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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>Wed, 22 Oct 2025 08:35:46 +0000</lastBuildDate> <language>en</language> <sy:updatePeriod>daily</sy:updatePeriod> <sy:updateFrequency>1</sy:updateFrequency> <item> <title>Interview questions sales</title> <description>Mark Phillips is the managing director of HireEducation Inc., an education industry recruiting firm that interviews thousands of salespeople a year. “The toughest interview questions are the behavioral ones and the best ...</description> <content:encoded><![CDATA[<img src="/img/sales_interview_questions_justsell.jpg" alt="Sales Interview Questions |" align="left" /><p>Mark Phillips is the managing director of HireEducation Inc., an education industry recruiting firm that interviews thousands of salespeople a year. “The toughest interview questions are the behavioral ones and the best candidates are still able to push for the question behind the questions, ” he says. Phillips shared this example: You are in a competitive selling situation. You are called in for a final meeting. When you arrive, the only parking space available is a handicapped space. Do you park there? Or are you late for the meeting? Phillips says he once had a candidate who responded by revealing his wife had multiple sclerosis and often encountered people without appropriate permits parked in spots reserved for those with disabilities. Phillips says the candidate said he wouldn’t take the space, even if he had the permit displayed on his car. He’d rather be late, he said, adding: “I won't sacrifice my humanity. I won't represent you as a company that way.” Then, the candidate turned the question around: “Do you ever hire the rep who says they'll take the spot? If so, I'd like to respectfully withdraw my name from consideration, because in the same way I represent you and your company, you also represent me. I want to work with people who share the same ethical commitments that I do.” In 2013, Monster published a popular article titled, “5 tough sales job interview questions and how to answer them.” Today, we’d like to provide a “sequel” to the piece. Hopefully, after reviewing both, you’ll have plenty of information to be ready for your next sales job interview. Win or lose? “Do you hate to lose? Or do you love to win?” Phillips says organizations that rely on high-volume sales are a better match for people who “love to win, ” while those that rely on strategic deals that require a significant resource investment into the sales process are a better fit for “hate to lose” types. What’s your sales strategy? “Imagine you start this Monday. We define our target market and ideal customer, give you all the product or service knowledge you need, a laptop and a phone. If we give you no other direction, what specifically will you do to develop leads, appointments and sales in your first week? First month? First quarter?” What’s your sales process? “You get an appointment with a decision-maker. Define your sales process from start to finish.” Goldberg says many sales reps like to talk about their excellent presentation skills, but that’s not what closes business. “I want to hear how they’ll establish rapport, what questions they’ll ask and so on, ” he says. How do you learn from your failures? “Tell us about a deal you’ve lost and what you learned from that experience.” Jordan Wan, founder and CEO of CloserIQ, favors challenging questions that are designed to make candidates uncomfortable, much like a tough sales pitch. “It's difficult because it asks a candidate to reflect on a failure they've had in the past. A great answer will include a sincere anecdote about a lost deal as well as a courageous reflection of the humble lessons learned from the experience.”</p>]]></content:encoded> <category><![CDATA[Sales]]></category> <link>http://www.floydfairnessfund.org/Sales/thread-4394.html</link> <guid isPermaLink="true">http://www.floydfairnessfund.org/Sales/thread-4394.html</guid> <pubDate>Wed, 22 Oct 2025 08:35:00 +0000</pubDate> </item> <item> <title>Behavior Therapist interview questions</title> <description>Brain changes with psychotherapy. Neurobiology of Psychotherapy 22Oct2015 Neuropsychiatry Major Depressive Disorder, Psychotherapy Randon Welton, MD Jerald Kay, MD The Neurobiology of Psychotherapy Table 1. Main brain system ...</description> <content:encoded><![CDATA[<img src="/img/oregon_poison_center_marijuana_chronic_insomnia.jpg" alt="Oregon Poison Center marijuana chronic insomnia chronic abdominal pain vomiting Cannabis Hyperemesis Syndrome Mayo Clinic Proceedings, Cleveland Clinic Jnl Medicine" align="left" /><p>Unlike most career paths that offer several points of entry, psychology has just one. If you want to practice psychology in a clinical setting, teach at a university, or conduct research, you have to complete a doctoral degree in psychology. Despite a similar educational path, some psychologists are better suited for certain positions and career paths than others. The career path a psychologist pursues is often determined by personality type or simply by preferred area of practice. Psychology graduates seeking job opportunities should expect, and be prepared to answer, a wide variety of interview questions relating to their specific strengths, areas of expertise and career aspirations. The following are common interview questions you can expect to get when interviewing for clinical psychology and related positions. Below each question you'll find tips for answering the question, along with a sample answer. Considering each question carefully, and