New Opportunity - Clinical Therapeutics Specialist - Orphan Product - New product launch opportunity.
Three territories:-
1. Northern England & Scotland
2. Southern England & Wales
3. Ireland
As a medical sales professional launching a new entity in to the market is one of the most thrilling and challenging career landmarks. For our client, there is just one chance to bring their new product to market; hence we are in search of an elite salesperson who can establish a breakthrough treatment in key centres across your territories. You must:
- Thrive in a fast-paced working environment
- Be able to work with your internal and external stakeholders to drive through results
- Understand the market dynamics, particularly around funding and use of Orphan status products
- Have sound planning skills with strong commercial judgement
- Be motivated by the ultimate goal of improving patients’ lives
Critical to your success will be the ability to remove any barriers to usage of the specialist product so as all relevant patients who would benefit have access to the drug. You would need to;
- Develop and execute specific account plans
- Communicate disease and product knowledge effectively
- Create a long-term ‘partnership’ and value propositions with all key stakeholders
This is a high profile sales role requiring a range of transferable skills and knowledge; it is likely you can demonstrate the following:
- A proven track record of sales success in your pharmaceutical/biotech career to date
- Experience of selling in a highly specialist market (Orphan products, other high cost:low volume areas)
- An understanding of the healthcare regulatory environment
- Excellence in selling skills, account management and networking
- Prior product launch experience will be an advantage
- Degree level education
- Valid UK driving license (max 6 pts)
You will need to able to cover your territory effectively so a willingness to travel/stay overnight, as the business requires, is a must.
The successful person will be joining a new sales team and be at the forefront of future growth plans for this ambitious company. On offer is a top end basic salary plus an extensive benefits package.
To be considered for this exciting vacancy please send your CV to administrator@2020selection.co.uk or call our specialist team on 0845 026 2020.
http://ping.fm/mJhe3
Showing posts with label 2020selection. Show all posts
Showing posts with label 2020selection. Show all posts
Monday, 20 February 2012
Thursday, 9 February 2012
NHS Patient Safety - Reducing Medication Errors
How can Pharmaceutical Companies contribute to improving NHS Patient Safety?
They can demonstrate ‘added value’ , for example, by either offering products which contribute directly to making the administration of medicines safer by helping to reduce:-
a.Making the drug up to the wrong strength
b.Using the wrong diluent
c.Microbial or other forms of contamination
d.Labelling errors
e.Administration by the incorrect route by clearer design/packaging of the product
The products which are commonly offered as part of a compounding service include:-
a.Cytotoxics
b.Antibiotics
c.Inotropes
d.Potassium solutions
e.TPN
f.Unlicensed medicines
In addition, the provision of non-promotional training/educational services to healthcare professionals in the form of Continuing Professional Development events and nurse advisor teams helps to educate NHS staff on how to administer medicines more
a.Confidently
b.Accurately
c.Competently
The Department of Health (DH) has issued the following list of ‘Never Events’ for 2012-13. The list is circulated to a wide range of NHS managers, clinicians and healthcare professional allied to medicine.
The document authors are the DH’s Patient Safety and Investigations unit. The purpose of the document is to highlight certain events which are deemed to be very serious risks to the standard of care to patients, but most importantly avoidable.
