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During the Graduate Programme you will be closely mentored and guided so that you have every opportunity to develop technically, professionally and personally....
During the Graduate Programme you will be closely mentored and guided so that you have every opportunity to develop technically, professionally and personally....
We recruit graduates in the following areas:. A leading graduate employer Our newly designed Global GraduateProgramme provides an accelerated path to...
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A professional mechanic needed immediately start in Dublin south Areas .and you have to have idea of car Diagnostic ..may be a bit of panel beating & spray....
Most interviews today are competency based interviews. It is a phrase that can be confusing. A competency is simply an important skill or attribute that is required to do a job effectively. In every job there are specific skills and attributes that the person in that job needs to have in order to be successful in that role. For example, if the job is working in a call centre handling customer service queries, one of the competencies required will be good communication skills.
Companies know the competencies they are seeking in candidates and most of the time the five or six competencies they have identified will be listed in the job description. Competencies that frequently appear in job descriptions include: Communication skills, leadership skills, being a team player and organisational skills.
Let’s take a closer look at these 4 common competencies with examples of questions interviewers can ask to assess your skill, knowledge, experience and judgement in each area.
Common competencies & examples of questions used to assess them
Communication skills
Communication skills is a broad competency and depending on the role emphasis will be placed on different aspects of it, for example, written communication, presentation skills, listening skills. If written communication (e.g. report writing) is an integral part of the job, it will probably be assessed separately. Similarly, if presentation skills are a key competency, you would usually be asked to deliver a presentation as part of the recruitment process.
Communication skills, especially verbal communication is somewhat unique because in many ways it is assessed during the actual process of the interview. So, in addition to your ‘live’ demonstration of your communication skills, here are some questions interviewers can pose.
Tell us about a situation where your communication skills made a positive difference to a situation.
Describe a situation where you had to give someone news they didn’t want to hear.
Explain how you would go about dealing with a difficult customer.
Talk us through a time when you felt your communication skills let you down and what did you learn from that experience?
Have you ever dealt with people who were unresponsive or reluctant to listen? How did you deal with them?
Tell us about a time when your listening skills helped resolve a situation.
Leadership
Leadership is another broad competency. For more senior positions it will often be divided into several competencies like strategic thinking, vision and execution. In general terms, qualities that are sought under the heading of leadership include being proactive, setting standards, being a role model, and managing change. It can overlap with other competencies like influencing skills, managing conflict and motivating others.
Tell us about a time when you made a positive contribution to a team.
Talk us through how you approach managing change in an organisation.
Give us an example of how you inspired or motivated a team to improve their performance.
Describe a situation where you achieved your outcomes by getting a team to support you?
How do you approach people who show resistance to your leadership?
How would you describe your leadership style?
What has been your greatest lesson in leadership?
Team player
This is another common competency because practically all roles today involve working co-operatively with others.
Give us an example of how you helped a team you were part of achieve a goal.
Describe a situation where you worked effectively as part of a team.
In the past how have you approached dealing with conflict within a team?
Were you ever part of a dysfunctional team? What did you learn from that experience?
What were some common problems or challenges you have experienced in teams and how are they best resolved?
What do you enjoy most about being part of a team?
Organisational skills
Skills and qualities assessed within this competency include an ability to prioritise and manage workflow, meet deadlines, achieve results, plan courses of action and an ability to approach situations in a logical and orderly way.
Tell us about how you organise your working day.
How do you determine your priorities?
Tell us about a time you had to react to an unforeseen situation at work.
Give us an example of how you have managed your time effectively in the past.
Talk us through a situation where you had to deviate from a plan to achieve a particular result.
Take us through the steps you have taken in the past to get a project up and running.
“Always be yourself, express yourself, have faith in yourself. Do not go out and look for a successful personality and duplicate it.” - Bruce Lee
Our personality is made up of a combination of characteristics or qualities that make us who we are. These characteristics control our emotions, thoughts, feelings, actions, attitude and behaviour and personality theorists refer to them as personality traits. It’s these traits that make us interesting and unique and they remain mostly consistent throughout our lives.
Research has shown that different personality types tend to have distinct preferences in their choice of careers. In this article you can check out your personality type and use the information to steer your career direction. Good luck!
What your personality means for your career
The greater your self-awareness the more likely it is that you will make better career and life choices and feel more content because you will be living your life authentically. This is why it is important to learn more about your personality and come to a better understanding of your likes and dislikes, your strengths and weaknesses.
Self-assessment tools can be useful in helping you to develop your self-awareness and can play a great role in helping you to make important decisions about your next career move.
What is your personality type?
Understanding your personality type can be determined by engaging in a scientific approach using online self-assessments or having a psychologist analyse you. If you choose either of these options you will find that the personality assessment is quite straightforward – you simply answer a series of questions about your likes, dislikes and aspirations. At the end of the assessment you receive a report detailing your personality type.
