-understands career path and compensation
-has completed required training
Office:
-has capacity for new candidate
-can provide required support
Manager:
-is prepared with required documents
The career interview is the final step before
inviting a candidate to join the organization.
It is important to ensure the candidate is
fully prepared.
The career interview allows the manager to
assess the candidate's understanding,
commitment and fit for the role.
It is an opportunity to address any
outstanding questions and ensure mutual
understanding and agreement before
proceeding with an offer.
A well prepared candidate and manager will
have a productive career interview leading
to the
The document discusses HR management practices, including the purpose of HR functions, major HR functions, recruitment and selection processes, training and development, and performance management. Specifically, it covers topics such as job analysis, types of recruitment, interviewing best practices, training needs assessment, and training delivery methods. The overall purpose of HR according to the document is to hire, retain, and develop talents to achieve organizational goals.
The document provides an overview of interviewing skills for both interviewers and interviewees. It discusses how to effectively evaluate resumes, prepare interview questions, conduct interviews, and provide tips for interviewers before, during, and after the interview process. The goal is to structure interviews to allow candidates to demonstrate their qualifications for the position through open-ended questions and by making the interview more of a conversation.
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 job applicants on preparing for and excelling at interviews. It recommends tailoring resumes and cover letters to each job, researching the company and role thoroughly, and practicing answering common interview questions using the STAR technique. During the interview, applicants should ask thoughtful questions, focus on relevant experiences, and convey their motivations for the role in a positive light. Proper preparation, such as understanding company values and roles within the organization, can help applicants impress during the interview.
This document provides information from a career workshop workbook presented by Children's Restoration Network (CRN). It includes testimonials praising the resume building and interview preparation portions. The document then provides guidance on crafting resumes, covering employment history, addressing gaps, interviewing basics and questions. It also lists Georgia Department of Labor career center locations.
This document provides guidance on career development including resume writing, interview preparation, and interview techniques. It discusses conducting self-discovery, writing an effective resume with proper formatting and sections, preparing for different types of interviews through research, maintaining appropriate dress and behavior during interviews, and following up after interviews. The overall aim is to help job seekers successfully navigate the career shaping process.
The document provides information on job search skills like writing resumes, cover letters, and interviewing. It discusses focusing a resume on skills and achievements, using positive statements in cover letters, and preparing for different interview types by practicing situational questions and keeping calm under stress. Checklists are provided for evaluating interviews and networking strategies. The key aspects of an effective job search include understanding personality fit, researching target employers, assembling a support team, following up on applications, and consistently networking to find opportunities.
The document discusses HR management practices, including the purpose of HR functions, major HR functions, recruitment and selection processes, training and development, and performance management. Specifically, it covers topics such as job analysis, types of recruitment, interviewing best practices, training needs assessment, and training delivery methods. The overall purpose of HR according to the document is to hire, retain, and develop talents to achieve organizational goals.
The document provides an overview of interviewing skills for both interviewers and interviewees. It discusses how to effectively evaluate resumes, prepare interview questions, conduct interviews, and provide tips for interviewers before, during, and after the interview process. The goal is to structure interviews to allow candidates to demonstrate their qualifications for the position through open-ended questions and by making the interview more of a conversation.
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 job applicants on preparing for and excelling at interviews. It recommends tailoring resumes and cover letters to each job, researching the company and role thoroughly, and practicing answering common interview questions using the STAR technique. During the interview, applicants should ask thoughtful questions, focus on relevant experiences, and convey their motivations for the role in a positive light. Proper preparation, such as understanding company values and roles within the organization, can help applicants impress during the interview.
This document provides information from a career workshop workbook presented by Children's Restoration Network (CRN). It includes testimonials praising the resume building and interview preparation portions. The document then provides guidance on crafting resumes, covering employment history, addressing gaps, interviewing basics and questions. It also lists Georgia Department of Labor career center locations.
This document provides guidance on career development including resume writing, interview preparation, and interview techniques. It discusses conducting self-discovery, writing an effective resume with proper formatting and sections, preparing for different types of interviews through research, maintaining appropriate dress and behavior during interviews, and following up after interviews. The overall aim is to help job seekers successfully navigate the career shaping process.
The document provides information on job search skills like writing resumes, cover letters, and interviewing. It discusses focusing a resume on skills and achievements, using positive statements in cover letters, and preparing for different interview types by practicing situational questions and keeping calm under stress. Checklists are provided for evaluating interviews and networking strategies. The key aspects of an effective job search include understanding personality fit, researching target employers, assembling a support team, following up on applications, and consistently networking to find opportunities.
Just graduated?
Looking for internship/job?
Want to be called for interview?
Resume rejected?
Received another no call?
Cease your struggle with these scenarios now. ‘Write Resume Right’ is learning module exclusively designed for last year graduating students who are about to enter into job market. It encompasses tools and techniques for making your resume visible and eligible.
Module’s slides are for your perusal. Please accentuate if it’s helpful, critique if rectification is needed and acknowledge if you find it valuable.
Contact Details:
• Personal ID: hachangi@hotmail.com
• Official ID: hussain@plugforlife.com
• Facebook: facebook.com/hachangi
• Twitter: @hachangi
• Skype: hussain.changi1
• Linkagoal: linkagoal.com/hachangi
• Tumblr: hachangi.tumblr.com
• Slideshare: slideshare.net/hachangi
• Pinterest: pinterest.com/hachangi/
• Medium: medium.com/@hachangi
• About.Me: about.me/hachangi
• ExpertFile: expertfile.com/experts/hussain.changi
This document provides guidance on preparing for a job interview. It outlines important steps like researching the company and job, knowing your strengths and examples of how you meet the job requirements, and practicing answers to common interview questions. Different types of interview questions are described, including motivational questions about why you want the job, technical questions to test your skills, and competency questions about your experiences. Body language, arriving on time, and making a good first impression are also emphasized. Resources for additional preparation help like mock interviews are provided.
