The document discusses the recruitment and hiring process. It outlines the objectives of understanding recruitment policies, the interview process, and legal and illegal interview questions. It also discusses defining job requirements, qualification standards, assessing candidates, and selecting and interviewing applicants. The key aspects are to ensure equal opportunity, avoid illegal questions, provide a realistic job preview, and ask only job-related questions.
Small Business Owners Guide to InterviewingJim Cox
Small Business Owners Guide to interviewing job applicants, Analyzing a resume, Understanding body language, rules to follow, Illegal questions, questions to avoid, measuring motivation, Measuring Persuasive Ability, Measuring Attitude and Ethics, Measuring Initiative, best questions to ask.
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.
Other types of job interviews:
1. Behavioral Interviews: Behavioral based interviewing is interviewing based on discovering how the interviewee acted in specific employment-related situations. Example: Behavioral Interview and STAR (Situation, Task, Action, Result) interview
2. Case Interviews: Case interviews are used most often in management consulting and investment banking interviews and require interviewees to demonstrate their analytical ability and problem-solving skills.
3. Competency Based Interviews: Competency based interviews require interviewees to give specific examples of times in which they demonstrated particular skills or attitudes. Here's information on how they work, how to prepare, as well as sample questions.
4. Phone Interviews: While interviewer actively job searching, it's important to be prepared for a phone interview on a moment's notice. Here's how to prepare for a telephone interview.
5. Second Interviews: Interviewee passed the first interview with flying colors and interviewee just got a call to schedule a second interview. Here are suggestions on how to use interviewer second job interview to help secure an offer.
6. Structured Interview: A structured interview is a standardized method of comparing job candidates. A structured interview format is typically used when an employer wants to assess and compare candidates impartially. If the position requires specific skills and experience, the employer will draft interview questions focusing exactly on the abilities the company is seeking.
7. Unstructured Job Interview: An unstructured interview is a job interview in which questions may be changed based on the interviewee's responses. While the interviewer may have a few set questions prepared in advance, the direction of the interview is rather casual, and questions flow is based on the direction of the conversation. Unstructured interviews are often seen as less intimidating than formal interviews. However, because each interviewee is asked different questions, this method is not always reliable.
8. Tele Conference Interview: Tips and suggestions for successfully interviewing via video.
9. Stress Interview: It is conducted to evaluate the behavior of the candidate under stressful conditions. How does a can¬didate react to stress? Whether they remain quiet and calm or becomes stressed, can be judged by creating different stressful conditions around, and the case with which they get out of it indicates their stress-handling capacity in future.
10. Panel Interview: A selection committee appointed for interviewing candidates is called a panel. It generally consists of three or more members who collectively perform the task of selection. The final decision is taken with the consent of all panel members.
Most people learn to interview by watching others or constant practicing. Learning the basic concepts and practicing is. Before scheduling interviews, you should make sure you are prepared.
Small Business Owners Guide to InterviewingJim Cox
Small Business Owners Guide to interviewing job applicants, Analyzing a resume, Understanding body language, rules to follow, Illegal questions, questions to avoid, measuring motivation, Measuring Persuasive Ability, Measuring Attitude and Ethics, Measuring Initiative, best questions to ask.
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.
Other types of job interviews:
1. Behavioral Interviews: Behavioral based interviewing is interviewing based on discovering how the interviewee acted in specific employment-related situations. Example: Behavioral Interview and STAR (Situation, Task, Action, Result) interview
2. Case Interviews: Case interviews are used most often in management consulting and investment banking interviews and require interviewees to demonstrate their analytical ability and problem-solving skills.
3. Competency Based Interviews: Competency based interviews require interviewees to give specific examples of times in which they demonstrated particular skills or attitudes. Here's information on how they work, how to prepare, as well as sample questions.
4. Phone Interviews: While interviewer actively job searching, it's important to be prepared for a phone interview on a moment's notice. Here's how to prepare for a telephone interview.
5. Second Interviews: Interviewee passed the first interview with flying colors and interviewee just got a call to schedule a second interview. Here are suggestions on how to use interviewer second job interview to help secure an offer.
6. Structured Interview: A structured interview is a standardized method of comparing job candidates. A structured interview format is typically used when an employer wants to assess and compare candidates impartially. If the position requires specific skills and experience, the employer will draft interview questions focusing exactly on the abilities the company is seeking.
