SAP Interview Tips and Tricks


Technical Round

Technical interviews are mostly owned technology leads, if project managers are part of the interview times. When I mean the technology, it could be for SAP functional status, ABAP, Basis or other technical positions. Not all types of interviews have all of the following stages. For eg., Full time position or contract to lease will take more general questions / tasks her / his achievements know activities etc while negotiating position will include targeted information about modules / uniqueness that he is engaged for.1.

1. Warm Up

This is just immediately after the first meet-and-greet and offers coffee. You will be asked questions mostly on project history. This phase is just assess your strength zone. Do not panic if you are asked questions that are much unrelated to what you might have done in the past or are out-of-the-blue in terms of technology. The interviewer is just making initial assessment of where the strengths are and how you might fit the requirements. Sometimes resume could not be touched either just yet. You must explain the project scenario, what short term and long term goals are. Again, the idea is to let you know the back ground and to prepare you generally spate of questions that are going to come your way. Most of the time people interview you would be either technical lead or project or both. If you are interviewing consulting company, sometimes managers from the client side was present as well. For non-native English speakers, speak slowly and clearly. The process of the interview almost always ways to speed up your words. This needs to be carefully and consciously avoided.


  • Come early interview site or by telephone conference (if telephonic interview). Try to follow the general directions and smile a lot. Try to go to the rest room (interviews can last for an hour after the second round with you sipping coffee / water between) required before the interview so you can concentrate well in the interview without interference.
  • Project actual strength
  • Having a positive attitude and be very safe even if you are not 100% sure of the technicalities involved.
  • ask questions about the project / company that you are sure will project your knowledge in a positive light.
  • Speak slowly and clearly


  • After meeting your contact / interviewer outside, do not be on the phone with someone else at any point before the interview has begun.
  • do not stand fake skills in this phase and get into trouble. They might not need them.
  • Do not try to steer the interviewer in the direction you want the interview to go just yet.
  • not lose confidence, even if you hear or questions are terms that you might not have heard of.
  • Do not get into an argument to ask questions or answer them. Just nod or say “I do” and smile when you find what is wrong with the project being discussed.

Examples of the questions

1. How do you think you XXX (An area of ​​SAP modules, SAP SAP pricing)? 2. Have you worked XXX (An area of ​​SAP modules) or YYY (specific business scenario, says data migration live purchase orders)? 3. Give a brief about your experience? (First and most asked question)

2. Technical questions

This is the hardest round and what you’ve been preparing for all along. This round may last quite a long time and if you are interviewing for a large company that phase could be done by many teams for many hours. Usually you will not be asked to bring in technical traffic the next day, but on the same day, it could be a ring with A and another round of team B. 80% of the time the focus was on the new phone and the achievements you mention in your resume. The questions would not go out much in the first and second projects unless they find something interesting or something they could relate to the 5 or 6 project. Also making technical questions would depend on if you are applying Jr., Mid-level or Sr Consultant position.

1. Prepare a new well. You are what your resume is. If you can reflect new interview you’re all set. That exactly what the interviewer is looking for. Resume preparation is an art in itself. Spend a considerable amount of time tweaking it

2. Prepare a new job. This applies mainly to contract work. This could actually sound so bad, but works well. Do not place the same again for all jobs. Change it to suit the requirements job.You do not go over board with it. See if a few changes here and there may be an asset. For example, if the job requires you to know “SAP Credit Management” and if you have done credit management (not your strength) try to expand on it. Try to do some reading if required or brush up your skills in the system. If possible, try to dig out the old documents or notes you might have. This type of flexibility on your part can go pretty far to get you the right job.

