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9 Interview Questions EVERY Recruiter Should Ask Their Candidates
Interview Questions Recruiters face enough challenges as it is without worrying if they asked the right questions in an interview. It is essential when determining who the best fit for a job is. Of course, ensuring that a candidate has the required skill set is of primary concern, but it is also important to dig a little deeper and find out what kind of person they are. The goal is to snag a complete candidate, one with both the right personality and expertise. So here are the best nine interview questions for you to ask your next star candidate. 1. “What hobbies do you have?” Starting with an easy one here, and this question should be obvious for recruiters. Primarily it gives your candidate a chance to relax, but it can also offer you a key insight. For example, if they enjoy playing a lot of sport, it shows they are energetic individuals who are health conscious. If they like writing or drawing, ask them how they can transfer that creativity into their new role. Always have a follow-up question and try to revert it back to the role at hand. 2. “Tell me about your greatest professional achievement?” You want a candidate that has their sights set high, right? This question allows your potential employee to share some of their proudest professional moments. You can assess each achievement and see how ambitious they are. There is a big difference between a candidate who tells you their greatest exploit was always being on-time for work and one who boosted website traffic by 65% over a six month period. 3. “What was the biggest obstacle you have overcome?” Everyone faces certain challenges in both their personal and professional lives. What’s most important in this case is how your candidate overcame each hurdle. What did they learn from this experience? How would they deal with this obstacle if it were to happen again? It gives you an opportunity to see their problem-solving skills and how they can deal with pressures of the role. 4. “Are you interested in continuing to develop your professional skills and knowledge?” Continuous learning has seen rapid changes and growth, with companies looking to upskill and nurture their workers. Learning has become a key goal for companies, with many encouraging their employees to partake in various courses in order to improve their base level. You want your candidate to believe in continuous learning and know that the business values their personal and professional progression. 5. “Can you tell me what the key trends are in this industry?” Every industry has its own niche trends that are constantly changing. See if your candidate is up-to-date and informed about the latest insights. It’s important to understand the industry you work in, and if your candidate is ill-informed from the get-go, then that alone should be a telling sign. 6. “What is your biggest strength?” A much more comprehensive question compared to the now mundane “what are your weaknesses?” archetype. Candidates predict the latter and generally have a bland, pre-prepared answer. When asking about strengths, it allows the interviewee to paint their skills and traits in a positive light and generate a greater variety of answers. 7. “Tell me about a time when you got it all wrong?” This question allows you to see how honest your candidate is. No one is perfect, and a dishonest answer should be a major red flag for any recruiter. When the interviewee extrapolates, ask them what they’ve learned from the tough experience. Admitting to errors or blunders also shows that they can take ownership of situations and look for solutions rather than transfer blame. 8. “Where do you see yourself in 5 years?” You want your star candidate to think ahead. Only ambitious employees will truly push the boundaries, and that’s the kind of person you want working in your company. It also gives insight into how long the candidate might plan on staying at your business. The right candidate will list their career goals and be a motivated individual who is looking for career progression. 9. “Do you have any questions for me?” A candidate that doesn’t take the opportunity to ask questions is missing out or is struggling to think of a question off the top of their head. Even simple queries like: “how long will the probation period be?” or “what learning opportunities will be available to me?” are most definitely a positive look. It shows that the candidate is fully invested in the position and sees it as a long-term investment. This Post origioally featured at Khawaja Manpoer's Blog
Major Benefits of Short Term Training Programs for Students
The rise in the population mark of India has brought a flood of competition among young people for work. Rather than merely choosing degree programs, students nowadays are focusing more on keeping up with the learning process while also gaining financial independence. The integrated on-job training program -Short Term Training Programs is a chance for amateurs to attempt year learning based opportunity and prepare for entry-level positions in the IT companies. Short term trainings are exceptionally design for learning and getting prepared on specific points which candidates are discovering hard to comprehend or need to learning for upgrading their skills. In right now, the organization not only check's the basics of the fresher's candidates but also how deep knowledge they do have of their respective technology. Other short term training programs just helps students to learn basics of the technologies which are not enough for them to get a job at fresher level. There are a few basics factors which should be there in the mind of the students while showing up for any of the interviews at fresher's level - There communication skills must be up-to the mark i.e. both written as well as spoken. The basics fundamentals and ideas of the innovations for which they are appearing must be very strong. The students must also know the latest news and updates of the respective technology. For understanding advanced topics of any technology, one needs to have strong and clear fundamentals. In most the cases, students lacks clear fundamentals and basics and find it very difficult to grasp advanced topics which are greatly in demand for getting jobs and other career opportunities. Adjusting into professional workplace is another significant benefit of short term training program. The candidates get colossal measure of time for getting aware of working culture of the organization in which they are enrolled for career training program.