then creating your own response, will help you prepare for your next job interview. Why did you choose this career path? Even though psychologists pursue a somewhat similiar education path, they each enter the field of psychology for their own reasons. Some decide to pursue a career in psychology because they've seen first hand the positive effect that therapy and psychological intervention can have on the life of someone struggling with behavioral disorders or mental health conditions. Others are simply facinated with the inner workings of the mind or want to better understand human behavior. When answering this question, be honest and direct. Your answer will provide the interviewer insight into your background, personality, explain why you chose your particular specialty, and provide an idea of what your strengths are. Sample answer: I had a very positive experience with a therapist during my youth. My father suffered from post- trammatic stress syndrome from the war and from being discharged from the army. He was unable to cope with civilian life. As a result, our entire family struggled-especially my mom. It wasn't until we received ongoing couseling from a caring and qualified psychologist, when I was about 10 years old, that things started to get better. Without that help, I don't think we would have made it. I owe a lot to this professional. More importantly, I've seen the powerful effect therapy and psychological interventions can have on individuals, families and society as a whole. I decided to specialize my studies in Child Psychology simply because I hate to see kids struggle. Additionally, I feel that helping our kids to lead healthing and productive childhoods is the first step to eliminating mental health issues in adulthood. What are your weaknesses? This is a question any job-seeker should expect, but it's a particular common-and important question-if you're interviewing for a position as a therapist or psychologist. You need to provide a "balanced" answer to this question. You don't want raise any red flags by bringing up issues that could jeopardize your chances of getting the job, but you also don't want to provide an answer that is disingenuous or comes off as arrogant. When answering this question, The American Psychological Association recommends talking about a benign area where you feel you still have space to learn and grow. For example, if you're area of specialization is child psychology but you want to move toward a career in abnormal psychology, you might share that you're working to to improve your knowledge and understanding of abnormal psychology. You want to show the interviewer what you're doing to overcome your weakness and how it is becoming a strength. Sample answer: For the past three years I've worked as a therapist at the St. Luke's Catholic School for Children. While I've found the work fulfilling, recently I've had a strong desire to transition into a clincial setting where I'm assisting clientele with serious emotional, behavioral, and mental disorders. I'm finding that my knowledge and skill set are not where they need to be in order to be effective in this capacity of clinical psychology so I've been attending post-graduate courses in abnormal psychology at the University of Chicago in the evenings to become more versed in the treatments and therapies that are most effective for treating individuals with these conditions. What is your greatest strength as a therapist? There are many areas of specialization within the field of psychology. Depending on your educational path and professional background, you may excel at assessment, group therapy, psychoanalysis, child development, cognitive psychology, etc. When answering this question you want to communicate to the interviewer that you're skilled in various areas of psychology and therapy, but they you also have some unique strengths and abilities. You also want to make sure you highlight strengths, skills and previous experience that are relevant to the position you're pursuing. This question is straightford and designed to see what you can do and if you're a good fit for the desired position. Sample answer: When I studied clinical psychology at the Chicago School of Professional Psychology I focused my studies on early childhood behavioral development and cognition. For the last year I've worked as a school psychologist with a local district helping kids address negative emotional and behavioral issues affecting their ability to interact socially and progress academically. As a byproduct of my interaction with children, teachers, parents and other administors, I've found that I'm very effective at conducting family and group therapies-and that I thoroughly enjoy the work. That's one of the reasons I'm so interested in your organization and position you have available. Do you have any questions for me? It's a simple question, but don't underestimate it's value. Many job candidates fumble for a good response when they receive this question at the end an interview. Take this opportunity to learn more about the position you're interviewing for. The interviewer is trying to figure out if you're a good fit for the position, and you should being trying to figure out if the position is good fit for you. More importantly, answering this question affirmatively shows that you're truly interested in the company and position. Don't provide a simple "No" response to this question. This shows a lack of interest or preparation on your part. Sample answer: Yes. In fact, I would like to know a little more about the scope of services you offer... What are your career