The document forms part of the wider DH’s Patient Safety Agenda policy and should be read in conjunction with the NHS Standards Contract for organisations providing services to the NHS
1.Wrong site surgery
2.Wrong implant/prosthesis
3.Retained foreign object post-operation
4.Wrongly prepared high-risk injectable medication
5.Maladministration of potassium-containing solutions
6.Wrong route administration of chemotherapy
7.Wrong route administration of oral/enteral treatment
8.Intravenous administration of epidural medication
9.Maladministration of Insulin
10.Overdose of midazolam during conscious sedation
11.Opioid overdose of an opioid-naïve patient
12.Inappropriate administration of daily oral methotrexate
13.Suicide using non-collapsible rails
14.Escape of a transferred prisoner
15.Falls from unrestricted windows
16.Entrapment in bedrails
17.Transfusion of ABO-incompatible blood components
18.Transplantation of ABO incompatible organs as a result of error
19.Misplaced naso- or oro-gastric tubes
20.Wrong gas administered
21.Failure to monitor and respond to oxygen saturation
22.Air embolism
23.Misidentification of patients
24.Severe scalding of patients
25.Maternal death due to post partum haemorrhage after elective Caesarean section
Source: http://www.dh.gov.uk/prod_consum_dh/groups/dh_digitalassets/@dh/@en/documents/digitalasset/dh_132352.pdf
You can read the whole document if you wish, but the indicators within the specific areas where the Pharmaceutical Industry has opportunities to work in conjunction with the NHS includes:-
4.Wrongly prepared high-risk injectable medication
· Death or severe harm as a result of a wrongly prepared high-risk injectable medication.
· High-risk injectable medicines are identified using the NPSA’s risk assessment tool1. A list of high-risk medicines has been prepared by the NHS Aseptic Pharmacy Services Group using this tool2. Organisations should have their own list of high-risk medications for the purposes of the “never event” policy, which may vary from the NHS Aseptic Pharmacy Services Group list, depending on local circumstances.
· A high risk injectable medicine is considered wrongly prepared if it was not; o prepared in accordance with the manufacturer's Specification of Product Characteristics;
1 NPSA High Risk Medication Risk Assessment Tool, 2007, available at
http://www.nrls.npsa.nhs.uk/EasySiteWeb/getresource.axd?AssetID=60097&type=full&servicet ype=Attachment
2 Pharmaceutical Aseptic Services Group. Example risk assessment of injectable medicines. 2007. Available at http://www.civas.co.uk/
· This event excludes any incidents that are covered by other “never events”.
· Where death or severe harm cannot be attributed to incorrect preparation, treat as a Serious Untoward Incident.
5. Maladministration of potassium-containing solutions
Death or severe harm as a result of maladministration of a potassium-containing solution.
Maladministration refers to;
selection of strong potassium solution instead of intended other medication,
wrong route administration, for example a solution intended for central venous catheter administration given peripherally,
infusion at a rate greater than intended.
Setting: All healthcare settings.
Guidance: - Patient safety alert – Potassium chloride concentrate solutions, 2002 (updated 2003), available at http://www.nrls.npsa.nhs.uk/resources/?entryid45=59882
6. Wrong route administration of chemotherapy
Intravenous or other chemotherapy (for example, vincristine) that is correctly prescribed but administered via the wrong route (usually into the intrathecal space).
Setting: All healthcare premises.
Guidance: - HSC2008/001: Updated national guidance on the safe administration of intrathecal chemotherapy, available at http://www.dh.gov.uk/en/publicationsandstatistics/lettersandcirculars/healthservicecirculars/dh_ 086870 - Rapid Response Report NPSA/2008/RRR004 using vinca alkaloid minibags (adult/adolescent units), available at http://www.nrls.npsa.nhs.uk/resources/?entryid45=59890
7. Wrong route administration of oral/enteral treatment
Death or severe harm as a result of oral/enteral medication, feed or flush administered by any parenteral route.
Setting: All healthcare settings.
Guidance: - Patient Safety Alert NPSA/2007/19 - Promoting safer measurement and administration of liquid medicines via oral and other enteral routes, 2007, available at http://www.nrls.npsa.nhs.uk/resources/?entryid45=59808
8. Death or severe harm as a result of intravenous administration of epidural medication.
A broader “never event” covering intravenous administration of intrathecal medication or The “never events” list 2012/13 9 intrathecal administration of intravenous medication is intended once the deadlines for Patient Safety Alert 004A and B actions have passed.
Setting: All healthcare premises.
