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ENHANCING EMPLOYMENT OPPORTUNITIES IN THE FEDERAL WORKFOCE

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Title: ENHANCING EMPLOYMENT OPPORTUNITIES IN THE FEDERAL WORKFOCE


1
ENHANCING EMPLOYMENT OPPORTUNITIES IN THE
FEDERAL WORKFOCE
Sponsored by the Equal Employment Opportunity
Special Emphasis Program 25 February 2009
2
AGENDA
0800-0915 Recruitment, Placement Special Hiring
Authorities 0915-1030 Resume Writing
RESUMIX 1030-1200 The Interview
3

Fort Drum Public Website www.drum.army.mil/garris
on/eeo/default.asp Fort Drum Intranet
(MountaiNet) https//mountainet.drum.army.mil

4
RECRUITMENT, PLACEMENT SPECIAL HIRING
AUTHORITIESPatty RookCivilian Personnel
Advisory Center
5
STAFFING (RECRUIT PLACEMENT)
  • STAFFING STAKEHOLDERS
  • CPAC/CPOC RESPONSIBILITIES
  • STAFFING TOOLS
  • APPOINTMENT TYPES
  • WORK SCHEDULES
  • TYPES OF VACANCY ANNOUNCEMENTS
  • AREA OF CONSIDERATION (WHO MAY APPLY)
  • SPECIAL APPOINTMENT AUTHORITIES
  • DELEGATED EXAMINING/RULE OF 3
  • DoD PRIORITY PLACEMENT

6
STAFFING STAKEHOLDERS
  • SUPERVISORS/MANAGERS
  • APPLICANTS
  • CPAC/CPOC STAFF
  • EEO REPRESENTATIVES
  • LABOR REPRESENTATIVES
  • CHRA/DA STAFF
  • OPM OFFICIALS

7
CPAC FUNCTIONS
  • RECRUITMENT STRATEGIES
  • DETERMINING HIGHLY QUALIFYING INFO
  • COORDINATING UNION ISSUES
  • ISSUE JOB VACANCIES
  • SCREEN APPLICANTS FOR QUALIFICATIONS
  • ISSUE REFERRAL LISTS
  • PROCESS SELECTIONS/DATA INPUT
  • MAKING JOB OFFERS
  • RESHAPE FUNCTIONS
  • WORKFORCE PLANNING
  • ORGANIZATIONAL ANALYSIS
  • RECRUITMENT INCENTIVES

8
CPOC FUNCTIONS(PROCESSING CENTER)
  • INPUT DATA INTO AUTOMATED SYSTEM
  • PROCESS SELECTIONS/OPF FILING
  • REGULATORY COMPLIANCE

9
MODERN DATABASE
  • AUTOMATED REQUEST FOR PERSONNEL ACTION (RPA)
  • GATEKEEPER CHECKLISTS
  • CURRENTLY DEPLOYED TO DIRECTORATE ADMINISTRATIVE
    PERSONNEL
  • ALLOWS AUTOMATED TRACKING OF PERSONNEL ACTIONS
  • OUTPUT OF STANDARD FORM 50-B (NOTIFICATION OF
    PERSONNEL ACTION)

10
RESUMIX
  • AUTOMATED INVENTORY REFERRAL SYSTEM
  • NORTHEAST REGION FIRST TO DEPLOY
  • MANAGEMENT DETERMINES THE REQUIRED/DESIRED SKILLS
    NEEDED FOR THE JOB
  • ONE-TIME RESUME ONLY
  • STATUS THROUGH ANSWER
  • WILL BE GOING AWAY IN THE FUTURE WHEN ARMY
    IMPLEMENTS ANOTHER METHOD OF RECRUITING

11
AVENUES OF RECRUITMENTAppointment Types
  • PERMANENT
  • TEMPORARY
  • TERM

12
TYPES OF WORK SCHEDULES
  • TYPICAL WORK SCHEDULES USED AT FORT DRUM ARE AS
    FOLLOWS
  • FULL-TIME
  • PART-TIME
  • INTERMITTENT
  • SEASONAL

13
VACANCY ANNOUNCEMENTS
  • Type of announcement determined by management.
  • Announcements found on CPOL Webpage
  • MERIT PROMOTION (NEBN..)
  • DELEGATED EXAMINING (NEBN.D)
  • RESUMIX IS CURRENTLY USED FOR BOTH TYPES OF
    ANNOUNCEMENTS

