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.
The document provides guidance on interviewing techniques and the negotiation process. It discusses handshakes, business etiquette, preparing for interviews, typical interview structures, questions to ask, following up, and tips for negotiating salary such as understanding the negotiation process, evaluating your worth, and providing positive responses to objections.
Job Application Process - The Funnel To Get You HiredCity of Edmonton
The document outlines the 6 main stages of the job application process: 1) New Application, 2) Resume Review, 3) Interview, 4) Reference Checks, 5) Verbal Offer, and 6) Hired. It provides information on what each stage entails and the status updates applicants can expect to see on their profile at each point in the process. Tips are also given, such as checking the application status, asking for interview feedback, and maintaining a list of references. The document encourages applicants to keep applying even if unsuccessful and introduces the various ways to stay connected with the employer on social media.
The document provides an overview of essential interview skills presented by Vinh Nguyen. It discusses preparing for interviews through researching the company and role, rehearsing answers, and dressing appropriately. It also covers types of interviews like behavioral and phone interviews. Body language, communication skills, dealing with nerves, and closing the interview are also summarized.
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 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.
Jobs are not given on the marks secured in examination. Success at any interview largely depends on your preparations, mental get up, attitude and practice.
This is an attempt to prepare you to face any job interview and come out with flying colors. 'How to Ace an Interview' is only an attempt to equip yourself and ace any difficult interview.
This document provides resume tips from recruiters in different industries. It offers advice such as listing relevant courses, software skills, and accomplishments for accounting and administrative roles. For engineers, it recommends including memberships, education, and details of project experience. And for IT jobs, it suggests clearly outlining technical skills and demonstrating the ability to work independently and as part of a team.
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.
The document provides guidance on interviewing techniques and the negotiation process. It discusses handshakes, business etiquette, preparing for interviews, typical interview structures, questions to ask, following up, and tips for negotiating salary such as understanding the negotiation process, evaluating your worth, and providing positive responses to objections.
Job Application Process - The Funnel To Get You HiredCity of Edmonton
The document outlines the 6 main stages of the job application process: 1) New Application, 2) Resume Review, 3) Interview, 4) Reference Checks, 5) Verbal Offer, and 6) Hired. It provides information on what each stage entails and the status updates applicants can expect to see on their profile at each point in the process. Tips are also given, such as checking the application status, asking for interview feedback, and maintaining a list of references. The document encourages applicants to keep applying even if unsuccessful and introduces the various ways to stay connected with the employer on social media.
The document provides an overview of essential interview skills presented by Vinh Nguyen. It discusses preparing for interviews through researching the company and role, rehearsing answers, and dressing appropriately. It also covers types of interviews like behavioral and phone interviews. Body language, communication skills, dealing with nerves, and closing the interview are also summarized.
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 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.
Jobs are not given on the marks secured in examination. Success at any interview largely depends on your preparations, mental get up, attitude and practice.
This is an attempt to prepare you to face any job interview and come out with flying colors. 'How to Ace an Interview' is only an attempt to equip yourself and ace any difficult interview.
This document provides resume tips from recruiters in different industries. It offers advice such as listing relevant courses, software skills, and accomplishments for accounting and administrative roles. For engineers, it recommends including memberships, education, and details of project experience. And for IT jobs, it suggests clearly outlining technical skills and demonstrating the ability to work independently and as part of a team.
The document provides tips for successful interviewing, including how to prepare, common questions asked, strategies for the interview, dress guidelines, how to participate in the interview through examples and eye contact, and following up with a thank you letter within 24 hours.
This document provides an overview of interview skills and job applications. It discusses what an interview is, preparing for interviews, and the interview experience. Preparation is key to success, including researching the organization and job, anticipating questions, and practicing. Successful interview strategies include making a good first impression through appearance and body language, knowing yourself and your experiences, knowing the company and job profile, and being prepared to answer common interview questions. Proper dress, preparation, listening, and addressing any doubts or queries are important for both the interviewer and interviewee.
Interview Skills/Preparation talks about how you can be more prepared for your next interview.
For more information about how we can help you apply for and prepare for interviews please call: 0121 707 0550 or e-mail: info@apprenticeshiprecruitment.co.uk
The document provides guidance on preparing for and conducting a job interview. It outlines key steps including researching the company and position, practicing responses to common questions, maintaining a professional appearance and body language during the interview, and following up after the interview. Key points emphasized are knowing yourself and the opportunity, having examples prepared that highlight relevant skills and experience, asking questions of the interviewer, and expressing interest in the position to close on a positive note.
This document provides advice and sample responses for common interview questions. It suggests keeping responses concise and focused on relevant skills and accomplishments. For the question "tell me about yourself", it recommends a 60-second biographical sketch highlighting interests, skills and accomplishments related to the position. Sample responses are provided for other common questions about goals, weaknesses, failures, reasons for success and why the interviewer should hire the candidate over others. The document stresses staying positive and relating responses back to the role and company.
The document provides tips for a five part interview process: 1) Prepare before the interview by researching the company and dressing professionally. 2) Greet the interviewer positively. 3) Maintain good posture and provide thorough, honest answers to questions. 4) Ask relevant questions and follow up appropriately. 5) Send a thank you note after and follow up respectfully about the hiring decision. Key advice includes arriving early, making eye contact, having questions prepared, and following up to show continued interest in the position.
This document summarizes the Staff Support Services program offered by the City of Edmonton which provides temporary clerical, labourer, and professional positions across various city departments. It offers a flexible work-life balance and is a way to gain diverse experience and strengthen skills to build your resume. The application process involves applying online, taking tests on typing speed, data entry, and MS Office proficiency which may lead to an interview. Past candidates commented that the program allowed them to become familiar with the City systems and software and provided additional experience.
