Biyernes, Enero 1, 2016

Why Should I Hire You?

Photo from Google.
I think this is very rare to ask in reality. However, I already talked about this from my previous blog, HR Job Interview Questions and Instructions. Indeed, on job interview, this can be answered by stating your strength or what could be your edge among the applicant that is relevant to the job, and what can be your contribution that might help the company do better. Market yourself. Explain how you would be an asset to the company. Give several reasons like skills, abilities, and interest. Draws out your strongest point and make differentiation to yourself among the applicant to come up a unique quality within you. But beyond to that, there are various reasons why they hire you. They hire you by these following:

EXPERIENCE - Experience is very essential, especially in the corporate environment where suit and tie dominates the world of business. Experience is a proof of lot of struggle, hard work, inspiration and visions as well as a fat of learning along with your co-workers and with your great mentors to cultivate your rankings and become the company’s valuable employee. Experience is very essential, for example, a person who has broad experiences, say you have five (5) years of experience in Receiving and Dispatching Unit (RDU) as an assistant from a multinational company, owning multiple super malls nationwide, until you quit the job over marriage and having babies, and decided to settle down in province, it will be guaranteed on your next career move that once you are starting to look for a new job with new environment, you are no longer that RDU Assistant; you can be automatically shift into a supervisor or a Receiving Head of RDU Team without undergoing probationary period. Another example, in engineering field, some employers overseas seek most experienced civil engineers than the ones who just graduated, took and passed the licensure exams. They need people who have two to three years of exposure, who are built with passion via lots of project to call them competent. Well of course, passing the licensure is an advantage.

EDUCATIONAL BACKGROUND – This is in conformity to the need of the company; who are we looking for across various backgrounds, which vacant job we want to fill in, is this backgrounds really match to the job, can they do the job well, or is there a need to create new job customarily for the new entering applicant, are we going to focus on high school graduates or college level - these are the questions that they might ponder. Besides, if you have that distinct or unique undergraduate degree like not any typical course curriculum we have today such as BA European Languages, BS Cruise Ship Management, or Integrated Marketing Communications; they would likely hire you to provide standards and add something new to the restaurateur company with what you learn from that degree, of course, they will choose you in accordance with their preference. Imagine a workforce with diverse educational backgrounds that heterogeneity retained on a company is one of the considered secrets in gaining competitive advantage. Additionally, you are may also considered if you have master’s degree or post-graduate degree on your credentials. And lastly, if you came from what school; school is also considered in choosing a potential candidate. It marks you as a top candidate; especially if you came from very well-known elite schools like MSU, UST, UP, La Salle, or Ateneo. Employers also have a habit of prioritizing schools when hiring fresh graduates likened from PUP, FEU, UE, or AdU. But some experts argue that it does not necessary on workplace, the most important here is the passion you put into the work. If you have passion, high performance follows.

CHARACTER – "Hire character, train skill." - Peter Schutz. No one will hire a person who carries curse. Employer thinks only positivism and expects nothing from each employee but good positive vibes. A person who has good working attitude and good personality is the person who can easily get along to others. This kind of person helps promote coordination, cohesiveness, and harmonious relationships inside the company. This invites good relationship not only to the people whom he/she work for but also to the companies’ chain of business transactions. Besides, with good working attitude helps promote productivity and likelihood to other co-worker.

Character is very important rather than being only the best especially when hiring a managerial employee. It is imperative to find a manager with good leadership skills and can be trusted, just as important, as or even more important on economic downturn than on economic growth. Any type of leader can be perceived successful when the economic is doing well but in truth it takes the guts to become a genuine leader when in times of economic decline. Managers have exclusive access on company's bank accounts and they have the day to day hands on cash flows. It is important to have a manager that is trustworthy, just as important with good leadership skills because they influence and shape the culture of the organization.

SMART – You know the geniuses, the valedictorian, the scholar, or the summa cum laude, or the one who passed licensure, board exam and civil service. They are the most preferable candidate when considering for a position despite with what score they got from the recruitment examination.

But let me go back to CHARACTER, a person who passed on recruitment exams cannot be consider he/she has a good character. No matter what score they got on exams is only superficial over attitude. Recruitment exams cannot measure attitude as well as attitude is very difficult to detect. This is the problem faced by most psychologists up to date, and they cannot help it but make guesses theoretically. Experts addressed that recruitment exams like personality testing are efficient but what if the applicant fakes their responses. Faking happens when applicants manipulate their answers to enhance their impressions in order to increase their chances towards employment. This is highly possible if smart people are involved because smart people have more capacity to do so, experts added. Anyway, employer can still hire people who excel on exams but later become company’s liability due to bad working attitude/personality.

