What do you look for when interviewing a recent college graduate?
Do you look for character traits, internships, GPA? What do you choose to invest?
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- Pascal Ho Ba Dam1317834742
I mainly check 3 things:
1- MASTER OF UNIVERSE: Does he see himself/herself as a master of the universe because he has been successfully getting a top degree. Is he ready to start at the bottom of the pyramid (the japanese way). I sometimes ask if he would work for free to learn the job and for how long? Master of the Universe "deserve" a minimum of xxx$/month... without knowing anything about your company and business
2- OWN DECISION MAKING: How he makes his decision? what he is looking for? Does he apply out of personal search or out of a process of sending resume everywhere? Is he pushed by friend, family, ear-say? Does he know what he wants to do of his future, does he has a role model? How he learns books or TV?
3- HOW MONEY IS IMPORTANT? What is his relation to money? has he had to pay for his studies, his current apartment, how long he has been unemployed and who pays for his lifestyle? Is he ready to work for the lesson -lower pay to get a new skill, in other words, ready to invest in his training.I still struggle recruiting good junior consultants though...
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- hZWZmZdpmWmdnJeExaBkb-GkoGOYcFLJpMWoq4DHo5ifmatXc6xsm2pTcdGrrZenVW7VbW6eUp3Zppeky9TSg5_XnJiUaoObydbWpNLZqJrYc9um2qWeroyxgVpz2W9qbVaplqqan9hSbJGdaXCtqG1snFWX0qOuyaqTmcaHn9SemJyIlmGYbIae3-A.
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I would start from the job skills and competencies profile. Then, I would find the factors to "measure" them: review of the qualifications, graduation grades, references but I would use interview questions as the main measures. You can describe job-specific situations and ask the candidate how it would act if they were facing them. And you can ask them to describe situations from the past (school, projects, etc.) where they had the chance to show such competencies. For instance, if you need someone with good planning and organization skills, you can search for situations in the past where they needed to plan a project, organize an activity, etc. You can also ask how they were planning for the exams, etc.
Use all the measures you can, even simulate job tasks, but use the same measures for all the candidates and then rate them against the criteria.
So, the model should be like this:
1. define job competencies;
2. find relevant behavioral criteria;
3. rate each candidate against the criteria;
4. "measure" motivation and compare to job motivators;
5. compare candidates;-
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hZWZmZdpmWmdnJeExaBkb-GkoGOYcFLJpMWoq4DHo5ifmatXc6xsm2pTcdGrrZenVW7VbW6eUp3Zppeky9TSg5_XnJeYaoOgydel0tHTlqPad9Wk01hr2XKab1qox6eVoKdbcJlzZJ-rpGqccliTo6aqx6WVzZRZn6tuZJyHlpOZlISh12qac4bS2dHJ2JCqz5WIbdlwZKBalmhwaIhwsbA. - Lily Le1317957786
1. Industry relevant or internship experiences!
2. College/career related extra-curricular activities
3. Above average verbal and written communication skills!
4. Excellent work ethic as described by relevant references.
5. Ability to fit our company culture/team-
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