Veteran Hiring Events: 4 Happening today!

CLARKSVILLE, TN

Date Event: April 26, 2012

Please join the U.S. Chamber of Commerce's Hiring Our Heroes Military Spouse Initiative for a FREE special hiring and career event for military spouses in Clarksville, TN on April 26th.

The Military Spouse Business Alliance, in partnership with the Clarksville Area Chamber of Commerce and the Tennessee Career Center of Clarksville,  will host a special military spouse career forum to complement the Clarksville Area Chamber’s spring hiring fair.  The forum will feature presentations and career-enhancing advice for military spouses from Fort Campbell and the surrounding area.  Active duty, Guard and Reserve and veterans’ spouses welcome.
April 26, 2012

9 am to 3 pm

The Riverview Inn
50 College Street
Clarksville, TN

Registration
Job seekers click here to register.

Employers click here to register.

Click here to view the event flyer.

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In addition, following the fair, the Clarksville Chamber and the U.S. Chamber of Commerce's Center for Women in Business will host a special networking event exclusively for military spouses.  Spouses will have the opportunity for face-to-face networking with local female executives, board members and VIP’s.  Come and learn how you can enhance your career aspects through your local chamber!

The networking and cocktail event will follow from 4:00 p.m. – 6:00 p.m. at:

Clarksville Area Chamber of Commerce
25 Jefferson Street, Suite 300
Clarksville, TN 37040

NEW YORK

The U.S. Chamber of Commerce and veteran recruiting partner RecruitMilitary are proud to present this Hiring Our Heroes event to all military job seekers and their spouses. This exclusive hiring fair is free for servicemembers, veterans, and spouses and will be held at New York City's New Yorker Hotel.  This is an excellent opportunity for top employers from across the country to connect with high caliber candidates.

11:00 am - 3:00 pm
New Yorker Hotel
481 Eighth Avenue

New York, NY 10001

Registration

Job seekers click here.

Employers click here.

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New York Employment Workshop - GE Veterans Network Transition Assistance Program
The employment workshop will be held from 11:00 a.m. to 3:00 p.m. with GE's own veteran employees conducting one-on-one mentoring sessions with all pre-registered participants.  Mentoring sessions will focus on resume building, resume writing, and interviewing techniques for all job-seeking veteran and service member participants.

Interested candidates must complete the FREE electronic pre-registration in order to participate.  A maximum of 60 participants will be accepted.  Walk-ins will be accepted the day of the event if there is availability after the pre-registered attendees have been seen.

Click here to register for the employment workshop.

LIBBY, MONTANA

Date Event: April 26, 2012

Employers and those seeking employment are invited to attend the free Northwestern Montana Energy Job Fair Thursday, April 26, 2012 in Libby, Montana. This event will focus on energy employers-those in the oil, gas, petroleum, and other energy industries. Northwestern Montana employers with open positions are also invited to attend.

Exhibiting employers that are actively seeking employees, the fair will be open to veterans, military spouses, and the general public. Hours will be 10:00 am to 2:00 pm at the Libby Armory located at 1004 Treasure Avenue in Libby, Montana. Attendees should come dressed for on-site interviews and bring several copies of their resume.  Resume experts will be on hand to help fine-tune resumes if needed.

A collaborative group made up of the Montana Department of Labor and Industry, Montana Chamber of Commerce, US Department of Labor, Montana Employer Support of the Guard and Reserve (MT ESGR), US Chamber of Commerce Hiring Our Heroes, the American Legion of Montana, and the Montana National Guard is offering employers the opportunity to support veterans and their families by hiring them as employees.

For planning purposes, registration is due back to Montana ESGR by April 16, 2012.  E-mail confirmations will be sent to employers.  For registration information the point of contact is:  Parker Sullivan Program Support Technician for MT ESGR.  Her contact email is: parker.sullivan.ctr@ang.af.mil or call 406-791-0895.

MONTGOMERY, AL

Date Event: April 26, 2012

The U.S. Chamber of Commerce’s “Hiring Our Heroes” Hiring Fair sponsored by the Hero2Hired (H2H), scheduled for April 26, 2012, at the Fort Taylor Hardin National Guard Armory is committed to making this one-of–a-kind FREE hiring fair a win-win for employers and veteran/military spouse job seekers.

This hiring event, sponsored by H2H, is being conducted by the U.S. Chamber of Commerce, the U.S. Department of Labor Veterans’ Employment and Training Services, Alabama Department of Veterans Affairs, Alabama Department of Industrial Relations’ Mobile Career Center, Employer Support of the Guard and Reserve, Alabama National Guard and the United States Army Reserve.
The Alabama Department of Industrial Relations’ Mobile Career Center will be on site at the Fort Taylor Hardin National Guard Armory 9:00 a.m. - 3:30 p.m. available to job seekers for resume writing assistance.

April 26, 2012

12:30 p.m. – 3:30 p.m.
Fort Taylor Hardin National Guard Armory
1600 North Eastern Bypass
Montgomery, AL  36117
For more information:

Please contact John Q. Adams at john.q.adams@us.army.mil or (334) 271-7288

Registration

Job seekers, click here.
Employers, click here.

Click here to view the event flyer.



This message is brought to you by dreamfedjob.com

Best Way to Apply for A Federal Job Vacancy

This is an actual  current job posting on USAJOBS

Job Title:Correctional Officer

Department:Department Of Justice
Agency:Justice, Bureau of Prisons/Federal Prison System
Sub Agency:Federal Bureau of Prisons

Job Announcement Number:BOP-N-0007-002-2012

SALARY RANGE:	$38,619.00 to $51,193.00 / Per Year
OPEN PERIOD:	Friday, March 02, 2012 to Saturday, March 02, 2013
SERIES & GRADE:	GL-0007-05/06
POSITION INFORMATION:	Full Time - Permanent
PROMOTION POTENTIAL: 07
DUTY LOCATIONS:	MANY vacancy(s) - Prisons-Nationwide

JOB SUMMARY:

Why is it Great to Work for the Federal Bureau of Prisons? Do your Career Justice and consider a career with the Federal Bureau of Prisons (BOP)...