This document provides guidance on creating an effective CV for work experience in real estate. It outlines that a CV should demonstrate your suitability for the specific job or company and entice the employer to interview you. Key principles include keeping the CV to two pages, using a positive tone, tailoring it to each application, and ensuring good presentation with correct spelling and grammar. Sections to include are contact details, education history, relevant work experience with achievements, interests/skills, and references with permission. The document emphasizes researching the employer and position to highlight relevant skills and experiences.
This document provides an overview of interview techniques for both conducting and participating in interviews. It discusses different types of interviews such as situational, behavioral, and narrative interviews. It also outlines important techniques for organizations conducting interviews, such as focusing on personality, intelligence, or ethics. Additionally, it recommends techniques for candidates participating in interviews, such as arriving early, having good body language like eye contact, and reinforcing points with examples. The overall document aims to help both interviewers and interviewees have successful interviews.
The document summarizes an HR workshop discussing various aspects of the recruitment process. It includes sections on ice breakers, the recruitment process flow, job descriptions versus job profiles, candidate sourcing methods, CV screening, phone interviews, using an applicant tracking system, in-person interview techniques, assessment tools, making offers, and closing. The workshop provides guidance to HR professionals on building an effective end-to-end recruitment process.
This document outlines plans to revamp the senior recruiter career site at SNL Financial. It provides examples of content to include on different tabs of the new site, such as describing the company culture, benefits, candidate experience, and day-in-the-life sections. Draft text is included for some of these sections, covering topics like SNL's culture and values, the recruitment process, and profiles of various employees. The goal is to attract top talent by communicating SNL's performance-driven culture and opportunities for career growth.
This document discusses career planning and provides guidance on the process. It outlines the following key steps: 1) self-exploration to understand your interests, values, and skills; 2) researching career options through informational interviews, job shadowing, and exploring employment outlooks; 3) setting goals based on your self-assessment and research; and 4) taking action with a plan to achieve your goals through further education, networking, or a job search. Effective career planning helps individuals find fulfilling work, set priorities, and balance their personal and professional lives.
How to write a winning resume and cover letter: Stand out by telling your storyIdealist Careers
Get one step closer to your dream job by crafting a resume and cover letter that not only showcase your personality, but also tell the hiring manager why you'd be a great fit for the job. In this presentation, we offer step-by-step guidance on how to stand out by telling your story and offer examples of resumes and cover letters from successful job seekers.
This document provides an overview of interviewing and networking. For interviewing, it discusses preparation, different types of interviews, common questions, and tips for each stage of an interview. It also covers traditional, behavioral, and case interview questions. For networking, it defines networking as exchanging information and establishing professional contacts to form relationships with others in your field.
This document provides information and resources for career development and job searching, including resume writing, interview preparation, and using online professional networks. It discusses resume templates, cover letters, interview tips, thank you letters, online training resources through Kelly Learning Center, using the Kelly Career Network job board, and how to maximize your profile on LinkedIn for career opportunities. Contact information is provided for Jessica Curtis, a recruiter at Kelly Services who can provide additional support.
BWB - What do employers want and how do you spot talent?Phoebe Hookway
An evening with Emma Bayliss, Phoebe Hookway and Kate Clarke on the topic of spotting and retaining talent in the workplace. A presentation from specialist Recruitment Consultants.
The document provides guidance on preparing for and participating in job interviews, including researching the employer and position, practicing common interview questions, using examples from your experience, and reviewing your performance after the interview. It also describes different types of interviews like competency-based, group, panel, and assessment centers that may involve exercises, presentations, or psychometric tests. Resources for practicing interviews are recommended, as preparation, research, and demonstrating relevant skills and qualifications are emphasized as important for interview success.
Top 10 account management interview questions and answersWhitneyHouston012
This document provides a summary of useful materials for account management interviews, including types of common interview questions, examples, and tips. It lists several links to a website containing free eBooks and articles on interview preparation, including sample questions for different interview types (e.g. situational, behavioral), tips on answering common questions, how to follow up after an interview, and more. The resources are intended to help applicants effectively prepare for and succeed in account management interviews.
Vital Ingredients in Employee RecruitmentHL Lesbrown
There are pivotal tips to follow when putting together a team for excellent results. Not everyone can be part of an award winning team.
Reproduced here with permission from Gb Adolph Obasogie.
Integrating technology in teaching writing - Nile TESOL PWSIGMahmoud Mokhtar
This presentation is prepared for a training session at Nile TESOL PWSIG.
In the presentation, you will find tools and websites you can integrate into teaching writing.
The coronavirus pandemic has put 100 million jobs at risk in India alone. The numbers globally are not any better.
Its probably the most uncertain time in history, for employed people and job seekers.
However, companies will take time to rebuild their workforce. Firms will focus on hiring for unique and specific skills. Companies will want to be and stay lean.
Thus, with more people competing for the same position, screening and interviewing processes will change and tighten up.
And your Interviewing skills can make or break your opportunity.
Are you ready to stand out from the crowd?
Join us in this live webinar on 4th July 2020, 12 noon (45 mins). Dr. Debolina Dutta will bring together 28 years of HR experience to help you amp your interviewing skills and differentiate yourself in this crucial conversation.
She will cover:
1 What employers are looking for (more so now)
2 Typical interviewing styles
3 How do you prepare to differentiate yourself.
This webinar is meant for Students, faculty, young workers, and anybody seeking a job in these troubling times. We want to help young workers and students prepare for a new way of hiring and working in the new normal.
