Preparing for job interview questions is not as simplistic as you might think. More and more employers are looking to ditch the traditional interview questions for more open-ended, detailed ones. Behavioural questions are quickly becoming popular to ask during an interview. They are typically the most important and can often sabotage an interview if answered incorrectly.
Most behavioural questions begin with, “Tell me about a time when” or “Give me an example of.” When asked behavioural questions, consider your achievements, or a tough customer that you were able to turn around. Be sure to describe the problem, how you handled it, and what the results were.
Behavioural questions are designed to find out how a potential employee dealt with past situations. This gives the employer an idea of how the potential employee thinks, what their work ethics might be and how they will likely handle certain situations at your company.
The interviewee clearly states the problem, how they handled it and what the result was. The situation served as both a challenge and an accomplishment. If the question is a little more vague, like “Give me an example of a challenge you had to face at your previous job,” try to look for an example that is relevant to the position you are applying for.
Describe a situation in which you were given constructive criticism. How did you handle it and did you learn anything from it?
Questions for job interviews include the often-asked “Tell Me About Yourself” question. This introductory question can make or break the rest of the job interview so it’s crucial to prepare an answer that not only demonstrates your abilities but also places you in the lead position from the very beginning.
After you have formulated your list of answers, begin jotting down some of your own questions to ask during an interview. You will have the opportunity to address your concerns towards the end of the interview. Employers do expect you to ask at least a few questions. Otherwise, you may give the impression that you are uninterested or unable to think for yourself. Keep in mind, though, that these types of interviews are very short, so only ask important and relevant questions.
There is no set number of questions that you need to ask. Just remember that the interview time is limited. Three to five questions should suffice. Being prepared ahead of time will make the interview process less nerve racking and more pleasurable.
When deciding which questions to ask during an interview, there are a few things to keep in mind. The employer will, without a doubt, make a judgment about you based on the questions you ask. Make each one count. Refrain from asking any questions about salary or benefits. Avoid asking any questions you can easily find answers to on the company’s website. This will give the impression that you are not interested in the organization or are ill prepared. Instead, try asking questions that prove you have done your homework. You may start the question with, “I read on the company’s website that…”
Following are three strong interviewing questions that show you are interested in success for both getting the job and doing well once you have the job.
·What are some of the bigger challenges and opportunities for this role?
·Do you see the department growing within the next year or so?
·What are the next steps in the interview process?
Some more examples of questions to raise are:-
·Why is the previous holder of the position leaving?
·Should I be extended a job offer, how soon would I be expected start?
·What are the day-to-day responsibilities of this position?
·How would you describe the company culture?
·Who does the holder of this position report to?
Remember though that some of these may have already been answered during the course of the interview, so don’t ask them again, otherwise it may seem that you haven’t been paying attention.
Many people who attend job interviews don’t even do the basic research on the company. In many interviews the first interview question is; “What do you know about our company?” And if you answer this question well then you have demonstrated that you have done your homework and that you are keen to work for the company. Read up on the Vision, Mission and the Values of the company and see how your personal values align to the company’s values.
Be Prepared- Make sure you have gathered all the needed materials ahead of time. It is good practice to be available 5 minutes ahead of the meeting time. Some interviewers actually call early deliberately to test potential candidates. Make sure you have a copy of your resume as well as the job description. If internet access is available, pull up the employers website so you may reference it if needed. Create a list of questions you would like to ask during the conversation and make note of their answers.
·Breathe to relax – Take three deep breaths, hold for 3 seconds, and expel the air quickly. This changes your physiology and psychology, and will relax you.
·Unless you’re sure your mobile phone service is going to be perfect, consider using a landline rather than your mobile phone to avoid a dropped call or static on the line.
·Smile. Smiling will project a positive image to the interviewer and will change the tone of your voice.
·Check how the interviewerswant to be addressed (If they introduce themselves as Mr(s). Last Name, then use that title. If they introduce themselves as First name / Last Name, then use the first name.
·Remember to say “thank you.”
·Follow up with a thank you note which reiterates your interest in the job. A hand-written, hand delivered short ‘thank you’ card is even better, if it’s feasible for you.
Hightstown, NJ (PRWEB) September 20, 2006
Beacon Career Management, LLC is pleased to announce the launch of its career management guide which focuses on comprehensive job interview tips. The BCM Career Management Guide is complimentary and provides weekly information and resources. The guide can be accessed at http://www.beaconcareermgmt.com/bcmcareermgmtguide.html
It’s commonly known that the majority of career opportunities will not be advertised. In fact, 80% of available positions will be found only through formal and informal networking. A well organized search for new career opportunities requires a comprehensive strategy. Most importantly, your search should emanate from your own Career Vision of where you see yourself in the long term. In the midst of organizational upheavals, it’s easy to lose sight of your vision, of where you’re heading. You may change the path you’re following, however, it’s even more important to never let go of the fundamental vision
The BCM Career Management Guide also provides additional resources, such as free career assessment testing, resume building, and related news reports.
