Interviewing
•Download as PPT, PDF•
1 like•253 views
This document discusses different types of interviews and provides guidance on conducting successful interviews. It outlines the three key steps to successful interviewing: preparation, execution, and review. Preparation involves creating an interview schedule and guides. Execution is conducting the interviews. Review is writing up interview notes. Different types of interviews are also described such as panel, on-campus, and sequential interviews. Characteristics of a strong resume and common resume sections are also outlined.
Report
Share
Report
Share
Recommended
CL-PDF
The document provides guidance for completing the Competent Leadership manual through various club roles. It explains that members can complete certain roles at club meetings to fulfill the requirements for each of the 10 projects. For each project, members determine their current skills in an area like listening or feedback, identify best practices, and practice those skills by serving in roles like speech evaluator or toastmaster. Completing the manual meets two club goals and allows members to develop leadership competencies in areas such as planning, motivating others, and team building. Members should bring their manual to meetings, get roles evaluated, and track their progress on the checklist to finish the projects.
7 strategies for a successful student staff
The document outlines 7 strategies for a successful student staff: 1) Be a strong role model and explain decisions, 2) Maintain appropriate boundaries in sharing personal details, 3) Enforce clear expectations and document any failures to meet them, 4) Offer constructive feedback and set agendas in 1:1 meetings, 5) Remember informal interactions like stopping to talk, 6) Create effective staff meetings with agendas and facilitation, and 7) Develop a staff team identity with photos, accountability, and informal development activities beyond meetings. The strategies provide guidance for modeling behavior, setting boundaries, enforcing standards, giving feedback, interacting informally, running meetings, and building team cohesion.
Presentation
This document outlines competency indicators for employees including being informed about recent changes and pursuing continuous professional development, as well as negative indicators like being unaware of changes and unprepared. It describes expected competency as keeping updated on industry changes, communicating well, and attending training. Higher competency involves using research to enhance performance, seeking feedback, and anticipating learning needs. The document suggests measuring competency through recruitment assessments, interviews, reviews with observation, feedback and evidence of attendance.
Effective meeting skills by Dr Salma Kannani
This is one of a series of training and capacity building training we have received at the Federal Ministry of health in Sudan and were used with permission at the National Leaders' Development Program that was developed and delivered by the Arab Certificate Students' Association (ACSA) in collaboration with Ahfad University for Women between 2004-2006
How to ace your technical interview
The presentation from our Houston Meetup on September 25, where guests could learn interview tips, resume do's and don'ts, and how to ace your future technical interviews.
Business etiquette
This document summarizes a presentation on business etiquette. It provides tips for various stages of the job application process, including researching the company before an interview, proper resume formatting, dress codes for interviews, handshake etiquette, thank you notes, and follow up communication. Additional sections offer guidelines for workplace interactions, leadership strategies, and references on career advancement. The document aims to educate readers on professional conduct and norms for interviews, meetings, and career growth.
Workshop delivery
A brief high level overview of workshop delivery and 2 techniques that can be used 1 for process mapping and 1 for requirements gathering.
13 Expression Workshop
This document outlines the structure and content of an Expression Workshop class that focuses on developing presentation, discussion, and interview skills. The class meets weekly and each session focuses on one of the three skills areas. Students first do a book report presentation, then participate in a group discussion/debate, and conclude with an interview simulation. Instructor feedback is provided for each. The yearly plan repeats the rotation of skills each term. Class materials include student handouts, evaluation sheets, and weekly guides for each section.
Recommended
CL-PDF
The document provides guidance for completing the Competent Leadership manual through various club roles. It explains that members can complete certain roles at club meetings to fulfill the requirements for each of the 10 projects. For each project, members determine their current skills in an area like listening or feedback, identify best practices, and practice those skills by serving in roles like speech evaluator or toastmaster. Completing the manual meets two club goals and allows members to develop leadership competencies in areas such as planning, motivating others, and team building. Members should bring their manual to meetings, get roles evaluated, and track their progress on the checklist to finish the projects.
7 strategies for a successful student staff
The document outlines 7 strategies for a successful student staff: 1) Be a strong role model and explain decisions, 2) Maintain appropriate boundaries in sharing personal details, 3) Enforce clear expectations and document any failures to meet them, 4) Offer constructive feedback and set agendas in 1:1 meetings, 5) Remember informal interactions like stopping to talk, 6) Create effective staff meetings with agendas and facilitation, and 7) Develop a staff team identity with photos, accountability, and informal development activities beyond meetings. The strategies provide guidance for modeling behavior, setting boundaries, enforcing standards, giving feedback, interacting informally, running meetings, and building team cohesion.
Presentation
This document outlines competency indicators for employees including being informed about recent changes and pursuing continuous professional development, as well as negative indicators like being unaware of changes and unprepared. It describes expected competency as keeping updated on industry changes, communicating well, and attending training. Higher competency involves using research to enhance performance, seeking feedback, and anticipating learning needs. The document suggests measuring competency through recruitment assessments, interviews, reviews with observation, feedback and evidence of attendance.
Effective meeting skills by Dr Salma Kannani
This is one of a series of training and capacity building training we have received at the Federal Ministry of health in Sudan and were used with permission at the National Leaders' Development Program that was developed and delivered by the Arab Certificate Students' Association (ACSA) in collaboration with Ahfad University for Women between 2004-2006
How to ace your technical interview
The presentation from our Houston Meetup on September 25, where guests could learn interview tips, resume do's and don'ts, and how to ace your future technical interviews.