MOTIVATION – A person who carries strong motivation. This is mentioned by Jim Kennedy with three Motivational Factors; (a) Goals, (b) Interests, (c) Energy:

Goals is when peoples’ personal goals are in clear connection to performing well in the position. For example if a cost accountant wants to become CFO one day, the only way he or she can reach that goal is by putting in an extra effort and perform well.

Interest is when people are doing things and working with what they are interested in and enjoy. This will in turn result in higher motivation and greater effort.

Energy is the third and last motivational factor, Kennedy suggests that people with a great energy level, and who can cope and deal with both personal lives and professional careers, are simply more motivated.

Your motivation is stronger when you have the reasons or purpose to do so. For example, you are willing to work in any capacity just to secure the future of your family. You have to work for the daily needs and wants of your wife and babies. You have to work for the educational plan of your child. You have to work in order to survive and to fit in the society.

SOCIAL CLASS – They would not hire a person who could afford to resign right away. People belong to poor category are those who see their job as the most valuable asset than owning a company, otherwise, those who falls in line to the rat race, those who live below their means, those who cannot survive in longer time without job and the only source of income they see is the Ordinary Income.  As Robert T. Kiyosaki (2012) once said from his book Retire Young Retire Rich, “Ordinary earned income is you working for money. This income comes in the form of a paycheck. When you ask for a raise, bonus, overtime, commissions, or tips, you’re asking for more of this type of income.”

GOOD LOOKS – this category are common to any job that is related to sales or marketing. It seems indispensable for an applicant to have that pleasing personality tied upon physical appearance because they are the forefront of business transactions. Otherwise, it seems physical appearance is a significant factor in the hiring, and promotion. Companies may need as such to last impression and for good company branding. However, some argument rose against good looking person. It says in the article I read that good looking person might not always be a good thing. Because attractive person perceived to be more competent, they are seen as competition or a threat. Perception of competence works against attractive person when the person who will be doing the recruitment feels that the person could become a threat in the workplace. Yes they want competent co-worker in the company but they do not want to be outdo.

BIRTH ORDER - Adler (1870-1937) put forward that Birth Order refers to the placement of siblings within the family. Alfred Adler believed that born and raised as firstborn, middleborn, the youngest, and the only child, is one of the major impacts to personality. This may potentially affect hiring decisions because our birth order influences how we take roles and responsibilities the way we interact inside and outside our home.

Research has found that the firstborns achieve the most and are often more intelligent than other siblings. For example, of the 23 astronauts sent into outer space, 21 were firstborns, and the other two were only children. Firstborns are deemed to be the breadwinner of the family next to parents. They are matured enough to shoulder heavy responsibilities.

Other BIASES - A bias happens accidentally or with intention, or either known or unknown to the recruiter. These biases would affect the selection process. Some recruiters have biases on the physical appearance and the sex of the applicant. Recruiters have biases in considering the height of the applicant as well as the sexual preferences of the employer. For example, some of whom preferred tall and fit applicant due to the nature of their work, like sales agent from a prominent beverage company or from the tobacco-making industry, like the people from logistics or the people from the warehouse. They need people who are strong enough and physically fit to render the daily work routine. And some of whom preferred female applicant for office posts; it says they prefer female over male candidate because most of them are effective in solving conflicts and problems in the organization, and yet they are after for upholding the culture set up of the company.

Biases also happen by expectations, impressions, and reflections. The expectations happens when the recruiter expects too much or less to the applicant with regards to their résumé. The impressions occur in the job interview. First impression is the ten seconds moment of the recruiter towards the applicant, it can affect the selection process either be positive or negative, so make a grand impressions. And lastly, the reflections occur when the recruiter found himself/herself similar to the applicant, this makes favorable bias to you.

Sorry, it seems some concept mentioned can be inferred as a product of crab mentality or cited as discrimination that I feel existed in the Philippine setting nowadays. Some of the concept has good and bad side depending on the judgment used in the recruitment and selection processes. It can be used against you or else may fall favor to you or not. Lucky you are if you pose all these traits.  I still hope the unbiased and impartiality will still prevail now and then. Good sound judgment is important in human resourcing no matter how hard it is on making decisions subjectively but do remember objectivity must always follow. The recruiter must thoroughly seek and investigate the reliability and relevance of the applicant’s qualification.


