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  8. <title>RSS Job Interview</title>
  9. <link>http://www.floydfairnessfund.org/</link>
  10. <description>Job Interview</description>
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  16. <title>What do you mean by Aptitude?</title>
  17. <description>Identifier: youi00clev Title: You and I; Year: 1886 (1880s) Authors: Cleveland, Rose Elizabeth, 1846- [from old catalog] Subjects: Etiquette Culture Publisher: Detroit, Mich. [etc.] F. B. Dickerson co. Contributing Library: The ...</description>
  18. <content:encoded><![CDATA[<img src="/img/image_from_page_449_of_you.jpg" alt="Image from page 449 of You and I; (1886" align="left" /><p>Answer: When you are researching occupations, you will often see something about aptitude listed among the requirements. For example, you may read that in order to work in a particular field you need to have an aptitude for science. Other occupations require having an aptitude in math, visual arts or performing arts; verbal or spatial abilities; or manual dexterity or motor coordination. But, what exactly is an aptitude? When a career description lists an aptitude among the qualifications one needs to work in an occupation, it is referring to a natural talent or an ability an individual has acquired through life experience, study or training. The word may also pertain to one's capacity to acquire a skill. Assessing Aptitude Assessing aptitude can help with career guidance. A career development professional who is helping a client choose a career may administer a multiaptitude test battery to identify the client's abilities and subsequently, occupations that require them. It is important to note that this type of instrument should never be used in isolation. There are many other factors to consider when choosing a career. They include an individual's personality type, interests and work-related values. Example of multiaptitude tests career development professionals use with their clients are the DAT (Differential Aptitude Test) and the GATB (General Aptitude Test Battery). Another is the ASVAB (Armed Services Vocational Aptitude Battery) which the United States Military administers to students who are enlisting. They use the results to classify enlistees for training opportunities. Aptitude tests may also look for the presense of abilities that are specific to a particular occupation or area of study. Some college programs use these intruments to assess applicants to certain academic programs and employers use them to evaluate job candidates. For example, many pharmacy schools use the the PCAT (Pharmacy College Admission Test) to look for "abilities, aptitudes, and skills that pharmacy schools have deemed essential for success in basic pharmacy curricula" (Mental Measurements Yearbook With Tests in Print). The Electrical Aptitude Test is another aptitude test that looks for a specific aptitude. It is administered to "applicants for jobs that require the ability to learn electrical skills" (Mental Measurements Yearbook With Tests in Print).</p>]]></content:encoded>
  19. <category><![CDATA[Aptitude Test]]></category>
  20. <link>http://www.floydfairnessfund.org/AptitudeTest/what-do-you-mean-by-aptitude</link>
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  22. <pubDate>Sun, 24 Mar 2024 10:07:00 +0000</pubDate>
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  25. <title>Investment Banking Analyst Interview questions</title>
  26. <description>I was in your shoes about 5-6 years ago, worked as an investment banking analyst at a /Houlihan/ type firm in restructuring, got an offer for direct promotion to associate, passed on that to go to grad school in Europe, and have ...</description>
  27. <content:encoded><![CDATA[<img src="/img/can_you_ace_a_wall_street.jpg" alt="Can You Ace a Wall Street" align="left" /><p>I was in your shoes about 5-6 years ago, worked as an investment banking analyst at a /Houlihan/ type firm in restructuring, got an offer for direct promotion to associate, passed on that to go to grad school in Europe, and have recently returned to take my associate perch in the same group. Take my word for whatever you will. I do drill my analyst interview candidates hard on technicals. Not obscure things, just testing how well they know the basics and how they think about things and whether they can apply and think on their feet a bit. Here are a few observations from our latest superdays which I've had the pleasure of participating in: The First Impression 1. The biggest thing I AM looking for is humble confidence and a person I would like to have a beer with. 2. Don't come on too strong/overenthusiastic or I'll think I will be annoyed with you on the first week on the job. Sit up in your chair. Don't wear weird socks. Fake smiles/laughs are a no no. A quick joke is a gamble - could be a plus, or I could just think you're silly. 3. A simple "Nice to meet you, thank you guys for taking the time" is a great hello. 