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Hacienda Community Development Corporation | Homeownership Administrative Assistant | Mac's List

Hacienda Community Development Corporation is hiring a Homeownership Administrative Assistant: $13-$14/hr!
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A Barely Adequate Guide to Influencer Marketing

Do you want to start an influencer marketing strategy or improve your current efforts? Do you have very little time in which to figure out how to do so? Here ar
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Top 7 Best GPS Outdoor Gaming for Smartphones to Relax | Tech Web Stuff

Top 7 Best GPS Outdoor Gaming for Smartphones to Relax | Tech Web Stuff | HR TEMPLATES, POLICY , HAND BOOK, MANUAL , RELATED DOCUMENTS | Scoop.it
Free best GPS outdoor games for smartphone (android, iPhone, iPad) to relax body & mind with Waymarking, Locomatrix Treasure Hunt, Geodashing, GPS Mission, Geohashing, Geocaching, Tourality

Via Christino Martin, hrmanager-UAE
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"Job Time" provides invaluable advice for jobseekers everywhere - Freestonecountytimesonline

"Job Time" provides invaluable advice for jobseekers everywhere Freestonecountytimesonline In the course of her career as an educator and facilitator of Human Resources Management subjects, author Tracy Reynolds has spent many years interacting...
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Top 10 Best Reasons why you Need a Mobile Site | All Infographics

Top 10 Best Reasons why you Need a Mobile Site | All Infographics | HR TEMPLATES, POLICY , HAND BOOK, MANUAL , RELATED DOCUMENTS | Scoop.it
Infographic on Why you need a mobile website and mobile apps for your Business with Android VS iOS with fastest mobile browsers on ecommerce payment apps

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Paperkit - printable graph paper template

Paperkit - printable graph paper template | HR TEMPLATES, POLICY , HAND BOOK, MANUAL , RELATED DOCUMENTS | Scoop.it

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Courts Aren't Buying USDOL's "Service Writer", "Service Advisor" Comments

In April 2011, the U.S. Labor Department disavowed its 24-year-long acknowledgment that the federal...
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Alicia Silverstone Stars in Lifetime Pilot HR - TVLine

Alicia Silverstone Stars in Lifetime Pilot HR - TVLine | HR TEMPLATES, POLICY , HAND BOOK, MANUAL , RELATED DOCUMENTS | Scoop.it
Alicia Silverstone Cast Lifetime Pilot HR Formerly Clueless one Alicia Silverstone has signed on to headline the Lifetime pilot HR, lifting a casting contingency on the project and allowing it to move forward with production, our ...
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Inspiration | Facebook Timeline Cover: 40 (Really) Creative Examples

Inspiration | Facebook Timeline Cover: 40 (Really) Creative Examples | HR TEMPLATES, POLICY , HAND BOOK, MANUAL , RELATED DOCUMENTS | Scoop.it
Just if you didn’t know, Facebook Timeline is the latest feature that was introduced in the recent Facebook Conference, F8.

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Bella Fairchild's curator insight, January 6, 2013 3:52 AM

Great Ideas!

Philippe Trebaul's curator insight, January 7, 2013 11:26 AM
Inspiration | Facebook Timeline Cover: 40 (Vraiment) Exemples Creative


Juste si vous ne saviez pas, Facebook Timeline est le dernier long métrage qui a été présenté à la récente Conférence Facebook F8.
Inspiration | Facebook Timeline Cover: 40 (Really) Creative Examples via @brainstormlab http://sco.lt/...
Elsie Whitelock's curator insight, March 5, 2013 5:13 PM

I just like this stuff..

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INTER VIEW GUIDE

INTRODUCTION
________________________________________

A
s organizations continue to feel the downward pressure of our rollercoaster economy they’re being forced to hire fewer BUT significantly better people.

