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<?xml version="1.0" encoding="UTF-8"?><rss version="2.0" xmlns:content="http://purl.org/rss/1.0/modules/content/" xmlns:dc="http://purl.org/dc/elements/1.1/" xmlns:sy="http://purl.org/rss/1.0/modules/syndication/" > <channel> <title>RSS Job Interview</title> <link>http://www.floydfairnessfund.org/</link> <description>Job Interview</description> <lastBuildDate>Sat, 28 Jun 2025 17:10:27 +0100</lastBuildDate> <language>en</language> <sy:updatePeriod>daily</sy:updatePeriod> <sy:updateFrequency>1</sy:updateFrequency> <item> <title>Personality Assessment free</title> <description>If you are looking for a quick tool to help you better understand yourself – and others – immediately, you are in the right place. Our Free disc Personality Test gives you an instant estimate of your disc profile based on ...</description> <content:encoded><![CDATA[<img src="/img/eagle_bird_type_dope_bird.jpg" alt="Eagle Bird Type -- DOPE Bird Personality Test Results - RichardStep" align="left" /><p>If you are looking for a quick tool to help you better understand yourself – and others – immediately, you are in the right place. Our Free disc Personality Test gives you an instant estimate of your disc profile based on answers to 12 short questions. In no more than 10 minutes (probably more like five), you’ll have a better understanding of why you communicate the way you do and insights into how you can communicate with others more effectively. With your results, you can: Immediately improve interpersonal communications Connect with co-workers more effectively Understand what you need to do to be more successful in your interactions with others. Or, you can opt for the full, complete disc assessment to get a more comprehensive view of your style and how you can use it to get better results, to become a better communicator, and to build better relationships. Just choose your option below.</p>]]></content:encoded> <category><![CDATA[Personality Test]]></category> <link>http://www.floydfairnessfund.org/PersonalityTest/personality-assessment-free</link> <guid isPermaLink="true">http://www.floydfairnessfund.org/PersonalityTest/personality-assessment-free</guid> <pubDate>Sat, 28 Jun 2025 15:10:00 +0000</pubDate> </item> <item> <title>Aptitude Test, personality</title> <description>People are increasingly defining themselves by their line of work, and the first question most people hear upon meeting someone new is, "What do you do?" It is no wonder that career happiness is a significant predictor of overall ...</description> <content:encoded><![CDATA[<img src="/img/career_aptitude_test_for_high_school.jpg" alt="Math worksheet : printable" align="left" /><p>People are increasingly defining themselves by their line of work, and the first question most people hear upon meeting someone new is, "What do you do?" It is no wonder that career happiness is a significant predictor of overall happiness. If you are plugging away for 40-plus hours a week at a job you hate, it is difficult to find energy and motivation for much else. Conversely, people who love their jobs often find themselves energized, satisfied, and brimming over with new ideas. Too often, people make career decisions based upon chance and/or past experience. If you majored in psychology, for example, odds are good that you will pursue a career in psychology, even if it is no longer your passion. Over time, this can make it increasingly difficult to notice and build upon your other talents or strengths. This Career Personality and Aptitude Test can give you a better understanding of your job options no matter where you are in life. For students just beginning to think about careers, it may give you some help with choosing majors, internships, and classes. If you are established in your career, this test may help you decide if it is time to start a new career or make some changes in the way you structure your working life. Aptitude is an important part of any career. You may love math, but if you are not good at it, it is highly unlikely that you will be successful in a math-related career. Similarly, you may have aptitudes you do not even know about. Thus this test measures not just your interests, but also your abilities based on your education and your own reporting of your strengths and weaknesses. This enables the test to make much stronger recommendations than a test that measures only interests or aptitude. GoodTherapy.org has partnered with PsychTests AIM Inc. as the assessment provider for this test, which contains 240 questions. It takes about 60 minutes to complete, so take it when you are comfortable and have some extra time to really think about your responses. Remember that, like all online psychology tests, the Career Personality and Aptitude Test relies on your reporting, so it is important to answer questions honestly. At the end of your test, you will get a brief snapshot report of the results, and the option to buy a full report containing pages of analysis of your unique set of interests and aptitudes.