4. Don't flub the handshake. Stay standing until I sit down 5. Be punchy, brief, and learn how to end a sentence. Can't tell you how many times people have gotten into trouble by rambling off into some ass-backward irrelevant tangent. Learn to be comfortable with a little silence here and there while we absorb your answer 6. Walk through the resume in 1 minute or less - I know you've had an interesting life but I don't need to hear about it now - maybe we come back to it at the end of the interview 7. Listen, listen, listen!!! So many mistakes come from just not listening carefully and being in the moment Technicals 1. For an analyst interview we expect a working knowledge of, , and comp transactions, the, and the . That's pretty much it. You should nail those. 2. Nailing those means knowing what they actually MEAN, not just being able to recite formulas. Most candidates cannot tell me WHY we look at in simple terms. 3. Lay out the broad strokes of your answer from start to end, and then go more detailed and work the problem. Think out loud. Consultants are great at this. Bankers are not. 4. Again, brevity is king. Do not ramble on tangents - briefly note there is another wrinkle you might want to come back to later, but get to the answer to the question I just asked 5. Explain things first in kid terms - a favorite of mine is to tell the candidate to pretend I am a client CEO and you are selling my company. I have no college education or finance background. Now explain to me the DCF in 5 minutes or fewer. I am looking for you to lead with: "Potential buyers will see your company as a stream of future cash flows. We need to project out and then value those future cash flows." 6. Placing these sorts of things into context is more of an associate interview skill - but if you can do it as an analyst (esp important if you have banking on your resume) you will stand out 7. To re-emphasize point 3, walk me through every calculation you are doing. I want to hear you think out loud. The process matters far more than your answer and gives you a chance to demonstrate a grip on the concepts. Honestly I wasn't even checking the math in many of these most recent interviews - I would sometimes just ask of a simple calculation "Are you sure?" to put on a little pressure and see how you respond. I am looking here for you to take 5 seconds, double check your math, and answer with a confident "Yes, I am sure." 8. On that note, I always like to say "Maybe" doesn't put men on the moon. You need to be sure on your answers, so write clearly, label things, and don't rush. Practice your hand multiplication, addition, subtraction, division. Don't ever ask ME if your answer is right because I probably don't know. Just check it and know that it is right. That will be your job soon enough if you do well here 9. When relevant, it's nice to relate the question to something you have done in the past, but don't go on profusely - stick to the question and answer it 10. If you find yourself getting stuck or panicing, just tell me where you're having trouble - if it's just that you're not remembering a formula, no big deal, I'll probably help you get it. Half the battle is seeing how you handle adversity. 11. Don't be afraid to say "I don't know" to a tough technical. As an analyst, I expect you to ALWAYS tell me when you don't know something, and never an answer. 12. If you give an "I don't know" follow it with "But here is what I am thinking - tell me if I am on the right track." And walk me through your thoughts. This is a great analyst quality because it shows that you'll think about a problem critically before you call me and ask about it, and I know you'll remember it better the next time it comes up Wrapping up 1. Before you ask us questions it's nice to say "I've done lots of research on your firm and talked to a lot of people so I know your firm pretty well, so I really want to hear more about your own personal experiences here." 2. Some good questions to ask your interviewers: 1) Tell me about a recent deal you've worked on that you liked. 2) What are the next steps from here? 3) How have you liked your experience here so far? Anything surprise you, good or bad? 4) Tell me about what you guys do for fun.</p>]]></content:encoded>
  28. <category><![CDATA[Analyst]]></category>
  29. <link>http://www.floydfairnessfund.org/Analyst/thread-6179.html</link>
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  31. <pubDate>Tue, 19 Mar 2024 16:51:00 +0000</pubDate>
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  34. <title>Academic Aptitude test questions</title>
  35. <description>At the back of the complex, southwest of the mosque, stands an L-shaped construction, consisting of Alauddin Khiljis tomb dating ca 1316 AD, and a madrasa, an Islamic seminary built by him. Khilji was the second Sultan of Delhi ...</description>