KEY REQUIREMENTS

• U. S. Citizenship is Required.
• See Special Conditions of Employment Section.
• Males born afer 12/31/59 must be registered for, or exempt from, the
• Selective Service. Click Here

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DUTIES:

What are the Major Duties of this Position? Provides supervision, care and correctional treatment of inmates. Incumbent is concerned with maintenance of institution security contributing to the health and welfare of the inmates and the promotion of good public relations. Enforces rules and regulations governing facility security, inmate accountability and inmate conduct to ensure judicial sanctions are carried out and inmates remain in custody. From time to time, may be authorized to carry firearms and to use physical force, including deadly force, to maintain control of inmates. During institution emergencies or other periods of heavy workload or limited staff, may be required to work long and irregular hours, unusual shifts, Sundays, holidays and unexpected overtime. Information as to operations and procedures is provided by post orders, BOP program statements, local supplements, custodial manual, internal correspondence and staff meetings. Incumbent must be flexible and have a broad knowledge base to use own initiative in the resolution of problem situations.

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QUALIFICATIONS REQUIRED:

The qualifications required for correctional work, and, in addition, demonstrate the possession of personal attributes important to the effectiveness of correctional officers, such as:

• Ability to meet and deal with people of differing backgrounds and behavioral patterns
• Ability to be persuasive in selling and influencing ideas
• Ability to lead, supervise, and instruct others
• Sympathetic attitude towards the welfare of others
• Ability to reason soundly and to think out practical solutions to problems
• Ability to make decisions and act quickly, particularly under stress
• Poise and self-confidence, and ability to remain calm during emergency situations

[End of Job Posting]

DREAMFEDJOB tips:

WHAT YOU SHOULD KNOW BEFORE APPLYING:

You need to know as much as you can about what Correctional Officers do?

Correctional Officers work in prisons according to established rules, policies, and procedures to prevent disturbance and escapes. They guard inmates, inspect inmates' mail for forbidden items, administer first aid, or assist police authorities by investigating crimes committed within the institution and by searching for escaped inmates. They may also do informal counseling to help inmates adjust to institutional life, prepare for civilian life, and avoid future criminal activity. Corrections Officers must always be on the lookout for inmates who might try to injure themselves or others who have other problems that are best referred to doctors, psychiatrists, or psychologists.  

Generally, only Officers on tower duty or outside patrol or who are searching for escaped prisoners carry guns. Corrections Officers may be known by the type of institution they work in such as Corrections Officer, city or county jail or Corrections Officer, prison.

Correctional officers perform functions requiring the application of technical treatment and/or counseling skills and techniques, acquired through formal and supervised practical training, which are normally associated with services provided by professionals in social work or the behavioral sciences.
Under the guidance of professional workers, assignments are typically in direct support of structured treatment or rehabilitation programs. Working within the framework of program goals and methodology established by professional workers, the correctional officer applies these techniques and his extensive correctional experience to establish effective communication with the offender and help them recognize and resolve problems relating to themselves, their family, and the community environment.

The correctional officer aids the inmate to appraise their problems realistically and to understand and accept their limitations and capabilities. In some situations, the correctional officer also deals with individuals outside the correctional system, such as teachers, supervisors, family, etc., to identify further problems and enlist their aid in resolving them.

They also:

• Observe inmates to ensure that they are orderly and that they obey rules  
• Check locks, window bars, grills, doors, and gates for tampering  
• Search inmates and cells for weapons, drugs, or other prohibited items  
• Supervise inmates during work assignments  
• Settle disputes between inmates and enforce discipline  
• Prepare reports of problems and unusual occurrences  
  Serve as guards on towers and at gates  
• Escort inmates to and from cells and other areas, and escort lawyers, doctors, or other outsiders to see inmates  
• Make fire, safety, and sanitation inspections  
• Issue clothing, tools, and other authorized items to inmates  

Tools and equipment used may include:  

• Detecting devices  
• Alarms
• Flashlights
• Whistles
• Report forms
• First-aid equipment
• Motor vehicles, when transporting inmates
• Communications equipment, such as intercoms and two-way radios

HOW TO ANSWER TO THE SKILLS AND ABILITIES LISTED IN THE VACANCY:

Let's say you have experience as a correctional counselor in a specialized treatment program for inmates addicted to narcotics.  Then you would write:

As a full member of the treatment team, I make recommendations and participate in decisions concerning the operation of the treatment program. I conduct group therapy sessions, community meetings, self-help sessions, or other formal activities, and work with an assigned caseload of inmates to provide services including counseling on problems; writing correspondence; arranging for special visits; and approving visitor lists.

I serve as liaison between treatment program staff and other institutional staff members to provide detailed information on individual inmates. I use the skills and techniques learned from my schooling at [name of school] and supervised practical training by professionals in such areas as group counseling techniques, sensitivity training and personal interviewing.

I am assigned a full case load of inmates who typically are substance abusers. I provide both individual and group counseling. I serve as liaison between treatment program staff and other institutional staff members to provide detailed information on individual inmates.

I  exercise independent judgment in performing the day-to-day counseling and treatment assignments. I have considerable latitude for judgment within the framework of the basic program policy because of the individualized attention given each offender. Much of the counseling and direct involvement with offenders is subject to review only in terms of overall results. Social workers, psychologists, etc., are normally available for guidance in unusual or complex situations that require professional knowledges to determine the best approach for further action.