7. Unstructured Job Interview: An unstructured interview is a job interview in which questions may be changed based on the interviewee's responses. While the interviewer may have a few set questions prepared in advance, the direction of the interview is rather casual, and questions flow is based on the direction of the conversation. Unstructured interviews are often seen as less intimidating than formal interviews. However, because each interviewee is asked different questions, this method is not always reliable.
8. Tele Conference Interview: Tips and suggestions for successfully interviewing via video.
9. Stress Interview: It is conducted to evaluate the behavior of the candidate under stressful conditions. How does a can¬didate react to stress? Whether they remain quiet and calm or becomes stressed, can be judged by creating different stressful conditions around, and the case with which they get out of it indicates their stress-handling capacity in future.
10. Panel Interview: A selection committee appointed for interviewing candidates is called a panel. It generally consists of three or more members who collectively perform the task of selection. The final decision is taken with the consent of all panel members.
Most people learn to interview by watching others or constant practicing. Learning the basic concepts and practicing is. Before scheduling interviews, you should make sure you are prepared.
Inside the interview: A Job Seeker's Guide to Understanding the Interviewer's...Robyn Melhuish
This guide reveals the various styles and techniques used by hiring managers during the interview and what it is they’re looking for when they ask the tough questions.
Problems faced by both the interviewer and the interviewee during an intervie...Azas Shahrier
This report was prepared to identify the core problems faced by both the interviewer and the interviewee during an interview session and how to resolve it.
Good interviewing is a skill that requires practice and doing it badly can have disastrous results. Over the years I've gathered best practices from people who know a lot more than I do and aggregated them into this brief tutorial. Enjoy!
This standalone presentation was originally created in INTE 6710 at the University of Colorado Denver. It has since been modified to better fit the needs and culture of my organization.
This Presentation will help the Job Seekers with the Complete Interview Process, It gives a detail Idea about the Process and help in building the Confidence.
What affects interview
• Overconfidence!
• Biases
- First impressions
- Stereotypes
- Like me/I like you
- Halo/horns
• Poor planning for interview (lack of knowledge of role and/or criteria)
• Poor decision making
• Lack of interviewing skills (questioning, listening, note taking, evaluating)
Interviewing PowerPoint PPT Content Modern SampleAndrew Schwartz
140 slides include: why to interview, what to look for, tools to effectively interview, when to use open and closed questions, 4 types of interviews, observable and unobservable components in interviews, legal questions, how to avoid bias, the halo effect, utilizing contrary evidence, what to do after the interview, 22 steps to a successful power interview, how to's and more.
Arth Technology, Vadodara, India has organized workshop on How to Crack Interview. Workshop Covers from Resume Building, How to Write Letter, How to Apply, Prepare Naukri.com Profile, Face Interview and more...
Human Resource Management - Different Interview TechniquesIsham Rashik
Different types of interview techniques that are commonly used by the interviewers, errors that are caused by the interviewers and how to make the interview successful are discussed.
Final Year Projects, Final Year Projects in Chennai, Software Projects, Embedded Projects, Microcontrollers Projects, DSP Projects, VLSI Projects, Matlab Projects, Java Projects, .NET Projects, IEEE Projects, IEEE 2009 Projects, IEEE 2009 Projects, Software, IEEE 2009 Projects, Embedded, Software IEEE 2009 Projects, Embedded IEEE 2009 Projects, Final Year Project Titles, Final Year Project Reports, Final Year Project Review, Robotics Projects, Mechanical Projects, Electrical Projects, Power Electronics Projects, Power System Projects, Model Projects, Java Projects, J2EE Projects, Engineering Projects, Student Projects, Engineering College Projects, MCA Projects, BE Projects, BTech Projects, ME Projects, MTech Projects, Wireless Networks Projects, Network Security Projects, Networking Projects, final year projects, ieee projects, student projects, college projects, ieee projects in chennai, java projects, software ieee projects, embedded ieee projects, "ieee2009projects", "final year projects", "ieee projects", "Engineering Projects", "Final Year Projects in Chennai", "Final year Projects at Chennai"
The Allen School's 5 Part Medical & Nursing Assistant Interview ProcessAllen School
How do you prepare for an interview? Do more than just a few minutes of research before you walk in the door. Prep with Allen School's 5 part guide to interview preparedness. Use our Common Interview Questions to practice, and make note of the Reasons Why People Aren't Hired!