  36. <content:encoded><![CDATA[<img src="/img/india_delhi_qutb_complex.jpg" alt="India - Delhi - Qutb Complex - Khalji´s Madrasa - 1" align="left" /><p>TestAS is a national, standardized academic aptitude test for international students who would like to commence a first degree program (in the first semester) at a German university. TestAS results provide information about an applicant's abilities in comparison to those of other applicants. The aptitude test is given in Test-DaF centers throughout Germany and in other countries and can be taken in German or English. If you are already in Hamburg, you can take the test in five test centers. The aptitude test TestAS will be offered at Universität Hamburg's Language Center on the following examination dates: For registration information please refer to the TestAS website. The test consists of a general or core module and a subject-specific module. At Universität Hamburg, results of the subject-specific module are only valid if that section corresponds to the subject for which you are applying: TestAS subject-specific module Subject at Universität Hamburg Business and economics Business administration(BSc) Economics(BSc) Business informatics (BSc) Economy and culture of China(BA) Humanities, cultural and social sciences All BA programs Mathematics, informatics, natural sciences Medicine and all other BSc programs Engineering None Importance of TestAS at Universität Hamburg The TestAS test is strictly voluntary. Applicants can decide if they want to submit their test results to the University. Applicants from non-EU countries who want to apply for a bachelor's, Staatsexamen or Diplom/Magister program can attain bonus points if they submit TestAS results when they apply: Regardless of results, applicants who submit a TestAS certificate automatically receive 2 bonus points. Applicants with test results of 100 points or more receive an additional 16 bonus points (a maximum of 8 for the core test and the subject-specific module respectively), significantly increasing their chances of admission to Universität Hamburg. TestAS plays a particularly important role when applying to programs with admission restrictions offering the degrees listed above. This also applies to teaching subjects in teaching programs and minor subjects with admission restrictions. Applicants who apply for a major without admission restrictions and a minor with admission restrictions may want to take the subject-specific module corresponding to the minor in question. TestAS for refugees Refugees wishing to study may register for one of the following TestAS for refugees examination dates offered at Universität Hamburg: The following persons are entitled to participate once free of charge : Individuals with a BÜMA/certificate of residence (notification of the claim for asylum prior to registration pursuant to § 63a AsylG) Asylum seekers (ongoing proceedings – residency permit pursuant to § 55 AslyVfG) Tolerated foreign nationals (temporary suspension of removal – tolerated pursuant to § 60a AufenthG) Individuals granted asylum pursuant to Art. 16A GG/GFK (residency permit pursuant to § 25 para. 1 AufenthG) Recognized refugees pursuant to § 3 AsylVfG (residency permit pursuant to §25 para. 2 p.1/1 AufenthG) Individuals granted subsidiary protection pursuant to §4 AsylVfG (residency permit pursuant to §25 para. 2 S.1/2. AufenthG) Persons protected from removal pursuant to §60 para. 5 and 7 AufenthG (residency permit pursuant to §25 para. 3 AufenthG)</p>]]></content:encoded>
  37. <category><![CDATA[Hr Policy]]></category>
  38. <link>http://www.floydfairnessfund.org/HrPolicy/academic-aptitude-test-questions</link>
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  40. <pubDate>Sun, 10 Mar 2024 16:48:00 +0000</pubDate>
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  42. <item>
  43. <title>Assistant Director interview questions</title>
  44. <description>Assistant Director Childcare Center Review the job description for Assistant Director Childcare Center. A number of the underlined keywords have links to interview questions for that keyword or job function. Description : We are ...</description>
  45. <content:encoded><![CDATA[<img src="/img/how_to_answer_the_5_toughest.jpg" alt="How to Answer the 5 Toughest" align="left" /><p>Assistant Director Childcare Center Review the job description for Assistant Director Childcare Center. A number of the underlined keywords have links to interview questions for that keyword or job function. Description : We are seeking a dynamic individual committed to the early childhood profession. This position is responsible for staff support and development, support for daily program operations, oversight of curriculum and program planning. The successful candidate will have the ability to manage multi-tasks in a fast paced early childhood environment with a high level of professionalism. A Bachelor\x92s degree in Early Childhood or related field is preferred. Other requirements include a minimum of three years work experience in an early childhood setting and experience in staff supervision. Experience with accreditation criteria and process also preferred. You have the experience and skills to manage childcare. Make a perfect presentation with the Complete Interview Guide with Supervision Interview Guide including behavioral/situational questions for supervisors and answers to the toughest supervisory questions. Answer questions naturally without sounding rehearsed and be confident for your interview. Learn how to practice right for the interview. Good or bad? I wish, I think, I feel. How can hand gestures improve your interview performance? Why are mock interviews important? Why isn't one mock interview enough? Why you shouldn't use limiting words such as "only" or "just"? Plus: Answers to the