Melden
Teilen
Empfohlen
Onetonline
ONetOnline.org - The O*NET program is the nation's primary source of occupational information providing a framework that identifies the most important types of information about work.
Types of interview
The document discusses different types of interviews, including:
- Face-to-face interviews, which are traditional and involve the candidate and interviewer meeting in person.
- Panel interviews, which involve multiple interviewers evaluating a candidate's group skills.
- Phone interviews, which are increasingly common and help reduce bias.
- Group interviews, which evaluate leadership potential by having candidates interview together.
- Stress interviews, which were more common for sales roles and aim to see how candidates handle pressure.
Interview skills Presentation
The document provides an overview of essential interview skills presented by Vinh Nguyen. It discusses preparing for interviews through researching the company and role, rehearsing answers, and dressing appropriately. It also covers types of interviews like behavioral and phone interviews. Body language, communication skills, dealing with nerves, and closing the interview are also summarized.
Body language interview
The document provides guidance on body language to present oneself confidently in a job interview. It outlines the importance of body language, noting that 38% of communication is nonverbal. It discusses maintaining appropriate interpersonal distance, signs of nervousness to avoid, and making a strong first impression with a firm handshake, open posture, and steady eye contact. During the interview, sitting up straight and leaning slightly forward without barriers or fidgeting conveys self-assurance, as does natural eye contact and hand gestures. The 6 golden rules emphasize a straight posture, appropriate distance, eye contact, firm handshake, natural gestures, and moderate voice pitch.
Online Career Assessment Resources
Online career assessment resources can help individuals learn more about their skills, interests, values and how these relate to different career paths. Assessments ask questions to understand what a person likes, dislikes and finds important to determine occupations that would be a good match. While results may include careers that do not interest a person, taking multiple assessments can broaden ideas. It is also helpful to discuss options with a career counselor, family or friends before making a career decision. Assessment resources highlighted include the O*Net Interest Profiler to determine interests and relate them to jobs, the Skills Profiler to match skills to job types, and a values assessment to ensure values align with how one lives and works.
Designing and Conducting Formative Evaluation
The document discusses formative evaluation, which involves gathering feedback from learners to improve instructional materials. It describes a three-stage process for conducting formative evaluation: 1) One-to-one evaluation identifies obvious errors; 2) Small group evaluation tests effectiveness of changes and learners' ability to use materials independently; 3) Field trials determine if changes are effective and if materials can be used as intended. The goal is to refine materials through quantitative and qualitative data collection so they achieve desired learning outcomes when implemented.
Interview process and methods of conducting interview
The document discusses the history and products of Hemant Industries, an Indian company founded in 1971. It provides details on Hemant's core products like air movers and flange guards for industrial safety applications. The document also outlines best practices for conducting job interviews, including preparing questions, evaluating candidates, and different types of interviews like phone screens, panel interviews, and behavioral interviews.
JOB DISCRIPTION OF WORK
Feby Gunadi works as a QA/QC Clerk in the Engineering department at PT. Leighton Contractors Indonesia. Their responsibilities include preparing inspection documents like checklists and reports on a weekly basis, taking progress photos for clients, coordinating with QA/QC Engineers, recording and classifying quality documents, maintaining the project database, distributing drawings, and assisting with collecting documents for client handovers.
Empfohlen
Onetonline
ONetOnline.org - The O*NET program is the nation's primary source of occupational information providing a framework that identifies the most important types of information about work.
Types of interview
The document discusses different types of interviews, including:
- Face-to-face interviews, which are traditional and involve the candidate and interviewer meeting in person.
- Panel interviews, which involve multiple interviewers evaluating a candidate's group skills.
- Phone interviews, which are increasingly common and help reduce bias.
- Group interviews, which evaluate leadership potential by having candidates interview together.
- Stress interviews, which were more common for sales roles and aim to see how candidates handle pressure.
Interview skills Presentation
The document provides an overview of essential interview skills presented by Vinh Nguyen. It discusses preparing for interviews through researching the company and role, rehearsing answers, and dressing appropriately. It also covers types of interviews like behavioral and phone interviews. Body language, communication skills, dealing with nerves, and closing the interview are also summarized.
Body language interview
The document provides guidance on body language to present oneself confidently in a job interview. It outlines the importance of body language, noting that 38% of communication is nonverbal. It discusses maintaining appropriate interpersonal distance, signs of nervousness to avoid, and making a strong first impression with a firm handshake, open posture, and steady eye contact. During the interview, sitting up straight and leaning slightly forward without barriers or fidgeting conveys self-assurance, as does natural eye contact and hand gestures. The 6 golden rules emphasize a straight posture, appropriate distance, eye contact, firm handshake, natural gestures, and moderate voice pitch.
