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Секретарь и его полномочия

Автор:   •  Май 27, 2019  •  Реферат  •  1,274 Слов (6 Страниц)  •  13 Просмотры

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Have you ever thought about why a job search turns into a record number for some and a tedious hopelessly long marathon for others? Surely among your relatives or friends there are those and others. And if career success can be easily explained by the presence of lucrative acquaintances, "tough relatives" or just luck, then the fruitless attempts to get a job are depressing and cause deep bewilderment. It would seem that all people are good: they have higher education and work experience, and after sending a resume, they call from companies, are invited to an interview ... But after interviews, they don’t take a job ... So what’s the reason for the next refusal? What are the typical mistakes made by job seekers? Interviewing is one of the most common methods of personnel selection and evaluation. With seeming external simplicity of application, it is one of the most labor-intensive processes, requiring the mandatory training of the employee conducting it.

The main purpose of the interview is to obtain information that will allow:

1. assess how suitable this candidate is for the intended position (that is, to assess the professional suitability of the applicant (his professional knowledge and skills, business, individual psychological and psycho-physiological qualities)

2. to determine how this candidate stands out from all those who applied for the vacancy (which qualities and skills prevail, and which, on the contrary, need further development

3. How important are these qualities for a vacant position

4. Is it possible to hire an employee with further growth?

5. Will the vacant position be a “step forward” for the applicant or will he “outgrow” the proposed position long ago)

 6. to establish whether the information provided by the candidate is reliable (meaning only the initial assessment of the reliability of the information).

Recently, more and more attention has been paid not only to determining whether a candidate meets the required qualifications, but also to find out how the new person will “fit” into the organization’s corporate culture, whether he can accept the principles and norms of behavior in the organization.

        Imagine a situation: (the story goes and the teacher sketches the scheme in parallel) graduates of the law school want to get a job. If we consider them from the point of view of professional preparedness, then they are all equal, they stand at the zero level (they did not work before, they studied at the full-time department). As we see, in professionalism, all are approximately equal, the difference between the candidates is only in their personal characteristics, which consist of their appearance and their inner world. A stranger contemplates you externally, so it’s important how you look to the employer. Recall the common phrase: "Meet on clothes, escorted by the mind"

1. Appearance

How do you think the candidate should be dressed ?! As usual, we present a standard set of clothes for a business person, but we need to emphasize that you need to adapt your appearance to the tone adopted by the company. For example. A business suit will be out of place if you are going to the society of artists. Based on the example, we can conclude that the appearance becomes the first visual factor that influences the impression of you. Clothing should not be too bright, so as not to distract from an objective assessment of his personality. There should be no frills, negligence. Candidates should not abandon their personal style.

Not allowed: jewelry, badges promoting political candidates or a particular idea. If you smoke or use large quantities of coffee, bring refreshing mint tablets with you.

[pic 1] [pic 2]

2. Facial expressions and gestures
The first impression depends on your appearance; The next point you should pay attention to is how you will appear in the office and how you will greet the interviewer. For example, a handshake should be confident, strong. Please note that many interviewers tend to pay considerable attention to non-verbal signs: postures, gestures, facial expressions, eye movements. For evidence, you can give specific numbers (the percentage of the influence of gestures and facial expressions on the success of the conversation).
55% of success provides the face of the interlocutor;
38% of success is determined by the way you talk;
7% of success depends on the content of what he says.

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        Вы когда-нибудь задумывались над тем, почему поиск работы превращается в рекордную стометровку для одних и в утомительный безнадежно длинный марафон для других? Наверняка среди ваших родственников или знакомых есть и те и другие. И если карьерные успехи можно легко объяснить наличием выгодных знакомств, "крутых родственников" или просто везением, то безрезультатные попытки устроиться на работу удручают и вызывают глубокое недоумение. Казалось бы, всем человек хорош: и образование высшее, и опыт работы есть, и после рассылки резюме звонят из компаний, приглашают на собеседование... Только вот после собеседований на работу не берут... Так в чем же причина очередного отказа? Какие типичные ошибки допускают соискатели на собеседовании?. Собеседование является одним из наиболее распространенных методов отбора и оценки персонала. При кажущейся внешней простоте применения оно является одним из самых трудоемких процессов, требующим обязательной подготовки проводящего его сотрудника.


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