Inside the interview: A Job Seeker's Guide to Understanding the Interviewer's...Robyn Melhuish
This guide reveals the various styles and techniques used by hiring managers during the interview and what it is they’re looking for when they ask the tough questions.
Problems faced by both the interviewer and the interviewee during an intervie...Azas Shahrier
This report was prepared to identify the core problems faced by both the interviewer and the interviewee during an interview session and how to resolve it.
Good interviewing is a skill that requires practice and doing it badly can have disastrous results. Over the years I've gathered best practices from people who know a lot more than I do and aggregated them into this brief tutorial. Enjoy!
This standalone presentation was originally created in INTE 6710 at the University of Colorado Denver. It has since been modified to better fit the needs and culture of my organization.
This Presentation will help the Job Seekers with the Complete Interview Process, It gives a detail Idea about the Process and help in building the Confidence.
What affects interview
• Overconfidence!
• Biases
- First impressions
- Stereotypes
- Like me/I like you
- Halo/horns
• Poor planning for interview (lack of knowledge of role and/or criteria)
• Poor decision making
• Lack of interviewing skills (questioning, listening, note taking, evaluating)
Interviewing PowerPoint PPT Content Modern SampleAndrew Schwartz
140 slides include: why to interview, what to look for, tools to effectively interview, when to use open and closed questions, 4 types of interviews, observable and unobservable components in interviews, legal questions, how to avoid bias, the halo effect, utilizing contrary evidence, what to do after the interview, 22 steps to a successful power interview, how to's and more.
Arth Technology, Vadodara, India has organized workshop on How to Crack Interview. Workshop Covers from Resume Building, How to Write Letter, How to Apply, Prepare Naukri.com Profile, Face Interview and more...
Human Resource Management - Different Interview TechniquesIsham Rashik
Different types of interview techniques that are commonly used by the interviewers, errors that are caused by the interviewers and how to make the interview successful are discussed.
Final Year Projects, Final Year Projects in Chennai, Software Projects, Embedded Projects, Microcontrollers Projects, DSP Projects, VLSI Projects, Matlab Projects, Java Projects, .NET Projects, IEEE Projects, IEEE 2009 Projects, IEEE 2009 Projects, Software, IEEE 2009 Projects, Embedded, Software IEEE 2009 Projects, Embedded IEEE 2009 Projects, Final Year Project Titles, Final Year Project Reports, Final Year Project Review, Robotics Projects, Mechanical Projects, Electrical Projects, Power Electronics Projects, Power System Projects, Model Projects, Java Projects, J2EE Projects, Engineering Projects, Student Projects, Engineering College Projects, MCA Projects, BE Projects, BTech Projects, ME Projects, MTech Projects, Wireless Networks Projects, Network Security Projects, Networking Projects, final year projects, ieee projects, student projects, college projects, ieee projects in chennai, java projects, software ieee projects, embedded ieee projects, "ieee2009projects", "final year projects", "ieee projects", "Engineering Projects", "Final Year Projects in Chennai", "Final year Projects at Chennai"
The Allen School's 5 Part Medical & Nursing Assistant Interview ProcessAllen School
How do you prepare for an interview? Do more than just a few minutes of research before you walk in the door. Prep with Allen School's 5 part guide to interview preparedness. Use our Common Interview Questions to practice, and make note of the Reasons Why People Aren't Hired!
Meaning of Resume, types of resume, contents in resume, Do's and Dont's to be taken care for a good resume, benefits, helpful in interviews, meaning of interview, interviewing process.
"Presentation on Interview preparation, see to learn how to prepare
For interviews. These PDF's are available for all VEDA
Students for free on www.veda-edu.com"
The person who gets the job is not always the most qualified, but the one who interviews the best. And in a tough economy, the interview plays an even greater role in landing the position you want. In this session, learn tips on preparing for an interview so that you present as a confident, interested, skilled professional who is right for the position. Brought to you by ADVANCE for Nurses. Merion Publications Inc. is an approved provider of continuing nursing education by the Pennsylvania State Nurses Association (No. 221-3-O-09), an accredited approver by the American Nurses Credentialing Center’s Commission on Accreditation.