ABS-CBN News. (2016, March 8). Top 10 priority schools of companies when hiring fresh grads #10. Retrieved March 8, 2016 from,

Amundadottir., Sigriour Drofn. (May 15, 2013). Organizational behavior and talent management, résumés as a selection tool: personality indicators in the content of résumés. Retrieved April 26, 2014 from,;jsessionid=A16A279E98E5C9D9719318F70BEA6E7D.

Charan T. (2011). The process of recruitment and selection in Coca-Cola. Retrieved April 26, 2014 from,

GMA News Online. (2015, April 27). Handsome men have more trouble getting jobs, psych study shows. Retrieved January 16, 2016 from,

Kirkegaard, Troels. (2013, March 1). A contemporary analysis of person-organisation fit in the management recruitment process, with specific focus on personality testing & job interviews. Retrieved April 26, 2014 from,

Sage Publications. Adlerian psychotherapy. Retrieved January 16, 2016 from,

Ulbricht, Roland. (January 29, 2014). The importance and role of organizational culture in (online) recruiting processes. Retrieved April 26, 2014 from,

Miyerkules, Setyembre 30, 2015

Contents and Structures of Your Résumé

Photo from Google.
The most frequent selection tool that organizations use is the résumé (Cole, 2003). It is the first introduction of applicants, when applying for open positions. (Amundadottir, 2013) Using résumé enable the applicant to put his best foot forward, showing only his good side. (Imbong, 2012)

Job seekers send their résumé to organizations they are interested in. Applicants provide information pertaining to their KSOA‟s (knowledge, skills and other abilities), education and prior work experience in their résumé that recruiters measure and evaluate. There they are screened for information that can be relevant for the organization and/or job positions that are available. It has been suggested in prior research, that résumé content can provide employers a cost effective, convenient, quick and fair selection tool that might predict overall abilities and the likelihood of hiring individuals. (Cole, 2003; Einarsdóttir, 2012). Recruiters use the résumé information to form an opinion regarding whether or not the applicant has certain skills and abilities needed for the available position to be successful at their jobs.

Indeed, it is necessary for you to have good and well-written résumé because it is your passport to get you on the job interview. Presenting your passport to the recruiter somehow reflects your true personality; it may or may not fit to the organization by the recruiter’s perception.

Here are the following contents and structures that might guide you:

This should be on top of page, whether on the left or center, for them to remember your name. The name must be capitalized, and full name should be spell-out with increase font size. Bold letters are optional.

Your phone number should be you’re currently in used. They will call or text you at any time, so don’t leave your phone unattended. As much as possible never change your phone number, once you send résumé to your desired employer. They may still contact you for another opportunity even if they left your résumé hanging for several months.

Your email should also spell-out containing your Given Name and Surname. Many people used to nickname their email like, or, these are absolutely unpleasing to the eye so better refrain from using these.

This section is a summary statement of your profile and your overall core competencies. It may indicate your accomplishment from the previous jobs or your contributions that give an impact to your career. You may also indicate your board exam results or any licensure examination you passed.

It implies your purpose: what you are applying for, what makes you the best candidate, and what you can offer to the organization. Make it at least direct to the point; do the same with your SUMMARY. The one who will read does not want their time take too long. They are busy for that. Do not waste their time reading to your flowery words, for trying to keep you in good shape, because if you do they might put your résumé to thrash.

Lists reverse chronological order. This means you have to put your work history/work experience from the current time down to the previous work history/experience. This section includes your Job Title, Company Name, Work Address, the Date of Work, and your Duties and Responsibilities a.k.a. Job Description. Job description may help you excel from among the candidate but this would occupy much of space in your paper. Instead of putting all of your bulleted-style job description, substitute your Job Summary. Anyway job description is optional, you may not indicate it but you can divulge it during the job interview conversation or upon the interviewers’ request. You may also indicate the trainings you attended and projects you contribute related to the job you are applying.

List your educational attainment in reverse chronological order. Include any honors and awards received. List the key courses relevant to job you are applying for.

Include here your Civil Status, Sex, Date of Birth, Height, Weight and Affiliations.