The presentation is for helping candidates to prepare & clear the interviews. It can help fresh graduate candidates & students appearing for campus interviews.
The document provides tips for preparing for a job interview, including dealing with anxiety, researching the company, common types of interviews, questions to expect, appropriate attire, and follow up. It cautions against several applicant "bloopers" such as arriving sick, unprepared or under the influence. The key is to be prepared, professional and avoid oversharing personal details.
This document provides guidance on effective job hunting strategies, especially in challenging economic times. It emphasizes the importance of networking, developing contacts, and taking personal responsibility for one's job search over more passive methods. Key recommendations include actively participating in industry groups, volunteering, engaging contacts through questions, maintaining a contact database, and following up consistently.
The document provides an overview of interview preparation and best practices. It discusses researching the company, preparing answers for common question types like behavioral and strengths questions, proper interview attire and etiquette like arriving early and sending a thank you note. The key messages are to practice common interview questions, focus on fitting the job and company culture, maintain a confident yet relaxed demeanor, and reflect on the interview to improve for next time.
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 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.
This document outlines and defines different types of interviews:
Formal interviews involve questions to elicit specific facts, attitudes, and opinions. Informal interviews are more casual and relaxed. Job interviews evaluate potential employees. Performance reviews interview employees periodically to provide guidance. Counseling interviews provide support. Persuasive interviews aim to influence others. Termination and disciplinary interviews address employee dismissal or actions. Exit interviews survey departing employees. Conflict resolution interviews address workplace issues. Media interviews supply expertise for reporting.
This document discusses different types of interviews and provides tips for interview techniques. It outlines the various stages of an interview process: pre-game preparation like researching the company and common questions, during the interview such as maintaining good body language and asking questions, and after like following up. Some do's include being confident, respectful, and thanking the interviewers. Don'ts include fidgeting, being rude or impatient. The conclusion emphasizes positive thinking and relying on preparation and common sense to handle unexpected situations.
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.
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.
“Interview” refers to a one-on-one conversation between an
interviewer and an interviewee
Importance of Interview
Objectives of Interview
Features of Interview
Forms of Interview
TYPES OF INTERVIEW
HOW TO PREPARE FOR AN INTERVIEW ???
DURING THE INTERVIEW
AFTER THE INTERVIEW
INTERVIEW DO’S AND DONT’S
The document outlines 5 dos and 5 don'ts for workplace behavior. The dos include being on time, organized, patient, nice, and listening. The don'ts are talking badly about coworkers, sneaking around to play games or look at inappropriate content online, slacking off, looking up inappropriate things, and focusing on personal matters instead of work. The conclusion emphasizes that following ethical guidelines will help the author succeed in future jobs.
The document provides tips for conducting effective interviews. It recommends being well-prepared with clear objectives and research. Interviewers should ask brief, precise questions and listen carefully to answers before asking follow-up questions. They should avoid loaded, double, or overly broad questions and maintain control of the discussion. The goal is to get detailed responses from the interviewee and allow the audience to draw their own conclusions.
How Will Federal Grant Reform Impact the Grant Professional - DATA ActJo Miller, GPC, CSMS
US Federal Grant and Government reform is changing the way grant professionals and organizations seeking and securing federal funding are working. Jo shares the various federal laws and initiatives which are focused on increasing productivity and transparency while enabling a digital government to spur innovation and quality of services. Digital government is cutting, consolidating or saving money on programs that are inefficient, duplicative of simply no longer needed. These efforts are fueling change, collaboration and an 'App Economy'.
This document provides guidance for conducting effective candidate interviews, including common hiring criteria, frequently asked interview questions, behavior-based interview questions, questions employers should avoid, motivation-based interview questions, management and supervisory skill questions, and a candidate evaluation form. It emphasizes using legal and job-relevant questions to evaluate a candidate's qualifications and cultural fit.
The document provides tips for successful interviewing, including how to prepare, common questions asked, strategies for the interview, dress guidelines, how to participate in the interview through examples and eye contact, and following up with a thank you letter within 24 hours.
This document provides an overview of interview skills and job applications. It discusses what an interview is, preparing for interviews, and the interview experience. Preparation is key to success, including researching the organization and job, anticipating questions, and practicing. Successful interview strategies include making a good first impression through appearance and body language, knowing yourself and your experiences, knowing the company and job profile, and being prepared to answer common interview questions. Proper dress, preparation, listening, and addressing any doubts or queries are important for both the interviewer and interviewee.
Interview Skills/Preparation talks about how you can be more prepared for your next interview.
For more information about how we can help you apply for and prepare for interviews please call: 0121 707 0550 or e-mail: info@apprenticeshiprecruitment.co.uk
The document provides guidance on preparing for and conducting a job interview. It outlines key steps including researching the company and position, practicing responses to common questions, maintaining a professional appearance and body language during the interview, and following up after the interview. Key points emphasized are knowing yourself and the opportunity, having examples prepared that highlight relevant skills and experience, asking questions of the interviewer, and expressing interest in the position to close on a positive note.
This document provides advice and sample responses for common interview questions. It suggests keeping responses concise and focused on relevant skills and accomplishments. For the question "tell me about yourself", it recommends a 60-second biographical sketch highlighting interests, skills and accomplishments related to the position. Sample responses are provided for other common questions about goals, weaknesses, failures, reasons for success and why the interviewer should hire the candidate over others. The document stresses staying positive and relating responses back to the role and company.
The document provides tips for a five part interview process: 1) Prepare before the interview by researching the company and dressing professionally. 2) Greet the interviewer positively. 3) Maintain good posture and provide thorough, honest answers to questions. 4) Ask relevant questions and follow up appropriately. 5) Send a thank you note after and follow up respectfully about the hiring decision. Key advice includes arriving early, making eye contact, having questions prepared, and following up to show continued interest in the position.