The looking to candidates who is successful from first day, accept responsibilities, attract them, know‘s how to handle situation
My of the company might ask silly questions or not related to job post or positions, candidates they looking for
B
e careful. Most interviewers can recognize when they hear a canned answer or heaven forbid the same answer they heard form someone else yesterday.
There are no perfect answers. If they’re where, the books would all agree – AND they don’t. Never ask by why ____“why’s” of the question rather than the “answers” to the questions which most interviewers ask. You see, most interviewers ask a limited number of questions without necessarily understanding why they’re asking that question. Mostly, they memorize them off a form that someone in HR gave them. In my experience they’ll just ask away and hope you give them the answers they need to make the right decision to hire you.

Of course if life where really like that you wouldn’t need headhunters…
________________________________________
Here are the questions and the “Why” behind the asking. Take a few minutes now to understand the rational behind the question. This will make it easier to give your interviewer the right information and
Help them choose you.
________________________________________

TYPE OF QUESTIONS
1. General Questions
2. Do the candidates match the job?
Eligibility –Market value – Value for the company
3. Management Questions?

FIRST SECTION:

GENERAL QUESTIONS

________________________________________

1-Tell me about yourself.
Focus on relevant skills and experience. Be on guard against the interviewer who gives you free rein. Don't spend too much time answering (1- 2 minutes). Avoid details. Don't ramble. Touch on four areas: Born and Raised, Education/Military Background, Work Experience, Current Situation.

2-What do you know about our company?
Do your investigative homework before the interview! Take a look at the Internet for information or at the library researching the company. Research as much information as possible - including products, history, size, financial status, reputation, image, management talent, people, and philosophy. You will want to be excited about the company and project that to the interviewer. In addition, let the interviewer tell you about the company from their perspective. "I would love to know more particularly from your point of view. Do we have time to cover that now?"

3-Why do you want to work for our company?
Start by addressing their needs and how your abilities can benefit them. How you can contribute to the company or department goals. How your prior experience is in line with their current projects.

4-Why should we hire you over another candidate?
Relate past experiences that show you've had success in solving problem(s) that may be similar to the ones they are currently facing. Succinctly tell them what you bring to the table. What sets you apart from your competitors?

5-Is this person mature and self aware?

How do you define success? With reference to the definition of success, how successful have you been so far?
Relate your answers to your career accomplishments. Be prepared to define success and where you believe you are in relation to your career plan.

6- Do you generally speak to people before they speak to you?
The interviewer probably intends to find out if you are introverted or extraverted with this kind of question - best to answer - "It depends on the circumstances."

6-Are you a leader?
Absolutely - use specific examples and relate them back to your current position.

8- Where do you see yourself five years from today?
Give long-range goals and state the goals that are job related.

9-What is your favorite movie? Last book read? Sporting event you attended?
Discuss these items and show that you have a balanced life. Think this through ahead of time. Select one of the books you've read that matches the company culture.

If I were to ask a co-worker about your strengths, what would he/she say about you?
Give three strengths and relate them back to the company and job to which you are applying.

10 -Same question however related to weaknesses?
Always turn a negative into a positive. Cite an example of a minor weakness and how you have overcome it or are currently working on.

11- Is the person motivated? What are his/her values, attitudes? Is there a fit?

12-In your current or last position, what features did you like most? Least?
Refer to your satisfies for likes. Be careful with dislikes. Give only one and make it brief.

13-What do you look for in a position?
Use information developed in satisfiers/dissatisfies and ideal job and relate it to the job opening.

14-How long would it take you to make a meaningful contribution to our firm?
Not long, because of my related experience, transferable skills, and ability to learn and adapt."

15- How long would you stay with us?
"As long as the situation is mutually satisfactory, and the job is interesting and challenging. As long as I feel that I'm contributing and that my contribution is recognized.

________________________________________

SECOND SECTION

1-Does the person match job criteria?

________________________________________

The first criteria
Is the candidates fit for the job or not?

This the core element and target

The interviewer likes to explore 3 elements
1- Eligibility, 2- flexibility for the job

1-What would you do for us?
Relate past experience which represents success in solving problems and which may be similar to those of the prospective employer.

2-How have you helped to increase sales or profits? Reduce costs?
Refer to accomplishments.

3-How much money did you ever account for? Largest budget responsibility?
Refer to accomplishments. If you haven't had budget responsibility, say so, but refer to an accomplishment that demonstrates the same skill.

