Important questions to prepare before an interview

It is obvious to be nervous at an interview but one can switch the negative energy into positive by getting ready before the big day. I suggest any job seeker to attend as many interviews as possible this will not only help to reduce anxiety & build confidence but you can also get valuable tips from industry experts. Below I have mentioned some important questions which you should prepare before attending any interview:

1.      Tell me about yourself? Or tell me about your experience? (make a 2 minute presentation to sell yourself to the organization)

2.      What are your greatest strengths & weaknesses? (List out your positives and be aware not to mention any of your work related limitations).

3.      Tell me about something in the past you failed to do & if given a chance would like to rectify now. Do not mention any major work related drawback.

4.      Why did you leave your last job? Stay positive & never blame your ex-employer.

5.      What do you know about this organization? Prepare before the interview from diff. sources like   websites, current or ex-employees etc.

6.      Are you applying for other jobs? Be honest

7.      Why do you want to work for this organization?

8.      How long would you expect to work for us if hired?

9.      Explain how you would be an asset to this organization

10.   Why should we hire you?

11.   List out how you relate to the position applied for.

12.  Tell me about your dream job? Don’t make up fancy stories, stick to practical.

13.  What is more important to you: the money or the work?

14.  What qualities do you look for in a boss?

15.  What is your salary expectation?

16.  Do you have any questions for me?

17.  Do you know anyone who works for us? Be aware of the policy on relatives working for the organization. This can affect your answer even though they asked about friends not relatives. Be careful to mention a friend only if they are well thought of.

   Stay focused & prepare well before the interview schedule.

   All the best!

Trends & Barriers in employee engagement activity, in today's volatile industry

      The term ‘employee engagement’ is an evolved version of ‘employee satisfaction’. While satisfaction refers to ‘contentment’, engagement refers to ‘commitment’ and the drive to go beyond the call of duty to work towards organizational goals. We all know the importance of employee engagement in an organization.

Employee engagement is a positive attitude held by the employee towards the organization and its values. An engaged employee works with colleagues to improve performance within the job for the benefit of the organization. Today, management must work to develop and nurture engagement, which requires a two-way relationship between employer and employee.

      Employee Engagement starts right at the selection stage by choosing the right fit, for the right job, at the right time, giving a realistic job preview & conducting strong induction and orientation program. 

      

     Below I have mentioned few bullet points on latest employee engagement trends.

1. Picnic at intervals on a regular basis( yearly once or twice).

2. Movie plans.

3. A every-day column on the intranet with announcements / programs of the company, written by CEO,

4. Use an overhead paging system to update information. The system can recognize employees based on business achievements

5. Suggestion systems / quick responses of employees.

6. Replay on the intranet about the president’s / CEO’s press conference.

7. Along with employee's birthday, anniversaries & years of completion with the company can be celebrated.

8. CEO spending time communicating face to face with employees.

9. Implement training programs on soft skills and other required training programs.

10. Indoor Games as well as Outdoor games, like Chess, Cricket, Badminton etc.

11. Organize award ceremonies for deserving employees.

12. Write blogs every week on serious issues related to business and ask employees for reading/recommendations.

       Now, let us see some crucial factors which act as barriers to employee engagement.

Often organization’s policies & rules, culture & practices may disengaged an employee which can hamper employees, customers, stakeholders & ultimately the organization’s financial success. Poor induction, lack of training & development programs, blurred job roles & career path, deficiency in transparency within the organization, unequal opportunity scope, job dissatisfaction & lack of co-operation from the team, subordinate or managers are some of the importance barriers to employee engagement within the organization. Another barrier may be stress levels in the workplace which has increased substantially due to the pressures of competition & technological change in this fast paced world. Stressed employees are likely to be less engaged and less productive in the workplace. The HR along with the management can convert actively disengaged & not engaged employees into engaged employees. 

 

      Questions to Determine Employee Engagement

1. Do you know what is expected of you at work?

2. Do you have the materials and equipment you need to do your work right?

3. At work, do you have the opportunity to do what you do best every day?

4. In the last seven days, have you received recognition or praise for doing good work?

5. Does your supervisor, or someone at work, seem to care about you as a person?

6. Is there someone at work who encourages your development?

7. At work, do your opinions seem to count?

8. Does the mission/purpose of your company make you feel your job is important?

9. Are your associates (fellow employees) committed to doing quality work?

10. Do you have a best friend at work?

11. In the last six months, has someone at work talked to you about your progress?

12. In the past year, have you had opportunities at work to learn and grow?

      Key employee engagement outcome metrics

- Employee retention

- Branding

- Company performance

- Customer satisfaction

- Profitability

 Hope this information will be useful for aspiring HR professionals.

 Have a wonderful Day!

 Nazneen 

Why Exit Strategy?

Recently, I read an article in the ascent, on exit mode; this inspired me to analyze exit process from two perspectives, i.e., employer and employee.  The separation process should be carried out smoothly & in a good note as this is important not only for the exiter but also for the organization. I have made a gist of few significant issues. 

Employee: It is important for the individual to work with full dedication during the notice period instead of reacting like a honeymooner.  Do not foul mouth about your ex co. or manager no matter how bitter the relationship may be. Properly handover all the important documents & task to the concerned person.  Don’t be reckless about your duties & responsibilities till the LWD (last working date).  Make sure you can submit your organization reference for future opportunities & leave with a good note, as most companies undergo a background check before hiring.

Employer: Every worker is an asset to the organization & turnover is not only a loss of manpower but also loss of investment on the individual, confidential information & knowledge & skills. It is must for the manager to conduct an effective exit interview in order to avoid future drain out.  Sometimes it also helps in gaining back the resource. It is obsolete to have critical (negative) behavior towards an employee who is serving his/her notice period. After all who wants a bad word of mouth in the industry? 

Every entity working in corporate faces this stage in his or her career but one should not take this lightly as this may impact in the future.” What goes around…comes around.”  Even I have faced this scenario but the best thing to do is stay tranquil, composed & optimist, eventually it is a two way requirement.