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| CareerJournal Job Interviewing Tips Job Interview Tips Job Interview Techniques
Negotiation Tips Hot Issues Options Regional News Salary By Title more. Resumes / Cover Letters Interviewing Changing Careers Search Strategies Networking Negotiation Tips more. Career Killers Climbing The Ladder Management Style Success Stories Survive A Crisis Diversity Issues more. From My Perspective In The Lead Work & Family Careers Q & A Moving On Cubicle Culture more. Working With Executive Recruiters Recruiter Profiles The Jungle Who's News more. News Briefs Feature Articles Weddles Internet Recruiting Guide more. - home job hunting advice interviewing By J ames C averly By M arshall L oeb By S arah E . N eedleman By E rin W hite By S arah N eedleman By A ja C armichael By A ndrea C oombes By M arshall L oeb By E ileen P . G unn By P erri C apell By M ary v an d er B oon By A rlene S . H irsch By B arbara M ende By J ohn M arcus By A rlene S . H irsch more headlines~ 2 Advertisement Resume Writing Services Career Counseling Investing Tools Learn Currency Trading Contact Executive Recruiters Employee Performance Evaluations Past Boss-Bad Reference? SuccessFactors OHSU needs O.R. RNs Logo Design Research Companies Online Degrees Free Resume Critique more. Copyright © Dow Jones & Company, Inc. All Rights Reserved. By using this site, you agree to the and .
Url:www.careerjournaleurope.com/jobhunting/interviewing/index2.html
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| The Do's & Don'ts Of Interviewing
Home Geeting Cards Your Homepage * * Enter Search Term: Search By: Keyword Title Author Home Business Human Resources The Do's & Don'ts Of Interviewing By: Mr Sital Ruparelia One the fundamental steps in finding the right people is to conduct effective interviews and make selection decisions that are right for your business. But what should you do? What should you NOT do? THE DO's Try and interview people more than once so that you see them in a different light Get a second opinion and arrange for someone else to meet them. That may be someone else on your team or if you are a solo-preneur it could even be a friend or business associate. They will give you a different perspective so that you make a balanced decision. Keep discussions on a professional footing Ensure that you are personable and make them feel at ease. Remember to always treat potential employees just the same as you would potential customers/clients Start assessing them from the minute you meet them Ask other people what they thought of them (perhaps the person at reception who first met them) Ensure you take notes and keep them on file Try and capture the things they say in "quotes" Be objective Be yourself. You need to be natural so that they see what you are like Be honest about the things that are not so great about the role and the company. It gives everything else you say much more credibility Try and meet at least 3 candidates before you make a decision so that you can make comparisons THE DON'Ts Don't just go with your first impression Don't make a decision purely on a 'feeling' or your 'gut' instinct . You need to have a rationale for what exactly gives you that gut feeling Don't make sweeping generalisations. E.g. if you once had a problem with someone from a
Url:www.rightbiz.com/Article/The-Do-s-Don-ts-Of-Interviewing/15371
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| Interviewing Doesn't Have To Be Difficult
Home Geeting Cards Your Homepage * * Enter Search Term: Search By: Keyword Title Author Home Business Human Resources Interviewing Doesn't Have To Be Difficult By: Linda Finkle Jane and Bob have been interviewing to add more members to their team. They've already looked at the characteristics of the best and brightest and how to determine if a candidate has those characteristics (and if they even need the best and the brightest). They've also spent some time evaluating the organization's current needs and what kind of employee fits in best with those needs. Jane and Bob are ready to interview ! They take a deep breath and jump in. What they sometimes forget is that interviewing doesn't have to be difficult. They just need to simplify and improve their interviewing techniques. Interviewing made simple First, Jane and Bob can't just interview for the technical skills they need. Interpersonal skills are the key to successful hires. An employee with no interpersonal skills won't be an asset to the company. Instead, he will be a drain to the rest of the team, and other problems will arise, beyond his abilities to perform the tasks at hand. In the interview . Jane and Bob don't use a standard list of interview questions. Otherwise, they'll be spending all their time looking at the questions and writing down the answers instead of truly listening to the candidate . They also don't ask yes/no questions; they ask open-ended questions that require elaboration on the part of the candidate . This way, they get a feel for what's really going on in the candidate 's head. Jane and Bob also ask situational questions to determine how the candidate would handle certain situations. The best questions to develop are those that are a
Url:www.rightbiz.com/Article/Interviewing-Doesn-t-Have-To-Be-Difficult/14891
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| CareerJournal Job Interviewing Tips Job Interview Tips Job Interview Techniques