Other duties include monitoring the movement and activities of inmates; making periodic and unannounced rounds, head counts, and security checks of assigned areas; observing the conduct and behavior of inmates; preparing written reports; responding to emergency situations; and communicating with staff and inmates to prevent or resolve problems.

Supervised the work and daily activities of inmates. Communicated and documented daily events that could effect the care of the inmates or the security of other personnel. Assisted Deputies during meal hours, verifying meal and inmate counts, passing out meal trays. Conducted inventory on utensils and equipment used by inmates. Performed laundry exchange, supervised inmates while they performed this task. Answered phones and responded to the caller by either resolving the matter at hand, or refer caller to the appropriate section or supervisor.

Coordinated and assisted in the required inmate movement to and from designated areas. Supervised the work and daily activities of inmates. Communicated and documented daily events that could effect the care of the inmates or the security of other personnel. Assisted Deputies during meal hours, verifying meal and inmate counts, passing out meal trays. Conducted inventory on utensils and equipment used by inmates. Performed laundry exchange, supervised inmates while they performed this task. Answered phones and responded to the caller by either resolving the matter at hand, or refer caller to the appropriate section or supervisor.

ADD THE WORKING CONDITIONS WITH YOUR DESCRIPTIONS

Did you work indoors or outdoors, depending on their assignment. Were indoor areas well lighted, heated, and ventilated, overcrowded, hot, and noisy. Did you spend most of your shift standing and walking. Did you take any steps to prevent violent outbreaks?  

Was your normal workweek 5 days, 40 hours? What shift did you work? Did your schedule include weekends and holidays? Worked overtime?

Did you join professional associations, such as the International Association of Correctional Officers of the American Correctional Association?

Did you receive training? e.g. Received hand to hand combat, night stick, and rifle training in case of emergency riots and out bursts ...

Did you have more than one post? e.g. Yard Officer, Tower Watch Guard Officer, Segregation Officer, Pod Officer, Perimeter Officer, Work Crew Officer, or Medical Officer

For additional information visit dreamfedjob.com

Employment Background Checks and Credit Reports

You’ve applied for a job. You sent a letter, made a phone call, submitted your resume. Perhaps you’ve had an interview. Did you know that when you apply for a job, an employer may ask your permission to do a background check before hiring you? Depending on the employer and the job, that background information might include your employment history, your driving record, criminal records, and your credit report.

Your credit report has information about where you live, how you pay your bills, and whether you have filed for bankruptcy. Credit reporting companies and other businesses that provide background information sell your file to employers that, in turn, use it to evaluate your applications for employment. Employers also are allowed to use these reports to consider you for retention, promotion or reassignment.

Did You Know? Not only do credit reporting companies provide information to employers, but they also sell it to creditors, insurers and other businesses that, in turn, use it to evaluate your applications for credit, insurance, or renting a place to live.

The Federal Trade Commission (FTC), the nation’s consumer protection agency, enforces the Fair Credit Reporting Act (FCRA), a law that protects the privacy and accuracy of the information in your credit report. The FCRA spells out your rights as a job applicant and an employer’s responsibilities when using credit reports and other background information to assess your application. The law also enables you to get a free copy of your credit report by requiring each of the three national credit reporting companies — TransUnion, Equifax and Experian — to provide it to you every 12 months if you ask. That means if you stagger your requests to each of the companies, you can get a free copy of your credit report every four months.

Applying for a Job? Before you apply for a job, it’s a good idea to order a free copy of your credit report. Each of the nationwide credit reporting companies — TransUnion, Equifax, and Experian — is required to provide you with a free copy of your credit report once every 12 months, if you ask for it. To order, visit annualcreditreport.com or call 1-877-322-8228. When you order, you’ll need to provide your name, address, Social Security number, and date of birth. To verify your identity, you may need to provide some additional information that only you would know — for example, the amount of your monthly mortgage payment if you own a home. Each of the three national credit reporting companies may ask you for different information. If you prefer to order your reports by mail, complete the Annual Credit Report Request Form and mail it to: Annual Credit Report Request Service P.O. Box 105281 Atlanta, GA 30348-5281 You use this form, or you can print it from ftc.gov/credit. For more information about free credit reports, see Your Access to Free Credit Reports at ftc.gov/credit.

Key Employment Provisions

The big picture is this: An employer must get your permission before asking for a report about you from a credit reporting company or any other company that provides background information. If you don’t give your okay, your application for employment may not get a second look. That’s up to you. But if you don’t get the job because of information in your report, the employer has some legal obligations: First, the employer must show you the report; second, the employer must tell you how to get your own copy. The report is free if you ask for it within 60 days of learning the bad news.

Here are more details about these provisions:

Notice and Authorization. Before an employer can ask for reports about you from any companies that provide them, it must tell you that it might use the information to make a decision. This notice is separate from other documents you get — like an application. An employer may not get a report about you for employment purposes without getting your permission or authorization first, usually in writing.

Pre-Adverse Action Procedures. If an employer might use information from a credit or other background report to take an “adverse action” — say, to deny your application for employment or a promotion, to terminate your employment or to reassign you — he must give you a copy of the report and a document called A Summary of Your Rights Under the Fair Credit Reporting Act before taking the adverse action. Read your report, and contact the company that issued it if you find inaccurate or incomplete information.

You also can explain any inaccurate or incomplete information to an employer, but that won’t fix errors in your report. To do that, you have to contact the company that issued the report and dispute the information. If an investigation reveals that a correction is warranted, the credit reporting company or other company providing background information must send an updated report to the employer if you ask them to. Even if the information is not corrected in time to benefit you with that particular employer, it’s a good idea to dispute inaccurate information so it can be corrected before your next job interview or assignment comes along.