goals? This question is designed to test your ability and ambition to continue growing and developing professionally within the field of psychology. It's also used to find out about your ability to plan for the future and to determine if you're career goals are in line with those of the company. If you have concrete long-term career goals then share those with the interviewer. If you're long-term goals aren't necessarily in line with the goals of the company, you may consider sharing some shorter term career goals that support the position you're seeking. Try and focus on the needs of the employer even though the question is about you. Sample answer: In the near-term I'm looking for a position in clinical psychology where I can really provide a positive influence in the lives of people struggling with psychosomatic disorders. As I just graduated from college, my long-term career goals are not as concrete yet, but I see myself working in a similar capacity with a competent organization that is dedicated to helping people improve their lives. Other Clinical Psychology Interview Questions Below are additional interview questions for psychology and therapist positions. Prepare for your next psychology job interview by taking some time to prepare effective responses for each question. Does your answer to each question demonstrate you're a qualified candidate? Does communicate that you're a good fit for the position? Does it focus on the needs of the employer?</p>]]></content:encoded> <category><![CDATA[Behavioral]]></category> <link>http://www.floydfairnessfund.org/Behavioral/behavior-therapist-interview-questions</link> <guid isPermaLink="true">http://www.floydfairnessfund.org/Behavioral/behavior-therapist-interview-questions</guid> <pubDate>Sun, 05 Oct 2025 16:35:00 +0000</pubDate> </item> <item> <title>Service Oriented Architecture Interview questions</title> <description>Top Answers to SOA Interview Questions 1.Compare SOA &amp; Microservices Criteria SOA Microservices Deployment In a shared Bus At the edge Goals One for all As per the business units Back-end implementation Not prescriptive ...</description> <content:encoded><![CDATA[<img src="/img/inside_response_pipeline_add_a.jpg" alt="Inside Response Pipeline add a" align="left" /><p>Top Answers to SOA Interview Questions 1.Compare SOA & Microservices Criteria SOA Microservices Deployment In a shared Bus At the edge Goals One for all As per the business units Back-end implementation Not prescriptive prescriptive 2.What is SOA? SOA is an architecture for building applications using reusable, interoperable services which have well defined business functionalities and can be orchestrated to achieve a specific functionality by utilizing them together. 3.What are the main features of SOA? SOA separates business functions into services (endpoints), which are made accessible over a network in order to allow users to combine and reuse them in their applications. Services are unassociated and loosely coupled units that do not directly rely on each other for their full functioning. Rather than services embedding calls to each other in their source code, they use defined protocols that describe how services pass and parse messages using description metadata. Orchestration is a process where business functionality from various services are combined in a system fully aware of all available services and the associated metadata that defines these services and their characteristics. 4.Mention the SOA Principles? Standardized service contract: Services adhere to a communications agreement, as defined collectively by one or more service-description documents. Service loose coupling: Services maintain a relationship that minimizes dependencies and only requires that they maintain an awareness of each other. Service abstraction: Beyond descriptions in the service contract, services hide logic from the outside world. Service re usability: Logic is divided into services with the intention of promoting reuse. Service autonomy: Services have control over the logic they encapsulate. Service statelessness: Services minimize resource consumption by deferring the management of state information when necessary Service dis coverability: Services are supplemented with communicative meta data by which they can be effectively discovered and interpreted. Service composability: Services are effective composition participants, regardless of the size and complexity of the composition.</p>]]></content:encoded> <category><![CDATA[Architect]]></category> <link>http://www.floydfairnessfund.org/Architect/service-oriented-architecture-interview-questions</link> <guid isPermaLink="true">http://www.floydfairnessfund.org/Architect/service-oriented-architecture-interview-questions</guid> <pubDate>Fri, 26 Sep 2025 16:34:00 +0000</pubDate> </item> <item> <title>Interview questions for sales Associate</title> <description>If you use this image in any way, shape or form, please give credit to: joshmacdonald.net Tags: internet marketing strategies jobs inc company salary association services definition degree consultant agency forum course bar blog ...