</p>]]></content:encoded> <category><![CDATA[Personality Test]]></category> <link>http://www.floydfairnessfund.org/PersonalityTest/aptitude-test-personality</link> <guid isPermaLink="true">http://www.floydfairnessfund.org/PersonalityTest/aptitude-test-personality</guid> <pubDate>Thu, 19 Jun 2025 15:10:00 +0000</pubDate> </item> <item> <title>Interview questions for Executive administrative assistant</title> <description>60 pounds of Mexican marijuana, compressed into bricks and wrapped with paper and cellophane. Photo made with a Polaroid Swinger camera in 1975 in Berkeley, California. (This photograph appeared in my poetry chapbook COLLECTED ...</description> <content:encoded><![CDATA[<img src="/img/brixx.jpg" alt="Brixx" align="left" /><p>The job responsibilities of an executive assistant (otherwise known as president, CEO assistant, or CEO Secretary) are extensive. He or she assists the executive with his or her daily tasks and functions, including managing contacts, tracking budget, scheduling meetings, preparing proposals and presentations, travel arrangements, and e-mailings. The executive assistant is required to have excellent organization abilities, interpersonal skills, and effective writing skills. He or she also needs to communicate effectively with cross-company internal activities. This article reviews some of the most common job interview questions for executive assistants and provides tips on answering them. You may also be interested in reading the article, “ Administrative Assistant Interview Questions .” Sample Interview Questions for Executive Assistant Tips on Answering Can you describe your normal daily duties in your previous position? What practices do you use when asked to prepare curtain duties, such as meetings, travel schedules and bid/proposals? Describe your typical workday communicating with different departments, executives, people, and customers? Are you comfortable working in close contact with the CEO and running the forefront on all projects? How do you organize monthly management reports and keep the information tables turning efficiently? Has your ability to maintain confidentiality ever been judged? When working in a discreet or confidential manner, what disciplines do you practice? Answer: If your current or past experience conforms to the position, you should briefly describe your background and the related responsibilities. In fact, the interviewer wants you to tell about yourself – your greatest achievements as a manager assistant and how efficiently you performed the various tasks required for the position. You should demonstrate that you are detail oriented and confident in providing higher quality benefits to your superiors. You can describe the working relationship with your chief executive, including workload management, organizing reference material for bids/proposals, outlining new business opportunities, and tracking progress on all up-to-date projects.</p>]]></content:encoded> <category><![CDATA[Assistant]]></category> <link>http://www.floydfairnessfund.org/Assistant/interview-questions-for-executive-administrative-assistant</link> <guid isPermaLink="true">http://www.floydfairnessfund.org/Assistant/interview-questions-for-executive-administrative-assistant</guid> <pubDate>Tue, 10 Jun 2025 15:07:00 +0000</pubDate> </item> <item> <title>Interview questions for assistant manager</title> <description>Flushing Bank representatives Rhonda Pierson-Delorenzo, vice president and branch manager; Stephanie Plotkin, vice president and senior human resources generalist; and Jean Stuart, assistant secretary and senior recruiter ...</description> <content:encoded><![CDATA[<img src="/img/flushing_bank_mentors_uniondale_high_school.jpg" alt="Flushing Bank mentors Uniondale High School Ladder to Leadership members about perfecting your resume and interviews skills" align="left" /><p>Job Description: Assistant managers help with everyday administrative tasks, which vary depending on the industry. The job requires endurance, ability to multi-task, team work, and leadership. The position is most common in sales, food, and hotel businesses. No special training is usually required, but graduates may be preferred. A flexible schedule is often available. This article provides job interview questions with answers for assistant managers. Assistant Managers Job Interview Questions and Answers Question: Tell me about your qualifications as an assistant manager. Answer: Talk about your personal attributes, such as loyalty, integrity, ethics, ability to work under pressure, leadership and charisma, orderliness, etc. You can start your answer by giving examples; if you worked as an assistant retail