3. How to project yourself –

a. If you are applying Jr. horizontal, project yourself as a happy enthusiastic and quick to learn. Show your aptitude with SAP expertise. They already know that you do not have much skill – they are just looking for someone who is willing to learn and be flexible enough

b .. If you are applying for mid-level SAP consultant position, task himself as the go-to guy for specifics. You need to solve specific problems. Technical experience is what is sought. Specialization is the key.

c. If you are applying Sr. horizontal, show broad exposure and tell them about the project experience, methodology, (not just about specific fields). Broad-based exposure is the key

questions may vary depending on the style of the interviewer

Style 1 – .. Based on your resume – This is how most of the interviews conducted. As you would have already sent back to the team there (they have pre-screened and you said YES interview), they already know that you have the skills needed for the job. So mostly a matter of convincing them that you actually have it in you. If you have prepared a new well, this interview style will really catch you

Style 2 -. Given the current backlog of projects – some focus on the current task of the claims or what they have been doing over the past 1 year. These are in fact the most difficult questions to answer. It is actually a very bad interview style, but you just have to take it into account. These people are the most difficult to impress. But remember, everyone who comes for an interview will face the same task as you do. It rarely happens that a candidate interviewed is very well versed with the specific issues that the interviewer is asking questions about (without referring to your resume

Style 3 -. Management style Technical questions – Sometimes project managers ask technical questions. This could be a tough call. You would have to build answers first judge the type of questions he is asked. Some project managers come from a technical background and ask very relevant technical questions which test specific skills as a general understanding. These people not to be fooled easily and if you have the right skills, are easy (the key to impress them easily these interviews is to explain certain tasks related to the incident and how you resolved them, both from a project management perspective and a technical perspective. These folks looking mostly for the go-getter attitude). Some project managers come from a non-technical background and still do a technical interview. They ask questions that are mostly related to the administration (Landscape, moving), the current situation and business QA. All they look for is all confidence. You just have to say “yes I do” (in other words, sound knowledgeable even the things you might not know) to all their questions because they do not know the answers themselves.


  • Collect 60% of the technical preparation of the first and 20% in the second project.
  • Prepare a new well and prepare well for it.
  • Be aware of each line of the first two pages of your resume.
  • Explain special cases where you have faced or solved problems.
  • In short, the task is to try to count specific customization scenario. Not only list standard customization scenario too much.


  • Try not to say “I do not remember” atleast questions on the first project.
  • not always talk too much about the standard functionality. This gives the impression that you are a student and have not done much customization.

Examples of the questions

1. Technical Questions in the subject area of ​​expertise (Functional / Technical / Administration / PM). 2. How do you resolve this situation? (They will give you a specific scenario and ask for your approach to problem solving) 3. Special customizaion example (How to Install seasonality of the credit limit or how to enable line-item overview in G / L master etc)

Board Questions

This phase should really be a breeze. The key is to understand that the interviewer at this stage wants to take you. It is yours to lose. This phase could be done by any of the following group of people

  • project / program managers
  • Project sponsor
  • Steering
  • User Community
  • Customers (If you are interviewing for consulting)

The interview could happen on the same day or the next. This stage might or might not happen for contract jobs and even if it happens is more a formality. But for full-time employment, traffic management is almost mandatory. This round as you might have guessed it’s just a matter of showing soft skills. If you take out all the fluff, it boils down to the following.

1. A medium / long-term goals align with what the team / executive / company assume the person in this role?

2. Do you have what it takes to work with team / user? 3. Are accomodative?

HR Round

This round only to full-time employees (where contending racing business a background contractor). The HR primarily plays two roles here

Investigator -. History employer verification background, criminal history verification etc. Bargain Master – Salary negotiations, transport allowance, bonus, etc. There is a ton of information online about how to tackle HR rounds and caveats involved.


Knockout Interview!


Finally, you’ve made it to the shortlist and interview now. As you sit there Fielding intelligent answer question comes from out of the blue suddenly you have a magical, tongue-tied and ineffective. You know right then that you have been knocked out of the interview. How could it have been prevented?

The Web Site Example

Alex was pleased with himself because this job opportunity in Nairobi Kenya would draw on his skills to produce effective, cheap videos and TV shows to a global audience make where knowledge, not to mention his fluency in three languages. Then impression was asked in a telephone interview. “You have seen our website and description of the 30 projects asked?” “Yes,” he replied honestly. “Would you choose one and describe us the strengths and weaknesses.” Alex was speechless. He tried to think about all the projects and choose one to focus on, but it was all a jumble; the more he thought more confused he became. Then sweat, elongated silence. Finally he said: “Honestly, I would have more time to answer you with knowledge.” The interview ended shortly thereafter.