</description> <content:encoded><![CDATA[<img src="/img/affiliate_marketing.jpg" alt="Affiliate marketing" align="left" /><p>As a guide to discover the right qualifications for sales executives in candidates. Jump to section: Sales associate are the driving force of sales in retail environments. Look for outgoing, enthusiastic and communicative individuals. Experience in sales or customer service is desirable but not required since on-the-job training works well on those with passion for sales. Education beyond a high school diploma isn’t typically required but it largely depends on the setting. During the interview, you can ask a candidate to demonstrate how they’d sell one of the company’s products to you. This will help you assess three things: the candidate’s ability to think under pressure, their interest in your products and their sales skills. Use the following questions as a guide to discover other qualities such as customer service orientation, problem-solving and patience. It’s also a good idea to add questions specific to your type of merchandise such as “what is your favorite computer brand and why?”. The answers to these questions will help you see whether they understand and like the products from the consumer’s point of view. The best candidates will stand out by asking more questions about your products, objectives and their opportunities to learn and develop. Operational and Situational questions What would you do if a client asked you a question about a product you didn’t know the answer to? Imagine a customer is upset because there is a shortage of a product they want to buy. How would you handle it? Have you used any retail software before? If a customer destroyed a piece of merchandise, what would you do? What would you do to let customers know of temporary discounts? How would you handle it if you saw a customer stealing an item? Imagine a customer told you they’re looking for a gift. Can you walk me through the process of closing a sale? Role-specific questions Are you familiar with our products? Which one would you most enjoy selling and why? Do you know how to operate a cash register? How would you greet each customer when they enter the store? What steps would you take to close the store? How do you stay calm and motivated when there are too many customers in the store? Behavioral questions Tell me about a time you managed to provide excellent customer service Have you ever had a conflict with a coworker? How did you resolve it?</p>]]></content:encoded> <category><![CDATA[Sales]]></category> <link>http://www.floydfairnessfund.org/Sales/interview-questions-for-sales-associate</link> <guid isPermaLink="true">http://www.floydfairnessfund.org/Sales/interview-questions-for-sales-associate</guid> <pubDate>Wed, 17 Sep 2025 16:34:00 +0000</pubDate> </item> <item> <title>Customer Service Aptitude</title> <description>The Customer Service Aptitude Profile (CSAP) is an adaptation of the Sales Achievement Predictor and measures personality traits that are critical to success in customer service and customer service-related positions. The report ...</description> <content:encoded><![CDATA[<img src="/img/candidate_testing_improves_your_odds.jpg" alt="Related Posts" align="left" /><p>The Customer Service Aptitude Profile (CSAP) is an adaptation of the Sales Achievement Predictor and measures personality traits that are critical to success in customer service and customer service-related positions. The report describes characteristics related to customer service potential and performance, such as diplomacy, cooperativeness, patience, and assertiveness. The customer service test contains 140 items and is written at a sixth-grade reading level. Validity scales identify applicants who exaggerate strengths or minimize weaknesses \x97 and automatically adjusts the scores of those applicants. Detailed Score Reports The CSAP presents an overall recommendation about an individual's suitability for customer service work, as well as a listing of his or her relative strengths and weaknesses in eight skills and behaviors associated with good customer service performance. Because many customer service roles include a sales component, specific scores that focus on a person's disposition towards sales-related activities are also provided. Validity Information Construct Validity: CSAP scale scores have been compared with a number of external measures of similar individual characteristics, including the Sixteen Personality Factor (16PF) and the Edwards Personal Preference Schedule (EPPS) scales; these comparisons provide very strong support for the construct validity of the CSAP scales. Predictive Validity: The CSAP overall score is based on a combination of personality traits that have been shown to be critical for success in customer service and customer service-related jobs. These traits include cooperativeness, personal diplomacy, and patience. CSAP scores have been shown to correlate with job performance for customer service representatives in a wide variety of industries, and can also be used to screen candidates for related positions such as bank tellers, front-of-house workers in the restaurant industry, receptionists, and more. Reliability: The estimated test-retest reliabilities for CSAP scores range from .67 to .90 and are well within acceptable psychometric limits. For more detailed validity information please see the SalesAP manual. Standardization Sample Norms for the CSAP were developed using a sample of 1, 375 individuals aged 15 and older, of which 48% were male and 52% were female. These individuals were being assessed for job selection, placement, promotion, or career appraisal. Approximately 30% were students and the balance were adults ranging in age from their early 20s to mid-60s. Their current work situations included executive positions in technical and service-oriented areas, managerial positions, and sales positions. About 10% of the sample were Black and 2% were Hispanic. In establishing standardized scores for the final version of the CSAP, normalized T-scores were first developed on the large, stable standardization sample for CSAP scores. The normative information obtained from the standardization group was extended to a separate reference sample of 745 managers, people in sales-related occupations, and middle- and upper-level professionals.