Attributes of Employees in Interviews

In place of a prospective employee's cognitive ability, the uniform guidelines insists on personality appraises, biographical information, and various consideration based on race and ethnicity as a base to "hire" the "right" number of appropriate racial and ethnic representations. The skills and technical expertise regarding a given job are regarded lowly especially in situations where a significant proportion of persons from the minority group lacks these skills.

Every worker has the right to work in a safe work environment. We aim to ensure that employers are not suggested to any form of

The first quality an employer will look for in an applicant is the qualifications they have. Are the qualifications suitable? Have they got a satisfactory amount? Sometimes the qualifications don’t matter depending on the particular job, but most of the time, employers will only take on people who have sufficient qualifications. The qualifications show that they have put a lot of effort into their education and care about their future. It is possible that the job they are applying for is a particular career path that they want to pursue for a long time; this would mean they would

They are not the technical skills required by an occupation but are the enabling skills that are necessary in most occupations and that allow people to do their jobs successfully. (Molson)

3) Can you think of unique skills that could make a job candidate more attractive to a hiring agency? – Yes, I think being able to present yourself in a way that is professional yet personable is a quality most employers are looking for. Other skills could include honesty, integrity, adaptability, problem–solving, self–confidence, and loyalty. Possessing most of these qualities would classify an individual as having a unique skill

Employability skills means a group of essential abilities that involve the development of a knowledge base, expertise level and mind-set that is increasingly necessary for success in the modern workplace.

Documented in an employee survey (2012) conducted by the National Association of Colleges and Employees (NACE) the belief by many of the employers surveyed set a number of employee competencies they felt were essential. The findings resulted in a list of capabilities they felt were needed in order to proficiently desired by organizations. Effective verbal articulation within and outside of the organization’s structure, a team player that will a readily work with others, an administrator and convergent thinker, obtain and process data, while planning, organizing, and prioritizing work.

But what do employers search for in a candidate, similar to that of an athlete’s talent? In search for this answer, I took to my community to ask three employers about their recruitment criteria. Each interview was conducted over the phone, and began with a brief introduction of myself and why I was calling. After explaining the topic, and stating that I had three or four open ended questions for them, they were happy to participate.

Technical knowledge is important because you will need to know how to use and fix the technology like if there is a problem with someone technology and they call you. This also allows the company know that you will be able to do work without needing too much help. This is also valued by the company so that they don’t you won’t get them a bad reputation

The national careers website states that there are many attributes people need to get a job with them here is some of them factors;

If a candidate can show that they have done similar work before, for another company, it should show that they can adapt their previous skills to skills involved in the new job. This gives the candidate an advantage to anyone without experience since the benefits of experience can be so beneficial, for example:

Skill: This means the skills that are required for the job, not what skills the individual employee has.

It is not important to have any other subjective details. Hiring the right people for a job can be difficult, and it can be even more challenging to recover from hiring someone that is not successful in the position. Putting objectivity into the interview process by using facts and job specificity will help remove subjectivity. The best selection process is based on actual job related facts and not on how someone looks or acts (Dye, 2007). Interviewer skill would be improved with training, and objectivity gained with use of situational based questioning with use of a behavioral rating scale for each question. Approaching the interview process from an objective standpoint, with solid documentation detailing qualifications or lack thereof, is legally defensible and cost effective (Cesare, 1996). Following this process will not only protect you from legal ramifications, but will lead you to hire the right person for the

There are several different skills that are important to have to have no matter what the job

Employers must provide a safe working environment and equipment / uniform / signs to ensure the employees are as safe as they can be. Customers are also provided with a safe store to shop in and measures are put in place to ensure everyone’s safety in kept in tact