Guidance: - Patient Safety Alert NPSA/2007/21, Safer practice with epidural injections and infusions, available at http://www.nrls.npsa.nhs.uk/resources/?entryid45=59807 - Safer spinal (intrathecal), epidural and regional devices - Parts A and B, available at http://www.nrls.npsa.nhs.uk/resources/?EntryId45=65259
9. Maladministration of Insulin
Death or severe harm as a result of maladministration of insulin by a health professional. Maladministration in this instance refers to when a health professional
uses any abbreviation for the words ‘unit’ or ‘units’ when prescribing insulin in writing,
issues an unclear or misinterpreted verbal instruction to a colleague,
fails to use a specific insulin administration device e.g. an insulin syringe or insulin pen to draw up or administer insulin, or
fails to give insulin when correctly prescribed.
Setting: All healthcare settings.
Guidance: - Rapid response report – Safer administration of insulin, 2010, available at http://www.nrls.npsa.nhs.uk/alerts/?entryid45=74287 - NHS Diabetes – Safe use of insulin, 2010, available at http://www.diabetes.nhs.uk/safe_use_of_insulin/ - NHSIII Toolkit – Think Glucose, 2008, available at www.institute.nhs.uk/thinkglucose - NHS Diabetes guidance - The Hospital Management of Hypoglycaemia in Adults with Diabetes Mellitus, 2010, available at http://www.diabetes.nhs.uk/document.php?o=1037
19. Misplaced naso- or oro-gastric tubes
Death or severe harm as a result of a naso- or oro-gastric tube being misplaced in the respiratory tract.
Setting: All healthcare premises.
Guidance: - Patient safety alert – Reducing harm caused by misplaced nasogastric feeding tubes, 2005, available at http://www.nrls.npsa.nhs.uk/resources/?entryid45=59794 - Patient safety alert – Reducing harm caused by misplaced naso and orogastric feeding tubes in babies under the care of neonatal units, 2005, available at http://www.nrls.npsa.nhs.uk/resources/?entryid45=59798&q=0%c2%acnasogastric%c2%ac
Please visit the 20:20 Selection website if you have found this article helpful, as we regularly update the articles in our Factsheet section
http://www.2020selection.co.uk/
Tuesday, 24 August 2010
20:20 Selection Ltd – Crucell Team expansion
In 2009, Crucell – the largest independent vaccines company in the world – launched a dedicated Sales & Marketing function in the
The expansion of the sales team is a reflection of the successful first year of the UK Sales & Marketing function, and represents an excellent time to join the team as they capitalise on their achievements to date. Crucell firmly believe that investing in their people is investing in the future, and is dedicated to developing employees’ competencies and promoting individual performance.
Brand new opportunities now exist for Territory and Regional Business Managers to join the company throughout
On offer to successful candidates will be a highly attractive basic salary, company car or car allowance, excellent bonus potential, 25 days holiday, pension & private healthcare. Crucell UK Ltd is a growing organisation with
full investment from their headquarters in
Thursday, 4 February 2010
Interview Guidance
Interview Guidance
PRIOR TO the Interview
Research
Look committed and find out as much as possible about the company.
Visit their web site for more information on the company.
Find out who will your competitors be and as much as possible about the market/customers you will be selling to
Job Description
Make sure you are fully aware what the role is you are being interviewed for. Your consultant at 20:20 Selection Ltd will have fully briefed you on this.
Be confident that you are technically qualified to do the job. We would not have spoken to you about the role if we didn’t think your profile matched the client’s criteria!
Have examples from your previous roles to demonstrate your ability to do this job and evidence in your brag file to back this up
FOR THE INTERVIEW
Personal Presentation
Look your smartest and show your most professional side during the interview. A company is more likely to employ someone who is well presented and who will therefore best represent their company to customers.
Punctuality
Arrive to start the interview on time (be early if possible)
Obtain clear directions for the location of the interview and plan your journey, allowing plenty of time to arrive.
INTERVIEW DO’S
Introduce yourself courteously (first impressions last!)
Express yourself clearly.
Show tact, manners, courtesy, and maturity at every opportunity.
Be confident and maintain poise. The ability to handle your nerves during the interview will come across as confidence in your ability to handle the job.
Be prepared to show how your experience would benefit the company.
