many as possible
Personality Questionnaires
– Look at personality style
– No right or wrong answers
– Be spontaneous, don’t try to second-guess
– Tests include built-in checks
– Employers may be looking for different personality profiles
Practice using online tests on www.ul.ie/careers
23. Web Resources for Interviews
UL Careers website: www.ul.ie/careers
Gradireland website: www.gradireland.com
Careers4graduates: www.careers4graduates.org
Doctor Job: www.doctorjob.com (Virtual Interview)
Prospects: www.prospects.ac.uk
Realworld: www.realworldmagazine.com
Virtual Career Coach: www.windmillsprogramme.com
BBC: www.bbc.co.uk/radio1/onelife/work