INTERVIEW PROCESS

What role are you applying for? You may select more than one or make up a role you believe the BBC needs that you are willing to fill. Not sure what role to apply for? Feel free to reach out to Rosemary Garry via Facebook Messenger for advice. (https://www.facebook.com/rosemarygarry)

Hello friends I am Payton Miller, I am from Crawfordsville, Indiana. I have three brothers and sisters , my brother Devin has recently joined the Air Force as well. I currently live in Maryland with my girlfriend Lyndsey of two years. I have been in the Air Force for about five years. I have been working as an Aircraft Services Specialist, being on the flight line no matter what the weather conditions were. I recently started a new role in my work center where I am in charge of all the vehicles that we use to get our work done on the flight line. As the vehicle control officer or VCO I will be focusing on making sure the vehicles get whatever is needed to keep them operational to keep our mission going. After my first week on the job I have learned my daily roles, process to getting a vehicle through maintenance and back, and how to purchase items through military vendors.

Human Resource (HR) managers work with top managers in order to create jobs and develop high-performing workforces. HR managers design jobs that fulfill the needs of the business and align with organizational goals. However, before jobs are created, HR managers need to understand what tasks and duties are required. The process of identifying the tasks and duties needed for a job is referred to as Job Analysis (Noe, Hollenbeck, Gerhart, & Wright, 2014). A job analysis is important because it assists managers with recruiting, performance management, compensation, and ensuring equal treatment (Stewart & Brown, 2012). Ultimately, the information gathered from job analyses are used to develop job descriptions. This paper will demonstrate

As an interviewee or a client in psychotherapy I have noticed several things that helped me to feel more comfortable and some that made me feel reserved. One of the things that I found beneficial was an intake assessment questionnaire about my current life and prior history, which allowed me to choose the degree of transparency that I was comfortable with. Disclosing certain information was, in a way, my permission for my therapist to talk about it much sooner in therapy, than waiting for it to eventually come out. I also appreciated the “matter-of-fact” demeanor of my therapist when discussing my experiences because it allowed me to think that they were commonplace and she has dealt with things

In the Pregroup Stage (Forming) the group leader (helping professional) must decide how to screen individuals for the group. This can be done individually in an interview, by holding a pregroup meeting with potential group participants, or via written or videotaped descriptions of the expectations of the group. The burden of shaping a productive and successful group lies on the group leader as they screen potential members for the group. The pregroup meeting provides the group leader the opportunity to not only share a description of the group and expectations with potential group members, but also allows them to observe potential group members as they share and interact with one another. The individual interview offers the most effective screening process by meeting with the client one on one to identify their needs, expectations, and commitment to the group. The interview provides the helping professional with the opportunity to challenge myths and misconceptions held by the potential member, and to convey and procure information. Along with the pregroup meeting, the individual interview allows the group leader the

Daniel ~ Thanks for reaching out and sending me an email. I'm appreciative to hear that I did well during the initial interview process. I was sincerely interested in the position and I know I would have been a great fit. The job search process is, as you well know, painful and full of uncertainty. I accepted the offer I did because I wasn't sure what would, or wouldn't, present itself in the future. Your statement below about what we're presented isn't always what's promised couldn't be any more accurate. Although I believe I can be successful where I'm at, I am struggling with the fit. I believe my military background lends me more towards government employment. Prior to your email I had made the decision to explore opportunities

Activity 1: What do you think will happen when- I would use this with science and ask students to predict what will happen when they try to float specific items: a rock, a feather, a paper clip, and a piece of paper. Students will interview each other to find out what they think about each of the items and how they will do in water.

In the previous power point presentation I listed the step by step method that can be used by companies during the hiring process. Also included in each step was a number at the bottom of each slide. This number represents the number for one of ten mistakes that were listed in the paper by Taylor & Stern, (2009). In the following document I will attempt to explain my choices of why I chose the mistake that I did for each step of the process of hiring a new employee. In the final half of this paper is I bring up any of the mistakes that Taylor & Stern, (2009), came up with that I feel should not be considered a mistake.

The basic tool for the human resource management is the position description. KSA contain the requirement information about a job it presently exists. It is used to development programs of recruitment.(“Job Descriptions

Wanting to know how a company hires their employees and the process they go through with the employee. It takes time management and to make sure you are hiring the right person for the job. Depending on their skills, pervious jobs, or qualifications, etc. In this case, we are hiring a waitress.

Cultures are different all across the world, and it’s important to be able to learn about and understand other cultures to help us shape our anthropological insights. With the help of the CBL project and my partner Paul, I was able to interview Victor. The interview process started off awkwardly as there was a setup error and we didn’t quite know where to start. Victor is a man originally from El Salvador that was now residing in St. Peter Minnesota. The interviews took place at the St. Peter community center, where we were around other immigrants who had come to America. Some were of somalin descent, while others were from Central America. We sat down and talked for around 45 minutes two times, and the last time we met for dinner with

A job description is a wide, general and composed legal announcement of a particular occupation. It mostly incorporates duties, responsibilities, scope and working conditions of a job along with the job’s title as well as the name of the person to whom the employee reports.

In order to attempt this final paper assignment, I interviewed my uncle who has come from Dubai on his vacations. He is a civil structural designer and was working in Saudi Arabia since last five years; he has recently switched his job and moved to United Arab Emirates. Looking at his recent activity, I decided to conduct an interview with him regarding his job switching. I requested him to take out some time from his busy schedule; surprisingly he happily agreed along with giving the permission to record the interview. In the following paragraphs, I will discuss in detail how I used the Interviewing methods in the interview session and how was my experience of conducting this first interview of my life.

Recruitment planning is the first step in establishing an effective recruiting drive. Just as in any organization, a clear plan needs to be implemented so that every member of the team can understand the end results and strive to be organized to reach the goal. The planning process of recruitment is essential in helping the company save money and time during the process because they have a clear understanding of the steps that need to be achieved (Nursahida, 2016). This step consists of two components that should considered when developing the recruitment plan. First, the planning process needs to consider the organizational issues of the recruiting process, which consists of will the recruitment take place within the organization or will a third party be hired to oversee this issue. Depending on how big the organization is and how many resources the company is in contact with would determine who would conduct the recruiting process. Also, during the planning phase, an organization must determine if centralized or decentralized recruitment is the best option. Centralized recruitment allows the company to control the requirement process from a central group, where decentralized recruitment lets an outside entity conduct the process (Heneman, Judge, & Kammeryer- Mueller, 2012, p. 206). Secondly, the planning phase needs to address the administrative issues, which consists of items such as: who are the recruiters, what is the budget to be spent, and the timeframe the position

The concepts of job specification and person specification are sometimes misunderstood. Job specification describes the vacancy on offer as well as the goals and responsibilities for the candidate who will hold the post. Person specification on the other hand, refers to the skills, aptitudes, knowledge, experience, qualifications and personal qualities or attributes that are necessary to perform the job effectively (CIPD, 2007). A source of confusion is when some authors define a job specification as a statement about the personal characteristics needed to perform the job successfully and achieve the necessary output (Amos, et.al, 2013). It is difficult to differentiate between these two elements but it can be noted that person specification was part of the competency approach which identifies a checklist against which candidates can be evaluated. A job specification refers to the core job description and the duties and responsibilities and the job process. A person