manger you probably had to manage a group of people (mention exact number), hire and fire people, interact effectively with clients, and deal with client complaints. Question: Why do you think that the position of an assistant manager is important for the company? Answer: Be confident answering in the affirmative. The assistant manager’s role is exciting and challenging as you work closely with an executive of the company. It is a job that is all about management and applying management skills. The assistant manager often communicates with staff, managers, and customers, and directly oversees customer service. Assistant managers play an important part in ensuring profit and a good name for the organization. Question: As part of your previous management experience, did you make reports and presentations for the senior management? Answer: All assistant managers report to senior management. Assistant managers keep their managers updated with oral and written reports. Question: Why do you find the job interesting or exciting? Answer: The assistant manager’s job may be fairly routine one day and exciting the next. Assistant managers often take over the establishment (like a restaurant) in the absence of the boss. It demands multi-tasking and adaptability, problem solving, and interpersonal skills. It’s a management job with a lot of people interaction. Question: Are you aware of the mental requirements of the job? Answer: Mental requirements might be intensive work load, working under pressure, stress, long hours, long periods of standing up and walking, and performing administrative tasks. Question: Do you have experience hiring and/or firing personnel? Answer: If you do, don’t hesitate to give examples of firing people, as long as you explain your decision clearly and confidently. Further, explain you decision process on hiring new employees. Be specific and confident about your past decisions on employee hiring, professional development, and retention.</p>]]></content:encoded> <category><![CDATA[Assistant]]></category> <link>http://www.floydfairnessfund.org/Assistant/interview-questions-for-assistant-manager</link> <guid isPermaLink="true">http://www.floydfairnessfund.org/Assistant/interview-questions-for-assistant-manager</guid> <pubDate>Sun, 01 Jun 2025 15:03:00 +0000</pubDate> </item> <item> <title>Complete personality test</title> <description>Everybody is curious about their personality, so psychology to the rescue! Our personality test is similar to the Myers Briggs (MBTI) and the Jung personality tests, and is based upon an open-source set of personality testing ...</description> <content:encoded><![CDATA[<img src="/img/100_free_personality_test_discover.jpg" alt="100% Free Personality Test" align="left" /><p>Everybody is curious about their personality, so psychology to the rescue! Our personality test is similar to the Myers Briggs (MBTI) and the Jung personality tests, and is based upon an open-source set of personality testing items. These items are based upon scientific research and will provide results typical of a five-factor model of personality. The five factors measured by this test are extraversion, agreeableness, conscientiousness, emotional stability, and intellect/imagination. Please remember that these are only personality traits or preferences - they do not predetermine every action you prefer in every situation. This test consists of just 50 questions and takes about 7 minutes for most people to complete. Answer as many questions as you can to get the most accurate score possible. Your answers are held in strictest confidence and are not shared with anyone. At the end of the test, you will receive a free, comprehensive personality report on these five personality traits and where your answers put you in relationship to each trait. First, let's get started with some basic demographic information about you... Reference: Goldberg, L. R., Johnson, J. A., Eber, H. W., Hogan, R., Ashton, M. C., Cloninger, C. R., & Gough, H. C. (2006). The International Personality Item Pool and the future of public-domain personality measures. Journal of Research in Personality, 40, 84-96.</p>]]></content:encoded> <category><![CDATA[Personality Test]]></category> <link>http://www.floydfairnessfund.org/PersonalityTest/complete-personality-test</link> <guid isPermaLink="true">http://www.floydfairnessfund.org/PersonalityTest/complete-personality-test</guid> <pubDate>Fri, 23 May 2025 14:51:00 +0000</pubDate> </item> <item> <title>Peoplesoft technical interview questions</title> <description>1. What is PIA and what are its components? It is n-tier architecture. We have client, web server, application server and Database server. We have jolt and tuxedo. We have WSL, WSH, JSL, JSH, QUEUES and services. In database ...