  • Why did they ask this question?
  • What were they looking for?
  • What kind of person would they get
  • respond well to this type of question?
  • What should Alex have done?

Why this question?

It is hard to know why interviewers ask certain questions. In our opinion, this was a stupid question, but in our opinion, would have been of no help Alex in all cases. They ask him because they think it’s clever that it will separate the wheat from the chaff.

We believe that it is stupid because it will eliminate a very good candidates and it is not a matter of respect. It’s sneaky, to say the least and it is not related on-the-job capacity that is actually what the interview should be about.

What were they looking for?

They might have been looking for the rare someone who had the foresight and the ability to record data on all 30 projects and then offer intelligent answer. If they were clever question they have been looking for, not the real answer, but simply to see how one would field it. So they get to see how a person reacts to stress. Or, perhaps they sought to test the integrity (as in the case of Alex, they did).

what kind of person would they get?

There they would get either someone with a photographic memory or a very good under pressure, or someone who already knew the trick advance. The photographic memory has very little to do with most of the needs of day-to-day business of producing videos and television programs. So that could easily eliminate some very capable manufacturers of video. If it found some good under pressure, they would need to keep things in perspective; stressful situations rarely affect more than 10% of the work, and so the question should weigh more than 10% of the interview. And if the question was the one that did the trick for the things of earth will have to prove? It could get sneaky sneaky new employer employee.

What should Alex have done?

Specifically, Alex should have (1) tried to get a little more time , so that he could cool down and think more rationally. He could have asked: “Did I understand that I can choose which one of these programs?” However, this question is being asked and the answer is available, sky-high adrenaline Alex has a chance to fall to normal levels and kick his logic in gear (under stress, emotion takes over and logic usually gets thrown out the window).

If logic had kicked Alex had realized that he and most others in that situation, would not be able to answer the question asked. Therefore, he should try to (2) to find some way around it . He could have said: “There are so many activities to choose from, I’d prefer if you plug one and I will comment on it.” What

this does is reduce the field 30 projects into one, making the problem 30 times simpler. If Alex were lucky, he might actually get more information about the selected task they outline it. Even if he did not get more information, he could accept the project and be able to comment on it. However, let’s assume that Alex was not so lucky and even as the project is declared he has no idea enough detail.

He should then have (3) associated with the project to a situation that he knows something about . “Looking at the projects ABC similar, I believe, project XYZ I once took part in … strengths and weaknesses …”

What this shows is that

  • Alex can react fire
  • He does not jump into situations, without further explanation
  • Alex has been involved in complex projects
  • He knows how to assess the strengths and weaknesses of
  • Alex is probably knowledgeable enough for this job

The “babbling idiot” is thus transformed into insight prospective employee.

summary of what to do

  1. Take swift action to buy you more time.
  2. Ask for explanations so that you know if you answer correctly.
  3. Use your own experience as a way to connect to issue a questionnaire is.
  4. Let the interviewer know that you think they may have overstepped their boundaries. “Could you re-state the question, please? I’m not sure how this question relates to this position, you could clarify that for me? 30 new projects are quite a few.” They can re-phrase or even a question. If they pull it you will know that this very tense situation for you was not important to them (but it was particularly important to you – something that you would always remember). If they rephrase the question, you may discover that it is not as difficult as you originally perceived it to be.
  5. Turn the question back to the questioner. “30 new projects are quite a few, you have a favorite?” Or, “Do you expect that I had memorized all 30?” You are now in control of a defense; you have a better chance of providing a meaningful response. You seem more collected and more intelligent -. And you have to buy more precious seconds


First, be as prepared as you can before the interview to deal calmly with all the embarrassing things you have in your life. In the interview itself, when faced with an awkward question, buy a time so you can have your feet back on the ground. Then respond best you can, drawing on actual experience with examples.