This document summarizes the Staff Support Services program offered by the City of Edmonton which provides temporary clerical, labourer, and professional positions across various city departments. It offers a flexible work-life balance and is a way to gain diverse experience and strengthen skills to build your resume. The application process involves applying online, taking tests on typing speed, data entry, and MS Office proficiency which may lead to an interview. Past candidates commented that the program allowed them to become familiar with the City systems and software and provided additional experience.
The presentation is for helping candidates to prepare & clear the interviews. It can help fresh graduate candidates & students appearing for campus interviews.
The document provides tips for preparing for a job interview, including dealing with anxiety, researching the company, common types of interviews, questions to expect, appropriate attire, and follow up. It cautions against several applicant "bloopers" such as arriving sick, unprepared or under the influence. The key is to be prepared, professional and avoid oversharing personal details.
This document provides guidance on effective job hunting strategies, especially in challenging economic times. It emphasizes the importance of networking, developing contacts, and taking personal responsibility for one's job search over more passive methods. Key recommendations include actively participating in industry groups, volunteering, engaging contacts through questions, maintaining a contact database, and following up consistently.
The document provides an overview of interview preparation and best practices. It discusses researching the company, preparing answers for common question types like behavioral and strengths questions, proper interview attire and etiquette like arriving early and sending a thank you note. The key messages are to practice common interview questions, focus on fitting the job and company culture, maintain a confident yet relaxed demeanor, and reflect on the interview to improve for next time.
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 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.
This document outlines and defines different types of interviews:
Formal interviews involve questions to elicit specific facts, attitudes, and opinions. Informal interviews are more casual and relaxed. Job interviews evaluate potential employees. Performance reviews interview employees periodically to provide guidance. Counseling interviews provide support. Persuasive interviews aim to influence others. Termination and disciplinary interviews address employee dismissal or actions. Exit interviews survey departing employees. Conflict resolution interviews address workplace issues. Media interviews supply expertise for reporting.
This document discusses different types of interviews and provides tips for interview techniques. It outlines the various stages of an interview process: pre-game preparation like researching the company and common questions, during the interview such as maintaining good body language and asking questions, and after like following up. Some do's include being confident, respectful, and thanking the interviewers. Don'ts include fidgeting, being rude or impatient. The conclusion emphasizes positive thinking and relying on preparation and common sense to handle unexpected situations.
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.
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.
“Interview” refers to a one-on-one conversation between an
interviewer and an interviewee
Importance of Interview
Objectives of Interview
Features of Interview
Forms of Interview
TYPES OF INTERVIEW
HOW TO PREPARE FOR AN INTERVIEW ???
DURING THE INTERVIEW
AFTER THE INTERVIEW
INTERVIEW DO’S AND DONT’S
The document outlines 5 dos and 5 don'ts for workplace behavior. The dos include being on time, organized, patient, nice, and listening. The don'ts are talking badly about coworkers, sneaking around to play games or look at inappropriate content online, slacking off, looking up inappropriate things, and focusing on personal matters instead of work. The conclusion emphasizes that following ethical guidelines will help the author succeed in future jobs.
The document provides tips for conducting effective interviews. It recommends being well-prepared with clear objectives and research. Interviewers should ask brief, precise questions and listen carefully to answers before asking follow-up questions. They should avoid loaded, double, or overly broad questions and maintain control of the discussion. The goal is to get detailed responses from the interviewee and allow the audience to draw their own conclusions.
How Will Federal Grant Reform Impact the Grant Professional - DATA ActJo Miller, GPC, CSMS
US Federal Grant and Government reform is changing the way grant professionals and organizations seeking and securing federal funding are working. Jo shares the various federal laws and initiatives which are focused on increasing productivity and transparency while enabling a digital government to spur innovation and quality of services. Digital government is cutting, consolidating or saving money on programs that are inefficient, duplicative of simply no longer needed. These efforts are fueling change, collaboration and an 'App Economy'.
This document provides guidance for conducting effective candidate interviews, including common hiring criteria, frequently asked interview questions, behavior-based interview questions, questions employers should avoid, motivation-based interview questions, management and supervisory skill questions, and a candidate evaluation form. It emphasizes using legal and job-relevant questions to evaluate a candidate's qualifications and cultural fit.
Managing relationships with hiring managers is difficult. There's a baton of blame passed between hiring managers, recruiters and applicants as roles in the hiring funnel evolve. We become faced with this question: Who ultimately owns the hiring process and why has this changed?
In this white paper, learn what drives successful hiring through the eyes of hiring managers, recruiters and applicants. End the blame game with hiring managers and improve your recruitment process.
If you are a Hiring Manager then you are even more important than your CEO! The Most Comprehensive Step By Step Quick Guide for Hiring Managers for effective Recruitment.
This document outlines a presentation for grant management software. It discusses the problems nonprofits face using manual processes like spreadsheets for grants. It then covers the components of an end-to-end grant management solution including pre-award opportunities search, post-award competitive bidding, fund tracking, sub-recipient management, project tracking, and reporting. Recent legislation is driving demand for automated, compliant solutions to improve transparency.
Behavioral interviewing presentation - st gabriel in transition (2)Mauro Calcano
The document provides an overview of behavioral interviewing, which focuses on evaluating past behaviors and performance to predict future performance. It discusses how companies use behavioral interviewing to identify key competencies for roles. The rest of the document offers guidance on how to prepare for behavioral interviews, including developing examples of past performance to demonstrate competencies, researching the company, and practicing responses.
Training Slides of Behavioral Interview - Selecting Quality Employees for a Quality Organization, discussing the importance of Interview.
