Job,Interview,Secrets,Revealed business, insurance Job Interview Secrets Revealed

Small offices have unique needs, and thatincludes document shredding. Designed with the smaller business inmind, the Dahle 20314 is a cross-cut shredder that offers Level 3security and brings you into compliance with federal regulations. The As we all know to live in this world we have to perform some activity by which we can earn money. There are many activities by which we can earn money and meet the standards to live in this society. And from one of them is franchise.  Franc

TITLE : JOB INTERVIEW SECRETS REVEALED© copyright 2002 http://www.1jobinterviewtechniques.com From the book ``Job Interview Secrets Revealed''S.P.Marketing. You have permission to publish this article electronically only, free of charge, as long as the bylinesare included. A courtesy copy of your publication would beappreciated. The content of this article should not be altered in anyway prior to publishing by third partieswithout the expressed permission of S.P.Marketing.Dear Reader,I hope you are having success in finding the job & lifestylethat you desire. In order to aid your success I hope thatthis extract from a series of 11 free reports is of greatbenefit to you.The topics covered over the 11 part series are as follows :-1Introduction ( this one )2The Players3Order of Play4Psychometric / Selection Tests5In-tray Exercises6Analytical Problem Solving Exercises7Presentations8Group Discussions9Fact Finders10The Dreaded Interview11Conclusion & SummaryMy level of lifestyle has somewhat taken a turn for the betteras a result of my career progression over the last 6yrs.Within that time my salary has tripled and no doubt it willincrease if I carry on applying the principles that I willdescribe over the coming chapters. I have had six differentjobs in that time within the same company as I have progressedup the ladder, working in a number of different areas. I hopethat with the information that I'm about to arm you with, yourlifestyle will & salary will improve greatly as well.I used to think that I knew enough about interviews to get ajob. I'd be in an interview for anything from 10-20mins to1-2 days and then that would be it. I'd come across confidently and then that would be enough toget me a job. Great in theory, but I never did manage to getany jobs that I really wanted, I stayed in work, working foragencies doing various jobs, a few weeks here, a couple ofmonths there, but nothing that provided me with security andpotential for career progression. I meandered along like thisfor the best part of six years. Well paid secure jobs withgreat incomes and potential to develop never did come my way,until I asked myself:-`` How can I increase my chances of success, is it just luckor can I influence the outcome of any interview I go to ?''The answer to those questions, although obvious in hindsight,was to go and find out about various aspects of interviews andthe exercises that I would have to go through. It was amassive eye-opener for me. Over an initial period of threemonths my strategy was to talk to as many people from differentcompanies as possible ( including the company that I amworking for now ) about different aspects of interviewtechniques.I spoke to :--recent recruits who had been successful-recent recruits who had been unsuccessful-personnel managers-technical / line managers-people who were still doing the same job after 20yrsof being recruitedIt was an eye-opener for me. I wish I had asked those questionsand gathered the knowledge when I first thought about gettinga job. I'd be earning even more than what I am today. But nonetheless, I did get the interview techniques & secretsthat I needed to ensure my initial success and my continuedsuccess as I have applied the same principles time and timeagain.Although most of my information was gathered in those 3 months, I have fined tuned my techniques over the years as Ihave sought more and more information & applied my findings ininterviews, as I have changed jobs within the company that Iwork for, some sideways, some promotions.So why write a book on interview techniques ? Easy, I have hadso many people over the last few years come to me to ask adviceon various interview techniques. Whether it be just about theinterview itself, or presentations, group exercises, factfinders,selection / aptitude tests, analytical problem solving tests,in-tray exercises to interview attire. So having talked to dozens of people and helping them get jobsor helping them to get promoted I thought about how many otherpeople could benefit from this information. I couldn't possiblytalk to every individual out in the big wide world, so the nextbest thing is to publish the information.You may ask, well why don't you keep your secrets closelyguarded ? Well, I don't need to keep them guarded, it's not asif there is only one job out there that all of us billions areapplying for. Another reason is that when I went into book shopsto find information myself, I couldn't find any decent booksthat explained things in plain English, so I asked myself ``How many other people have tried looking for informationwithout success ? ''. The answer to that was the people who havecome to me and still do come to me for advice, and I only know avery small minute percentage of the planet's population to putthings into perspective. I'm sorry to say that there is no magic nor mythical shroudsthat I will unveil to you, but I will reveal the secrets thatI have sought to ensure my own success & other peoples successwho have come to me for advice. You don't need any specialskills to apply them, just common sense and self-motivationto spend a little time to practice & research your owncampaigns. So let's talk about interviews now.Interviews - why do we need them ? Well mainly because of the following reasons :-(i) To assess a person's suitability and ability for a job,(ii) A vehicle for interviewee's to sell themselves(iii) Personnel in some cases to assess whether or not a person meets the company profile, never-mind whether ornot a person is capable of doing a job(iv)The line managers ( managers who you will work directlyfor andreport to ) to assess whether or not they aresuitable for the department and to see if they can geton with potential candidates. (v) To assess the candidates suitability for progression /development up the company / corporate ladder(vi)In the case for some graduate recruitments, to assess acandidates suitability for a ``fast track scheme'' intomanagement or just into the normal career path.(vii) Some candidates who are already working for a companywill be given assignments. In some instances these aregiven to see whether or not a candidate can show theability to do a different job ( especially if it theassignment were be a promotion if it was to become apermanent job, or if it is a completely differentfunction ) . At the end of the assignment the candidatewill have to go through a formal interview process.If you pass, then all well and good. If you fail theprocess ( as I have experienced myself ) then it can beextremely demoralising. In fact I have seen somecolleagues never really recover from it.Have interviews always been the same or have they changed overthe years?For you and me, I wish they had stayed the same. Talking tosome of the old timers that I work with ( shop floor &office people / scientists ) who were recruited 25-30yrs ago,they tell me that they had a 15min interview with the managerthey were likely to work with. That was it, they would thenjust be told ``yes you'll do, start next Monday'' or``thanks but no thanks.''Interviews have changed over the last few years. There are anumber of reasons why :-(i)The number of people unemployed is higher,(ii)The calibre of people is generally higher than whatit used to be even 10years ago because people are arming themselves with a greater and broader rangeof skills and qualifications.(iii)As companies / corporations become more lean &efficient, they need less people overall, thereforethey need to ensure they recruit the right people(iv)As a result the competition becomes more fierceand employers need to assess people in a range ofenvironments to get what they think is a`rounded-picture' of potential employee's.So what are the environments that I will be assessed in ?You can expect some or all of these depending on the jobthat you are going for. -interviews themselves-presentations-group exercises-factfinders-selection / aptitude tests-analytical problem solving test-in-tray exercisesOver the next 10 reports in this series, I will give youan insight into each one.Bye for now,Howard Letap