| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "JOB INTERVIEW": |
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The Job Interview, 1993.
Details the essential elements of a job interview and discusses strategies for successful negotiation of the process.
675 words (approx. 2.7 pages), 2 sources, $ 23.95
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From the Paper
"The job interview can be traumatic both for the person being interviewed and for the person conducting the interview. There are different types of interview used in business today. The structured interview is one that involves a series of job-related questions which are consistently asked for each applicant for a given job. The unstructured interview is also known as the nondirective interview, and in this case the interviewer is expected to ask probing, open-ended questions. The two types of interview are not only conducted in different ways but also have different purposes, seeking information in each case in order to make a decision about employment. For most jobs, the job interview is an important element in the selection process, and to some degree an interview is subjective no matter what questions are asked because the interviewer has ..."
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Job Interview, 1986.
Examines stereotyping & self-fulfilling prophecies on part of interviewer & job-seeker. Looks at first impressions, expectations, sex-roles and recommendations for improved interviews.
1,575 words (approx. 6.3 pages), 14 sources, $ 55.95
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From the Paper
" Feldman & Arnold (1983) have noted that:
The effectiveness of any organization is critically
influenced by the quality of its members. As a
result, the methods an organization employs for
determining the kinds of people it needs, for asses-
sing people who apply for jobs, and finally for
making selection decisions regarding whom to hire and
whom to reject are extremely important (13).
With respect to the above, it must be pointed out that one rather common organizational method used in selection and screening is the job interview. However, as noted by Valenzi & (...)"
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Interpersonal Dynamics & Mechanics of a Job Interview, 2006.
A discussion regarding time management in the interview process.
900 words (approx. 3.6 pages), 11 sources, $ 35.95
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Abstract
This essay deals with time management as a component of the job interview process. Time management is defined by this paper as the process of ensuring that the amount of time scheduled for a particular task is appropriate to the task itself and that it is measurable and in line with time and cost estimation. Time management applied to business tasks and processes ensures that tasks are completed on schedule and on budget.
From the Paper
"Time management in business is the process of ensuring that the amount of time scheduled for a particular task is appropriate to the task itself and that it is measurable and in line with time and cost estimation (Robertson, 1999). Time management applied to business tasks and processes ensures that tasks are completed on schedule and on budget (Sanborn, 2005). The interview process is in some ways unique in that interpersonal dynamics come into play during a job interview. While a normal part of any business function, the job, interpersonal dynamics can adversely affect the process and the outcome. "
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The Job Interview, 2009.
Examines how employment interviews have changed ethically since the 1950s to the present.
2,660 words (approx. 10.6 pages), 13 sources, APA, $ 79.95
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Abstract
This paper discusses how employment interviews have undergone many changes in the area of ethics since the 1950s. The paper looks at how, during the 1950's and 1960's, there was much less emphasis placed on ethics in the employment interviewing process when compared with the emphasis placed on interviewing ethics in the current organizational environment. The paper also looks at how, during that same period, there was a great deal of unethical behavior in the interviewing process as it pertained to women and minorities. However, it seems there was also less deception on the part of employers and employees during this time in history. The paper concludes that, overall, there were substantial changes in employment interview ethics over the past sixty years.
Table of Contents:
Introduction
Employment Interview Ethics
1950s and 1960s
1970s and the 1980s
1990s through the Present
Conclusion
From the Paper
"As it pertains to pre-employment screening, some employers are using drastic measures to ensure that applicants possess the character that the organization desires to have in an employee. To this end, some organizations perform electronic searches on individuals seeking employment. Such searches are used to "weed out" any employees that could display behaviors that are undesirable to the company or organization. The type of information employers look for during such searches may include derogatory pictures or language the person has used."
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Interview Techniques for the Job Applicant, 1997.
Describes the steps & techniques required for a prospective job applicant in performing well in the interview process.