</description> <content:encoded><![CDATA[<img src="/img/peoplesoft_china_how_to_close.jpg" alt="PeopleSoft - China: How to" align="left" /><p>1. What is PIA and what are its components? It is n-tier architecture. We have client, web server, application server and Database server. We have jolt and tuxedo. We have WSL, WSH, JSL, JSH, QUEUES and services. In database server we have system tables, peopletools tables and application tables. 2. Differentiate Field edit and Save edit? In Field edit for each field change, a transition to the application server to the database is taken place. In Save edit for all the fields, only one transition to the application server to the Database is taken place. 3. What are think time functions? Think-time functions suspend processing either until the user has taken some action (such as clicking a button in a message box), or until an external process has run to completion. 4. In which events error & warning are used most extensively. Field edit, Save edit, Search save, row delete, row insert. 5. Is there any way by which you can find out whether the user is in Add mode or Update mode? %mode-returns A-for Add mode. Returns U –for Update mode 6. What is the purpose of the SQLEXEC function? What are its benefits and draw backs? SQLEXEC is used to execute the sql statements (select, insert, update, delete). We can get only one row at a time. 7. How is the searchinit event most often used by people soft application? A) Searchinit fires before the search dialogue page is displayed to the end user.For this reason searchinit is often used to enhance roll level security by inserting and graying out certain values to the search dialogue page. 8. What are the options for using SQL in people code? a) Sqlexec b) Record class methods (selectbykey, delete, insert, update) c) Using sql class, its properties and methods. 9. What is the difference between component buffer and data buffer? Component buffer contains all the data of the active component. Data buffer contains the data other than the data in the component buffer (Data of other records) 10. What databuffer classes are available in people code? Rowset, Row, Record, Field, Array, File, Sql, chart, grid and so on. 11. When we select a component what events will be fired? If default mode for component is search mode: only searchinit will fired .If default mode for component is new mode :field default, field formula, rowinit, searchinit. 12. What are different variables in people code and their Scope?</p>]]></content:encoded> <category><![CDATA[Technical]]></category> <link>http://www.floydfairnessfund.org/Technical/peoplesoft-technical-interview-questions</link> <guid isPermaLink="true">http://www.floydfairnessfund.org/Technical/peoplesoft-technical-interview-questions</guid> <pubDate>Wed, 14 May 2025 14:51:00 +0000</pubDate> </item> <item> <title>Junior Business Analyst Interview questions</title> <description>Unfortunately, this scenario is all too common. It used to frustrate me because where I really wanted the role and felt I did a great job winning the interview, the roles went to more junior and less capable resources. In ...</description> <content:encoded><![CDATA[<img src="/img/roles_of_the_business_analyst_modern.jpg" alt="(Click image to see larger" align="left" /><p>Unfortunately, this scenario is all too common. It used to frustrate me because where I really wanted the role and felt I did a great job winning the interview, the roles went to more junior and less capable resources. In consulting as a manager placing other analysts, I faced trying to educate the clients about why the analysts I sent them to interview were the right choices. If you want to know find out if they know any buzz-words (flavour-of-the-week technologies and methodologies), ask them what they think of them and to describe the pros and cons, not if they’ve ever used them. Rookie/ Non-BA Interviewer Mistake # 3: Interviewing Inappropriate Calibre for the Role I have to tell you that one of my biggest beefs is fielding calls and emails from recruiters asking me to apply for their roles. Most commonly they are looking for junior, intermediate and senior business analysts to work in a non-team lead capacity. The fact is, I rarely do these roles anymore and my resume screams that fact. So why are they calling me? Quite simply, because they don’t know what they are looking for and one analyst is as good as another. Unfortunately, this forces analysts to compete on price, and with the down-turn in the economy, this has not been pretty. How much are you willing to pay for quality? Are you willing to bet 70 to 80% of your project budget, that you’re making this mistake? To put it into perspective, would you scan the resume section of Dice.com or Craig’s List to find a chef if what you really want is someone to cook hotdogs in a vendor cart down-town? Ummm…. My guess is no way! First of all, they’d hang up on you for even asking. Once they get through laughing