</p>]]></content:encoded> <category><![CDATA[Aptitude Test]]></category> <link>http://www.floydfairnessfund.org/AptitudeTest/customer-service-aptitude</link> <guid isPermaLink="true">http://www.floydfairnessfund.org/AptitudeTest/customer-service-aptitude</guid> <pubDate>Mon, 08 Sep 2025 16:32:00 +0000</pubDate> </item> <item> <title>Lominger competencies interview questions</title> <description>While it is not possible to know in advance what specific Lominger interview questions one might be asked, a job applicant can think about situations to discuss in an interview. In preparing stories or answers for these ...</description> <content:encoded><![CDATA[<img src="/img/restaurants_interview_questions.jpg" alt="The interview questions" align="left" /><p>While it is not possible to know in advance what specific Lominger interview questions one might be asked, a job applicant can think about situations to discuss in an interview. In preparing stories or answers for these questions, the candidate should think about what action she took in her sample situation, why she chose those actions, what she would do the same or differently in the future, the results of her actions and what she learned from the experience. The Lominger questions are designed to measure an applicant's competencies in specific business-related areas. Some of these areas include approachability, ambition, command skills, conflict management, customer focus and delegation skills. Other competences measured by the Lominger process are technical skills, listening, motivating others, organizing, political savvy, problem solving, building effective teams and maintaining a work-life balance. The Lominger interview process examines a total of 67 competencies. Learn more about Applying & Interviewing</p>]]></content:encoded> <category><![CDATA[Interview Questions]]></category> <link>http://www.floydfairnessfund.org/InterviewQuestions/lominger-competencies-interview-questions</link> <guid isPermaLink="true">http://www.floydfairnessfund.org/InterviewQuestions/lominger-competencies-interview-questions</guid> <pubDate>Sat, 30 Aug 2025 16:30:00 +0000</pubDate> </item> <item> <title>Agency Recruitment software</title> <description>I want to take a look at an aspect of the UK software development industry that's deeply involved in arguably the most important aspect of delivering software code: recruitment agencies, and the part they play in enabling ...</description> <content:encoded><![CDATA[<img src="/img/recruitment_management_software_for_recruitment_agencies.jpg" alt="See the difference" align="left" /><p>I want to take a look at an aspect of the UK software development industry that's deeply involved in arguably the most important aspect of delivering software code: recruitment agencies, and the part they play in enabling companies to employ good software engineers. Or not. Finding good people Over the past few months I've been helping the recruitment for a software firm. It's a small company that has produced award-winning products and is run by two smart and talented individuals. They have a decent amount of cash in the bank, a full order book, a lovely working environment, great people and are at the forefront of some very cool technology. (No, I can't name them.) By rights, whenever I turn up to do a day's work at this firm I should first have to beat off a massive horde of software developers desperate to work there. Once through the door, I should then be toasting half the working day triaging emails with lovingly crafted and thought-out CVs and cover letters attached. This gig should, truth be told, be the easiest way there is to earn a day's consultancy income. The reality is somewhat different. It's more like having your teeth pulled out while being forced to watch back-to-back episodes of The X Factor, A Clockwork Orange-style. The assumption that we make is that it's actually the fault of recruitment agents. It's pretty easy to find employers and employees that have quite vitriolic views about agencies. I would actually go further than that, and to say it's quite difficult to find people who have been customers at either end of a recruitment agent who have anything nice to say about them as a profession. (I have, to be clear, worked with a number of individual agents who have served me very well, and who I've regarded as a trusty and required supplier.) The problem lies in the current ways that agencies work. So let's look at reframing the needs of candidates, employers and the agencies. Cut to 1989 Picture the scene – you're in a classroom in a fairly regular British secondary school in the late 1980s. In front of you is the headmaster, a fairly stern individual who runs this secondary modern as if it were a public school. He's taken the time out of his diary to school all of the fifth form who are about to do their GCSEs in the art of jobseeking. His role in this is to impart the importance of the covering letter and how critical it is to get your CV looking spick and span. More directly related to our discussion here is the process he outlined – which mainly centred around building a database of companies you would like to work for, writing a cover letter and hassling each of the companies in turn until one of them gave you a job. Now, by a strange quirk of fate I've never actually gone through a recruitment agent as a candidate. I landed my first