List your highest qualification first.
1.College name
Name of degree
Major
Date awarded
2. Organization/Institution name
Name of Diploma/Certificate
Subjects
Date awarded
If you have a college degree it is not necessary to include high school details
If you have a vocational or technical qualification that took less than a year to achieve then list your high school
Name of high school
Highest level achieved
Dates attended
This career change cover letter sample can be used when you are applying for a job opportunity in a different career field. Focus on the transferable skills and competencies you have that are relevant to the new career opportunity. Convince the employer that you are able to do the job and to do it well.
Career Change Cover Letter Sample
Your Name
Your Address
Your Contact details (phone and email)
Date
Contact Name
Contact Job Titler
Company Name
Company Address
Company City, State, Zip Code
Dear Mr/Mrs/Ms Last Name
It is with interest and enthusiasm that I respond to your job opening for state position. I strongly believe that the skills and abilities I have gained during my career to date make me an excellent candidate for this position. The key proficiencies I possess which relate directly to your job requirements include:
Communication skills - successful in building strong co-operative relationships with key clients and decision-makers. Problem solving ability - regarded as a resourceful problem solver evident in the successful development and implementation of new policies and procedures.Planning and organizing - proven track record of effectively prioritising multiple tasks and assignments in a fast-paced work environment to efficiently meet departmental/company objectives.Team player - a solid reputation as a competent team member who is always prepared to go the extra mile to achieve results. Self starter - considered a highly motivated employee with the capacity to learn quickly and take responsibility for my own development. I am convinced that my broad experience in the career field of state previous career field has equipped me with a strong set of valuable competencies that meet your needs. I am eager to combine my previous experience with my passion for state new career field in order to work hard and make a meaningful contribution to your organization. I would welcome the opportunity for a personal interview to discuss this further. Please contact me at your earliest convenience to set up a time and date for us to meet.Thank you for your time and consideration and I look forward to speaking with you soon.
Sincerely
Jack Jobseeker
Enclosure
Career change cover letter advice and tips
To find out the competencies required for different jobs and careers when writing a career change cover letter visit free job descriptions.
More cover letter samples.
Need a new career? Use this career cover letter sample to help you secure a new challenge.
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Interview questions weaknesses help and advice. How you respond to the weakness interview question says a great deal about you and that's why it's been around so long.
It reveals a number of things - how well prepared you are for the interview, your self insight, self-awareness and honesty. These are actually the qualities the interviewer is assessing, not really the actual weakness itself. Go through the list below of common interview questions weaknesses and decide which applies to you- everyone has a weakness!
Look at the suggestions on how it can be managed and develop a constructive interview answer that acknowledges the weakness and then goes on to describe what you are doing to improve on it and what appropriate behaviors you use to compensate for it.
Interview Questions Weaknesses
Weakness and how it presents in the workplaceProcrastinationMisses deadlines, always rushing at the last minute to complete tasks, asking for help to complete activities, appearing unprepared for meetings etc, low productivity.
Recognize the cause of the procrastination. If it is because a task seems too overwhelming then break it into smaller, more manageable activities and set target times and deadlines for completing each activity. If it is because you lack confidence in your ability to do the task then ask for help and find resources to assist you. ImpatienceFrustration with co workers who perform at a slower pace or to a lower standard than you expect of yourself. Doesn't accept mistakes easily.
Recognize people have different work standards and different levels of productivity. See it from their point of view. Provide constructive feedback in a pleasant way and offer help to move the project forward.Reluctance to delegate or share tasksDoes not assign tasks to others, appears to lack confidence in co-workers, doesn't fully utilize the skills and resources of other staff members, checks up on others.
Admit that others can do the work as well as you. Accept that mistakes may be made but they can be rectified. Learn to trust other's abilities. Clarify what has to be done. Put support mechanisms in place to minimize the chance of failure. UnassertiveReluctant to speak up and contribute in group situations. Agrees with others despite own feelings. Allows others to take advantage. Difficulty in saying "no". Puts other's needs ahead of own.
Read books and undertake training courses on how to be assertive. Practice suggested techniques. Practice strategies for saying no to unreasonable demands. Practice making requests and asking for what you need. Use assertive body language to get your message across. CautiousAdverse to taking risks and trying new things, difficulty in accepting change, gathers all facts and continually reviews all details before making a decision or starting on a task. Over-analyzes outcomes.
Practice increasing pace of communication and activity. Be open to new ideas. Avoid over-attending to details and focus on the big picture. Learn to trust other people's judgment. Set yourself specific timeframes for reviewing information and getting started on a project. Uncompromising/stubbornInflexible, difficulty in adapting to changes, resistant to different ideas, one way communication.
Be open to different ideas and listen to opinions that conflict with your own. Take time to consider an idea or change and not just immediately dismiss it. Actively ask for people's contributions and feedback.Strong willed/controllingSingle minded on own goal achievement, does not take direction easily, can be insensitive to feelings and needs of others, wants to be in charge. Tries to control other people's activities.
Increase self awareness of how one is perceived by other staff members. Actively listen when given feedback and direction. Focus on building relationships as well as task achievement. Consider other people's needs. TalkativeDistracting and distracted, indiscreet, does not get the job done, wastes time, often away from desk.
Stay at desk and do not move around office unnecessarily, have a specific work-related purpose for going over to a co-worker, set aside a specific time to chat with co-workers such as lunch break, stick to the facts when communicating and do not get off the point, learn to listen more.When disclosing interview questions weaknesses avoid focusing on something that is a core competency for the job. Rather describe general behaviors that impact on a number of areas of your life - personal, home and work. Answer interview questions weaknesses with phrases such as:
"My family tell me I am impatient. I acknowledge this is a weakness of mine at home and sometimes in the workplace - I like things to be done promptly and to a certain standard. When that doesn't happen I get frustrated. I am making a conscious attempt to see it from the other person's point of view, recognize that people approach things differently and not impose my own standards on others. I find if I provide constructive help rather than just getting impatient it improves the situation."
This answer provides honest feedback while positively highlighting that you are a results-driven person.
Go here to view a comprehensive list of work-related strengths that can be used to successfully answer the question "What are your Strengths?"
Free sample interview answers to What are Your Strengths and Weaknesses.
Frequently Asked Job Interview Questions.
Use the interview questions weaknesses list to prepare a well considered and appropriate interview answer to the question"What are your weaknesses?"
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Pre employment drug testing is becoming a more and more common hiring requirement.
?It is estimated that 98 percent of Fortune 200 companies have implemented some form of employee drug testing during their recruitment process.
Recruiters estimate that about 60 percent of new hires are required to take a drug test today.
?The pre employment drug testing process is covered in detail at the employment drug screening page.
Here we answer the most frequently asked questions about drug testing for hiring purposes.
Is employment drug testing legal?
Most employers have fairly wide latitude when it comes to pre employment drug tests and the current emphasis on drug free workplaces encourages this. Each state has its own laws governing employment drug testing which employers should follow. Generally these allow for drug testing of job applicants provided the applicants know that the testing is part of the hiring process for all employees. Some states require a formal conditional offer of employment be given to the applicant before testing can take place.
Often notification of pre employment drug testing is given on the application form which the candidate signs. Sometimes separate specific notification is given at the first interview.
What about the applicant's rights to privacy?