14
DETERMINING WHO MAY APPLY
  • CURRENT LABOR FORCE
  • LABOR MARKET CONSIDERATIONS
  • DUTIES OF THE POSITION
  • BARGAINING UNIT CONTRACTS

15
WHO MAY APPLY (AREA-OF-CONSIDERATION)
  • FOUND ON ALL VACANCY ANNOUNCEMENTS
  • SELECTING OFFICIAL DETERMINES
  • INDICATES WHO APPLICATIONS ARE BEING ACCEPTED
    FROM
  • MERIT PROMOTION ANNOUNCEMENTS
  • MAY INCLUDE ANY OR ALL OF SPECIAL APPOINTING
    AUTHORITIES FOUND IN UPCOMING SLIDE
  • DEU ANNOUNCEMENTS
  • OPEN TO ALL INDIVIDUALS WITH OR WITHOUT CIVIL
    SERVICE STATUS (GENERAL POPULATION)

16
SPECIAL APPOINTING AUTHORITIES
  • CURRENT DEPARTMENT OF ARMY EMPLOYEES
  • VRA - VETERANS READJUSTMENT(RECRUITMENT)
    APPOINTMENT ELIGIBLES
  • VEOA ELIGIBLES
  • 30 OR MORE DISABLED VETERANS
  • REINSTATEMENT ELIGIBLES
  • TRANSFER ELIGIBLES
  • EXECUTIVE ORDER 12721 ELIGIBLES
  • NAF/AAFES INTERCHANGE ELIGIBLES
  • INDIVIDUALS WITH HANDICAPPING CONDITIONS
  • DCIPS INTERCHANGE ELIGIBLES

17
NAME REQUEST
  • SELECTION OF A CANDIDATE WITH PERSONAL HIRING
    STATUS UNDER A SPECIAL APPOINTING AUTHORITY THAT
    CONFERS ELIGIBILITY FOR NONCOMPETITIVE PLACEMENT
  • ALL MANDATORY PLACEMENT PROGRAMS MUST BE CLEARED
    PRIOR TO COMMITMENT

18
MERIT PROMOTION ANNOUNCEMENTS
  • All individuals referred based on categories
    found in the area-of-consideration are on equal
    referral footing.
  • No one category of applicant has priority over
    another.
  • Exception - VRA candidates must be grouped in
    veterans preference order

19
DEURULE OF THREE
  • All DEU referral lists are issued based on the
    rule of three - meaning that only the top 3
    candidates on the list can be referred to the
    selecting official for each vacancy.
  • Proper adjudication of veterans preference must
    also take place among the top 3 candidates on a
    DEU list.

20
DEU EXAMPLE 1(only one vacancy exists)
  • John Doe - nonveteran
  • Mary Smith - nonveteran
  • Bob Black - nonveteran
  • Kathy Sunshine - nonveteran
  • Only John Doe, Mary Smith, and Bob Black can be
    referred (remember rule of 3)
  • No veterans preference to adjudicate

21
DEU Example 2(only one vacancy exists)
  • John Doe - 10 point veteran
  • Mary Smith - 5 point veteran
  • Bob Black - nonveteran
  • Kathy Sunshine - nonveteran
  • Only John Doe and Mary Smith can be referred to
    the selecting official.
  • Bob Black cannot be referred to the manager
    unless both veterans are removed from this list.

22
DEU Example 3
  • Lori White - 10 point veteran
  • Bob Black - nonveteran
  • Sue Waters - nonveteran
  • Only Lori White can be referred to the selecting
    official.
  • Bob Black and Sue Waters cannot be referred to
    the manager unless Lori White is removed from
    this list.

23
DEU Example 4
  • Lori White - 10 point veteran
  • Bob Black - nonveteran
  • Kathy Sunshine - 5 point veteran
  • Only Lori White and Kathy Sunshine can be
    referred to the selecting official.
  • Bob Black cannot be referred to the manager
    unless Lori White is removed from this list.

24
TEMPORARY PROMOTION
  • USED TO TEMPORARILY PROMOTE CURRENT PERMANENT
    EMPLOYEES
  • MAY BE USED IN LIEU OF A TEMPORARY OR TERM
    APPOINTMENT
  • UNDER 120 DAYS - NONCOMPETITIVE ACTION
  • OVER 120 DAYS - MUST BE A COMPETITIVE ACTION
  • Note Prior service during the preceding 12
    months under noncompetitive temporary promotions
    and noncompetitive details to higher graded
    positions counts toward the 120 day total.

