Public Administration’s Post

🔑 What key qualities should you highlight in a financial services interview? 🌟 Highlighting technical proficiency and analytical skills can set you apart. Employers look for candidates who can navigate complex financial data with ease. 🗣️ Communication is key. The ability to explain complex concepts to non-specialists in a clear and concise manner is invaluable. 🔍 Don't forget to emphasise your integrity and ethical standards. Trust and transparency are crucial in financial services. 💹 Adaptability to rapidly changing markets and regulatory environments shows you're ready to tackle challenges head-on. What's your take? Drop a comment and let's discuss! #InterviewTips #JobSearch

Reposting, for those who may not have seen this the first time. :) As some of you know, I am a PhD candidate from Daniels College of Business at the University of Denver. I’m posting to recruit participants for a research study I am conducting. This is a study about business leaders’ decisions related to company policies that could impact employees who are survivors of intimate partner abuse. You’re eligible to be in this study if you are an owner or executive of a business that employs between 10 and 99 employees. If you decide to participate in this study, you will complete a 5-minute pre-interview questionnaire, and you will be interviewed online (via Zoom) for approximately 60 minutes. I would like to audio/video record your interview, and then I will transcribe the interview and use the information to better understand how business leaders make company policy decisions. Remember, this is completely voluntary. You can choose to be in the study or not. If you’d like to participate, please email me at marilyn.brock@du.edu, and we can go ahead and schedule a time for me to meet with you to give you more information. If you have more questions about this process, or if you need to contact me about participation, I may be reached at marilyn.brock@du.edu. Also, if you would like to discuss this with my Faculty Sponsor, her name is Sung Soo Kim, and she may be reached at sungsoo.kim@du.edu. Thank you so much.

I agree! I advise coaching clients to use their interview time well. When you get asked "do you have any questions for us?" you want to ask thoughtful, insightful questions. The article recommends interviewers prepare themselves to answer these questions, adding: “For example, candidates often ask about company culture, the history of the position, and the career trajectories of past employees. Be ready to cite specific examples.” Remember, an interview is an opportunity for the org to learn about the candidate — but it's equally an opportunity for the candidate to learn about the org.

Common interview question - "Tell me about a difficult situation you had to overcome in the past six months." This question assesses the candidate's reasoning ability, problem-solving skills, judgment, and possibly even willingness to take thoughtful risks. A good answer shows you can make a difficult analytical or reasoning-based decision -- for example, going through tons of data to resolve the best solution to a problem. A great answer demonstrates you can make a complex interpersonal decision or, even better, a tough data-driven decision that includes interpersonal concerns and results. Making decisions based on data is crucial, but nearly every decision affects people. The best candidates instinctively consider all sides of a situation, not just the business or human aspects. Check out our job board - https://buff.ly/42WBwfm

Webinar Alert: Believable? Not Believable? Tips for Effectively Assessing Credibility Investigations are not easy: preparing for interviews, reviewing evidence, and assessing credibility. You find some witnesses believable. Whew. Two interviews later and now you're wondering if those other witnesses were actually credible. And, then there is the situation where there are no firsthand witnesses. Oy. Sometimes the facts and credibility of the complainant, subject, and witnesses are clear, but often the investigator finds it’s a close call as to who is more credible or finds that everyone interviewed is credible. Giving up and saying ‘inconclusive’ is not an option. Credibility assessments are imperative in helping the investigator determine which testimony and evidence are more credible and to make sound findings. Join me on April 17 at 1:00 pm ET for a free webinar hosted by the fabulous folks at HR Acuity to learn how to assess credibility when there is no eyewitness testimony. During this session, attendees will: -Learn about the various factors used in making credibility determinations. -Understand how to analyze testimony to assess credibility. -Gain tips on asking insightful and probing questions to determine a witness’s credibility. Employers must be able to rely on findings based on credibility assessments to support their employment decisions. Register today. https://lnkd.in/gF7NEFRY

🎯 The Top 3 "What Are Your Weaknesses?" Answers I've Heard in 15 Years of Interviews As someone who has interviewed thousands of candidates over the past 15 years, I've encountered a wide range of responses to the classic Q.:"What are your weaknesses?". It's a pivotal moment that can make even the most confident candidates hesitate or overly rehearsed! Yet, some answers have become so familiar that they're almost expected (or can bore your interviewer!). Here are the top 3 responses that keep making the rounds: 🌟 "I'm a Perfectionist" - The go-to response that attempts to flip a strength into a weakness. But is it as clever as it seems? 💼 "I Work Too Hard" - Aimed to demonstrate unwavering dedication, this answer might actually suggest a risk of burnout and imbalance. ⏰ "I Struggle with Time Management" - An honest acknowledgement for many, but its commonality dilutes its impact. It's vital to highlight a unique weakness and your strategy for improvement. These responses have turned into clichés (Unless they really are true for you). Are you eager to truly differentiate yourself? Well, maybe it's time to embrace authenticity and show how you're actively converting weaknesses into strengths. For more in-depth insights and tips on crafting answers that will make you memorable for all the right reasons, visit my blog. Let's turn those interview hurdles into stepping stones! 👉 Visit My Blog for More Tips: https://lnkd.in/eZvWS2pR https://lnkd.in/ey42iF39

Webinar Alert: Believable? Not Believable? Tips for Effectively Assessing Credibility Investigations are not easy: preparing for interviews, reviewing evidence, and assessing credibility. You find some witnesses believable. Whew. Two interviews later and now you're wondering if those other witnesses were actually credible. And, then there is the situation where there are no firsthand witnesses. Oy. Sometimes the facts and credibility of the complainant, subject, and witnesses are clear, but often the investigator finds it’s a close call as to who is more credible or finds that everyone interviewed is credible. Giving up and saying ‘inconclusive’ is not an option. Credibility assessments are imperative in helping the investigator determine which testimony and evidence are more credible and to make sound findings. Join me on April 17 at 1:00 pm ET for a free webinar hosted by the fabulous folks at HR Acuity to learn how to assess credibility when there is no eyewitness testimony. During this session, attendees will: -Learn about the various factors used in making credibility determinations. -Understand how to analyze testimony to assess credibility. -Gain tips on asking insightful and probing questions to determine a witness’s credibility. Employers must be able to rely on findings based on credibility assessments to support their employment decisions. Register today. New registration link: https://lnkd.in/gF7NEFRY

Grateful for the opportunity to share insights on answering the "tell me about a time you failed" interview question with Jeff Rumage at Built In. Jeff Rumage provides some great tips in the article. Check out the full piece below!

Ace your next interview with these expert tips! From preparation to follow-up, boost your confidence and land your dream job. 🚀 Read More: https://lnkd.in/gqRt3F_h

Interview tip on handling silence. Wait five to second seconds after asking your question, and let the candidate have a little time to think about the answer. Read more 👉 https://lttr.ai/AS13l #TomSorensen #NPAworldwide #ExecutiveRecruitment #ExecutiveSearch