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首页 求职面试英语系列-Successful Interviewing GuideWriting a

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求职面试英语系列-Successful Interviewin…

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简介:本文档为《求职面试英语系列-Successful Interviewing GuideWriting apdf》,可适用于外语资料领域

SuccessfulInterviewingGuideWritingaJobDescriptionAdvertisingtheJobAvoidingDiscriminationDuringtheHiringProcessSummaryforPreEmploymentQuestionsSampleEmploymentApplicationPublishedbyIowaWorkforceDevelopmentEastGrandAvenueDesMoines,IowawwwiowaworkforceorgSmartResults®ContentRevisedOctoberEqualOpportunityEmployerProgramAuxiliaryaidsandservicesareavailableuponrequesttoindividualswithdisabilitiesFordeafandhardofhearing,useRelayNotice:Thisguidancedocumentisdesignedforgeneraleducationalpurposesonlyandisnotintended,norshoulditbeconstruedasorreliedupon,aslegaladvicePleaseconsultyourlegalcounselorotheremploymentadvisorforspecificlegaladviceSuccessfulInterviewingGuideSuccessfulInterviewingGuideTableofContentsIntroduction:“HiringFair…HiringQualified”BeforetheInterviewBegins:WritingaJobDescriptionAWordAboutBonaFideOccupationalQualificationsBeforetheInterviewBegins:AdvertisingtheJobPlanningtheInterview:DiscoveringanApplicant’sQualificationsAvoidingDiscriminationDuringtheHiringProcessAgeandDateofBirthArrestsandConvictions(OtherThanTrafficViolations)BackgroundandReferenceChecksChildbirthandPregnancyChildCareandFamilyResponsibilitiesCitizenshipandImmigrationEligibilitytoWorkandProofofIdentityAboutthe“IProcess”UseofNativeLanguageDisabilityandHealthReasonableandNecessaryAccommodationsDuringtheHiringProcessMedicalExaminationsAlcoholandDrugAbuseAIDSDressandAppearanceFidelityBondFinancialStatus:Home,CarOwnership,CreditRecordFriendsorRelativesWorkingforUsGarnishmentsHeightandWeightMaritalStatusMilitaryServiceDischargeStatusVeteran’sPreferenceReligionSaturdayandSundayWorkSalary(LowestAcceptable)SexSexualOrientationGenderIdentitySpouse’sNameSpouse’sWorkTestingPreEmploymentLieDetector(Polygraph)DrugsandAlcoholTestingSummaryGuidetoApplicationandPreEmploymentQuestionsWorkforceResourcesforEmployersRecruitmentScreeningandAssessmentToolsEmployerDevelopmentOtherEmployerResourcesGenericApplicationforEmploymentSuccessfulInterviewingGuideIntroduction:“HiringFairHiringQualified”Introduction:“HiringFair…HiringQualified”MostemployerswanttotreatjobapplicantsfairlyandwithoutprejudiceandallemployerswanttohirethemostqualifiedpersonforthejobBothgoalscanbemetwhentheemployerisversedineffectivetechniquesforinterviewingjobapplicantsInregardtofairness,itiseasytorecitethereasonswhyfairandeffectiveinterviewingcansometimesseemelusiveLaws,regulations,andtheirinterpretationbycourtsandregulatorsareconstantlychangingAquickreviewofthe“Do’sandDon’ts”ofequalemploymentopportunityinterviewingappearsattheendofthisbooklet,andistitled,SummaryGuidetoPreEmploymentInquiriesConsistentwiththeguide’splacementatthecloseofthisbooklet,itismosteffectivelyusedafterreadingthemoredetailedmaterialprecedingitThethoughtprovokingquestionsunderthesectiontitled,DiscoveringanApplicant’sQualificationsexaminetheapplicant’squalifications,workattitudes,andcareerplansTheywillhelptheinterviewerdiscoverthemostqualifiedpersonforthejobThe“SuccessfulInterviewingGuide”wasdevelopedbyIowaWorkforceDevelopmentbasedoninformationprovidedbytheIowaCivilRightsCommissionandtheUSEqualEmploymentOpportunityCommission,theagencieschargedwithenforcingdiscriminationlawsNotice:Thisguidancedocumentisdesignedforgeneraleducationalpurposesonlyandisnotintended,norshoulditbeconstruedasorreliedupon,aslegaladvicePleaseconsultyourlegalcounselorotheremploymentadvisorforspecificlegaladviceSuccessfulInterviewingGuideBeforetheInterviewBegins:WritingaJobDescriptionBeforetheInterviewBegins:WritingaJobDescriptionYourgoalduringthejobadvertisement,screening,andinterviewingprocessistodiscoverthemostcapablepersonforthejobToaccomplishthis,youmustaccuratelycommunicatetotheapplicant(s)therequirementsofthejobandtherelatedworkingconditionsBepreparedtoprovideinformationandrespondtoajobcandidate’squestionsAsuccessfulhiringprocesswillstartwithacompleteandaccuratejobdescriptionSomeofthesameinformationshouldbereflectedinanyjobadvertisementorlistingfortheposition,alongwithrequirementsforanymandatorypreemploymentdrugalcoholtestingAWordAboutBonaFideOccupationalQualificationsAsyoudevelopajobdescription,pleasebeawaremanyjobsmaystillhaveacquiredaclassificationaseithera“man’sjob,”ora“woman’sjob,”basedongeneralizationsorstereotypesaboutstrength,size,orapparentpreferencesofmenandwomen,withouttakingintoaccountindividualqualificationsCourtinterpretationsofdiscriminationlawsrarelyallowedthedividingofjobsonthebasisofsexSexisa“bonafideoccupationalqualification”(BFOQ)onlyforpositionsrequiringthephysicalcharacteristicspossessedbyonesexForexample,occupationssuchasrestroomattendantsandartists’modelsmayjustifyaspecificgenderasaBFOQOtherthansuchlimitedexamples,alljobsandopportunitiesmustbemadeequallyavailabletobothsexesStateandfederaldiscriminationlawsmakenoprovisionforBFOQonthebasisofraceorcolorABFOQonthebasisofreligionmayapplywhereaneducationalinstitutionisowned,supported,andcontrolledbyaparticularreligiousgroup,oritscurriculumisdirectedtowardthepromotionofaparticularreligionAJobDescriptionShouldInclude:•Essentialfunctions,dutiesandresponsibilitiesofthejob•Relationshipofthosefunctionstotherestoftheunit,division,ordepartment•Experience,knowledge,skills,education,abilitiesorotherqualificationsrequiredtoperformtheessentialfunctions,dutiesandresponsibilitiesofthejob•Natureofsupervisiontheapplicantcanexpectandtherelatedreportingrelationshipsfortheposition•Generalworkingconditions(iehoursofwork,travelrequirements,workenvironment,overtime,flextime,rotatingshifts,clothingrequirements,toolsorequipmentprovided)•Wageorsalaryandbenefitsprovided,alsothepotentialforpromotionoradvancementSuccessfulInterviewingGuideBeforetheInterviewBegins:AdvertisingtheJobBeforetheInterviewBegins:AdvertisingtheJobBasictoprovidingequalemploymentopportunityisapracticeofopenadvertisingofallavailablepositionsAnemployershouldindicateinitsadvertisingthecompanyorfirmisan“equalopportunityemployer,”andallqualifiedapplicants,regardlessofrace,color,sex,sexualorientation,genderidentity,age,nationalorigin,religion,ordisabilityareencouragedtoapplyJobadvertisementsaresubjecttoafeweasilymetlegalguidelinesTheIowaAdministrativeCodeprohibitsanyemploymentpreference,limitation,orspecificationbasedonsex,unlesssexisabonafideoccupationalqualificationAlsobarredisadvertisingorotherwisepublishinganyemploymentpreference,limitation,orspecificationbaseduponage,exceptasprovidedintheIowaCivilRightsCommission’srules,unlesstheemployer,employmentagency,orlabororganizationfilesanaffidavitwiththepublicationindicatingthattheagerequirementisaBFOQJobadvertisementsorhelpwantednoticesshouldnotcontaintermsorphrasesexpressinganagepreference,suchas“young,”“boy,”“girl,”or“recentcollegegraduate,”unlessthereisaBFOQforthepositionForjobswhichinthepastweretraditionallytypedas“male”or“female,”employersshouldstressthatapplicantsofbothsexesareencouragedtoapplyRecruitingaworkforcethataccuratelyreflectsthemixofthecommunityfrequentlyhastwomajoradvantagesfortheemployerFirst,throughtheemployees,theemployer’sproductorservicebecomesfavorablyknowntoawiderspectrumofconsumersWhenbothsexes,allracialandethnicgroups,personswithdisabilities,andpersonsofvaryingagesarefamiliarwithaproduct,themarketfortheproductexpandsSecond,customersfeelcomfortablecomingintoabusinesswhereallsegmentsofthecommunityarerepresented,includingthosewithwhichtheycloselyidentifyThismakescustomersmorelikelytoreturntodobusinesslaterTheIowaAdministrativeCodeprohibitsanyemploymentreference,limitation,orspecificationbasedonsex,unlesssexisabonafideoccupationalqualificationSuccessfulInterviewingGuidePlanningtheInterview:DiscoveringanApplicant’sQualificationsPlanningtheInterview:DiscoveringanApplicant’sQualificationsThekeytoasuccessfulinterviewispreparation,organization,andplanningTaketimetopreparesolid,jobrelatedquestions,andthenaskthesequestionsconsistentlytoallapplicantstoensureequaltreatmentduringtheinterviewOrganizeyourquestionsintoalogicalsequenceListenattentivelytotheanswersgeneratedbyyourquestionsPresentinformationaboutthejobaccurately,clearlyandconsistentlytoallapplicantsInterviewQuestionsShouldBe:•JobRelatedbasedontherequirementsofthejobassetoutinthejobdescriptionandjobadvertisement•