with their friends about how you made their day, they’re going to pull or dramatically change their resume. Now, you and I know that you can’t possibly ask a chef to be a hotdog vendor anymore than you can go to a Mercedes dealership expecting to spend $5, 000 on a new car (unless that’s a monthly or bi-weekly payment!), so why is it so hard to figure out that if a Business Analyst has more than three projects and years of experience they are more intermediate to senior and might be looking to advance their career instead of staying where they are? You need to ensure that you select the right calibre for the role and quality you expect. Let’s face it you invest in quality and opting for lesser qualified resources without also opting for a senior lead is nuts. Bad Interviewer Mistake # 1: Showing Intimidation When you interview someone and it’s clear they have a lot of knowledge in an area, even if it’s an area you share with them, it can be intimidating. The last thing you want to do is show it. It’s bound to happen that at some point in your interviewing career, you are going to interview others that are more senior than you are. Get over it! Don’t gush in the interview. Don’t suck up to them. Be professional and ask them the same style and line of questions that are appropriate for their calibre. Ask for more details and examples, even if you don’t know what they are saying and have little way of validating their responses. Look at it this way, by asking for more and more details and clarity to their responses they are one of two things: genuine or really great liars. Since, in reality, really great liars are hard to come by, when you ask for more details and ask the same question in different ways, you will quickly know the difference. Bad Interviewer Mistake # 2: Being Intimidating Another common mistake I’ve seen interviewers make is trying to intimidate and challenge the person they are interviewing. If you go into an interview with the attitude that you’re going to catch them in a lie, or they’re not as great as they seem on paper, my best advice is to either sit it out and have someone else do the interview or just cancel it altogether. There is just no excuse for being a bully in an interview. A couple of years ago, I met with a prospective client whose President only sat and made eye contact with me for about two minutes of the interview. As he paced around the room looking out the windows, he proceeded to tell me that he had hired MBA and PHD grads from Harvard and Oxford to come and work as Business Analysts. He blurted out that they had failed. He demanded that I tell him why. Now, I know his real question (snarky tone and all) was what makes you think you’ll succeed when they failed, but that’s not the question he asked. I told him that I couldn’t possibly tell him why without more details. I needed to know more about the individuals and work they had been assigned, as well as the processes utilized and the environment in which they worked, and the support (or lack thereof) that they received from management. I didn’t tell him, I was starting to get a pretty good idea (some things you just keep to yourself), but when asked by the recruiter immediately following if I would take the role if offered and I flatly said “No way!” First, I don’t bother working for such blatant bullies anymore because I know you’ll never be able to please them and succeed. Second, who needs the headache of trying to appease the ego of megalomaniacs over the needs of the business? I’m a business analyst and the needs of the business come first. That means I’m going to tell you things you may or may not agree with, or tell you how to do it better. That’s my job. The long and short of it is this, before you ever get into an interview with a business analyst, know the calibre of the person you are going to interview. Read up on business analysis techniques and deliverables and write down some basic questions using the guidelines below. Calibre-Centric Questions: Junior When interviewing a junior business analyst, you are looking for potential more than experience. That means you are looking more for personal characteristics and academic knowledge than detailed stories and explanations of where they have applied the knowledge. The types of questions you want to ask are about the basic elements of the technologies, deliverables and techniques. You want them to be able to tell you the elements, as well as why the deliverable is important to a project (why they are created). They may not have examples of how they have used them and challenges that they have faced, so they need to know how and why you do them. Intermediate When interviewing an intermediate business analyst, you need to start blending your questions to include personal characteristics, academic knowledge and also experience. Remember though that you are considered to intermediate at the three to five years of experience mark, and that doesn’t necessarily correlate to specific levels of experience or even exposure to all deliverables, techniques and tools. You could have worked for three years on a single project and never performed a particular task or created a particular deliverable.