Job Interview Preparation

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Going for job interview and do not know how to prepare! Well,here are some points, which you must consider while going for the job interview. Giving an interview is not any simple task. Remember that interview is not any general conversation, but is a test to assess you. Going for interview without any preparation, will land you in trouble and you will lost your impression forever. You must do good, planned preparation for the interview.

Before going for a job interview, collect all the data about the employing company. Visit the web sites and point out necessary information about the company. Write down the standard type of questions you will be asked by the interviewer. Prepare for your answers. Put your answers based on the facts and your qualification. Because, the entire outcome from the interview is dependent on how you answer the questions and how smartly you justify yourself.

Always be ready to be able to say why you are looking for this job, why you want to do this job in this particular organization. Then questions like what your weakness and strengths are, then what are your best achievements are, what you really want to accomplish as a career, what your experience tells you and many such general questions. The answers to these type of questions should be informative and you must justify your points in details. Point out some examples by which you can best describe your answers. Have detail study of examples you are going to point out.

Then get the handbook of company’s terms and conditions. Go through it properly and you can save your time at the time of interview. Collect the hard substantiation as an evidence for what you have accomplished, which will put you ahead of the others who are competing with you. Make sure you resume or CV is up to date and keep it very clean and noteworthy. Carry your latest updated resume with you even if already given to the interviewer. Always carry more than one copy of resume with you.

Try to collect and remember the company relevant issues. Prepare some questions to ask about the company role and related topics. Search for the company’s trade and research company policies. You can ask any doubts if you have any in your mind.

Always review your aim, short-term goals, and long term goals. Speak honestly and clearly. Be energetic and build the rapport with the interviewer. Justify them how you plan to achieve them with every thing you got. Make sure that you have at least two or three good references, which will put you, one-step ahead of the other candidates. Always have a positive mind set, be enthusiastic and focused. Think of various strategies to deal positively with the flaws you have. Try to get some personality tests. Personality tests shows your merits and weak points, and be able to act positively from the results.

Then at the last minute, dress properly. Wear good combination of formals, and dress smartly. Be confident and look smart.
Muna wa Wanjiru Has Been Researching and Reporting on Job Interview for Years. For More Information on Job Interview Preparation, Visit His Site at  http://www.merpetsales.com/job-interview/Job-Interview-Preparation.php

Article Author: Peter Gitundu

Article Source: http://www.articlealley.com/http://www.articlealley.com/job-interview-preparation-should-involve-the-following-564891.html

About the Author: Peter Gitundu Creates Interesting And Thought Provoking Content … http://gitundu.com

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Managing Generation Y In The Workplace

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Managing Generation Y Staff

Weekend papers regularly feature stories about “Generation Y” – the group of people born between about 1977 and 1999. Once a group attains a label, it follows that writers compile the quirkiest features of that group and turn it into literary entertainment.

However, being a business manager you have probably seen some of these people applying for jobs and perhaps you have even employed some and noticed that they are somehow “different” to your regular workers.

So, it will help employers if they can have an understanding of the characteristics of Gen Y.

Gen Y are commonly described as:

– Very confident of themselves

– Impatient

– Quick to learn

– Positive about the future, and

– Spending significant amounts of time socialising using computers and mobile phones (and you thought they were wasting time!).

What if you are recruiting Gen Y people?

Unlike their parents, Gen Y don’t look in the newspaper waiting for job vacancies to appear each Saturday. No, they actively use search engines on the internet to spot advertisements and have them automatically sent by RSS feed to their mobile phones. Gen Y can literally send in their CV one minute after the job ad has been posted.

As an employer, you should be using the internet as your primary method of advertising vacancies. Having said that, it can be smart to use a two-pronged approach.

First, place a small newspaper ad which shows your company name (brand), the job title, a reference to the more comprehensive internet ad and just enough words to excite Mum and Dad into telling their son or daughter.

Second, your internet ad (or website) should contain details to excite the potential Gen Y applicant:

– Use fresh and bright colour so that your vacancy looks different from the bland text-only ads

– Show photos or a video of your existing employees smiling at work [an informal but free method of recognising your best employees!]

– Talk about growth and exciting future developments because Gen Ys want to see that your business is not stagnant

– Mention technology where appropriate, and

– You still need a basic description of what the work entails, remembering, however, Gen Y will be wanting to see if your workplace looks like an interesting and fun place to be. As an example, do school kids join fast food outlets because they want to cook 1000 burger patties in a shift? No! They join because they want to be part of a fun-loving team of young people.

What if your business already has Gen Ys?

With Gen Y, be aware that their loyalty to anything is often fragile. If they don’t like your workplace, they will leave and then start looking for other work (although we’ll wait and see what impact the global financial downturn has upon this characteristic). In contrast, the older generations would hang on in a lousy job until they had secured another job. To a large extent, you need to entertain the Gen Ys, and there is a way to do this which will tap into their impatience and their need for fast-paced learning.

Consider setting up a Learning Log which is a plan of all the topics needed to be mastered before a person can be considered for the next position. Although the topics might be broad, the individual sub-topics will be small and very quick to learn. Training policies such as found on www.HRwisdom.com.au help plan for such learning.

An Example: A Supermarket Business

Level 1 Check-Out Operation
1. Opening the register
2. Greeting the customer
3. Operating the conveyor, scanning and packing bags
4. Transactions – Cash, Credit cards, EFT, Cheque
5. Failed scans and Sale items
6. Shutdown and Balancing the till

Level 2 Front End Supervision
1. All aspects of Check-Out Operation, plus
2. Accessing the safe
3. Handling returns
4. Responsible sale of cigarettes
5. Dealing with abusive customers
6. Confronting suspected shoplifters
7. Emergency evacuation drill coordination
8. Rostering of staff.

In the past, a business might train all of these things in a single four hour session of mostly theory. However, with Gen Y you would use a staged approach, with separate lessons over a period of time. Each mini-lesson would have a small amount of theory, then a walk-through of the appropriate Standard Operating Procedure and, finally, an appropriate number of hours doing the activity under the watchful eye of your most experienced supervisor.

Short, sharp lessons building up towards the end point makes for a program which engages the Gen Y employee.

The Bottom Line: Rather than shaking your head in frustration at Gen Ys, your challenge is to tap into their many strengths so that your business can ride the fast wave into the future.

For more information, visit http://www.HRwisdom.com.au

Author: Ben Geoghegan

Article Source: http://www.articlealley.com/article_867229_15.html

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