Business etiquette
This document summarizes a presentation on business etiquette. It provides tips for various stages of the job application process, including researching the company before an interview, proper resume formatting, dress codes for interviews, handshake etiquette, thank you notes, and follow up communication. Additional sections offer guidelines for workplace interactions, leadership strategies, and references on career advancement. The document aims to educate readers on professional conduct and norms for interviews, meetings, and career growth.
Workshop delivery
A brief high level overview of workshop delivery and 2 techniques that can be used 1 for process mapping and 1 for requirements gathering.
13 Expression Workshop
This document outlines the structure and content of an Expression Workshop class that focuses on developing presentation, discussion, and interview skills. The class meets weekly and each session focuses on one of the three skills areas. Students first do a book report presentation, then participate in a group discussion/debate, and conclude with an interview simulation. Instructor feedback is provided for each. The yearly plan repeats the rotation of skills each term. Class materials include student handouts, evaluation sheets, and weekly guides for each section.
Interviewing Tips
This document provides guidance on conducting effective interviews. It discusses preparing an interview schedule and guide to structure the interviews. The interview guide should include an introduction, body, and wrap-up section with open-ended, closed, and probe questions. When conducting interviews, building rapport is important while maintaining focus. Afterward, notes should be written to capture key findings, background, discussion points, and next steps. Adjusting approach based on the interviewee's personality and providing feedback on the process are also discussed.
HOW To Interview............ Follow it
This document provides guidance on conducting effective interviews. It discusses preparing for interviews by creating an interview schedule and guide to focus the discussion. The three key steps are preparation, execution, and review. During execution, building rapport, asking open and closed questions, probing for details, and paraphrasing are recommended techniques. Afterward, interviews should be reviewed by writing up notes summarizing key findings, background, discussion points, and next steps.
Interviewing
The document provides guidance on conducting effective interviews through preparation with an interview schedule and guide, execution of the interviews with open and closed questioning techniques, and review of interview notes; it discusses building rapport, focusing interviews, listening, questioning, and summarizing key findings from interviews.
Interviewing
The document provides guidance on conducting effective interviews. It discusses preparing for interviews by creating an interview schedule and guide. The schedule tracks who will be interviewed and when, while the guide structures the questions. It also covers best practices for executing interviews, such as building rapport, asking open and closed questions, and taking detailed notes. The review involves analyzing notes to identify key findings and gaps requiring follow up.
Chapter 19 applying interview style and
The document discusses the job interview process including typical stages of interviews such as screening, selection, and final stages. It also discusses common types of interviews like structured, unstructured, panel, group, behavioral, situational, and stress interviews. The document provides tips for preparing for an interview such as learning about the organization, thinking of questions, boosting confidence, presenting professionally, and following up after an interview.
System analysis and design
This document discusses various methods for collecting data during the system analysis stage of a project: interviews, questionnaires, observation, record searching, and document analysis. It provides details on planning and conducting interviews, designing questionnaires, performing structured observation, using record searching to obtain quantitative information, and analyzing documents to understand how information is organized in a system. The goal of collecting data is to understand the current system, identify problems and user needs, and gather facts to help develop solutions.
HR for Student Activities | Recruitment and Selection Workshop
The document provides an overview of a recruitment and selection workshop. It begins with introductions and expectations. The workshop will cover topics like recruitment strategies, selection tools, developing recruitment plans, and onboarding. It also gives background on HR history and the evolution of HR functions. Job analysis, interviews, employment branding, and developing recruitment and selection plans are discussed. Case studies are included. The document provides a thorough overview of the recruitment and selection process and related HR concepts to be covered in the workshop.
Collecting Research Data With Questionnaires And Interviews
Questionnaires and interviews are methods used to collect research data on phenomena that cannot be directly observed, such as opinions, values, and experiences. Both methods require similar steps in design, data collection, analysis, and interpretation. Questionnaires provide standardized answers from a sample but cannot probe responses, while interviews can probe but are more time-consuming and expensive. Careful planning is needed for both methods to train staff and develop well-designed questions and procedures.
Workshop 2Interviewing Skills and PreparationPresent.docx
Workshop 2
Interviewing Skills and
Preparation
Presentation by
Sarah-Louise
Weller
Date:
w/c 1 Oct 2018
Interviewing Skills
Workshop 2 – Skills and Preparation
Workshops 3 & 4 – Mock interviews
Objectives
1. Explain what are the aims of recruitment
2. Understand how an employer selects an
employee for a role
3. Identify the problems with selection interviews
4. Know how to plan and conduct an interview
5. Describe how to give and receive feedback
Aims of Recruitment
• To obtain a pool of suitable candidates for vacant
posts
• To use a fair process and be able to demonstrate
that the process was fair
• To ensure that all recruitment activities contribute to
the organisational goal and a desirable
organisational image
• To conduct recruitment activities in an efficient and
cost effective manner
(Foot and Hook 2011)
Recruitment Questions
• What is a “suitable candidate”?
• Who decides this?
• How is it decided?
• How do you achieve a fair recruitment
process?
Job Analysis
Assessing or defining the components of the
post:
• Nature of the work performed
• Associated responsibilities and
accountabilities
• Skills and knowledge required
• Working conditions
• Outputs or performance standards expected
(Wilton 2013)
Job Description
Job descriptions relate to the task to be undertaken:
• Job Title
• Location
• Responsible to
• Responsible for
• Main purpose of the job
• Responsibilities/duties
• Working conditions
• Other matters
• Any other duties
(Marchington and Wilkinson 2013)
Person Specification
Person specifications outline the attributes required
for the position, including:
• Knowledge
• Skills – IT, foreign language,
• Previous experience – in a similar role, company
• Qualifications
• Personal qualities – professionalism, creativity etc.
