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Job Interview
A job interview is an interview consisting of a conversation between a job applicant and a representative of an employer which is conducted to assess whether the applicant should be hired. Interviews are one of the most popularly used devices for employee selection. Interviews vary in the extent to which the questions are structured, from a totally unstructured and free-wheeling conversation to a structured interview in which an applicant is asked a predetermined list of questions in a specified order; structured interviews are usually more accurate predictors of which applicants will make suitable employees, according to research studies. A job interview typically precedes the hiring decision. The interview is usually preceded by the evaluation of submitted résumés from interested candidates, possibly by examining job applications or reading many resumes. Next, after this screening, a small number of candidates for interviews is selected. Potential job interview opportuniti ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Job Interview
A job interview is an interview consisting of a conversation between a job applicant and a representative of an employer which is conducted to assess whether the applicant should be hired. Interviews are one of the most popularly used devices for employee selection. Interviews vary in the extent to which the questions are structured, from a totally unstructured and free-wheeling conversation to a structured interview in which an applicant is asked a predetermined list of questions in a specified order; structured interviews are usually more accurate predictors of which applicants will make suitable employees, according to research studies. A job interview typically precedes the hiring decision. The interview is usually preceded by the evaluation of submitted résumés from interested candidates, possibly by examining job applications or reading many resumes. Next, after this screening, a small number of candidates for interviews is selected. Potential job interview opportuniti ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
People Waiting To Be Interviewed At The Employment Agency 8d18038v
A person ( : people) is a being that has certain capacities or attributes such as reason, morality, consciousness or self-consciousness, and being a part of a culturally established form of social relations such as kinship, ownership of property, or legal responsibility. The defining features of personhood and, consequently, what makes a person count as a person, differ widely among cultures and contexts. In addition to the question of personhood, of what makes a being count as a person to begin with, there are further questions about personal identity and self: both about what makes any particular person that particular person instead of another, and about what makes a person at one time the same person as they were or will be at another time despite any intervening changes. The plural form "people" is often used to refer to an entire nation or ethnic group (as in "a people"), and this was the original meaning of the word; it subsequently acquired its use as a plural form of pe ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Media Richness Theory
Media richness theory, sometimes referred to as information richness theory or MRT, is a framework used to describe a communication medium's ability to reproduce the information sent over it. It was introduced by Richard L. Daft and Robert H. Lengel in 1986 as an extension of information processing theory. MRT is used to rank and evaluate the richness of certain communication media, such as phone calls, video conferencing, and email. For example, a phone call cannot reproduce visual social cues such as gestures which makes it a less rich communication media than video conferencing, which affords the transmission of gestures and body language. Based on contingency theory and information processing theory, MRT theorizes that richer, personal communication media are generally more effective for communicating equivocal issues in contrast with leaner, less rich media. Background Media richness theory was introduced in 1986 by Richard L. Daft and Robert H. Lengel. Leaning on informa ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Videoconferencing
Videotelephony, also known as videoconferencing and video teleconferencing, is the two-way or multipoint reception and transmission of audio signal, audio and video signals by people in different locations for Real-time, real time communication.McGraw-Hill Concise Encyclopedia of EngineeringVideotelephony McGraw-Hill, 2002. Retrieved from the FreeDictionary.com website, January 9, 2010 A videophone is a telephone with a video camera and Display device, video display, capable of simultaneous video and audio communication. Videoconferencing implies the use of this technology for a group or organizational meeting rather than for individuals, in a videoconference.Mulbach et al, 1995. pg. 291. Telepresence may refer either to a high-quality videotelephony system (where the goal is to create the illusion that remote participants are in the same room) or to meetup technology, which can go beyond video into robotics (such as moving around the room or physically manipulating objects). Vide ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Telephone Interview
A job interview is an interview consisting of a conversation between a job applicant and a representative of an employer which is conducted to assess whether the applicant should be hired. Interviews are one of the most popularly used devices for employee selection. Interviews vary in the extent to which the questions are structured, from a totally unstructured and free-wheeling conversation to a structured interview in which an applicant is asked a predetermined list of questions in a specified order; structured interviews are usually more accurate predictors of which applicants will make suitable employees, according to research studies. A job interview typically precedes the hiring decision. The interview is usually preceded by the evaluation of submitted résumés from interested candidates, possibly by examining job applications or reading many resumes. Next, after this screening, a small number of candidates for interviews is selected. Potential job interview opportunitie ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Presentation