2,700 words (approx. 10.8 pages), 2 sources, $ 95.95
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From the Paper
" Interview Techniques for the Job applicant
Introduction
A successful interview is composed of many parts. In order for these parts to properly combine, the proper homework must be done (Bell, 1997). If, for example, the applicant wants to find a job in marketing, having a thorough knowledge of the marketing field would be of great use. Having the proper college education is very useful, but an education only serves as a stepping off point for success in the real world. An individual must take the skills that he or she has acquired and apply this knowledge towards a career path. This means understanding one's own strengths and weaknesses in terms of a chosen profession (Bell, 1997).
To carry the example further, a person interested in a career in marketing should be able to truthfully assess what he or she.."
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Effective Interviewing, 2006.
This paper discusses the way a company should prepare for an interview, select potential candidates and execute an interviewing plan to avoid the pitfalls of the interviewing process.
2,715 words (approx. 10.9 pages), 4 sources, APA, $ 81.95
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Abstract
This paper explains that a proper interview is conducted with keen preparedness, astute listening, documenting how each applicant answered the interview questions and comparing those answers to select the proper candidate. The author points out that, while there are many questions that could be asked of potential employees, there are also many questions that should never be asked such as age, pregnancy, marital status, ethnicity, disability, religious affiliation, medical history and plans about a family. The paper stress that there are many methods that an interviewer can use to properly conduct an effective interview; therefore, the interviewer should not have a cut-and-dried method, which he or she uses for every interview scenario.
Table of Content
Preparation before the Interviewing Process
Making the Job Known
Be Familiar with the Job
Questions to Avoid
Questioning Techniques
Summaries of a Proper Interviewing
From the Paper
"Picking a location to conduct the interview is important. According to Wicklander and Zulowski, "the cold, hard feel of the room and the starkness of the surroundings are alienating to a degree that even a veteran interrogator (interviewer) can find uncomfortable." Jacobs concurs with this assertion in stating "Find an appropriate location for the interview. The most important thing is to conduct an interview where interruptions are minimized." A place that is comfortable for the interviewer and the applicant will go a long way in making the interview process more effective and produce better results in employee quality for the long run. It is also important to allow for time when scheduling interviews as well."
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Predicting Job Performance, 2006.
This paper examines the methods and strategies used in predicting future job performance.
2,970 words (approx. 11.9 pages), 5 sources, APA, $ 87.95
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Abstract
This paper explores the information that a selection specialist uses to predict future job performance which can be obtained from several different types of methods including application forms, interviews and tests. The writer of this paper details how a comprehensive selection process gives a more reliable and valid measure of a person's future potential job performance. For example, the cognitive test is comprehensive because the interviewee can demonstrate interpersonal skills while the personality test gives a picture of the more static traits that can either positively or negatively relate to job performance.
Topics covered in this report include:
Identification
Interviews
Summary of Interviews
Types of Interviews
Tips
Types of Personality Tests
Job Analysis
A Rational for Usages
How the Device or Devices Will Be Used in the Selection Process
List of Resources Cited
From the Paper
"Designed to measure the ability to make rapid and precise movements with the hands and fingers. Also measures, according to the authors, the temperamental willingness to perform highly repetitive, routine, and monotonous work. The test taker is to put a pencil dot in as many circles as he or she can in five minutes, without letting the dots touch the sides of the small circles."
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Job Loss, 2004.
A discussion on how to take a pro-active approach to being fired, reactions to the event, as well as mechanisms for coping with being terminated.
1,754 words (approx. 7.0 pages), 10 sources, MLA, $ 56.95
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Abstract
This paper examines how there is much less stigma attached to job loss in today?s work world than ten years ago and how employers tend to be more receptive to candidates who have experienced a period of unemployment. It analyzes how this relates to the concept of the Protean career, which necessitates the career to be continuously reinvented by the individual, as the person and environment change. It shows how examples of these changes range from company mergers to mismatches between the person and the job and how despite this emerging perspective, being fired still remains a traumatic experience for most.