The importance of diaries in interviews


Note taking is absolutely paramount when conducting an interview. The notes you take will be the only way to verify the facts got in the interview. Relying solely on memory will lead to only think of the publication. This leads to bias and preconceptions. Whether we realize it or not, everyone has developed a bias and even if they are subconscious they can affect the way we view candidate. Interview more than gut feeling, it’s about finding the best person who has the knowledge, skills and experience to do the job. Note taking is important for successful recruitment.

When you conduct an interview, let the candidate know up front that you will be taking notes. If you have decided properly, all your questions have been prepared and you are under a question of space to fill with notes. Rate concerned enough time to answer questions and make sure you direct and clear when necessary. Your notes will help you with this. Proper preparation and good diaries will help you gather more complete and accurate information.

As you take notes, be very careful to stick to the facts. Making assumptions or judgments will do you no good when you view the note after the interview. Great Interview about the facts. It is about finding out about the past behavior so you can predict how the candidate will handle future situations. Objectivity is the key.

When the interview is over, leave comments immediately. Never interviews back to back. Allow at least 15-20 minutes between interviews for review. When the interview is over, it is fresh in your mind and you will be able to effectively and objectively review the information – the more time that passes, the greater the likelihood that you will use impressions rather than facts in the decision. This review period is also a good time to make sure you get all the information you need. If you missed something, it can be immediately set up for a future interview or phone follow.

When you sit down with colleagues later to give input on the candidate, you will be able to present them with objective facts. If they also interviewed a candidate or if you did a team interview, it will be easy to compare notes and make an objective decision.

Note taking is important in the interview process. We simply can not be expected to remember all told if we try our decisions will be at least partially based on gut feelings and biases. Note will lead to successful and productive interviews and consequently to successful and productive employees.


The art of interviewing: Benchmark Interviews


. Introduction: Very often we see the interviewee is scratching their heads to find a way, as to how they can crack the interview

Get stiff

Take Training

Talk to the elders and experienced people

Take counsel

Read books, magazines … where they find some information like how to crack the interview

They just will not leave any stone unturned in their preparation for the interview. But, have you ever seen the interviewer to prepare for the interview? Many times, I’ve seen, many respondents did not even care to scan through The format / back candidates, before sitting “Across the interview table.” Probably, they think the interview is not a big-deal. Many interviewers ask questions just as it comes to mind, without knowing the purpose of these questions. What do you think how many interviews you can take in one day? If carried out, even if you are a recruiter and hiring for entry level position … you can take more than 35 hours of interviews in 10 hours. If you are taking more than 35 interviews … then I’m sorry, you’re not interviewing than just making a fool of yourself and misrepresent your company.

Let’s make a beginning

What you leave the interview? Interview is a conversation between two or more people where questions are asked to obtain information about the recipient. Interviews can be divided into two rough types, interviews and assessment interviews for information. So, do you think you can take an interview with a man who has more than 10 years of experience? I do not think so. If you have more than 10 years of practical experience, but you’re just making light of his image, knowledge and respect for his interview. At that stage, it can only be discussed or communication for mutual growth and benefits.

I’ve seen in some companies fresher (People with less than 2 years experience) to interview the person for the position of HR-Manager (with experience of 6+ years). What is your locus standi … is very important. Here I like to share one incident / issue

Case Study: .. A Great Company as well as the Great Recruitment Consulting Firm … And A Great goof up

As I have said, earlier in my write-up “Employee Retention Process and marriage” recruitment is the first step to keep the employee. You’re marketing business

First Step :. Before the interview

Prepare for the interview: Take the time to go through the installation of a candidate. Try to understand their role and also prepare a list of questions you want to ask.

Program time. Do not give the same time more than one person.

Start the interview on time. If you think that you will not be able to start the interview at a certain time inform the applicant. Even if you have notified the applicant of the expected delay … apologized before the interview.

Environment for Interview

not interview in a place that is either too loud or too congested.

If possible, put the sign “Do Not Disturb” outside the cabin or room.

Ensure that the lights are just a man sitting there is convenient.

Record matter of the interview. If you are a voice recorder, which will be very good but if you do not … then write down.

Begin Interview

The candidate might think … Who are you to take my interview?



Designation website

Total Experience

Short about your role in the organization

Since how long you have been connected to the existing business.