Another way of determining your personality type is to just take a long and deep look at yourself. Asking questions is a great way of discovering who you are and what you are. The questions you asked yourself in the previous workouts along with the forthcoming workouts will assist you in discovering more about your personality.
Play to your strengths
“My best friend is the one that brings out the best in me.” – Henry Ford
Work is much more enjoyable when you’re doing something you enjoy and you’re good at, so take some time to think about your key strengths, skills, experiences, knowledge and interests.
Here are some questions to ponder and jot down your answers…
Tip: Your response to some of these questions may appear to be the same and that’s perfectly ok. Go with the flow, get your creative juices working and see where it takes you and if any themes appear.
Capture your strength
What are my strengths in and outside of work?
What do I really enjoy doing?
What are my favourite skills?
What do I do best? What am I good at?
What are 3-6 of my strongest skills or competencies?
What have been my greatest personal and work achievements?
What do other people say I'm good at?
What awards and certificates have I received?
What have I been recognised for inside and outside of work?
What type of activity or environment attracts me?
In a next step, you can take a look at your answers and make a list of any skills, interests, attributes that keep cropping up and stand out.
Now consider if your list of strengths can be clustered into themes and make notes.
You may have strengths that you recognise in yourself or others recognise in you but this doesn't necessarily mean you want to use those strengths in your next career move.
So, now is the time to review your answers and make a note of those strengths you would like to make use of in your next role.
Tip: this is about you so be honest and don’t be influenced by other people who think you should do something because you are good at it.
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More and more organisations are using the so called Assessment Centres to recruit new employees. Research has shown employers that using an interview alone is not the most reliable way to make the best hiring decisions. This is why they are using additional tools such as ability tests and personality profiles, job related exercises with group interaction, presentation-making and so on, to ensure that they have a fully rounded view of a potential new recruit.In this article career coach Sally Walker outlines what you can expect from and how to prepare for Assessment Centres. Good luck!
What to expect
Assessment Centres typically involve a number of elements:
Social/informal events: where you will meet a number of people, including other candidates, the assessors, potentially future peers from the company, the wider staff and management team.
Information sessions: these provide more detail about the organisation and the roles available.
Tests and exercises: designed to reveal your ability and potential. See below for a comprehensive list.
An assessment centre is likely to consist of a number of tests and activities that are designed to assess the competency areas that are essential to perform effectively in the job. These activities include: Psychometric tests, personality questionnaires, group and written exercises, in-tray / e-tray exercises, presentations (made by candidate), role plays and interviews.
How to prepare
You have been advised by letter, email or phone call that you are invited to attend a company’s forthcoming assessment centre. Great news which means that the hard work you put into developing your CV has paid off! To prepare as fully as possible do not be afraid to ask the organisation for the following information.
Use this as a checklist and call the company to gather any missing details:
Date, start, finish times and location
Detail about which exercises and tests will be included in the assessment centre. Ask for names of specific tests that will be used. If you are asked to prepare a presentation make sure you know what medium you are expected to use and the available technology
The nature of the interview – type of questions that will be asked and the format used
Who will interview you, by name and position
Competency or skills profile and/or a job description against which you will be measured
If you will be given a tour of the company
Confirm to the company as a courtesy that you can attend and take the invitation letter with you on the Assessment day in case of any mistake.
Research the company and industry comprehensively
You must demonstrate to the hiring organisation that you have made significant efforts to research the company and industry comprehensively. The company running the assessment centre needs to feel that you particularly want to work for them. Equally, you need to use your research to help establish whether this is the right organisation for you to join or not. You can fill in gaps of information whilst you are attending the assessment centre, by asking appropriate questions.
Prepare questions you want to ask at the Assessment Centre
Furthermore, you should prepare questions you want to ask at the Assessment Centre. These may give you an opportunity to demonstrate the amount of research you have carried out, for example by mentioning a business article you have read about the company and asking about a particular new strategy or development of a product.
Review why you are a right match for the job and organisation
If you want this job then you need to differentiate yourself from other applicants by preparing as fully as possible. Review your original CV against the competency profile or job description that the company has provided you with.
Ask yourself the following questions:
What qualifications, experience, knowledge, and skills do I possess that match what this company is looking for?
Which achievements of mine fit with what I know about the position?
Create a list of examples of achievements that demonstrate the particular set of skills the company is recruiting for. It is important to make these examples as specific as possible so include quantifiable numbers wherever possible. During the assessment centre these examples will be probed in depth so make sure you have a list of detailed, chronologically ordered actions that you took to resolve the problem. Reflect on how you would have handled the situation with hindsight, or what the key learnings from this problem have been. Recruiters are very keen to see that you have a high degree of self-awareness and self-reflection.
