INTERVIEW TIPS1. Do some research on the business before the interview. (See "How to Find a Job," "Research the

Employer.")

3. Practice interviewing.

5. Go alone. Do not take children or friends

7. Greet the employer with a handshake.

9. Make frequent eye contact.

11. Smile, be polite, and try to relax.

13. Listen carefully to the questions asked. Ask the interviewer to restate a question if you are confused.

15. Answer questions as directly as possible.

17. Be upbeat and make positive statements.

19. If you've worked before, talk about what you learned from it.

21. Use examples of how your skills and abilities would fit the job.

23. Bring your "Fact Sheet" with telephone numbers and addresses of your references and former employers, just in case you are asked to complete an application.

Often Asked Questions1. Tell me about yourself. (This is often an ice-breaker question. Keep the

answer job or skill related.) 2. What do you know about the type of work we do? (This is your chance

to tell what you know from the research you completed ahead of time.) 3. What is your weakness? (Always make this a positive answer. For

example, "My spelling is not always perfect, so I always use a spell checker.")

4. What are your strengths? (Describe your skills in a way that will show you as a desirable employee for the company.)

5. Why did you leave your last job? ( Answer with a positive statement. Try not to say: "I was fired," "terminated," "quit," "had no babysitter," or "couldn't get along with co-workers or supervisor". However, you can say: "new job," "contract ended," "seasonal," "temporary," "career change," "returned to school," to raise a family," or "relocated.")

6. Why have you been unemployed for such a long time? (Tell the truth. Emphasize that you were looking for a good company where you can settle and make a contribution.)

7. Why should we hire you? (Make a positive statement, such as "I would like the opportunity to work with you and believe that I can do the work.")

8. Do you have references? (It is most important that you contact your references ahead of time and have their name, current address, and telephone numbers.)

ASSESSEMENT CENTRES

What happens at an assessment centre?

Assessment centres have always had a place in recruitment; traditionally they were used for bulk recruitment campaigns at graduate or junior level. More recently, there has been a trend towards applying the same techniques to more senior positions. So what can you expect when you visit an assessment centre?

1. Role play

2. Group exercise

3. Behavioural event interview

4. Biographical interview

5. Verbal and numerical testing

6. Psychometric testing

7. Presentation exercise

INTERNAL RECRUITMENT

Internal Recruitment Pros and Cons• The Internal Recruitment can build a strong loyalty with the organization as

the employees have a chance to change their position after a period of time. The employees are not pressed to look for opportunities on the external job market.

• The Internal Recruitment can be cheaper for the organization and can save the costs dedicated to the training and induction of new employees. Also, as the candidate knows the organization, the possibility of the failure is not a significant issue to the organization.

• The Internal Recruitment needs strong management from the HRM Function, which can lead to the conflicts and the HRM Function has to have a position to be able to act as a strong facilitator in the conflict resolution.

• The Internal Recruitment can lead to huge issues when the candidates come from one department. The managers have to have the right to protect their own interests in the organization as they are responsible for the smooth operation.

• The Internal Recruitment does not bring new skills and competencies to the organization and organization with an intensive usage of the internal recruitment can suffer from the fresh blood.

EXTERNAL RECRUITMENT

External Recruitment Pros and Cons• The External Recruitment brings new people to the organization,

which can be a huge benefit for the organization. The External Recruitment allows the organization to define the right requirements and the organization can select the candidate, which suits the organization best. The external recruitment can be in many situations quicker solutions, mainly in the situation, when the job market is full of potential job candidates.

• The external recruitment and proper campaign increase the popularity of the organization on the job market, which helps to improve the position for further expansion.On the other hand, the external recruitment is expensive and takes a lot of energy from the HRM Function to handle all the job candidates in the selection process.