It represents the selection criteria
Example of a Person Specification
Receptionist
Competency Frameworks
• Competency frameworks focus on the behaviours
of job applicants that are required to undertake
the role
• Often generic to an organisation rather than
specific to a job
• Person based rather than job based
• People analysis rather than job analysis
• A competency framework is a structure that sets
out the competencies required by individuals
required by individuals working within the
organisation.
Competency Frameworks
Most commonly sought:
• Communication skills
• People management
• Team skills
• Customer service skills
• Results-orientation
• Problem solving
(CIPD 2014)
Exercise: what competencies are employers looking for?
Work with a partner:
1. Think of a sector you might consider in the future
for a job and/or placement.
2. Think about the kind of roles that might exist.
3. Now add in the attributes or competencies that
you would expect to be important in these jobs.
4. Consider how you would evidence that attribute
or competency
Your list might look a bit like this…….
ace treetop and a couple ghghhhhhhhhhhhhhh
This document provides an overview of assessment centers and advice for attending them. It begins by defining an assessment center as an alternative selection tool that allows employers to test candidates in various situations. It then discusses the typical components of an assessment center, which include interviews, psychometric testing, and exercises like group discussions, presentations, case studies, and in-tray exercises. These are designed to evaluate candidates on qualities important to employers such as leadership, problem-solving, communication, and teamwork. The document concludes by offering tips for preparing for and performing well at different parts of the assessment center process.
Interviewing
This document provides guidance on conducting effective interviews. It outlines types of interviews and the three step process of preparation, execution, and review. Preparation includes creating an interview schedule and guide to ensure interviews stay focused. The guide suggests structuring questions, building rapport, active listening, and follow up. Conduct should include introduction, body, and wrap up sections. Notes should be taken to inform review and identify next steps or gaps. Guidance is provided on adjusting approach based on interviewee and examples of best and poor practices are highlighted.
Interviewing
This document provides guidance on conducting effective interviews. It outlines types of interviews and the three step process of preparation, execution, and review. Preparation includes creating an interview schedule and guide to ensure interviews stay focused. The guide suggests structuring questions, building rapport, active listening, and follow up. Conduct should include introduction, body, and wrap up sections. Notes should be taken to inform review and identify next steps or gaps. Guidance is provided on adjusting approach based on interviewee and examples of best and poor practices are highlighted.
Are we fulfilling our promise
This document outlines a presentation on assessing and reporting training quality. It discusses:
1. Identifying the benefits of comprehensive training assessment, including learner accountability, organizational development, and demonstrating value.
2. Kirkpatrick's four levels of training evaluation - reaction, learning, behavior, and results - and how to assess each using both quantitative and qualitative metrics.
3. Holton's model of external factors that can influence training assessment.
4. Methods for assessment, including surveys, performance-based assessments, client contact, and focus groups to evaluate different levels.
5. Elements to include in a comprehensive training evaluation report, such as needs, objectives, recommendations, and references.
Conducting Effective Interviews
This presentation covers some of the strategies to conduct effect interviews be it a job interview or an appraisal discussion or a special assignment discussion. It explains various aspect involved for planning, preparation, analyzing and concluding interviews in effective manner.
muhammaddawoodbashir_16_8519_ME-022-Muhammad Dawood Bashir.pptx
This document provides guidance on how to conduct interviews for an organization. It discusses preparing for an interview, including defining job requirements and shortlisting candidates. There are different types of interviews such as telephone, video call, and in-person. The standard interview structure consists of an introduction, behavioral questions, technical questions, and wrap-up. Interviews are typically rated against competencies and a selection committee determines the best candidate. Follow-up interviews may involve a panel and allow candidates to learn more about the organization.
Guide to Interviewing
The document provides guidance on conducting effective interviews. It discusses preparing well in advance with an interview schedule and guide to ensure interviews stay focused. The three key steps are preparation, execution, and review. During execution, interviewers should listen actively, ask open and closed questions, and adjust their style based on the interviewee. After, they should write up structured interview notes for review and comparison. The goal is to gain rich information through well-structured guided dialogues.
Selection process in human resource management for MBA
This document discusses the importance of careful selection and provides guidance on developing and implementing a selection process. It outlines key considerations for developing valid tests, conducting effective interviews, and ensuring legal compliance. The document emphasizes analyzing jobs to determine requirements, selecting valid tests that measure relevant criteria, structuring interviews to obtain predictive information, and periodically revalidating the selection program. A variety of tests, interviews, background checks and other procedures are described to inform comprehensive selection.
Tools for data collection
This document discusses various tools for data collection, including questionnaires, interviews, and focus group discussions. Questionnaires allow collection of subjective and objective data from a large sample through a structured set of questions. Interviews can be structured, semi-structured, or in-depth and open-ended to collect qualitative information. Focus groups stimulate discussion around a topic among 8-10 participants led by a facilitator. Each tool has advantages like completeness of data but also disadvantages like bias or difficulty in analysis.
Preparing for an interview
This document provides guidance on preparing for a technical writing interview by analyzing the job description, creating a portfolio of work samples, and preparing for different types of interviews. It recommends analyzing the job description to match skills to the role, creating a variety of portfolio pieces to demonstrate abilities, and being ready to discuss technical writing experience, challenges, and learning new skills in phone screens, technical interviews, team interviews, and HR interviews. Proper follow-up after interviews is also emphasized.
Business research Questionnaire Design
Here are some potential sources of secondary data that could help analyze this business problem:
- Industry reports on the retail sector that provide market size, growth trends and future projections at the state and national level. This can help assess expansion opportunities.