The US Supreme Court has held that both blood and urine collection are minimally intrusive and not harmful to job applicants when conducted in the right environment (workplace or collection facility) without direct observation by the tester. In other words it would be considered an invasion of the candidate's privacy if the employer required a urine sample while other people were in the room watching. However if there is a worry about tampering with the sample the employer may be allowed to have one person of the same sex as the candidate present when the sample is given.
A drug test result may be considered personal health information and there may be restrictions on how and whether such information can be shared.
What other rights does the applicant have with regard to the drug testing process?
The applicant's basic rights extend primarily to the right to privacy as stated above and the right to question the legitimacy of the test result including the right to pay for further testing at a lab of their choice. You may have additional rights depending on your individual circumstances as well as State regulations.
Are all job applicants for the company tested for drugs?
Discrimination can be implied if an employer tests only certain applicants for a position. An employer cannot pick and choose which applicants for the same position will be tested. However within a company employment drug testing may be required for only certain positions.
The company would have to be able to justify this in terms of the job requirements and a written drug policy for the company should include this.
Must the prospective employer have the applicant's consent for a drug test?
If the employer tries to test an applicant in an underhand manner without the applicant's knowledge or consent this can cause legal problems. For example an employer is not allowed to pick up strands of hair that an applicant has left on a chair back during the interview and use them as a sample for a drug test.
What happens if an applicant refuses to be tested?
Most companies include a clause in their pre employment drug testing policies or in their notification of drug testing that specifies that a refusal to be tested will be treated as a positive result and the same criteria as a positive result will be applied to the applicant.
What happens if the applicant is not able to provide a urine sample at the time of the test?
Usually the applicant will be asked to remain at the collection center and drink measured fluids until able to produce a sample.
What prescription drugs can interfere with the Five-Screen test and how is this dealt with?
Certain over the counter medications can interfere with accurate results. These include ibuprofen and ephedrine-based products. Most drug testing companies will ask the applicant in advance what medications they have recently taken. The applicant should list these carefully. If the medication has compromised the result of the drug test the sample is automatically retested using a methodology that will identify the drug type. The applicant can present a doctor's prescription for the medication that can be reviewed by the medical officer. Some medications will preliminarily test non-negative, but the confirmatory tests will rule out any non-illegal substances
Employers cannot discriminate in their hiring practices based on an applicant's use of prescription medication for legitimate medical purposes. Such discrimination could be a violation of the Americans with Disabilities Act.
Can applicant's "beat" the drug tests?
Certain internet sites give advice on how to supposedly dilute or adulterate urine samples. Most of these suggestions do not work and are easily identified in the testing process. Even if the specific drug is successfully masked the product or method of tampering itself can be detected.
Pre employment drug testing has become an accepted part of the final hiring decision. Know what this means for job applicants.
Find out more details about the pre employment drug testing process at About employment drug screening and know what to expect.
Go to Pre Employment Testing to find out about other frequently used pre employment tests.Find out all you need to know about Employment Background Checks including credit checks.
Certain employers are permitted to use the Employment Polygraph. Find answers to commonly asked questions about the use of pre employment polygraph examinations.
DISCLAIMER: The information provided here is for guidance purposes only and is not legal advice.
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Competency based interview questions are designed to explore how you performed and demonstrated a specific competency in previous work situations.
This type of interview is based on the premise that past performance is a predictor of future performance.
These questions will ask you to provide an example of how you previously demonstrated the job competency or behavior required for successful job performance. You can find a further explanation of how the competency based or behavioral interview works at The Behavioral Interview .
Here we look at typical questions for these core competencies:
Reliability - takes responsibility for own performance. Completes work in a timely, consistent and accurate manner.
Tell me about a time you made a mistake at work. How did you deal with it?
How have you reacted to a colleague who regularly lets the team down?
In your answer show you are able to take responsibility for your mistakes. Highlight your attitude to meeting personal commitments and doing what you promise. Focus on the importance of trustworthiness and job commitment.
Integrity/honesty - maintains social, organisational and ethical norms. Respects confidentiality, organisational regulations and personal commitments.
Has your manager/supervisor ever asked you to do something that you were uncomfortable with? How did you handle this?
Tell me about a time you witnessed a fellow employee do something that you didn't think was appropriate.
Focus on how you adhere to organizational policies and procedures. Your answer should show that you are able to behave in a responsible manner and be courageous and honest enough to remain on the side of correct work standards. Integrity means having the confidence to take relevant action if a colleague is violating professional and organizational standards.
Energy - maintains a high activity level. Sustains productivity over long periods of time.
Tell me about a time you had to work at a fast pace for an extended period of time. How did you maintain your work pace?
What job activities have required the most energy? How did you maintain your effectiveness while working on these activities?
Your answer should focus on your ability to work long hours while remaining effective, to perform mentally or physically taxing work for extended periods of time. Highlight your stamina and enthusiasm. Show a commitment to putting in additional effort.
Tenacity - stays with a plan of action until the desired outcome is achieved or no longer reasonably attainable.
Tell me about the longest time it took you to conclude a deal with a customer.
Describe a situation when you had to overcome a number of obstacles to achieve an objective.
Competency based interview questions that explore tenacity are looking for your ability to make repeated attempts to get to your objective, to stay with the task until it is completed and to make a plan to overcome obstacles that arise along the way.
Competency based interview questions are becoming the norm for a job interview. Be well prepared and impress as the right job candidate.
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The production manager job description outlines the core tasks and responsibilities of the production manager role.
Regardless of the industry, the production manager's main function is to ensure the efficient and timely production of goods. Although the scope of the job may vary according to the particular production system the primary duties and accountabilities are detailed in this job description.
PRODUCTION MANAGER
General Purpose
To plan, organize and control production in an organization to ensure that goods are produced efficiently, on time, within budget and to standard.
Main Job Tasks and Responsibilities
plan a production schedule for the jobimplement and control the production schedulereview and adjust the schedule where neededdetermine the human resources requireddetermine the material resources requiredmanage human and material resources to meet production targetsmake decisions about equipment use, maintenance, modification and procurementwork out and implement standard operating procedures for production operationsensure that standard operating procedures are adhered toensure implementation and adherence to health and safety proceduresset product quality standardsmonitor quality standards of productsimplement and enforce quality control and tracking programs to meet quality objectivesanalyze production and quality control to detect and correct problemsdetermine and implement improvements to the production processprepare and maintain production reportsmonitor and review the performance of staff and organize necessary interventions for improvementestimate production costsset production budgetsmanage production budgetsimplement cost control programsensure efficient collaboration and co-ordination between relevant departments including procurement, distribution and managementEducation and Experience
Usually require a bachelor's degree - business administration, management, engineering, industrial technology knowledge and experience in production and manufacturing processes and techniquesknowledge of raw materialsknowledge of quality control programsknowledge of business, finance and management principlesknowledge of human resource principles and practicesknowledge of machines and toolsknowledge of engineering and technology principles and practicessolid computer skillsKey Competencies
critical thinking and problem solving skillsplanning and organizingco-ordination and controltime managementattention to detaildecision-makingcommunication skillspersuasivenessnegotiationinfluencing and leadingdelegationteam workconflict managementadaptabilitystress toleranceAdapt the production manager job description to meet your own needs.
Management Job Description
Manager Cover Letter
Project Manager Job Description
Operations Manager Job Description
Use the Management Interview Guide to view interview questions and answers for a management job.
