Start by selecting the most effective advertising medium in your job market. You wouldn't resort to a television advertisement to recruit computer programmers, for example, because TV appeals to too broad a market. Placing an ad in a programmers' magazine, or one discussing software, would be a more likely source.
Once you've found the right medium, concentrate on the ad itself, keeping these characteristics in mind:
- Design the ad so that it is distinctive in language
and appearance. Use typography and layout to make
your company and the job stand out from other ads on
the page.
- Highlight the major advantages you have to offer.
Address a prospective employee's most important
needs and concerns.
- State only the most critical job requirements. Make
half the ad deal with the job itself. Devote the
other half to selling your organization.
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HOW CAN ADVERTISING WORK WELL AS A RECRUITMENT METHOD?
12:17 AM | Competency Interview, Selection with 24 comments »It is said that uncommon for us in
Related to my post before about Interview Competency Question, job seeker may create a story about past experience related to competency that they have shown in organization for example. By writing in a blog, it would not hard to story again about past activities out side of lecture schedule, Just visit your blog to recall before having interview session or you can ask recruiter to visit your blog to get clearer figures about you, which you can state it in your application letter.
The story in your blog can be a nice, sad, happy story expressing your feeling, thinking and doing, as a of concept Competency Behavior Interview in digging interviewee’s competency.
This is really a short post as expressing of my mind in helping my younger brother to get understanding to prepare interview session and for my recruiter mates, it is a challenge to identify a true story, true statement of interviewees through their body language, eye direction when telling story.
Read More...Interview Competency Base Question (1)
10:35 PM | Competency Interview, Interview, Recruitment with 1 comments »- Did you just attend a recruitment selection class..?
- Did you just answer some of question in interview session to your dreaming company..?
- Did you get tongue tight to tell a 6 months a go story about success..?
Well.., Those all questions are as simple as your mom tell story of children before you go to bed. In this session you just need to focus on one specific events, take your mind back in the past, then tell them all enthusiasticly. But, it sometimes takes time to track back while you are telling the story.
Just learn these questions and find the answers by tracking back the event in the 6 or 12 months a go. By doing so, hoping you would be more ready to have a competency interview base on event you have experienced.
This question is developed by job competency required in a position offered. Job competencies are the skills and personal characteristics that an individual should possess in order to be successful in a position. I hope they will be helpful as you begin the process of developing your interview answers through the question bellow.
Leadership
Uses appropriate interpersonal styles and methods to guide individuals or groups toward achieving results.
The Interviewer's questions can be :
- Describe a situation in which you had to gain cooperation of others outside of your organization where you had no direct authority. What were the challenges and how did you overcome them?
- Have you ever developed a mission statement for your organization? How did you go about it?
Management Skills
Motivates, trains, and develops a diverse workforce and provides an environment conducive to achievement and growth
The Interviewer's questions can be :
- Describe a personnel problem you had recently. How did you handle it and what was the outcome?
- What methods do you use to accomplish the projects that add value to your organization?
- Give me an example of a performance issue in your organization and how you managed it.
Team Building/Team Work
Promotes cooperation within the department and in interactions with other departments. Values differences among team members and can manage work groups with diverse influences.
The Interviewer's questions can be :
- Tell me about a task force or project team that you were a member of and the role you played in that group.
- Give me an example of a difficult situation with another department that you need to work with regularly and how you resolved it.
Achievement Oriented
Identifies and accomplishes challenging objectives or personal goals.
The Interviewer's questions can be :
- What risks were you willing to take to achieve goals you set for yourself?
- Describe your future goals and the steps you plan on taking to reach these goals.
- Explain a project you undertook o your own initiative that made a major impact on your department.
For other typically interviewer’s competency questions would be written soon, just visit this blog regularly and happy searching job in your dreaming company.
Last week…, I arranged a recruitment for hunting fresh graduate in UGM cooperate with CDC – UGM. Advertisement had been launched since first week of March 2008 and hoping to get many candidates to process in written test.
As usual, I outsourced paper selection process to CDC- UGM base on our requirement stated in vacancy advertisement. There was some positions to fill, such as Maintenance Engineer, Sales Engineer, Service Analyst and Technical Instructor which required spread out of Java Division and Kalimantan Division. It is around Jakarta, Cilegon, Surabaya, Semarang, Batam and also Samarinda
There were 130 candidates attended written test process, which divided in two session, in the morning and in the day. From first session 24 candidates passed to join competency interview and the second session passed about 32 candidates which some of them will be interviewed in third day, cause the second day has been full scheduled for 24 candidates, and the rest was arranged to interview in the next week by Human Resource Head Office.
In this event, I and friend of mine were surprised to candidates that we interviewed, most of them getting a high GPA, average 3,3 of 4 scale but the way they answer of our question were not representative as university graduation, moreover for those who has organization experience. My friend didn’t believe about this condition was calling one his friend who school for UGM in 1990 just to inform and share what happen to her younger class brother and sister.
Well, it doesn’t mean underestimate the graduation of UGM who has a big name among universities around Indonesia…but this is the fact… we find a low level competencies of candidates required by the position we offered, especially for Maintenance Engineer and Sales Engineer. We just tried to dig for some competencies such as Core Competencies which consist of Committed to Customer, Driving for Best Result, Strive for Quality , Practical Ethical Leadership, Committed to Organization Ethic, Committed to Learn and also General and Functional Competencies.
When I told this condition to CDC-UGM administration staff , and she also confirmed about this and this complaint raised from other companies that recruit from UGM. Hope this condition is realized by all concern.
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