25
DETAIL -VS- TEMPORARY PROMOTION
  • Employee doesnt have to meet qualifications of
    position
  • Employees pay stays the same as permanent
    position
  • RPA NOT needed if under 120 days to same or lower
    grade
  • Made in 120 day increments and limited to one year
  • Employee must meet all qualifications to include
    time-in-grade requirements
  • Employees pay is set based on the promotion rule
    for pay setting
  • RPA ALWAYS required
  • May be made in one year increments up to four
    years

26
PRIORITY PLACEMENT PROGRAM (PPP)
  • PROGRAM FOR STABILITY OF CIVILIAN EMPLOYMENT IN
    THE DEPARTMENT OF DEFENSE
  • ALSO REFERRED TO AS STOPPER LIST
  • MANDATORY PLACEMENT PROGRAM
  • EXTREMELY HIGH VISIBILITY

27
PRIORITY PLACEMENT PROGRAM (PPP)
  • AUTOMATED REFERRAL SYSTEM
  • MATCHES SKILLS WITH VACANCIES
  • SOME EXCEPTIONS AUTHORIZED
  • MINIMIZE ADVERSE IMPACT OF RIF
  • JOB OFFER WELL QUALIFIED
  • SUBJECT MATTER EXPERT (SME) CAN BE USED

28
PPP ORDER OF REFERRAL
  • PRIORITY 1 (P1) - MANDATORY PLACEMENT
  • PRIORITY 2 (P2) - ALSO MANDATORY PLACEMENT IF NO
    P1 AVAILABLE
  • PRIORITY 3 (P3) - NOT NECESSARILY MANDATORY
    PLACEMENT BUT BLOCKS CERTAIN TYPES OF APPOINTMENTS

29
QUESTIONS ?
30
RESUME WRITING AND RESUMIX
Dana Mann, Employment Readiness Program 772-9611
31
  • Building a Strong Resume
  • Using key KSAs
  • Finding Federal Positions
  • Placing/Editing your Resume on to CPOL/Resumix
  • Checking Application Status

32
RESUME WRITING AND RESUMIX
  • RESUME WRITING
  • Before your begin
  • Supporting Documents (Non-Military)
  • Work History (job titles, dates, duties,
    appraisals, accomplishments, employers)
  • Honors/Citations/Bonus
  • - Community Activities
  • - References
  • - Transcripts
  • Diplomas/Certificates/Licenses
  • Special Skills (Computers/Equipment/Foreign,
    Sign Language)
  • Supporting Documents (Military Service)
  • NCOERs/OERs
  • Awards
  • Training Records
  • DD Form 214
  • VA Disability Info



33
RESUME WRITING AND RESUMIX
RESUME WRITING (Continued) Now what do you do
with all of the Supporting Documents youve
collected? 1) Place in chronological order 2)
Make a working copy 3) Highlight KSAs KSAs?
KNOWLEDGE SKILLS ASSESMENT What are they?


34
Possible KSAs
  • Adapted (teaching styles/special tools)
  • Administrated (programs)
  • Advised (people/peers/job-seekers)
  • Analyzed (data/blueprints/schematics/policies)
  • Appraised (services/value)
  • Arranged (meetings/events/training programs)
  • Assembled (financial records/accounts payable)
  • Audited (financial records/accounts payable)
  • Budgeted (expenses)
  • Calculated (numerical data/annual costs/mileage)
  • Cataloged (technical publications/parts/correspond
    ence)
  • Checked (accuracy/others work)
  • Classified (documents/parts)
  • Cleaned (houses/auto or machine parts)
  • Coached (teams/students/athletes)
  • Collected (money/survey information/data/samples)
  • Compiled (statistics/survey data)
  • Confronted (people/difficult issues)

Constructed (buildings) Consulted (on new
designs/investment strategies/legal
issues) Coordinated (events/work
schedules) Corresponded (with other
departments/colleagues) Counseled
(students/peers) Created (new programs/internet
site/policies/procedures) Cut (concrete/glass/lumb
er) Decided (which equipment to
buy/priorities) Delegated (authority/purchases) De
signed (data systems/greeting cards/announcements/
websites) Directed (administrative
staff/community activities) Dispensed
(medication/information/parts or
supplies) Displayed (results/work
products/artifacts) Distributed
(products/mail) Edited (publications/video
tape/film) Established (objectives/guidelines/poli
cies)