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Getting the job interview dress code right is key to making a good impression in your interview.
A well known jobsite asked over 2,700 hiring managers about mistakes that candidates make in job interviews.
The most common mistake was dressing inappropriately! Hiring managers complained that candidates did not dress in a professional manner. With this in mind it is better to play it safe at job interviews and wear clothing that is generally accepted as business-like.
For women the standard for professional workwear is a business suit, a jacket and smart pants or a dress and jacket. The number one mistake made by female candidates in job interviews is looking too sexy. Cleavages, too-short and too-tight skirts, tight tops, visible bras and heels that are too high were all mentioned as job interview dress code mistakes.
For men the standard is still a classic business suit, a white or neutral colored dress shirt and a conservative tie. Interview dress mistakes include wearing comedy ties, badly ironed shirts and not shaving.
Job seekers were also penalized for wearing bright and trendy colors with 70% of employers saying they do not consider high fashion to be appropriate for a job interview. Over 80 percent of employers said that wearing a suit to the job interview creates the impression of an organized and efficient candidate.
The right job interview dress code varies vary according to the type of job and organization you are interviewing for. Lets look at some different job types and what would be considered appropriate interview attire.
Sales Jobs
The preference is for male candidates to wear a suit and tie. However for a very junior or entry level sales position hiring managers will accept smart pants and a co-ordinating jacket. For women a skirted suit or pantsuit or tailored dresses are considered appropriate. When choosing a color to wear consider the following. Dark blue projects an image of being calm and in control, of dependability and loyalty (note how many uniforms are blue). Gray sends the message of wisdom, dignity and practicality. Brown is associated with friendliness and wholesomeness - a connection with the earth. Black is seen as representing authority and power. Black can sometimes look sombre and be overwhelming so lighten the overall look with an appropriate light colored shirt.
Manager and Finance Jobs
A classic dark suit and low key tie is required for men while business suits and dresses and jackets remain the standard for female candidates. Women should wear shoes with conservative heels and hosiery at or near skin color. Shoes that are darker or the same color as the skirt make a candidate appear solid and grounded, shoes that are lighter than an outfit can make a candidate look insubstantial. Men should opt for dark, polished conservative shoes with dark socks. White shirts are always a good option. White sends the message of precision and decency.
Teaching Jobs
An elementary or primary school teacher should appear both approachable and professional. Each district may have different interview dress expectations but a safe bet for female candidates would be to wear a formal blouse paired with smart pants or skirt rather than a formal business suit. A business suit is more appropriate for a secondary or middle school teaching interview. Dress codes are more stringent at this level.
Factory and Trades
Depending on the level of the job, appropriate job interview dress code for an interview in the trades can fall into the business casual category. To find out what business casual interview attire means go to Interview Clothes.
How to Find out the Company Dress Code.
Interview Dress Homepage.
Take time to think about what you are going to wear to your job interview. Make sure your clothes are well pressed, clean and neat.Return from Job Interview Dress Code to Best Job Interview
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Practical cashier job description for your use. Cashiers are employed in almost all stores and institutions where the purchase of goods and services is involved. Whether it is a retail outlet or an entertainment venue cashiers are necessary for the smooth handling of transactions.
Duties and responsibilities will vary according to the work environment. Select the relevant information for your particular cashier position from this comprehensive job description.
CASHIER
General Purpose
Accurately process sales and payments for goods/services and provide receipts to customers.
Main Job Tasks and Responsibilities greet and acknowledge each customerassist customers where possibleprovide answers to product and payment-related queries resolve customer complaints refer customers to the right person to answer queries and deal with any problemsaccurately process sales using cash registers, scanners or equipment provided to obtain total purchase amountaccept cash, checks and bankcards for paymentprocess payments according to company procedureprovide change for cash paymentsissue receipts for payments receivedaccurately calculate discounts and special offersstay up to date on all promotions and special offersissue refunds and creditsprocess returns and exchangesredeem food stamps and couponsensure sufficient change is availablebalance sales and receipts according to company proceduremaintain accurate records of transactionsbag, box and wrap merchandisemay be required to assist in other areas such as shelf stocking, product display, pricing and clean-upmaintain a neat, tidy and orderly work area
Education and Experience
high school diploma preferablebasic mathematical knowledgesome experience dealing with money preferableability to operate relevant electronic equipment. Can be trained on the jobproduct knowledge. Can be trained on the jobKey Competencies
communication skillsinformation processing abilitynumeracy skillsaccuracyattention to detailproblem-solving skillsstrong customer service skillsability to work independentlyintegrity and honestyreliabilitymanual dexterityNeed help developing your resume? Use the Cashier Resume Sample to create a convincing resume.
Find out how to write a cover letter using this cover letter template
Retail Sales Job Description.
Bank Teller Job Description.
Find good job interview questions for the cashier job at Teller and Cashier Interview Questions.
Use the cashier job description to develop a useful job profile for your cashier job.
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What customer service interview question can you expect when applying for a customer service job vacancy?
?Although the customer service job varies from employer to employer you can anticipate and prepare for likely customer service interview questions. Knowing which knowledge and core competencies (skills and abilities) are required for success in customer service work will help you to predict which questions will be asked.
?The customer service knowledge requirements will vary depending on the organization, the product or service and the scope of the customer service job.
However typical knowledge requirements for a customer service job include: computer /technological knowledgedata entryinformation processingknowledge of relevant software applicationsnumeric, oral and written language applicationsadministrative/clerical proceduresCustomer relationship principles and practicesQuestions around the knowledge requirements will usually be answered by reviewing your resume or CV as they refer directly to your qualifications and work experience.
Prepare for questions that explore your customer service training and your work task experience relevant to the specific knowledge requirements listed.
Examples include:
"Which software applications are you proficient in?"
"What products and services have you dealt with?"
"How many orders/queries did you deal with on an average day?"
The interviewer will focus on the customer service interview question that looks for evidence of the competencies needed to succeed in a customer service opening. You will be asked to provide specific examples of when you have previously displayed the required competency.
You should reflect on your past experiences, select appropriate examples and plan your response using the following structure:
Describe the specific situation or task you were involved in Detail the action and steps you took in the situation Outline the results and outcome of your actions. What happened, what was accomplished, what did you learn?Go through each customer service interview question that explores these core competencies. Use the answer guidelines to help you prepare your own excellent answers.
Problem Analysis and Problem-solving
Key to success in a customer service position is the ability to analyze and assess problems and find workable solutions.
"Tell me about a time you had to evaluate a large amount of information to sort out a problem. Talk me through the steps you took."
"Tell me about a difficult situation to which you found a simple solution."
"Give a specific example of when you had to sort out a complex problem for a dissatisfied customer recently."
Answer Guidelines : Show how you are able to collect and organize information to identify key issues and detect problems. Describe your ability to consider alternatives and find the most appropriate solution considering the facts, your resources and the customer's needs.
Customer Service Orientation
The interviewer wants to know that you have proven yourself to be both able and willing to provide excellent service to the customer.
"Describe a time you had to ask a number of questions and listen carefully to fully understand the customer's query."
"Describe a recent situation when you had to handle a dissatisfied and angry customer."
"How do you define going the extra mile for your customer, give me an example of when you have done this."
Answer Guidelines : Show how you develop positive customer relationships by actively listening and making the effort to understand the customer's needs, meeting and exceeding the customer's expectations and taking responsibility for the customer's satisfaction.