job through a personal referral and started my own business as my second move. My first real dealings with agencies in the UK was when I needed to employ people for my software company. I had an idea that it was an expensive process, so I was prepared for that – and we'll talk about money in a moment. What I hadn't expected was just how uninspiring the whole process was. What I was expecting to happen was that I'd place my job ad and people would come knocking at my door, cover letter in one hand, CV in the other. What I actually got instead was a collection of same-y CVs, most of which the author wasn't able to tabulate or present coherently. The first few agencies I worked with just seemed to be punting people over based on some vague pattern matching against keywords in my requirements. After a while, luckily, I was able to find a good candidate, but I still – I guess – fear the process because it seems so at odds with what employers actually need. The monetary cost of using agencies It's 20% (more or less) – that is, the bounty you pay them for finding the candidate. If you're a software company which wants to employ two people at £36k a year, that's £14, 400. And the invoice lands on the first day that your new hires start, so straight off the bat you have to write that cheque. If that hire doesn't work out, you can get some of that back (called the rebate); but then you're back on the treadmill and up for another charge to the agency. Agencies will negotiate, but be careful of the mistake that I made. If you beat an agency down to 12.5% and they have other clients at 15%, which do you think they'll put the most effort into? Another problem here is that agencies will adjust their rates depending on the state of the economy and the market. The softer the economy is – ie the time when the employer needs the lower rates – the higher the agencies rates go because there are fewer employers in the mix to pay the fees. It's our old friend supply and demand. What about alternatives to agencies? Actually, there are none. Any method you might think of will end up costing more than 20% in actual cost plus hassle, and may also make you look on the crazy side of wacky. What's (generally) wrong with agencies Recruitment should be a beauty parade. It should be a, wonderful, magical process of just having a procession of dynamic and enriched individuals parading in front of an employer blowing people away with their awesome coding skills and fascinating personalities. It's not actually like that at all. Instead it's bland and boring. It's just a batch of CVs, perhaps with a summary statement that gives some insight into the individual (but most are hackneyed and same-y), and a list of technologies that the individual can handle to an arbitrary scale. Somehow, over the past 20 years what we've all agreed to do is create this third way where employers and candidates have stuck this middleman in the way of getting employers and candidates to talk, and what the agency is adding is of dubious value. Yet really, why should the process be any different to how it is now? Agencies typically do not understand, in any important sense, anything about the job that they are trying to sell candidates into. Agents typically don't cut code, and in most cases never have. Also, the chief executives of these agencies aren't ex-chief executives of software companies. Their depth of understanding of the problem domain could be described as "shallow". I don't think this statement is unnecessarily hard. On the one hand agents are essentially salespeople who are running a numbers game. On the other hand, their job is recruitment, not software development. An agent will spend 40 hours a week trying to achieve their employer's objective – namely, earning commission through placements. The employer could direct her/him to spend 20 hours a week writing software and 20 hours a week placing candidates, but – well, that doesn't sound like a good business model to me.</p>]]></content:encoded> <category><![CDATA[Technology Recruitment]]></category> <link>http://www.floydfairnessfund.org/TechnologyRecruitment/agency-recruitment-software</link> <guid isPermaLink="true">http://www.floydfairnessfund.org/TechnologyRecruitment/agency-recruitment-software</guid> <pubDate>Thu, 21 Aug 2025 16:30:00 +0000</pubDate> </item> <item> <title>Writing exercise for job interview</title> <description>Jupiterimages/BananaStock/Getty Images It is very common for potential employers to administer various written tests and assessments during a job interview. While the nature of these exercises will vary from job to job and ...</description> <content:encoded><![CDATA[<img src="/img/writing_job_applications_oxford_dictionaries.jpg" alt="Job interview waiting" align="left" /><p>Jupiterimages/BananaStock/Getty Images It is very common for potential employers to administer various written tests and assessments during a job interview. While the nature of these exercises will vary from job to job and employer to employer, in general they seek to assess the skills and knowledge of a job applicant in a "real world" setting in which they must rely on their own abilities under deadline pressure. Communications Skills Tests Often, written exercises are used to assess a candidate's communication skills. Rather than rely on samples the applicant provides - which may have benefited from outside editorial help - potential employers use on-site written exercises to see what the applicant can really do. Such tests may involve writing an essay, a press release or a sample business letter. They may also involve editing the work of