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New York, NY (PRWEB) September 20, 2007
Adam Personnel, Inc. and Adam Temporary Services, Inc., the Manhattan staffing firm and employment agency, will conduct its inaugural Employment Counseling Workshop on Wednesday, September 26, 2007. The free Workshop for candidates looking for a job or looking to change jobs, will be held at the Grace Institute at 1233 Second Ave in Manhattan. Registration begins at 5:30 p.m.; the two-hour panel discussion gets underway promptly at 6:00 p.m.; at 8:00 p.m. valuable free gifts will be awarded by raffle to lucky participants.
The Workshop will include presentations by Adam President Catherine Palmiere on interview tips, Dress for Success volunteer Ellen Egerter on interview attire, Certified Professional Coach Bernie Siegel, CPA on setting and achieving goals, and immigration attorney Zjantelle Cammisa Markel, Esq. on issues facing candidates needing sponsorship or employment status changes.
As reported in Crain’s New York Business, Catherine Palmiere has recently stepped up from V.P. to President and CEO of Adam Personnel and Adam Temporary Services, increasing Adam’s already broad range of services with new initiatives such as the Employment Counseling Workshop. An instructor at New York’s prestigious Grace Institute, where she teaches a course in career preparation, Ms. Palmiere has also written an article on “A Cure for the Interviewing Blues” which appeared in the NY Metro newspaper. A member of the Society of Human Resource Management and the National Association of Female Executives, Ms. Palmiere holds a B.S. and M.B.A from Manhattan College and is a Certified Personnel Consultant (CPC), a Certified Temporary Staffing Specialist (CTS) and a Certified Search Specialist (CSS).
Ellen Egerter, currently volunteers at the NYC Career Center of Dress for Success.
Bernie Siegel, CPA is a successful business executive who now coaches others in their careers. Breaking into the financial services industry at KPMG, Mr. Siegel went on to serve as CFO of TD Waterhouse Inc., then CFO and COO of Discount Brokerage Corp of America. A founding member of online bank Wit Capital Group, he also served as CEO of an international venture capital firm. A graduate of the Institute for Professional Empowerment Coaching, Mr. Siegel works today as a certified career/life and business coach and is President of the NYC chapter of the International Coach Federation. A popular speaker, panelist, and TV personality, Mr. Siegel has presented financial and career coaching workshops in many NYC venues.
A native of Australia, Zjantelle Cammisa Markel, Esq. is admitted to the bar in both Australia and New York, and additionally has practiced in London and Rome. Ms. Cammisa holds Baccalaureates from Flinders University of South Australia in both Italian and Law, and a Graduate Diploma in Legal Practice from the Australian National University in Canberra. An internationalist who speaks Italian and French, Ms. Cammisa specializes in immigration and nationality law, representing clients in many fields, including finance, hospitality, advertising, entertainment and sports. Her professional memberships include the Association of the Bar of the City of New York, the New York County Lawyers Association, and the American Immigration Lawyers Association.
Adam Personnel is a full service employment agency and staffing firm headquartered in Manhattan. Adam offers both permanent and temporary placement for everything from senior level positions to the classic support roles. The firm serves a broad range of business and professional employers — from accounting to fashion to IT to sports — and maintains a deep network of talented applicants. Employers and applicants alike have been relying on Adam for wide-ranging experience, comprehensive service, and concerned support for more than a quarter of a century.
EEO Disclaimer. Adam Personnel, Inc./Adam Temporary Services, Inc. is an equal opportunity employment agency and staffing firm, dedicated to a policy of non-discrimination in employment on any basis including race, color, gender, religion, military status, marital status, sexual orientation, age, national origin, ancestry, handicap or disability.
For more information, visit the Adam Personnel website: http://www.adampersonnel.com
Saskatoon, SK (PRWEB) April 28, 2009
Land That Job! today announced the acquisition of CareerAssist. The two sites have had a close partnership for many years. While Land That Job! has focused on self serve career resources such libraries for sample resumes and cover letters, CareerAssist has offered professional resume writing and critique services.
“It just made a lot of sense to consolidate the 2 businesses,” comments managing partner Malcolm Chlan. “We’ve been working very closely for many years. With the current economic climate, there has been a increased demand for career services. We’re going to pool our resources now and start pulling in the same direction.”
