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... about Applying & Interviewing</p>]]></content:encoded>
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<?xml version="1.0" encoding="UTF-8"?><rss version="2.0" xmlns:content="http://purl.org/rss/1.0/modules/content/" xmlns:dc="http://purl.org/dc/elements/1.1/" xmlns:sy="http://purl.org/rss/1.0/modules/syndication/" > <channel> <title>RSS Job Interview</title> <link>http://www.floydfairnessfund.org/</link> <description>Job Interview</description> <lastBuildDate>Sat, 30 Aug 2025 17:30:41 +0100</lastBuildDate> <language>en</language> <sy:updatePeriod>daily</sy:updatePeriod> <sy:updateFrequency>1</sy:updateFrequency> <item> <title>Lominger competencies interview questions</title> <description>While it is not possible to know in advance what specific Lominger interview questions one might be asked, a job applicant can think about situations to discuss in an interview. In preparing stories or answers for these ...</description> <content:encoded><![CDATA[<img src="/img/restaurants_interview_questions.jpg" alt="The interview questions" align="left" /><p>While it is not possible to know in advance what specific Lominger interview questions one might be asked, a job applicant can think about situations to discuss in an interview. In preparing stories or answers for these questions, the candidate should think about what action she took in her sample situation, why she chose those actions, what she would do the same or differently in the future, the results of her actions and what she learned from the experience. The Lominger questions are designed to measure an applicant's competencies in specific business-related areas. Some of these areas include approachability, ambition, command skills, conflict management, customer focus and delegation skills. Other competences measured by the Lominger process are technical skills, listening, motivating others, organizing, political savvy, problem solving, building effective teams and maintaining a work-life balance. The Lominger interview process examines a total of 67 competencies. Learn more about Applying & Interviewing</p>]]></content:encoded> <category><![CDATA[Interview Questions]]></category> <link>http://www.floydfairnessfund.org/InterviewQuestions/lominger-competencies-interview-questions</link> <guid isPermaLink="true">http://www.floydfairnessfund.org/InterviewQuestions/lominger-competencies-interview-questions</guid> <pubDate>Sat, 30 Aug 2025 15:30:00 +0000</pubDate> </item> <item> <title>Agency Recruitment software</title> <description>I want to take a look at an aspect of the UK software development industry that's deeply involved in arguably the most important aspect of delivering software code: recruitment agencies, and the part they play in enabling ...</description> <content:encoded><![CDATA[<img src="/img/recruitment_management_software_for_recruitment_agencies.jpg" alt="See the difference" align="left" /><p>I want to take a look at an aspect of the UK software development industry that's deeply involved in arguably the most important aspect of delivering software code: recruitment agencies, and the part they play in enabling companies to employ good software engineers. Or not. Finding good people Over the past few months I've been helping the recruitment for a software firm. It's a small company that has produced award-winning products and is run by two smart and talented individuals. They have a decent amount of cash in the bank, a full order book, a lovely working environment, great people and are at the forefront of some very cool technology. (No, I can't name them.) By rights, whenever I turn up to do a day's work at this firm I should first have to beat off a massive horde of software developers desperate to work there. Once through the door, I should then be toasting half the working day triaging emails with lovingly crafted and thought-out CVs and cover letters attached. This gig should, truth be told, be the easiest way there is to earn a day's consultancy income. The reality is somewhat different. It's more like having your teeth pulled out while being forced to watch back-to-back episodes of The X Factor, A Clockwork Orange-style. The assumption that we make is that it's actually the fault of recruitment agents. It's pretty easy to find employers and employees that have quite vitriolic views about agencies. I would actually go further than that, and to say it's quite difficult to find people who have been customers at either end of a recruitment agent who have anything nice to say about them as a profession. (I have, to be clear, worked with a number of individual agents who have served me very well, and who I've regarded as a trusty and required supplier.) The problem lies in the current ways that agencies work. So let's look at reframing the needs of candidates, employers and the agencies. Cut to 1989 Picture the scene – you're in a classroom in a fairly regular British secondary school in the late 1980s. In front of you is the headmaster, a fairly stern individual who runs this secondary modern as if it were a public school. He's taken the time out of his diary to school all of the fifth form who are about to do their GCSEs in the art of jobseeking. His role in this is to impart the importance of the covering letter and how critical it is to get your CV looking spick and span. More directly related to our discussion here is the process he outlined – which mainly centred around building a database of companies you would like to work for, writing a cover letter and hassling each of the companies in turn until one of them gave you a job. Now, by a strange quirk of fate I've never actually gone through a recruitment agent as a candidate. I landed my first job through a personal referral and started my own business as my second move. My first real dealings with agencies in the UK was when I needed to employ people for my software company. I had an idea that it was an expensive process, so I was prepared for that – and we'll talk about money in a moment. What I hadn't expected was just how uninspiring the whole process was. What I was expecting to happen was that I'd place my job ad and people would come knocking at my door, cover letter in one hand, CV in the other. What I actually got instead was a collection of same-y CVs, most of which the author wasn't able to tabulate or present coherently. The first few agencies I worked with just seemed to be punting people over based on some vague pattern matching against keywords in my requirements. After a while, luckily, I was able to find a good candidate, but I still – I guess – fear the process because it seems so at odds with what employers actually need. The monetary cost of using agencies It's 20% (more or less) – that is, the bounty you pay them for finding the candidate. If you're a software company which wants to employ two people at £36k a year, that's £14, 400. And the invoice lands on the first day that your new hires start, so straight off the bat you have to write that cheque. If that hire doesn't work out, you can get some of that back (called the rebate); but then you're back on the treadmill and up for another charge to the agency. Agencies will negotiate, but be careful of the mistake that I made. If you beat an agency down to 12.5% and they have other clients at 15%, which do you think they'll put the most effort into? Another problem here is that agencies will adjust their rates depending on the state of the economy and the market. The softer the economy is – ie the time when the employer needs the lower rates – the higher the agencies rates go because there are fewer employers in the mix to pay the fees. It's our old friend supply and demand. What about alternatives to agencies? Actually, there are none. Any method you might think of will end up costing more than 20% in actual cost plus hassle, and may also make you look on the crazy side of wacky. What's (generally) wrong with agencies Recruitment should be a beauty parade. It should be a, wonderful, magical process of just having a procession of dynamic and enriched individuals parading in front of an employer blowing people away with their awesome coding skills and fascinating personalities. It's not actually like that at all. Instead it's bland and boring. It's just a batch of CVs, perhaps with a summary statement that gives some insight into the individual (but most are hackneyed and same-y), and a list of technologies that the individual can handle to an arbitrary scale. Somehow, over the past 20 years what we've all agreed to do is create this third way where employers and candidates have stuck this middleman in the way of getting employers and candidates to talk, and what the agency is adding is of dubious value. Yet really, why should the process be any different to how it is now? Agencies typically do not understand, in any important sense, anything about the job that they are trying to sell candidates into. Agents typically don't cut code, and in most cases never have. Also, the chief executives of these agencies aren't ex-chief executives of software companies. Their depth of understanding of the problem domain could be described as "shallow". I don't think this statement is unnecessarily hard. On the one hand agents are essentially salespeople who are running a numbers game. On the other hand, their job is recruitment, not software development. An agent will spend 40 hours a week trying to achieve their employer's objective – namely, earning commission through placements. The employer could direct her/him to spend 20 hours a week writing software and 20 hours a week placing candidates, but – well, that doesn't sound like a good business model to me.</p>]]></content:encoded> <category><![CDATA[Technology Recruitment]]></category> <link>http://www.floydfairnessfund.org/TechnologyRecruitment/agency-recruitment-software</link> <guid isPermaLink="true">http://www.floydfairnessfund.org/TechnologyRecruitment/agency-recruitment-software</guid> <pubDate>Thu, 21 Aug 2025 15:30:00 +0000</pubDate> </item> <item> <title>Writing exercise for job interview</title> <description>Jupiterimages/BananaStock/Getty Images It is very common for potential employers to administer various written tests and assessments during a job interview. While the nature of these exercises will vary from job to job and ...</description> <content:encoded><![CDATA[<img src="/img/writing_job_applications_oxford_dictionaries.jpg" alt="Job interview waiting" align="left" /><p>Jupiterimages/BananaStock/Getty Images It is very common for potential employers to administer various written tests and assessments during a job interview. While the nature of these exercises will vary from job to job and employer to employer, in general they seek to assess the skills and knowledge of a job applicant in a "real world" setting in which they must rely on their own abilities under deadline pressure. Communications Skills Tests Often, written exercises are used to assess a candidate's communication skills. Rather than rely on samples the applicant provides - which may have benefited from outside editorial help - potential employers use on-site written exercises to see what the applicant can really do. Such tests may involve writing an essay, a press release or a sample business letter. They may also involve editing the work of others. Job Knowledge Tests Other written exercises test how much the applicant knows about the work he is applying for. Having you complete these during an interview is a way for employers to verify how much you know when you don't have access to reference works or the Internet. Written skills tests may take the form of multiple-choice questions or may require you to write an essay describing your understanding of a procedure. Personality Tests Some kinds of tests seek to determine the nature of your personality and character. These personality tests are becoming more commonly used by employers who want to hire people who are honest, friendly, reliable and able to handle job stress. These exercises typically consist of many multiple-choice or short-answer questions asking about your attitudes, likes and dislikes; the question may be cross-referenced to check how honestly you're answering them. Graphoanalysis Samples Sometimes the employer asks you to complete a written exercise just to get a sample of your handwriting. The art of determining someone's personality through handwriting is called "graphoanalysis, " and it is sometimes used by employers during the interview process. The written exercise to provide the handwriting sample can consist of anything that causes you to write multiple sentences. The analyst then looks at the way you write certain letters and words and makes inferences about the way you think.</p>]]></content:encoded> <category><![CDATA[Job Interview]]></category> <link>http://www.floydfairnessfund.org/JobInterview/writing-exercise-for-job-interview</link> <guid isPermaLink="true">http://www.floydfairnessfund.org/JobInterview/writing-exercise-for-job-interview</guid> <pubDate>Tue, 12 Aug 2025 15:28:00 +0000</pubDate> </item> <item> <title>Any new Recruitment</title> <description>The Port Authority has closed its 2013 recruitment for police officer candidates and no further applications will be accepted. If you applied and took the test, your test results are available at . Use your PAN Login ID and ...</description> <content:encoded><![CDATA[<img src="/img/esic_online_recruitment_application_form.jpg" alt="Contact details :" align="left" /><p>The Port Authority has closed its 2013 recruitment for police officer candidates and no further applications will be accepted. If you applied and took the test, your test results are available at . Use your PAN Login ID and password, which you used to apply and schedule the test, to retrieve your test results. If you passed the exam, you are eligible for the next phase, which is a random selection from the eligible pool of candidates when the need to fill Port Authority Police Officer positions occurs. We have created a new password protected account containing your applicant information. This password protected Port Authority Police Officer Candidate Account is for your use only and is the only means by which you can update your contact information with the Port Authority. (It is no longer necessary to keep your PAN testing account updated. Updates to your PAN account will not be transmitted to the Port Authority.) You should immediately login to your Port Authority Police Officer Candidate Account and review the personal profile information we have on file for you to verify that it is correct and make any corrections as necessary. All communications, schedules and invitations will be sent to the email account we have on file for you in your Port Authority Police Officer Candidate Account. It is your responsibility to keep your contact information up-to-date. Emails and correspondence that are undeliverable because of an applicant's failure to provide correct and up-to-date contact information will result in the removal of the applicant's name from the eligible pool. We recommend that you regularly check your email account and spam folder to prevent missing important communications from the Port Authority, and recommend you add policerecruitment@panynj.gov as a trusted contact to avoid these instances. Your failure to respond to emails or correspondence, or to attend appointments as scheduled, will result in the removal of your name from the eligible pool. If you did not qualify on the exam, you will not be able to login to the Port Authority Police Officer Candidate Account following these instructions. However, we encourage you to review the available job postings and follow the instructions to apply to jobs that are of interest at Eligibility Requirements Police Officer Selection Process Police Academy Training Job Responsibilities and Compensation Minimum Requirements to Participate To be admitted into this evaluation you must meet all of the following requirements. Failure to meet and provide appropriate documentation that demonstrates fulfillment of these requirements will result in your disqualification from the Police Officer Evaluation. Age: Candidates must be at least 19 years old to take the test. To be appointed to the Police Academy, candidates must be at least 21 years of age and not have reached their 35th birthday at the time of appointment to the Police Academy Training Program. If you are a Military Veteran who might be 35 years of age or older at the time of appointment to the Police Academy, for the next three (3) years, the Port Authority will allow veterans to deduct up to six (6) years of active military service from their age. Prior Convictions and Violations: Candidates will be automatically disqualified for any of the following circumstances: Convicted of a Felony or indictable criminal act. Convicted of or plea agreement to any offense – Including any offense involving domestic violence - that would preclude applicant from legally owning and/or carrying a firearm. This would include any pre-trial intervention agreement that results in being legally precluded from owning/carrying a firearm. Convicted of any offense involving domestic violence. On probation or under indictment for an indictable offense currently or within the past twelve months. Dishonorably discharged from any branch of military service. Convicted more than once of any offense of driving while impaired or refusal within the last five years. Guilty of any motor vehicle violation five or more times within the past two years. Bench warrant issued for failing to appear in court for a motor vehicle charge or criminal charge on more than two occasions. Driving privileges suspended on more than two occasions on more than two dates. Convicted of selling, manufacturing or distributing any illegal Controlled Dangerous Substance (CDS). Engaged in unauthorized use of illegal drugs while employed in a position of public trust. Used or possessed any illegal drug within the past three years. Education: In order to take the test, you must have earned at least a high school diploma or a GED. Further, if you pass the test, you must have completed either of the following in order to continue in the evaluation: A minimum of 60 college credits from an accredited college or university; or An honorable discharge from the United States Military after serving a minimum of two full years of continuous active duty. Failure to provide proof that you have satisfied either the college education or military service requirement by the date in which you are invited to participate in the process will result in your disqualification from the process and removal from the 2013 eligible list. Citizenship: Candidates must be citizens of the United States at the time of appointment to the Police Academy Training Program. Driver’s License: Candidates must possess a valid motor vehicle driver’s license at the time of appointment to the Police Academy Training Program. Medical Prerequisites: Candidates must meet the medical and physical standards established by the Port Authority Office of Medical Services. Application/Fingerprint Fees: A $65 non-refundable/non-transferable application fee is required. In addition, candidates who are selected from the 2013 Eligible Pool for further consideration will be charged a non-refundable/non-transferable $35 fingerprint fee at the time of selection. The application and/or fingerprint fee will be waived for qualified candidates who meet the specified criteria for a payment waiver.</p>]]></content:encoded> <category><![CDATA[Technology Recruitment]]></category> <link>http://www.floydfairnessfund.org/TechnologyRecruitment/any-new-recruitment</link> <guid isPermaLink="true">http://www.floydfairnessfund.org/TechnologyRecruitment/any-new-recruitment</guid> <pubDate>Sun, 03 Aug 2025 15:26:00 +0000</pubDate> </item> <item> <title>Nursing interview questions and answers</title> <description>I was walking through the Eaton Centre in downtown Toronto when I saw a flash of blue that grabbed my attention in an instant. She was entering a cosmetics store which gave me enough time to figure out the location for a portrait ...</description> <content:encoded><![CDATA[<img src="/img/joanne.jpg" alt="Joanne" align="left" /><p>A staff nurse is a nurse who is part of the general nursing staff of a hospital, clinic, school, community center, or any organization requiring nursing care. Below are some related questions with suggested answers required for preparing for a staff nurse job interview. Question: How would you describe the primary duties of a staff nurse? Answer: The primary duties of a staff nurse include facilitating and monitoring patient progress towards recovery, charting progress, giving medication, and making sure patients are comfortable. Question: What can you tell me about team work as part of the job? Answer: There is usually a team of staff nurses working in cooperation with each other. . A team of nurses has to get along well and coordinate their actions, usually by dividing their responsibilities into sectors or specific activities. They help each other perform tasks requiring more than one person. Question: How is patient progress monitored by a staff nurse? Answer: Nurses monitor vital signs and look for symptoms of potential illness. They chart progress for use by other nurses and physicians. They report progress to physicians on duty. Question: In what cases does a staff nurse contact the patient’s family members? Answer: Family members are contacted during emergencies. At other times, family members are informed on the patient’s progress. Nurses consult with the family to decide on the best course of treatment for the patient. Question: What personal characteristics should a staff nurse possess to be good at the job? Answer: It is important to be organized and have a good memory; a nurse performs her duties quickly, on time, and efficiently. Nurses are sensitive and pleasant with others. Their attitude must not be to simply administer technical treatment mechanically, but to make patients feel as comfortable as possible.</p>]]></content:encoded> <category><![CDATA[Nursing]]></category> <link>http://www.floydfairnessfund.org/Nursing/nursing-interview-questions-and-answers</link> <guid isPermaLink="true">http://www.floydfairnessfund.org/Nursing/nursing-interview-questions-and-answers</guid> <pubDate>Fri, 25 Jul 2025 15:23:00 +0000</pubDate> </item> <item> <title>Job interview questions and Answers Samples</title> <description>By Steven Benna Getting admitted to the Wharton School at the University of Pennsylvania is no easy task. After a rigorous application and interview process, only about 14% of applicants are accepted. One way of improving your ...</description> <content:encoded><![CDATA[<img src="/img/21_interview_questions_wharton_asks_mba.jpg" alt="21 interview questions Wharton asks MBA candidates" align="left" /><p>1. How would you describe yourself? Sample excellent response: My background to date has been centered around preparing myself to become the very best financial consultant I can become. Let me tell you specifically how I’ve prepared myself. I am an undergraduate student in finance and accounting at ———— University. My past experiences has been in retail and higher education. Both aspects have prepared me well for this career. 2. What specific goals, including those related to your occupation, have you established for your life? Sample excellent response: I want to be working for an excellent company like yours in a job in which I am managing information. I plan to contribute my leadership, interpersonal, and technical skills. My long-range career goal is to be the best information systems technician I can be for the company I work for. 3. How has your college experience prepared you for a business career? Sample excellent response: I have prepared myself to transition into the the work force through real-world experience involving travel abroad, internship, and entrepreneurial opportunities. While interning with a private organization in Ecuador, I developed a 15-page marketing plan composed in Spanish that recommended more effective ways the company could promote its services. I also traveled abroad on two other occasions in which I researched the indigenous culture of the Mayan Indians in Todos Santos, Guatemala, and participated in a total-language-immersion program in Costa Rica. As you can see from my academic, extracurricular, and experiential background, I have unconditionally committed myself to success as a marketing professional. 4. Please describe the ideal job for you following graduation. Sample excellent response (equates ideal job with job he’s interviewing for): My ideal job is one that incorporates both my education and practical work skills to be the best I can be. Namely combining my education in finance with my working knowledge of customer-service operations, entrepreneurial abilities, computer skills, and administrative skills. I want to utilize my analytical expertise to help people meet their financial goals. This is exactly why I am convinced that I would be a very valuable member of the Merrill Lynch team. 5. What influenced you to choose this career? Sample excellent response: My past experiences have shown me that I enjoy facing and overcoming the challenge of making a sale. Without a doubt, once I have practiced my presentation and prepared myself for objections, I feel very confident approaching people I don’t know and convincing them that they need my product. Lastly, I like sales because my potential for success is limited only by how much of myself I dedicate toward my goal. If any profession is founded on self-determinism, it surely must be sales. 6. At what point did you choose this career? Sample excellent response: I knew that I wanted to pursue information-systems technology about my sophomore year in college. It was then that I realized that my that my hobby (computers) was taking up most of my time. My favorite courses were IT courses. I also realized that I so enjoyed the computer-oriented work-study I was doing that I would have done it for free. 7. What specific goals have you established for your career? Sample excellent response: My goals include becoming a Certified Financial Advisor so I can obtain a better working knowledge of financial research analysis. That background would enable me contribute to my client base as a better financial consultant since I would have that extra insight into the companies they seek to invest in. I could then be a portfolio manager or even branch office manager. 8. What will it take to attain your goals, and what steps have you taken toward attaining them? Sample excellent response: I’ve already done some research on other workers at Merrill Edge to see how they achieved similar goals. I know that Merrill Edge encourages the pursuit of a graduate degree and will reimburse for tuition. I plan to pursue an MBA to give me an even more extensive knowledge of business and financial analysis.</p>]]></content:encoded> <category><![CDATA[Hr Policy]]></category> <link>http://www.floydfairnessfund.org/HrPolicy/job-interview-questions-and-answers-samples</link> <guid isPermaLink="true">http://www.floydfairnessfund.org/HrPolicy/job-interview-questions-and-answers-samples</guid> <pubDate>Wed, 16 Jul 2025 15:17:00 +0000</pubDate> </item> <item> <title>Administrative assistant job interview questions and answers</title> <description>When interviewing for an administrative assistant position, you want to do everything you can to let the interviewer see what a great assistant you would make. While you should always be prepared for common job interview ...</description> <content:encoded><![CDATA[<img src="/img/level_2_food_hygiene_questions_qhtypm.jpg" alt="Food hygiene level imag" align="left" /><p>When interviewing for an administrative assistant position, you want to do everything you can to let the interviewer see what a great assistant you would make. While you should always be prepared for common job interview questions, there are assistant-specific questions that you’ll want to make sure you have practiced before hand. Are you comfortable handling multiple responsibilities at once? As an administrative assistant, you will have to juggle multiple projects and responsibilities at the same time. Even if you don’t have any direct administrative assistant experience work, you can pull from times in your life that you’ve had to prioritize different tasks and come up with a game plan on completing them. “In my previous position I was tasked with handling all travel from the sales team, organizing the calendars of multiple people and managing the office. In this role I had to quickly get used to tasks being handed to me last minute and that were all high priority. I would really have to write down everything that needed to be done to see which had the biggest impact and which was the most important. Often times the hardest project was the most important, so I found that it all came down to time management and prioritization.” How do you handle stress and pressure? In this role, you will probably have a lot of people needing your assistance to get things completed, and that can get stressful. The interviewer wants to make sure that you know how to handle this type of environment. Think of what you do in your everyday life to make things more manageable. “I can honestly say that I’ve gotten comfortable handling stress and high pressure situations. The thing that seems to work best for me is to list out everything that needs to be done, put it in order of importance and then cross out the task as soon as it’s completed. I don’t only do this at work, but also in my personal life. This sounds small, but something as simple as list-making really keeps me on task and focused.” What computer programs are you comfortable using? In most administrative assistant jobs you will find yourself using various computer programs. Make sure you are honest, as you don’t want to be asked to do something on your first day and have to admit that you lied in an interview. Think about classes you’ve taken and programs that you've used in previous roles. “I have a lot of experience using all Microsoft Office programs like Word, Publisher, PowerPoint and Excel. In fact, I recently took a class at the community center to really get a feel for Excel and everything it has to offer. In addition, my previous roles had me putting together many PowerPoint presentations and I have basic PhotoShop knowledge.” Why do you want to be an administrative assistant? Chances are you will be asked this question, especially if you are switching careers and haven’t had a job like this before. Think about the benefits of the actual position. You can go into why you want to work for the specific company in other questions. “I am one of those people who really enjoys being super organized and finding ways to balance my time, which is why I started looking into become an administrative assistant. Actually, you can find me in my free time reorganizing my house and trying to discover the most efficient ways to maximize my time. Also, I truly enjoy making others happy and helping them succeed and I feel like this type of role would fit in with my personality.” What do you think your previous boss would say about you? Your relationship with your boss will be very important as an administrative assistant. Think of any specific times you went above and beyond to help your previous employer. “In addition to being told that I’m super organized, I’m confident that my former boss would tell you that I am one of the hardest workers they have had as an administrative assistant. You could always find me staying late to make sure everything has been completed and I would sometimes come in on the weekends if necessary. Also, I was often praised for my ability to handle multiple presentations at once and was recognized by the corporate office for my reporting skills.”</p>]]></content:encoded> <category><![CDATA[Assistant]]></category> <link>http://www.floydfairnessfund.org/Assistant/administrative-assistant-job-interview-questions-and-answers</link> <guid isPermaLink="true">http://www.floydfairnessfund.org/Assistant/administrative-assistant-job-interview-questions-and-answers</guid> <pubDate>Mon, 07 Jul 2025 15:16:00 +0000</pubDate> </item> <item> <title>Personality Assessment free</title> <description>If you are looking for a quick tool to help you better understand yourself – and others – immediately, you are in the right place. Our Free disc Personality Test gives you an instant estimate of your disc profile based on ...</description> <content:encoded><![CDATA[<img src="/img/eagle_bird_type_dope_bird.jpg" alt="Eagle Bird Type -- DOPE Bird Personality Test Results - RichardStep" align="left" /><p>If you are looking for a quick tool to help you better understand yourself – and others – immediately, you are in the right place. Our Free disc Personality Test gives you an instant estimate of your disc profile based on answers to 12 short questions. In no more than 10 minutes (probably more like five), you’ll have a better understanding of why you communicate the way you do and insights into how you can communicate with others more effectively. With your results, you can: Immediately improve interpersonal communications Connect with co-workers more effectively Understand what you need to do to be more successful in your interactions with others. Or, you can opt for the full, complete disc assessment to get a more comprehensive view of your style and how you can use it to get better results, to become a better communicator, and to build better relationships. Just choose your option below.</p>]]></content:encoded> <category><![CDATA[Personality Test]]></category> <link>http://www.floydfairnessfund.org/PersonalityTest/personality-assessment-free</link> <guid isPermaLink="true">http://www.floydfairnessfund.org/PersonalityTest/personality-assessment-free</guid> <pubDate>Sat, 28 Jun 2025 15:10:00 +0000</pubDate> </item> <item> <title>Aptitude Test, personality</title> <description>People are increasingly defining themselves by their line of work, and the first question most people hear upon meeting someone new is, "What do you do?" It is no wonder that career happiness is a significant predictor of overall ...</description> <content:encoded><![CDATA[<img src="/img/career_aptitude_test_for_high_school.jpg" alt="Math worksheet : printable" align="left" /><p>People are increasingly defining themselves by their line of work, and the first question most people hear upon meeting someone new is, "What do you do?" It is no wonder that career happiness is a significant predictor of overall happiness. If you are plugging away for 40-plus hours a week at a job you hate, it is difficult to find energy and motivation for much else. Conversely, people who love their jobs often find themselves energized, satisfied, and brimming over with new ideas. Too often, people make career decisions based upon chance and/or past experience. If you majored in psychology, for example, odds are good that you will pursue a career in psychology, even if it is no longer your passion. Over time, this can make it increasingly difficult to notice and build upon your other talents or strengths. This Career Personality and Aptitude Test can give you a better understanding of your job options no matter where you are in life. For students just beginning to think about careers, it may give you some help with choosing majors, internships, and classes. If you are established in your career, this test may help you decide if it is time to start a new career or make some changes in the way you structure your working life. Aptitude is an important part of any career. You may love math, but if you are not good at it, it is highly unlikely that you will be successful in a math-related career. Similarly, you may have aptitudes you do not even know about. Thus this test measures not just your interests, but also your abilities based on your education and your own reporting of your strengths and weaknesses. This enables the test to make much stronger recommendations than a test that measures only interests or aptitude. GoodTherapy.org has partnered with PsychTests AIM Inc. as the assessment provider for this test, which contains 240 questions. It takes about 60 minutes to complete, so take it when you are comfortable and have some extra time to really think about your responses. Remember that, like all online psychology tests, the Career Personality and Aptitude Test relies on your reporting, so it is important to answer questions honestly. At the end of your test, you will get a brief snapshot report of the results, and the option to buy a full report containing pages of analysis of your unique set of interests and aptitudes.</p>]]></content:encoded> <category><![CDATA[Personality Test]]></category> <link>http://www.floydfairnessfund.org/PersonalityTest/aptitude-test-personality</link> <guid isPermaLink="true">http://www.floydfairnessfund.org/PersonalityTest/aptitude-test-personality</guid> <pubDate>Thu, 19 Jun 2025 15:10:00 +0000</pubDate> </item> <item> <title>Interview questions for Executive administrative assistant</title> <description>60 pounds of Mexican marijuana, compressed into bricks and wrapped with paper and cellophane. Photo made with a Polaroid Swinger camera in 1975 in Berkeley, California. (This photograph appeared in my poetry chapbook COLLECTED ...</description> <content:encoded><![CDATA[<img src="/img/brixx.jpg" alt="Brixx" align="left" /><p>The job responsibilities of an executive assistant (otherwise known as president, CEO assistant, or CEO Secretary) are extensive. He or she assists the executive with his or her daily tasks and functions, including managing contacts, tracking budget, scheduling meetings, preparing proposals and presentations, travel arrangements, and e-mailings. The executive assistant is required to have excellent organization abilities, interpersonal skills, and effective writing skills. He or she also needs to communicate effectively with cross-company internal activities. This article reviews some of the most common job interview questions for executive assistants and provides tips on answering them. You may also be interested in reading the article, “ Administrative Assistant Interview Questions .” Sample Interview Questions for Executive Assistant Tips on Answering Can you describe your normal daily duties in your previous position? What practices do you use when asked to prepare curtain duties, such as meetings, travel schedules and bid/proposals? Describe your typical workday communicating with different departments, executives, people, and customers? Are you comfortable working in close contact with the CEO and running the forefront on all projects? How do you organize monthly management reports and keep the information tables turning efficiently? Has your ability to maintain confidentiality ever been judged? When working in a discreet or confidential manner, what disciplines do you practice? Answer: If your current or past experience conforms to the position, you should briefly describe your background and the related responsibilities. In fact, the interviewer wants you to tell about yourself – your greatest achievements as a manager assistant and how efficiently you performed the various tasks required for the position. You should demonstrate that you are detail oriented and confident in providing higher quality benefits to your superiors. You can describe the working relationship with your chief executive, including workload management, organizing reference material for bids/proposals, outlining new business opportunities, and tracking progress on all up-to-date projects.</p>]]></content:encoded> <category><![CDATA[Assistant]]></category> <link>http://www.floydfairnessfund.org/Assistant/interview-questions-for-executive-administrative-assistant</link> <guid isPermaLink="true">http://www.floydfairnessfund.org/Assistant/interview-questions-for-executive-administrative-assistant</guid> <pubDate>Tue, 10 Jun 2025 15:07:00 +0000</pubDate> </item> </channel></rss>If you would like to create a banner that links to this page (i.e. this validation result), do the following:
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