Accuracy and Attention to Detail
A common customer service interview question will focus on your ability to accurately collect and process information.
"Take me through the process you use to check that you have the right details from a customer."
"Describe a time that you picked up an error or problem that had been overlooked by others at work."
"Tell me about a time that you had a confusing interaction with a customer, how did you clarify things?"
Answer Guidelines : Describe your attention to all details of the customer interaction, however small. Show how you clarify the details, ensure you have complete information and accurately check your work processes and output.
Adaptability
Customer Service means dealing with a variety of people and demands, the ability to adjust to the situation is an important job requirement.
"Describe a time you had to change you approach to customer because your initial attempts were unsuccessful."
"Tell me about a time you have had to adjust to a new manager who had a different management style to what you were used to."
"Give an example of when you had to deal with a major change in the customer relationship practices in your workplace."
Answer Guidelines : Show how you are able to maintain your effectiveness in different situations and dealing with different people. Describe how you adjusted your approach and behavior to meet different needs and demands.
Patience and Stress Tolerance
It is difficult to keep calm and patient when dealing with unreasonable and demanding customers, however this is an essential competency when providing efficient customer service! This will be assessed with a customer service interview question such as:
"Tell me about a recent situation with a customer that really tested your patience."
"Tell me about a time you experienced conflicting work demands, how did you respond?"
"Describe a situation when you had to deal with an unpleasant customer who was making unreasonable demands."
Answer Guidelines : Show you are able to maintain a positive attitude and a high performance standard under pressure and in the face of challenges. Describe how you use appropriate coping techniques to keep calm under provocation and stress and that you are able to show patience when faced with a difficult customer.
Your ability to communicate effectively with customers and your ability to actively listen will be assessed as you interact with the interviewer. Make sure you speak clearly and concisely, choosing your words with care and using correct grammar. Listen closely to questions and ask for further clarification if you do not properly understand something. For comprehensive advice on how to communicate effectively in the job interview go to the expert interview communication strategies.
Prepare for the customer service interview question that explores your motivation to be in a customer service job, such as :
"What do you see as being the greatest challenges today in the customer service industry?"
"What do you regard as being the most positive aspects of dealing with customers?"
Know how to answer other frequently asked questions such as "What does excellent customer service mean to you?"
Use these sales interview questions and answers to help you prepare for your interview. These interview questions also come up as a customer service interview question.
Get a head start on the other candidates for the customer service opportunity with the help provided at About a Customer Service Job Interview.
For a comprehensive guide to answering competency based or behavioral questions go to The Behavioral Interview and review the sample questions and answers.
Interviewers will also use some general questions to assess the candidate. Review these standard interview questions with sample answers by clicking on common job interview questions and answers.
Stand out in your customer service interview by being thoroughly prepared and confident!
Your interview question and answer guide for Accounts Payable and Accounts Receivable.
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Group interview questions are often used as an initial screening tool to select candidates for a second, one-on-one job interview.
The types of interview questions are usually general and not specific to the technical aspects of the job. The main purpose of group interviews is to determine qualities like communication skills and interpersonal ability, persuasiveness and the ability to influence others, leadership and delegation.
Other competencies assessed during a group interview include problem-solving and planning skills, stress-tolerance and the ability to work and contribute effectively as a team-member.
Expect some debriefing-type questions. These group interview questions will most likely be asked in a group situation after the team exercises have been completed.
What made this team work successfully?
Refer to aspects such as the good use of available resources, the management of obstacles, successful team communication, use of initiative and support and encouragement of each other. Focus on the approach the team took and acknowledge the contributions of individual members.
What was your personal contribution to the team's performance?
Refer to your strengths such as planning and thoroughness, analyzing and problem-solving. Support your answer with specific examples of how you used these strengths to contribute to the team. What special role did you play and how was your contribution received by the team?
Why did this team struggle to accomplish the objective?
Refer to the reasons why things did not go according to plan, give specific examples. Demonstrate that you have been able to realistically analyze the situation and explain what you would have done, with hindsight, to improve the situation and deal with the problems the team experienced. Show an ability to offer solutions, not just to point out the problems.
How did you deal with the stress created by meeting the challenges?
Describe the specific steps you took to remain calm and controlled. Focus on skills such as planning, flexibility, communication and discipline.
How would the other team members describe you?
Refer to the positive reactions your experienced from other team members. Support your perception of how you came across with examples of observations or remarks made by the team.
Group interview questions designed to get to know you as an individual may be asked on a one-one basis at some point in the group interview process.
How would you describe yourself?
Avoid just repeating what is on your resume. Focus on highlighting your skills in a positive and job-relevant way. Try to set yourself apart from the other candidates as the most suitable person for the job. You need to think about the job requirements and emphasize your fit with these needs. You can mention observations others have made about your strengths and abilities to reinforce your answer.
How would your colleagues describe you?
Think about the interpersonal style you use with co-workers or your peers. What adjectives would they use to describe you? Dependable, resilient, helpful, energetic etc. Use this list of strengths to help you with this. Support your answer with examples.
"They describe me as dependable, probably because I always meet my deadlines." or "They consider me highly adaptable, I am able to work effectively with very diverse people. My last department consisted of ......"
These group interview questions explore your personal motivation for the position .
What about this position appeals to you most?
Give specific examples of why this position and company excite you. Refer to the positives you have learned about the organization and the job from this group interview process. Think about how you can prove your passion and interest for the position. Why would you prefer to work for this company rather than their competitors? Use your background research to help you prepare for group interview questions like this.
What are your goals and how does this company and job fit into these goals?
Tailor your goals to the realities of this position and company. Don't offer specific job titles or time frames. Focus on types of experiences you hope to gain and abilities you want to develop. Consider realistically the opportunities available in this organization. Refer to what you will learn in this position and how this fits in with your personal development plan.
Prepare for a general interview question about your suitability for the position
What would you bring to this position?
Refer to your key skills and abilities and how you would use them in the job. Avoid general statements like "I am a team-player.." and rather refer to specific evidence.
"I have worked as part of a team on a number of projects and received positive feedback about my role and contribution. Particular mention was made of my ability to initiate new ways of looking at the challenges and problems and then encouraging contributions from other team members."
Think about your strengths and the benefits they bring to the company and position. Give proof of what you can offer to excel in this job. "My problem-solving ability has been put to the test many times. For example, ...."
Discuss your specific qualifications for the job. Always refer back to your enthusiasm for the position.
Prepare convincing answers to frequently asked group interview questions that explore these areas of competence. Set yourself apart from the competition by having planned and practiced for your group interview.
Group Interview Tips and Techniques
Often candidates are asked to identify their strengths and weaknesses in the group interview. Go to the following excellent resources to help you with this
List of Strengths and Weaknesses
Interview Questions Weaknesses
Use the common job interview questions and answers to help prepare answers to other typical job interview questions.
Group interviews may be used as an opportunity to see how candidates react to those unexpected strange interview questions. Be prepared to handle these type of interview questions.
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Free interview questions and answers guide to those tough job interview questions. Go through the list of common interview questions and use the sample answers to prepare your own winning interview answers. Stand out as the right candidate for the job opportunity.
Expect interview questions that explore your understanding of the job such as:
What skills are the the most critical to this position?
