ACC Job Networking Help and Support
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Thank you to panel
Our employer panel was terrific on Wednesday night. I so appreciate their willingness to give their personal time to our group. The panel consisted of Debbie Staats, HR Manager at Amcor Sunclipse NA; Marian Cotten, HR Manager at Avnet; and Chris Aulerich of Brady-Aulerich & Associates.
The panelists talked about the traits their companies look for in candidates, how to dress, how to present oneself, what not to do. They also gave advice about resumes and handling difficult questions.
Perhaps the most important discussion involved the use of panel interviews and behavioral interviews. Regarding behavioral interviews, companies are using them to a far greater degree than before. One of the companies uses behavioral interviewing to measure up to 66 competencies.
The purpose of behavioral interviewing is to assess employee's experience in many situations. It is important to be ready to answer questions that will show prior success or failure at a particular task, what was learned from the occasion, what a candidate would do differently in the future, etc. Employers feel that past performance is an indicator of future behavior and behavioral interviewing helps to assess that.
I urge everyone to reflect on areas in which they have shown: leadership, integrity, initiative, problem solving, creative thinking, teamwork, goal setting, and other areas like that. Write down examples, memorize the details. You will be more prepared than those who don't and you will fare better in an interview.
Also, be sure to have a one-minute commercial or elevator speech that will succinctly tell an employer why they should hire you.
Debbie didn't mention at the meeting due to time restraints but wanted me to tell people when she experienced being laid off, she networked fulltime to find a new position. She created an Excel spreadsheet and tracked every contact made in her search.
Thank you again to our terrific panelists. I want to thank our program participants as well for their participation and eagerness to learn.
The panelists talked about the traits their companies look for in candidates, how to dress, how to present oneself, what not to do. They also gave advice about resumes and handling difficult questions.
Perhaps the most important discussion involved the use of panel interviews and behavioral interviews. Regarding behavioral interviews, companies are using them to a far greater degree than before. One of the companies uses behavioral interviewing to measure up to 66 competencies.
The purpose of behavioral interviewing is to assess employee's experience in many situations. It is important to be ready to answer questions that will show prior success or failure at a particular task, what was learned from the occasion, what a candidate would do differently in the future, etc. Employers feel that past performance is an indicator of future behavior and behavioral interviewing helps to assess that.
I urge everyone to reflect on areas in which they have shown: leadership, integrity, initiative, problem solving, creative thinking, teamwork, goal setting, and other areas like that. Write down examples, memorize the details. You will be more prepared than those who don't and you will fare better in an interview.
Also, be sure to have a one-minute commercial or elevator speech that will succinctly tell an employer why they should hire you.
Debbie didn't mention at the meeting due to time restraints but wanted me to tell people when she experienced being laid off, she networked fulltime to find a new position. She created an Excel spreadsheet and tracked every contact made in her search.
Thank you again to our terrific panelists. I want to thank our program participants as well for their participation and eagerness to learn.
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