Ask questions concerning the company or products and the position for which you are being interviewed for. An interviewer will be impressed by an eager and inquisitive mind. You will also be able to demonstrate that you can contribute to the company or industry if you show an interest in its products and/or services.
Take time to think and construct your answers to questions to avoid rushing into a vague and senseless reply.
Demonstrate that you are sufficiently motivated to get the job done well and that you will fit in with the company's organisational structure and the team in which you will work.
Show willingness to start at the bottom and work up.
Anticipate questions you’re likely to be asked and have answers prepared in advance. Uncertainty and disorganisation show the interviewer that you are unprepared and unclear what your goals are.
Be assertive without being aggressive (ensure you close – remember you are a sales person & ‘you’ are your product)
Thank the interviewer for their time
Interview Don'ts
Be late for the interview. Tardiness is a sign of irresponsibility or disorganisation and the employer could take it as what to expect in the future.
Arrive unprepared for the interview.
Say unfavourable things about previous employers.
Make excuses for failings.
Give vague responses to questions.
Show lack of career planning - no goals or purpose could convey the impression you're merely shopping around or only want the job for a short time.
Show too much concern about rapid advancement.
Overemphasise money. Your interviewing goal is to sell yourself to the interviewer and to get an offer of employment. Salary discussion is secondary.
Show any reservations you may have about the role/company. You can always turn down second interviews and job offers after you have had time to appraise your concerns in the cold light of day.
Express strong prejudices or any personal intolerance.
Leave your mobile phone on during the interview.
These are general tips that can be applied to any interview situation. Part of the service we offer at 20:20 Selection Ltd is to help you prepare for specific client interviews. We have key account managers specifically working with clients & members of the team who come from a pharmaceutical sales management background so you will get personalised expert advice relating to your interview! To find out more about 20:20 Selection Ltd visit www.2020selection.co.uk
PRIOR TO the Interview
Research
Look committed and find out as much as possible about the company.
Visit their web site for more information on the company.
Find out who will your competitors be and as much as possible about the market/customers you will be selling to
Job Description
Make sure you are fully aware what the role is you are being interviewed for. Your consultant at 20:20 Selection Ltd will have fully briefed you on this.
Be confident that you are technically qualified to do the job. We would not have spoken to you about the role if we didn’t think your profile matched the client’s criteria!
Have examples from your previous roles to demonstrate your ability to do this job and evidence in your brag file to back this up
FOR THE INTERVIEW
Personal Presentation
Look your smartest and show your most professional side during the interview. A company is more likely to employ someone who is well presented and who will therefore best represent their company to customers.
Punctuality
Arrive to start the interview on time (be early if possible)
Obtain clear directions for the location of the interview and plan your journey, allowing plenty of time to arrive.
INTERVIEW DO’S
Introduce yourself courteously (first impressions last!)
Express yourself clearly.
Show tact, manners, courtesy, and maturity at every opportunity.
Be confident and maintain poise. The ability to handle your nerves during the interview will come across as confidence in your ability to handle the job.
Be prepared to show how your experience would benefit the company.
Ask questions concerning the company or products and the position for which you are being interviewed for. An interviewer will be impressed by an eager and inquisitive mind. You will also be able to demonstrate that you can contribute to the company or industry if you show an interest in its products and/or services.
Take time to think and construct your answers to questions to avoid rushing into a vague and senseless reply.
Demonstrate that you are sufficiently motivated to get the job done well and that you will fit in with the company's organisational structure and the team in which you will work.
Show willingness to start at the bottom and work up.
Anticipate questions you’re likely to be asked and have answers prepared in advance. Uncertainty and disorganisation show the interviewer that you are unprepared and unclear what your goals are.
Be assertive without being aggressive (ensure you close – remember you are a sales person & ‘you’ are your product)
Thank the interviewer for their time
Interview Don'ts
Be late for the interview. Tardiness is a sign of irresponsibility or disorganisation and the employer could take it as what to expect in the future.
Arrive unprepared for the interview.
Say unfavourable things about previous employers.
Make excuses for failings.
Give vague responses to questions.
Show lack of career planning - no goals or purpose could convey the impression you're merely shopping around or only want the job for a short time.