toughest interview situations - follow-up letters, illegal questions, salary, job history questions and more! How to answer and how not to answer Questions to ask the interviewers What should you do the day of the interview? Identify possible interview questions Additional teaching interview resources: Review these critical interview tips before your interview: Start now with immediate access! Search for current trends and subject areas for your Assistant Director Childcare Center interview: Practice Assistant Director Childcare Center Interview How do you feel your experience and education have qualified you for this position? What do you see as the pluses and minuses of the position? What role does discipline play? How would you handle conflict between you and a team of teachers? How would you encourage staff development? Follow-up: How would you determine whether a subordinate needed training? What do you think would be the biggest challenge in being the Assistant Director? What qualities do you feel an Assistant Director should possess? What do you feel your plan would be to help the center grow? What do you feel is the best thing you would bring to this position? How do you feel about outside relations between co-workers or a co-worker and parent? In your experience as a supervisor what was your biggest challenge? What do you believe constitutes quality child care? Is there anything you'd like to add?</p>]]></content:encoded>
  46. <category><![CDATA[Assistant]]></category>
  47. <link>http://www.floydfairnessfund.org/Assistant/assistant-director-interview-questions</link>
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  49. <pubDate>Fri, 01 Mar 2024 16:36:00 +0000</pubDate>
  50. </item>
  51. <item>
  52. <title>Best Recruitment Process</title>
  53. <description>The Department of Human Resources Development (“DHRD”) provides timely and responsive leadership, resources, and services to fully support the State in the recruitment, management and retention of a high-performing workforce ...</description>
  54. <content:encoded><![CDATA[<img src="/img/department_of_human_resources_development_meet.jpg" alt="Department of Human Resources Development Meet Greet" align="left" /><p>As competitive as recruiting candidate is in this day and age, how can you ensure best results for your company or organization? Recruiting veteran, Jimmy Taylor of Novotus, shares recruiting best practices in a recent webinar hosted by the Recruitment Process Outsourcing Association called "Attracting and Engaging the Talent Your Organizatino Needs." In this article, we summarize Taylor's 9 best practices for recruiting top talent. Process Have a well-planned, thoughtful recruiting process that you actually follow. This is one of the best indicators of recruiting success. Recruiting is a process like any other business process, and should be customized for the size and needs of your organization. Follow-through is essential for this practice; you can have the best process in the business, but if you don’t follow it, it will not be the effective resource that it can be. Invest Invest in highly-skilled recruiters, and keep training them. Growing and developing recruiters will make them more effective in their position and provide dividends in the quality of the talent they recruit. Sales Function Treat recruiting like a sales function, because it is. The only difference is that the recruiter is not trying to sell a product; they are trying to sell the idea of a position or candidate. Recruiters need to see where a candidate’s needs and a client’s needs fit together to make the case for a particular candidate or a particular position, just as other sales people connect the market to the need. Hiring Managers Build a strong, consultative relationship with your hiring managers. Hiring managers are under pressure to fill the position as well and quickly as possible. They are therefore likely to give recruiters basic information and a short timeframe and expect miracles. Recruiters need to be able to work with the hiring managers to get them to slow the process down to identify what success looks like for that hire and work to make sure they get the best candidate for that position. The goal is to have them see you as a trusted advisor who knows what they’re doing, and rely on you for advice and expertise. SLAs Have Service Level Agreements in place. These agreements between hiring managers and recruiters outline who is responsible for what, and what timeframes are realistic. These agreements make communication easier, improve results and help to build strong hiring manager relationships. Referrals Maintain a strong employee referral program. Your best people are likely to know other high performers, and you want your existing employees to bring those high performers into a fold. Enhance and market your employee referral programs, and make them a process that feeds smoothly into your normal recruiting stream. Candidate Pools Develop and maintain strong candidate pools. Building relationships ahead of demand ensures that even in a crisis, your recruiters will be able to act quickly to fill pressing positions in the client company. Taking an interactive approach that builds a community based on sharing information with candidates and potential candidates, even if that information is not about specific job openings, keeps your candidate pool responsive. Assessments</p>]]></content:encoded>