A tale of scale & speed: How the US Navy is enabling software delivery from l...sonjaschweigert1
Rapid and secure feature delivery is a goal across every application team and every branch of the DoD. The Navy’s DevSecOps platform, Party Barge, has achieved:
- Reduction in onboarding time from 5 weeks to 1 day
- Improved developer experience and productivity through actionable findings and reduction of false positives
- Maintenance of superior security standards and inherent policy enforcement with Authorization to Operate (ATO)
Development teams can ship efficiently and ensure applications are cyber ready for Navy Authorizing Officials (AOs). In this webinar, Sigma Defense and Anchore will give attendees a look behind the scenes and demo secure pipeline automation and security artifacts that speed up application ATO and time to production.
We will cover:
- How to remove silos in DevSecOps
- How to build efficient development pipeline roles and component templates
- How to deliver security artifacts that matter for ATO’s (SBOMs, vulnerability reports, and policy evidence)
- How to streamline operations with automated policy checks on container images
In the rapidly evolving landscape of technologies, XML continues to play a vital role in structuring, storing, and transporting data across diverse systems. The recent advancements in artificial intelligence (AI) present new methodologies for enhancing XML development workflows, introducing efficiency, automation, and intelligent capabilities. This presentation will outline the scope and perspective of utilizing AI in XML development. The potential benefits and the possible pitfalls will be highlighted, providing a balanced view of the subject.
We will explore the capabilities of AI in understanding XML markup languages and autonomously creating structured XML content. Additionally, we will examine the capacity of AI to enrich plain text with appropriate XML markup. Practical examples and methodological guidelines will be provided to elucidate how AI can be effectively prompted to interpret and generate accurate XML markup.
Further emphasis will be placed on the role of AI in developing XSLT, or schemas such as XSD and Schematron. We will address the techniques and strategies adopted to create prompts for generating code, explaining code, or refactoring the code, and the results achieved.
The discussion will extend to how AI can be used to transform XML content. In particular, the focus will be on the use of AI XPath extension functions in XSLT, Schematron, Schematron Quick Fixes, or for XML content refactoring.
The presentation aims to deliver a comprehensive overview of AI usage in XML development, providing attendees with the necessary knowledge to make informed decisions. Whether you’re at the early stages of adopting AI or considering integrating it in advanced XML development, this presentation will cover all levels of expertise.
By highlighting the potential advantages and challenges of integrating AI with XML development tools and languages, the presentation seeks to inspire thoughtful conversation around the future of XML development. We’ll not only delve into the technical aspects of AI-powered XML development but also discuss practical implications and possible future directions.
Removing Uninteresting Bytes in Software FuzzingAftab Hussain
Imagine a world where software fuzzing, the process of mutating bytes in test seeds to uncover hidden and erroneous program behaviors, becomes faster and more effective. A lot depends on the initial seeds, which can significantly dictate the trajectory of a fuzzing campaign, particularly in terms of how long it takes to uncover interesting behaviour in your code. We introduce DIAR, a technique designed to speedup fuzzing campaigns by pinpointing and eliminating those uninteresting bytes in the seeds. Picture this: instead of wasting valuable resources on meaningless mutations in large, bloated seeds, DIAR removes the unnecessary bytes, streamlining the entire process.
In this work, we equipped AFL, a popular fuzzer, with DIAR and examined two critical Linux libraries -- Libxml's xmllint, a tool for parsing xml documents, and Binutil's readelf, an essential debugging and security analysis command-line tool used to display detailed information about ELF (Executable and Linkable Format). Our preliminary results show that AFL+DIAR does not only discover new paths more quickly but also achieves higher coverage overall. This work thus showcases how starting with lean and optimized seeds can lead to faster, more comprehensive fuzzing campaigns -- and DIAR helps you find such seeds.
- These are slides of the talk given at IEEE International Conference on Software Testing Verification and Validation Workshop, ICSTW 2022.
Observability Concepts EVERY Developer Should Know -- DeveloperWeek Europe.pdfPaige Cruz
Monitoring and observability aren’t traditionally found in software curriculums and many of us cobble this knowledge together from whatever vendor or ecosystem we were first introduced to and whatever is a part of your current company’s observability stack.
While the dev and ops silo continues to crumble….many organizations still relegate monitoring & observability as the purview of ops, infra and SRE teams. This is a mistake - achieving a highly observable system requires collaboration up and down the stack.