Show too much concern about rapid advancement.
Overemphasise money. Your interviewing goal is to sell yourself to the interviewer and to get an offer of employment. Salary discussion is secondary.
Show any reservations you may have about the role/company. You can always turn down second interviews and job offers after you have had time to appraise your concerns in the cold light of day.
Express strong prejudices or any personal intolerance.
Leave your mobile phone on during the interview.
These are general tips that can be applied to any interview situation. Part of the service we offer at 20:20 Selection Ltd is to help you prepare for specific client interviews. We have key account managers specifically working with clients & members of the team who come from a pharmaceutical sales management background so you will get personalised expert advice relating to your interview! To find out more about 20:20 Selection Ltd visit www.2020selection.co.uk
Monday, 25 January 2010
New Addition to the Recruitment Team at 20:20 Selection
PRESS RELEASE
The New Year brings a new addition to the Recruitment Team at 20:20 Selection Ltd.
In the summer of 2008, Samantha Harrison, was the proud winner of the prestigious Pharma Times Senior RBM of the Year Award. At the start of 2010, she has begun the New Year with an exciting new challenge, by proudly joining the 20:20 Selection team as their new Recruitment Consultant.
Sam joined the pharmaceutical industry over 20 years ago as a Medical Sales Representative, and since then, she has worked in a wide variety of roles in her career, in both pharmaceuticals and in the CSO marketplace. Sam has extremely wide experience to bring to 20:20 Selection, having been an Oncology Hospital Specialist, a Field Trainer, a Regional Business Manager, Management Trainer, National Sales Manager, Operations Manager and most recently, as a Project Director at Innovex (UK) Ltd, managing multiple vacancy management teams for major clients in the pharmaceutical and healthcare industries.
Karen says, “Sam has built numerous teams for pharmaceutical companies in her time at both Innovex and Ashfield, so she has a great deal of experience and expertise in the field of recruitment. Sam understands exactly what kind of candidates our clients need, in order for them to compete in an increasingly demanding market. I know from first hand experience of working with her in the past, that she has the skill set to do a great job, and also a superb attitude that will help her to fit in perfectly at 20:20 Selection. She is talented, professional and extremely hard working. Those factors are crucial in recruitment.”
Sam has always kept an eye on the successful growth of 20:20 Selection since Karen Forshaw, 20:20’s Director, started the company. Sam and Karen have known each other for a long time, as they were colleagues together at Roche Pharmaceuticals, back in the mid 1990’s. Formed in 2002, 20:20 Selection Ltd has built a reputation for providing unrivalled recruitment services in terms of its commitment and dedication to both candidates and clients. “The reputation for quality that Karen and the team have developed within the market place is the main reason that I was so keen to come on board”, explains Sam. “I am delighted to be part of the team at 20:20 Selection”.
The New Year brings a new addition to the Recruitment Team at 20:20 Selection Ltd.
In the summer of 2008, Samantha Harrison, was the proud winner of the prestigious Pharma Times Senior RBM of the Year Award. At the start of 2010, she has begun the New Year with an exciting new challenge, by proudly joining the 20:20 Selection team as their new Recruitment Consultant.
Sam joined the pharmaceutical industry over 20 years ago as a Medical Sales Representative, and since then, she has worked in a wide variety of roles in her career, in both pharmaceuticals and in the CSO marketplace. Sam has extremely wide experience to bring to 20:20 Selection, having been an Oncology Hospital Specialist, a Field Trainer, a Regional Business Manager, Management Trainer, National Sales Manager, Operations Manager and most recently, as a Project Director at Innovex (UK) Ltd, managing multiple vacancy management teams for major clients in the pharmaceutical and healthcare industries.
Karen says, “Sam has built numerous teams for pharmaceutical companies in her time at both Innovex and Ashfield, so she has a great deal of experience and expertise in the field of recruitment. Sam understands exactly what kind of candidates our clients need, in order for them to compete in an increasingly demanding market. I know from first hand experience of working with her in the past, that she has the skill set to do a great job, and also a superb attitude that will help her to fit in perfectly at 20:20 Selection. She is talented, professional and extremely hard working. Those factors are crucial in recruitment.”