  55. <category><![CDATA[Technology Recruitment]]></category>
  56. <link>http://www.floydfairnessfund.org/TechnologyRecruitment/best-recruitment-process</link>
  57. <guid isPermaLink="true">http://www.floydfairnessfund.org/TechnologyRecruitment/best-recruitment-process</guid>
  58. <pubDate>Wed, 21 Feb 2024 16:36:00 +0000</pubDate>
  59. </item>
  60. <item>
  61. <title>Business Analyst Sample Interview questions</title>
  62. <description>The Business Analyst job description may vary from one company to another. The job requirements of a person filling a business analyst position depend on the business nature of a given company. Therefore, each Business Analyst ...</description>
  63. <content:encoded><![CDATA[<img src="/img/my_cv_online.jpg" alt="3 Reasons to Add Online" align="left" /><p>The Business Analyst job description may vary from one company to another. The job requirements of a person filling a business analyst position depend on the business nature of a given company. Therefore, each Business Analyst job interview can be completely different. Note: a Business Analyst is sometimes referred to as a System Analyst or Engineers Analysts or IT business analyst. This article provides samples of job interview questions for a business analyst position. In general, the business analyst job description is: Effectively translate business needs to applications and operations. Challenge cross company units and provide the requirements for the R&amp;D team. Use cases, surveys/scenarios analysis, and workflow analysis, evaluating information, focal point for internal and external customers, define users’ needs and convert to business cases. The skills requirements for a business analyst are: Leadership Decision making Conflict resolution Presentation skills Excellent verbal and written communication skills Interpersonal communication skills Analytical thinking and a negotiator Sample Business Analyst Interview Questions Describe your responsibilities as a business analyst in your last job. What are the BI, Business Intelligence, reporting tools you use for a given project. Describe the project, the BI tool/s and the report extracted. How do you select which BI tool to implement? How do you decide on the report-frequency, update-frequency and user-needs based on the objectives you want to achieve for that report? Refer to BI tools such as – Cognos Discoverer, Business Objects and Crystal reports etc. Can you list the desired skills needed to perform effectively as a Business Analyst? What types of modeling requirements are used in the business applications of the analyst? If two companies are merging, explain which tasks you would implement and how, to ensure a successful union? Have you been responsible for assigning tasks to testers? How were you required to integrate the results found? How do you coordinate these responsibilities with the team and your management? Can you explain the term “push back” in relation to business users? What this means to you? When working on a project, at what point would the requirements of a Traceability Matrix be implemented and for what purpose? For process testing, can you explain the role of the Business Analyst? When working with specific document requirements, can you explain or define the steps to create Use Cases? At what point of a project is the Use Case system complete? What are the next steps in the project phase? Some other technical questions that may be asked during the job interview include: Technical terms and Technical questions Some technical terms that may be used by the interviewer to verify your knowledge and competencies would be: UML modeling GAP analysis SDLC methodologies Traceability Matrix RUP, Rational Unified Process, implementation. UI Designs and UI Design Patterns System Design Document (SDD) Requirement Management Tool, Requirements Modeling Use Case and Test Case Risk Management Business plan Data mapping Black box testing and White box testing Push Back from Business Users Waterfall Method and Prototyping Model and their hybrid Interface / Integration mapping Functional requirements: FSD(Functional Spec document) or FRS/MRD End user support and user acceptance testing (UAT) Validation of the requirements Determine – ROI, cash flow, break even and fixed/variable costs and sale price</p>]]></content:encoded>
  64. <category><![CDATA[Analyst]]></category>
  65. <link>http://www.floydfairnessfund.org/Analyst/business-analyst-sample-interview-questions</link>
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  67. <pubDate>Mon, 12 Feb 2024 16:34:00 +0000</pubDate>
  68. </item>
  69. <item>
  70. <title>Online Logical Reasoning test with answers</title>
  71. <description>Similar to abstract reasoning and diagrammatic aptitude tests, logical reasoning tests measure your ability to work flexibly with unfamiliar information and solve problems. Each test question displays a series of shapes/objects ...</description>