Good Managers Have the Following TalentsAhmed Banafa
Being a manager in any industry can be a fulfilling job, but it can also be a difficult one. You will need to create a good team atmosphere whilst achieving the bigger goals.
Bad managers cost businesses billions of dollars each year, and having too many of them can bring down a company. Businesses that get it right, and hire managers based on talent will thrive and gain a significant competitive advantage.
Use Proven Recruitment Methods to Hire and Retain Star Performers LandOpt
With the labor deficit being one of the major concerns in the green industry, it’s essential in being proactive to remain ahead of your competition. What can you do to ensure your recruitment funnel is always full? By creating and implementing a proven, streamlined process will assist in minimizing the time involved in the searching, interviewing, onboarding and training the right individual for the job. Join Mike Gaydos, PHR, LandOpt Director of HR, People and Performance, PHP, in this webinar to learn how to create an effective process from the job posting to onboarding, convey company culture, and most of all attract and retain quality candidates.
This document provides an overview of HR management practices including recruitment and selection. It discusses the purpose of HR functions in supporting organizational goals by hiring, retaining and developing talent. It then covers various HR processes like job analysis, recruitment methods, interview types, performance management and training. For recruitment, it explains developing job descriptions, attracting candidates, screening applications, interviewing and selecting candidates. For training, it outlines using the ADDIE model to analyze needs, design programs, develop materials, implement training and evaluate effectiveness. The presentation aims to help attendees learn how to recruit and develop top talent for an organization.
Just graduated?
Looking for internship/job?
Want to be called for interview?
Resume rejected?
Received another no call?
Cease your struggle with these scenarios now. ‘Write Resume Right’ is learning module exclusively designed for last year graduating students who are about to enter into job market. It encompasses tools and techniques for making your resume visible and eligible.
Module’s slides are for your perusal. Please accentuate if it’s helpful, critique if rectification is needed and acknowledge if you find it valuable.
Contact Details:
• Personal ID: hachangi@hotmail.com
• Official ID: hussain@plugforlife.com
• Facebook: facebook.com/hachangi
• Twitter: @hachangi
• Skype: hussain.changi1
• Linkagoal: linkagoal.com/hachangi
• Tumblr: hachangi.tumblr.com
• Slideshare: slideshare.net/hachangi
• Pinterest: pinterest.com/hachangi/
• Medium: medium.com/@hachangi
• About.Me: about.me/hachangi
• ExpertFile: expertfile.com/experts/hussain.changi
This document provides guidance on preparing for a job interview. It outlines important steps like researching the company and job, knowing your strengths and examples of how you meet the job requirements, and practicing answers to common interview questions. Different types of interview questions are described, including motivational questions about why you want the job, technical questions to test your skills, and competency questions about your experiences. Body language, arriving on time, and making a good first impression are also emphasized. Resources for additional preparation help like mock interviews are provided.
This document provides guidance on creating an effective CV for work experience in real estate. It outlines that a CV should demonstrate your suitability for the specific job or company and entice the employer to interview you. Key principles include keeping the CV to two pages, using a positive tone, tailoring it to each application, and ensuring good presentation with correct spelling and grammar. Sections to include are contact details, education history, relevant work experience with achievements, interests/skills, and references with permission. The document emphasizes researching the employer and position to highlight relevant skills and experiences.
This document provides an overview of interview techniques for both conducting and participating in interviews. It discusses different types of interviews such as situational, behavioral, and narrative interviews. It also outlines important techniques for organizations conducting interviews, such as focusing on personality, intelligence, or ethics. Additionally, it recommends techniques for candidates participating in interviews, such as arriving early, having good body language like eye contact, and reinforcing points with examples. The overall document aims to help both interviewers and interviewees have successful interviews.
The document summarizes an HR workshop discussing various aspects of the recruitment process. It includes sections on ice breakers, the recruitment process flow, job descriptions versus job profiles, candidate sourcing methods, CV screening, phone interviews, using an applicant tracking system, in-person interview techniques, assessment tools, making offers, and closing. The workshop provides guidance to HR professionals on building an effective end-to-end recruitment process.
This document outlines plans to revamp the senior recruiter career site at SNL Financial. It provides examples of content to include on different tabs of the new site, such as describing the company culture, benefits, candidate experience, and day-in-the-life sections. Draft text is included for some of these sections, covering topics like SNL's culture and values, the recruitment process, and profiles of various employees. The goal is to attract top talent by communicating SNL's performance-driven culture and opportunities for career growth.
This document discusses career planning and provides guidance on the process. It outlines the following key steps: 1) self-exploration to understand your interests, values, and skills; 2) researching career options through informational interviews, job shadowing, and exploring employment outlooks; 3) setting goals based on your self-assessment and research; and 4) taking action with a plan to achieve your goals through further education, networking, or a job search. Effective career planning helps individuals find fulfilling work, set priorities, and balance their personal and professional lives.
How to write a winning resume and cover letter: Stand out by telling your storyIdealist Careers
Get one step closer to your dream job by crafting a resume and cover letter that not only showcase your personality, but also tell the hiring manager why you'd be a great fit for the job. In this presentation, we offer step-by-step guidance on how to stand out by telling your story and offer examples of resumes and cover letters from successful job seekers.
This document provides an overview of interviewing and networking. For interviewing, it discusses preparation, different types of interviews, common questions, and tips for each stage of an interview. It also covers traditional, behavioral, and case interview questions. For networking, it defines networking as exchanging information and establishing professional contacts to form relationships with others in your field.