Sam has always kept an eye on the successful growth of 20:20 Selection since Karen Forshaw, 20:20’s Director, started the company. Sam and Karen have known each other for a long time, as they were colleagues together at Roche Pharmaceuticals, back in the mid 1990’s. Formed in 2002, 20:20 Selection Ltd has built a reputation for providing unrivalled recruitment services in terms of its commitment and dedication to both candidates and clients. “The reputation for quality that Karen and the team have developed within the market place is the main reason that I was so keen to come on board”, explains Sam. “I am delighted to be part of the team at 20:20 Selection”.
Monday, 20 July 2009
Nurse Advisor roles in the pharmaceutical Industry
Have you ever seen a Nurse Advisor, a Clinical Specialist, a Clinical Support Specialist, or a Clinical Trainer post advertised in the RCN or on a jobsite and asked yourself - “That sounds interesting. What do these roles actually mean?”
As a general rule they are non-commercial, i.e. non-promotional roles that rely heavily upon the Clinical experience and expertise of a Nurse with relevant experience, interest and qualifications in a particular Clinical/Therapeutic area.
They all tend to be field based roles, so you will work from home and travel to GP surgeries, clinics, hospitals or PCT offices usually within your locality. Some overnight stays may be required occasionally and a degree of flexibility is a must. You will be required to work to very high standards in line with the ABPI code of conduct, and according to your company’s own stringent Standard Operating Procedures, but these roles tend to be very rewarding on a professional level and give you the satisfaction of having a high degree of autonomy when operating in the field.
Examples of the areas of expertise that these roles involve include: Diabetes, Asthma, Chronic Obstructive Pulmonary Disease, and Coronary Heart Disease. The role would normally involve working in just one of these areas.
Most Nurse Advisors (and similar) are employed directly by either Pharmaceutical companies or Healthcare and Device manufacturers. There are some companies who assemble teams of these Nurse Advisors and deploy them to carry out exactly those same kinds of role on behalf of a client (e.g. a Pharmaceutical company who manufactures an asthma inhaler) – these personnel are employed by the third party company rather than the Pharmaceutical Company. These ‘teams’ are becoming increasingly popular in this sector. There is little to choose between being employed by one or the other actually.
The roles themselves vary widely. Some examples include:
Managing health outcomes in Type II Diabetes including initiating patient on injecatble therapies
Asthma nurses- identifying patients with poorly controlled asthma
COPD nurses- running patient clinics and making treatment recommendations to their GP
Training hospital nurses on use of infusion systems
To apply for these roles you will need to be currently registered with the Nursing and Midwifery Council, hold diplomas in the relevant clinical/therapeutic area, ideally have a teaching qualification and have a minimum of five years post-registration experience. And, as the role involves driving you will need a current Full Driving Licence with no more than six points on it.
The roles will usually reward you with a package of between £25,000 to £40,000, plus corporate benefits such as a company car, private healthcare, company pension, mobile phone, laptop and many roles attract performance related bonuses too.
Many nurses who have entered the Pharmaceutical or Healthcare industry via this route have gone on to forge extremely successful and rewarding careers in the industry.
As a general rule they are non-commercial, i.e. non-promotional roles that rely heavily upon the Clinical experience and expertise of a Nurse with relevant experience, interest and qualifications in a particular Clinical/Therapeutic area.
They all tend to be field based roles, so you will work from home and travel to GP surgeries, clinics, hospitals or PCT offices usually within your locality. Some overnight stays may be required occasionally and a degree of flexibility is a must. You will be required to work to very high standards in line with the ABPI code of conduct, and according to your company’s own stringent Standard Operating Procedures, but these roles tend to be very rewarding on a professional level and give you the satisfaction of having a high degree of autonomy when operating in the field.
Examples of the areas of expertise that these roles involve include: Diabetes, Asthma, Chronic Obstructive Pulmonary Disease, and Coronary Heart Disease. The role would normally involve working in just one of these areas.
