Allen And Associates Complaints, Finance Job

Posted by: Complaints
Author: Paul Megan

Sticking to fundamental business principles is the basis for successful career planning. To us this means that our customers are able to lock up job high-paying offers in as little as 14 days or less.

Old-fashioned methods that require seemingly unending mailings and postings of resumes just don’t get it anymore. It can take weeks or months to achieve mediocre results.

I recently had the good fortune to read an article about career success by Larry Thompson, a Hollywood producer.
It struck me as a fabulous piece of career planning advice.

Thompson reports that, in his experience, there are 10 success killers. As I read about them it occurred to me that they apply to job search success, as well. That’s because one of the key insights into alternative and non-traditional strategies is that employment success follows the same rules as business success.

Here are the success killers you should avoid:

1. Comparing yourself to someone else.

2. Not facing your fears.

3. Leaving a job undone.

4. Feeling sorry for yourself.

5. Failing to speak assertively.

6. Dressing inappropriately.

7. Saying you hate computers.

8. Not taking advantage of advice from family, friends and mentors.

9. Saying “I can’t.”

10. Having more regrets than dreams.

No one said finding a job is easy. However, most job hunters suffer from lack of results. It’s usually because they’ve taken the wrong approach. They can’t achieve fast and lucrative results by using last century methods.

However, 21st Century strategies are exciting career planning alternatives to the old fashioned ways. Reviewing (and avoiding ) the 10 success killers is a terrific place to start to insure your job search success.

Posted by: Complaints

Author: Margaret Mathew

Most jobs are filled from within business or non business organizations from within. Often senior employees are encouraged and indeed rewarded for recommending future good employees to their place of work. This is both a good and wise practice which results in good hires, better workplaces and indeed greater work and employee and employer satisfaction and effectiveness and profitability.

Networking no matter what is the number source of finding good and better job employment career prospects for yourself and your career. It works not only for new job employment applicants but even better for more established job seekers looking to upgrade their careers or even change tacks of employment and enter new areas and fields of employ.

Most jobs no matter what experienced people will tell you are filled from within. The old adage is not what you know but who you know. This is not a disparaging comment. Have heart. It is not a question of nepotism within most organizations and businesses it is a simple matter of common sense and trust. Who do bet your hard work and great efforts on? A newcomer who no one knows and may be fooling you with his apparent claims of skills and work ethic or someone whose history is known over time and work / life experience. Better yet if an employee who is willing to put his reputation and job even on the line recommending a person as a job hire has a vested interest in making a wise recommendation and as well having the new employee work out… Otherwise he stands to have more than a bit of aggravation and grief with his employer or human resources (h.r.). No one likes to be fooled or taken advantage of. Certainly not someone who signs your paycheck. This is why employers often pay employers a finder’s fee for employees they recommend to firm or organization who are hired and pass an initial test employment period.

This finder’s fee is very good value to the employer. Most new hires who are hired in this manner usually work out. Both the new hire and the senior employee feel some recognition and hopefully some loyalty to the firm or organization is created. In addition the payment made to the senior employee while not unsubstantial is not only found money to the senior employee but is usually a pittance compared to what a professional head hunter” charges. Often these head hunter” employment agencies often push new employment candidates through a fast, less than thorough screening process, demand percentages of future bonuses and benefits paid by the employer. In addition little guaranty is made and if the new employee does not work out” usually hold no responsibility and hold the employer at fault. The best the employer can hope for is that it is in the best interests for future business for the head hunter” employment agency to view the process as a long term business relationship and that it is in the agency’s best interest to provide a good level of service and employment agency support.

Posted by: Complaints

Author: Shaun Z. Stevens

Of all the questions you’ll be asked, personal and family ones appear to be the most “statistical.” For this reason, most jobseekers answer them in a “static” way, with “name, rank, and serial number.” They’re also often emotionally charged, since interviewers ask about personal perils, family feuds, and status symbols. Therefore, rehearsing your lines is particularly important, since what you say is as important as what you convey.

While most of the questions in this area have only marginal value in determining your qualifications to perform a specific job, you must get past them so you can get down to business with the interviewer. That’s why they’re called KO factors. Wrong answers will knock you out in Round 1; right ones will keep you in the ring for a while. Personal and family items are invariably at the top of resumes, on the front of application forms, and at the beginning of interview checklists. Since these are the “cue cards” used in the actual interview, expect the questions in Act 1, Round 1.