For further information regarding the course, please contact:
info@asia-masters.com
www.asia-masters.com
The document discusses how to select ideal employees through an effective interviewing and hiring process. It recommends creating job descriptions, interview scripts, and asking behavioral and situational questions to assess a candidate's skills, aptitude, attitude, and talents. The ideal candidate will have a combination of these qualities that fits the specific job requirements and will be a good team player. The document provides examples of effective question types and questions to ask during an interview.
The document provides guidance for conducting behavioral interviews at Citrix. It outlines the objectives of interviewing and selection training which includes learning how to use behavioral interviewing techniques. It describes key components of behavioral interviewing such as focusing questions on the essential job functions and using open-ended questions. Sample behavioral interview questions are provided addressing skills such as coping with stress, motivating others, and taking initiative. Guidance is given on preparing for an interview, including developing an interview plan and evaluating candidates based on the required technical and behavioral skills for the target position.
Because Great Interviewers Are Made - Not Born BizLibrary
Effective interviewer skills are critical for making accurate hiring decisions and are at the core of any selection process. However in many organizations, interviews are poorly conducted and interviewers do not possess the skills to accurately predict employee success. In this webinar, interviewing expert Dr. Patrick Hauenstein discusses common interviewer mistakes and the interviewer training required to correct or prevent them from occurring.
www.bizlibrary.com
This document provides information about Aon Hewitt Learning Center's certificate program in Behavioral Event Interviewing (BEI). The program helps participants master BEI skills and develop an understanding of how to integrate BEI into the selection and assessment process. The program details include course curriculum, modules on the BEI framework and practice, implementation and integration of BEI, benefits of the program, and profiles of some Aon Hewitt consultants who will teach parts of the program.
Values-Based Hiring - White Paper by Paul StockPaul Stock
This document discusses values-based hiring as a way to reduce "bad hires" and associated costs. It proposes that focusing on a candidate's values and culture fit is more important than skills and experience alone. A key part is using behavioral interview questions to evaluate how a candidate has handled past situations, as this indicates future performance. The employee contribution grid shows how candidates vary in skills, experience, aptitude, and culture fit. Hiring for aptitude and culture fit over just skills allows a company to gain valuable traits it needs. The document provides a framework for a values-based hiring process including clear job descriptions, screening for values in applications and interviews, and using a competency-based behavioral interview packet and evaluation matrix.
This document lists 100 interview questions for a CCNA certification covering topics like the OSI model, IP addressing, switching, routing protocols like OSPF and EIGRP, WAN technologies, network security concepts, and basic Cisco device configuration and troubleshooting. The questions assess knowledge of networking fundamentals including Ethernet, TCP/IP, VLANs, STP, routing, NAT, ACLs, firewalls, VPNs, and more.
Presentation on Behavioral InterviewingKate Moreland
This document provides an overview of behavioral interviewing techniques used by employers. It explains that behavioral interviewing assesses a candidate's past performance in similar situations as the best predictor of future performance. Candidates should prepare compelling stories from their own experiences that demonstrate how their skills match the employer's needs. The CALL method is recommended for structuring answers with the Circumstances, Actions, and Lasting Legacy of each experience. Sample behavioral interview questions target skills like decision making, leadership, motivation, communication, interpersonal skills, planning and organization. Candidates should review the job description, research the company, and develop detailed yet succinct stories from their past to demonstrate these skills through behavioral interviews.
Behavioral Event Interview Training for Islamic School ManagersMierza Miranti
This document discusses behavioral event interview (BEI) training for managers of Islamic schools. It explains that BEI involves asking candidates to describe past situations and experiences to predict future performance. The document recommends using the I-STAR approach for Islamic BEIs, which focuses on the basis of decisions in Islam. It provides guidance on creating a BEI template, practicing probing questions, conducting the interview, and evaluating candidates after the interview. The goal is to assess cultural fit and skills through discussion of real experiences rather than philosophical views.
The document provides an introduction to a guide containing 101+ effective interview questions to help hiring managers hire quality candidates faster. It discusses different types of interview questions, including behavioral, competency-based, and situational questions. The guide then provides sample questions organized by category, such as collaboration and teamwork, training and onboarding, creative thinking and problem solving, assessing cultural fit, management and leadership skills, and communication skills.
This document provides 20 common interview questions for experienced job seekers and career changers. It recommends practicing answering the questions and reviewing sample excellent responses on the Quintessential Careers website. The questions cover topics like career goals, what it takes to be successful, accomplishments, preferences for working with data or people, goal orientation, reasons to hire the candidate, future plans, handling pressure, training needs, reasons for interest in the company, preferred management styles, priorities, presentation experience, handling difficult customer situations, dealing with people who dislike them, suggestions for the organization, past contributions to employers, project management systems, handling failures to meet deadlines, and lessons learned.
This document provides summaries of different types of questions that may be asked in job interviews. It discusses background check questions, which are asked to verify a candidate's credentials and avoid hiring fraudulent professionals. It also covers stability at work, work ethic, personality, compatibility, communication skills, ego, salary negotiation, and tacit questions. Tacit questions refer to an interviewer's unspoken concerns that could lead to rejecting a candidate. The document aims to help candidates understand the purpose behind various interview questions.
BDPA Cincinnati brought three (3) experienced IT recruiters to the roundtable. They answered all of the questions you’ve always wanted to ask … but, were afraid to do. It was an outstanding opportunity for anyone, from college interns to entry-level IT professionals to experienced technicians, managers, or executives. The audience received the ‘inside scoop’ on what it takes to successfully land a job, promotion, or have a successful career in the IT industry.