This document provides information and resources for career development and job searching, including resume writing, interview preparation, and using online professional networks. It discusses resume templates, cover letters, interview tips, thank you letters, online training resources through Kelly Learning Center, using the Kelly Career Network job board, and how to maximize your profile on LinkedIn for career opportunities. Contact information is provided for Jessica Curtis, a recruiter at Kelly Services who can provide additional support.
BWB - What do employers want and how do you spot talent?Phoebe Hookway
An evening with Emma Bayliss, Phoebe Hookway and Kate Clarke on the topic of spotting and retaining talent in the workplace. A presentation from specialist Recruitment Consultants.
The document provides guidance on preparing for and participating in job interviews, including researching the employer and position, practicing common interview questions, using examples from your experience, and reviewing your performance after the interview. It also describes different types of interviews like competency-based, group, panel, and assessment centers that may involve exercises, presentations, or psychometric tests. Resources for practicing interviews are recommended, as preparation, research, and demonstrating relevant skills and qualifications are emphasized as important for interview success.
Top 10 account management interview questions and answersWhitneyHouston012
This document provides a summary of useful materials for account management interviews, including types of common interview questions, examples, and tips. It lists several links to a website containing free eBooks and articles on interview preparation, including sample questions for different interview types (e.g. situational, behavioral), tips on answering common questions, how to follow up after an interview, and more. The resources are intended to help applicants effectively prepare for and succeed in account management interviews.
Vital Ingredients in Employee RecruitmentHL Lesbrown
There are pivotal tips to follow when putting together a team for excellent results. Not everyone can be part of an award winning team.
Reproduced here with permission from Gb Adolph Obasogie.
Integrating technology in teaching writing - Nile TESOL PWSIGMahmoud Mokhtar
This presentation is prepared for a training session at Nile TESOL PWSIG.
In the presentation, you will find tools and websites you can integrate into teaching writing.
The coronavirus pandemic has put 100 million jobs at risk in India alone. The numbers globally are not any better.
Its probably the most uncertain time in history, for employed people and job seekers.
However, companies will take time to rebuild their workforce. Firms will focus on hiring for unique and specific skills. Companies will want to be and stay lean.
Thus, with more people competing for the same position, screening and interviewing processes will change and tighten up.
And your Interviewing skills can make or break your opportunity.
Are you ready to stand out from the crowd?
Join us in this live webinar on 4th July 2020, 12 noon (45 mins). Dr. Debolina Dutta will bring together 28 years of HR experience to help you amp your interviewing skills and differentiate yourself in this crucial conversation.
She will cover:
1 What employers are looking for (more so now)
2 Typical interviewing styles
3 How do you prepare to differentiate yourself.
This webinar is meant for Students, faculty, young workers, and anybody seeking a job in these troubling times. We want to help young workers and students prepare for a new way of hiring and working in the new normal.
Good Managers Have the Following TalentsAhmed Banafa
Being a manager in any industry can be a fulfilling job, but it can also be a difficult one. You will need to create a good team atmosphere whilst achieving the bigger goals.
Bad managers cost businesses billions of dollars each year, and having too many of them can bring down a company. Businesses that get it right, and hire managers based on talent will thrive and gain a significant competitive advantage.
Use Proven Recruitment Methods to Hire and Retain Star Performers LandOpt
With the labor deficit being one of the major concerns in the green industry, it’s essential in being proactive to remain ahead of your competition. What can you do to ensure your recruitment funnel is always full? By creating and implementing a proven, streamlined process will assist in minimizing the time involved in the searching, interviewing, onboarding and training the right individual for the job. Join Mike Gaydos, PHR, LandOpt Director of HR, People and Performance, PHP, in this webinar to learn how to create an effective process from the job posting to onboarding, convey company culture, and most of all attract and retain quality candidates.
This document provides an overview of HR management practices including recruitment and selection. It discusses the purpose of HR functions in supporting organizational goals by hiring, retaining and developing talent. It then covers various HR processes like job analysis, recruitment methods, interview types, performance management and training. For recruitment, it explains developing job descriptions, attracting candidates, screening applications, interviewing and selecting candidates. For training, it outlines using the ADDIE model to analyze needs, design programs, develop materials, implement training and evaluate effectiveness. The presentation aims to help attendees learn how to recruit and develop top talent for an organization.
This document discusses the role and responsibilities of a sector specialist in helping qualified job seekers find employment opportunities. It outlines how sector specialists should source, qualify, and rank candidates based on their experience, skills, and employability. It also describes how specialists should prepare candidates, manage referrals to employers, and provide post-interview feedback to help candidates improve. The overall goal is to build a pool of highly qualified candidates and effectively match them to open jobs within a particular industry cluster.
This document discusses the role and responsibilities of a sector specialist in helping qualified job seekers find employment opportunities. It outlines how sector specialists should source, qualify, and rank candidates based on their experience, skills, and employability. It also describes how specialists should prepare candidates, manage referrals to employers, and provide post-interview feedback to help job seekers succeed. The overall goal is to build a pool of highly qualified candidates and place the best matches into open jobs quickly.
The document discusses the process of selection in organizations. It defines selection as choosing individuals with relevant qualifications to fill jobs. The key steps in selection include job analysis, recruitment, application forms, interviews, tests, and medical examinations. Effective selection requires clearly specifying job and candidate requirements, attracting qualified applicants, authority to select, standards for selection, sufficient applicants, and person-job and person-organization fit. The goal of selection is to choose the best candidate to successfully perform the job.
How to prepare for interviews to get the job you want. Online interview training course. How to answer interview questions. Building rapport with interviewers.
Learn how to interview your next hire like a pro! So you can hire the right talent in a quick and cost-effective way!