Introducing the company you are representing. How big is the company? What are the various interests and business of the company? How it has grown in the last 3-5 years? What profit after taxes was … the last financial year? What are the future growth of your organization?

Discuss profile / job opening you are interviewing sitting opposite you. Identify the characteristics and level of knowledge you are looking for. Also, refer to inform him … why his resume has been short listed. What will the recruitment process you are going to follow? Finally, how many days will it take to close the position?

Discuss career growth position you are interviewing. What are the growth prospects? Do not make false commitments.

Now, smartly put the ball in his court and asked him to give a brief about his family, after education.

Start asking questions about current job and move to the previous task or job

Concentrating the following :.

1) His

2) span his control

3) Organizational Hierarchy

4) The main achievements in that job / role

5) the main challenges he has faced in his current position. career; in his life

6) Why he wants to change his job and why he has changed his work in the past?

Thank him when he talks about his achievements. Do it well and provoke him to speak as much as he can.

Ask him about his strengths and his personal success.

Do not forget to ask him about his goals, aspirations … where he sees himself in the next 5-6 years. What is his purpose in life? What are his dreams

Closing interview

Tell the candidate that it was a pleasure to talk to him and you are through the interview, however, if he has any questions; if he wants to ask or know anything … he can do it.

Tell him that someone from your team will get in touch with him in the future course of action.


the interview … weary of him. Compare smiling face. In the interview cabin … you are trying to sell the vision of the company; policies and procedures. When a candidate is out of the interview cabin, he will be making an advertisement for your company … Good or bad … The choice is yours

interview as an art. if you are an expert, you can literally interview anybody. For me, the purpose or result of the interview should be, “Does not matter if I choose a candidate or not, does not matter whether it is me or not, but we should be able to stay in touch with each other.” It should be impact it should have; that should be an indication that he should carry with him; which should be pleased that he should be able to reduce the communication

Remember taking interviews … you are actually unofficial ambassador of the company. you are a representative of the company; you are creating an image for your business and you are building a brand for your business. Does not matter whether you choose a person or not … unknowingly you’re doing an ad for your business.

If you are able to represent your business is correct and professional way he could join your business. ..if not now …. could be in the future. He might recommend you in his company or his contacts, but if handled in an unprofessional manner … he will not join your business and will tell others in his circle to not participate in the business.

I am sure, you will like this write-up. Do not share your views.

Keep Smiling. Continue to learn and continue to grow.



Interview Tips For teachers


Whether you are looking for a first job as a teacher or you’re a veteran teacher who is seeking a new job, here are some tips that will help you ace the interview.

Interview Tip number one: Remember the interview starts when someone calls you to install it answer every call with a professional tone .. Make sure that cell phone number listed on your resume is working. Answer mobile how important the text you are working on. Check and empty the mailbox in time. Check your email daily

Interview Tip number two :. Prepare for the interview ahead of time by writing down sample questions and write the answers

Write the sample questions. Answering the written and the oral. Be succinct. You will probably have 5-10 questions to answer in 15-20 minutes. Plan accordingly.

The most important question is the first, which is probably something like: “Tell us something about yourself and why you want this job.” The interview team will decide whether to listen to the rest of the interview in this first two minutes so it counts. When preparing interview questions, keep in mind that managers want teachers who know how to do three things:

  1. Control in the classroom, which means very few office referrals
  2. Teach children to use best practice teaching methods
  3. work as a team player, bringing good work habits, cooperation and knowledge to the table

Here are some sample questions you might be asking us:

  • Tell us a little about yourself and why you are interested in this position.
  • What are your strengths and weaknesses?
  • What is your background in working with children?
  • How pay tuition? (this is important)
  • How are you lessons? What are the components of a great lesson plan?
  • Tell us parents, your methods.
  • Scenario – You have a child in the class is exhibiting learning and / or severe behavioral problems. You contact a parent, but there is no response. What would you do?
  • When we walk into the classroom, what will we see?
  • How do you use technology (computers, smart board, Elmo projectors, iPods / podcasting, etc) to enhance learning?
  • What is a classroom management strategy / plan? How can I ensure that all students engaged in the learning process?
  • Have you worked with special needs children?
  • Autism Spectrum Disorder
  • ADHD
  • learning
  • What are the components of the IEP and how you work with special education teachers to implement the education program in the classroom?
  • How adapt curriculum for children with disabilities?
  • Are you familiar with the testing requirements of the no child left behind? How are you going to prepare students for these tests?
  • How can I ensure that students from different backgrounds (race, socioeconomic, religious, special needs, ESL) feel welcomed and valued in the classroom? How did you meet different learning their needs?
  • Given that the basic teacher, you are responsible for all individuals, how do you ensure that all of them are taught within the time frame you have to give?
  • Tell us about your ability to work as a team player.
  • What would the former administrator and colleagues say about you as a teacher?
  • In our school / district, students are expected to be progress monitored regularly. How do you achieve this?
  • Do you have any questions for us?

Interview Tip number three :. Practice interview skills

Read them aloud. Exercise them aloud. Sitting on a laptop and answer them in the webcam. Play them again and again. Read them into an audio file and listen to them in the car, walking, where you can. I can not stress enough the importance of the interview

Interview Tip number four :. Practice Interview Etiquette

Take the following interview : A black laptop-type bag with the following things: cell phones off, 3 to 5 copies of mini-owned pass the interview team (see below), 3 x 5 index card with emphasis marked a reminder list of the most important things you want to tell the interview team, pad of paper and a pen and a small bottle of water.

Be very polite to everyone to attend the interview site, from the custodian that allows you to enter a secretary who greets you at the office. Next to the principal, some have said that these are the two most important people in the school building. I can not tell you how many times I’ve heard stories about the candidate who has a successful interview and the secretary said the principal of any damaging as overhearing inappropriate cell phone conversation, asking inappropriate questions registrar or rude. communication with parents while waiting for an interview

Shake hands with the interview (ers)

Take a mini-portfolio It is unlikely that the interview team will have time to look through large, binder type portfolio. Instead, sealing 5-10 document with colored pictures that you can leave the interview team. Highlight activities that make you stand out as a teacher of the other candidates

Interview Tip Number Five :. Send handwritten thank-you note after the interview, preferably on the same day.


Ice Breaking Job Interview Questions


When you enter the first interview, the opening question is always designed to introduce you so you feel comfortable in the environment before the questions become more specific. Generally speaking, the “ice breaking questions” are broad, yet they can be so important in how they affect the rest of the interview.

Just like in a sports game, the opening minutes of the game are not where the game can be won, but where it can possibly be lost. The same goes for an interview – you’re not going to get a job because the answer you give, but you can lose the job with your answer. Although the ice breaking question will be general questions about you or how the day is going, remember this is the first impression a hiring manager by you. Giving off the wrong first impression can significantly affect the outcome of the interview

Example :.

• Tell me a little about yourself …

• Were there any problems to find our office today?

• Have you ever our location before?

• If there is a major sporting event like the Olympics go to the hiring manager may ask something along the lines of “Have you been following the Olympics?”

• Would you like some coffee or a glass of water?

• Are you enjoying this weather?

• Why have you applied for this role? (Trickier ice breaker question)

The most important aspect of answering the ice breaking question is to build an early rapport with the interviewer. As I mentioned, you’re not going to get a job just because you answer ice breaking question in a brilliant way, but to answer the question in the wrong way can give off the wrong first impression

Tips :.

• Keep answer related question and a short and polite. This is not the time to tell the interviewer life story you

• Do Enska – “Very well thank you, how are you?” If you’re asked how you are doing the correct answer would be, or “Fine thank you, how are you today? ” – The use of slang or lazy English can create an unprofessional or even reckless ride

How to blow ice breaking question

A colleague of mine was interviewing candidates for the new role .. As a polite introduction he would ask candidate if they find the company building in particular. Most candidates smiled and said yes to this question. One candidate, however, told the interviewer how it took him a long time to find the house and how his train was late. He rambled on for 2 minutes of the difficulty in finding the house. Before the interview was officially even begun he had a negative impact on the interviewer. He had lost his job before the interview was even started.