Our panel included:
- Karen Cooper (owner, SmartIT)
- Karen Lipscomb (senior talent acquisition manager, L3-Communications)
- Linda Mullen (assistant VP, Fifth Third Bank)
Corporate America is rebounding from the Great Recession and unemployment continues to lag at levels that are much too high in the Black community and the Greater Cincinnati area. As such, we want to lift the curtain of secrecy about the recruitment process so that BDPA members and supporters have every advantage to advance their careers in the IT industry.
The document provides an outline for job interviews, including preparing before an interview by researching the employer and knowing your own strengths, participating in the interview by having answers prepared for common questions and asking your own questions, and following up after the interview with a thank you letter. It also discusses negotiating pay and offers sample questions and responses.
The document provides tips for successfully interviewing for internships. It defines internships and interviews, and discusses the differences between job and internship interviews. Employers are most interested in whether an applicant can do the job, will be happy, and will fit in. To succeed, applicants should research the company, have relevant experience, ask thoughtful questions, and be confident. Practice interviewing is key to building confidence and skills. Portfolios can showcase qualifications and set applicants apart. The overall message is that interviewing requires preparation and selling oneself as the best fit.
This document provides guidance on how to conduct effective interviews to make quality hiring decisions. It outlines how to clarify hiring needs, prepare interview questions focused on core competencies, conduct behavioral interviews to understand a candidate's drive, curiosity and ethics. Conducting thorough interviews can help identify top performers and avoid bad hires that negatively impact business. The document recommends being aware of personal biases and seeking contrary evidence to make informed, objective decisions. Effective interviewing is a learnable skill that involves preparation, consistent processes, and getting past first impressions to understand a candidate fully.
Asking the right questions during your interview is key to demonstrating your interest in the role and convincing the interviewer that you would do the job well.
These 15 questions will create a conversation during your interview and will give you a good chance of progressing to the next stage of the recruitment process.
Images: Thinkstock
The document provides an overview of job interviews from preparing for an interview to following up after. It discusses researching the employer and position, answering common interview questions with examples, asking your own questions, negotiating pay, and reasons one may not get the job. The main points covered are knowing your strengths and fit for the role, practicing popular questions like discussing accomplishments and weaknesses, maintaining professionalism throughout the interview, and following up with a thank you note after.
Common Interview Questions and possible answer hintsAmritansh Mishra
This document provides guidance on common interview questions and how to best prepare answers. It lists 40 frequently asked questions and provides advice on how to structure responses for each. The questions cover topics like work history, goals, strengths/weaknesses, and work style. The document emphasizes having specific, tailored examples ready to demonstrate fit for the role and company. It also recommends keeping answers concise while highlighting skills, drive and personality. Overall, the document aims to help candidates anticipate questions and craft compelling, well-rounded answers to make a strong positive impression.
Dex one interviewer training Accolo - June 11, 2011ndgrad
This document provides guidance on how to conduct effective interviews to make quality hiring decisions. It recommends preparing for interviews by clarifying needs, developing behavioral interview questions based on core competencies, and becoming aware of personal biases. During interviews, the document suggests focusing questions on driving attributes like curiosity, ethics, and motivation found in top performers. After interviews, it advises reviewing resumes consistently and walking through a candidate's history. The goal is to find the right person using a prepared, consistent process to make informed hiring decisions that limit the impact of bad hires and maximize the benefits of great hires.
This document provides sample questions and answers for common job interview questions. Some of the most common questions include:
1. Why are you applying for this job/position?
2. Can you talk me through your resume/background and qualifications?
3. Where do you see yourself five years from now?
The document provides example responses addressing the applicant's relevant skills, qualifications, experience, and fit for the company and position. It also includes sample answers for other common questions about strengths, weaknesses, achievements, motivations, coworkers, responsibilities and requirements.
I apologize, but I do not feel comfortable answering questions about disabilities or medical conditions. What matters most is whether I can perform the essential functions of this role. How about we discuss the job responsibilities and what skills and experience I can offer to help the company succeed?
How to conduct effective interviews May 2011Timothy Holden
Half day interactive open workshop in Toronto for individuals recently appointed or promoted into roles where they will be interviewing for the first time.
Medimix international interview questions and answersKateWinslet88
This document provides sample answers to common interview questions for the position of Medimix International, along with tips and materials to help prepare for an interview. Some key interview questions covered include describing one's career goals, reasons for wanting to work at Medimix, knowledge of the company, strengths, and asking questions of the interviewer. Additional resources provided include a list of interview question types, examples of questions, and tips on follow-up letters and preparing one's own questions. The document aims to equip job applicants with responses and guidance for navigating different parts of the Medimix International interview process.
To truly better understand potential hires, it’s essential to ask insightful questions during interviews that will help you peel back the layers of each candidate.
This document provides tips and examples for answering common interview questions using the STAR method. It discusses how to answer questions about telling about yourself, why you want the job/company, your strengths and weaknesses, and past failures. Sample answers are given for each question type that utilize specific experiences and follow the Situation, Task, Action, Result structure to provide full yet concise responses.
How to Answer Tough Interview QuestionsJune Parker
This document provides tips for preparing for job interviews and answering difficult questions. It recommends thoroughly researching the job and company, identifying your relevant skills and experiences, and being honest about any gaps. The key is to present examples from your past that demonstrate the competencies the employer is looking for. You should focus on the value you can provide rather than weaknesses. Having well-prepared success stories allows you to provide relevant examples in response to interview questions. Overall, the document stresses the importance of preparation to appear as the best fit for the role.
This document provides an interview preparation kit with information on researching companies, developing questions to ask during interviews, matching one's experience to job requirements, creating a success story, and tips for appearance and presence during an interview. The document includes sections on researching the company and decision makers, developing a SWOT analysis, questions to ask during the interview, using LinkedIn to research companies, highlighting one's experience compared to the job description, creating a success story with examples, common interview questions to practice, and tips for professional appearance during an interview.