- Demographic data from census providing population stats, income levels etc. of potential target cities which impact retail spending.
- Economic indicators like GDP, disposable income figures of different states. This helps compare market potential of states.
- Competitor analysis studying expansion strategies of other retail chains operating in similar segments.
- Feasibility studies or reports conducted previously for other retailers exploring new markets.
Collecting and analyzing such secondary data sources can help get an overview
Artificial Intelligence, Data and Competition – LIM – June 2024 OECD discussion
Artificial Intelligence, Data and Competition – LIM – June 2024 OECD discussionOECD Directorate for Financial and Enterprise Affairs
This presentation by Yong Lim, Professor of Economic Law at Seoul National University School of Law, was made during the discussion “Artificial Intelligence, Data and Competition” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/aicomp.
This presentation was uploaded with the author’s consent.
Disaster Management project for holidays homework and other uses
It talks about disaster management in a helful way.
More Related Content
Similar to Interviewing
Interviewing Tips
This document provides guidance on conducting effective interviews. It discusses preparing an interview schedule and guide to structure the interviews. The interview guide should include an introduction, body, and wrap-up section with open-ended, closed, and probe questions. When conducting interviews, building rapport is important while maintaining focus. Afterward, notes should be written to capture key findings, background, discussion points, and next steps. Adjusting approach based on the interviewee's personality and providing feedback on the process are also discussed.
HOW To Interview............ Follow it
This document provides guidance on conducting effective interviews. It discusses preparing for interviews by creating an interview schedule and guide to focus the discussion. The three key steps are preparation, execution, and review. During execution, building rapport, asking open and closed questions, probing for details, and paraphrasing are recommended techniques. Afterward, interviews should be reviewed by writing up notes summarizing key findings, background, discussion points, and next steps.
Interviewing
The document provides guidance on conducting effective interviews through preparation with an interview schedule and guide, execution of the interviews with open and closed questioning techniques, and review of interview notes; it discusses building rapport, focusing interviews, listening, questioning, and summarizing key findings from interviews.
Interviewing
The document provides guidance on conducting effective interviews. It discusses preparing for interviews by creating an interview schedule and guide. The schedule tracks who will be interviewed and when, while the guide structures the questions. It also covers best practices for executing interviews, such as building rapport, asking open and closed questions, and taking detailed notes. The review involves analyzing notes to identify key findings and gaps requiring follow up.
Chapter 19 applying interview style and
The document discusses the job interview process including typical stages of interviews such as screening, selection, and final stages. It also discusses common types of interviews like structured, unstructured, panel, group, behavioral, situational, and stress interviews. The document provides tips for preparing for an interview such as learning about the organization, thinking of questions, boosting confidence, presenting professionally, and following up after an interview.
System analysis and design
This document discusses various methods for collecting data during the system analysis stage of a project: interviews, questionnaires, observation, record searching, and document analysis. It provides details on planning and conducting interviews, designing questionnaires, performing structured observation, using record searching to obtain quantitative information, and analyzing documents to understand how information is organized in a system. The goal of collecting data is to understand the current system, identify problems and user needs, and gather facts to help develop solutions.
HR for Student Activities | Recruitment and Selection Workshop
The document provides an overview of a recruitment and selection workshop. It begins with introductions and expectations. The workshop will cover topics like recruitment strategies, selection tools, developing recruitment plans, and onboarding. It also gives background on HR history and the evolution of HR functions. Job analysis, interviews, employment branding, and developing recruitment and selection plans are discussed. Case studies are included. The document provides a thorough overview of the recruitment and selection process and related HR concepts to be covered in the workshop.
Collecting Research Data With Questionnaires And Interviews
Questionnaires and interviews are methods used to collect research data on phenomena that cannot be directly observed, such as opinions, values, and experiences. Both methods require similar steps in design, data collection, analysis, and interpretation. Questionnaires provide standardized answers from a sample but cannot probe responses, while interviews can probe but are more time-consuming and expensive. Careful planning is needed for both methods to train staff and develop well-designed questions and procedures.
Workshop 2Interviewing Skills and PreparationPresent.docx
Workshop 2
Interviewing Skills and
Preparation
Presentation by
Sarah-Louise
Weller
Date:
w/c 1 Oct 2018
Interviewing Skills
Workshop 2 – Skills and Preparation
Workshops 3 & 4 – Mock interviews
Objectives
1. Explain what are the aims of recruitment
2. Understand how an employer selects an
employee for a role
3. Identify the problems with selection interviews
4. Know how to plan and conduct an interview
5. Describe how to give and receive feedback
Aims of Recruitment
• To obtain a pool of suitable candidates for vacant
posts
• To use a fair process and be able to demonstrate
that the process was fair
• To ensure that all recruitment activities contribute to
the organisational goal and a desirable
organisational image
• To conduct recruitment activities in an efficient and
cost effective manner
(Foot and Hook 2011)
Recruitment Questions
• What is a “suitable candidate”?
• Who decides this?
• How is it decided?
• How do you achieve a fair recruitment
process?
Job Analysis
Assessing or defining the components of the
post:
• Nature of the work performed
• Associated responsibilities and
accountabilities
• Skills and knowledge required
• Working conditions
• Outputs or performance standards expected
(Wilton 2013)
Job Description
Job descriptions relate to the task to be undertaken:
• Job Title
• Location
• Responsible to
• Responsible for
• Main purpose of the job
• Responsibilities/duties
• Working conditions
• Other matters
• Any other duties
(Marchington and Wilkinson 2013)
Person Specification
Person specifications outline the attributes required
for the position, including:
• Knowledge
• Skills – IT, foreign language,
• Previous experience – in a similar role, company
• Qualifications
• Personal qualities – professionalism, creativity etc.