Skills for the Future: Need to prepare 21st-century
The fourth industrial revolution is upon us and automation seems to be transforming the way we work. There has been a blurring of lines between the physical and digital spheres with technologies enabling enterprises in becoming productive, efficient, competitive, responsive, and cost-effective. In short, the professional world is changing at a rapid pace and is creating demand for a skilled workforce to meet the evolving challenges of the future. The world around us is progressively seeing the incorporation of AI and ML, robots, chatbots, IoT, and other automated technologies. This gives rise to questions such as are we ready for this change and are we preparing the next-gen workforce with the necessary skills, mindset, and education to embrace the tech-driven world of the future? Let us understand if the knowledge and education pursued as of today will be of relevance in the future as well? Type of skills for the future As opposed to common perception, automation or the use of technology does not necessarily throw people out of jobs but rather requires more people with the right technological acumen. To keep up with such a world people should have attributes like critical thinking, creativity, active listening, and others. According to the World Economic Forum, the fourth industrial revolution will need skills that prioritize problem-solving, collaboration, critical thinking, negotiation, and decision making. The fact that automation can do most of the jobs faster and better than humans means the 21st-century workforce should be reoriented towards creativity and emotional skills – skills that are lacked by machines. The in-demand jobs of the future would be for people possessing skills that computers cannot replicate. The skills to equip the workforce and prepare it for the twenty-first century are: Critical Thinking: It is the ability to analyze a situation objectively and find an unbiased and logically sound solution. In the era of fake news and social media manipulation, critical thinking can help the workforce to maintain a healthy skepticism of what it sees, reads, and listens to. Also, critical thinking is about asking the right questions before arriving at a solution based on intuition, creativity, knowledge of human behavior, and experience. This is important as computers driven by advancements in AI, ML, big data, and analytics need to be asked the right questions. Adaptability or Flexibility: The fast-changing world of technology means market dynamics are throwing up new challenges in terms of mergers, acquisitions, and others. And the workforce should be willing to adapt to the new technologies or evolving work environments by upskilling or retraining. The workforce should be committed to lifelong learning and not be complacent about skills acquired at the college or university. Leadership Skills: This is not about holding a leadership position and shouting instructions to one and all but of taking ownership of the job at hand. Even a new joinee can exhibit leadership skills by taking ownership of the job assigned to him or her. Efforts should be made for leading by example and delegating responsibilities optimally rather than managing a team authoritatively. Leadership also demands a person to have great interpersonal skills who can handle transitions, training, and migrations effectively. Teamwork: Employees in the 21st century should not only possess technical skills in their chosen fields but have the ability to get along with others as well. He or she should be able to understand others’ perspectives, communicate ideas cogently, and collaborate with other members of his or her team in accordance with the business objectives. Conclusion Even as the dominance of technology, especially automation will reign supreme, it is the intuitiveness and skills of the workforce that will deliver the outcomes. Candidates passing out of colleges or universities should move away from the bookish knowledge and add value to them by opting for skill development training. The future job scenario would require people who could reinvent themselves, be skilled in the relevant technologies of the day, and have the above-mentioned skills to succeed.
Take the advantage of how artificial intelligence has provided base to Digital services
The basis dimension has taken a step further ahead when it comes to promoting your brand in order to capture the market share that used to be researched deeply into the physical market rather than being able to easily access it through virtual grounds. Now that things have changed the bed and people are now opting for research methods on the Internet life you can also find those people who can mentor and provide service to your brand. Now, these services can relate to virtual assistant in Australia that is the professionalism of how they can easily be used as freelancers in order to help you to manage the virtual stage of your business. You don’t have to come up with a forecasted budget in order to hire them instead they help you in finding grounds authentic to digital platforms. Sometimes are going to analyze your advertisements and understand how they have reached a promotional virtual assistant in Australia success or not. On the other hand, they can also come up with ideas of how your accounting budgets can be set with smart goals. Align your goals in the Earthly and Digital Dimensions with the Right Virtual Assistance Every business needs to grow and it is not important that you have to Hire a VA that individual in your business and expect a long-term contract with them. In terms of a situation, you can get a virtual assistant in Australia who is qualified enough in giving you quality services related to digital platforms and software management enablement. You can come up with various kinds of techniques and services that can be jotted down in the job analysis so that the individual who wants to work for you can actually e connect with you for the time being through a contract of temporary base. It is certainly not important for a virtual assistant in Australia to be e the employee of your company. They are just like promotional engines that you buy from B2B services in order to qualify your product in the customer's insights. Get yourself ready to upgrade your brand and it’s strategies in terms of financial and marketing rounds so that the virtual evaluation can happen according to your targets. The most important thing regarding business success is to be able to align all the main goals with subsets of each department even if it's organized digitally. Find yourself amused by the various ways of how your product can find potentials on the digital grounds by virtual assistant in Australia management. Managing our business is not an easy task but when you have the assistance of a virtual speaker who is not present physically but has the key to understanding the potential digital targets who can provide you with their in stream of revenues and long-term customer lifetime value. The most crucial part about your business existence is to hire the right people at the right time with the right kind of qualifications and most trusted value with exact results that you have always planned for.