Outline
Introduction
Before Being Fired
Reactions
During Termination
Emotional Health
Get Organized
Networking
Handling Finances
Job Seeking
Interviewing
How to Correctly Fire an Employee
From the Paper
"An individual?s mindset is the differentiating factor between those who rebound quickly after being fired and those who lack the motivation to seek out new opportunities. Individuals that possess a ?tenure? mindset believe that their job is stable until they reach retirement. However, individuals need to alter their mindset to an ?assignment mentality?. This is a proactive approach to being fired, and enables individuals to cope better if and when they are terminated from their position. Individuals with this mindset view changes in their career as positive stepping-stones and temporary career building projects."
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Hiring Interviewing Techniques, 2004.
This paper selects the best interviewing technique for hiring new positions in the case of the Ogman Corporation, a growing telecommunications company.
1,175 words (approx. 4.7 pages), 4 sources, MLA, $ 40.95
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Abstract
This paper explains that Ogman Corporation is now using unstructured or informal interviewing, wherein the interviewer asks the same open-ended, basic questions of each candidate, which leads to a broad evaluation being done with no set standard upon which to judge a candidate.The author points out that one of the techniques is stress interviewing, which is used to discover if a particular candidate will break under pressure; but stress interviewing has low validity and reliability, can give candidates a bad impression of the company, and could lead to legal problems. The paper recommends that Ogman Corporation adopt the panel interviewing technique to standardize its interviewing process because it includes all the benefits of a structured technique and has the benefits of reducing interviewer bias and allowing relevant employees to have input into the selection process.
Table of Contents
Introduction
Purpose
Scope
Assumptions
Limitations
Background on Ogman Corporation
Unstructured Interviewing
Structured Interviewing
Panel Interviewing
Stress Interviewing
Conclusions
From the Paper
"Panel interviewing is a variation on the structured interview. The only difference is the candidate is interviewed by a group of people at the same time instead of just one. This panel of interviewers can be made up of many different people but it usually includes the HR manager, the hiring manager and an employee with relevant technical skills to the position the candidate is applying for. The main reason for using a panel is to limit human bias and judgment errors that a single interviewer might have. This makes the final decision much more objective."
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| Term Paper # 75299 |
temporarily unavailable
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Job Previews.
This paper discusses the effectiveness of realistic job previews (RJP).
2,355 words (approx. 9.4 pages), 11 sources, APA, $ 72.95
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Abstract
This paper explains that job preview is one of the ways to introduce a candidate to the company and areas of operation within the company. It is an effective way of reducing worker turnover. The author stresses that, at every stage of the interviewing and selection process, the employer should explain the expectations of the organization and the internal culture to ensure that misconceptions do not arise and are not the cause for leaving the company. The paper stresses that HR departments must be constantly vigilant to the changes in the needs of the job to create job previews, which include a view to the future trends of the market. For example, computerization has become a basic need for clerical positions in organizations, so job previews must stress computer knowledge for these positions.
From the Paper
"Based on the requirements of the job, the previews provided might differ considerably. The mediums used for advertising the previews might also significantly differ. Organizations, specifically the HR department, have been spending a lot of time and energy in order to classify the needs and requirements of the position that is being advertised. Cognizance of the culture and working environment of the organization and the scope for growth and advancement for the job in the organization is very important. These factors become especially important for individuals seeking their second or third job. These workers have the necessary skills and are looking for an opportunity to move up in their work status and consequently, the organization's hierarchal chain. At this stage, both the employer and the candidate have to feel satisfied that their expectations can be meet and there is opportunity for a great symbiotic relationship to exist between them."
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Nursing Interview, 2008.
An analysis of an interview with the author's aging client.
1,570 words (approx. 6.3 pages), 8 sources, APA, $ 51.95
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Abstract
This paper presents an analysis of the author's interview with an aging client, called Mrs. S. The main part of the analysis focuses on the section of the interview where Mrs. S mentions her arthritis and the dialogue that followed. The author relates that, during the interview, she discovered, that Mrs. S has another chronic condition, diabetes, but is coping well with both illnesses. The author further relates that the purpose of the interview, in this case, was to learn about a client and she learned that this client has not only lived a full life but is also maintaining her quality of life.