Interview Research and Preparation communicate your brandLate.docxnormanibarber20063
Interview Research and Preparation: communicate your brand
Late assignments are not accepted
Introduction Once your brand is created, you need to communicate it in writing and verbally. An interview is a prime example of verbally communicating your brand to the employer you are following. In this assignment, compose responses to some popular first interview questions. The effort it takes to consider and formulate responses, and then compose them, pays off in our ability to articulate them clearly in a face-to-face interview.
Directions
1. Reflect upon and apply what you learned about researching a company in weeks two and three of class.
2. Drawing from the information you have researched through business databases, company websites, and other resources, you will compose informed, branded responses to the first round interview questions listed below. (Questions 1 through 11 replicate the questions you will respond to for the Mock Interview assignment).
3. Use the tips located under each question as you consider and compose your responses for the company and job vacancy you submitted the first week of class.
4. Once completed and proofread, you will submit the Microsoft Word document in the Blackboard Assignment Drop Box by Sunday, February 5, 11:59 p.m.
Ensure that you observe the Blackboard verification for submission. An assignment that you think was submitted, yet is not in the Grade Center, will not be considered. Take a screen shot of the verification message and save it to ensure there are no questions regarding the validity of the submission.
Interview Research and Preparation Questions (55 points—5 points for each response)
Compose written responses to the questions below as if you were interviewing for the position you selected for your Job Vacancy assignment. Each response will be given a value of 0 through 5 points (0-2=Needs Improvement, 3-4=Acceptable, 5=Excellent). Please be specific, not general! Use the Sample Submission on pages 3 through 6 as a guide.
1. Tell me about yourself.
· This introduces you to the employer and allows him or her to see the potential fit between brands.
· Consider your motivation for pursuing the company and how your brand aligns with its.
· Focus on the skills that you possess that you know are required.
· Remember to use “SEAT:”
· Skills
· Examples
· Achievements
· Tie it back to employer
2. What most interests you about working for this company?
· This question can go many ways emanating from personal desire to facts and financials. Prepare to respond in a manner that presents you as a knowledgeable, qualified, valued candidate.
· Access Carlson Library Business Databases including Business Insights Global and Business Source Complete
· What are the strengths or opportunities of the company?
· What do you like about the product or industry?
· What is appealing about the size of the company?
· What is appealing about the location of the company?
· Why this company and not one.
As the economy slowly improves, the battle for talent begins! Each spring and fall, countless employers show up at job fairs and have little or nothing to show for it. This article will give you tools and insights to make sure you get a good return on your investment of time and energy, whether you are a small business owner or a seasoned recruiter.
One of my primary duties these days is promoting workplace safety. Inspired by the upcoming St. Patrick's Day holiday, I wrote this article for our employees, as a way of encouraging them to be alert, aware and safe while on the job.
There are many ways to "break into" an organization, despite the efforts of Human Resources. This presentation explores multiple ways to get past HR and in front of the hiring manager.
This presentation is designed to help those in an active job search to make the most of their LinkedIn.com experience. I have personally used all of these techniques and it helped me to find a good job twice, including my current position as a HR Manager for a wonderful organization.
This presentation details a fresh approach towards a job search in today’s very competitive environment. There is an outstanding job out there for you and only one company is going to be lucky enough to benefit from your efforts. That said, they won’t find you unless you find creative ways to reach out to them. This presentation is full of ideas to get you focused, creative and going out on more interviews in less time.
The document discusses how job seekers should manage their online presence, as many employers now search for candidates online prior to interviews. It recommends that candidates search for themselves online to see what information is publicly available, consider removing or adjusting any unflattering content, and build their presence on social networks and professional sites to showcase their qualifications and expertise in a positive light. Candidates are advised that their online profiles now have a long-term impact that cannot be erased, so careful maintenance is important.
2. Critical Issues
Companies cannot afford to hire the wrong
people
Legal issues continue to grow
Need to set people up for success
Turn over is expensive
“Common sense is not always common practice” – Mark Twain
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3. Overview
Different types of interviews
Interview Questions
Legal issues
Candidate scoring
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4. Types of Interviews
Screening Interview
The purpose of this meeting is to quickly assess the skills and personality
traits of the potential candidates.
The objective ultimately is to “screen out” those applicants the interviewer
feels should not be hired due to lack of skills or bad first impressions.
The interviewer must also “screen in” those candidates she/he feels would
make a valuable contribution to the company.
Look for inconsistencies in the jobseeker's resume and challenging his/her
qualifications.
A screening interview is meant to weed out unqualified candidates.
One type of screening interview is the telephone interview.
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5. Types of Interviews
Telephone Interview
Telephone interviews are merely screening interviews meant to eliminate
poorly qualified candidates so that only a few are left for personal interviews.
These interviews help save time and money for both hiring managers and job
candidates.
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6. Types of Interviews
One-On-One Interview
In a one-on-one interview, it has been established that the jobseeker has the
skills and education necessary for the position.
You want to see if the jobseeker will fit in with the company, and how his/her
skills complement the rest of the department.
You want to determine how the candidate’s qualifications will benefit the
company.
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7. Types of Interviews
Panel or Team Interview
The jobseeker will have to face several members of the company who have a
say in whether he/she is hired.
The job seeker may be asked to demonstrate his/her problem-solving skills.
The panel will outline a situation and ask him/her to formulate a plan that deals
with the problem.
The interviewers are looking for how the jobseeker will apply his/her
knowledge and skills to a real-life situation.
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8. Types of Interviews
Informational Interview
Typically this is an interview set up at the jobseeker's request with a Human
Resources Manager or a departmental supervisor in the career field he/she is
interested in.
