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CHAPTER ONE: EFFECTIVE INTERVIEWS (Prepare for an interview Prepare…
CHAPTER ONE: EFFECTIVE INTERVIEWS
Prepare for an interview
Prepare carefully for each interview you accept
Learn about the company
Anticipate questions
May be asked about commonly asked questions or unique questions during the interview
Prepare questions
Do not make salary or benefits the main focus of your questions
Plan your attire
Your appearance and manner will influence the interview
Plan what you will wear - wear business attire and have a polite and professional manner
TAKE PART IN THE INTERVIEW
Complete an application form
Complete the form carefully in a near, legible handwriting
Do not leave blanks on an application
Attending the interview
(
FAQ
)
Dress appropriately
Greet the interviewer with a smile and a firm handshake
Remain standing until asked to have a seat
Use a good posture while standing or sitting
Listen carefully and answer questions honestly and clearly
Use correct grammar
Exhibit a positive attitude
Ask about the company and its products
Make frequent eye contacts with the interviewer
Do not do
the following:
Bring a relative or a friend with you
Give false information about your strengths or accomplishments
Use "yeah", "nope" or "uh huh"
Display nervousness
Criticize past employers or teachers
INTRODUCTION TO A NEW JOB
(
FAQ
)
ORIENTATION
Initial introduction to a new company and job
FORMAL ORIENTATION
Common in
large organizations
Include a series of
presentations or meeting
Scheduled on a
particular time
A number of employees begin their jobs at the same time
INFORMAL ORIENTATION
Common in
small organizations
Fewer people begin their jobs at the same time
Use a
checklist
to guide the explanations during the orientation
Topics and activities
included in an orientation program (
FAQ
)
Goals and policies
Organization chart
Employment forms
- W-4 form and an I-9 form
Employee benefits
provided
Completion of forms related to benefits
- health care, retirement plans
Personnel policies
including
performance evaluations
Policies and procedures
that guide the new employee's responsibilities
References and Resources
A
company manual
or
employee handbook
of policies and procedures
A complete
organization chart
A
calendar of events
and a
company newsletter
An
annual report
A
directory
of all personnel
EMPLOYEE PERFORMANCE
Performance evaluation
(
FAQ
)
Giving pay increases
Giving promotions
Employee's disciplinary actions and dismissals
Identify areas for improvement
Factors
to consider (
FAQ
)
Job knowledge and skills
Quality of performance
Quantity of tasks completed
Cooperation and teamwork
Initiative and judgement
Flexibility adaptability
Adherence to schedules and deadlines
Accomplishment of goals set previously
Lasts three to six months
Complexity of the job and the level of skills possessed by the employee determine the length of trial period
Ways of evaluating employees
Small organization:
Manager is responsible for writing a performance appraisal
Employee signs the appraisal - indicate that it was read and may add comments to the appraisal document
360-degree evaluation:
A manager, coworker and the employee may contribute to the evaluation - getting feedback from several people in different position
Gives a better picture of an employee's overall performance
Checklist (
FAQ
)
Skills and characteristics are listed and points are awarded for each area
Employee's performance is compared to reasonable standards
Could receive high scores
Evaluating your own performance
(
FAQ
)
List the skills, tasks, and goals that relate to your position
Think carefully about your work behavior
Record any instances of exceptionally effective or disappointing performance
Assess what you have written at the end of the review period
Compare your own evaluation with the one given by your supervisor or manager