4-Describe some situations in which you've worked under pressure or met deadlines.
Be prepared. Refer to accomplishments. Everyone has had a few pressure situations in a career.

5-In your present position, what problems have you identified that had previously been overlooked?
Here again, be prepared. Most positions have responsibilities that may have been unfulfilled by its predecessor. Refer to accomplishments.

6-Give an example of how you have been creative.
Refer to accomplishments. Cover problem solving in a non-traditional way. Cite examples that relate to your current position.

7-Give examples of times when you were a leader.
Draw examples from accomplishments.

8-What are your goals in your career?
Talk first about doing the job for which you are applying, and then talk about longer range plans.

9-What position do you expect to have in two years?
"A position similar to the one we're discussing or possibly by that time, the next step up."

10-What are your objectives?
Long range: Keep long-range answers fairly general. Short range: Be more specific; talk about a position like this with growth opportunities, maybe having more responsibilities or moving into management.

11- What do you like best and least about your current boss?
Never badmouth your current or previous boss, employer, or associates. Be as positive as you can.

2- What is this person's market value?

Your value to the market

1-How much do you expect, if we offer this position to you?
Actively probe the interviewer about the job and specific responsibilities and problems. In time you should acquire ideas of how important the job is to the company and its willingness to pay. Sum up and evaluate. Then when the interviewer opens the discussion of salary, you will be in a much better position to determine what the job is probably worth to both the employer and you. Strive to delay all mention of money until the end of the interview. If your minimum requirement is sought early, try to counter with the "need to learn more about the scope of the job" since the service you can provide is the principal question, not income. If they insist, provide a range or broad area.

Be careful. Answer this question with caution. If you don't know the market value, return the question by saying that you would expect a fair salary based on the job responsibilities, your experience and skills, and the market value of the job. Put the ball back in their court. Tell the interviewer you would entertain any offer they care to make.

2-What other types of job or companies are you considering?
"I'm looking at similar positions in several companies." You don't have to be specific.

________________________________________

3- Management Questions
________________________________________

The interviewer explore your ability to management and your skills

1-What is your management style?
It is best to let them know you prefer an "open door management style". Let them know that you get the job done on time or you let your manager know.

2-Do you feel you are a good manager? Give me an example of your management style.
Talk about your contributions, how you grew your team, your style, your accomplishments.

3-Why do you feel you are qualified for a top managerial position?
Focus your answer on achievement, task oriented, emphasize management skills (planning, organization, interpersonal, etc...)

4-What qualities do you look for when you hire people?
Skills, initiative, adaptability, etc...

5-Have you had to fire anyone? If so, what were the reasons and how did you handle it?
Briefly describe the event and stress that it worked out well.

6-What is the hardest part about being a manager?
Getting things planned and done on time within the budget.

7-In your current or last position, what were your most significant accomplishments?
Refer to accomplishment statements. Cover, at least, three accomplishments.

8-Had you thought of leaving your present position before? If yes, what do you think held you there?
No job is perfect. Yet, there are pluses to each position. Refer to positive aspect of job, the learning experience.

9-Would you describe a few situations in which your work was criticized?
Give only one, and tell how you have corrected or plan to correct your work. Be honest and emphasize what you learned from the situation.

10- If I spoke with your previous boss, what would he or she say are your greatest strengths and weaknesses?
Be consistent with what you think they would say as a reference. Always turn a negative into a positive. Cite an example of a minor weakness and how you have overcome it or are currently working on.

11-How would you describe your personality?
Keep your answer short, and relevant to the position and the organization's culture.

12-How would your co workers describe you?
Refer to your strengths and skills do not bring in personalities.

13-What are your strong points?
Present three. Relate them to that particular company and job opening.

14-What are your weak points?
Don't say you have none. Give only one. Position it in a positive answer like, "I am sometimes impatient and do the work myself when we are working against tight deadlines."

15-How did you do in school?
Emphasize your best and favorite subjects. If grades were average, talk about leadership activities or jobs you took to finance your education. Discuss career goals with reference to timelines, aspirations and how your current experience will get you there relative to the position for which your are interviewing.