Watch the webinar here:
http://bit.ly/2hgURAI
The training covers:
- The importance of the job interview and why getting it right can save you time and money
- A clear structure and agenda for your interview in order to gather the most relevant information in a short time frame
- Strategic questions to ask during the interview which will allow you to make the best hiring decision
- A list of do’s and don’ts for the interviewer as well as the candidate
Train the Trainer is a course that is specially designed to help trainers improve their skills for training others. In this course, you will understand the various functions and techniques that you can use to maintain the interest of your students and to motivate them.
This document discusses how to hire employees that fit an organization's culture. It emphasizes understanding needs, sourcing candidates, selecting the right fit, and hiring effectively. The understand phase involves assessing needs before openings exist. Sourcing uses various methods like internal networks, job boards, and agencies to cast a wide net. Selection involves screening candidates as a team using consistent criteria. Hiring finalizes paperwork quickly and provides new employees support through mentors. The overall process aims to improve quality of hire by thoroughly understanding requirements at each stage.
This document discusses how to hire employees that fit an organization's culture. It emphasizes understanding needs, sourcing candidates, selecting the right candidates as a team, and hiring efficiently. The understand phase involves assessing needs before openings exist. The source phase involves casting a wide net through websites, referrals, agencies and more. The select phase recommends using systems to improve success, hiring as a team with clear roles, and conducting thorough checks. The hire phase focuses on onboarding efficiently within two weeks to create a good first impression. The document stresses that understanding needs, having options, and making the right choice drive quality hires.
This document provides an agenda and summaries for a management orientation school. It discusses re-testing candidates and introducing concepts like the journey of a successful manager. It covers the BOLD system for recruitment, development, and supervision. Key parts of the recruitment process are outlined, including the recruitment funnel and ideal candidate profile. Sources for names and characteristics of high-quality candidates are reviewed. The importance of nominators as a prospecting source is discussed and a sample script for approaching nominators by phone is provided.
This document provides an agenda and summaries for a management orientation school. It discusses re-testing candidates and introducing concepts like the journey of a successful manager. It covers the BOLD system for recruitment, development, and supervision. Key parts of the recruitment process are outlined, including the recruitment funnel and ideal candidate profile. Sources for names and characteristics of high-quality candidates are reviewed. The importance of nominators as a prospecting source is discussed and a sample script for approaching nominators by phone is provided.
UNIT 9: THE JOB APPLICATION PROCESS (Business Communication)Awais Javed
9.1. The written job presentation
9.1.1. Self-assessment
9.1.2. Market assessment
9.1.3. Resume (vita, qualification brief)
9.1.4. Cover letter to resume
9.2. The job application process – interviews and follow–up
9.2.1. Successful presentation for the job interview
9.2.2. Successful follow-up messages after the interview
9.2.3. Successful negotiating
HR for Student Activities | Recruitment and Selection Workshop Mohamed El-Baroudi
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.
10327 presentation NQF evel 2 presentation Call CentreNathan Moodley
This document outlines a contact centre operations learnership programme at NQF Level 4. It discusses conducting a needs analysis to identify development areas for personnel and selecting appropriate coaching techniques. Specific outcomes cover identifying development areas, selecting coaching methods, and coaching contact centre staff. Formative assessments include interview questionnaires to identify skills gaps, recommending coaching techniques for individuals, and conducting competency assessments to ensure targets are met. The document provides examples of applying the process to sample employees.
This document provides guidance on conducting effective interviews to evaluate candidates for roles at Craftsvilla. It outlines steps to design an interview process, prepare for interviews, conduct interviews without bias, probe candidates for past performance and future potential, ask follow-up questions, and wrap up interviews. The goal is to determine fit, allow candidates to evaluate the company, and make Craftsvilla a great recruitment experience through a structured, evidence-based interview process.
OI Global Partners - Lifocus - Career Coaching - Career CounselingOI Global Partners
OI Partners/Lifocus provides highly personalized career transition and outplacement services including one-on-one weekly meetings, dedicated advisors, and on-site resources. Their services focus on outcomes through individual attention and a multi-phase process addressing assessments, resume development, networking, interview preparation, and post-hire support. They guarantee success through a personalized approach that ensures better job placement results than competitors.
Workshop 2Interviewing Skills and PreparationPresent.docxdunnramage
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…….
The document provides information on recruitment processes for an organization. It defines recruitment as the process of searching for candidates and stimulating them to apply for jobs. It discusses the different types of recruitment needs as planned, anticipated, and unexpected. It outlines the benefits of outsourcing recruitment to consultants, including reduced costs and allowing HR to focus on strategic functions. The recruitment process is described as identifying vacancies, preparing job descriptions, shortlisting candidates, conducting interviews, and making hiring decisions. The steps in recruitment operations and the recruitment process are also detailed.
The document discusses the recruitment and selection process. It defines recruitment as searching for qualified candidates and hiring them. The key steps in recruitment are establishing job requirements, sourcing candidates, screening, interviewing, making offers, and onboarding. Selection is defined as differentiating between applicants to identify those most likely to succeed. The main steps in selection are preliminary screening, testing, interviews, reference checks, making a selection decision, medical exams, making an offer, and final selection. Maintaining an effective recruitment and selection process is important for finding qualified candidates and reducing costs from bad hires.
Job-related training that occurs during regular working hours is treated as such, but training outside normal hours or requiring overtime is compensated according to employment contracts. The organization pays for all training costs and expenses or reimburses employees.
ission India Consultancy is the best provider of job consultancy in Ahmedabad.(Gujarat) We work with clients across multiple industries like Healthcare, Engineering, Information Technology (IT), Sales and Marketing, Supply Chain Management, Accounting and Finance and Logistics, offering the best talent to our clients. Join us to receive plum employment opportunities!