Prepare by listing the tasks given in the job description and identifying which skills are key to successful task performance. Consider the technical skills specific to the position such as knowledge of accounting principles and practices for an accountant position, human resource management principles for a HR position, understanding the sales cycle for a sales position etc.
List the competencies required for successful job performance. Competencies or behaviors commonly required in the workplace include problem-solving ability, use of initiative, resilience, adaptability, organizing and planning and team work. Describe to the interviewer how your experience is relevant to these requirements and how you have successfully demonstrated these skills in your previous positions.
"After carefully reviewing this job I would focus on these key skills as the most essential to success. The company is going through considerable restructuring and as a manager I would need to properly manage any changes with my team. My communication, motivation, negotiation and conflict management skills are key to this. In my last job I had considerable experience in these areas when ................."
Free interview questions and answers include other typical job interview questions that explore your suitability for the job. Click on each question to view good sample interview answers.
Employers want to explore your commitment and motivation for the job. One interview question that prospective employers like to ask is:
What interests you most about this job?
Point out the new challenges and experiences you look forward to in the position and why you are qualified to handle them. Align your interests with the attributes they are looking for in the right candidate. For example:
"I want the challenge of selling a new product. I consider strategy development one of my key skills and I would like to be able to use it to the fullest in developing strategies for selling this product.."
"I get great satisfaction from training new staff members and helping them develop and succeed. I am excited by the sort of training programs I would be running in this position...."
For more free interview questions and answers that deal with your motivation, your interpersonal skills and your work goals click on each of the standard interview questions listed in the table below.
Free interview questions and answers include those tough and awkward questions that interviewers throw at you such as:
Where else are you interviewing and for what positions?
This is an awkward interview question and although candidates feel that interviewers shouldn't ask it, they do! So be prepared for it. Be brief, concise and straightforward. Avoid trying to use this as an opportunity to impress by naming big firms in unrelated industries or that are offering different types of jobs. Employers want to hear that you are going for similar positions in the same sort of industry. This confirms your commitment to the job they are interviewing you for. You can rather answer in general terms.
"I have focused only on jobs that offer me the same sort of opportunities and challenges that your organization does in this particular industry. I recently interviewed with XYZ organization for a similar position."
If you have not been for any other interviews you can deal with this interview question in this way.
"I have concentrated my job search on positions that offer the same sort of responsibilities and challenges as this position and with similar organizations. To date I have sent my resume to a number of organizations, including XYZ Company and ABC Inc, and we are in the process of setting up interviews."
View other difficult interview questions with sample answers here.
Most interviews will include some behavioral type interview questions. Be well prepared by using our Behavioral Interview Guide for these type of job interview questions.
The comprehensive lists of free interview questions and answers will help you prepare for success in your job interview.
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When planning on negotiating a job offer it is important to consider the full compensation package and not only the base salary.
When planning your negotiation compute the dollar value of obvious benefits such as medical insurance and add this figure to the salary for a more accurate picture of the job offer. You also need to consider hidden benefits such as salary progression and training to properly evaluate the value of the job offer.
Key to developing your negotiation strategy is to look at all the elements of the job offer. Decide what it will take to turn an unacceptable offer into an acceptable offer and which items you can negotiate.
Evaluate the Benefits
Negotiating a job offer includes discussing the benefits. Benefits can add up to 30 percent of the total compensation. At December 2007, benefit costs as a percentage of total compensation costs were 30.2 percent (Employee Benefit Research Institute).
Assess the value of these commonly offered benefits to you personally when evaluating your job offer. Medical Insurance - consider these statistics from the Employee Benefits Research Institute when evaluating this benefit. In 2007 employer health insurance premiums increased by 6.1%, twice the rate of inflation. The annual premium that a health insurer charged an employer for a health plan for a family of four averaged $12,100 of which the company contributed $8,800 and the employee $3,300. The annual premium for single coverage averaged about $4,400 of which the employer paid on average $3,700.Also consider benefits that provide personal satisfaction such as the number of leave days provided. When preparing for negotiating a job offer evaluate the benefits that don't have a specific $ value at this point. Apart from compensation what else does this job offer include? Consider these aspects before you begin negotiating a job offer.
What kind of promotional opportunities can be expected over the next 5 years. Along with this, what kind of salary progression can be anticipated during this time? How often do salary reviews take place?After considering the entire compensation package you are in a position to decide what is important to you and what benefits you want to negotiate in addition to the salary. You can now put together your negotiation proposal.
Put a Direct $ value on the following:
Salary (Use the Salary Requirements Calculator to establish your acceptable salary range)Factor in aspects that have an indirect or potential $ value such as training, promotional opportunities and anticipated salary increases.
Prioritize your interests and decide where you are willing to trade one thing of value for something else. Is the performance bonus more important than the salary?
Negotiating a job offer requires two major steps. The planning which involves research and information gathering to develop an effective negotiation strategy and then communicating effectively with the employer to get the offer you want.
Prepare by knowing your competitive market value and company-value.
Use the salary negotiation tips to get the job offer you want.
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Writing a career change cover letter can be difficult. You need to persuade the prospective employer that you have the right skills to perform the job successfully although your actual experience lies in a different area.
Follow these expert tips and guidelines when creating your cover letter.
Tell the employer what you can do for them
Many career changers make the mistake of writing about how the employer can help them in achieving their new career goals. Employers are not actually interested in this - they want to know what you, the applicant, can do for them and how you will contribute to their goal achievement. Focus on what you can bring to the job and the organization.
Don't apologize for your lack of directly related experience
Don't draw attention to the negative. Instead confidently focus on the relevant skills you bring to the job.
Focus on transferable skills and competencies
Highlight the skills and abilities you have that can be transferred to a new position. Make sure these transferable skills are relevant to successful job performance. Show employers how these competencies would make you a top performer if you got the job. Study the job description or announcement carefully, research the company and describe the skills and knowledge from your past career that will work with the new one. The transferable skills and competencies that employers most frequently look for include:
effective problem-solving
planning and organizational skills
communication skills
critical thinking skills
collaboration or teamwork skills
self-motivation
adaptability and flexibility
honesty and integrity
strong interpersonal skills
strong work ethic
In addition to your transferable competencies you can describe any achievements or assignments from your past career which would help ensure success in this job.
Persuade the reader of your passion for this new career choice
Address the career change issue directly in your career change cover letter. Focus on what attracts you to this new field and why you are so interested in this job opportunity. Do your research so that you are able to clearly express the reasons why this is the career and the company you want to put all your energy and hard work into.
Avoid badmouthing your past career
Stay away from criticizing past employers or previous career choices. This only backfires and make you appear negative and a poor decision-maker! Employers are only concerned about what you can do for them right now, so focus on what you are moving toward rather than what you are moving away from.
Keep it simple
As with all cover letters keep your career change letter to one page in length. Although a career changer has more information to convey in a cover letter don't put off the reader by going on and on.
Use the career change cover letter sample to help you write your own persuasive cover letter.
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Original article by the authors of best-job-interview.com
What interview clothing to choose in tough economic times?
This economic climate demands different job interview attire choices. The advice from recruitment professionals is to play it safe and formal.
There has been a noticeable shift in the way people dress for work to reflect the current economy.In boom economic times wearing casual or unusual clothing to a job interview could give the impression of a free-thinking and innovative risk-taker. But risk-taking has a bad name now and employers are looking for committed, serious professionals who will contribute assured value to the company.