It represents the selection criteria
Example of a Person Specification
Receptionist
Competency Frameworks
• Competency frameworks focus on the behaviours
of job applicants that are required to undertake
the role
• Often generic to an organisation rather than
specific to a job
• Person based rather than job based
• People analysis rather than job analysis
• A competency framework is a structure that sets
out the competencies required by individuals
required by individuals working within the
organisation.
Competency Frameworks
Most commonly sought:
• Communication skills
• People management
• Team skills
• Customer service skills
• Results-orientation
• Problem solving
(CIPD 2014)
Exercise: what competencies are employers looking for?
Work with a partner:
1. Think of a sector you might consider in the future
for a job and/or placement.
2. Think about the kind of roles that might exist.
3. Now add in the attributes or competencies that
you would expect to be important in these jobs.
4. Consider how you would evidence that attribute
or competency
Your list might look a bit like this…….
ace treetop and a couple ghghhhhhhhhhhhhhh
This document provides an overview of assessment centers and advice for attending them. It begins by defining an assessment center as an alternative selection tool that allows employers to test candidates in various situations. It then discusses the typical components of an assessment center, which include interviews, psychometric testing, and exercises like group discussions, presentations, case studies, and in-tray exercises. These are designed to evaluate candidates on qualities important to employers such as leadership, problem-solving, communication, and teamwork. The document concludes by offering tips for preparing for and performing well at different parts of the assessment center process.
Interviewing
This document provides guidance on conducting effective interviews. It outlines types of interviews and the three step process of preparation, execution, and review. Preparation includes creating an interview schedule and guide to ensure interviews stay focused. The guide suggests structuring questions, building rapport, active listening, and follow up. Conduct should include introduction, body, and wrap up sections. Notes should be taken to inform review and identify next steps or gaps. Guidance is provided on adjusting approach based on interviewee and examples of best and poor practices are highlighted.
Interviewing
This document provides guidance on conducting effective interviews. It outlines types of interviews and the three step process of preparation, execution, and review. Preparation includes creating an interview schedule and guide to ensure interviews stay focused. The guide suggests structuring questions, building rapport, active listening, and follow up. Conduct should include introduction, body, and wrap up sections. Notes should be taken to inform review and identify next steps or gaps. Guidance is provided on adjusting approach based on interviewee and examples of best and poor practices are highlighted.
Are we fulfilling our promise
This document outlines a presentation on assessing and reporting training quality. It discusses:
1. Identifying the benefits of comprehensive training assessment, including learner accountability, organizational development, and demonstrating value.
2. Kirkpatrick's four levels of training evaluation - reaction, learning, behavior, and results - and how to assess each using both quantitative and qualitative metrics.
3. Holton's model of external factors that can influence training assessment.
4. Methods for assessment, including surveys, performance-based assessments, client contact, and focus groups to evaluate different levels.
5. Elements to include in a comprehensive training evaluation report, such as needs, objectives, recommendations, and references.
Conducting Effective Interviews
This presentation covers some of the strategies to conduct effect interviews be it a job interview or an appraisal discussion or a special assignment discussion. It explains various aspect involved for planning, preparation, analyzing and concluding interviews in effective manner.
muhammaddawoodbashir_16_8519_ME-022-Muhammad Dawood Bashir.pptx
This document provides guidance on how to conduct interviews for an organization. It discusses preparing for an interview, including defining job requirements and shortlisting candidates. There are different types of interviews such as telephone, video call, and in-person. The standard interview structure consists of an introduction, behavioral questions, technical questions, and wrap-up. Interviews are typically rated against competencies and a selection committee determines the best candidate. Follow-up interviews may involve a panel and allow candidates to learn more about the organization.
Guide to Interviewing
The document provides guidance on conducting effective interviews. It discusses preparing well in advance with an interview schedule and guide to ensure interviews stay focused. The three key steps are preparation, execution, and review. During execution, interviewers should listen actively, ask open and closed questions, and adjust their style based on the interviewee. After, they should write up structured interview notes for review and comparison. The goal is to gain rich information through well-structured guided dialogues.
Selection process in human resource management for MBA
This document discusses the importance of careful selection and provides guidance on developing and implementing a selection process. It outlines key considerations for developing valid tests, conducting effective interviews, and ensuring legal compliance. The document emphasizes analyzing jobs to determine requirements, selecting valid tests that measure relevant criteria, structuring interviews to obtain predictive information, and periodically revalidating the selection program. A variety of tests, interviews, background checks and other procedures are described to inform comprehensive selection.
Tools for data collection
This document discusses various tools for data collection, including questionnaires, interviews, and focus group discussions. Questionnaires allow collection of subjective and objective data from a large sample through a structured set of questions. Interviews can be structured, semi-structured, or in-depth and open-ended to collect qualitative information. Focus groups stimulate discussion around a topic among 8-10 participants led by a facilitator. Each tool has advantages like completeness of data but also disadvantages like bias or difficulty in analysis.
Preparing for an interview
This document provides guidance on preparing for a technical writing interview by analyzing the job description, creating a portfolio of work samples, and preparing for different types of interviews. It recommends analyzing the job description to match skills to the role, creating a variety of portfolio pieces to demonstrate abilities, and being ready to discuss technical writing experience, challenges, and learning new skills in phone screens, technical interviews, team interviews, and HR interviews. Proper follow-up after interviews is also emphasized.