I, a former op, would like to extend an invitation to all application developers to join the observability party will share these foundational concepts to build on:
UiPath Test Automation using UiPath Test Suite series, part 6DianaGray10
Welcome to UiPath Test Automation using UiPath Test Suite series part 6. In this session, we will cover Test Automation with generative AI and Open AI.
UiPath Test Automation with generative AI and Open AI webinar offers an in-depth exploration of leveraging cutting-edge technologies for test automation within the UiPath platform. Attendees will delve into the integration of generative AI, a test automation solution, with Open AI advanced natural language processing capabilities.
Throughout the session, participants will discover how this synergy empowers testers to automate repetitive tasks, enhance testing accuracy, and expedite the software testing life cycle. Topics covered include the seamless integration process, practical use cases, and the benefits of harnessing AI-driven automation for UiPath testing initiatives. By attending this webinar, testers, and automation professionals can gain valuable insights into harnessing the power of AI to optimize their test automation workflows within the UiPath ecosystem, ultimately driving efficiency and quality in software development processes.
What will you get from this session?
1. Insights into integrating generative AI.
2. Understanding how this integration enhances test automation within the UiPath platform
3. Practical demonstrations
4. Exploration of real-world use cases illustrating the benefits of AI-driven test automation for UiPath
Topics covered:
What is generative AI
Test Automation with generative AI and Open AI.
UiPath integration with generative AI
Speaker:
Deepak Rai, Automation Practice Lead, Boundaryless Group and UiPath MVP
GridMate - End to end testing is a critical piece to ensure quality and avoid...ThomasParaiso2
End to end testing is a critical piece to ensure quality and avoid regressions. In this session, we share our journey building an E2E testing pipeline for GridMate components (LWC and Aura) using Cypress, JSForce, FakerJS…
LF Energy Webinar: Electrical Grid Modelling and Simulation Through PowSyBl -...DanBrown980551
Do you want to learn how to model and simulate an electrical network from scratch in under an hour?
Then welcome to this PowSyBl workshop, hosted by Rte, the French Transmission System Operator (TSO)!
During the webinar, you will discover the PowSyBl ecosystem as well as handle and study an electrical network through an interactive Python notebook.
PowSyBl is an open source project hosted by LF Energy, which offers a comprehensive set of features for electrical grid modelling and simulation. Among other advanced features, PowSyBl provides:
- A fully editable and extendable library for grid component modelling;
- Visualization tools to display your network;
- Grid simulation tools, such as power flows, security analyses (with or without remedial actions) and sensitivity analyses;
The framework is mostly written in Java, with a Python binding so that Python developers can access PowSyBl functionalities as well.
What you will learn during the webinar:
- For beginners: discover PowSyBl's functionalities through a quick general presentation and the notebook, without needing any expert coding skills;
- For advanced developers: master the skills to efficiently apply PowSyBl functionalities to your real-world scenarios.
Generative AI Deep Dive: Advancing from Proof of Concept to ProductionAggregage
Join Maher Hanafi, VP of Engineering at Betterworks, in this new session where he'll share a practical framework to transform Gen AI prototypes into impactful products! He'll delve into the complexities of data collection and management, model selection and optimization, and ensuring security, scalability, and responsible use.
Maruthi Prithivirajan, Head of ASEAN & IN Solution Architecture, Neo4j
Get an inside look at the latest Neo4j innovations that enable relationship-driven intelligence at scale. Learn more about the newest cloud integrations and product enhancements that make Neo4j an essential choice for developers building apps with interconnected data and generative AI.
Dr. Sean Tan, Head of Data Science, Changi Airport Group
Discover how Changi Airport Group (CAG) leverages graph technologies and generative AI to revolutionize their search capabilities. This session delves into the unique search needs of CAG’s diverse passengers and customers, showcasing how graph data structures enhance the accuracy and relevance of AI-generated search results, mitigating the risk of “hallucinations” and improving the overall customer journey.