Most Nurse Advisors (and similar) are employed directly by either Pharmaceutical companies or Healthcare and Device manufacturers. There are some companies who assemble teams of these Nurse Advisors and deploy them to carry out exactly those same kinds of role on behalf of a client (e.g. a Pharmaceutical company who manufactures an asthma inhaler) – these personnel are employed by the third party company rather than the Pharmaceutical Company. These ‘teams’ are becoming increasingly popular in this sector. There is little to choose between being employed by one or the other actually.
The roles themselves vary widely. Some examples include:
Managing health outcomes in Type II Diabetes including initiating patient on injecatble therapies
Asthma nurses- identifying patients with poorly controlled asthma
COPD nurses- running patient clinics and making treatment recommendations to their GP
Training hospital nurses on use of infusion systems
To apply for these roles you will need to be currently registered with the Nursing and Midwifery Council, hold diplomas in the relevant clinical/therapeutic area, ideally have a teaching qualification and have a minimum of five years post-registration experience. And, as the role involves driving you will need a current Full Driving Licence with no more than six points on it.
The roles will usually reward you with a package of between £25,000 to £40,000, plus corporate benefits such as a company car, private healthcare, company pension, mobile phone, laptop and many roles attract performance related bonuses too.
Many nurses who have entered the Pharmaceutical or Healthcare industry via this route have gone on to forge extremely successful and rewarding careers in the industry.
Wednesday, 17 June 2009
Top 10 Interview Questions
1. What Are Your Weaknesses?
2. Why Should We Hire You?
3. Why Do You Want to Work Here?
4. What Are Your Goals?
5. Why Did You Leave (Or Why Are You Leaving) Your Job?
6. When Were You Most Satisfied in Your Job?
7. What Can You Do for Us That Other Candidates Can't?
8. What Are Three Positive Things Your Last Boss Would Say About You?
9. What Salary Are You Seeking?
10. If You Were an Animal, Which One Would You Want to Be?
1. What Are Your Weaknesses?
This is the most dreaded question of all. Handle it by minimising your weakness and emphasising your strengths. Stay away from personal qualities and concentrate on professional traits: "I am always working on improving my communication skills to be a more effective presenter. I recently joined Toastmasters, which I find very helpful."
2. Why Should We Hire You? Summarise your experiences: "With five years' experience working in the financial industry and my proven record of saving the company money, I could make a big difference in your company. I'm confident I would be a great addition to your team."
3. Why Do You Want to Work Here? The interviewer is listening for an answer that indicates you've given this some thought and are not sending out CVs just because there is an opening. For example, "I've selected key companies whose mission statements are in line with my values, where I know I could be excited about what the company does, and this company is very high on my list of desirable choices."
4. What Are Your Goals? Sometimes it's best to talk about short-term and intermediate goals rather than locking yourself into the distant future. For example, "My immediate goal is to get a job in a growth-oriented company. My long-term goal will depend on where the company goes. I hope to eventually grow into a position of responsibility."
5. Why Did You Leave (Or Why Are You Leaving) Your Job? If you're unemployed, state your reason for leaving in a positive context: "I managed to survive two rounds of corporate downsizing, but the third round was a 20 percent reduction in the workforce, which included me." If you are employed, focus on what you want in your next job: "After two years, I made the decision to look for a company that is team-focused, where I can add my experience."
6. When Were You Most Satisfied in Your Job? The interviewer wants to know what motivates you. If you can relate an example of a job or project when you were excited, the interviewer will get an idea of your preferences. "I was very satisfied in my last job, because I worked directly with the customers and their problems; that is an important part of the job for me."
7. What Can You Do for Us That Other Candidates Can't? What makes you unique? This will take an assessment of your experiences, skills and traits. Summarise concisely: "I have a unique combination of strong technical skills, and the ability to build strong customer relationships. This allows me to use my knowledge and break down information to be more user-friendly."