It is advisable to turn up to your interview in a plain, formal suit with a neutral shirt and an understated tie if you are a man and a moderate skirt, jacket and blouse or plain, smart pants suit if you are a woman.
Flamboyance and showiness belong to another time and solid and reliable are what employers are looking for today. Many department stores have reported an increase of up to 50% in the sale of white shirts - the classic and serious choice for decades.
Often the individuals conducting the hiring process now are older and more conservative professionals who have avoided lay offs due to their experience and the expense of laying them off. They want steadfast and trustworthy employees for the tough times ahead.
Image consultants suggest that the move back to traditional work values demands conservative and traditional interview clothing. Dressing more formally and taking care of the details such as well-polished shoes, neat and tidy hair and manicured fingernails demonstrates how hard you are trying and how seriously you take the employment opportunity.
Here are some suggestions for the right interview clothing in today's job market.
For men - charcoal gray or navy suit with a pale shirt in white, cream or pale blue, yellow or pink. A silk tie either in a plain color or with small polka dots, stripes or a small geometric-type pattern. Finish this off with black socks and black shoes.
For women - A matching skirt and jacket or dress and jacket or a formal pants suit. A light-colored shirt with a collar and sleeves. Choose plain navy or black shoes with closed toe and moderate heel with skin-colored hosiery. Jewelry should be kept to a minimum and should be understated as should make-up and hair.
Job candidates can look to President Barack Obama and his wife as the new role models for how to dress in hard times. They both dress very traditionally and make sure that they are in tune with the current climate. Employers are going back to old values, your interview clothing should reflect this.
Please Note - This article is owned by Best-job-interview.com and permission to republish it must be granted by the authors in writing.
More interview dress advice at Dressing for a job interview.
Go to Articles Homepage to view the latest articles covering job search and interviewing skills. Use the expert advice and information to help you get the job you want.
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Useful exit interview tips. Make the exit process easier by being well prepared for exit interviews.
What is an exit interview?
From the employer's perspective the purpose of the exit interview is to understand why the employee is leaving and to gain insight into what areas the company can improve on, the strengths the company can build on and how the organization and management is perceived. From the departing employee's perspective the exit interview provides an opportunity to give constructive feedback about the organization, the working environment, the job itself and management.
Top Exit Interview Tips
Be as objective and fair as possible. Try to remove any feelings of hostility or disappointment from the situation. Don't get involved in the blame game. Be honest but diplomatic. For example if your reason for leaving is because you do not get on with your manager share the responsibility for this. A good approach would be to say something along the lines of,Exit the company in a professional and polite way. Use the Resignation Checklist and the Sample Resignation Letters to resign properly.
Before you leave get a letter of recommendation or a job reference from your manager. Find out more about how to ask for Job References.
"Exit Interview Tips" offers general information only and is not intended as legal advice.
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Samples of the type of Human Resources interview questions you can expect in your job interview.
? Within the Human Resources sector there are a range of different jobs at different levels, however you can prepare for standard interview questions that explore your Human Resources technical skills and experience and competency-based or behavioral interview questions that explore the core abilities regarded as essential in a human resources professional.
Here we look at the typical Human Resources interview questions that explore your technical skills and experience in Human Resources.
Go to Human Resources Behavioral Interview Questions to view the behavioral interview questions to expect in the HR job interview.
What measures have you introduced to reduce absenteeism/turnover/substance abuse in the workforce?
In answering Human Resources interview questions about steps taken to solve a human resources problem focus on introducing constructive interventions rather than taking a punitive approach. Typically successful interventions include evaluating management styles, reviewing working conditions, providing incentives for positive behavior and the development and implementation of a policy that specifically addresses the issue.
What essential content do you include in a practical and useful HR policy and procedure?
Good HR management demands good policies. Ensure that your interview answer clearly demonstrates your understanding of the difference between policy and procedure. A policy is a formal statement of principle specific to a particular issue that employees must follow while a procedure instructs employees on how to carry out the policy. HR policies should include a clearly stated purpose, a well written policy statement, definitions of the terms used, scope of employees covered by the policy and who is responsible for implementing and monitoring the policy within the organization. The related HR procedure will include easy to follow instructions for carrying out the policy.
How have you kept HR policies and procedures current in terms of new legislation and regulations?
This explores your willingness and ability to understand relevant new legislation and regulations and to introduce changes accordingly. Focus on the methods you use to stay on top of federal rules and regulations such as attending seminars, subscribing to journals and newsletters, membership of relevant organizations etc. Select specific legislation such the Americans with Disabilities Act and discuss how you applied it in the workplace through revised HR policy.
What are your key considerations when communicating HR policy to the organization?
There are certain basic principles of effective organizational communication. These include planning a communication strategy, explaining the policy, how it impacts on the individual employee as well as the organization as a whole, what's in it for the employee, asking for questions and listening closely, clarifying, checking understanding, encouraging feedback. Select a particular example to demonstrate how you applied these principles when communicating new or revised policy to the organization.
What employee recruitment/selection/retention/development strategies have you developed/introduced?
In answering human resources interview questions about development and implementation of HR strategy focus on aligning HR activities with organizational priorities and employee needs. This includes understanding the overall business strategy, conducting a SWOT analysis, determining key employee issues and developing an action plan around these critical issues.
What are the main challenges facing Human Resources Management today?
Your answer should demonstrate good insight of the current HR priorities. Surveys show that these are the current issues that HR professionals must consider - the increasing importance of getting the most out of existing employees during the current economic crisis, creating a performance-based culture, the need to identify and develop potential, succession planning, employee placement within the organization and managing talent through change.
Human Resource interview questions that explore the key behavioral competencies required in an HR function can be viewed at HR Behavioral Interview Questions
Prepare well for your Human Resources job interview and come across as a polished HR professional.
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Use the sample resignation letter when you want to write a meaningful and heartfelt resignation letter. Regardless of your reasons for leaving your job, you will have gained something positive during your employment with the company.
Focus on the positive and maintain a good relationship with your old employer. You never know when you might need to refer back to this employer so take the time to write a professional and polite resignation letter.
Heartfelt resignation letter
Your Name
Your Address
Your City, State, Zip Code
Your Phone Number
Your Email
Date
Ms Jane Smith
Financial Director
XYZ Corporation
Address
City, State, Zip Code
Dear Ms Smith (or first name if you have an informal relationship),
Please accept this as formal notice of my resignation from the position of Accountant at XYZ Corporation, effective two weeks from today. My last working day will be May 12, 2011.
After much consideration I have decided to accept another job offer. I feel it is time for a new challenge and this is a good opportunity to further my career goals.
Working for this company has been a wonderful experience. I feel privileged to have been part of such a professional team and will miss all my colleagues.
I appreciate both the professional and personal growth opportunities that have been provided to me during my time with the company. I would like to thank you in particular for all your advice and support. I hope that we will stay in touch as I begin this new chapter in my career.
I wish you and XYZ Corporation continued success in the future.
Sincerely
Your signature
Typed name
If you are looking for a sample letter of resignation that is short and to the point but polite and professional you can use this Basic Letter of Resignation
Go to the Letter of Resignation Template to help format your letter of resignation. Just fill in your information and use any of the key phrases provided to complete a professional letter of resignation.