others. Job Knowledge Tests Other written exercises test how much the applicant knows about the work he is applying for. Having you complete these during an interview is a way for employers to verify how much you know when you don't have access to reference works or the Internet. Written skills tests may take the form of multiple-choice questions or may require you to write an essay describing your understanding of a procedure. Personality Tests Some kinds of tests seek to determine the nature of your personality and character. These personality tests are becoming more commonly used by employers who want to hire people who are honest, friendly, reliable and able to handle job stress. These exercises typically consist of many multiple-choice or short-answer questions asking about your attitudes, likes and dislikes; the question may be cross-referenced to check how honestly you're answering them. Graphoanalysis Samples Sometimes the employer asks you to complete a written exercise just to get a sample of your handwriting. The art of determining someone's personality through handwriting is called "graphoanalysis, " and it is sometimes used by employers during the interview process. The written exercise to provide the handwriting sample can consist of anything that causes you to write multiple sentences. The analyst then looks at the way you write certain letters and words and makes inferences about the way you think.</p>]]></content:encoded> <category><![CDATA[Job Interview]]></category> <link>http://www.floydfairnessfund.org/JobInterview/writing-exercise-for-job-interview</link> <guid isPermaLink="true">http://www.floydfairnessfund.org/JobInterview/writing-exercise-for-job-interview</guid> <pubDate>Tue, 12 Aug 2025 16:28:00 +0000</pubDate> </item> <item> <title>Any new Recruitment</title> <description>The Port Authority has closed its 2013 recruitment for police officer candidates and no further applications will be accepted. If you applied and took the test, your test results are available at . Use your PAN Login ID and ...</description> <content:encoded><![CDATA[<img src="/img/esic_online_recruitment_application_form.jpg" alt="Contact details :" align="left" /><p>The Port Authority has closed its 2013 recruitment for police officer candidates and no further applications will be accepted. If you applied and took the test, your test results are available at . Use your PAN Login ID and password, which you used to apply and schedule the test, to retrieve your test results. If you passed the exam, you are eligible for the next phase, which is a random selection from the eligible pool of candidates when the need to fill Port Authority Police Officer positions occurs. We have created a new password protected account containing your applicant information. This password protected Port Authority Police Officer Candidate Account is for your use only and is the only means by which you can update your contact information with the Port Authority. (It is no longer necessary to keep your PAN testing account updated. Updates to your PAN account will not be transmitted to the Port Authority.) You should immediately login to your Port Authority Police Officer Candidate Account and review the personal profile information we have on file for you to verify that it is correct and make any corrections as necessary. All communications, schedules and invitations will be sent to the email account we have on file for you in your Port Authority Police Officer Candidate Account. It is your responsibility to keep your contact information up-to-date. Emails and correspondence that are undeliverable because of an applicant's failure to provide correct and up-to-date contact information will result in the removal of the applicant's name from the eligible pool. We recommend that you regularly check your email account and spam folder to prevent missing important communications from the Port Authority, and recommend you add policerecruitment@panynj.gov as a trusted contact to avoid these instances. Your failure to respond to emails or correspondence, or to attend appointments as scheduled, will result in the removal of your name from the eligible pool. If you did not qualify on the exam, you will not be able to login to the Port Authority Police Officer Candidate Account following these instructions. However, we encourage you to review the available job postings and follow the instructions to apply to jobs that are of interest at Eligibility Requirements Police Officer Selection Process Police Academy Training Job Responsibilities and Compensation Minimum Requirements to Participate To be admitted into this evaluation you must meet all of the following requirements. Failure to meet and provide appropriate documentation that demonstrates fulfillment of these requirements will result in your disqualification from the Police Officer Evaluation. Age: Candidates must be at least 19 years old to take the test. To be appointed to the Police Academy, candidates must be at least 21 years of age and not have reached their 35th birthday at the time of appointment to the Police Academy Training Program. If you are a Military Veteran who might be 35 years of age or older at the time of appointment to the Police Academy, for the next three (3) years, the Port Authority will allow veterans to deduct up to six (6) years of active military service from their age. Prior Convictions and Violations: Candidates will be automatically disqualified for any of the following circumstances: Convicted of a Felony or indictable criminal act. Convicted of or plea agreement to any offense – Including any offense