Business research Questionnaire Design
Here are some potential sources of secondary data that could help analyze this business problem:
- Industry reports on the retail sector that provide market size, growth trends and future projections at the state and national level. This can help assess expansion opportunities.
- Demographic data from census providing population stats, income levels etc. of potential target cities which impact retail spending.
- Economic indicators like GDP, disposable income figures of different states. This helps compare market potential of states.
- Competitor analysis studying expansion strategies of other retail chains operating in similar segments.
- Feasibility studies or reports conducted previously for other retailers exploring new markets.
Collecting and analyzing such secondary data sources can help get an overview
Similar to Interviewing (20)
HR for Student Activities | Recruitment and Selection Workshop
HR for Student Activities | Recruitment and Selection Workshop
Collecting Research Data With Questionnaires And Interviews
Collecting Research Data With Questionnaires And Interviews
Workshop 2Interviewing Skills and PreparationPresent.docx
Workshop 2Interviewing Skills and PreparationPresent.docx
muhammaddawoodbashir_16_8519_ME-022-Muhammad Dawood Bashir.pptx
muhammaddawoodbashir_16_8519_ME-022-Muhammad Dawood Bashir.pptx
Selection process in human resource management for MBA
Selection process in human resource management for MBA
Recently uploaded
Artificial Intelligence, Data and Competition – LIM – June 2024 OECD discussion
Artificial Intelligence, Data and Competition – LIM – June 2024 OECD discussionOECD Directorate for Financial and Enterprise Affairs
This presentation by Yong Lim, Professor of Economic Law at Seoul National University School of Law, was made during the discussion “Artificial Intelligence, Data and Competition” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/aicomp.
This presentation was uploaded with the author’s consent.
Disaster Management project for holidays homework and other uses
It talks about disaster management in a helful way.
Artificial Intelligence, Data and Competition – OECD – June 2024 OECD discussion
Artificial Intelligence, Data and Competition – OECD – June 2024 OECD discussionOECD Directorate for Financial and Enterprise Affairs
This presentation by OECD, OECD Secretariat, was made during the discussion “Artificial Intelligence, Data and Competition” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/aicomp.
This presentation was uploaded with the author’s consent.
Pro-competitive Industrial Policy – LANE – June 2024 OECD discussion
Pro-competitive Industrial Policy – LANE – June 2024 OECD discussionOECD Directorate for Financial and Enterprise Affairs
This presentation by Nathaniel Lane, Associate Professor in Economics at Oxford University, was made during the discussion “Pro-competitive Industrial Policy” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/pcip.
This presentation was uploaded with the author’s consent.
The Intersection between Competition and Data Privacy – COLANGELO – June 2024...
The Intersection between Competition and Data Privacy – COLANGELO – June 2024...OECD Directorate for Financial and Enterprise Affairs
This presentation by Professor Giuseppe Colangelo, Jean Monnet Professor of European Innovation Policy, was made during the discussion “The Intersection between Competition and Data Privacy” held at the 143rd meeting of the OECD Competition Committee on 13 June 2024. More papers and presentations on the topic can be found at oe.cd/ibcdp.
This presentation was uploaded with the author’s consent.
原版制作贝德福特大学毕业证（bedfordhire毕业证）硕士文凭原版一模一样
原版一模一样【微信：741003700 】【贝德福特大学毕业证（bedfordhire毕业证）硕士文凭】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
Artificial Intelligence, Data and Competition – SCHREPEL – June 2024 OECD dis...
Artificial Intelligence, Data and Competition – SCHREPEL – June 2024 OECD dis...OECD Directorate for Financial and Enterprise Affairs
This presentation by Thibault Schrepel, Associate Professor of Law at Vrije Universiteit Amsterdam University, was made during the discussion “Artificial Intelligence, Data and Competition” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/aicomp.
This presentation was uploaded with the author’s consent.
Competition and Regulation in Professions and Occupations – ROBSON – June 202...
Competition and Regulation in Professions and Occupations – ROBSON – June 202...OECD Directorate for Financial and Enterprise Affairs
This presentation by Professor Alex Robson, Deputy Chair of Australia’s Productivity Commission, was made during the discussion “Competition and Regulation in Professions and Occupations” held at the 77th meeting of the OECD Working Party No. 2 on Competition and Regulation on 10 June 2024. More papers and presentations on the topic can be found at oe.cd/crps.
This presentation was uploaded with the author’s consent.Using-Presentation-Software-to-the-Fullf.pptx
Slides on 7 Commonly Used Presentation Softwares; thier usage and features.
Carrer goals.pptx and their importance in real life
Career goals serve as a roadmap for individuals, guiding them toward achieving long-term professional aspirations and personal fulfillment. Establishing clear career goals enables professionals to focus their efforts on developing specific skills, gaining relevant experience, and making strategic decisions that align with their desired career trajectory. By setting both short-term and long-term objectives, individuals can systematically track their progress, make necessary adjustments, and stay motivated. Short-term goals often include acquiring new qualifications, mastering particular competencies, or securing a specific role, while long-term goals might encompass reaching executive positions, becoming industry experts, or launching entrepreneurial ventures.
Moreover, having well-defined career goals fosters a sense of purpose and direction, enhancing job satisfaction and overall productivity. It encourages continuous learning and adaptation, as professionals remain attuned to industry trends and evolving job market demands. Career goals also facilitate better time management and resource allocation, as individuals prioritize tasks and opportunities that advance their professional growth. In addition, articulating career goals can aid in networking and mentorship, as it allows individuals to communicate their aspirations clearly to potential mentors, colleagues, and employers, thereby opening doors to valuable guidance and support. Ultimately, career goals are integral to personal and professional development, driving individuals toward sustained success and fulfillment in their chosen fields.