Adverse Action Procedures. If an employer takes an adverse action against you based on information in a report, it must tell you — orally, in writing, or electronically. The notice to you must include:

• the name, address, and phone number of the company that supplied the credit report or background information;
• a statement that the company that supplied the information didn’t make the decision to take the adverse action and can’t give you any specific reasons for it; and
• a notice of your right to dispute the accuracy or completeness of any information in your report and to get an additional free report from the company that supplied the credit or other background information if you ask for it within 60 days.

Notice of Negative Public Records

If a company provides an employer with a report that has negative information about you gathered from public records — for example, tax liens, outstanding judgments, or criminal convictions — that company either has to tell you that it provided the information to the employer or it has to take special steps to make sure the information is accurate.

If you get a notice that a company has provided negative public record information to an employer, you may have a chance to correct or clarify it, which, in turn, may help you get or keep a job. For more information about this, see How to Dispute Credit Report Errors at ftc.gov/credit.

If Employers Don’t Comply with the FCRA

There are legal consequences for employers who don’t comply with the FCRA, whether they fail to get an applicant’s okay before getting a copy of their credit or other background report, fail to provide the appropriate disclosures in a timely way, or fail to provide adverse action notices to unsuccessful job applicants. If you think an employer has violated the FCRA, report it to the FTC, because the law allows the FTC, other federal agencies, and states to sue employers who don’t comply with the law’s provisions. The FCRA also allows people to sue employers in state or federal court for certain violations.

The FTC works to prevent fraudulent, deceptive and unfair business practices in the marketplace and to provide information to help consumers spot, stop and avoid them. To file a complaint or get free information on consumer issues, visit ftc.gov or call toll-free, 1-877-FTC-HELP (1-877-382-4357); TTY: 1-866-653-4261. Watch a video, How to File a Complaint, at ftc.gov/video to learn more. The FTC enters consumer complaints into the Consumer Sentinel Network, a secure online database and investigative tool used by hundreds of civil and criminal law enforcement agencies in the U.S. and abroad.

Why Should I Hire You? Here's why...

Sooner or later this question will come up during your interview. No need to not panic, says Amin Huffington, publisher of Dreamfedjob.com. "when I interview I always ask this question because I think it gives people the opportunity to tell me what they want to tell me, versus me asking a million questions." In today's economy is hard to land a job and you need to be on your game during the interview. We are all overworked, Huffington says, "when we are hiring, I am always looking for someone to solve problems and help us with the work load. I want someone that I know will put in extra effort, a quick learner, and I am also trying to find out what's special or different about you? or How are you different than all the other candidates who have applied for this position?"

Huffington says that answers like, "Because I need and want a job," are sympathetic, especially in this economy, but the bottom line here is, "What can YOU do for US?" If you say, "I'm a hard worker and really want to work for this company," it doesn't tell me what I want to hear." Huffington says. Some responses such as: "Because I'm a good fit for the position," are no better because they lack details. Likewise, the response: "I have what it takes to solve problems and do the job," falls short in the way of details. "Give specific examples of how your experience is relevant to the job," Huffington explains. "Customer service experience gained while waiting tables is often negated. Waiters deal with all kinds of people and situations while multi-tasking, working under pressure of short-term deadlines while keeping customers happy." This is no time to sound desperate, to talk excessively, restate every strength, get nervous, lose your cool, or to plead for the job.

Take a look at this example: "Because my academic qualifications meet your requirements. I love to work and also I just want to keep myself busy in work. And also for my growth I just have to update myself, I believe your organization will help me to update myself and I can reach your expectations." The first sentence fails to describe any specifics about the job requirements it claims to meet. Was there a particular class that give you an edge over another candidate? Which requirements are you talking about? The second and third sentences just get worse. This interviewee is interested in her personal growth and sounds like she wants the organization to help her update her skills. The response does not address what YOU can do for the company.

The more detail you give, the better your answer will be. Always keep in mind these interviewers are looking for competence, professionalism, enthusiasm, and likability in your answers. They are looking for chemistry while trying to envision you in their company. This is not a time to talk about what you want. Rather, it is a time to summarize your accomplishments and relate what makes you unique. The bottom line of this question is, "What can you do for this company?" There is a premise that most job seekers forget when it is time to interview, Huffington says, "a company will hire you because you know how to do the job better that someone else, or maybe you know more about the job than anyone else."

How do you demonstrate in the interview that YOU are the right person for the job? Preparation. Find out as much as you can about the job from the vacancy announcement. Study the responsibilities and requirements of the job. Some vacancies will actually include a need for someone with "hands-on" experience using a particular tool, software, etc. Today's employers have many choices, "they don't want to be bombarded with resumes from job seekers who do not qualify," Huffington says. Once you have a list of the job requirements, write a list next to it of the qualifications you have that fit those requirements.

Think of two or three key qualities you have to offer that match those the employer is seeking. Don't underestimate personal traits that make you unique; your energy, personality type, working style and people skills are all very relevant to any job.

From the list of requirements, match what you have to offer and merge the two into a summary statement. This is your sales pitch. It should be no more than two minutes long and should stress the traits that make you unique and a good match for the job. Separate yourself from the pack by recount that story of exactly how you worked 60-hour weeks, acquired new skills or did whatever it took to distinguish yourself and meet the challenge head on to successfully make the sale, save the project or rescue a client.  If you can put a dollar value on the result, your story will only be that much more dramatic.