</p>]]></content:encoded> <category><![CDATA[Analyst]]></category> <link>http://www.floydfairnessfund.org/Analyst/junior-business-analyst-interview-questions</link> <guid isPermaLink="true">http://www.floydfairnessfund.org/Analyst/junior-business-analyst-interview-questions</guid> <pubDate>Mon, 05 May 2025 14:48:00 +0000</pubDate> </item> <item> <title>Aptitude Logical Reasoning</title> <description>If you need to complete online reasoning tests as a part of selection process and you would like to undertake some practice beforehand then you came to the right page. Below we provide you with free aptitude practice tests that ...</description> <content:encoded><![CDATA[<img src="/img/what_is_the_correct_answer_for.jpg" alt="What is the correct answer for" align="left" /><p>If you need to complete online reasoning tests as a part of selection process and you would like to undertake some practice beforehand then you came to the right page. Below we provide you with free aptitude practice tests that mimic the latest tests used by major graduate employers. All of the tests are timed and once you finish you will be provided with test report of your score. You may return to correct, incorrect or unanswered questions and review full explanations. Numerical Reasoning Tests If you have been asked to sit numerical test and don’t know what to expect then complete two of our free numerical practice tests to have a rough idea of the format, difficulty level or competencies required in such assessments. Usually, quantitative measures assess innate ability to work with numbers to infer conclusions from large set of data presented in diagrams, tables, charts or graphs. They evaluate reasoning ability to formulate and solve numerical problems by translating facts into mathematical terms. It is not uncommon to use such exercises in employee selection to filter out candidates who don’t poses required skills which are often sought by major graduate employers. To feel more in control or relaxed about such examinations sign up for numerical aptitude pack to become more familiar with format, difficulty level or skills you will needs to develop to succeed. Additionally to help with initial stage of preparation we have designed comprehensive numeracy guide that covers wide range of topics incorporated into numerical assessments including percentages, ratios, proportions or currency conversions. It will give you great advice with practical examples on how to solve questions in quantitative assessments. Verbal Reasoning Tests GraduateWings offers free verbal reasoning aptitude test that can be accessed via the above link. It evaluates required competencies to make informative judgements from arguments presented in variety of different forms whereas at the same time assesses your inherent ability to think or argue in logical manner. Often exercises used to evaluate these abilities are frequently used by major graduate employers to get accurate picture of the extent to which their applicants accurately manipulate written information. To boost skills, aptitude and understanding of these areas sign up for 18 verbal reasoning practice tests that mimic the latest selection assessments used by employers. These practice exercises come in the form of short passages followed by statements which have to be evaluated with three multiple choices - true, false, can’t tell. Inductive Aptitude Tests Inductive psychometric measurements form subgroup of logical reasoning which come in the form of sequence series containing visual images of different types of shapes, symbols, patterns or grids. The task in these measures is to find connections or relationship between images to define what will follow next. Finding connection or relationship is all about spotting patterns as how images are linked together. Try free ability tests to gain basic understanding of skills and capabilities required and see what to expect in such assessment. Logical Tests These are standardised assessments used by employers or educational institutions alike to assess individual thinking and learning skills. The level of score in such assessments indicates how quickly one can learn new things or how well an individual can apply his or her aptitude to solve problems across wide range of areas. Usually, logical or non-verbal tests ask you to solve problems related to visual patterns, sequences and their relationships.