Job Interviews and Stam


Job interviews can be nerve-wrecking for people and a lot of anxiety high, people tend to fumble up their interviews. Even the most confident people can be caught by surprise with some questions that employers come up with. While nervousness is normal with most people, the level of nervousness and anxiety will be at an all time high for stutterers try out a job interview. This is because many employers prefer non stutterers that stutterers because they do not trust the efficiency of the stutterer. While some jobs really can not stutterers because of the nature of the job, some employers refuse stutterers the job for no apparent reason.

Stutterers have a disadvantage when it comes to proving their skills but it will also leave them to many famous people have proven merit despite the stuttering problem. This should encourage stutterers try their best before giving up something. While it’s understandable that Stutterers get jittery just before the interviews, it is necessary that they keep their cool to work well in interviews. This prevents them from worsening problem of stuttering and help them in facing the interview better. Confidence in themselves and their abilities will be developed before the interview so that they coasts not approach the interview.

Another thing to Stutterers have to do the interview is to inform employers of their disability so that it does not look like they are hiding the negatives from their employers. It also stutterers in a good light to employers that they are able to understand the trauma and make changes accordingly. Also, confesses that stuttering does stutterer more confident that they do not have to fear that their disability will find out and also makes relieve employers misunderstanding candidate is very nervous.

Although Stutterers tend to take disability upfront their interviews, there are some employers who pass from choosing them because of their disability. This attitude must change, and employers must realize Stutterers have the same potential and are capable enough as other candidates. Alternative jobs must be based on merit and not on their disability unless the job requires much talk. Some countries also allow ordering severe stutterers and this will be provided to them if they are considered disabled in any way.


Implementation Entrance (Do not Stop) Interviews


The Saratoga Institute recently reported that 85% of people are dissatisfied enough to change jobs next year. Is it just me, or would not it be better to ask the people what you have to do to keep them working for your business, rather than to ask them why they no longer want to work for you? It seems intuitively clear that if management proactively and regularly identify what makes people unhappy at work, it would be a lot fewer Exit interviews to take place

As Jim Collins, in his book Good to Great :.

“Spending time and energy to” encourage “people is a waste of time. The real question is,” How do we motivate our people? “If you have the right people they will be motivated. The key is to not de-motivate them.

So let’s flip exit interviews on and start asking questions that remove de-incentives so that people motivated, engaged and happy in your business. We ‘ll call these training sessions, entrance interviews, representative of what keeps them coming back day your business by day, rather than exit interviews after they leave.

Preservation & turnover

When conducting entrance interviews, it is important to understand why people stay at, as well as why they leave institutions. This knowledge can lead questions managers ask their staff.

So why do people leave? Again and again, studies show that people stop. their manager, not their business Let’s look at some examples:

  • The Saratoga Institute found that 39% number # 1 answer for why people go, in the context of regulatory elements that include areas such as: lack of respect for the supervisor, lack of leadership skills a supervisor, bias, lack of recognition, and the inability of supervisors.
  • Robert Half International found that “limited recognition and praise” was cited as the most common reason why employees left their business.
  • Gallup stated that the # 1 reason people leave organizations is that they do not know what is expected of them.
  • While the answers may vary depending on the study, all pointing back to the manager.

The Entrance Interview

Armed with the knowledge of what motivates people to be in organizations, managers can ask meaningful questions like:

  • Do you like your work to be exciting and challenging?
  • Do you feel that you are on a path that will allow you to meet your career goals?
  • How can I support you better?
  • Do you like the agency assesses contributions?
  • Do you feel like you’re making a difference here?
  • Managers can also ask questions designed to assess a person’s satisfaction with the organization and likely to leave

For example .:

  • If there was one thing that would drive you to leave the coalition, what would it be?
  • is one thing I could change to make this a better environment for you, what would it be
  • ?

  • If you were a king today, what would you change in this organization?
  • What do you want to see more (and less) in this organization?
  • There should be very few surprises about who understands the organization and why. If managers talk to their people on a regular basis, it will not be.


conduct interviews entrance not only help administrators analyze de-catalysts, but also these meetings give managers the opportunity to demonstrate that they care about their people. Leigh Branham in his book, The 7 Hidden Reasons Employees leave, noted that 80% of employees who had been coached by their managers felt a strong commitment to their organization versus 46% of employees who received no training. When managers show that they care about personal growth and success of their employees, are more likely to be in the organization of these individuals.