Online Career Assessment Resources
Online career assessment resources can help individuals learn more about their skills, interests, values and how these relate to different career paths. Assessments ask questions to understand what a person likes, dislikes and finds important to determine occupations that would be a good match. While results may include careers that do not interest a person, taking multiple assessments can broaden ideas. It is also helpful to discuss options with a career counselor, family or friends before making a career decision. Assessment resources highlighted include the O*Net Interest Profiler to determine interests and relate them to jobs, the Skills Profiler to match skills to job types, and a values assessment to ensure values align with how one lives and works.
Designing and Conducting Formative Evaluation
The document discusses formative evaluation, which involves gathering feedback from learners to improve instructional materials. It describes a three-stage process for conducting formative evaluation: 1) One-to-one evaluation identifies obvious errors; 2) Small group evaluation tests effectiveness of changes and learners' ability to use materials independently; 3) Field trials determine if changes are effective and if materials can be used as intended. The goal is to refine materials through quantitative and qualitative data collection so they achieve desired learning outcomes when implemented.
Interview process and methods of conducting interview
The document discusses the history and products of Hemant Industries, an Indian company founded in 1971. It provides details on Hemant's core products like air movers and flange guards for industrial safety applications. The document also outlines best practices for conducting job interviews, including preparing questions, evaluating candidates, and different types of interviews like phone screens, panel interviews, and behavioral interviews.
JOB DISCRIPTION OF WORK
Feby Gunadi works as a QA/QC Clerk in the Engineering department at PT. Leighton Contractors Indonesia. Their responsibilities include preparing inspection documents like checklists and reports on a weekly basis, taking progress photos for clients, coordinating with QA/QC Engineers, recording and classifying quality documents, maintaining the project database, distributing drawings, and assisting with collecting documents for client handovers.
KSU transition symposium 2016- Career Assessment
Career Assessment Specialists, Susan Plas & Emily Parker present on Career Assessment. It is not one assessment but rather a process of identifying a career profile for students based on their preferences, interests, needs & strengths
Conducting an Interview - Part 1
The interview process is one of the ways that we collect data for analysis. Here is Part 1 of the overview.
Types of interview
This document discusses different types of employment interviews, including exploratory interviews, peer interviews, departmental interviews, stress interviews, depth interviews, and behavioral interviews. It also covers interviewing less than ideal candidates and undesirable interview types like meandering interviews. The key points are that different interview types serve different purposes, such as exploring opportunities for applicants, getting employee input, or evaluating how candidates handle stress. Interviewers must also consider training needs and timelines when an ideal candidate is not available.
Do's and Don'ts of a Job Interview
This was a presentation given in March 2010 to a Careers Class at the University of Georgia. For full details on each topic, visit www.thesocialtrex.com, in the "Topics" pull down sections select "Lecture". This will pull all post from this lecture with detailed information.
Employee Testing and Selection ( chapter 6 )
After studying this chapter, you should be able to:
1: Explain what is meant by reliability and validity.
2: Explain how you would go about validating a test.
3: Cite and illustrate our testing guidelines.
4: Give examples of some of the ethical and legal considerations in testing.
5: List eight tests you could use for employee selection, and how you would use them.
6:Explain the key points to remember in conducting background investigations.
Job description and job specification
Job analysis is the process of collecting information about jobs within an organization. This information is used to create job descriptions and job specifications. The document discusses job analysis and provides examples of job descriptions and specifications. It explains that job descriptions outline the duties and responsibilities of a role, while job specifications list the qualifications and skills required for a role. The examples given are for roles such as Head of Reference and Information Section and Assistant Librarian.
Conducting Effective interview
The document provides guidance on conducting effective interviews. It discusses what an interview is, different types of interviews, tips for planning and controlling interviews, dos and don'ts for interviewers, potential problems in interviews, and sample interview questions. The high-level topics covered include objectives of interviews, interview types and purposes, interviewing basics, tips, potential biases to avoid, and examples of good and poor interview questions.
JOB Discription
The document outlines the job responsibilities of coordinating procurement activities including:
1. Searching for new tenders, dispatching proposals, and updating records.
2. Preparing travel plans and invitation letters.
3. Coordinating with other departments on issues like leaves, commissions, travel.
The role also involves coordinating before and after orders on bank guarantees, shipping, payments with headquarters, banks, and clients. Internal controls include maintaining procurement records.