16- How would you evaluate your present employer?
It is a great company that afforded me the opportunity to learn. Now it is time to move on to new challenges.

17-What did you like most about your current/previous job?
Again, never say anything negative about your previous employers. Find something positive to say. Refer to the valuable experience you have gained.

18-Why are you leaving your present job?
Never personalize. Never be negative. Keep it short. When possible, give a "group" answer ("Our office is closing; the whole organization is being reduced in size.") Stick to one response... don't change answers during the interview.
• Explain what you are looking for in a new position, not what you wish to leave behind.
19-Describe what would be an ideal working environment.
Refer to your ideal job and satisfiers and relate them to that particular company.

20-What do you think of your boss?
If you like her or him, say so and tell why. If you don't like her or him, find something positive to say.

21-Why do you want to work in a company of this size? Of this type?
Refer to ideal job and satisfiers. Explain how t is size or type of company works well for you.

22-If you had your choice of jobs and companies, where would you go?
Refer to ideal job. Say that this job and this company are very close to what best suits you.

23-What are you doing, or what have you done to reach your career objectives?
Talk about formal studies, workshops, seminars. Also talk about reading, professional memberships, mentors, advisors.

24-What was wrong with your last company?
Choose your words carefully. Don't be negative. Say that no company is perfect; that it had both strengths and weaknesses.

25-What other companies are you interviewing with or considering?
Keep you answer related to this company's field, and don't give out specific company names.

26-How does the person handle stress? What is their confidence level?

You may be over qualified or too experienced for the position we have to offer.
Explain that strong companies need strong, experienced people. If this is a growing company, let them know that they will be able to use all of your talents. Express that your interest is longevity with the company and that they will get a faster return on investment since you have more experience than required.

27-Why haven't you found a new position before now?
Finding a job is easy, but finding the career match is more difficult. Emphasize that you are being selective, and are looking for “the right fit”.

28-If you could start again, what would you do differently?
No need to be too self revealing. Nothing. Hindsight is 20/20; everyone thinks they would make some changes, but I've learned and grown from all my decisions. I would not want to change my past.

29-How would you structure this job?
"Not easy to answer without knowing more than I do about the position. I'd move carefully before making any changes."

30-Can you work well under pressure and deadlines?
Yes, it's a way of life in business. Be sure to cite examples of your success.

31-Looking at your present position, what problems have you found that have been previously overlooked?
Keep it brief and don't brag, otherwise it looks like you are conceited.

34-How do you approach resolving conflict?
Talk about how communication is extremely important, and that you would like to discuss issues on a one-on-one basis.

35-Tell me about the most difficult decision you ever had to make.
Try to relate your response to the prospective employment situation. What are the top 3 functional tasks for this position? How does your experience play into those areas?

36-If I asked your employees about you, what would they say about you?
Be honest and positive...they can check your responses easily.

37-What is your weakness as a manager?
Again be honest and end on a positive note --- for example, "I don't enjoy disciplining people, so I try to begin with something positive first."

38-How many people did you directly supervise at your last job?
Explain the structure of your department and your role as manager.

39- If you have never supervised, how do you feel about assuming those responsibilities?
Be honest. If you don't want to supervise, emphasize that you can contribute more as an individual player. If you want to supervise, say so, and be enthusiastic.

40-Why do you want to become a supervisor?
"To grow and develop professionally, to help others develop, to build a team, and share what I have learned."

41- What do you see as the most difficult task in being a manager?
”Getting things planned and done through others… fortunately that’s an area where I excel.”