And yet, given all this evidence, few managers ask questions such as those mentioned above on a regular basis. Rather, all too often, Human Resource representatives ask these questions on the last day of employment … after it’s too late.

Managers who ask the right questions regularly will find that they have developed a committed workforce.


How to prepare for a job interview situation


A situational job consists of a series of questions focused on drawing out the actual experience showed special qualities or abilities. The theory behind the situational job is that past performance is one of the best indicators of future performance.

You may have a history of star performance, but if you are not able to clearly articulate how you have shown qualities and skills test, you probably will not get the job done. The following 3 tips will help you prepare to respond to the questions that will be asked of situational interview.

Advice Questions

You future employer wants assurance that you can do the job. Create a list of qualities and skills needed to do the job you are looking for. The best place to start is the job posting advertising position. The post will usually give you the top requirements of the employer for the job. Look at similar job postings as well to find more features and skills to add to your list

When you have a good list of qualities and skills needed to do the job, translate them into a list of interview questions you expect to get. There are also several online resources that will help you identify the questions you can expect from the interview.

submit a detailed response

When you have a list of qualities, skills or even questions that you think you will be asked, are you ready to prepare. The goal is preparing to respond safety and naturally all the questions you get. Write down as many experiences as you can think of where you have demonstrated the success of every quality, skill, or a matter of the previous list. Do not just make a list, but for more information.

Utilization write down your experiences with the associated information is intended to bring the experience to the forefront of your mind so you can remember them easily. In other words, you are creating a collection of vivid experience to share with your potential employer. Write this experience into outline format with bullets. It will help a lot more than just view them in your mind. You want to come to the interview with a full arsenal of detail rich experience.

Detail is the key. Information must experience more memorable and believable. Do not skim the information. This is why preparation is so important. It’s hard to remember the details of something you accomplished years, but with proper preparation you will.

ask if you are a Good Fit

After the interview, ask your future employer if you are a good fit. This is a great opportunity to see where you fall. It will give you the opportunity to deal with any of your shortcomings perceived by the caller. At minimum, the information will help you prepare for your next interview.


5 Simple Rules for a great job interview


Many years ago, when I was young job-searching greenhorn, I ventured to New York to take a bite of the big apple opportunities.

When it came to finding a job in a crowded metropolis, I quickly learned that it is much easier on the human sanity to sign up with one of the many agencies that helps jobseekers looking for work.

I cleaned the newspaper and found a large ad for one such well-known employment. His word, they immediately sent me several interviews – one that I found particularly well. Needless to say, I did not get any job offers.

While nursing a cold, I decided I had to change. So, I contacted a much smaller organization and decided to see if my luck would be different.

These people rocked! They were down-to-earth friendly and genuinely care about helping me find a job. Before they sent me out on any interviews, they put me through a mock interview session and evaluated my performance (something the larger fancy-pants agency did not). Since counselor sat me down and we talked about the results of my mock interview.

I am forever grateful for the feedback I got that day, because the interview preparation tips they gave me have served me well over countless interviews for years. I’ve condensed their pointers into five simple rules that everyone can follow for better performance in the job.

  1. Eye Contact – Look directly at the person you are. Do not throw your eyes down.
  2. sit up straight – Do not slouch in a chair – it makes you look lazy and uninterested. Good posture makes you look like a confident person.
  3. Do not Fidget – keep your hands in your lap when you are not making a point in the conversation. Fidgeting looks unprofessional.
  4. Speak Up – Do not mumble your words. Speak directly to the person you are talking with a clear, strong voice.
  5. Smile and show some personality – It’s OK to be a little nervous, but remember to stay loose and be yourself. Personality which is considered full.

Of course, there’s a lot more to think about when preparing for an interview. But even if you only remember these five simple interviewing rules, you will be able to make a good impression on the one person standing between you and your job -. Interviewer phone