Top 7 Interview Questions For College Graduates - Job Interviewing

Current job market conditions may not be the most favourable, especially to new graduates. Now that you have graduated from college, you must be proud of your achievement and not allow yourself to be discouraged. When interviewing for a job you need to anticipate what questions your prospective boss might ask you. Much like when studying for one of your college exams, you should review for job interviews.

It's much easier to pass a test if you know what it's on. Same goes with a job interview. So part of your job interview skill building exercise should be to know what the questions that could be asked. If you do this, then you're half way to the job you want.

So where do you start? You may want to narrow down the field and focus on which job or sector of the work force you'd like to be a part of. However, no matter if you're looking to get your foot in the door in administration, IT, engineering, HR, PR, sales, marketing, or new media, you can bet that your interviewer will want to know a little about you as a person and your objectives.

Here are some examples of what you might be asked on an interview:

1) Tell me about yourself? Be careful not to get longwinded with your response.

2) Tell me about your goals? No one will expect you to have your whole life planned out, but you should have a good idea of where you want to be in five years.

3) How has your education prepared you for your career? State how your education has trained you towards the necessary skills needed for the job and give examples to support your claims.

4) What is your biggest weakness? Well if you have just graduated college and you have no experience, then that would be your biggest weakness. Try to be honest without making yourself look bad. It always impressive when you humble yourself, while you hint at your success. For example, if you're proud of your law firm work experience over the summer you can talk about the time your clip on tie fell off during a big case you where assisting on.

5) How would your lecturers describe you? It's always a good idea to refer to a lecturer you know well and can call upon to get a reference. A follow-up question could ask for a lecturer's recommendation. So plan ahead.

6) Are you a team player? Everyone will reply yes but lack the proof needed to back it up. So have an example of a time you helped out a team, club or community.

7) Why should I hire you? This is an important question and your answer could make or break your prospects. Reply by affirming that you are the best person for this job and give reasons to back it up. Show your passion and enthusiasm when answering this question and be confident.

Equipping yourself with these job interview skills should get you a prospective chance in securing the job you're fighting for. Do your homework and don't be afraid to use low cost recruitment or flat fee recruitment services to help you pick the right industry and working environment for you. After all what good is a job if you're not happy.

Marie is a avid recruitment consultant who loves to aid many jobless and unemployed people with careers advice. Marie works for RecruitmentRevolution.com, who specialise in SME recruitment in the UK. For a low cost of £575, we will fill your company vacancies, doing away with the traditional agency fees. Read more on how much your business could save with a fixed price recruitment agency.

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Interviewing Skills Every Manager Should Have

Introduction:

Whether it can be a big part of your work or unique to a task, interviewing candidates to fill positions very complex, requiring time-consuming process, careful consideration and planning. This section will help you to device a strategy to eliminate many of the problems involved in the survey, so that you gain the best candidate every time. Clear information will help you to take effective action at each stage of the process to form the original definition ofprofessional requirements, the decision about how to recruit in order to implement the various interviews. Common Sense Advisory helps you assess the suitability of a candidate and to implement a follow-up procedures. This section contains brief advice on further important information at a glance.

A Self-Assessment exercise, you can chart your progress and evaluate every conversation you think is available on request. Please contact us if you want it yourselfAssessment.

This month we will: discuss

1) Preparing for an interview

The sub-theme that we will cover in this section:

A) defining the objectives

Preparing for an interview

A job interview rarely lasts longer than an hour, but effects could take years. To identify the most suitable candidates for a job, prepared long in advance.

1) Setting targets

An interview is a formal method ofthe exchange of information between people. The interviewer must be clear about the purpose of exchange, to ensure that the time is used, and to give information that is relevant and instructive.

A) defining the purpose

The recruitment of new employees is one of the most important tasks of a manager wants to take over. Meeting face to face candidate offers the best opportunity to gather information about their qualifications and experience, and finally to match the right personthe job and for the organization.

In preparation for the interview, remember that your purpose is to evaluate not only the candidate but also to accurately describe the job to assess whether it is right for them, can. In addition, you will need for your company in the best possible light to raise good quality candidates represented.

Note:

Rate each vacancy prior to the call for interview

Search for new blood as "one of theus "

Imagine the ideal candidate for a free spot.

B) Evaluation of a vacancy

Before an employer can set out to find a suitable candidate for a job, it is important that it requires to create the skills and experience to work. Start with the reference to the existing job description. Consider whether the work has changed over time, with the introduction of new technologies, for example. Is now require different skills? Ask questionsto decide on the recent workers if there is something new, the task can be bought. Should they suited the job best? Is a similar mixture of skills in a new staff needed?

Note:

Review all job descriptions for your team, if a vacancy arises.

C) Assessment of Job Relationships

An interviewer has to assess, relate like a job, the roles of other employees. Where does it fit into the organizational hierarchy, and what the role of the new work within the existing teams or departments? To whom will the new staff report, and who will notify the new staff?

Note that there is usually room for some flexibility within an organization. Consider, for example, whether a new technology would allow a junior than previously appointed, in order to take the responsibility of a job.

Information Collection

Discuss the requirements for a> Working with the current job-holders and those who work in the same team or department. This may require a redistribution of responsibilities between all roles and a review of skills in a new employee.

Interviewers are provided with valuable information about the work of all those who work closely with the job holder.

D) Rating a role

A new job offers you an opportunity to consider looking closely at a job, their role withinof the company. Set aside time to certain changes that are made in order to improve the value-added jobs for the organization identified.

Start with the objectives of the company. Were there any shift in their goals, and has the task adapted to meet them? Ask other departments, which were their expectations of the job and whether they are satisfied.

Consider the assumptions you have need of the knowledge and skills that you think the job. Can you imagineTake advantage of new knowledge and skills in the company through the new appointment? You also need to think about the communicative skills that are needed to work effectively are: have closer relationships with customers or other departments?

A role redefined

This case study deals with the manner in which has the role of the librarian is affected by information technology. Although the role has been competently carried out by the former owner of a new job candidate shows with updated skills such as the scope of the contract may be extended for the benefit of the organization be improved.

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Examining the conditions for

When a job becomes vacant, consider whether you need to fill the job in the same way. If any part of the task is no longer necessary to change due to the structure to examine, for example, a part-time substitute appointment. Use a> Job-sharing system requires work in the role of other skills or retain an employee who wants to part-time. When work occurs only at times, take care, use freelancers or contract workers. Look at your finances: you can expensive of two junior employees, or vice versa replaced?

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