Rosynn5's List: 4 Job Search

• “Is there a work issue that keeps you up at night?"
• “What is the most gratifying aspect of the work you do for the company?”
• “I’m sure you have a number of goals you’d like to achieve in the coming year. Do you have a particular one that is top priority?”
• “How would you describe the top performers in this company?” Tracy McCarthy, senior vice president of HR at SilkRoad Technology, a talent management firm headquartered in Chicago, recommends asking what your performance would be rated on and how soon you would be rated. “Not many people ask this,” McCarthy says, “but it is a great question to ensure that the candidate understands what the performance criteria are. It also shows that the candidate is focused on and motivated to meet metrics and performance expectations.” 

Provide a weakness that you had, what you have done to overcome it, and where things stand now.

Why shouldn’t I hire you?

Definitely the software. I told myself that if I ever went into computer programming, I would redesign this program. So we had to input scores for 146 different behaviors. If you missed one, it would be like finding a needle in a haystack. So we were instructed to input scores at the end of the video. After you type in all of your observations as the video plays, you then add in another 146 lines of actual scores. Like Excel, there’s a counter of Row 1 2 3 4 5 6...To check whether you have 146 scores inputted, you would take the last row of scores, which is now row #206, minus the first row scores, which is Row 61 PLUS ONE. When you’re missing multiple scores, it’s kind of a doozy for someone who’s been staring at the computer screen for 2.5 hours. So I thought, wait, if there’s a row counter, why don’t we just code at the beginning of the video? So the first score is on the first row, and so on all the way through 146? I asked my supervisor and she said, “Sure, why not?” Not only did I never have a missing score, it saved everybody time from having to re-count all 146 scores. It also meant that we could take on more tapes. Because got our assignments done a quarter of the time faster. So yeah, the software was a pain, but I got a chance to play with it, and it all worked out.

Well I took this course called Organizational Psychology, and it was only offered during the summer so I had to wait an entire year to take it. And it was amazing. Our professor is an external consultant, so he would tell us stories about his clients and how each company has its own culture. And in class, we would do exercises like role playing, active listening techniques, diversity & inclusion activities. I mean, we were essentially playing games, and this is what a consultant would do with CEOs and senior level management. We did research project on a company of our choice. Mine was CISCO. And yeah, CISCO has a great track record for promoting psychologically healthy workplaces. What I loved about it was how their diversity & inclusion initiative was embedded in their management structure. So it’s not just the CEO making empty promises, they actually assigned management leaders at every level to implement the new initiative. Now once you’ve learned organizational psychology, you can’t help but see it in every organization that you come into contact with. My particular interests are in organizational development and talent management. I also would like to learn about strategic planning and change management--hopefully that’ll on-the-job learning.

Talk about what you noticed about Covel - shows more about yourself

1) How do you react to criticism? Can you describe a situation where your work or idea was criticized? What sorts of things do you criticize in other people?

Dangerous typical interview questions! Be careful, because this sort of questions simultaneously check your weaknesses and your ability to handle criticism. Do not describe poor job, because it costs money and the employer won't like such example! Invoke your fancy. You may forget about your past and to create a new way you handle the criticism "on-the-fly" If nothing comes in your mind, tell that you always separate the feelings from the idea and you are trying to get the most from the person who criticized you. I believe you may tell that criticism is invaluable source for self-improvement.

2)Can you take instructions without feeling upset?

A standard manageability question. According to Martin Yate, "if you take offense easily or bristle when your mistakes are pointed out, you won't last long with any company." Answer that you "can take constructive criticism without feeling hurt."

3) Will you fight to get ahead?

Again, this is a good question and, as such, quite dangerous. You should take your time and ask what does the interviewer mean, professional interests or career. In either case, this question is more likely to be asked for team leading positions. Sometimes, it may be asked to test your manageability, team-playing skills and self-confidence.

4)What motivates you the most?

Cooperative management, steady team of strong professionals and encouraging the positive results. You may also mention the challenging task/job is a motivating factor.

5) Just what does success mean to you? How would you judge it?

Success is an ability to perform the given task in time with high quality. Successful accomplishment of the task is a huge stimulating factor by itself. With clearly defined task, there is no problem to judge the success.

Think about some of these areas and have your responses in mind. Making a card with bullet points on and taking it to the interview to read through beforehand is a good idea that has worked for me. Get there early and run through it.

These are just some starting points and remember there are many other typical interview questions.

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Money

How much money did you generate, save or handle ?

How much money were you responsible for ?

How much was in your budget ?

What was the value of your work, your operations, your staff, your department in dollars and cents?

People

What numbers and levels of people did you hire, train, supervise, manage, answer to or work for ?

What departments did you interface with ?

What kind and how many customers and clients did you work with ?

Productivity & Project

How much did you increase your productivity on the job ?

What do you know about your job that is of value ?

What special projects did you work on, complete or take part in that were successful ?

What knowledge do you have about your career field or industry that is characteristic of skilled works ?

Problem

What problem did you work on, complete or take part in that were successful ?

What opportunities did you take advantage of or exploit in that job ?

Sources of Experience:

Group Projects

Business/Professional Organizations

Leadership Positions

Summer/ Part-time Jobs/ Internships

Hobbies and Interests

Awards and Recognition

Volunteer Work

organizational ability

research skills

analysis of problem situations.

negotiations skills

people-oriented

writing ability

enthusiastic

dedicated

attentive to details

diplomatic

creative

ability to make priority

recruited, trained others

cost effective

aggressive with sensitivity

make tough decisions

work well alone or as part of a team

from concept through implementation

speaking ability

work well under pressure

good long range planner

good short range actions.

cut through non-essential information

flexible

ability to get cooperation

handle troubled situations

hard worker

sense of initiative

ability to establish good rapport

found new alternatives

ability to be specific

restructure, reorganize

cost reduction

hire and fire people

objective and goal oriented

action person who leads by example

problem solver

bring order out of chaos