Key points to remember:

• Talk directly about your greatest strengths and how it will bring value for the company;
• Stay cool, calm, and collected;
• Be careful to avoid clever retorts or comedic one-liners here;
• Differentiate yourself from your competitors;
• Confidence is everything minus 1. Smile, and be enthusiastic about yourself and passionate about working for the company;
• Don't memorize a speech. Keep your strengths and accomplishments in mind, but always give natural responses; and
• Your answer should be from 1 to 3 minutes.

Focus on the following points:

• Your skills
• Your knowledge about the company
• Your manageability
• Your affordability
• Whether you can go above and beyond your job description.

Template: “I believe you should hire me because, based on what we’ve talked about today, I am a strong fit for this position. You said you are looking for someone who is A, B, C, and D. Is that correct? (They will say yes) Great, so let me recap why I am a good fit for each of these.” Then do so.

After you have recapped why you are a good fit for A, B, C, and D, then close with a statement like, “Does this help you see why I think I am a good fit for this position and why you should hire me?” They should respond in the affirmative at this point.

Example 1: "From our conversations, it sounds as if you're looking for someone to come in and take charge immediately. It also sounds like you are experiencing problems with some of your database systems. With my seven years of experience working with financial databases, I have saved companies thousands of dollars by streamlining systems. My high energy and quick learning style enable me to hit the ground and size up problems rapidly. My colleagues would tell you I'm a team player who maintains a positive attitude and outlook. I have the ability to stay focused in stressful situations and can be counted on when the going gets tough. I'm confident I would be a great addition to your team."

Example 2: "With my eleven years working with production lines, I have saved companies millions of dollars by streamlining systems. My high energy and ability to quickly evaluate a situation enable me to go into a new plant and rapidly determine what needs to be changed. I am able to develop rapport and buy-in with plant managers and personnel, and have worked successfully with union representatives. From what I have learned about XYZ Company and its challenges with the plant in Mexico, and based on my past experiences and success, I strongly believe that I can make the desired changes and meet your production goals within the 6-month deadline."

Example 3: “My 3 years of solid experience in database development and my certifications will enable me to hit the ground running on my project from the day one. I can learn things quickly which will be an additional advantage. Above all, I am much interested in this position and confident enough to meet the challenges in this job.”

REMEMBER: You've already made it into the interview and even though it may seem like you're behind, you are actually a step ahead of the curve; you got picked for the interview!

The 5 Most Important Minutes of your Job Interview

Tell us a little about yourself... This response sets a nice tone for starting the interview.
Seems simple, right? It's not. Many quickly lose control of the interview during the most critical time- the first five minutes. "This is difficult because people tend to meander through their whole resumes and mention personal or irrelevant information in answering," says Dawn Chandler, professor of management at Cal Polytech's business arm. Jana Fallon, a VP of staffing and recruitment for Prudential, agrees. "Keep your answer to a minute or two at most. Cover four topics: early years, education, work history, and recent career experience. Emphasize this last subject. Remember that this is likely to be a warm-up question. Don't waste your best points on it. Keep to your professional career!

IF you've been in the working world for a few years, our recommended approach to answer this question is to talk about three things - education, where you've worked in the past, and some of your recent work experiences, leave the early years behind.

HINT : Talk about personal characteristics and skills that translate into career strengths. Talk about what youve done to prepare yourself to be the very best candidate for the position. Use an example or two to back it up. Then ask if they would like more details. If they do, keep giving them example after example of your background and experience. Always point back to an example when you have the opportunity.

In any other given situation, you wouldn't have a problem talking about yourself. But when this question comes up in an interview, you don't know where to begin and where to end, right? Relax... practice answering this question in front of friends or family. Consider preparing a personal branding statement that quickly describes who you are and what you can bring to the company. In fact, this statement can also double as the opening paragraph for your cover letter or resume's summary of qualifications.

Stay away from childhood history, jobs you've had twenty years ago, or your life story. They are really not interested on whether you're into sports, dance, personal likes and dislikes, or your opinion on the new season of American Idol. IF you are a recent grad then you can afford to cover your history in a more detail manner. Provide an answer that includes information about where you grew up, where you went to school, your initial work experience, additional education and special training, where you are now, and what you intend to do next. One of the most effective ways to prepare for this question is to develop a 60-second biographic sketch that emphasizes a pattern of interests, skills, and accomplishments. Focus your response around a common theme related to your major interests and skills. Take, for example, the following response, which emphasizes computers.

"I was born in Bluefield, Virginia and attended Graham High School. Ever since I was a teenager, I tinkered with computers. It was my hobby, my passion, and my way of learning. Like most kids I enjoyed computer games. When my mom gave me a computer as a reward for making honor roll my sophomore year, I mastered DOS, Windows, and WordPerfect within six months. I then went on to teach myself programming basics.

By the time I graduated high school, I knew I wanted to study programming. From that point on, everything fell into place. My life revolved around computing. By my junior year at Bluefield College, I decided I wanted to work for a major intetrated communications services company. That is why I had an internship last summer at IBM's professional work experience Center.

I now want to work for a major player so I can be at the forefront of breaking trends and new technology. When my college professor told me about his start in your company, I learned as much as I could about your company and applied for the job, which brought me here today. I am prepared to answer any questions you may have about my education and experience."

HINT : The Key to answering this question is to keep it short and sweet. Just a two or three-minute overview about yourself is enough.

Be prepared to anticipate the interviewer's greatest need, want, problem or goal. Start with your personality and tell why you are well qualified for the position before moving on to what you've done in school or your past work experiences. Then, wrap it up by saying why you've applied for the job and why you might be a suitable candidate for the role and the company. In the end, you can always ask the interviewee if he/she would like more details. Remember that the key to all successful interviewing is to match your qualifications to what the interviewer is looking for. In other words you must sell what the buyer is buying. This is the single most important strategy in job hunting.