Pro-competitive Industrial Policy – OECD – June 2024 OECD discussion
Pro-competitive Industrial Policy – OECD – June 2024 OECD discussionOECD Directorate for Financial and Enterprise Affairs
This presentation by OECD, OECD Secretariat, was made during the discussion “Pro-competitive Industrial Policy” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/pcip.
This presentation was uploaded with the author’s consent.
Why Psychological Safety Matters for Software Teams - ACE 2024 - Ben Linders.pdf
Psychological safety in teams is important; team members must feel safe and able to communicate and collaborate effectively to deliver value. It’s also necessary to build long-lasting teams since things will happen and relationships will be strained.
But, how safe is a team? How can we determine if there are any factors that make the team unsafe or have an impact on the team’s culture?
In this mini-workshop, we’ll play games for psychological safety and team culture utilizing a deck of coaching cards, The Psychological Safety Cards. We will learn how to use gamification to gain a better understanding of what’s going on in teams. Individuals share what they have learned from working in teams, what has impacted the team’s safety and culture, and what has led to positive change.
Different game formats will be played in groups in parallel. Examples are an ice-breaker to get people talking about psychological safety, a constellation where people take positions about aspects of psychological safety in their team or organization, and collaborative card games where people work together to create an environment that fosters psychological safety.
ServiceNow CIS-ITSM Exam Dumps & Questions [2024]
• For a full set of 530+ questions. Go to
https://skillcertpro.com/product/servicenow-cis-itsm-exam-questions/
• SkillCertPro offers detailed explanations to each question which helps to understand the concepts better.
• It is recommended to score above 85% in SkillCertPro exams before attempting a real exam.
• SkillCertPro updates exam questions every 2 weeks.
• You will get life time access and life time free updates
• SkillCertPro assures 100% pass guarantee in first attempt.
怎么办理(lincoln学位证书)英国林肯大学毕业证文凭学位证书原版一模一样
原版定制【微信:bwp0011】《(lincoln学位证书)英国林肯大学毕业证文凭学位证书》【微信:bwp0011】成绩单 、雅思、外壳、留信学历认证永久存档查询，采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信bwp0011】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信bwp0011】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
Proposal: The Ark Project and The BEEP Inc
1.) Introduction
Our Movement is not new; it is the same as it was for Freedom, Justice, and Equality since we were labeled as slaves. However, this movement at its core must entail economics.
2.) Historical Context
This is the same movement because none of the previous movements, such as boycotts, were ever completed. For some, maybe, but for the most part, it’s just a place to keep your stable until you’re ready to assimilate them into your system. The rest of the crabs are left in the world’s worst parts, begging for scraps.
3.) Economic Empowerment
Our Movement aims to show that it is indeed possible for the less fortunate to establish their economic system. Everyone else – Caucasian, Asian, Mexican, Israeli, Jews, etc. – has their systems, and they all set up and usurp money from the less fortunate. So, the less fortunate buy from every one of them, yet none of them buy from the less fortunate. Moreover, the less fortunate really don’t have anything to sell.
4.) Collaboration with Organizations
Our Movement will demonstrate how organizations such as the National Association for the Advancement of Colored People, National Urban League, Black Lives Matter, and others can assist in creating a much more indestructible Black Wall Street.
5.) Vision for the Future
Our Movement will not settle for less than those who came before us and stopped before the rights were equal. The economy, jobs, healthcare, education, housing, incarceration – everything is unfair, and what isn’t is rigged for the less fortunate to fail, as evidenced in society.
6.) Call to Action
Our movement has started and implemented everything needed for the advancement of the economic system. There are positions for only those who understand the importance of this movement, as failure to address it will continue the degradation of the people deemed less fortunate.
No, this isn’t Noah’s Ark, nor am I a Prophet. I’m just a man who wrote a couple of books, created a magnificent website: http://www.thearkproject.llc, and who truly hopes to try and initiate a truly sustainable economic system for deprived people. We may not all have the same beliefs, but if our methods are tried, tested, and proven, we can come together and help others. My website: http://www.thearkproject.llc is very informative and considerably controversial. Please check it out, and if you are afraid, leave immediately; it’s no place for cowards. The last Prophet said: “Whoever among you sees an evil action, then let him change it with his hand [by taking action]; if he cannot, then with his tongue [by speaking out]; and if he cannot, then, with his heart – and that is the weakest of faith.” [Sahih Muslim] If we all, or even some of us, did this, there would be significant change. We are able to witness it on small and grand scales, for example, from climate control to business partnerships. I encourage, invite, and challenge you all to support me by visiting my website.
Artificial Intelligence, Data and Competition – ČORBA – June 2024 OECD discus...
Artificial Intelligence, Data and Competition – ČORBA – June 2024 OECD discus...OECD Directorate for Financial and Enterprise Affairs
This presentation by Juraj Čorba, Chair of OECD Working Party on Artificial Intelligence Governance (AIGO), was made during the discussion “Artificial Intelligence, Data and Competition” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/aicomp.
This presentation was uploaded with the author’s consent.
The Intersection between Competition and Data Privacy – CAPEL – June 2024 OEC...
The Intersection between Competition and Data Privacy – CAPEL – June 2024 OEC...OECD Directorate for Financial and Enterprise Affairs
This presentation by Tim Capel, Director of the UK Information Commissioner’s Office Legal Service, was made during the discussion “The Intersection between Competition and Data Privacy” held at the 143rd meeting of the OECD Competition Committee on 13 June 2024. More papers and presentations on the topic can be found at oe.cd/ibcdp.
