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Table Of Contents

Employment’s Purpose
Organizational Commitment and Dedication
Tought Conformity
Personality Judgments
Attitudes
Morale
Te Work
Business Teaming
Business Compliance
Business Clarity
Business Expectations
Interviewer ’s Abilities
Interpersonal Communications
Irrelevancies
Biases
Comprehension
Structured Interview Types
Process Elements
Role Play
Defining Expectations
Clarifying Objectives
Crafting the Position Profile
Evaluating the Position Profile
Types of Knowledge
Intelligence and Creativity
Tinking
Types of Reasoning
Beliefs
Projected Image
Finding the Image
Motivation
Harsh Realities
Picking Destination(s)
Mapping Terrain
Higher Octane Fuel
Lower Octane Fuel
Know Business’s Intent
Interview Scheduling Procedures
Session’s Intent
Applicant Responsiveness
Critical Tinking Conditions
A Connective Interview Session
Connective’s Purpose
Applicant’s Connective Ratings
Scoring Responses
Employer’s Tree Determinants
Connective’s Improvements
Case Study
Tying Loose Ends
Summary Toughts
P. 1
Sensible Job Interviewing

Sensible Job Interviewing

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Published by AuthorHouseBooks
Employers may not hire the best job-qualified applicants. Like anyone, interviewers naturally prefer applicants who make them feel more socially at ease. Incorrect assumptions and obsolete procedures rather than individuals on either side of the interview table can be the difficulty. Distinguishing the best applicant from the best interviewee is a common challenge interviewers’ face. But potential losses to otherwise better-qualified individuals and prudent organizations can be minimized. Fairness, reasonableness and effectiveness in current interviewing methods are examined. Proving a need for change and demonstrating a new way to approach this distinctive ‘business trade’ practice. An easier more effective interviewing process that employer, interviewer and applicant can appreciate and respect for its mutual clarity and objectivity will be found here.
Employers may not hire the best job-qualified applicants. Like anyone, interviewers naturally prefer applicants who make them feel more socially at ease. Incorrect assumptions and obsolete procedures rather than individuals on either side of the interview table can be the difficulty. Distinguishing the best applicant from the best interviewee is a common challenge interviewers’ face. But potential losses to otherwise better-qualified individuals and prudent organizations can be minimized. Fairness, reasonableness and effectiveness in current interviewing methods are examined. Proving a need for change and demonstrating a new way to approach this distinctive ‘business trade’ practice. An easier more effective interviewing process that employer, interviewer and applicant can appreciate and respect for its mutual clarity and objectivity will be found here.

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Publish date: Dec 21, 2006
Added to Scribd: Oct 25, 2011
Copyright:Traditional Copyright: All rights reservedISBN:9781467065870
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05/01/2013

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9781467065870

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