DevOps and Testing slides at DASA ConnectKari Kakkonen
My and Rik Marselis slides at 30.5.2024 DASA Connect conference. We discuss about what is testing, then what is agile testing and finally what is Testing in DevOps. Finally we had lovely workshop with the participants trying to find out different ways to think about quality and testing in different parts of the DevOps infinity loop.
zkStudyClub - Reef: Fast Succinct Non-Interactive Zero-Knowledge Regex ProofsAlex Pruden
This paper presents Reef, a system for generating publicly verifiable succinct non-interactive zero-knowledge proofs that a committed document matches or does not match a regular expression. We describe applications such as proving the strength of passwords, the provenance of email despite redactions, the validity of oblivious DNS queries, and the existence of mutations in DNA. Reef supports the Perl Compatible Regular Expression syntax, including wildcards, alternation, ranges, capture groups, Kleene star, negations, and lookarounds. Reef introduces a new type of automata, Skipping Alternating Finite Automata (SAFA), that skips irrelevant parts of a document when producing proofs without undermining soundness, and instantiates SAFA with a lookup argument. Our experimental evaluation confirms that Reef can generate proofs for documents with 32M characters; the proofs are small and cheap to verify (under a second).
Paper: https://eprint.iacr.org/2023/1886
Securing your Kubernetes cluster_ a step-by-step guide to success !KatiaHIMEUR1
Today, after several years of existence, an extremely active community and an ultra-dynamic ecosystem, Kubernetes has established itself as the de facto standard in container orchestration. Thanks to a wide range of managed services, it has never been so easy to set up a ready-to-use Kubernetes cluster.
However, this ease of use means that the subject of security in Kubernetes is often left for later, or even neglected. This exposes companies to significant risks.
In this talk, I'll show you step-by-step how to secure your Kubernetes cluster for greater peace of mind and reliability.
Epistemic Interaction - tuning interfaces to provide information for AI supportAlan Dix
Paper presented at SYNERGY workshop at AVI 2024, Genoa, Italy. 3rd June 2024
https://alandix.com/academic/papers/synergy2024-epistemic/
As machine learning integrates deeper into human-computer interactions, the concept of epistemic interaction emerges, aiming to refine these interactions to enhance system adaptability. This approach encourages minor, intentional adjustments in user behaviour to enrich the data available for system learning. This paper introduces epistemic interaction within the context of human-system communication, illustrating how deliberate interaction design can improve system understanding and adaptation. Through concrete examples, we demonstrate the potential of epistemic interaction to significantly advance human-computer interaction by leveraging intuitive human communication strategies to inform system design and functionality, offering a novel pathway for enriching user-system engagements.
The Art of the Pitch: WordPress Relationships and SalesLaura Byrne
Clients don’t know what they don’t know. What web solutions are right for them? How does WordPress come into the picture? How do you make sure you understand scope and timeline? What do you do if sometime changes?
All these questions and more will be explored as we talk about matching clients’ needs with what your agency offers without pulling teeth or pulling your hair out. Practical tips, and strategies for successful relationship building that leads to closing the deal.
2. HR MISSION STATEMENT
The Mission Of The Human Resources
Department, As A Strategic Partner, Is To
Recruit,
Develop,
And to Retain
To Achieve Its Mission And Goals.
3. CLASS OBJECTIVES
Understand
the recruitment and hiring
policy
Identify the purpose of the interview;
understand the role of Human Resources
in the recruitment process
Distinguish between appropriate and
legal questions and inappropriate (illegal)
questions
Understand pre-employment “tools” and
how to use them to select the most
suitable candidate
6. DEFINING TODAY’S JOBS
OLD
Knowledge, skills,
abilities
Jobs defined as
“bundles of tasks”
Employees perform
strictly definable
tasks
New
Competencies
Jobs defined by
competencies
Jobs are flexible
7. QUALIFICATION STANDARDS
Old
Time Served
Occupation-specific
Minimal
Requirements
Limited assessment
options
Limited career
mobility
New
Whole person
competency-based
approach
Optimal Profile
More assessment
options
Encourages career
mobility
8. KEYS TO SUCCESS
Up-to Date Classification Criteria
Job Related Qualifications
Targeted Recruitment
Valid Assessment
9. WHERE WE GET RESUMES
UT Jobs Web Site www.UTH.TMC.EDU/JOBS
Greentree Data Base
Career Builders Web Site
Internal Transfer Request
Career Fairs
10. SELECTING & INTERVIEWING
CANDIDATES
Human Resources will prescreen resumes that
have directly applied for your position.