We work with some of the best multinationals in the world and have partnered with the top companies within India. Therefore, we are intimidated of job openings before it goes public and we channel our top talents to our clients.
ission India Consultancy is the best provider of job consultancy in Ahmedabad.(Gujarat) We work with clients across multiple industries like Healthcare, Engineering, Information Technology (IT), Sales and Marketing, Supply Chain Management, Accounting and Finance and Logistics, offering the best talent to our clients. Join us to receive plum employment opportunities!
We work with some of the best multinationals in the world and have partnered with the top companies within India. Therefore, we are intimidated of job openings before it goes public and we channel our top talents to our clients.
ission India Consultancy is the best provider of job consultancy in Ahmedabad.(Gujarat) We work with clients across multiple industries like Healthcare, Engineering, Information Technology (IT), Sales and Marketing, Supply Chain Management, Accounting and Finance and Logistics, offering the best talent to our clients. Join us to receive plum employment opportunities!
We work with some of the best multinationals in the world and have partnered with the top companies within India. Therefore, we are intimidated of job openings before it goes public and we channel our top talents to our clients.
Mission India Consultancy www.missionindiaconsultancy.comDinesh Kumar Mishra
-understands career path & compensation
-has completed required training
Office:
-has capacity for new candidate
-can provide required support
Manager:
-is prepared with required documents
-has allotted sufficient time
Environment:
-is conducive for a career discussion
Self:
-is in a positive frame of mind
This ensures a smooth career interview
The career interview process:
1. Welcome the candidate
2. Discuss candidate's strengths
3. Explain expectations & commitments
4. Address any concerns candidate may have
5. Discuss & finalize next steps
6. Close on a positive note
This structured process helps achieve
mission India consultancy best job provider every sector every fieldDinesh Kumar Mishra
The document outlines the agenda for a management orientation school day. It includes:
1. A test on previous learning and discussions on understanding months worked and compensation.
2. A review of understanding man-months, the purpose of regular recruitment in building experience and meeting business goals.
3. Details on how regular, quality recruitment is key to increasing productivity and performance through higher agent man-months. Maintaining focus on recruitment, quality and retention is important.
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A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
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How to Build a Module in Odoo 17 Using the Scaffold MethodCeline George
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
How to Make a Field Mandatory in Odoo 17Celine George
In Odoo, making a field required can be done through both Python code and XML views. When you set the required attribute to True in Python code, it makes the field required across all views where it's used. Conversely, when you set the required attribute in XML views, it makes the field required only in the context of that particular view.
The simplified electron and muon model, Oscillating Spacetime: The Foundation...RitikBhardwaj56
Discover the Simplified Electron and Muon Model: A New Wave-Based Approach to Understanding Particles delves into a groundbreaking theory that presents electrons and muons as rotating soliton waves within oscillating spacetime. Geared towards students, researchers, and science buffs, this book breaks down complex ideas into simple explanations. It covers topics such as electron waves, temporal dynamics, and the implications of this model on particle physics. With clear illustrations and easy-to-follow explanations, readers will gain a new outlook on the universe's fundamental nature.
2. Today’s Agenda
• Test on the previous day’s learning
• Screening the candidate
• Utilizing career seminar and Evaluating ref
book
• Compensation interview
• Career interview and batch invitation
• Activity
5. Purpose, Process, Payoff
Purpose: To learn how conduct on effective
screening interview
Process: Use of a variety of proven methods
discussion, role play and screening
Payoff: Improved quality in the recruiting process
by eliminating unsuitable candidate that result in
a saving of time, effort, and money
7. Objective-
The screening interview has the following
objectives:
To get a general feel about the candidate’s fitness
for the role of an AA
Determine if the candidate possesses the right
competencies required for the job.
Create enough interest that if you call the career
seminar, they will come
8. The screening interview
While conducting a screening interview…
• The manager is faced with the challenge of
maintaining the candidate’s interested with a
presentation that is general in nature
• The manager is also challenged to keep presentation
fresh
• During the interview you will have to ‘push’ and ‘pull’
the candidate
what is meant by “push” and “pull” the
candidate ?
9. Screening interview
During the interview, you should attempt to discover…
• The candidate’s value and drivers, what motivates this
person?
(Hint: The thinks that have motivated them in the past
will also motive them now.)
• Is the candidate receptive/can be couched to feedback
and constructive points?
• Can the candidate handle adversity?
• Whether the candidate has been required to initiate
customer in prior jobs
11. Step 1: introduction phase
• Welcome the candidate and state purpose of
the interview
• Ask feeling-finding and fact-finding questions
and record the answers
• Find out the thread of discontent
• Ask the magic question to generate more
references
12. Introduce your purpose
“Thank you for coming in today…”
“As I mentioned on the phone, I wanted to meet you and
share with you some information about the opportunity we
have available here at mission India consultancy.”
“The purpose I’d like to use this meeting for is, first, to find
out a little bit more about you, you background and
interests, and then, secondly, provide you with a brief
summary of the career opportunity.”
“At that point we can determine if there is continuing
mutual interest, and discuss the next steps.”
“How does this sound?”
“The will take about an hour. Does that fit into your
schedule?”