The Most Important opening and closing

• Opening : you should start with thanks appreciation and confirm your ability to the job, wailing to start and fitting in the organization
• Read about the company ,history , collecting information
• Closing : as you start your opening you close the discussions with thanks, and again re-confirm your ability , expertise ,matching their criteria , and added value

Your Target achieved

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ObamaCare Fallout: Walmart Ends Insurance For New Hires

ObamaCare Fallout: Walmart Ends Insurance For New Hires | HR TEMPLATES, POLICY , HAND BOOK, MANUAL , RELATED DOCUMENTS | Scoop.it
"Walmart, the nation’s largest private employer, plans to begin denying health insurance to newly hired employees who work fewer than 30 hours a week, according to a copy of the company’s policy obtained by The Huffington Post." (ObamaCare Fallout:...
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6 Random Social Media Tips to Help You Improve Your Marketing Today - - The Buffer Blog

6 Random Social Media Tips to Help You Improve Your Marketing Today - - The Buffer Blog | HR TEMPLATES, POLICY , HAND BOOK, MANUAL , RELATED DOCUMENTS | Scoop.it
When it comes to helping you out with Social Media, we often like to categorize things. For example, we’d write about the optimal timing of your posts, or how to come up with the best headlines, and the like.

Via Cendrine Marrouat - www.socialmediaslant.com
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Cendrine Marrouat - www.socialmediaslant.com's curator insight, January 29, 3:00 AM


This is mostly for Twitter, but some of the tips are real gems!

Richard Shulman's curator insight, January 29, 10:58 AM

This is a MUST read! The tips are fabulous and the corrections to common mistakes are not to be missed. Read, then re-read, you will be thankful you did!

Julie Yost's curator insight, January 29, 2:10 PM

if Twitter is part of your biz strategy, this is a good read

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How to write a business plan

Tips on writing a business plan from an investor's perspective. Please visit: http://businessplanstoolkit.com/ For an updated version of these slides
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20 Ways to Increase Your Facebook Likes and Engagement - Jeffbullas's Blog

20 Ways to Increase Your Facebook Likes and Engagement - Jeffbullas's Blog | HR TEMPLATES, POLICY , HAND BOOK, MANUAL , RELATED DOCUMENTS | Scoop.it

RT @jeffbullas: 20 Ways to Increase Your #Facebook #Likes and #Engagement http://t.co/hUODsR7jjI #SocialMedia #SMM


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PageUp People Enriches Recruitment Platform With Improved Panel Selection ... - EIN News (press release)

PageUp People Enriches Recruitment Platform With Improved Panel Selection ... - EIN News (press release) | HR TEMPLATES, POLICY , HAND BOOK, MANUAL , RELATED DOCUMENTS | Scoop.it
PageUp People Enriches Recruitment Platform With Improved Panel Selection ...
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Where On Google Earth?

Where On Google Earth? | HR TEMPLATES, POLICY , HAND BOOK, MANUAL , RELATED DOCUMENTS | Scoop.it
The Online Geography Game

Via Ana Cristina Pratas
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Communities of Learning and the effect of existing hierarchies


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Senior Project Manager - Hr Systems job in Conway, AR - HP

February 26, 2013. View the job posting for Senior Project Manager - Hr Systems at HP in Conway, AR.
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Create a portfolio website using Behance ProSite | Portfolios | Creative Bloq

Create a portfolio website using Behance ProSite | Portfolios | Creative Bloq | HR TEMPLATES, POLICY , HAND BOOK, MANUAL , RELATED DOCUMENTS | Scoop.it
Want to become a Behance power user? We explain how to use the portfolio site's ProSite service, which lets you build a website without touching a line of code.

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Illustration Inspiration | Rednose Studio

Illustration Inspiration | Rednose Studio | HR TEMPLATES, POLICY , HAND BOOK, MANUAL , RELATED DOCUMENTS | Scoop.it

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asnal abbas's comment, December 31, 2012 7:59 AM
creative work
Cherish Flieder's curator insight, January 2, 2013 6:03 PM

Quality work.

idesign resources's comment, January 26, 2013 12:58 AM
cool
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When Is Confidential Medical Information Not Confidential? - Blog: The Practical Employer - Workforce

When Is Confidential Medical Information Not Confidential?
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I Quickly Learned Why Silicon Valley Loves To Hate MBAs

I Quickly Learned Why Silicon Valley Loves To Hate MBAs | HR TEMPLATES, POLICY , HAND BOOK, MANUAL , RELATED DOCUMENTS | Scoop.it
For one, you're more risk-averse.(RT @HR_Toronto: I Quickly Learned Why Silicon Valley Loves To Hate MBAs: When I “graduated” from the analyst program a...)...
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