Search Greentree Data Base
Search Career Builders
Hard to Fill positions may require placing an ad.
(Grant Harrison)
14. PERSONAL PROFILE
Drive: A desire to get things done. Goal-Oriented.
Motivation: Enthusiasm and willingness to ask
questions. Does extra on every job.
Communication skills: The ability to talk and
write effectively to people at all levels.
Chemistry: Gets along with others, A team
player.
Energy: Someone who goes the extra mile, pays
attention to detail, looks for solutions.
Determination: Does not quit when a problem
gets tough.
Confidence: Not arrogant. Poise. Friendly, honest
and open to employees high and low. Not
intimidated by management, nor overly familiar.
15. PROFESSIONAL
Reliability: Following up, not relying on anyone else to
ensure the job is well done, keeps management informed.
Honesty/Integrity: Taking responsibility for own actions,
Good and bad.
Pride: Pays attention to details all jobs done to best of their
ability.
Dedication: Whatever it takes in time and effort to see a
project through to completion.
Analytical Skills: Weighing the pros and cons. Weighing
the short-and long term benefits against all possible
negatives.
Listening Skills: Listening and understanding, as opposed
to waiting your turn to speak.
16. PROFILE ASSESSMENT
The Profile is an all-purpose assessment that
measures the qualities that make up “The Total
Person”-Thinking-style and Reasoning,
occupational interests, and behavioral traits.
17. USES FOR THE PROFILES
Placement
Promotion
Self-improvement
Coaching
Succession planning
18. PROFILES CAN GENERATE
THE FOLLOWING
Individual Report- A guide for self-understanding
Placement Report- Selecting the right people
through Job Match
Multi-Job Match Report- Useful for succession
planning and reassigning employees to new
positions.
Coaching Report- An excellent training and
development tool
Job Analysis Survey Report- Used with job
descriptions to more accurately define job
requirements.
Summary Reports- To give you a “snapshot “ of
information.
19. STRUCTURED INTERVIEW
Contains interview questions for both general
and technical competencies.
Modular format; Department determines which
questions to ask.
Benchmarks are used in scoring responses.
20. GOALS OF STRUCTURED
INTERVIEW
To ensure a systematic coverage of applicants.
To provide a technique for gathering all the
relevant facts.
To provide a uniform strategy that objectively
evaluates all job candidates.
To determine candidates ability, willingness, and
manageability.
21. WHAT ARE THE FIVE MOST
IMPORTANT SKILLS OF THE JOB?
The Job description
Skill 1
Skill 2
Skill 3
Skill 4
Skill 5
25. WAYS NOT TO CONDUCT AN
INTERVIEW
Interviewers desk is cluttered, looks at the
resume 5 minutes before the interview.
Constant interruptions, phone calls
Starts off with negative aspects of the job.
Asks a long line of open ended questions.
Makes up questions as they go along.
26. THE JOB INTERVIEW SITUATION
Have
as much privacy as possible
Call applicant by name when inviting
them into the office
Ensure that the applicant knows your
name
Greet the applicant courteously and
sincerely
Make the applicant feel that you are
pleased with their interest in the position
Establish an informal but business like
atmosphere
27.
Make the applicant feel important
Talk to the applicant as though you were the only contact
he would ever have with the University
Compliment a good employment record
Interrupt the conversation to keep interview on track
Use active listening skills
Relax and the applicant will relax
Keep information given, confidential
28.
Remember the applicants time is valuable
Watch for gaps in work record
Use application blanks and other data in planning the
interview
Make an outline in advance, of the main items of
information you want to obtain during the interview
Plan the time required for interview
29. DON’TS
Interview when worried, upset, ill or under stress
Hold the interview in a noisy place
Keep applicants waiting unnecessarily
Give the impression of being abrupt or harsh
Allow outside interruptions
Seek information you already have
30. Antagonize the applicant
Show emotion at any physical handicap
Hurt the applicant’s feelings or destroy his faith in
himself
Forget that the applicant is sensitive to every word the
interviewer speaks
Appear to loose interest in the interview
Pry into personal lives
Break or delay an appointment
Waste time on a long interview if the applicant is
clearly not suitable
31. Fall into a set pattern of interviewing
Conduct the interview in a haphazard manner
32. THE INTERVIEW
Greet the applicant. Start the interview promptly. Open with a
warm, genuine greeting and firm handshake. Offer the applicant
something to drink.