What they really want to know is how you perceive your career, and steps you made to be where you are. The also use this opportunity to assess your poise, style of delivery and communication ability. Depending on the case, briefly talk about the teams you led before and your satisfaction of doing it, or how you've build your technical knowledge. Remember to stay focused and just share what's relevant for the interview that support your credentials.

Use these answers and rework them as if they were your own:

Answer 1: "I love to jump into projects with both feet. I like sitting in front of a computer or at my desk for hours at a time thinking about a problem, plotting out the solution, making the presentation. Ipad Application technology is my newest challenge."

Answer 2: "I graduated from the University of Virginia and since then, I have been working in Biochemistry and Molecular Genetics with an small firm where I have assisted in the creation of various patents for my clients. While I've enjoyed working on the agency side, I'm looking to expand my horizons and start doing research for corporate companies such as this one."

Answer 3: "I am a results-oriented sales manager with 10 years of progressive retail experience. My sales and management contributions to luxury boutiques and high end department stores have resulted in a 35% increase in sales for the past 3 years and a measurable boost in employee retention and morale in my department.

I believe that my strong organization and leadership abilities coupled with my talent to mentor and train sales professionals will serve your organization's mission and goals. I'd like to discuss how my exemplary customer service techniques and proven ability to shorten the sales cycle could be a valuable contribution to your organization."

HINT : Throughout the interview you will be asked numerous questions about your attitude and ability to do the job. Whenever possible, talk about your accomplishments in terms of what you did and the results of your actions for employers. Give examples of your effectiveness, which should include specific skills and statistics.

Understanding Employment Performance Appraisals

While it should be standard policy, not every company endeavors to reward proficient employees for their added efforts. Performance Appraisals are a vital facet of any organization and encourages employee loyalty as well as growth. Nothing is more empowering for an employee than to receive constructive feedback pertaining to the employee's individual performance.

While most employees don't like to be 'policed' it is an employer's responsibility to lead each individuals along a sustainable career path whilst employed by the group. Performance appraisals usually reward those for out-performing their employer's expectations as well as pinpoint problem areas. By facilitating performance reviews on an annual basis, an employer is able to assess an employee's strengths as well as their weaknesses.

By identifying areas where additional training and career development is required benefits both the employee and employer in a symbiotic manner. By assessing and appraising employee performance ensures that each party is aware of their role in the company as well as how their contributions are being assessed and monitored. Most employees are particularly intimidated by the idea of having a one-on-one with their employer detailing areas of excellence as well as weakness.

Performance reviews are in fact not something that you as an employee should fear. These provide the perfect opportunity to raise problems and queries with your employer. Over and above addressing problem area's as mentioned before, these are in fact positive feedback sessions ensuring that the employee and the employer are both on the same page.

The Purpose of Performance Appraisals.

While performance reviews are an all encompassing assessment of an employee's contribution, there are in essence three components' that motivate the facilitation of performance appraisals; individual evaluation of an employee's contribution, the facilitation of training and career development and organizational forecasting in response to the employees performance.

Employee Measurement and Reward.

Each employee is unique in the way that they perform. What works for one may not work for others. Performance reviews clearly define areas in which the employee excels and areas where they are weaker. By facilitating performance reviews, managers are able to measure individual contributions relevant to each employee's role. Whether the outcome indicates under performance or over performance by the employee, this is vital information to a manager in order to base promotions, salary increases and further company investment in a particular employee.

Training and Career Development.

Measuring employee's strengths and weaknesses makes further training and career development possible and uniquely refined. It is in the organizations best interests to ensure ongoing training and career development of each of their members of staff. Not only do performance reviews explain areas where training may be required but they too explain unique motivator's specific to each employee. Each individual is motivated by different resources. For some it is more money, others a display of company investment in their human resources and others are motivated by things completely unrelated to the company itself. Tapping into distinctive ways of keeping employees motivated ensures optimum productivity and empowers each employee and it is for this reason that performance reviews are of such vital importance.

Organizational Forecasting and Decision Making.

By facilitating performance reviews, businesses too are empowered. By understanding each individual that makes up a team, employers are able to plan and forecast career paths on a personal basis. By reviewing key performance areas of each employee, an employer is easily able to map a career growth plan for their employees and for the company as a whole. In order to make informed decisions pertaining to promotions and transfers, managers have a vested interest in ensuring the ongoing review of the staff that makes up the organization. This information is key to every manager as they have specific strategies in place that map out the overall success of an organization based on individual performance and dedication.

What does a Performance Appraisal Review?

While it is natural to assume that a performance appraisal appraises employee's performance, there is more to this than the obvious. Performance appraisals indicate unique factors that differentiate staff members from each other.

• Reliability - Performance appraisals indicate the reliability of staff and the level of dedication they have towards the organization. Consistency makes a good employee great! If a manager is assured of the consistent performance of an employee, they are assured of the consistent success of their organization. Your boss wants to know that he or she can leave you be and expect nothing but your undivided devotion to your tasks. By displaying a consistent positive performance in your roles and responsibilities shows where your loyalties lie and that you are a trusted member of the group.

• Differentiation - Your unique performance is a reflection of your individuality. As mentioned before, each employee is motivated and driven by different goals. Your individual display of outperforming colleagues and showing pride is what sets you aside from the mediocre employees. By reflecting your own pride in your work and your dedication to your role, differentiates you from the average employee.

• Lead by Example - By ceasing to impress during your performance reviews will indicate to your employer that you are committed to the cause of the business and have the ability to lead by example. Positive attitudes are infectious. The more of a positive culture an employee can instill in an organization, the better. By rewarding employees for their positivity as well as loyalty shows others that the employee-employer relationship is mutually beneficial and should be encouraged in all areas possible.