13. Appreciative inquiry
• Essence lies in asking open ended generative
question
Create a positive and relaxed setting and helps in
rapport building
Understands prospective candidates better by
tracking their fundamental value and beliefs
Specifically discovers value like optimism,
integrity, ambition, perseverance
14. Build a Relationship
• Determine minimum level of qualifications
• Discuss career opportunity & assess
candidate’s interest and need
• Assess candidate's communication skill,
economic and social standing
15. Step 2: Ask the magic question
Objectives:
Gathering names of potential candidates known to the
candidate
Replenish your name bank
Have your pencil ready, and write down the traits given
Don’t look up. Holding your pen and keep looking at
screening from till the prospect speaks
16. Step 3: Competency based interview
• Objective
Determine competencies of prospective candidates
• Competency
Is a cluster of related knowledge, skill and attitudes
that affect a major part of one’s job.
Correlates with performance on the job
Can be measured against a well-accepted standard
Can be improve through learning methodologies
17. Prioritized competencies
What could be the competencies required for an agent?
Drive
Ethical/Honest
Entrepreneurial
Striving for Excellence
Confident/Poised
Persuasive
Initiative & persistence
Belief in job
Communication skills
18. Principles of CBI
While conducting CBI, keep in mind…
• CBI does not take statements on face value
• Specific example of when and how the
prospective candidate demonstrated a
particular behavior
• Based on the idea that post behavior is the
best predictor of future success
19. Step 4: Description of career
opportunity
Five areas to be covered:
Brief discussion of the industry
Benefits of being associated with
mission India consultancy (STAMPT)
General Benefits to the career
Strengths of general office
Expectation setting about selection
process
20. Discuss the career opportunity, mission India
consultancy history & selection process
“Now that you have told me about yourself let me take a few
minutes and tell you more about our industry, the company and
career.
Over the years we have come to understand that most people are
interested in finding out five basic things about a company before
deciding that they should pursue investigating the opportunity
further. The five things can be described as follow: People want to
know what business is all about ‘what will I have to do to earn
income? How will I be trained and does the training success? What
level of income will I earn now and in future? Do you offer benefits?
Is there an opportunity to advance?”
Continue.....
21. The company
Let’s talk about the company.
“Mission India consultancy has given the jobs more than 10,000
peoples ,since august,2015
Now let’s talk about the opportunity. This is a unique business
opportunity where you do not need to invest any money of your
own. This is an opportunity which gives you a control of your own
life. Here you are not only your own boss but at the same time, you
make a positive deference in other people’s life while make a good
living for yourself.
We will talk about how a person’s professional worth enhanced in
detail in our career seminar
Well_______ there are really six major factor to consider. Let’s take
a quick look at them for now and them for now and then we’ll
explore them in greater depth letter on.”
22. Six mission India consultancy
differentiators (STAMPT)
1. Our selection process
2. Our training program
3. The candidate’s contact
4. Management loyalties
5. The product
6. Our commitment to creating a high
technology environment
23. Step 5:reference check
• Ask for two names for reference checks
• The person referred should be someone
responsible, like a COI
• reference check may be done telephonically or
face to face
• Ask about the prospective candidate’s
communication skill, strengths, weaknesses &
probability of success
• Try and get more names during the reference
check
24. Step 6: administer NAT
• A basic numerical ability test with multiple
choice questions
• The test is conducted online
25. Step 7:Give brochure & complete
notes
• Give the candidate brochure and FHI CD as
take away (optional)
• Complete and file personal notes on the
candidate
• Send a thank you/ follow up letter to the
candidate and referral source
• Post results in your activity guide & MP 1-b
28. Purpose, Process, Payoff
Purpose: To better understand the numerical
ability test and its process
Process: Understand the process for
administrating the numerical ability test
Payoff: Enhanced knowledge and skill in using
the NAT during the screening interview phase
of the recruitment process
29. The numerical ability test (NAT)
• Administering numerical ability test (NAT) is
an important step in the recruitment process
• Appearing for online test is an essential part
for the selection process
• Online test result help access the numerical
ability of a candidate
30. NAT Process Flow
Candidate to appear for screening interview
Candidate to collect NAT password from SDE/NAT spoc upon clearing the screening
interview
Candidate to make entry in NAT register in GO while appearing for it
Candidate to appear for NAT independently
33. Check your understanding
Arrange the following steps in the right order
1. Spoc generating inquisitive id and password
2. Candidate cleared the initial screening
3. Spoc explaining the exam process to candidate
4. Candidate making entry into office NAT register
5. ADM logging the golden id to see their candidate’s
results
6. Candidate viewing the %scores on the computer
screen
7. Candidate submitting the online exam
34. Check your understanding-solution
1. Candidate cleared the initial screening
2. Candidate making entry into office NAT register
3. Spoc generating inquisitive id and password
4. Spoc explaining the exam process to candidate
5. Candidate submitting the online exam
6. Candidate viewing the %scores on the computer
screen
7. ADM logging the golden id to see their candidate’s
results
36. Purpose, Process, Payoff
Purpose: To understand the importance of
career seminar in the candidate recruitment
process
Process: By understanding, the role to be played
by the ADM before, during after the career
seminar
Payoff: Awareness of the actionable to ensure
the effectiveness of the step in the
recruitment process
37. Before the Career Seminar
• Complete the screening interview & NAT
• Explain the WHY of a career seminar
o Meet and interact with like minded people
o Provide insight into the kind of hand-
holding to expect from mission India
consultancy
o Answer all queries about the business
38. During the Career Seminar
• Be present in the office – sit along with the candidate
39. After the Career Seminar
Check the candidate’s comfort level by posing
simple feeling-questions
• How do you feel about the opportunity now?
• Are there concerns that are still unanswered?
Hand over the project 200
41. Purpose, Process, Payoff
Purpose: To better understand how to
administer and evaluate the project ref check
of a candidate
Process: understanding the process for
administrating the ref check and evaluate the
market potential of a candidate
Payoff: Enhanced knowledge and skill in using
the ref check as a tool to ensure quality
recruitment.
