Home' Trinidad and Tobago Guardian : July 21st 2015 Contents B8
Guardian www.guardian.co.tt Tuesday, July 21, 2015
A Chaguaramas-based shipworks company seeks a
IMMEDIATELY REQUIRED to oversee all shipyard commercial
activities and manage all related personnel, deliverables,
quotations, scheduling, on-time issuance of scope of work
project budget/costing, invoicing and all related client
liaising/documentation inclusive. Ideal candidate should
have a suitable combination of educational qualifications
and background in marine ship repair with at least 10 - 15
years related working experience at a senior level within a
large shipyard with a floating drydock having a minimum
vessel capacity of 40,000 G.R.T. (and above) and a degree
in Marine Engineering. Must be fully computer literate
in Excel, Microsoft Office Word, and other related
applications. Certification in Microsoft Project
Management, Contract Negotiation?Administration and
prior working experience within a quality assurance
system will be an asset.
Unsuitable applicants would not be acknowledged.
Interested persons should submit curriculum vitae with
relevant doucments and certification to:
The Human Resource Manager,
P>O> Box 2874 TT POST, Chaguaramas
no later than JULY 22, 2015.
Unsuitable/Late applications will not be acknowledged.
and their team, see what groups they belong to and
any discussions they may have joined. This helps
you identify their core areas of interest.
Preparing for Questions
Be ready for everything from the expected "What
are your strengths?" question to the tougher "How
would you handle this situation?" question that is
used to determine your experience and how you
would approach a problem.
In general for hands-on technical jobs, employers
will want to know about:
• Your technical skills
• Problem solving skills
• Analytical thinking and problem solving
• Ability to deliver against detailed technical spec-
• Customer service attitude
• Ability to juggle multiple priorities
For Senior IT positions, you should expect ques-
• Your ability to assess the current state and make
• Your experience managing a large department
• Your ability to design and deliver high-profile ini-
• Your understanding of the company's core func-
• Your skills and experience with the development
of IT strategy
• Your track record driving improved IT organization
Many companies use an interview technique
known as Behavioral Interviewing that asks you to
give specific examples of situations they have encoun-
tered. An example might be "Tell me about a time
you didn't meet a deadline, and how you handled
it."Some typical questions here might be:
• How you deal with conflict or disagreement with
your team members.
• How you would approach your boss with a problem
(answer: state the problem and then offer solutions)
• What you did when a co-worker's efforts caused
the project to fail
• How have you saved a project or customer?
• What criteria would you use when deciding to
escalate a call to higher level support?
So your great resume has resulted
in an interview. Before a company
brings you in they will often have
a phone interview. This is typically
done by the internal HR recruiter
and the purpose is generally to do
an initial screening. However, to
reduce the costs of recruiting a lot
of firms are now using the phone
interview as an in-depth review of
your career, catching many job
hunters off-guard, so you should
be prepared for these as well.
Here are some tips so you can
be at your best.
Simply put, your goal is to get an
offer to move to the next round. This
is true whether you are interested in
this job or not. If the job is not high
on your list, then consider this a
great opportunity to improve your
skills. You might also hear something
in the discussion that could change
your mind so approach every inter-
view as if this is your dream job.
Understand the Type of Interview
Find out in advance who you will
be interviewing with and how long
you should allocate to the discussion.
If you are speaking to an HR person
and they say it will take 15 minutes,
then it is a screening of candidates.
If they tell you to reserve an hour or
more, then you should look at this
in the same way you would look at
an in-person interview.
Tip: if you are speaking over
Skype, make sure you know whether
it is a video interview or not. Don't
be caught in your pajamas.
Know About the Company
When I interviewed candidates,
the first question I would ask is
"What do you know about us?" If it
was clear that the person did little
research, it was very unlikely that
the person would be selected.
There are a ton of resources, so
go online and find out as much infor-
mation as you can about the com-
pany. Look at their recent press
releases. Know their revenue numbers
and key competitors. Check out the
backgrounds of executives, and look
at any key statistics. If it is a startup
company, then see if you can find
out who the venture capital investors
are and how much money they have
Know Thy Interviewer
Now, go to LinkedIn and check
out the background of the person
who is interviewing you as well as
the background of the hiring manager
and their staff. Here you can see how
long they have been there, where
they came from, and any connections
you might have in common.
Especially for the hiring manager
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