“First impressions really count” (and they really do to overworked people who are interviewing), this is your chance to shine. Most film critics will tell you they lock into a review within five minutes. If they watch longer, it’s either to enjoy the show or to justify their negative rating. That’s why lawyers often see judges writing their decisions from the bench soon after the opening statements. Yours will, too. Your judge is overworked. Then greet the interviewer with the Magic Four Hellos:

1.) Smile. If you can’t fake it, just think about how lucky the interviewer is to be meeting you.

2.) Direct eye contact. If it’s too much for you, look at the bridge of the interviewer’s nose.

3.) Introduce yourself. Say, “Hi, I’m (first name) (last name). It’s a pleasure meeting you.”

4)A firm but gentle handshake. Rehearse. No live shark; no dead flounder. Then, once you’re on the road”.

Head for the chair on your favored side (right if you are right-handed, etc.) If you’re ambidextrous, you can take center stage. Just be sure there’s a chair behind you.

Stand there until you’re asked to be seated. Basically most managers copy their bosses training, style and procedures (or lack thereof). There is little originality in interview questions. The same questions are repeated in interviews ad infinitum. The problem is that once you are hired all your wonderful traits are forgotten. It simply becomes You had better work your ass off or you will lose your job.”

Standard Interview Questions on Personal and Family:

1.) What are your parents’ occupations?
2.) Do you live with your parents?
3.) Do you own or rent your home?
4.) How far do you live from this company?
5.) Do you speak a foreign language?
6.) How much time do you spend with your family ?
7.) In your opinion, what makes a happy? marriage
8.) Who is the boss in your family?
9.) Is your spouse employed? Will there be a

conflict?

10.) What contributed to your divorce? What have you learned from this experience?
11.) Describe your relationship with your children.
12.) What child care arrangements have been made for your children?
13.) Do you keep and follow a personal budget?
14.) Do you balance your chequebook on a regular basis?
15.) Do you own a life insurance policy?
16.) Do you have a savings plan?
17.) Are you in debt?
18.) How large is your visa bill?
19.) Do you pay off your charge card bills every month?
20.) Have you ever been refused a bond?
21.) Do you have a valid driver’s license
22.) Have you ever had a driver’s license revoked? Why?
23.) Are you a Team Player?
24.) You look like a person on the ball”

Where do you see yourself in time period - 1 year, 2 years etc?
25) How do you see yourself fitting in our organization?

As previously mentioned most interviewers have little or no originality in their Interview skills and procedures.

All they generally do is copy the standard questions that have been commonly asked.

Little originality if at all.

The trick is to plan and anticipate your answers to the se “vital” questions in order that you past muster in order to get the job and income involved.

Standard practice is to have 3 interviews

1) Interview one is the first step - basic screening

2) Interview 2 is a bit more serious

- You have passed step one

- If they are thorough they may have called your references

3) Interview 3 is usually by a team or another member of the team”

A more senior person or even just another person in the organization will interview you.

Although the reason for this will be claimed to be to add in additional expertise and experience into this vital hiring procedure the real reason is to spread the responsibility so that no one person can be blamed if you don’t work out “.

Remember none of these questions need be answered by you. However you take the risk of offending the interviewer (and their interview skills and thus ending your chances for employment and income from that firm). Note that a number of the questions may be totally incongruous , that is inconsistent and incompatible.

Best not to laugh.

For example the interviewer may ask if you are a self starter, take responsibility and make your own decisions and then ask leading questions To ask if find out if you are the type that always follows company procedure without question.

Or they may ask questions to verify that you always consider the company’s needs and wants as most important and then ask questions to verify that That a customer should never question the company’s policy on returns or extended warranties”.

When the interviewer goes to great length to explain that the company has a great focus for  team players” it is not a good idea to point out that being a  team player  is not always a good thing. That the interview questions have focused on identifying you as a  self starter who takes charge”. And besides that it is true that the Sept 11 hijackers were  good Team Players”.

Lastly two points

- One very intelligent manager’s hiring guideline was that when he took out a serious candidate to lunch he watched if the candidate salted his soup before tasting it.

The manager wanted people in his organization who checked things out before jumping to act.

If you get an interviewer who asks original thought provoking questions in your interview take quick note.