42. Food for thought
Average earners in each household…
1.40 earners
Average household income in a year…
Rs. 95827 in a year
Amount spend in a year…
Rs. 69065 in a year
Savings in a year…
Rs. 26762 in a year
43. Food for thought
Households that don’t have a single job.
• In Urban 38 millions
• In Rural 106.4 millions
Total 144.4 million households
44. Food for thought
who are these people?
• your friends
• Relative
• Referrals
And these are people who probably are not
aware about job.
46. The project ref check
A tool that can help streamline your approach
towards these people.
The project ref check
The project ref check consists of name of ref
check qualified prospects
47. Value of project ref check
• Prospect’s annual income: Rs 4 lakhs
• Total income of 200 prospect: 200*4=8cr. Pa.
• 8 cr* 10%= Rs. 80 lakhs(average% saving by
that job
• 10% of 80 lakhs= Rs. 8 lakhs (average% saving
in that job)
• Potential per prospect: Rs. 8,00,000/ 200=rs.
4000
48. Handover ref check to the candidate
At the end of the career seminar you should hand out the
P200 booklet to the candidate and show them how to feel it…
Talk point:
1. this is from in which you have to list the names and details
of 200 people.
2. Look amongst the people you currently know or have
been associated with in the past.
3. This is the best tool that will help you jump start your
career in the job
4. Focus on the mass affluent and mass affluent plus market
s witch means on an income group of Rs. 2-5 lacs and 6-10
lac respectively.
49. The project ref check format
Career orientation
Name
Age
Marital status
Gender
Dependence
Occupation/company/industry
Annual income
Locality/phone number
Recent change
How well know to you
Vehicle owned
51. Evaluation Technique
Use the following NOPP criteria to quality the names..
You have to check for four basic qualifiers:
• Need
• Opportunity
• Paying capacity
• physically fit
53. Evaluation of ref check
Age:
• 22-29: Mostly unmarried, low on income, low
on savings
• 30-40: married with young children, average
to high income
• 40-50: Married with grown-up children, high
income
• 50-60: married, independent children,
retirement oriented low on physical fitness
54. Evaluation of ref check
Occupation
Govt. service: Secured, budgeted expenses,
probity insured, average income
Service: Average to high income
Self employed: Risk taker, investment
orientation, average to high income
Professional: Social, high awareness, spare
income ,maybe more open & receptive
55. Evaluation of ref check
Category
Category A: People I know personally & are very
close to me, typically 40%
Category B: People I know through first
references, typically also 40%
Category C: People I know through multiple
reference & causal acquaintance, approx. 20%
of the P200
56. Evaluation of ref check
• Basic the result of a,b,c,d,e,f,g the P 200 is
categorized as per the following format.
ASSESSMENT OF P200
57. How to Evaluate ref check?
• Random check with prospect on background
of people mentioned in ref check
• Look for income and market patterns.
• Look for demographic patterns – is his market
insurable?
• Check for “N.O.P.P.”
59. Purpose, Process, Payoff
Purpose: To understand how to conduct the
compensation interview
Process: Understanding the process and demonstrating
the steps of the compensation interview
Payoff: Enhances knowledge and skill in using the
compensation interview to provide a prospect with
an insight about his/her role.
61. The Sales Process
Tell the prospective candidate that initially they will be calling on people they know and then they
will call on people they referred by others. “let me tell you what you tell a person when you call
him on the phone(demonstrate the appointment fixing talk) there will be couple of objections
before you get an appointment.”(demonstrate the objection handling script)
Stress on the fact- “you have to book 2 appointment every day.”
“when you meet the prospect face to face, take them through the agenda for the
meeting and the sales process presentation on tablet”
Conduct an need analysis to ascertain the family’s needs
Identify the life stage need sand and designing a solution
Tell the candidate that this followed by closing and asking for references.
Keep life partner plus illustration handy to show as an example
62. The Sales Process
“Now let me explain how much income except for this job”
Introduce currant candidate compensation and explain renewal commission stressing
on the fact that this career starts paying off from the 4th years on ward when your
renewal income starts accumulating.
Stress-”All this is possible if you book 2 appointment a day. Some appointment may
get cancelled. You will see 7 peoples a week and if you do what we tell you to do you,
will be able to book 2 cases a week”
Share the training program reimbursement & other bonuses
63. Candidate’s compensation
“Now let me explain how much income except for this job”
Introduce currant candidate compensation and explain renewal commission stressing
on the fact that this career starts paying off from the 4th years on ward when your
renewal income starts accumulating.
Stress-”All this is possible if you book 2 appointment a day. Some appointment may
get cancelled. You will see 7 peoples a week and if you do what we tell you to do you,
will be able to book 2 cases a week”
Share the training program reimbursement & other bonuses
65. Purpose, Process, Payoff
Purpose: to better understand the career interview
process
Process: to understand what an office head does the
career interview and manger actionable
Payoff: you will have a new candidate who is prepared
to do what is excepted to be successful
66. Preparation for the career interview
Before the interview an M ensure:
Candidate:
-processes required competencies
-meets requires candidate criteria
-understand and is convinced about the career opportunity
-understand work habits and culture at mission India
consultancy
Documentation
-the screening interview from is duly completed
-the P200 is evatuated
67. The career interview agenda
During the career interview the office head:
• Build the candidate’s confidence
• Aligns expectations
• Shares experience
70. Invitation To batch S
Before inviting to the batch
• Ensure the commitment letters are signed
• All doubts/questions are addressed
While inviting for batch …
• Make the candidate feel proud and special
• Celebrate it as important achievement and the first
step in the journey
• Hand out ref check assignments