</p>]]></content:encoded> <category><![CDATA[Logical Reasoning]]></category> <link>http://www.floydfairnessfund.org/LogicalReasoning/aptitude-logical-reasoning</link> <guid isPermaLink="true">http://www.floydfairnessfund.org/LogicalReasoning/aptitude-logical-reasoning</guid> <pubDate>Sat, 26 Apr 2025 14:46:00 +0000</pubDate> </item> <item> <title>Assistant Manager interview questions and Answers</title> <description>Flushing Bank representatives Rhonda Pierson-Delorenzo, vice president and branch manager; Stephanie Plotkin, vice president and senior human resources generalist; and Jean Stuart, assistant secretary and senior recruiter ...</description> <content:encoded><![CDATA[<img src="/img/flushing_bank_mentors_uniondale_high_school.jpg" alt="Flushing Bank mentors Uniondale High School Ladder to Leadership members about perfecting your resume and interviews skills" align="left" /><p>Wise Bread Picks Let's face it; no one likes the interview process. Well, certainly not the people being interviewed anyway. You have to be on your best behavior, you only get one chance to get it right, and it's like taking your driving test all over again. Over the years I've been to countless interviews. To get my first job out of college I attended some 15-20 interviews a week. Whether it was in Britain or over here in the States, the questions never really seemed to change from job to job. Not only that, but the answers to them are usually the same, with your own personal interpretation of course. Here I present 23 questions you're likely to be asked, and how I have learned to answer them. Why 23? Because I had more than 20 and less than 25. Remember, being interviewed is a skill, and if you do the preparation you should ace it every time. (See also: 12 Unique Ways to Score a Job Interview) 1. So, tell me a little about yourself. I'd be very surprised if you haven't been asked this one at every interview. It's probably the most asked question because it sets the stage for the interview and it gets you talking. Be careful not to give the interviewer your life story here. You don't need to explain everything from birth to present day. Relevant facts about education, your career and your current life situation are fine. 2. Why are you looking (or why did you leave you last job)? This should be a straightforward question to answer, but it can trip you up. Presumably you are looking for a new job (or any job) because you want to advance your career and get a position that allows you to grow as a person and an employee. It's not a good idea to mention money here, it can make you sound mercenary. And if you are in the unfortunate situation of having been downsized, stay positive and be as brief as possible about it. If you were fired, you'll need a good explanation. But once again, stay positive. 3. Tell me what you know about this company. Do your homework before you go to any interview. Whether it's being the VP of marketing or the mailroom clerk, you should know about the company or business you're going to work for. Has this company been in the news lately? Who are the people in the company you should know about? Do the background work, it will make you stand out as someone who comes prepared, and is genuinely interested in the company and the job. 4. Why do you want to work at X Company? This should be directly related to the last question. Any research you've done on the company should have led you to the conclusion that you'd want to work there. After all, you're at the interview, right? Put some thought into this answer before you have your interview, mention your career goals and highlight forward-thinking goals and career plans. 5. What relevant experience do you have? Hopefully if you're applying for this position you have bags of related experience, and if that's the case you should mention it all. But if you're switching careers or trying something a little different, your experience may initially not look like it's matching up. That's when you need a little honest creativity to match the experiences required with the ones you have. People skills are people skills after all, you just need to show how customer service skills can apply to internal management positions, and so on.</p>]]></content:encoded> <category><![CDATA[Manager]]></category> <link>http://www.floydfairnessfund.org/Manager/assistant-manager-interview-questions-and-answers</link> <guid isPermaLink="true">http://www.floydfairnessfund.org/Manager/assistant-manager-interview-questions-and-answers</guid> <pubDate>Thu, 17 Apr 2025 14:43:00 +0000</pubDate> </item> <item> <title>Aptitude tests Wiki</title> <description>The Aptitude Test is a yearly assessment taken by every 16 year old. Choosing The next day at the Choosing Ceremony, test-takers must choose which faction they will enter into. They can either leave their family and choose an ...