If you are leaving before securing a new position you can simply say the following:
"I have decided to spend some time evaluating my career and exploring new opportunities"
If you are leaving for a new opportunity and want to submit a brief but positive resignation letter use this Resignation Letter Example.
Suggested reading if you are resigning from your job - the Essential Resignation Checklist will ensure you have a smooth exit from the company. Know your rights and obligations to the employer.
It is important to make sure you secure a job reference from your employer before you leave. You will probably need it sometime in your future career. View these Sample Reference Letters.
Are you expected to complete an exit interview before you leave? View Exit Interview Questions and Exit Interview Tips here and be well prepared.
Handling the resignation process professionally enables you to focus on the positive things you are moving toward rather than getting stuck in any negatives you are leaving behind.
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Employment drug screening has become a requirement for many companies. The majority of all Fortune 500 companies do employee drug testing. The US Department of Labor has estimated that drug use in the workplace costs employers up to $100 billion dollars annually in lost work time, accidents, health care costs and workers compensation costs.
Employment drug screening helps the employer to develop a healthier and more productive workforce and improve profits. Employers are encouraged, through the drug-free workplace program, to monitor drug and alcohol abuse in the workplace.
Legally employers have established that it is within their rights to ensure the workplace is free from hazards and one of the best ways to protect your workplace is to aggressively screen out drug abusers before they become employees. An employer can establish a program for testing job applicants for drug usage as long as it is administered fairly and consistently and is in line with federal and state laws.
The laws concerning employment drug screening vary from state to state. Some states require that employers may only test applicants once they have been formally offered a position conditional on a negative drug test. Other states do not have this requirement. Go to Department of Labor State Laws to find out the laws that apply to employment drug testing in your state.
Generally these requirements for pre employment drug screening are followed by employers:
Employers have a written drug testing policy that requires job applicants to be drug-freeIt is worth noting that a company with over 15 employees is subject to the Americans with Disabilities Act, a federal law that protects people with disabilities from discrimination. This Act prohibits pre employment medical examinations before a conditional offer of employment has been made but a test to determine if an applicant is illegally using drugs is specifically exempted from the definition of what constitutes a medical examination. However pre employment alcohol testing is considered an medical examination and can only be conducted after the candidate has been extended a conditional offer of employment.
How is pre employment drug testing conducted?
Generally applicants are sent to a collection site where a urine sample is obtained and then sent to a certified laboratory for analysis. Urine drug testing is the most common type of drug screening primarily because it is reliable, inexpensive and non- intrusive. Test results are usually available within 24 to 48 hours. Other testing methods such as hair testing, blood tests, breath tests and saliva testing are also used.
Some employers use instant test kits similar to a home pregnancy test. These tests are considered accurate for immediate screening but are not effective in the event of a positive result because that requires laboratory confirmation and keeping of the sample for retesting.
What is tested?
The most common employment drug screening is a standard five-panel test, called a "Five-Screen", of street drugs including marijuana, cocaine, PCP (Phencylidine), opiates such as heroin, morphine and codeine, and amphetamines.
A "Ten-Screen" test is sometimes used which expands to include these five prescription drugs that are legal to possess and use- barbituates (phenobarbital etc), mathaqualone (Qualuudes), benzodiazepines (tranquilizers such as Valium, Librium, Xanax) and Methadone.
Although it varies from person to person most drugs stay in the system for 2-4 days, however hair testing and some other more expensive drug tests can detect drug usage for up to 90 days. Chronic drug usage can be detected for up to 14 days or more while sedatives may stay in the system for up to 30 days. Usually the employer will insist that the urine sample is given within a specific time period so that drug users do not wait until the drugs have left the system.
What happens if the result is not negative?
If a test is positive most labs will carry out extensive procedures to confirm the result before they report it. Most drug testing programs use an independent physician to review all test results. If the result is positive the physician will usually contact the applicant to find out if there is a medical explanation for the result. If the positive test is confirmed the candidate should have the right to pay for retesting of their sample by another laboratory of their choice and urine samples of all positive tests are kept for that reason. However the chances of a false positive are virtually nil.
There can also be a test result that is "negative" but shows an abnormal result that indicates an attempt by the candidate to alter the results such as drinking excessive water to dilute the sample. These results are examined further and another sample may be required.
All drug testing results should be kept on a confidential basis.
Go to Pre Employment Testing to find out about other pre employment tests that are commonly used as part of the hiring process.
DISCLAIMER:The information provided here is for guidance purposes only and is not legal advice.Return from Employment Drug Screening to Best Job Interview
Your complete list of sample job interview questions.
The questions you'll most likely be asked in your job interview. A detailed and comprehensive guide to interview questions. In addition to frequently asked interview questions we list other sample interview questions by category and provide useful examples of behavioral interview questions.
View each list of job interview questions then click on the link to view excellent interview answer guidelines and free sample interview answers that will help you get hired.
Basic List of Sample Job Interview Questions
These are the questions that get asked in almost every job interview.
They are common to every type of job interview and every job opportunity. Tell me about yourself.
Why should we hire you?
Why do you want to work for this company?
What do you like about this job opportunity?
What are your strengths and weaknesses?
What are you goals for the next five years?
Why are you leaving your current job?
Prepare thoroughly for these standard interview questions. Use the sample answers for each basic job interview question at Sample Interview Questions and Answers to help you. Remember to use the interview answers as a guideline and to prepare your own answers relevant to the job with supporting examples.
List of Frequently Asked Interview Questions
These sample job interview questions are not always asked in job interviews but they occur frequently enough that you should prepare for them.
What do you like/dislike most about your current/last job?
How would you describe your manager or supervisor?
How would your colleagues describe you?
How do you define success in your current/last job?
Describe your ideal job.
Use the answer guidelines at Typical Interview Questions to help you prepare good interview answers to these questions.
List of interview questions that explore your understanding of the job
In addition to the above sample job interview questions the interviewer can ask specific questions that reveal how much you know and understand about the job opportunity. Your interview answers provide a good indication of how much research you have done on the job, company and industry.
What skills do you consider most critical to this position?
How is your experience relevant to this job?
Why do you want to work in this industry?
What have you learned about our company?
What other companies are you interviewing with?
Your Job Interview Preparation is key to successfully answering these sample job interview questions.
Find sample interview answers at Free Interview Answers
Interview questions that explore your motivation to do the job
These questions evaluate your motivational fit with the job opportunity. Not only do candidates need to be able to do the job they need to be willing and motivated to perform the job.
What motivates you to do this kind of work?
Show how your strengths and interests are in tune with this particular position.
What sort of work environment do you thrive in?
Focus on your adaptability and willingness to learn about and work in different environments. Avoid listing specific requirements. Highlight general qualities that most working environments offer in some form or other such as challenging tasks, fast work pace, working as part of a team, the opportunity to learn, the opportunity to work independently and use your initiative and judgment.
What work situations stimulate and inspire you?
Your answer should be compatible with what you are likely to encounter in the job you are interviewing for. Look at the job requirements and focus on what will interest you. Will you be required to solve problems, deal with a diverse group of people, manage customers, contribute to team objectives, meet deadlines etc?