Table of Contents:
Introduction
Analysis of Interpersonal Skills and Communication Style
Strengths in the Interview
Challenges in the Interview
Use of Self during the Interview
Learning Goals
Summary
From the Paper
"Jourdain (2004) discusses four communication styles, the first of which is the sanguine or expressive and spirited style of communication. That style would best describe my own approach. I made use of encouraging words and phrases such as 'um hum' and 'I understand'. I was careful to remain nonjudgmental and to try to have empathy by placing myself in her position. I tried to guide the interview but was careful not to control the responses offered by Mrs. S."
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Homosexual Interview, 2004.
Reports on an interview with an openly homosexual African-American male.
3,805 words (approx. 15.2 pages), 6 sources, MLA, $ 104.95
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Abstract
This paper describes an interview held with a 29-year-old homosexual male of African-American descent. The paper examines how the subject feels about himself and other homosexuals and explains the interviewer's own expectations of the interview and the intended focus of the interview. The paper includes a transcript of the actual interview and then, based on the interview, suggests areas for future academic inquiry. Finally, conclusions are drawn about the subject's beliefs regarding other homosexuals.
From the Paper
"The subject seemed ideal for this interview because he is openly homosexual himself, but acutely irritated by the common homosexual ?affect? that he characterizes as a learned or emulated set of effeminate mannerisms and speech patterns that many people have come to associate with (or even expect from) male homosexuals. The subject has repeatedly expressed his disgust with homosexuals whom he describes as ?flames? or even ?faggots?, because as a comfortably assimilated homosexual male, he believes that he (and all homosexual males) suffer from stereotyping and the homophobia that he believes it inspires. Specifically, the subject compares the plight of ?normal? male homosexuals to that of ?normal? black American males who suffer similarly from the stereotypes inspired by African American males who, according to him, ?have to act like hard-ass niggers?."
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Interview Bias, 1999.
Examines types of bias and interviews, effects, solutions, advantages and disadvantages of interviews, theory, values and police interviews.
2,250 words (approx. 9.0 pages), 13 sources, $ 79.95
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From the Paper
"INTERVIEW BIAS: EFFECTS & POSSIBLE SOLUTIONS
Introduction
This research examines the issue of interview bias. Both the effects of interview bias and possible solutions to the problem are addressed in the discussions included in this examination. The issue of interview bias is examined at both a general level and more specifically within the context of criminal justice.
Bias and the Interview Process
Individual interviews are used to obtain information because the process is effective for that purpose. The use of the individual interview process, however, is characterized by both advantages and disadvantages, as follows (Isaac & Michael, 1991):..."
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Nursing Health Interview, 2007.
This paper provides a mock interview addressing health care management concerns.
1,618 words (approx. 6.5 pages), 3 sources, MLA, $ 52.95
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Abstract
This paper presents an interview with the director of marketing of a fictional company, Temperance Healthcare. The interview is designed to provide a position statement on the current status of Temperance Healthcare. The paper concludes that the interview candidate had a vested professional interest in promoting the positive status of the company.
Outline:
Introduction
The Interview
Analysis of the Interview
Opinions Acquired from the Interview
From the Paper
"On March 21, 2006, Peter Willers granted time for an hour-long interview. Willers has held his position at Temperance Healthcare for seven years, and gained his position after his predecessor was fired for failure to adequately represent the organization's public image in the media. As a result, Peter Willers has stressed appropriate branding initiatives for Temperance Healthcare as part of his job duties. Highlights of the interview are as follows:
Q (Interviewer). What type of organization is Temperance Healthcare, and who works for the company?
A (Peter Willers). Temperance Healthcare is a for-profit managed health care facility that has been in operation since 1951. It has been publicly traded since 1972. Temperance is an equal-opportunity employer with one hundred and six facilities in seven states. Currently, our employee roster consists of over fifty thousand full-time positions including nurses' aids, registered nurses, physicians, surgeons, and clerical and administrative staff. Our goal is to provide affordable, comprehensive health care coverage to all community members with health care concerns."
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