A presentation conveys information from a speaker to an audience. Presentations are typically demonstrations, introduction, lecture, or speech meant to inform, persuade, inspire, motivate, build goodwill, or present a new idea/product. Presentations usually require preparation, organization, event planning, writing, use of visual aids, dealing with stress, and answering questions. “The key elements of a presentation consists of presenter, audience, message, reaction and method to deliver speech for organizational success in an effective manner.” Presentations are widely used in tertiary work settings such as accountants giving a detailed report of a company's financials or an entrepreneur pitching their venture idea to investors. The term can also be used for a formal or ritualized introduction or offering, as with the presentation of a debutante. Presentations in certain formats are also known as keynote address. Interactive presentations, in which the audience is involved, ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Blood Pressure
Blood pressure (BP) is the pressure of circulating blood against the walls of blood vessels. Most of this pressure results from the heart pumping blood through the circulatory system. When used without qualification, the term "blood pressure" refers to the pressure in the large arteries. Blood pressure is usually expressed in terms of the systolic pressure (maximum pressure during one heartbeat) over diastolic pressure (minimum pressure between two heartbeats) in the cardiac cycle. It is measured in millimeters of mercury (mmHg) above the surrounding atmospheric pressure. Blood pressure is one of the vital signs—together with respiratory rate, heart rate, oxygen saturation, and body temperature—that healthcare professionals use in evaluating a patient's health. Normal resting blood pressure, in an adult is approximately systolic over diastolic, denoted as "120/80 mmHg". Globally, the average blood pressure, age standardized, has remained about the same sin ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Workplace Stress
Occupational stress is psychological stress related to one's job. Occupational stress refers to a chronic condition. Occupational stress can be managed by understanding what the stressful conditions at work are and taking steps to remediate those conditions. Occupational stress can occur when workers do not feel supported by supervisors or coworkers, feel as if they have little control over the work they perform, or find that their efforts on the job are incommensurate with the job's rewards. Occupational stress is a concern for both employees and employers because stressful job conditions are related to employees' emotional well-being, physical health, and job performance. A landmark study conducted by the World Health Organization and the International Labour Organization found that exposure to long working hours, which are theorized to operate through increased psycho-social occupational stress, is the occupational risk factor with the largest attributable burden of disease, ac ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Apples And Oranges
A comparison of apples and oranges occurs when two items or groups of items are compared that cannot be practically compared, typically because of inherent, fundamental and/or qualitative differences between the items. The idiom, ''comparing apples and oranges'', refers to the apparent differences between items which are popularly thought to be incomparable or incommensurable, such as apples and oranges. The idiom may also be used to indicate that a false analogy has been made between two items, such as where an ''apple'' is faulted for not being a good ''orange''. Variants The idiom is not unique to English. In Quebec French, it may take the form (to compare apples with oranges), while in European French the idiom says (to compare apples and pears) or (to compare cabbages and carrots). In Latin American Spanish, it is usually (comparing potatoes and sweet potatoes) or commonly for all varieties of Spanish (comparing pears with apples). In some other languages the te ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Brain Teaser
A brain teaser is a form of puzzle that requires thought to solve. It often requires thinking in unconventional ways with given constraints in mind; sometimes it also involves lateral thinking. Logic puzzles and riddles are specific types of brain teasers. One of the earliest known brain teaser enthusiasts was the Greek mathematician Archimedes. He devised mathematical problems for his contemporaries to solve. Example :Q: ''If three hens lay three eggs in three days, how many eggs does a (statistical) hen lay in one day?'' :A1: ''One third.'' (Note: 3 hens = 3 eggs / 3 days → 3 hens = (3 / 3) (eggs / days) → 1 hen = (1 / 3) (egg / days)) :A2: ''Zero or one'' (it's hard to lay a third of an egg). One can argue about the answers of many brain teasers; in the given example with hens, one might claim that all the eggs in the question were laid in the first day, so the answer would be three. :Q: ''Mary's father has five daughters: 1. Nana, 2. Nene, 3. Nini, 4. Nono. What i ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Behaviorally Anchored Rating Scales
Behaviorally anchored rating scales (BARS) are scales used to rate performance. BARS are normally presented vertically with scale points ranging from five to nine. It is an appraisal method that aims to combine the benefits of narratives, critical incidents, and quantified ratings by anchoring a quantified scale with specific narrative examples of good, moderate, and poor performance. Background BARS were developed in response to dissatisfaction with the subjectivity involved in using traditional rating scales such as the graphic rating scale. A review of BARS concluded that the strength of this rating format may lie primarily in the performance dimensions which are gathered rather than the distinction between behavioral and numerical scale anchors. Benefits of BARS BARS are rating scales that add behavioral scale anchors to traditional rating scales (e.g., graphic rating scales). In comparison to other rating scales, BARS are intended to facilitate more accurate ratings of the t ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
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