Negotiation Tips Hot Issues Options Regional News Salary By Title more. Resumes / Cover Letters Resume Gallery Interviewing Changing Careers Search Strategies Networking Negotiation Tips more. Career Killers Climbing The Ladder Management Style Success Stories Survive A Crisis Diversity Issues more. Careers Q & A Managing Your Career In The Lead Cubicle Culture Lifelines Work & Family more. Working With Executive Recruiters Recruiter Profiles Who's News more. News Briefs Feature Articles Weddle's Guide more. - home job hunting advice interviewing By M arshall L oeb By S arah E . N eedleman By S arah N eedleman By A ja C armichael By A ndrea C oombes By M arshall L oeb By E ileen P . G unn By A rlene S . H irsch By B arbara M ende By J ohn M arcus By A rlene S . H irsch By A rlene S . H irsch By A rlene S . H irsch By M ark G oebel By M ark G oebel more headlines~ 2 SEARCH BY state AK AL AR AZ CA CO CT DC DE FL GA HI IA ID IL IN KS KY LA MA MD ME MI MN MO MS MT NC ND NE NH NJ NM NV NY OH OK OR PA PR RI SC SD TN TX UT VA VT WA WI WV WY or GO - Advanced Search Resume Writing Services Career Counseling Investing Tools Learn Currency Trading Contact Executive Recruiters Employee Performance Evaluations Past Boss-Bad Reference? SuccessFactors OHSU needs O.R. RNs Logo Design Research Companies Online Degrees Free Resume Critique more. SUBSCRIBE TO THE WALL STREET JOURNAL ONLINE OR TAKE A TOUR SIGN UP TODAY FOR FREE MARKETWATCH MEMBERSHIP What's This? Copyright © Dow Jones & Company, Inc. All Rights Reserved. By using this site, you agree to the and . Career Oppor
Url:www.careerjournal.com/jobhunting/interviewing/index2.html
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| Interviewing Leather 52; Banter Latte
Banter Latte Creative Mung from Eric A. Burns home about schedule contact faq request password Interviewing Leather, Part Fourteen October 2nd, 2007 52; Justice Wing , Serial , Superhero And this is it. The conclusion of 60;Interviewing Leather.61; And I have to admit, I feel pretty good about it. Todd Chapman, in the story, is writing an article called 56;Interviewing Leather.57; The subject of that article is the so-named supervillain Leather, who he has been hired to interview . But the novella/serial 60;Interviewing Leather,61; by E. A. Burns, is about Todd Chapman, who finds himself stuck in a situation and learns a few things along the way. In one sense, this is the end of that story. Todd Chapman isn57;t the same person who drove up to Meridian City in part one. In another sense, this is the beginning of Chapman57;s story, and I suspect somewhere along the line he57;s going to show up again. I like this ending. I like this story. I57;m glad it came out the way it did. And I hope you like it too. I have no idea what I57;m going to do next week. Continue reading → 35 Comments Interviewing Leather, Part Thirteen September 25th, 2007 52; Justice Wing , Serial , Superhero Part thirteen of 60;Interviewing Leather.61; This is, if anything, denouement and epilogue, and a chance for some voices on the other side of the fence to chime in on a few of the points Leather herself made. It also sets up the last part, which should come out next week. God knows what we57;ll replace Leather with. In the end, if there57;s one thing that I think has come clear in this series, it57;s that Leather isn57;t quite as simple as she appears on the surface. Regardless, when it57;s over I57;m going to miss Todd, Leather, Marco and the gang. We57;ll have to see what comes next. Enjoy! Con
Url:banter-latte.annotations.com/tag/interviewing-leather/
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| The Programming and Management Blog » Interviewing programmers 101 Part 1
The Programming and Management Blog , a-list blogger Home About Me Tag Cloud Books Code bank Contact Interviewing programmers 101 Part 1 15. May 2007, 20:07 Nick Halstead If you're new here, you may want to subscribe to my RSS feed . Thanks for visiting! Please check out our new project I thought I would write up my thoughts on recruitment, and specifically recruitment of programmers. The reason for this is that I am going through a recruitment cycle at the moment. My new company is a startup and it has made me re-evaluate how I recruit. In the past Many years ago when I worked for Argonaut Software I did a large amount of the programmer recruitment. In fact over the course of two years I recruited in the region of 75 extra staff (from thousands of candidates). I had not previously done any interviewing and was lucky enough to have a management consultant who had a wonderful range of interviewing tips that set me in good stead. Part 1 The interview The following set of stages are for complete interviewing novices. If you have done it all before, just skip further down until you find something relevant. Stage 1 Sit in on 5-10 interviews in the understanding that you are not required to ask any questions unless you happen to think of something. This will give you time to understand the process and feel comfortable in the interviewing environment. Stage 2 The next stage is for you to start taking more active part in the interview . This must be alongside a experienced interviewer (remember these interviewees are still coming in for a job!). A good way to start is by usin
Url:blog.assembleron.com/2007/05/15/interviewing-programmers-101-part-1/
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| Interviewing the Employer
Search: Home Business Career Interviewing the Employer By: Mary Waldron Of course job candidates are supposed to let employers take the lead during job interviews, but it's also very important to have some questions of your own prepared when the employer utters the fateful line "Do you have any questions?" It's never a good idea to go into job interviews blind; we all know that. In addition to doing your homework on the firm , it's also a good idea to think of more practical questions about the environment and job duties and the position in general. Many times, job applicants jump into jobs simply because they seem glamorous or sought-after without even considering some of the major issues. Like I said, do your homework on the firm first and foremost. Google the firm . Read any pertinent reviews or articles. Find the firm 's homepage and browse around to get a feel for the firm 's