35
KSAS Continued
Evaluated(programs/peers/students) Exhibited
(public displays/evidence/plans) Facilitated
(multimedia events/conflict resolution) Framed
(houses/pictures) Generated (interest/support) Han
dled (detailed work/data/complaints/toxins) Hosted
(panel discussions/foreign students/working
group) Implemented (registration system/new
programs or procedures) Improved (maintenance
schedule/systems/administrative
procedures) Initiated (production/changes/improvem
ents) Inspected (physical objects/repairs/electric
al) Installed (software/electrical
systems/parts) Interpreted (languages/laws/schemat
ics/codes) Interviewed (people/new
employees/witnesses) Invented (new
ideas/products) Investigated (violations/crimes/fr
aud/complaints)
Landscaped (gardens/indoor gardens) Led (foreign
tours/campus tours/student outings/camping
events) Listened (to others/to conference
calls) Located (missing information/facilities/par
ts) Maintained (transportation fleet/aircraft/engi
nes/computer systems/machines) Managed (an
organization/team/mail room/retail
store/shift) Measured (boundaries/property
lines) Mediated (between people/civil
settlements) Met (with dignitaries/public/communit
y groups) Monitored (progress of others/water
flow/electric usage/attendance records) Motivated
(workers/trainers) Negotiated (contracts/sales/lab
or disputes) Operated (equipment/machinery/robotic
s) Organized (tasks/libraries/data bases) Painted
(houses/cars/aircraft/interiors) Patrolled
(runways/public places/property/buildings)


36
KSAs Continued
Persuaded (others/customers) Planned
(agendas/conferences/events) Predicted (staffing
or budget requirements) Presented (new
products/classes/briefs) Prepared
(reports/meals/presentations) Printed
(books/reports/posters) Programmed
(computers) Promoted (events/new
technology) Proofread (reports/training
materials) Protected (property/people) Published
(reports/books/software) Purchased
(equipment/supplies/services) Questioned
(people/suspects/witnesses) Raised (performance
standards/profits) Recorded (data/sales/video) Rec
ruited (people for hire/executives) Rehabilitated
(people/old buildings) Repaired
(equipment/automotive) Reported (findings/monthly
activity) Researched (legal/diseases) Reviewed
(Program objectives)
Revised (instructional material/outdated
policies) Scheduled (social events/appointments/ex
ecutive calendar) Served (individuals) Sewed
(parachutes/clothing) Signed (for the hearing
impaired) Sketched (charts/diagrams) Spoke
(public) Supervised (others) Taught
(classes/math/science) Tailored
(clothing/services) Televised (conferences/trainin
g events/shows) Tested (new designs/equipment/empl
oyees) Updated (files/libraries/policies/procedure
s) Verified (reports/identity) Volunteered
(services/time) Wrote (reports/training
manuals Welded (bike frames/airframes/metals)


37
RESUME WRITING AND RESUMIX
  • RESUME WRITING (Continued)
  • Now what do you do with all of the Supporting
    Documents youve collected and the KSAs youve
    identified?
  • Draft your Resume!
  • Prepare in a Word document (save/save/save as you
    go)
  • Chronological Format (last employment first)
  • Show Employers 1) Responsibilities 2) Results
    3) Relevancy
  • Be specific use statistics or numbers when you
    can
  • Be Professional
  • Be 100 HONEST



38
RESUME WRITING AND RESUMIX
  • RESUME WRITING (Continued)
  • Organize your resume in the following Format
  • Heading (Contact Information)
  • Objective Statement
  • Key Skills Qualifications (briefly)
  • Work Experience Knowledge, Skills, Abilities
  • Education
  • Job-Related Training Courses
  • Job-Related Skills
  • Job-Related Honors and Awards
  • Supplemental Information
  • Special Hiring Authorities/Preferences



39
FINDING FEDERAL POSITIONS
RESUME WRITING AND RESUMIX
  • Locating Federal Job Announcements via the
    Internet
  • USA Jobs
  • Army Civilian Personnel Online
  • Department of the Navy, Civilian Human Resources
  • Air Force Civilian Employment
  • Marine Corps Civilian Human Resources
  • US Coast Guard




