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Job market updates & announcements
Career change
Drafting impactful CVs
Recruiting from a Internal HR perspective
Maximising the use of recruitment consultancies
Online & offline job searching
Upskilling, training & education
Latest recruiting technologies
Redundancies and entitlements
Social media for job searching
Networking – online, offline, events etc
Latest recruiting technologies
Job market challenges & more……..

The Group Owner, Mairead Griffin, a leading Career Coach and Outplacement Consultant from ‘Career Mentors’ ( http://www.careermentors.ie ) will offer practical, neutral, honest and ‘up to date’ career advice to members. The Group aims to engage, unite and support HR, Business Management, Career Consultants, Jobseekers and Recruiters, so all stakeholders in the recruitment cycle can benefit from each others insights.

Id like to invite you all to join and perhaps suggest membership to any of your connections who are actively seeking employment. You can “share” a Group with your connections using the”share group” link on the top left of the Groups main page!!
Mairead Griffin FCIPD
Career Coach & Outplacement Consultant
http://www.careermentors.ie

http://www.linkedin.com/groups?gid=2430760&trk=myg_ugrp_ovr

Structuring your interview answers using the STAR (Situation, Task, Action, Result) interview technique will give you confidence and clarity when answering your interview questions. Following its form will result in your answers being high quality, comprehensive and detailed with fact. This technique will also help you avoid deviating from the question and keep your answers structured. Always use the first person when answering your questions!! STAR is particularly important to use during competency based interviews.

What is STAR?

SITUATION :A background to the situation you were involved in
TASK : Describe the tasks that were involved in the situation
ACTION : What did you personally actually end up doing and how did you
go about it
RESULT : What was the result of your actions

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Q & A without STAR
Describe a situation where you had to address an issue with an individual you managed?

I had one employee who wasn’t getting on well with the customers or her colleagues. I met her and told her that things were going to have to change.I felt I was assertive and she respected my opinions. She took on board my opinions as her manager, and things improved from there. I was very happy with the outcome.
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Q&A using Star

Describe a situation where you had to address an issue with an individual you managed?

Situation:
As Customer Service Manager ,I managed a team of 15 staff who were responsible for all aspects of customer care. At the beginning of a quarter, I received a 2 complaints from customers regarding one of the team members. This individual also attendance problems, both of which were impacting on the business and team morale

Task
As her manager I was tasked with addressing the situation in a professional and transparent manner, so customer complaints relating to this individual stopped and all staff were positive and engaged in their relative teams
.
Action
I invited the employee to meet with me at a scheduled time and date. I outlined the purpose of the meeting in advance. In preparation for the meeting I drafted a history of her performance and attendance. At the meeting I asked if there were any problems or areas where she felt that she needed further training. I reitterated her responsibilities and the service standards of our organisation . I also provided her with a copy of our employee handbook to outline our attendance policy which had already been provided at induction. I highlighted the consequences of her actions should they continue. At the meeting we agreed improved standards and we set a timeframe of 2 weeks to review progress.

Result
The individuals attendance improved to 98% from 79% for the year, thereby reducing the impact on service delivery and the costs involved. Our customer satisfaction survey at the end of the quarter showed 90% satisfaction, an improvement of 10% on the previous quarter. Overall team morale improved and the team became more productive and engaged.

This way your application will stand out from the competition,who have just listed off the responsibilities of the role.

If you need CV tips or an expert to totally overhaul your CV – give Career Mentors a call on 01-2160880.

- Cutting back on recruitment – 69%
- Cutting back on company events – 55%
- Cutting back on bonuses – 45%
- Layoffs – 34%
- Cutting back on training – 33%
- Hiring high performing employees from competitors – 9%

I thought the final point was interesting in that there are opportunities out there. The first port of call should be competitors in the sector your experience is in!