The purpose of this interview is to help the jobseeker find out more about a
particular career, position or company.
The “candidate” is seeking information from these people in hopes that they
might refer him/her to someone else in their company or to somebody they may
know outside their company who could use their skills.
The Informational Interview is a part of the “cold-calling” process whereby
jobseekers are generating their own job leads.
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9. Types of Questions
General Questions
Job Specific Questions
Behavioral Interviewing Questions
Illegal Questions
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10. General Questions
1. Tell me about yourself.
2. Why did you leave your last job?
3. What experience do you have in this field?
4. Do you consider yourself successful?
5. What do co-workers say about you?
6. What do you know about this organization?
7. What have you done to improve your knowledge in the last year?
8. Are you applying for other jobs?
9. Why do you want to work for this organization?
10. Do you know anyone who works for us?
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11. General Questions
11. What kind of salary do you need?
12. Are you a team player?
13. How long would you expect to work for us if hired?
14. Have you ever had to fire anyone? How did you feel about that?
15. What is your philosophy towards work?
16. If you had enough money to retire right now, would you?
17. Have you ever been asked to leave a position?
18. Explain how you would be an asset to this organization.
19. Why should we hire you?
20. Tell me about a suggestion you have made.
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12. General Questions
21. What irritates you about co-workers?
22. What is your greatest strength?
23. Tell me about your dream job.
24. Why do you think you would do well at this job?
25. What are you looking for in a job?
26. What kind of person would you refuse to work with?
27. What is more important to you: the money or the work?
28. What would your previous supervisor say your strongest point is?
29. Tell me about a problem you had with a supervisor
30. What has disappointed you about a job?
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13. General Questions
31. Tell me about your ability to work under pressure.
32. Do your skills match this job or another job more closely?
33. What motivates you to do your best on the job?
34. Are you willing to work overtime? Nights? Weekends?
35. How would you know you were successful on this job?
36. Would you be willing to relocate if required?
37. Are you willing to put the interests of the organization ahead of your own?
38. Describe your management style.
39. What have you learned from mistakes on the job?
40. Do you have any blind spots?
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14. General Questions
41. If you were hiring a person for this job, what would you look for?
42. Do you think you are overqualified for this position?
43. How do you propose to compensate for your lack of experience?
44. What qualities do you look for in a boss?
45. Tell me about a time when you helped resolve a dispute between others.
45. Tell me about a time when you helped resolve a dispute between others.
46. What position do you prefer on a team, working on a project?
47. Describe your work ethic.
48. What has been your biggest professional disappointment?
49. Tell me about the most fun you have had on the job.
50. Do you have any questions for me?
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15. Job Specific Questions
Do you have the knowledge sets, skill sets and personal attributes to
allow you to do the job?
1. What parts of your education do you see as relevant to this position?
2. What prompted you to study _______________?
3. Tell me about a time when you had to communicate information to a group of
people.
4. Tell me about a significant achievement in your life.
5. Tell me about a time where you had to work towards a deadline. Did you
meet it? If not, what would you do differently next time?
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16. Job Specific Questions
Do you have the knowledge sets, skill sets and personal attributes to
allow you to do the job?
6. Why do you want to work for us?
7. What do you know about our company/practice/business?
8. What are your short term/long term goals?
9. Where do you see yourself in five years time?
10. Describe a time where you set yourself a challenging goal? What
happened? What would you do differently?
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17. Job Specific Questions
Will the employee fit in?
11. Describe a time where you had to work with a group of people to achieve a
common goal?
12. Can you give me an example of working as part of a team. What was your
contribution to the team and what was the outcome of this exercise?
13. What would you do if ____________________________?
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18. Job Specific Questions
What makes this person the best applicant for this position? Why should
the employer take this person over other applicants?
14. Why do you think you are the best person for the job?
15. What are your strengths and weaknesses?
16. Can you give me five words that best describe you?
17. What skills and qualities can you bring to this position?
Is there anything you would like to ask us?
18. Is there anything else that you feel we should know about your ability to
perform the assigned duties and responsibilities of this position?
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19. Behavioral Interviewing Questions
Planning and Organization/Time Management:
1. How do you determine priorities in scheduling your time? Give examples.
2. Describe a time in school when you had many projects or assignments due
at the same time.
3. What steps did you take to get them all done?
4. Tell me about a time when you had too many things to do and you were
required to prioritize your tasks.
5. How do you prioritize projects and tasks when scheduling your time? Give
me some examples.
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20. Behavioral Interviewing Questions
Teamwork:
6. Tell me about a time you were able to successfully deal with another person
even when that individual may not have personally liked you (or vice versa).
7. Tell me about a recent situation in which you had to deal with a very upset
customer or co-worker.
8. Describe a situation where you have had to work as part of a team to
achieve a result. What was your role in this?
9. Describe a situation where others you were working with on a project
disagreed with your ideas. What did you do?
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21. Behavioral Interviewing Questions
Adaptability:
10. Tell me about a time when you had to adjust to a classmate’s or colleague’s
working style in order to complete a project or achieve your objectives.
Analytical Skills/Problem Solving
11. Tell me about a situation where you had to solve a difficult problem. What
did you do? What was your thought process? What was the outcome? What do
you wish you had done differently?
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22. Behavioral Interviewing Questions
Communication:
12. What is your typical way of dealing with conflict? Give me an example.
13. Give me an example of a time when you were able to successfully
communicate with another person even when that individual may not have
personally liked you (or vice versa). How did you handle the situation? What
obstacles or difficulties did you face? How did you deal with them?
Creativity:
14. Tell me about a time when you had to use your presentation skills to
influence someone's opinion.