</description> <content:encoded><![CDATA[<img src="/img/generalized_occupational_aptitude_test_fallout_wiki.jpg" alt="Occupational Aptitude Test" align="left" /><p>The Aptitude Test is a yearly assessment taken by every 16 year old. Choosing The next day at the Choosing Ceremony, test-takers must choose which faction they will enter into. They can either leave their family and choose an entirely new faction or they can stay with them. Their Aptitude Test result is usually taken into account by the takers, but the final decision is left up to them. Test The tests are administered every year to children reaching the age of sixteen which is considered adulthood in . The test cannot be administered by a member of the teenager's own faction, so the volunteer test evaluators usually consist of eight Abnegation, who test the non-Abnegation teenagers, with two evaluators from the other four factions to test the two Abnegation-born ones, since ten tests are taken simultaneously. One non-Abnegation test evaluator is Tori, who is Dauntless and performs Tris' test. before the test Rooms The rooms where the tests are taken, used specifically only for the administration of the aptitude tests, have mirrored walls and are very bright-lit. In the center of the room is a chair that looks like a dentist's chair. Test-takers are instructed to sit there and electrodes are attached to their head. Then they are given a serum to drink, to connect them to a simulation program. This simulation helps decide what faction they should choose. Some test results are inconclusive, like Beatrice Prior, resulting in Divergence. Simulation In the simulation, Jeanine's voice is used, as she is the designer of the serum. When asked to choose between the knife and the cheese, the Dauntless choose the knife, while the Amity choose the cheese. Beatrice In Beatrice Prior's case she refuses to choose either and submits to the dog that occurs, an Erudite response, and when a child appears and the dog runs at her, Beatrice throws herself at the dog - a Dauntless and Abnegation response. Another simulation scenario includes one on a bus where a burnt (scarred) man reading a newspaper asks you if you know the man feature on the front page, the one responsible for his problem. Taker The taker is meant to feel like he/she knows the culprit but will also have a horrible feeling that if you say you do, something bad will happen. The Candor always tell the truth. When you insist upon lying, this elaborates and the man will further persuade you, saying that it will help him, showing the taker his true face. Abnegation The way the simulations work is that in the given scenarios, each stage should eliminate at least one or more of the factions, ultimately eliminating at least four factions and leaving out one as the result. The result is entered into a system which is only accessible by a select few people. The teenagers are not supposed to discuss their test results, at least until after the choosing ceremony the following day. However, it is expected that they take the results into account when choosing their faction but this is not enforced as they can still choose any faction, regardless of their test result. Whilst most teens are not told what exactly the test involves beforehand, it is possible to purposefully get a specific result, regardless of which faction one might naturally fit into. An example is Tobias, who was coached by his father to give certain responses in the test in order to get an Abnegation result, it is unknown what result Tobias would have recieved if he had not followed this coaching. If the test in inconclusive, resulting in the elimination of only three or less factions, the taker is either a Divergent or knows what to do in order to appear as one. In Tris' case, only two were eliminated, with the other three being inconclusive as well because of her contradicting decisions and her refusal to make a choice in the beginning, ending up with an equal aptitude for Erudite, Abnegation and Dauntless, which was officially entered into the system as Abnegation for her safety. This is said to be a very rare number, even for a Divergent. Most Divergent have three of the five factions eliminated during their aptitude test, and only have aptitude for two factions. The results that the teenagers could have 126 messages Omg! I am divergent. The same faccions of Tris. Abnegation, Dauntless, Erudite. I got these ones, 1 being the highest. I'm a Divergent 1. Amity 2. Abnegation 3. Candor 4. Dauntless 5. Erudite This describes...</p>]]></content:encoded> <category><![CDATA[Hr Policy]]></category> <link>http://www.floydfairnessfund.org/HrPolicy/aptitude-tests-wiki</link> <guid isPermaLink="true">http://www.floydfairnessfund.org/HrPolicy/aptitude-tests-wiki</guid> <pubDate>Tue, 08 Apr 2025 14:43:00 +0000</pubDate> </item> </channel></rss>If you would like to create a banner that links to this page (i.e. this validation result), do the following:
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