  72. <content:encoded><![CDATA[<img src="/img/free_nnat_kindergarten_level_a_sample.jpg" alt="Sample Test Preview" align="left" /><p>Similar to abstract reasoning and diagrammatic aptitude tests, logical reasoning tests measure your ability to work flexibly with unfamiliar information and solve problems. Each test question displays a series of shapes/objects. Your task is to identify the underlying logical rules of each series and use this information to select the missing shape from a number of options. Candidates who perform well on the inductive reasoning aptitude test tend to demonstrate a better capability for analytical and conceptual thinking. Logical reasoning test example question In a logical reasoning test question, you are given a group or series of shapes that are related based on one or more logical rules. For example: In the above example, there are three shapes that make a sequential series (i.e. one shape changes or evolves to the next one). The rule in this series is that the black dots move clockwise along the perimeter one place at a time. What to expect in your logical reasoning aptitude test: Logical reasoning tests are timed. You should allow around 30 seconds for each test question. To master your logical reasoning aptitude test, you must be familiar with all the ins and outs of your logical reasoning test. Typically, the easier test questions are at the beginning, but the level of difficulty increases as you progress. Each question has a group of images and between four and five optional answers. Your task is to identify the logical rules and patterns that define the series of shapes, and then decide which is the correct answer (e.g. the missing shape in the series, the odd one out, or the next shape in the series). How to prepare you for your logical reasoning test The Institute of Psychometric Coaching (IPC) offers online preparation developed by experienced psychologists. These psychologists have created aptitude tests and administered them to candidates applying for jobs with many local and international companies. Our preparation solutions are quick, effective, affordable, and tailored to the level of difficulty and complexity of the position you are applying for. IPC’s online practice logical reasoning tests – The largest pool of abstract and logical reasoning aptitude test questions. Test questions are tailored to your industry and job level. All test questions and answers have been developed by experienced test writers. Immediate full test reports that include your total score, a list of your correct and incorrect answers, and detailed explanations of answers. This ensures that you quickly recognise your strengths and the areas that need improvement. Immediate and practical recommendations on how to improve your outcome. Effective solutions to train your mind to recognise patterns quickly and correctly solve problems. IPC’s online logical reasoning test course – Know the do’s and don’t’s of this abstract or logical reasoning test. All course material has been developed by experienced test writers. Learn effective aptitude test-taking strategies to ensure you answer more questions in the given time.</p>]]></content:encoded>
  73. <category><![CDATA[Logical Reasoning]]></category>
  74. <link>http://www.floydfairnessfund.org/LogicalReasoning/online-logical-reasoning-test-with-answers</link>
  75. <guid isPermaLink="true">http://www.floydfairnessfund.org/LogicalReasoning/online-logical-reasoning-test-with-answers</guid>
  76. <pubDate>Sat, 03 Feb 2024 16:26:00 +0000</pubDate>
  77. </item>
  78. <item>
  79. <title>Financial Analyst Interview questions</title>
  80. <description>Financial Analyst interview profile brings together a snapshot of what to look for in candidates with a balanced sample of suitable interview questions. Jump to section: The basic profile of financial analyst candidates will ...</description>
  81. <content:encoded><![CDATA[<img src="/img/jp_morgan_interview_questions_l_tips.jpg" alt="JP Morgan jobs apply online" align="left" /><p>Financial Analyst interview profile brings together a snapshot of what to look for in candidates with a balanced sample of suitable interview questions. Jump to section: The basic profile of financial analyst candidates will consist of three elements: education, experience and professional credentials. Their educational background will probably involve degrees in accounting or finance so looking for credentials such as Chartered Financial Analyst (CFA) might help you reduce the initial pool of candidates. Usually, at least a couple years of experience are required for non-junior roles. According to the requirements of your position, you can look for less or more experience in the particular role or industry. After the initial screening, you need to find out whether a candidate possesses the right hard and soft skills to do the job successfully. It is a good idea to start an interview with the absolute basics: the level of their professional knowledge, how they use this knowledge to attain different objectives and how they keep up with news and current developments. Technical questions can serve this purpose. If your company uses any specific methods or tools, you might also want to ask them about those. Other skills needed such as orientation to detail, analytical ability and reliability can be assessed through both situational and behavioral questions. If you expect the role to involve high interaction with others (e.g. investors or colleagues), you can ask about their communication and presentation abilities as well. Operational and Situational questions Imagine that you hand in a report you are not satisfied with. Later you discover that you made a mistake although your supervisor doesn’t notice. How would you handle it? Envisage that you are talking to someone who has no financial background. How would you explain the concept of solvency/IRR/ROE etc. If you had to make a decision about a loan, what are the most important elements you need to consider? Envisage senior management asks you to create a quick report presenting the financial data they are most interested in. What would you include in that report? Imagine you have to convince an investor of the company’s overall health. What are some important concepts or metrics you need to present? Suppose the company shows positive cash flow and management asks you if that means the company is doing well. What do you reply? Role-specific questions How do your credentials make you better at your job? Do you have experience in [________]? (e.g. benchmarking, DCF analysis) What is NPV and where would you use it? Name the 4 financial statements and how they connect with each other Describe and explain a cash flow statement If debts owed to the company increase, how would the income statement change? Name a few ratios that can help you evaluate a company What information/model would you need to produce an annual forecasting report? How would you rate your proficiency in Excel? Have you ever used this (specific) financial analysis software? What methods could you use for selecting a project? How would WACC and IRR help you? What is important to consider/calculate when reaching a decision on an investment? What developments do you see in the economy of the (specific) industry? Do you follow the stock market? Which stocks in particular? Behavioral questions Tell me about a time you had to handle large amounts of data. How did you ensure accuracy? Give an example of a time you found a mistake among a large set of data Have you ever disagreed with your manager and how did you handle it? What was the most difficult problem you’ve had to solve and how did you do it? What do you think was your most successful project? Describe a time when your knowledge of current events helped you produce better results Have you ever fallen behind schedule for a project? What did you do to catch up? Describe a time when a piece of your advice as a financial analyst helped senior management make a better decision?</p>]]></content:encoded>
  82. <category><![CDATA[Analyst]]></category>
  83. <link>http://www.floydfairnessfund.org/Analyst/financial-analyst-interview-questions</link>
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  85. <pubDate>Thu, 25 Jan 2024 16:00:00 +0000</pubDate>
  86. </item>
  87. <item>
  88. <title>Graduate nurse interview questions</title>
  89. <description>Nurse Uncut has carried many articles about new grad unemployment (see our list of links at the end of today’s post). There’s no doubt conditions are especially tough at the moment (possibly tougher in states other than NSW) ...</description>
  90. <content:encoded><![CDATA[<img src="/img/a_great_place_to_learn_and.jpg" alt="The 2014 Aspire to Inspire" align="left" /><p>Nurse Uncut has carried many articles about new grad unemployment (see our list of links at the end of today’s post). There’s no doubt conditions are especially tough at the moment (possibly tougher in states other than NSW). Today, Laurie Bickhoff, who graduated as an RN from the University of Newcastle in 2012, gives some advice on maximising your chances of securing a job as a graduate in these competitive times. Nursing has always been considered a ‘safe’ career choice, in that jobs were easy to come by and the sentiment ‘you’ll never have to look for work’ widely accepted. Now, however, that has all changed, especially for graduate nurses. Throughout Australia, the competition for graduate positions has never been higher. A graduate job is far from guaranteed. Laurie Bickhoff. According to an Australian Nursing and Midwifery Federation government submission, published this April, in 2014 an estimated 15% of all nursing and midwifery graduates Australia-wide will be left unemployed. In 2013, 60% of Tasmanian and 72% of Queensland graduates were unemployed, joining another 800 graduates in Victoria, 400 in Western Australia and 280 in South Australia. Given these numbers, the pressure to secure a graduate position is incredibly high. (You can read about my stress waiting to hear if I would be successful in gaining employment here.) The question on every nursing student’s mind is ‘How can I maximise my chances of securing a graduate nursing position?’ Hopefully, this post might give you some useful tips and advice. Grades I repeatedly hear students asking, “Are grades a determining factor in graduate selection?” with a common response being “No-one looks at them”. I have to disagree with the sentiment that marks are not important. First and foremost, to be a safe and competent nurse and avoid doing accidental harm to your patients, you need the sound knowledge and critical thinking skills which come through dedication to learning. Secondly, students on clinical placements who have this knowledge base and ability to ask pertinent questions make very good impressions on their supervising nurses and NUMs, impressions that can lead to positive references. Thirdly, your graduate interview will ask scenario-based questions, which to answer correctly and completely you will need to draw on the knowledge you have gained throughout your studies. Lastly, while not all organisations look at your over-all GPA, there are some that do, especially in the private sector. As competition for graduate jobs increases, I believe more and more organisations will look closely at grades. However, at the same time, these organisations are also realising that grades are not the only indicator of your knowledge and skills and are changing their recruitment processes to reflect this. For example, the QLD Mater Health Services graduate recruitment is a four pronged approach, which includes a team activity, a role play activity, a one-on-one interview and a paper-based activity. This approach allows applicants to demonstrate a wide range of skills and competencies in different situations.</p>]]></content:encoded>
  91. <category><![CDATA[Nursing]]></category>
  92. <link>http://www.floydfairnessfund.org/Nursing/graduate-nurse-interview-questions</link>
  93. <guid isPermaLink="true">http://www.floydfairnessfund.org/Nursing/graduate-nurse-interview-questions</guid>
  94. <pubDate>Tue, 16 Jan 2024 15:50:00 +0000</pubDate>
  95. </item>
  96. <item>
  97. <title>BI Manager interview questions</title>
  98. <description>Thank you to Fraulein Simoneaux for leading a fun and informative discussion on women in 1929 and how to incorporate our knowledge of the period into our rp. Heres a copy of the discussion for those of you who couldnt make it. My ...</description>
  99. <content:encoded><![CDATA[<img src="/img/thank_you_to_fraulein_simoneaux_for.jpg" alt="1929 Discussion" align="left" /><p>Business intelligence, or BI information, is a critical aspect for organizations and is needed by almost everyone who has a professional career. People at the highest levels in companies need a certain amount of business intelligence, and should ensure that they keep on increasing their business intelligence. This article provides job interview questions for business intelligence, BI, and suggests answers. Business Intelligence Definition – What is Business Intelligence? Business intelligence can generally be described as the art of managing a business with the help of various skills, applying various qualities, technologies, and security risks. Once the business intelligence is stable, a company can begin to think about expansion and enhancement of their business. BI also requires the organization’s plan and vision – defining BI strategy, goals, and analyzing KYI, key performance indicators (KPIs). BI applications can be examined on enterprise-wide, departments, divisions, or project-base levels. Therefore, it is very important for the company that key employees have a certain amount of business intelligence knowledge. In many cases, companies hire special employees or experts for enhancing their business intelligence capabilities. Business Intelligence (BI) Job Interview Questions &amp; Answers ► Can you explain the concept of business intelligence? This is one of the basic questions asked, which ensures that the person knows what job he or she has applied for. The best way to answer this question is by offering a crisp, concise reply based on all the knowledge that you have about the subject. Remember, the interviewer will be impressed if you can recite textbook knowledge impeccably, but he or she will never forget you if you add some of your own contributions to the answer. ► What are some of the standard business intelligence tools in the market? This question is aimed at testing your knowledge on current business intelligence applications and trends. For example, SAP BI. To answer this question, make sure that you first speak about the standard, well known BI tools, and then veer on to the newly implemented and moderately successful business intelligence tools. There will also be several intelligence tools that have not yet been tested but are quite promising. You can mention them too. This will give the interviewers a picture that you are well versed and knowledgeable about the job. Also, remember that software and hardware is an ever changing market; the best business tool may be useless a few months later. Therefore, make sure that you make it clear to the interviewer that the BIT you are speaking about is currently the best.</p>]]></content:encoded>
  100. <category><![CDATA[Manager]]></category>
  101. <link>http://www.floydfairnessfund.org/Manager/bi-manager-interview-questions</link>
  102. <guid isPermaLink="true">http://www.floydfairnessfund.org/Manager/bi-manager-interview-questions</guid>
  103. <pubDate>Sun, 07 Jan 2024 15:46:00 +0000</pubDate>
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