This article is based on the free eBook “Setting Your Vision And Defining Your Goals”When asked to define ‘vision’, the first thing many say is the act of seeing with ones’ eyes. While sight can play an important role in creating a vision statement, one must become more introspective for a deeper understanding of the type of vision being explored here: a prophetic vision or the power of anticipating what may come.
People are commonly influenced by more than one type of vision throughout their lives. For instance, a person may have a personal vision statement, a corporate mission statement, and a vision statement pertaining to one aspect of his/her life (volunteering, parenting, faith, etc.).
Personal vision and corporate mission statements are similar in that they represent a future picture of you, your business or the company you work for. Setting the framework for future planning and goal setting, vision and mission statements answer the following questions respectively: What do I want and where are we going?
Whether personal or corporate, vision/mission statements are created to help articulate dreams and aspirations. Using your imagination without limitation will help capture your inner passion.
Let’s get started!
Developing a Vision
When developing a vision statement, focus on the future in a positive and inspirational way while keeping the statement simple and easy to remember.
For a personal vision statement, reflect on strengths and talents when asking yourself the following questions:
Why am I special?
What makes me happy?
What do I love about me?
What am I best at?
Where do I excel?
For a corporate mission statement, ask your team the questions above and include the following:
Why do we exist?
What is our purpose?
Vision and mission statements set the framework for future planning and goal setting by describing the future in present and powerful terms. Whether for yourself or your company, the statement should be…
…written in present tense.
…positive.
…aligned with your core values.
…specific and include action.
Microsoft’s mission statement went public in 1980 when Bill Gates pronounced, “We will put a computer on every desk and in every home.” On the verge of a technological revolution, most people underestimated Gates’ vision. His statement was a glimpse of what he imaged the future could be. Today, nearly every household, business and school operates using a computer.
Many more examples like the one above exist to inspire and guide your efforts. Spend time researching successful people and companies to see what influences their success and take note. Every success story started with a vision.
Defining and Understanding Wants
People are eager to talk about what they want… more money, more time, more flexibility. Developing your vision statement includes identifying what you want and, just as importantly, discovering what you don’t want from life.
When writing your statement, consider the following to help you define exactly what you want.
What do I want more of in my life?
What do I want less of in my life?
If money were no object, what would my career look like?
What relationships do I need to nurture? Let go of?
What is my relationship to money?
The dream I never mention because it’s too big to think about is …
What are my fears?
What must occur during my lifetime to call my existence well lived with few or no regrets?
What would bring more joy into my life?
What am I grateful for?
As you reflect on answers to the above, review your core values. Are the things you want in alignment with the values originally chosen?
Make Your Vision a Reality
Ensure your vision statement represents you. If you discover that what you want fails to align with your original core values, start over. What you want must be fully aligned with your core values in order to live in harmony with your vision statement.
After refining your statement, follow the suggestions below to help make your vision a reality.
Measurements
Define and develop measurements for success. Visions typically include ambitious ideas so organizing your thoughts will help to manage the tasks at hand. Break your vision into bite sized goals and celebrate each triumph leading you towards achievement of the bigger vision.
Accountability
Find someone you trust to serve as an accountability partner. A partner will be honest and unbiased when questioning the systems developed to measure success. Together, you and your accountability partner will identify potential roadblocks and develop a plan to guide you when challenges arise. Finally, your partner will remind you to celebrate the victories while keeping you mindful of the bigger vision.
Planning
What do bite-sized pieces of your vision look like? In what order does each step need to be complete? Outline an action plan with small steps that must be accomplished in order for the bigger vision to be realized.
Rewards
A reward system can keep you on track and give your accountability partner another tool to guide you on your journey. For instance, if health is a core value and your goal is to lose 100 pounds, perhaps you establish a mini reward of a manicure for each 10 pounds you lose. When you reach your entire weight loss goal, then you might reward yourself with a vacation or a spa weekend.
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Sample list of colleges, our clients have attended.
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Strategic Management
We are very proud to deliver the only short course on strategic management available in Ireland.
This course has been designed to be delivered in house and is specifically tailored for the Irish multi national IDA high value manufacturing and services sector.
The programme is delivered over 20 hours as an integrated format over modules decided by the client.
Strategy only works when everyone is on the same page and for this reason we offer this programme for each management forum to take advantage of this unique opportunity.
It is fundamental knowledge that companies that have a strong foundation and understanding of strategy and how it shapes future sustainable success are the business units that achieve prolonged success
within the greater company structure. Simply put, the business unit that talks the language of the CEO attracts the greatest interest and capital input.
Success is always built on strategy. See a sample of our strategic training work.
More and more organisations are using the so called Assessment Centres to recruit new employees. Research has shown employers that using an interview alone is not the most reliable way to make the best hiring decisions. This is why they are using additional tools such as ability tests and personality profiles, job related exercises with group interaction, presentation-making and so on, to ensure that they have a fully rounded view of a potential new recruit.