The new company will operate as landjob.com and will focus on platform development and content aggregation. “We want to help promote content and services of the best resume writers and career coaches out there while providing the world’s best resources to educational and government institutions,” says Chlan
After providing a paid career resource package for many years, Land That Job has dramatically changed their business model in the past 16 months. The site opened up all of the resume and cover letter content, added job listings and created widgets for 3rd parties to begin using both job content and resume content for free.
Resume writers and career coaches can now publish examples of their work with Land That Job which will in turn promote them via 3rd parties using the Landjob widgets.
About Landjob.com: Landjob.com was launched in 1998 and is a premier career resource center for job seekers today. Over the past 10 years, it has provided resume and cover letter templates, samples, writing guides, job interview tips and local job postings to millions of job seekers.
5 Key Strategies for Landing the Best International School Positions – Job Interview Tips for Teaching Overseas
Hyannis, MA (PRWEB) November 09, 2011
The 2012-2013 international school recruitment season is getting underway with over 800 schools looking to hire qualified candidates. Forrest Broman, a leading expert in international school recruitment, offers five essential tips to help candidates interested in teaching overseas land the very best positions in the world.
Exhaustive lists of criteria and strategies for creating successful applications and interviews abound. But here are five tips that can determine whether your first choice school makes you an offer. These are distilled from over 25 years of experience recruiting candidates for schools, working closely with international school recruiters, and interviewing over 5,000 candidates.
The latest development in educational research is starting to focus on learning results, rather than just teacher “inputs.” So the best strategy is to provide evidence of student work and accomplishments under your guidance. This may be written work, art projects, exam questions that challenge and promote thinking skills, videos of performances, and student presentations. Don’t be afraid to bring these to the interview, or discuss them in advance. The best recruiters will be very interested and impressed. And for highly desirable schools, this is the very best way to set yourself apart from the competition.
2) After School Coaching and Teaching Skills
Most international schools attempt to mount substantial after school programs in sports, theatre, games, IT, cooking and almost every other skill appropriate to K-12 students. Thus your ability to add something significant to these will make you a more attractive candidate. Good coaches are a primary quest of every school, but if you dont have athletic expertise, you should be prepared to offer at least two types of activities that you would be willing to teach after school.
3) Recommendations from Supervisors
Very few recruiters will ever get to see you in the classroom before they make the hiring decision. They may need to rely on your recommendations from past and current supervisors, and the best schools will conduct extensive phone check-outs, to get a better handle on the person they are considering. They also are aware of the chronic reluctance of US administrators to be forthcoming. Hence, you should inform your references about the different kind of schools you are applying to and let them know the factors you would like them to highlight. Their written and oral comments should include placing you in the top 3%,10% or 20% of the faculty they have worked with, both in terms of teaching abilities and personal characteristics. It’s much better if they are prepared for these questions.
4) Show and Tell
Since recruiters wont be able to see you teach in person, they will appreciate any capacity you have to create a filmed lesson that can be shared. This can make a major difference in selecting one candidate over another, but of course, only if it demonstrates effective teaching strategies. You should definitely develop these clips, but have a knowledgeable educational supervisor review them before sending them out. Dont worry if filming your lessons is appropriate — it is completely ethical and allows you to put your best foot forward and show them your skills.
5) The Personal Factor
Your personal characteristics are far more important to international school recruiters than to your local school districts at home. In these schools you are expected to fit into and enhance a community of expatriates, and to be able to reassure anxious parents from many nations that you are not only an effective teacher, but a positive role model for their children. Invariably you will be drawn into the broader school community; and your potential impact on the well-being, optimism and morale of other staff members is a matter of serious concern. Essentially this means that very positive, engaging people, with excellent social skills and personal resilience will get the nod every time.
Before you Leave the Interview . . .
Know that the best candidates, at a crucial point in the interview, turn the process around and ask thoughtful questions about the school. Inquiring about the schools goals, concerns, the most difficult challenges the school and staff face, and other important topics show youre seriously interested in the school along with the intangible dynamics that make the school unique. The idea here is to remind the recruiter that just as he is evaluating you, you are carefully considering whether this is a school where you want to work. Probing, thoughtful questions, focused mainly on learning issues, (not benefits and remuneration), are clearly the most effective.
Forrest Broman, founder and director of The International Educator (TIE), located in Hyannis, MA, directed three international schools and created two others during his international school career. TIE is a non-profit organization that for 25 years has been dedicated to developing links among teachers and the extensive American and international schools network worldwide. TIE publishes a quarterly newspaper featuring the latest in international school news and developments for K-12 educators around the world. TIEs website, http://www.tieonline.com, offers the widest selection of K-12 teaching and administrative jobs available anywhere in the world.