Best Practices for Behaviour-Based InterviewingMarina Dawson
This session will provide you with the knowledge and resources you need to confidently use behavioural interviewing to hire outstanding talent. Interviews are complex interactions that require the interviewer(s) to have both clarity and processes in order to confidently hire ideal candidates. This introductory webinar covers: the core principles of behavioural interviewing from start to finish; how to use behavioural interviewing in telephone screening, in-person interviews, and reference checks; and how to get a clearer picture of each candidate's suitability by using an ideal candidate profile in combination with various question types and interviewing techniques.
To replay the full one-hour webinar, including audio, visit: http://charityvillage.com/elearning/webinars/past-webinars/best-practices-for-behaviour-based-interviewing.aspx.
Remember, jobs are not given based on examination marks.
One has to ace an interview. But, every interview does not end up with a job. So, don't lose heart. Analyse your shortcomings and keep going, till you achieve success. Best of Luck!
Not sure if you are getting the most out of your interview? Do you wonder if you are asking the most appropriate questions? This interview training presentation will help! Decrease turnover, take less time to fill a position, and avoid making any mistakes.
If you are not familiar with interviews, this slideshow can help you learn what to expect. This was designed as an introduction for my middle school students.
Why behavioral Interviewing questions matter. Great businesses and teams are built on people. People who have the right skills and experience.
Who have a potential to do great things in the role, the team, and the company.
Best Practices for Behaviour-Based InterviewingMarina Dawson
This session will provide you with the knowledge and resources you need to confidently use behavioural interviewing to hire outstanding talent. Interviews are complex interactions that require the interviewer(s) to have both clarity and processes in order to confidently hire ideal candidates. This introductory webinar covers: the core principles of behavioural interviewing from start to finish; how to use behavioural interviewing in telephone screening, in-person interviews, and reference checks; and how to get a clearer picture of each candidate's suitability by using an ideal candidate profile in combination with various question types and interviewing techniques.
To replay the full one-hour webinar, including audio, visit: http://charityvillage.com/elearning/webinars/past-webinars/best-practices-for-behaviour-based-interviewing.aspx.
Remember, jobs are not given based on examination marks.
One has to ace an interview. But, every interview does not end up with a job. So, don't lose heart. Analyse your shortcomings and keep going, till you achieve success. Best of Luck!
Not sure if you are getting the most out of your interview? Do you wonder if you are asking the most appropriate questions? This interview training presentation will help! Decrease turnover, take less time to fill a position, and avoid making any mistakes.
If you are not familiar with interviews, this slideshow can help you learn what to expect. This was designed as an introduction for my middle school students.
Why behavioral Interviewing questions matter. Great businesses and teams are built on people. People who have the right skills and experience.
Who have a potential to do great things in the role, the team, and the company.
Building a Human Resources Program for VeterinariansOculus Insights
Dr Mike Pownall and Katie Ardeline presented a full day session during the Oculus Insights 2017 EU Summits in Amsterdam on creating a Human Resource Program for any type of veterinary practice.
The focus of the presentation is that employee engagement begins with an understanding of your corporate identity and hiring people who are a good match for your business. You need to determine the “shape” of your business and ways to attract, hire and retain employees that fit. No more square pegs in round holes.
An individual with a disability is defined by the ADA as:
• A person who has a physical or mental impairment that substantially limits one or more major life
activities (e.g. walking, talking, learning, chronic illness),
• A person who has a history or record of such an impairment (even if they do not currently have a
disability, e.g. cancer survivors), or
• A person who is perceived or regarded by others as having such an impairment
Interested in getting experience at a startup? Here are a couple great places to start!
Proactive Networking
Successful entrepreneurship is all about successful networking, which means you should be doing it too! Most startups include the contact information of their founders and employees on their websites. Reach out and ask for a conversation in-person, over the phone, or virtually to introduce yourself and
learn more!
The key to making satisfying life choices is being aware of the things you already know about yourself and the world, and using this acquired insight when faced with an opportunity, a crossroads or a new field.
1. Career Center
Sample Interview Questions
• Tell me about yourself.
• Why are you interested in this position/industry/company?
• Give me an example of a time you’ve done more than what was required.
• Give me an example of a time where you had to deal with an ethical dilemma, or were faced with a situation
that had ethical implications and challenges.
• Give an example of a good decision you’ve made recently. What alternatives did you consider? Why was it a
good decision?
• Can you give me an example of a time you were able to identify a small problem and fix it before it became a
major problem?
• Tell me about a time that you saw something happen that you know was wrong. What did you do?
• Interacting with others can be challenging at times. Describe a specific situation in which you had the
greatest difficulty getting along with peers, team members or others at work. How did you handle the
situation?
• When have you inspired someone to work hard or do a good job? How did you do that?
• Have you ever been in a situation in which you were able to anticipate the need for a new approach? What
did you do about it?
Sample Questions to Ask Employers
• What motivates you in your work here at _______________________ ?
• How would you describe communcation with leadership within the organization? Are entry-level employees
encouraged to interact with leadership or only through defined channels?
• How does your organization show that it values its employees?
• What are the company’s strengths and weaknesses when compared to other companies in the market?
• How will my work be measured and evaluated? How often will this take place?
• How have other entry level employees (or interns) significantly contributed to your organzation?
Duke Career Center • studentaffairs.duke.edu/career • 919-660-1050 •
Bay 5, Smith Warehouse, 2nd Floor • 114 S. Buchanan Blvd., Box 90950, Durham, NC 27708
2. Action Steps
In order to apply what I have learned in today’s workshop, I will:
Duke Career Center • studentaffairs.duke.edu/career • 919-660-1050 • Bay 5, Smith Warehouse, 2nd Floor •
114 S. Buchanan Blvd., Box 90950, Durham, NC 27708
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More Sample Interview Questions
• What is one of the most difficult writing assignments you’ve had? Explain.
• Tell me about one or two presentations that you’ve given to your superiors or peers.
• Have you ever communicated in a high stakes situation? What happened?
• Give me an example of how you successfully handle multiple demands.
• Tell me about a time when you had to do something different than you expected, planned or usually do. What
was it? What did you do?
• Tell me about a time when you were accountable for the completion and success of a very important task.
How satisfied/dissatisfied were you with that? Why?
• Tell me about a time when you had difficult goals in your work. How satisfied/dissatisfied were you with
that? Why?
• Tell me about a time when you worked on a low-profile assignment for which you did not receive a lot of
attention from others. How satisfied/dissatisfied were you with that? Why?
• How do you decide what gets top priority when scheduling your time?
• What do you do when your schedule is suddenly interrupted? Give me an example.
• Tell me about a time when you had to request help or assistance on a project because it turned out to be more
that you could handle by yourself?
• What is the most difficult business decision you have had to make? What factors did you consider when
making that decision?