Interview
The document discusses different types of interviews used in research, including structured, unstructured, individual, and focus group interviews. It describes the key characteristics of focus group interviews such as including 6-8 participants, asking open-ended questions, and training the interviewer. The document also outlines techniques for properly conducting interviews such as preparing questions in advance, actively listening without bias, and maintaining rapport with the interviewee.
TYPES OF INTERVIEWS
The document discusses different types of interviews. It begins by defining an interview as a formal meeting where a person is asked questions, typically to assess suitability for a job or course of study. The document then covers various classifications of interviews, including by structure (structured, unstructured, semi-structured), purpose (stress, appraisal, exit), content (situational, job-related, behavioral, psychological) and administration (one-to-one, sequential, group, panel). Common interview types like telephone and video conferencing interviews are also mentioned. The document concludes by providing tips for interview preparation and dos and don'ts for interviews.
Weitere ähnliche Inhalte
Andere mochten auch
KSU transition symposium 2016- Career Assessment
Career Assessment Specialists, Susan Plas & Emily Parker present on Career Assessment. It is not one assessment but rather a process of identifying a career profile for students based on their preferences, interests, needs & strengths
Conducting an Interview - Part 1
The interview process is one of the ways that we collect data for analysis. Here is Part 1 of the overview.
Types of interview
This document discusses different types of employment interviews, including exploratory interviews, peer interviews, departmental interviews, stress interviews, depth interviews, and behavioral interviews. It also covers interviewing less than ideal candidates and undesirable interview types like meandering interviews. The key points are that different interview types serve different purposes, such as exploring opportunities for applicants, getting employee input, or evaluating how candidates handle stress. Interviewers must also consider training needs and timelines when an ideal candidate is not available.
Do's and Don'ts of a Job Interview
This was a presentation given in March 2010 to a Careers Class at the University of Georgia. For full details on each topic, visit www.thesocialtrex.com, in the "Topics" pull down sections select "Lecture". This will pull all post from this lecture with detailed information.
Employee Testing and Selection ( chapter 6 )
After studying this chapter, you should be able to:
1: Explain what is meant by reliability and validity.
2: Explain how you would go about validating a test.
3: Cite and illustrate our testing guidelines.
4: Give examples of some of the ethical and legal considerations in testing.
5: List eight tests you could use for employee selection, and how you would use them.
6:Explain the key points to remember in conducting background investigations.
Job description and job specification
Job analysis is the process of collecting information about jobs within an organization. This information is used to create job descriptions and job specifications. The document discusses job analysis and provides examples of job descriptions and specifications. It explains that job descriptions outline the duties and responsibilities of a role, while job specifications list the qualifications and skills required for a role. The examples given are for roles such as Head of Reference and Information Section and Assistant Librarian.
Conducting Effective interview
The document provides guidance on conducting effective interviews. It discusses what an interview is, different types of interviews, tips for planning and controlling interviews, dos and don'ts for interviewers, potential problems in interviews, and sample interview questions. The high-level topics covered include objectives of interviews, interview types and purposes, interviewing basics, tips, potential biases to avoid, and examples of good and poor interview questions.
JOB Discription
The document outlines the job responsibilities of coordinating procurement activities including:
1. Searching for new tenders, dispatching proposals, and updating records.
2. Preparing travel plans and invitation letters.
3. Coordinating with other departments on issues like leaves, commissions, travel.
The role also involves coordinating before and after orders on bank guarantees, shipping, payments with headquarters, banks, and clients. Internal controls include maintaining procurement records.
Interview
The document discusses different types of interviews used in research, including structured, unstructured, individual, and focus group interviews. It describes the key characteristics of focus group interviews such as including 6-8 participants, asking open-ended questions, and training the interviewer. The document also outlines techniques for properly conducting interviews such as preparing questions in advance, actively listening without bias, and maintaining rapport with the interviewee.
TYPES OF INTERVIEWS
The document discusses different types of interviews. It begins by defining an interview as a formal meeting where a person is asked questions, typically to assess suitability for a job or course of study. The document then covers various classifications of interviews, including by structure (structured, unstructured, semi-structured), purpose (stress, appraisal, exit), content (situational, job-related, behavioral, psychological) and administration (one-to-one, sequential, group, panel). Common interview types like telephone and video conferencing interviews are also mentioned. The document concludes by providing tips for interview preparation and dos and don'ts for interviews.