15. Tell me about a problem that you’ve solved in a unique or unusual way.
What was the outcome? Were you happy or satisfied with it?
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23. Behavioral Interviewing Questions
Decision Making:
16. Tell me about a difficult decision you've made in the last year.
17. Describe a situation where you have had to overcome a problem or
obstacle in order to move forward with something. What did you do?
18. Tell me about a time when you had to make a decision without all the
information you needed. How did you handle it? Why? Were you happy with
the outcome?
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24. Behavioral Interviewing Questions
Integrity/Honesty:
19. Tell me about a time when you missed an obvious solution to a problem.
20. Tell me about a time when you were forced to make an unpopular decision.
21. Tell me about a time you had to fire a friend.
22. Describe a time when you set your sights too high (or too low).
23. Tell of the most difficult customer service experience that you have ever had
to handle-perhaps an angry or irate customer. Be specific and tell what you did
and what was the outcome.
24. Tell me about a time when you had to go above and beyond the call of duty
in order to get a job done.
25. Give a specific example of a policy you conformed to with which you did not
agree. Why?
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25. Behavioral Interviewing Questions
Leadership:
26. Give me an example of a time when you motivated others.
27. Tell me about a time when you delegated a project effectively.
28. What has been your experience in giving presentations to small or large
groups? What has been your most successful experience in speech making?
29. Tell me about a team project when you had to take the lead or take charge
of the project? What did you do? How did you do it? What was the result?
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26. Behavioral Interviewing Questions
Interpersonal Skills:
30. Give me an example of a time when you used your fact-finding skills to
solve a problem.
31. Give me a specific example of a time when you used good judgment and
logic in solving a problem.
32. Describe a situation in which you were able to use persuasion to
successfully convince someone to see things your way.
33. Give an example of when you had to work with someone who was difficult
to get along with. How/why was this person difficult? How did you handle it?
How did the relationship progress?
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27. Legal Issues
Keep questions focused on the job
Respect privacy rights
Don’t ask for irrelevant personal insights
Be mindful of appearances
Keep notes
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28. Good vs. Bad Interview Questions
Don’t ask… You can ask…
How old are you? Are you over the age of 18?
When is your birthday? Can you, after employment,
What year were you born? provide proof of age?
When did you graduate
college/high school?
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29. Good vs. Bad Interview Questions
Don’t ask… You can ask…
Are you married? Can you relocate?
Who do you live with? Do you have any restrictions
How many children? on your ability to travel?
Are you pregnant? Do you have responsibilities
Do you expect to have a
that will prevent you from
family? meeting specified work
schedules?
What are your childcare
Do you anticipate any
arrangements?
absences from work on a
regular basis?
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30. Good vs. Bad Interview Questions
Don’t ask… Instead ask…
How tall are you? Are you able to lift a 50-
How much do you weigh? pound weight and carry it
How often do you go to the
100 yards, as that is part of
gym? the job?
Are you on a diet?
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31. Good vs. Bad Interview Questions
Don’t ask… Instead ask…
Do you have any disabilities? Are you able to perform the
Have you had any recent essential functions of this job
illness or operations? with or without reasonable
Please complete this medical accommodations? (Legal if
questionnaire. the interviewer thoroughly
described the job.)
What was the date of your
Will you be able to carry out
last physical exam?
in a safe manner all job
How's your family's health? assignments necessary for
When did you lose your this position?
eyesight/ leg/ hearing/ etc.? Are you able to lift a 50-
pound weight and carry it 100
yards, as that is part of the
job?
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32. Good vs. Bad Interview Questions
Don’t ask… Instead ask…
Where were you/your Do you have any
parents born? language abilities that
What is your native would be helpful in doing
language? this job? (Legal if
What is your country of
language ability is directly
citizenship? relevant to job
performance.)
Are you a US citizen?
Are you authorized to
work in the United
States?
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33. Good vs. Bad Interview Questions
Don’t ask… Instead ask…
Have you ever been Have you ever been
arrested? convicted of ____
crime?
(Legal if the crime is
reasonably relevant to the
job; e.g. embezzlement
for a banking job, drug
crime if applying for a
pharmaceutical position,
crimes involving children
if working with kids, etc..)
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34. Good vs. Bad Interview Questions
Don’t ask… Instead ask…
What type of discharge In what branch of the
did you receive? Armed Forces did you
Did you ever kill serve?
anyone?
What type of training or
education did you
receive in the military?
Can you provide proof
of service?
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35. Good vs. Bad Interview Questions
Don’t ask… Instead ask…
What clubs or social Are there any
organizations do you professional
belong to? associations, trade
groups or other
Do you go to church? organizations that you
belong to that you
consider relevant to
this position?
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36. Good vs. Bad Interview Questions
Don’t ask… Instead ask…
Anything personal! Are you available for
All questions in this work on Saturday and
area are illegal! Sunday? (only if it is
necessary).
Orientation
Race
Religion
Affiliations
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37. Post Interview Scoring
The “Score Sheet” should be:
Used objectively
Used consistently
Maintained for at least 3 years
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38. Post Interview Scoring
1. How well was the candidate prepared? Did they
Very Very
show up on time, “dressed for success,” etc.?
Poor Adequate Strong
1 2 3 4 5
2. How well did the candidate answer the General Very Very
Questions? Poor Adequate Strong
1 2 3 4 5
3. How well did the candidate answer specific job Very Very
questions? Poor Adequate Strong
1 2 3 4 5
4. How well did the candidate answer the behavioral Very Very
questions? Poor Adequate Strong
1 2 3 4 5
Total Score: ______ 38
39. Conclusion
Good interviewing skills are:
Right for your business
Best kept legal
Will help reduce turn over
Will help you save money
Will help you make money
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