40
FINDING FEDERAL POSITIONS
RESUME WRITING AND RESUMIX
  • Locating Federal Job Announcements via
    Publications
  • Army Times
  • Air Force Times
  • Navy Times
  • Marine Corps Times
  • Federal Times



41
FINDING FEDERAL POSITIONS
RESUME WRITING AND RESUMIX
  • Locating Federal Job Announcements via Area
    Resources
  • Army Community Service/Air Force/Fleet and Family
    Support Center
  • Family Support Center/Marine Corps Community
    Service Center
  • Local Government Human Resource Office
  • State Employment Commission



42
RESUME WRITING AND RESUMIX
  • PLACING/EDITING YOUR EXISTING RESUME
  • ON TO CPOL AND USING RESUMIX
  • - http//acpol.army.mil
  • Register on CPOL
  • Copy and Paste Existing Resume From Word
    Document on to the CPOL
  • Website
  • Edit/Add to Existing Resume
  • Check Openings / Self Nominate
  • Check Status of Applications



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RESUME WRITING AND RESUMIX




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RESUME WRITING AND RESUMIX




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RESUME WRITING AND RESUMIX


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RESUME WRITING AND RESUMIX


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RESUME WRITING AND RESUMIX


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RESUME WRITING AND RESUMIX


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RESUME WRITING AND RESUMIX


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RESUME WRITING AND RESUMIX


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RESUME WRITING AND RESUMIX


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RESUME WRITING AND RESUMIX
  • PLACING/EDITING YOUR EXISTING RESUME
  • ON TO CPOL/RESUMIX
  • EDITING DOCUMENTS
  • Performance Appraisals
  • Updated Position Descriptions
  • Additional Appointed Duties
  • Details
  • Completed Objectives (NSPS)
  • Award Information
  • Training Attended/Completed
  • Updated KSAs
  • Your Other Life Community Involvement/Activitie
    s/Positions/
  • Hobbies/Memberships



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RESUME WRITING AND RESUMIX


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RESUME WRITING AND RESUMIX


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RESUME WRITING AND RESUMIX


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RESUME WRITING AND RESUMIX


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RESUME WRITING AND RESUMIX




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RESUME WRITING AND RESUMIX


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RESUME WRITING AND RESUMIX


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RESUME WRITING AND RESUMIX
Questions? Comments!
71
Enhancing Employment Opportunities in the Federal
Workforce
  • NOTHING IS CERTAIN ACQUIRE / SEEK OUT
    TRAINING, EDUCATION, KSAs ON A CONTINUOUS BASIS
  • INVEST THE TIME EFFORT TO CREATE AND, JUST AS
    IMPORTANTANTLY UPDATE YOUR RESUME

72
Enhancing Employment Opportunities in the Federal
Workforce
Dana Mann Employment Readiness Program Business
315-772-9611 Email dana.m.mann_at_us.army.mil
  • Employment Readiness hold workshops in Clark Hall
    in classroom C2-23 on Thursdays for continuing
    education and employment.
  • March Classes are as follows
  • 12 March, Federal Employment Workshop
  • 19 March, Resume Seminar
  • 26 March, Career Exploration

73
  • QUESTIONS ?

74
The Interview
  • Lorrie Guler, Transition Services Manager--ACAP

75
InterviewPurpose
  • Two-way Process
  • EmployerFind the best person for the job
  • Can/will you do the job?
  • Will you fit?
  • What advantage do you pose?
  • YouSell yourself, determine your fit

76
Types of Interviews
  • Individual
  • Panel
  • Phone
  • Stress
  • Observational

77
Interview Preparation
  • Employment tests
  • Read/listen carefully
  • Take it seriously
  • Relax
  • Skim test
  • Careful consideration before answering
  • To guess or not to guess?
  • Accuracy versus completion
  • Write clearly
  • Time management

78
Interview Preparation (Cont.)
  • 30-second Commercial
  • Practical Exercisebefore
  • Components
  • Greeting
  • Experience
  • Areas of expertise
  • Strengths
  • Accomplishments
  • Professional style
  • Job search strategy
  • Practical Exerciseafter

79
Interview Preparation (Cont.)
  • Anticipate possible questions
  • Research the company
  • Prepare questions
  • Dry run
  • SLEEP!
  • Allow time for prep
  • Know names of interviewers, if possible
  • BE ON TIME!