No amount of emphasis can be placed on the benefit of undergoing performance appraisals with your employer. Provided you have not been 'slacking' there is no reason to fear a performance appraisal and in fact employees should welcome the transparency that these instill. Communication is the key to the longevity of any long term relationship. Poor communication channels encourage insecurity and frustration for both an employer and an employee. Performance appraisals should rather be received by both parties as an opportunity to catch up with one another. In order for you to ensure a culture of consistent learning and career development, practice receiving constructive feedback and using this to your advantage in order to better your own situation and your current employment agreement.

Preparing for the Interview

A personal interview not only gives your potential employer an opportunity to evaluate you in depth and you a chance to sell yourself, but it also gives you the opportunity to learn much more about the employer and the agency for which he works. You want to be able to carry on a fairly intelligent conversation with your interviewer, even if he can't. By knowing what is expected of you and by undertaking a few simple preparations, you can make a more favorable impression and minimize any nervousness you may feel.

Interviewers will size you up in terms of the following qualities:

• Initial impression
• Fitness for the job
• Past job performance
• Maturity
• Analytic ability
• Judgment and prudence
• Appearance and manner
• Leadership
• Motivation
• Potential to grow in the job
• Ability to communicate
• Overall personality
• Initiative
• Mental alertness
• Self-confidence
• Compatibility with other staff

Some agencies maintain a standard rating form and use a point system to rate candidates. Prior to your interview, try to obtain a copy of the rating form from the Personnel Department so you can tell exactly on what qualities you will be evaluated.

This list of fundamental provisions you should take before you meet your interviewer will enhance your performance at the interview:

1. Be certain of the exact time and place of the interview. If you are uncertain how to get there, just ask. Write this information down and don't lose it. If you are really unsure of where the interview location is, check it out on a local street map or take a test drive there.
2. Arrive at the interview on time. There is no excuse for tardiness for a job interview. Innumerable jobs have been lost because the candidate was late for the interview. If it becomes obvious you are going to be more than five minutes late, call and let the interviewer's secretary know. Try to arrive about 15 minutes early.
3. Be sure to get the interviewer's name right - ask her secretary how to pronounce it if you are unsure of its pronunciation.
4. Learn all you can about your potential employer and the position for which you are applying. If you are applying for work in local government, you want to appear reasonably knowledgeable about the community. Drive around the city. Read its most recent comprehensive plan. Ask planners at the regional planning agency about it. Find out its population and socioeconomic composition. Find out what the employing agency actually does, how it functions, who it serves, its size and budget, current issues facing the agency, with whom you will work, who your boss will be, and why there is a vacancy.
   Obviously it may be impossible to learn all this information before an interview, especially if you are from out of town. You can get some of this information from booklets the local chamber of commerce distributes, and/or the web. See the directories of municipal officials which furnish census data and information on how local governments are organized. Many of them are available at horaries, especially municipal and university libraries.
   At least try to learn enough so your potential employer won't feel you are too much of an outsider to learn the vagaries of the community in which you would be working. And by all means try to learn all you can about the person or persons who will interview you and make the hiring decision so you can present the side of you which will appeal most to their sensibilities. It is possible that other people you know in your field may be able to tell you something about your interviewer and the jurisdiction for which he or she works.
5. Make a list of points you want to be sure to make in the interview at appropriate moments. You may have forgotten to make these points or facts about yourself at your last interview. Placing them firmly in mind before this interview should assure you don't forget them again. Even though you should never pull out such a list at the interview, the mere act of writing the list will help you remember the points.
   Many interviewers will ask you about your career goals. Whether or not you were once a Boy/Girl Scout, be prepared! Think this one out carefully because nearly every interviewer will hit you with this one.
6. Plan to bring several items to the interview. Believe it or not, some interviewers lose a candidate's resume and cover letter just before the interview. So be sure to bring a clean copy of each with you. If requested, bring letters of reference and work samples. Students may substitute excellent term papers or projects. Bring these materials in a folder or brief case and offer them only if asked or if they graphically illustrate a point. The interviewer's desk is probably cluttered enough as is.

Questions Interviewers Ask
Be prepared to answer the questions that inevitably surface in any job interview. According to the our employer surveys, most of the following questions about your education, work experience, career goals, and yourself tend to surface in virtually every job interview:

• Tell me about your educational background.
• Why did you choose to attend that particular college/university?
• What was your major, and why?
• Did you do the best you could in school? If not, why not?
• What subject did you enjoy most? ... the least? Why?
• If you started all over, what would you change about your schooling?
• Recent graduates are likely to also be asked:
• What was your grade point average? (The more work experience you have, the less likely this inquiry will be made.)
• Why were your grades so high? ... so low?
• What leadership positions did you hold?
• How did you finance your education?
• What were your major accomplishments in each of your former jobs?
• Why did you leave your last position? (If asked why you left any of former your jobs, give reasons that do not suggest you are a job shopper or jumper. Acceptable reasons include a return to school, better pay, new challenges, more responsibility, and a desire for a different type of work.)
• What job activities do you enjoy the most? ... the least?
• What did you like about your boss? ... dislike?
• If asked to name weaknesses, never say you don't have any. Turn a negative Into a positive with a response like, "I tend to get too wrapped up In my
• work and don't pay enough attention to my family. My wife has suggested, a couple of times, that I Join Workaholics Anonymous."
• Which of your jobs did you enjoy the most? Why? ... the least? Why?
• Have you ever been fired? Why?
• Why do you want to work for us?
• Why do you think you are qualified for this position?
• Why are you looking to change jobs?
• Why do you want to make a career change?
• Why should we want to hire you?
• How can you help us?
• What would you ideally like to do?
• What is the lowest pay you would take? (Always deflect this question.)
• How much do you think you are worth in this job?
• What do you want to be doing five years from now? (Working here with a promotion or two, obviously.)
• How much do you want to be making five years from now?
• What are your short-range and long-term career goals?
• If you could choose any job and agency, where would you work?
• What other types of jobs are you considering? ... other agencies?
• When would you be able to start?
• How do you feel about relocating, travel, and spending weekends or evenings in the office?
• What attracted you to our department?
• Tell me about yourself.
• What are you major strengths?
• What are your major weaknesses?
• What causes you to lose your temper?
• What do you do in your spare time? What are your hobbies?
• What types of books and magazines do you read?
• What role does your family play in your career?
• How well do you work under pressure? ... in meeting deadlines?
• Tell me about your management philosophy?
• How much initiative do you take?
• What types of people do you prefer working for and with?
• How (creative, tactful, analytical, etc.) are you?
• If you could change your life, what would you do differently?
• Who are your references? (Have a printed list with names, addresses, and phone numbers to submit.)
• How would you respond to a question from a reporter about the plan commission's decision to override your recommendation? An increasing number of public sector employers are concerned with employees speaking to the press, especially on controversial issues. In developing your answer, keep in mind that when working for government, the public is your actual client and the public is represented by the people it has elected. Once the public's elected representatives, or appointed representatives such as plan commissioners, make a decision, you should not publicly criticize it, or criticize it on the record to a reporter, even if it runs counter to every sound principle of government.

Handling Illegal Questions
Unfortunately, despite great strides over the past decade, illegal questions continue to pop up in job interviews, even for government work. Sexism, in particular, is alive and well in the hearts and souls of many job interviewers. While equal employment legislation makes it illegal to ask certain questions during an interview, some interviewers ask them anyway. If you are prepared, you can fend them off effectively and still score points with the interviewer.

If the questions don't get asked, you've got no problem. Illegal or inappropriate questions include:

• What's your marital status?
• How old are you?
• Do you go to church regularly?
• What is your religion?
• Do you have many debts?
• Do you own or rent your home?
• What social and political organizations do you belong to? Be wary if the interviewer steers the conversation to politics. Do not be evasive, but temper your remarks to camouflage radical or extremist views. Keep in mind that in some communities a traditionally ''liberal'' viewpoint is considered "radical." Your political views are really nobody's business but your own. But don't say that in an interview unless you have found an inoffensive way to express that view.
• Try to say no more than is necessary to answer the interviewer's broad line of questioning about politics.
• What does your spouse think about your career?
• Are you living with anyone?
• Are you practicing birth control?
• Were you ever arrested?
• How much insurance do you carry?
• How much do you weigh?
• How tall are you?

If an interviewer spouts one of these illegal questions, don't go crazy and shout "That question is illegal and I ain't gonna answer it!" You may be right, but this sort of reaction does not display any tact on your part, which may be what the interviewer is testing, although tactlessly. We suggest the use of humor. In response to the question of whether you are on the pill, you could respond, "Sure, I take three pills everyday, vitamins A, B, and C, and thanks to them I haven't missed a day of work in three years."

Sometimes humor is not as appropriate. Asked if you are divorced, you might respond, "I was just wondering if you could first explain what bearing being divorced could have on someone's ability to perform this job?"

As you might have guessed by now, women are the main targets of these unjustifiable questions. But if you're prepared, you can neutralize them. For example, some interviewers will ask women with small children, ''What if the kids get sick?" A sound response to this question goes along the lines of, "I have arranged for contingency plans. I have a sitter on standby, or my husband can take a vacation day." This sort of answer indicates to your potential employer that you are a professional (not that you should have to prove your professionalism just because you're a woman, but some sexists never learn) and that you've anticipated the problem.

Married women with a family often get asked, "How can you travel?" An interviewer is trying to find out if the employer will have to pay for the woman's other responsibilities. An employer may be wondering if she is going to put her family before her job. A good answer would be, "Of course I can travel if it's important to my job. I'd be happy to do it. All I have to do is make the proper arrangements."

If an interviewer learns that your spouse works for a company that likes to move its employees around every three or four years, he may ask, "What are your plans if your spouse receives orders to relocate?" That's actually a reasonable question to ask of either partner in a two-income household, but for some mysterious reason it is rarely asked of the husband. A good answer is to say, "My husband and I have discussed this issue and we've decided that my work is important for my professional growth and we will work out a plan when and if that time comes."

Once a woman has been working for an employer for a while and has proven her worth, she'll have a better bargaining position if spousal relocation threatens her job. Try to decide how you will handle illegal or inappropriate questions before you go to an interview. With a little preparation, you can turn a negative into a positive when such questions are posed. Your answers to such questions could turn out to be your strongest and most effective weapon of the whole interview.

Questions You Should Ask
Prepare questions before you go to the interview so you won't be speechless when the interviewer asks you if you have any questions. You may want to ask about the nature of the job and agency, opportunities to exercise initiative and innovation, chances for advancement, and status of the agency. Save questions about fringe benetits (health insurance, leave time, conference attendance) and salary for the· end of the interview. As explained later in this chapter, you are best off if the interviewer raises these issues.

Dreamfedjob suggest that you be prepared to ask the following questions if the interviewer has not already answered them:

• What duties and responsibilities does this position involve?
• Where does this position tit into the organization?
• Is this a new position?
• What would be the ideal person for this position? Skills required? Background? Personality? Working style?
• With whom would I work in this job?
• Can you tell me something about these people? Their strengths, weaknesses, performance expectations?
• What am I expected to accomplish during the tirst year?
• How will I be evaluated?
• On what performance criteria are promotions and raises based?

Good luck!!!!!!!!!!!!!!!!