8. What Are Three Positive Things Your Last Boss Would Say About You? It's time to pull out your old performance appraisals and boss's quotes. This is a great way to brag about yourself through someone else's words: "My boss has told me that I am the best designer he has ever had. He knows he can rely on me, and he likes my sense of humour."
9. What Salary Are You Seeking? It is to your advantage if the employer tells you the range first. Prepare by knowing the going rate in your area, and your bottom line or walk-away point. One possible answer would be: "I am sure when the time comes, we can agree on a reasonable amount. In what range do you typically pay someone with my background?"
10. If You Were an Animal, Which One Would You Want to Be? Interviewers use this type of psychological question to see if you can think quickly. If you answer "a bunny," you will make a soft, passive impression. If you answer "a lion," you will be seen as aggressive. What type of personality would it take to get the job done? What impression do you want to make?
Source: Monster.co.uk
2. Why Should We Hire You?
3. Why Do You Want to Work Here?
4. What Are Your Goals?
5. Why Did You Leave (Or Why Are You Leaving) Your Job?
6. When Were You Most Satisfied in Your Job?
7. What Can You Do for Us That Other Candidates Can't?
8. What Are Three Positive Things Your Last Boss Would Say About You?
9. What Salary Are You Seeking?
10. If You Were an Animal, Which One Would You Want to Be?
1. What Are Your Weaknesses?
This is the most dreaded question of all. Handle it by minimising your weakness and emphasising your strengths. Stay away from personal qualities and concentrate on professional traits: "I am always working on improving my communication skills to be a more effective presenter. I recently joined Toastmasters, which I find very helpful."
2. Why Should We Hire You? Summarise your experiences: "With five years' experience working in the financial industry and my proven record of saving the company money, I could make a big difference in your company. I'm confident I would be a great addition to your team."
3. Why Do You Want to Work Here? The interviewer is listening for an answer that indicates you've given this some thought and are not sending out CVs just because there is an opening. For example, "I've selected key companies whose mission statements are in line with my values, where I know I could be excited about what the company does, and this company is very high on my list of desirable choices."
4. What Are Your Goals? Sometimes it's best to talk about short-term and intermediate goals rather than locking yourself into the distant future. For example, "My immediate goal is to get a job in a growth-oriented company. My long-term goal will depend on where the company goes. I hope to eventually grow into a position of responsibility."
5. Why Did You Leave (Or Why Are You Leaving) Your Job? If you're unemployed, state your reason for leaving in a positive context: "I managed to survive two rounds of corporate downsizing, but the third round was a 20 percent reduction in the workforce, which included me." If you are employed, focus on what you want in your next job: "After two years, I made the decision to look for a company that is team-focused, where I can add my experience."
6. When Were You Most Satisfied in Your Job? The interviewer wants to know what motivates you. If you can relate an example of a job or project when you were excited, the interviewer will get an idea of your preferences. "I was very satisfied in my last job, because I worked directly with the customers and their problems; that is an important part of the job for me."
7. What Can You Do for Us That Other Candidates Can't? What makes you unique? This will take an assessment of your experiences, skills and traits. Summarise concisely: "I have a unique combination of strong technical skills, and the ability to build strong customer relationships. This allows me to use my knowledge and break down information to be more user-friendly."
8. What Are Three Positive Things Your Last Boss Would Say About You? It's time to pull out your old performance appraisals and boss's quotes. This is a great way to brag about yourself through someone else's words: "My boss has told me that I am the best designer he has ever had. He knows he can rely on me, and he likes my sense of humour."
9. What Salary Are You Seeking? It is to your advantage if the employer tells you the range first. Prepare by knowing the going rate in your area, and your bottom line or walk-away point. One possible answer would be: "I am sure when the time comes, we can agree on a reasonable amount. In what range do you typically pay someone with my background?"
10. If You Were an Animal, Which One Would You Want to Be? Interviewers use this type of psychological question to see if you can think quickly. If you answer "a bunny," you will make a soft, passive impression. If you answer "a lion," you will be seen as aggressive. What type of personality would it take to get the job done? What impression do you want to make?
Source: Monster.co.uk
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