¿Qué marca la ley federal del trabajo sobre los días festivos?
La Ley Federal del Trabajo menciona que los días feriados o festivos son considerados como días no laborables, lo que los convierte en días de descanso obligatorio. ¿Qué es un día festivo? Es un día no laborable dedicado a alguna celebración nacional y en el cual se cierran las oficinas y establecimientos públicos y no se trabaja en los privados. ¿Cuál es la diferencia entre un día festivo y un día feriado? No hay diferencia, Los días feriados o festivos son días en los que el Estado Nacional conmemora o festeja hechos patrióticos, históricos o religiosos, y se encuentran establecidos en una norma legal. ¿Cuál es la diferencia entre un día festivo y un día de asueto? Ambos corresponden a días no laborables, pero la mayor diferencia es que el día de asueto se aplica a todos los que realizan alguna actividad laboral o educativa. Mientras que los días festivos se aplican solamente a una categoría de trabajadores o de estudiantes. Los asuetos son días no laborables que suelen establecer las autoridades ante alguna circunstancia especial. Muchas veces la declaración de la jornada festiva se aplica a un solo sector: así, en el Día del Bancario, los trabajadores que se desempeñan en un banco no concurren a sus lugares de trabajo ya que tienen asueto. El resto de los trabajadores, en cambio, debe cumplir con sus obligaciones como siempre. ¿Cuántos días festivos nos otorga la ley del trabajo ? Según el artículo 74 de la ley del trabajo, los trabajadores tienen derecho a descansar con goce de sueldo durante los días festivos (públicos y religiosos). Estos incluyen fiestas conmemorativas y fiestas religiosas (origen cristiano). Los días festivos son por lo general siete. Los Feriados Nacionales en México caen en dos categorías. Días feriados obligatorios (descanso obligatorio) y Días feriados otorgados usualmente (comúnmente concedidos). ¿Cuánto tienen que pagar un día festivo? Los artículos 74 y 75 de la Ley Laboral de México permiten que los trabajadores que trabajan en los días festivos tienen derecho a percibir un salario doble por el servicio prestado, independientemente del salario que les corresponda por el descanso obligatorio. Así que te puedes ganar 3 veces tu sueldo diario trabajando un día festivo Ahora, queda claro para todos lo que es un día festivo, cuantos días festivos tenemos y cuánto se paga, vamos a hablar de nuestras queridas vacaciones. ¿Los días festivos se contemplan como vacaciones? No, los días festivos y las vacaciones son cosas diferentes. Los días festivos son días de descanso obligatorios, mientras que las vacaciones son consideradas como un derecho laboral de los trabajadores y los días que se aplican varían según el tiempo que lleve laborando en la empresa. ¿Cuántos días de vacaciones anuales nos otorga la ley del trabajo? La Ley Federal del Trabajo garantiza las vacaciones anuales dependiendo de la antigüedad del trabajador o el tiempo de servicio. De este modo: 6 días laborables cuando la antigüedad es de un año de servicio Por los siguientes 3 años, el periodo vacacional se incrementa 2 días por cada año de servicio, de modo que cuando un trabajador completa los 4 años de servicio, la duración de las vacaciones anuales es de 12 días naturales. Al término de cada 5 años de servicio, el trabajador tiene derechos a 2 días adicionales de vacaciones anuales En caso de que el trabajador termine su relacion laboral con la empresa, debe de entregarce en el pago de la Liquidación lo equivalnete a la prima vacacional y las utilidades. ¿Mi empleador debe pagarme mi prima vacacional? No, el artículo 79 de la LFT establece que “las vacaciones no podrán compensarse con una remuneración”. Solo en caso de que termine la relación laboral y no hayas disfrutado de tus vacaciones, éstas deberán ser pagadas en efectivo. Todos los trabajadores tienen derecho a la prima vacacional. El artículo 80 de la Ley Federal del Trabajo establece que: Los trabajadores tendrán derecho a una prima no menor de veinticinco por ciento sobre los salarios que les correspondan durante el periodo de vacaciones”. La prima vacacional es la prestación en dinero, a la cual tiene derecho el trabajador con el objeto de recibir un ingreso extraordinario para el disfrute del periodo de descanso. ¿Cómo se calcula la prima vacacional? Es necesario conocer 2 elementos fundamentales para calcular tu prima vacacional. Salario mensual Vacaciones correspondientes La prima vacacional se calcula de la siguiente manera: Salario diario x días de vacaciones = X X x 0,25 = prima vacacional Así un empleado con un sueldo diario de 200 pesos con 8,5 días de vacaciones anuales, tendrá una prima vacacional de 425 pesos.