personality and attitude. Learn the names of the partners and other key players. If the opportunity arises during the interview , you will be loaded with information to impress the employer. However, if the firm 's basic 411 doesn't come up in conversation , don't start rambling on about how impressive their recent victory was and what an amazing prosecutor so and so is. It will just sound like you're saying, "Hi, I studied your website and memorized all the facts. See how prepared I am?" That only brings one word to my mind: ego. There's no room for that at the associate levelat least in my opinion. Now, vacuuming up all the firm 's details into your head is not all you should be doing. Preparing other meaningful conversation starters and questions will also determine your make-or-break potential. I hate it when job applicants just sit there, nod, and agree with everything I sa
Url:www.positivearticles.com/Article/Interviewing-the-Employer/29742
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| Odd Products: No Brainers On Interviewing Module 2:
Odd Products Things From Another World Auto Insurance Odd Products More Odd Products Even More Odd Products Still More Odd Products Still Even More Odd Products Your Guessed It: More Odd Products No Brainers On Interviewing Module 2: How do I view more information on or purchase No Brainers On Interviewing Module 2:? In order to find the best prices available for you, Odd Products only works with top notch partners. In most cases updated pricing will be displayed; to get more detailed information, or to go to the final purchasing page (often a page not directly on our domain), click on the product image or text link. Thanks for choosing Mr Office Products! No Brainers On Interviewing Module 2: Please visit the Things From Another World website for product details. - $23.99 Advertisement Odd Products Galore Almost the Rest of the Odd Products Getting Close to Rest of the Odd Products Rest of the Odd Products Whoops, more Odd Products Copyright Odd Products 2006
Url:www.odd-products.com/No-Brainers-On-Interviewing-Module-2.html
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| The Programming and Management Blog » Interviewing Programmers 101 Part 3
The Programming and Management Blog , a-list blogger Home About Me Tag Cloud Books Code bank Contact Interviewing Programmers 101 Part 3 13. August 2007, 9:27 Nick Halstead If you're new here, you may want to subscribe to my RSS feed . Thanks for visiting! Please check out our new project In the murky past I wrote two article about interviewing programmers. The first covered the basics of interviewing itself and gave (hopefully) a good grounding for those who have never had to interview before. The second was all about the kind of testing you can do to filter out candidates before you commit to doing a full interview . At the time I then promised to write a third section on what types of tests to use during the interview . I kind of got very sidetracked (oops) and have had the draft of the post knocking around for a while. Well I finally got round to finishing it off. Specific Language Tests If you are looking for experienced programmers then it can pay to get them to perform specific tests within the language that you require. As I have stated before this can be a dangerous game for anyone but the most experienced. The reason being that every language is a massive subject and it is unreasonable to expect a candidate to know everything. You then get into a game of either making the test too general (and therefore easy to pass) or too specific which then means it only applies to the most experienced. You have two options when dealing with language testing. 1) Write your own test 2) Use a service that supplies tests. I have tried both and you have to take into account th
Url:blog.assembleron.com/2007/08/13/interviewing-programmers-101-part-3/
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| On-Campus Interviewing Success
Quick Links Search Jobs Search Site Advanced Search Job Index Preparation Explore Careers Resumes Cover Letters Interview Prep Find the Job Job Search Advice Post Resume Search Jobs Search Internships Search Employers Virtual Career Fair Offer Salary Negotiation New Job Advice Job Videos Employers Career Centers Additional Help On-Campus Interviewing Success "The average person puts only 25% of his energy into his work. The world takes off its hat to those who put in more than 50% of their capacity, and stands on its head for those few and far between souls who devote 100%." âAndrew Carnegie Consider the on-campus interview for a moment. You will be spending twenty to thirty minutes in a tiny cubicle with a total stranger. This person will subsequently decide whether you will ever have the chance of working for their company. The best you can hope for is to avoid being disqualified, which only takes you one step further into the interviewing maze. One little mistake, one little error, and you could be history. Actually, the entire process seems rather absurd, except for the fact that you will not get a job without correctly playing the interviewing game. And on-campus interviewing is often the starting point for the interviewing process. On-campus interviewing is not simply meeting with three or five (or even ten) companies and then picking the one where you want to work. To maximize your on-campus interviewing success, you need to first maximize both the quality and quantity of the interviews, and then maximize your interview efficiency. It is not enough to just âshow upâ for the interviews and hope that someone will miraculously offer you a job. You have to perform at your peak to gain mileage from on-campus interviewing . So donât just read this chapter, read all of t
Url:www.collegegrad.com/jobsearch/On-Campus-Interviewing-Success/
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