This presentation was uploaded with the author’s consent.
The Intersection between Competition and Data Privacy – OECD – June 2024 OECD...
The Intersection between Competition and Data Privacy – OECD – June 2024 OECD...OECD Directorate for Financial and Enterprise Affairs
This presentation by OECD, OECD Secretariat, was made during the discussion “The Intersection between Competition and Data Privacy” held at the 143rd meeting of the OECD Competition Committee on 13 June 2024. More papers and presentations on the topic can be found at oe.cd/ibcdp.
This presentation was uploaded with the author’s consent.
Competition and Regulation in Professions and Occupations – OECD – June 2024 ...
Competition and Regulation in Professions and Occupations – OECD – June 2024 ...OECD Directorate for Financial and Enterprise Affairs
This presentation by OECD, OECD Secretariat, was made during the discussion “Competition and Regulation in Professions and Occupations” held at the 77th meeting of the OECD Working Party No. 2 on Competition and Regulation on 10 June 2024. More papers and presentations on the topic can be found at oe.cd/crps.
This presentation was uploaded with the author’s consent.
nationalismineurope-230420140400-1c53f60e.pptx
Iski peti Mein Humne nationalism ko ke bare mein bataya
Recently uploaded (20)
Artificial Intelligence, Data and Competition – LIM – June 2024 OECD discussion
Artificial Intelligence, Data and Competition – LIM – June 2024 OECD discussion
Disaster Management project for holidays homework and other uses
Disaster Management project for holidays homework and other uses
Artificial Intelligence, Data and Competition – OECD – June 2024 OECD discussion
Artificial Intelligence, Data and Competition – OECD – June 2024 OECD discussion
Pro-competitive Industrial Policy – LANE – June 2024 OECD discussion
Pro-competitive Industrial Policy – LANE – June 2024 OECD discussion
The Intersection between Competition and Data Privacy – COLANGELO – June 2024...
The Intersection between Competition and Data Privacy – COLANGELO – June 2024...
Artificial Intelligence, Data and Competition – SCHREPEL – June 2024 OECD dis...
Artificial Intelligence, Data and Competition – SCHREPEL – June 2024 OECD dis...
Competition and Regulation in Professions and Occupations – ROBSON – June 202...
Competition and Regulation in Professions and Occupations – ROBSON – June 202...
Carrer goals.pptx and their importance in real life
Carrer goals.pptx and their importance in real life
Pro-competitive Industrial Policy – OECD – June 2024 OECD discussion
Pro-competitive Industrial Policy – OECD – June 2024 OECD discussion
Why Psychological Safety Matters for Software Teams - ACE 2024 - Ben Linders.pdf
Why Psychological Safety Matters for Software Teams - ACE 2024 - Ben Linders.pdf
Artificial Intelligence, Data and Competition – ČORBA – June 2024 OECD discus...
Artificial Intelligence, Data and Competition – ČORBA – June 2024 OECD discus...
The Intersection between Competition and Data Privacy – CAPEL – June 2024 OEC...
The Intersection between Competition and Data Privacy – CAPEL – June 2024 OEC...
The Intersection between Competition and Data Privacy – OECD – June 2024 OECD...
The Intersection between Competition and Data Privacy – OECD – June 2024 OECD...
Competition and Regulation in Professions and Occupations – OECD – June 2024 ...
Competition and Regulation in Professions and Occupations – OECD – June 2024 ...
Interviewing
- 1. 1
- 2. Interviews 2 Some examples are: • Requirements gathering interviews • Post implementation review interviews • Job and team selection interviews • Performance review interviews • Exit interviews Interviews are in essence guided dialogues to gain information, made effective by using a well prepared interview guide.
- 3. Three steps in successful interviewing 3 Preparation: produce an interview schedule and interview guides. Execution: conduct the interviews Review: write up the interview notes
- 4. 4 Interview schedule Interview Interview guides Interview notes format Who you are going to interview, why, when and where? What questions are you going to ask? What results were obtained? • Information found • Decisions • Actions • Structure • Rapport • Listen • Probe • Clarify An interview guide should be created prior to all interviews to ensure the interviews are focused and efficient and enable comparison and summarisation. Steps in the interview process Preparation Execution Review
- 5. Types of interview. 5 Panel Interview Several Interviewers Eye contact with each person More eye contact with questioner Patience and calm
- 6. On-Campus Interview 6 • Usually only 30 minutes • Extra “face time” • Portfolio with resume and recommendations • Company Material
- 7. Sequential Interview 7 Two or more interviews Continuous assessment Tour may be included Lunch may be included
- 8. 8
- 9. Characteristics Of A Successful Resume 9 Focuses on skills. Uses action words to define the responsibilities of your job-related experience. Easy to read and understand. Visually powerful and free of gimmicks. One page, or at most 2 pages long.
- 10. 10 Must always be 100% truthful. Contains no inappropriate personal information. Produced on a computer. Data presented in chronological order (unless functional).
- 11. What Information Should Be In A Resume? 11 Identify Yourself Education Continuing Education Work or Professional Experience Volunteer Experience Activities Computer Skills Professional Associations Optional Sections Objective Special Skills and Abilities Reference Statement
- 12. 12
Editor's Notes
- Notes: _________________________________________________________ _________________________________________________________ _________________________________________________________ _________________________________________________________ _________________________________________________________ _________________________________________________________ _________________________________________________________ _________________________________________________________ _________________________________________________________ _________________________________________________________ _________________________________________________________ _________________________________________________________
- Notes: