1 Stop HR

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Top 10 Most Common Interview Questions Part 2

Here are the remaining questions of our top 10 (if you missed the first 5 – check out our previous blog)

  1. Why do you want to leave your current job?
  2. Tell me about some recent goals that you set and achieved.
  3. What is the salary range that you are looking for?
  4. Why should we hire you?
  5. Do you have any questions for me/us?

job-interview-1784385_1920

Let’s do Some More Thinking…

  1. Why do you want to leave your current job?

    Don’t bad mouth your current employer.  Look for answering something like:  “I am looking for a new opportunity where I can continue to grow and contribute to the success of a company.”

  2. Tell me about some recent goals that you set and achieved.

    The key here is that they are looking to see if you are goal oriented.  That you like to set and achieve goals – this means that you are motivated.  Ensure to have some examples ready.

  3. What is the salary range that you are looking for?

    Ah the tough question, if they have listed the range in the ad – talk about a number within that range that you are comfortable with, if they haven’t – look to see if you can get an idea of what the salary range is that they have for the position.  Ask “If you could share the range you have set out for this position, I can let you know where I fit within that range.”  Or state something like – I see myself within the x-y range but it would be dependent on learning more about the job, the benefit package etc.  This way you give yourself some room.

  4. Why should we hire you?

    Your answer:  “Because I am the right person for the job.”

  5. Do you have any questions for me/us?

    Always have a couple of questions prepared – don’t go through a whole list – but 2-3 is good.

Preparation is Key

Remember – being prepared for the interview is key – knowing what to expect in terms of the most common questions gives you an edge.

Have more you want to share?  Share this post on Social Media, tell us about it and Tag us.

Need help?  1 Stop HR

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Top 10 Most Common Interview Questions Part 1

woman-214785_1280Interview Coming up?

Looking for a Top 10 list of interview questions?  Well here you go!  If you have an interview coming up – be sure to have an answer prepared for these questions as you will most likely encounter all or many of them during the interview.

  1. What interests you about this job?
  2. What do you know about this company/this position?
  3. Tell me about your Strengths.
  4. Tell me about your Weaknesses.
  5. Where would you like to see yourself in 5 years?

Let’s do Some More Thinking…

  1. What interests you about this job?

    Do your homework, review the job ad and think about what compelled you to apply.  Is it because you see a good match between your experience and goals?  What is it?

  2. What do you know about this company/job?

    Research the company and be able to speak intelligently about it.  Remember key facts – this shows that you have done your research and indeed are interested in the company.   Have a clear picture of what the job entails from whatever information you have available to you.

  3. Tell me about your strengths.

    This is where you want to do your best to talk about a few strengths that directly relate to the job itself – meaning some key words directly from their job ad.  e. if they are looking for someone with experience in project management – you want to ensure to list project management as a strength if indeed it is.

  4. Tell me about your weaknesses.

    This is a tough one for many as we don’t want to shoot ourselves in the foot, but we still need to answer their question.  Typically I advise people to come up with an answer that is a positive but still answers the question, so for example… “I tend to be a perfectionist and sometimes have to remind myself that it is time to move to the next task.” Or something to that effect.

  5. Where would you like to see yourself in 5 years?

    By this question, they want to see that a) you have a goal in mind and b) that that goal is something that the company can actually provide if you are qualified for that role down the road.  If the goal is so over-the-top, and there is no way they could provide this, they know that you most likely will leave the company shortly down the line.

Preparation is Key

Being prepared for the interview is key – knowing what to expect in terms of the most common questions gives you an edge.

Stay tuned for Part 2 of our Top 10 Interview Questions in our next Blog.

Have more you want to share?  Share this post, tell us and Tag us in the post.

Need help?  1 Stop HR

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The Evolution of HR

hrThe Past

Years ago when you mentioned the term HR – people rarely knew what you were referring to.  Human Resources was not a widely known term and to a certain extent, Human Resource professionals were still working through all the details too!   The experts knew there was a need for this type of expertise, but defining it and then being able to bring credibility to the profession and educating the public on the value of HR was the next step.  Years of research and dedicated work went into the defining the role of an HR professional and building the credibility and value of HR as a resource.

The Present

It would be very rare to encounter someone who is not familiar with what an HR professional is.  HR professionals hold certifications and companies have realized the value of the profession and the value of a dedicated resource – be it an employee or HR consultant for their company.  Companies are requiring HR candidates to be pursuing or to hold a CHRP.  Most management teams include HR and those that don’t are considered “behind the times”.

The Future

The profession will continue to grow with more educated and certified professionals having a seat at the boardroom table.  The value of an HR resource will become even more obvious and companies will be viewed at as incomplete without an HR resource.

The profession is growing.  For those familiar with HR, the value to a company, their people, morale, and their bottom line, is obvious.

If you don’t have HR on your team, you are missing out on a strategic partner, most likely have legal gaps within your business and you are taking a huge business risk.

Close that gap, reduce the risk and bring HR into your business.

Looking for your HR partner – we are just a call away.

1 Stop HR   226-750-3160

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Take Employee Engagement to a New Level!

The Heart of your Company

Employee Engagement is the heart of the success of your company.  Happy and engaged employees are committed and productive employees and obviously productive employees impact your bottom line!

So what do you do to promote employee engagement?  Team building?  Training and development opportunities?  Fantastic!  We would love to hear what else you do to keep your employees engaged.  Email us your ideas – they could be featured in an upcoming blog!

Explore this!

Here is another trend that, if you haven’t thought about it, is absolutely something to explore!  Employee Share Ownership Plans.  1 Stop HR has recently partnered with ESOP Builders who provide all the support needed to businesses exploring or looking to implement this option.  Here is some brief information from them to get you started in your exploration.  We will post more from ESOP Builderteam-1520354-1279x1268s in future blogs.

What is an ESOP?

If you ask us, Employee Share Ownership Plans are a tool for meaningful employee engagement and small- and medium-business growth, one that can dramatically impact the livelihood of Canadians.

If you’re looking for a definition, we offer this: ESOPs are stock equity plans that allow employees to acquire ownership in a company, heightening employee buy-in and investment, while fostering accountability and an ownership mentality. They may include stock options, stock purchase, phantom-stock ownership or a combination of alternatives. Employee ownership can range from 1% to 100% of the company. As employees become owners, they share in the risks and rewards of the company.

What does ESOP Builders do?

At ESOP Builders we helps companies develop customized plans to suit business and business-owner needs, following a detailed consultation with our team.

Why implement an ESOP?

  • attract and retain talented staff
  • improve productivity and profitability
  • engage employees in big picture of company
  • flexible succession plan
  • method for employees to build long-term wealth
  • source of capital for company

More Info

If you’re still wondering “what is an ESOP?” and want to learn more or assess whether ESOPs are suitable for your company, please contact ESOP Builders and the team directly or complete their free Feasibility Survey.

 

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6 Signs that Indicate it May be Time to Fire an Employee

fired

First, Documentation

Any of our clients will tell you that Documentation is my middle name when it comes to employee issues.  Documenting conversations involving performance issues, or behavioural issues is key to providing opportunities for the employee to change, but also for protecting your business.  In most cases, you also have to show that as an employer, you have worked to do what you can to point out what is wrong and help the employee improve.  But, when do you know that enough is enough?  Assuming you have been documenting and have a trail to show that you have worked with the employee on changing the undesired behaviour or performance, how do you know when enough is enough?

6 Signs that Contribute to Knowing that it is Time:

1.  Lack of Performance

The performance of the employee continues to decline.  Maybe deadlines are being missed, mistakes are being made, job responsibilities are not being fulfilled.  Performance is lackluster at best.

2.  Absenteeism

The employee has been missing days of work, maybe without valid reasoning or just doesn’t show up for their scheduled work day.

3.  Lack of Team Effort

There is no effort to engage in team projects or provide others with assistance as needed.  The effort just isn’t there and you can see that there is no interest in propelling the concept of team or being an active member by contributing.  You maybe notice morale is starting to be impacted by those that work with the employee.

4.  Attitude

The attitude of the employee is declining.  They are argumentative or just plain miserable.  They argue with their co-workers or superior or look for things to “stir the pot”.  Maybe it is even catching on to others, or maybe others are starting to avoid working with this person.

5.  Complaints

Employees and clients are complaining.  Multiple complaints are coming in.

6.  Lack of Improvement

Lack of Effort to Improve. Even though the employee has been given warnings about their behaviour or performance, the employee shows no willingness or effort to change or improve.

If you have been doing your job and working with the employee on recognizing what needs to change, yet you continue to see the above signs or some of the above signs, it is a good indicator that enough is enough and it is time to cut ties.

Looking to outsource your Terminations or Exit Interviews?  We are only a phone call away…  226-750-3160

Learn More About US

1 STOP HR was founded by Christie Ferguson, CHRP CHRL Christie is a certified Human Resources Professional & Leader with many years of hands on HR expertise.

Contact US

Tel: 226-750-3160
Email: info@1stophrconsulting.com

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