Objectiveandhaveobjectiveresponsesaswellas,allowobjectiveevaluationofanswersfromallapplicants•ConsistentandappliedtoallapplicantsSampleQuestionsWhydidyouleaveyourjobwithyourpreviousemployer(orwhyareyouthinkingofleavingyourpresentjob)DescribeatypicaldayatyourpreviousorpresentjobWhatparticularpartsofpreviousjobsdidyouenjoythemostInwhatareasofpastjobsdidyouhavethemostsuccessWhatdutiesofyourpastjobsdidyouenjoyleastInwhatareasofpastjobsdidyouhavethemostdifficultyHowdoesthejobforwhichyouareapplyingrelatetopastjobexperienceDoyouhaverelevantpastexperiencesoutsideofpaidemploymentWhatisyoureducationalbackgroundHowhaveyouutilizedyoureducationinyourpastjobsWhydidyouselectyourmajorWouldyouchoosethesamemajortodayHowdidyoudoinschoolortrainingcoursesWhatwillyoursupervisoratyourpreviousorcurrentemployertellmeaboutyourworkperformanceWhatdoyouthinkyoudidparticularlywellwhenyouwereatyourpreviousorcurrentemployerHaveyoueverbeendischargedoraskedtoresignfromanyjobIfyes,pleaseexplainHowwelldoyougetalongwithyourcoemployeesHaveyoueverbeenwarned,orsuspended,forviolatingacompanyworkruleContinueNextPageSuccessfulInterviewingGuidePlanningtheInterview:DiscoveringanApplicantsQualificationsThekeytoasuccessfulinterviewispreparation,organization,andplanningTaketimetopreparesolid,jobrelatedquestions,andthenaskthesequestionsconsistentlytoallapplicantstoensureequaltreatmentduringtheinterviewSampleQuestionsDescribeadifficultprojectordecisionyouencounteredinyourpastjobsHowdidyouhandlethesesituationsWereyousatisfiedwiththeresultsWouldyoutryanythingdifferenttodayWhattypeofsupervisiondoyouprefer,closesupervisionwithspecificdirectionsorminimalsupervisionwithgeneraldirectionsAreyoumoresatisfiedinastructuredjobsituationordoyouliketheflexibilitytoaccomplishresponsibilitiesinyourownwayWhatarethepersonalqualitiesyouseeinyourselfthatleadyoutothispreferenceConsideringthedutiesofthisjob,whichareyoupreparedtoassumeimmediatelyWhichwillrequiresometimeforyoutolearnAtypeofproblemthatoccasionallycomesupinthepositionisHowwouldyouhandleasituationofthiskindWhataretheabilitiesandqualitiesinyourselfthatwillhelpyoutobesuccessfulinthispositionWheredoyouthinkyoumighthavesomedifficultyWhataspectsofthisjobdoyouanticipatelikingthemostorhavingthemostsuccesswithWhataspectsofthisjobdoyouanticipatedislikingthemostExplainCareerwise,wherewouldyouliketobeinfiveyearsWherewouldyouliketobeintenyearsThispositionrequires(daysof)travelperweekmonthWillthisbeaproblemforyouThispositionrequiresoccasional(longearly)daysandoroccasional(overtimeemergencyshortnotice)dutyWillthisbeaproblemforyouIfselected,howmuchtimeshouldbeallowedtogivenoticetoyourpresentemployerIsthereanythingelseyouwouldliketotalkaboutwhichwehavenotdiscussedSuccessfulInterviewingGuideAvoidingDiscriminationDuringtheHiringProcessAvoidingDiscriminationDuringtheHiringProcessDiscriminationinhiringpracticesisprohibitedinIowaunderseveralstateandfederallaws,aswellasaGovernor’sexecutiveorderAsummaryofthemostimportantoftheselawsfollowsDiscriminationonthebasisofsex,race,color,religion,ornationaloriginisprohibitedbytheCivilRightsActof,specificallyTitleVIIofthatActwhichdealswithemploymentDiscriminationonthebasisofageisprohibitedbytheAgeDiscriminationinEmploymentActof(“ADEA”)TheAmericanswithDisabilitiesActof(“ADA”)requiresallemployersandprivateemployersoformoreemployeestoensureequalemploymentopportunitiestopersonswithphysicalormentaldisabilitieswhoarequalifiedforthejobstheyseekEmployersarerequiredtomake“reasonableaccommodations”fordisabledemployeeswhoarequalifiedtoperformtheessentialfunctionsoftheirjobs,unlesssuchaccommodationswouldimposean“unduehardship”ontheoperationoftheemployer’sbusinessTheFederalRehabilitationActofrequiresgovernmentcontractorsandsubcontractorstoensureequalemploymentopportunitiestopersonswithphysicalormentaldisabilitieswhoareotherwisequalifiedforthejobstheyseekEmployersarerequiredtomake“reasonableaccommodations”fordisabledemployeeswhoarequalifiedtoperformtheessentialfunctionsoftheirjobs,unlesssuchanaccommodationwouldimposean“unduehardship”ontheoperationoftheemployer’sbusinessTheIowaCivilRightsActprohibitsemploymentdiscriminationagainstanyapplicantoremployeeonthebasis

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