| Topic : how to prepare for interview |
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6 comments
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last activity : 08 20 2011 14:24:16 +0000
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Here are some responses to Vault's 2008 Interview Etiquette Survey:
Question for recruiters: How do you normally notify rejected job candidates?
A surprising 11% of recruiters report that they make no contact at all with rejected candidates. Other responses:
Reject by e-mail 33%
Reject by snail mail 29%
Reject by phone 27%
Questions for applicants: Have you ever been rejected for a job by not hearing from the employer at all after the interview?
Yes, say 71% of respondents.
How should employers notify applicants that they have been rejected?
No response 1%
In person 5%
By snail mail 9%
By e-mail 23%
By phone 61%
Question for Recruiters: Has a job candidate who has accepted an offer ever left within 30 days?
Wow-63% say yes.
Question for Applicants: Have you ever accepted a position and then left after 30 days?
This was admitted to by 10% of respondents.
Question for Recruiters: How important it is for job candidates to ask questions during the interview?
Not at all 2%
Somewhat important 16%
Extremely important 82%
Question for Applicants: Do you ask questions during an interview?
An overwhelming 96% say they always come with some questions prepared.
Question for Readers: How important is it that your interviewers are trained?
We suspect that 100% of our readers would answer "very important" to this one, because interviewing is probably the most important HR skill—hiring the right people takes care of so many other problems. (And hiring without asking illegal questions means fewer lawsuits as well).
When supervisors are new to the job, they don't know how to handle challenges like interviewing. (And discipline and firing and coaching and managing requests for accommodation and leave.) It's not their fault—you didn't hire them for their HR knowledge—so you can't really expect them to act appropriately right out of the box. But you can train them to do it.
To train supervisors and managers effectively, you need a program that's easy for you to deliver and also one that requires little time out of their busy schedules. Also, if you're like most companies in these tight budget days, you need a program that's reasonable in cost.
We asked our editors what they recommend for training supervisors on the HR challenges that hit their desks every day, in minimum time with maximum effect. They came back with BLR's unique 10-Minute HR Trainer.
As its name implies, it trains managers and supervisors in critical HR skills in as little as 10 minutes each.
10-Minute HR Trainer includes these features:
--Trains in 50 key HR topics, including manager and supervisor responsibilities under all major employment laws, including how to legally carry out managerial actions from hiring to termination.
--Uses the same teaching sequence master teachers use. Every training unit includes an overview, bullet-points on key learnings, a quiz, and a handout to reinforce the learning later.
--Completely prewritten and self-contained. Each unit comes as a set of reproducible materials. Just make copies or turn them into overheads, and you're all set.
--Updated continually. As laws change, your training needs do as well. 10-Minute HR Trainer provides new lessons and updated information every 90 days, along with a monthly Training Forum newsletter, for as long as you are in the program.
--Works fast. Each session is so focused that there's not a second's waste of time. Your managers are in and out almost before they can look at the clock. Yet they remember small details even months later.
- Create a confidential Career Profile and Resume/C.V. online
- Get advice for planning their career and for marketing of experience and skills
- Maximize awareness of and access to the best career opportunities
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