DC Office Nagaon Recruitment 2020 – 32 Orunodoi Sahayak Posts
DC Office Nagaon Recruitment 2020  Apply Last Date – 05/09/2020 Deputy Commissioner, Nagaon has released a notification for the recruitment of 4 (four) Orunodoi Sahayak in each of 8 LACs i.e. Raha, Dhing, Batadrava, Rupahihat, Nagaon Sadar, Berhampur, Samaguri and Kaliabor LAC for implementation of Orunodoi Scheme in Nagaon District. DC Office Nagaon Recruitment Details Post Name – Orunodoi Sahayak Numbers of Post – 32 Eligibility She/he should be a Permanent resident of Assam. She/he should preferably have a personal Desktop / Laptop for the purpose of Data Entry / Uploading of Application’ Documents in the online portal. Educational Qualification She/he should be a Graduate in any stream. She/he should hold a certificate in a year Computer Diploma Course from any recognized institution. Age Limits She/he should not be more than 35 years of age, on the day of publishing of this recruitment advertisement. Remuneration Monthly fixed remuneration of Rs 15,000/- Per Month for a period of two months only. Function To facilitate the implementation process of the Orunodoi Scheme at District Level and to assist the applicants in filling up the Detailed Application Form (DAF), to be filled up by the approved beneficiaries in the Legislative Assembly Segment. Orunodoi Sahayak at GP/ ULB shall facilitate this process. Data Entry / Uploading of the approved list of beneficiaries in the online portal. To assist Deputy Commissioner, Nagaon in the timely implementation of the scheme. Read Next: DC Office Hailakandi Recruitment 2020 – 12 Orunodoi Sahayak Posts Recruitment Selection Procedure Candidates will be shortlisted based on the eligibility criteria and shortlisted candidates will be called for interview. Documents to be submitted with the application: Graduation Certificate/ 1 Year Computer Diploma Certificate/Address Proof/Age Proof. How to Apply – DC Office Nagaon Recruitment 2020 Application in Standard form should reach this office during working hours along with all testimonials within 05.09.2020. Candidate should furnish his/ her email id, phone number along with the application form. Official News Paper Advertisement Details -
5 ways to find dream job
In search of a dream job, people spend many hours on job sites. They send dozens of resumes, but often do not receive any response from employers, let alone an invitation to an interview. It's not surprising, though. After all, according to a study by Brandon Hall Group, a large employer receives from 102 to 137 resumes for each of the open positions. Anyway, it's hard to call such a job search effective. You should approach the search with intelligence and strategy. Here are five tips that may help you find the job of your dreams. Decide on your search criteria Identify the five criteria that are most important to you. For some it will be corporate culture, for others it will be a position or salary. "If you understand what motivates you as an employee, it will be easier for you to write a resume that matches your aspirations and skills," said Paul Sandusky, vice president of Ceridian. But be flexible as well. "You don't want your narrow specifications to cost you a job at a dream company," said Maria DeLeon, vice president of Glassdoor. If you got to the interview at the dream company, but your qualifications aren't quite right for the job you're applying for, be perfectly honest. Tell the interviewer about your skills and your desire to work here. It is possible that the company, seeing your interest, will find a more suitable position. Make a list of jobs that match your criteria Once you are clear about what you want from your job, use these criteria to search. Create a list of suitable jobs. This is not a conditional list in your head, but a very specific document. For example, Cheryl Sandberg, Chief Operating Officer of Facebook, used an Excel spreadsheet when she was released from Harvard, where she carefully documented the search process. Perhaps you would be more comfortable working with a notebook and a pen. But, one way or another, systematize the process. Study the job text very carefully Some people do not read the job and send their CVs to all places that are at least remotely relevant to their skills. This is a mistake. Reading a long "towel" of the requirements set out in the job, strange as it may seem, save time. After all, you are unlikely to get a job that you do not meet, but you may lose time for hopeless correspondence and interviews. Change your resume and cover letter There's no need to send the same resume to all companies. If you go to a big and famous employer, do not be lazy to put a few individual features in the text. Not superfluous - adjust your resume so that it fits the vacancy as a key to the lock. For example, if the text of the vacancy in the first place mentions the presence of experience, and in the second - specific skills, then in the resume and rearrange items accordingly. Look through your acquaintances A lot of vacancies simply do not get on the Internet. You should look for such a job through your friends. This, of course, is not about "nepotism", but about contacts that you could get at any professional conferences or seminars. Write on social networks about what you are looking for work. It is quite possible that one of your friends knows a person who knows someone who needs a specialist like you. Of course, there is simply no universal recipe for a job. But a smart approach to finding a job significantly increases your chances of getting a good job.