List of Behavioral Interview Questions
Most job interviews today involve an element of behavioral interviewing. These questions require you to provide an example of a previous real-life situation where you demonstrated the specific behavior or competency necessary for successful performance in the job you are interviewing for.The most common competencies or behaviors required for successful job performance and assessed in job interviews are:
organizing and planning
problem-solving
judgment and decision-making
initiative
adaptability
reliability
communication ability
work standards
To view sample behavioral job interview questions that explore these core job competencies go to Behavioral Interview Questions. Go through the sample behavioral answers to help you prepare properly for your job interview.
Strange interview questions
These sample job interview questions are asked to assess how you react to unexpected, off-the-wall type questions. Can you think on your feet and provide a proper answer when asked questions like:
What animal would you choose to be?
Which five famous people would you invite to dinner?
If you won the lottery what would you do with all the money?
What would you call your autobiography?
Get help with preparing for these type of interview questions. Use the answer guidelines at Strange Interview Questions.
Job-specific interview questions
These are sample job interview questions for specific job-types. Are you interviewing for a management position, an accountancy job, a sales opportunity or a teaching job? Find sample interview questions and answers for these jobs and many other job types at Job Interview Guides.
Use the search box below to find any other help and advice you want on job interviews.
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Group interviews involve getting together with other job candidates to meet with one or more interviewers. Usually it involves a number of interviewers - potential managers or supervisors, human resources, even future co-workers and a group of candidates all together in one room.
In its most basic form the group interview consists of a presentation to the candidates about the company and position. Generally there will be a question and answer session after the presentation.
These simple interviews serve two purposes. Information is given to all the candidates in an economical and time-saving manner. It also gives the interviewers an opportunity to conduct an initial screening of the candidates as they observe the candidates' behavior and interaction with each other, their communication skills and the impression they make.
Group interviews can be more involved than this. Candidates may be required to participate in work-simulation exercises. These can take the form of group problem-solving sessions where each candidate's contributions and participation is noted. Discussion groups take a similar form.
Other exercises include splitting the candidates into teams and each team is given a work-related task to complete. Each team then presents their results to the whole group.
During these team exercises the interviewers closely watch and listen to the candidates. They may also ask questions of individual candidates and take notes.
The skills been observed include communication and interpersonal ability, persuasiveness and the ability to influence others, leadership and delegation, organizational and planning skills and the ability to work and contribute as a team-member. Other observable behaviors include the ability to handle stress, to deal with feedback and give feedback and to analyze and problem-solve. Levels of individual knowledge are also noted.
Sometimes the situational exercise is not work related. Candidates are given a controversial hypothetical situation, such as deciding how to choose which people to save from a sinking boat. These type of exercises cause a lot of discussion and argument and interviewers will observe how people interact, influence and reach decisions.
Tips for Group Interviews
Use these tips for group interviews and your job interview experience will be a positive one. You will stand out as a mature, confident and competent candidate.
View the questions you can expect to be asked at Group Interview Questions.
Know what to expect in a panel interview and be prepared for this type of job interview.Return from Group Interviews to Best Job Interview
Use the sample employment acceptance letter or email to secure the job and confirm your acceptance of employment with the company. Make the right impression from the start.
Your new employer will be expecting you to respond in a professional and polite manner to their job offer, a well written letter will set you on the right career track.
Employment acceptance confirmation email
Once you have been offered the job verbally you should be sent the final offer of employment in writing. This usually precedes the actual employment contract. Often you are asked to simply sign the letter of employment to indicate your acceptance of the job offer and return it to the company. It is a good idea to send an email confirming that you have received the written job offer and have signed and sent it back. This way the employer knows that the employment process is proceeding correctly. It is important to note that a job offer is not binding until it has been communicated in writing.
Dear Mrs Green
I received your formal job offer earlier today. I have read through it carefully, signed it and sent it back to you as requested. As suggested I have kept the second copy.
Thank you again for giving me this exciting opportunity. I look forward to starting employment with ABC Company on June 6, 2011 and to becoming a member of such a dynamic team.
If there is any additional information or paperwork you need please let me know.
Regards
J Candidate
jcandidate@gmail.com
Alternatively you can send a confirmation letter together with the signed offer of employment or employment contract. Here is a sample:
Employment acceptance letter
Your address
Mr Joe Morris
XYZ Corp.,Inc.
1009 Madison Avenue
New York, NY
Dear Mr Morris
Thank you for sending me your formal job offer so promptly. I have read through it carefully and signed it as requested. As suggested I have kept the second copy.
I would like to thank you again for this wonderful opportunity and I eagerly anticipate starting with XYZ Corp on June 6, 2011.
If there is any additional information or paperwork you need in advance of my start date please let me know.
Sincerely,
J Candidate
Click here to view a detailed sample job offer acceptance letter
It is important to write an employment acceptance letter or email to confirm that you have signed the formal offer of employment and to restate your enthusiasm for the position. It keeps those involved in the hiring process informed and ensures that you start your career with the company on the right note.
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These are the 12 core competencies that have been identified as critical for successful job performance.
Different job types require specific competencies, however these 12 competencies are the most commonly recognized behaviors required for success in nearly all career fields. Organizations will explore these core competencies in the job interview by asking competency based interview questions, otherwise known as behavioral interview questions.
What is a competency?
You will find many different definitions of this concept. Here we define a competency as the knowledge, skills and behavioral attributes necessary for acceptable job performance. Knowledge refers to previous education and experience, skills refers to the technical or practical skills required to perform the job and behavioral attributes refer to personality characteristics that are key to successful job performance.
The 12 core competencies identified for job success
Judgment/decision-making - able to make sound decisions based on information gathered and analysed. Consider all pertinent facts and alternatives before deciding on the most appropriate action.
Teamwork /interpersonal - able to interact with people effectively. Able and willing to share and receive information. Cooperate within the group and across groups. Support group decisions.
Quality Orientation/work standards - maintain high standards, attention to detail, accuracy and completeness. Show concern for all aspects of the job.
Work Ethic/motivation - Energy and enthusiasm in approaching the job. Commitment to putting in additional effort.
Reliability - take personal responsibility for job performance. Complete work in a timely and consistent manner. Keep commitments.
Problem Analysis/problem solving - gather and organize all relevant information. Identify cause-effect relationships. Come up with appropriate solutions.
Adaptability - adapts to changing work environment, work priorities, organizational needs. Able to deal with change and diverse people.Planning /organizing - plan and organize tasks and work responsibilities to achieve objectives. Set priorities. Schedule activities. Allocate and use resources properly.
Communication - express ideas effectively. Organize and deliver information appropriately. Listen actively.
Honesty/integrity - share complete and accurate information. Maintain confidentiality. Adhere to organizational policies and procedures. Meet own commitments.
Initiative - take action to influence events. Generate ideas for improvement, take advantage of opportunities, suggest innovations, do more than required.
Stress tolerance- emotionally resilient and able to withstand pressure on an on-going basis. Deal with difficult situations while maintaining performance. Seek support from others when necessary. Use appropriate coping techniques.
Assessing the 12 core competencies in the job interview
This is done by asking the job candidate competency based or behavioral interview questions that explore these competencies. A competency based interview question will ask the candidate to provide an example of when he or she displayed the required competence or behavior in the past. "Tell me about a recent problem you discovered. What steps did you take to sort it out?"
A more detailed explanation of this sort of job interview can be found at The Behavioral Interview.
A list of behavioral or competency based interview questions with sample answers can be found at Behavioral Interview Questions. These behavioral or situational interview questions can be used to explore the 12 core competencies.
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