involving domestic violence - that would preclude applicant from legally owning and/or carrying a firearm. This would include any pre-trial intervention agreement that results in being legally precluded from owning/carrying a firearm. Convicted of any offense involving domestic violence. On probation or under indictment for an indictable offense currently or within the past twelve months. Dishonorably discharged from any branch of military service. Convicted more than once of any offense of driving while impaired or refusal within the last five years. Guilty of any motor vehicle violation five or more times within the past two years. Bench warrant issued for failing to appear in court for a motor vehicle charge or criminal charge on more than two occasions. Driving privileges suspended on more than two occasions on more than two dates. Convicted of selling, manufacturing or distributing any illegal Controlled Dangerous Substance (CDS). Engaged in unauthorized use of illegal drugs while employed in a position of public trust. Used or possessed any illegal drug within the past three years. Education: In order to take the test, you must have earned at least a high school diploma or a GED. Further, if you pass the test, you must have completed either of the following in order to continue in the evaluation: A minimum of 60 college credits from an accredited college or university; or An honorable discharge from the United States Military after serving a minimum of two full years of continuous active duty. Failure to provide proof that you have satisfied either the college education or military service requirement by the date in which you are invited to participate in the process will result in your disqualification from the process and removal from the 2013 eligible list. Citizenship: Candidates must be citizens of the United States at the time of appointment to the Police Academy Training Program. Driver’s License: Candidates must possess a valid motor vehicle driver’s license at the time of appointment to the Police Academy Training Program. Medical Prerequisites: Candidates must meet the medical and physical standards established by the Port Authority Office of Medical Services. Application/Fingerprint Fees: A $65 non-refundable/non-transferable application fee is required. In addition, candidates who are selected from the 2013 Eligible Pool for further consideration will be charged a non-refundable/non-transferable $35 fingerprint fee at the time of selection. The application and/or fingerprint fee will be waived for qualified candidates who meet the specified criteria for a payment waiver.</p>]]></content:encoded> <category><![CDATA[Technology Recruitment]]></category> <link>http://www.floydfairnessfund.org/TechnologyRecruitment/any-new-recruitment</link> <guid isPermaLink="true">http://www.floydfairnessfund.org/TechnologyRecruitment/any-new-recruitment</guid> <pubDate>Sun, 03 Aug 2025 16:26:00 +0000</pubDate> </item> <item> <title>Nursing interview questions and answers</title> <description>I was walking through the Eaton Centre in downtown Toronto when I saw a flash of blue that grabbed my attention in an instant. She was entering a cosmetics store which gave me enough time to figure out the location for a portrait ...</description> <content:encoded><![CDATA[<img src="/img/joanne.jpg" alt="Joanne" align="left" /><p>A staff nurse is a nurse who is part of the general nursing staff of a hospital, clinic, school, community center, or any organization requiring nursing care. Below are some related questions with suggested answers required for preparing for a staff nurse job interview. Question: How would you describe the primary duties of a staff nurse? Answer: The primary duties of a staff nurse include facilitating and monitoring patient progress towards recovery, charting progress, giving medication, and making sure patients are comfortable. Question: What can you tell me about team work as part of the job? Answer: There is usually a team of staff nurses working in cooperation with each other. . A team of nurses has to get along well and coordinate their actions, usually by dividing their responsibilities into sectors or specific activities. They help each other perform tasks requiring more than one person. Question: How is patient progress monitored by a staff nurse? Answer: Nurses monitor vital signs and look for symptoms of potential illness. They chart progress for use by other nurses and physicians. They report progress to physicians on duty. Question: In what cases does a staff nurse contact the patient’s family members? Answer: Family members are contacted during emergencies. At other times, family members are informed on the patient’s progress. Nurses consult with the family to decide on the best course of treatment for the patient. Question: What personal characteristics should a staff nurse possess to be good at the job? Answer: It is important to be organized and have a good memory; a nurse performs her duties quickly, on time, and efficiently. Nurses are sensitive and pleasant with others. Their attitude must not be to simply administer technical treatment mechanically, but to make patients feel as comfortable as possible.</p>]]></content:encoded> <category><![CDATA[Nursing]]></category> <link>http://www.floydfairnessfund.org/Nursing/nursing-interview-questions-and-answers</link> <guid isPermaLink="true">http://www.floydfairnessfund.org/Nursing/nursing-interview-questions-and-answers</guid> <pubDate>Fri, 25 Jul 2025 16:23:00 +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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