80
Interview Preparation (Cont.)
  • Look good
  • Be punctual15 minutes early
  • Body language
  • Portfolio
  • Pad pen
  • Calendar
  • Resume
  • Application
  • Letters of recommendation
  • Samples of work
  • Notes on the company
  • Questions
  • Correspondence
  • Reference list/letters of reference

81
Interview Preparation (Cont.)
  • Enthusiasm
  • Say Thank You
  • Smile

82
Stages of an Interview
  • Introductory Stage
  • Employer Questions
  • Applicant Questions
  • Closing Stage

83
Dress for Success
  • General ruleDress one step above
  • Visit the company
  • Think ahead, prepare for observations
  • Men
  • Women

84
Listening Skills
  • Distractions
  • Paraphrase interviewers comments
  • Focus on key words, main ideas, examples
  • Ask questions
  • Take notes
  • Ensure understanding

85
Body Language
  • Dress/appearance
  • Handshake
  • Eye contact
  • Sit up straight
  • Natural gestures
  • Speak clearly
  • NO FROWNSSMILE!

86
Answering Questions
  • Keep answers brief, thorough
  • Use evidence
  • Think first
  • Consider purpose of question
  • Do not volunteer information

87
Questions Answers
  • Tell me about yourself.
  • Why did you leave your previous job?
  • Why are you leaving your current position?
  • What do you consider your most significant
    accomplishment?
  • Why do you believe you are qualified for this
    position? Why should I hire you?
  • Have you ever accomplished something you did not
    think you could?
  • What do you like/dislike about your current
    position?
  • How do you handle pressure? Do you like or
    dislike these situations?
  • Describe yourself in terms of initiative and
    getting the job done.
  • What is the worst or most embarrassing aspect
    about your career?
  • How have you grown or changed over the past few
    years?
  • What do you consider your most significant
    strengths?
  • What do you consider your most significant
    weakness?
  • How do you handle petty frustrations such as
    deadlines, difficult people, or silly rules?

88
More QA
  • What kind of work are you looking for?
  • What do you know about this company/position?
  • What can you do for us that someone else cannot?
  • What goals have you set recently?
  • Where do you expect to be in five years?
  • What do you think of your supervisor?
  • What does your supervisor think of you?
  • What do your subordinates think of you?
  • How did previous employers treat you?
  • What is your management style?
  • Would you describe a few situations in which your
    work was criticized?
  • What do you expect as a starting salary?
  • Tell me about your self Creative? Analytical?
    Good manager? Leader?
  • Why did you choose your field of work?
  • How do you spend your time?
  • Do you prefer working with others or by yourself?
  • What kind of boss do you prefer?
  • Can you take criticism?

89
Illegal Interview Questions
  • Are you a U.S. citizen?
  • How old are you?
  • What is your marital status?
  • To what clubs or social organizations do you
    belong?
  • How tall are you? Weight?
  • Do you have disabilities?
  • Do you require accommodations for this job?
  • Have you ever been arrested?
  • If youve been in the military, were you
    honorably discharged?

90
Other Questions
  • What if.?
  • Salary
  • Allow the interviewer to bring it up first
  • Wait for a job offer to discuss it
  • Research salaries
  • Defer Before I can give an answer about
    salary, Id like to know more about the position.

91
Your Questions
  • Two-fold
  • Get information you want about the company
  • Reflect your knowledge about the company
  • Examples
  • How would you describe a typical day on the job?
  • What are the promotion possibilities?
  • Where does the job fit into the organization?
  • To whom would I report?
  • With what other positions would I interface while
    performing my duties?
  • How would you describe the work environment?
  • Do your employees work individually or as a team?
  • How would I be trained or introduced to the job?
  • Does the job require travel and, if so, how much?
  • When do you plan to fill the position? Do you
    mind if I call on that day to find out what my
    status is?

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Follow Up
  • Thank you note
  • Reflect on your performance

93
Contact
  • Army Career Alumni Program (ACAP)
  • Lorrie Guler 772-3284
  • Department of Labor
  • ACAP
  • One Stop 782-9252

94
  • QUESTIONS ?

95
  • INTERVIEWING DEMONSTRATIONS
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