Outline the interview. Give the applicant an overview of the
process, length of the interview and what to expect after the
interview.
Give the applicant a realistic job preview. Research suggest that
realistic job previews increase employee retention because the
applicant gets honest information at the beginning of the process.
Present the applicant with a copy of the job description, physical
requirements of the job and a list of the responsibilities of the
position.
33. Equal Employment Opportunity
Laws
Title VII of the Civil Rights Act of 1964 (Title VII) forbids
employment discrimination based on race, color, religion,
sex, or national origin;
The Equal Pay Act of 1963 (EPA) protects men and
women who perform substantially equal work in the
same establishment from sex-based wage
discrimination.
The Age Discrimination in Employment Act of 1967
(ADEA) protects individuals who are 40 years of age or
older against age based discrimination.
Title I of the Americans with Disabilities Act of 1990
(ADA) forbids employment discrimination against
qualified individuals with disabilities.
The Civil Rights Act of 1991 provides monetary damages
in cases of intentional employment discrimination.
34. QUESTIONS THAT ARE ILLEGAL
Questions regarding religion, church, synagogue,
or parish, the religious holidays you observe,
political beliefs or affiliations.
“Does your religion allow you to work on
Saturdays?”
35. IF JOB REQUIREMENT MAY ASK
“This job requires work on Saturdays. Is that a
problem?”
36. QUESTIONS THAT ARE ILLEGAL
Regarding ancestry, national origin, or
parentage; in addition, you cannot ask about the
naturalization status of parents, spouse or
children.
Regarding place of birth.
38. QUESTIONS THAT ARE ILLEGAL
May not ask about your native language, the
language you speak at home, or how you acquired
the ability to read, write, or speak a foreign
language.
“You indicated on your resume you are fluent in
German, French and Spanish. How did you
manage to learn all of those languages?”
39. IF REQUIRED FOR THE JOB MAY
ASK
“What languages are you fluent in”
40. QUESTIONS THAT ARE ILLEGAL
May not ask about age, date of birth, or the ages
of children.
May ask whether you are over eighteen years of
age.
41. QUESTIONS THAT ARE ILLEGAL
May not ask about maiden names or whether you
have changed your name; marital status, number
of children or dependents, or spouse’s occupation;
or whether (if you are a woman) you wish to be
addressed as Miss., Mrs., or Ms.
42. MAY ASK
How would you like to be addressed (a common
courtesy) and if you have worked for the
University before under a different name.
43. PITFALLS TO AVOID
In order to gain information without asking
specific questions, many interviewers use the
“tell me about yourself” approach, hoping that
the applicant will tell all about spouse, kids,
working on weekends, and so on.
44. DANGERS OF THIS APPROACH
Say
the applicant is a woman who tells
the interviewer she is divorced and has
children.
Another person is hired—perhaps equally
qualified who is single.
The first applicant, desperate for the job,
becomes angry and files a complaint
saying that the employer learned during
the interview that she was divorced and
had children and was not hired for that
reason.
45.
Even though the interviewer did not ask for the
information, the fact is, the information came to light
during the interview.
If she files suit, it is then up to the employer to prove
that the information was volunteered and not used as
a basis of discriminatory actions,
It is the interviewer’s responsibility and in the
University’s best interest that you stop the applicant
from volunteering illegal information.
46. WHAT TO DO WHEN ILLEGAL
INFORMATION IS OUT
First, stop the flow of information and tell the
applicant not to bring up the subject again.
Courteously explain that the company does not
base its hiring practices on that particular
subject area.
Specifically state that a decision to hire is never
based on age, gender, race, or whatever subject
was brought up.
47. DON’T ASSUME…ASK SPECIFICS
“We are open to the public from 8:00 a.m. to 5:00
p.m., and because of a small staff, it’s important
that everyone be here daily and on time. Is there
anything that would prevent you from being at
work on time and on a regular basis?“
“We feel that the first six months on the job is
your training period. Because of the expense and
time invested in our staff we are looking for
people who give the company a commitment in
return. Is there anything that would prevent you
from staying with the company for a minimum of
two years?”
48.
Ask everyone the same, job-related questions and
you’ll have little to fear if a rejected candidate
has a legal bone to pick with your hiring
practices.