That is all I could share. As you noticed I do not include references and other things. References should disclose upon the interviewers request, so be ready for the hard copy and other pertinent credentials. The trend here is to use every inch of space to market yourself. Do not put too many details in your résumé. Every detail about personal matter such as who is your mother, father, brother or sisters or the whole family picture should exclude. Any personal detail is answerable during the job interview. Remember you only sell yourself to the company not your family, relatives or acquaintances. Among other things, keep your paper short, as much as possible one to two pages. Don’t prepare it as novel. However, five pages or more usually situated to people who had long, broad and substantial experiences.


Amundadottir., Sigriour Drofn. (May 15, 2013). Organizational Behavior and Talent Management, Résumés As a Selection Tool: Personality Indicators in the Content of Résumés. Retrieved April 26, 2014 from,;jsessionid=A16A279E98E5C9D9719318F70BEA6E7D.

Cole, M. S., Field, H. S., and Giles, W. F. (2003). Using Recruiter Assessment of  Applicants Résumé Content to Predict Applicants Mental Ability and Big Five Personality Dimensions. International Journal of Selection and Assessment, 11(1), 78-88. doi:10.1111/1468-2389.00228

Cole, M. S., Field, H. S., and Giles, W. F. (2003). What Can We Uncover about  Applicants Based on Their Résumés? A Field Study. Applied HRM Research, 8(2), 51-62. Retrieved 05th of January, 2013 from

Einarsdóttir, A., Bjarnadóttir, Á., Ólafsdóttir, K., & Georgsdóttir, A. K. (2012). Staða  og þróun mannauðsstjórnunar á Íslandi: CRANET rannsóknin 2012 (in Icelandic). [Human resource management‟s position and development in Iceland: The 2012 CRANET survey].

Imbong, Peter. (July 2012). "Find the best people for your business". Entrepreneur Philippines: Summit Publishing Co. Inc., page 31

Huwebes, Hulyo 9, 2015

History of Human Resource Management in the Philippines

Photo from CRM

(An excerpt from Concepcion Rodil Martires book entitled
"Human Resources Management")

Human resource management started when western capitalist view personnel management seemed not conducive, as when Information Age dominates the world of business. Personnel management has limited role which only pattern in Industrial Age, where people work more in mass production and the management does not invest much towards human asset. Human resource management is the new practices which obliterate traditional personnel management functions, shouldered broader responsibilities for the welfare of its people that make it as integral part of the strategic development of the organization. The history of human resource management in the country is short and not so detailed. It is a relatively new discipline in the Philippine history.

In pre-Spanish and Spanish occupation, the "mayordomo system" of the foreign groups took on a master-servant type of relationship with no written codes used as guidelines. Although there was some commerce between Manila and Spain through Mexico, business organizations were very loose and management-labor relations and personnel management was not known and was unheard of. The relationship that existed was between master and domestic servant or laborer. The plight of the workers who were treated like laborers was lamented due to the absence of labor laws that regulated employment. At that time, the natives were generally illiterate. Thus, they were veritable preys to abuses.

The labor conditions during the American period, though not forced and not as harsh as those in the previous foreign regime, were far from being fair and just. Although, America gives importance to raised education, there is no labor laws were passed against oppressed women and child labor conditions. But America introduced “unionism” to anchor for protection of workers’ rights for the farmhands and industrial workers, aside from oppressive working conditions, suffered from lack of proper avenues for ventilating their grievances, exacerbated by their fear of losing their jobs.

In World War II, the anemic union movement was smothered temporarily. It decimated big trade, business and industry activities and also a suspension of the normal educational system. Frenzied efforts to rise from the war debris were exerted. However, after the rehabilitation work, attempts toward specialization in various areas were registered and the movement permeated into personnel management. Private and public organizations started to organize formally a department that addressed personnel needs and added to the already organized departments of finance, production, marketing, administration; such as the Department of Labor and Employment (DOLE), Government and Service Insurance System (GSIS), Social Security System (SSS), the People Management of the Philippines (PMAP), and other agencies which aimed to assist both management and labor sectors on employment, training, security, benefits and services.

Although much knowledge about personnel or human resources management was imbibed by individuals and organizations, practice fell short due to “suppression” of rights when Martial Law Period (years when the late Philippine president Ferdinand Marcos exercise his dictatorial/authoritarian powers) took place causes severe economic and financial setbacks due to international events and exacerbated by national state of affairs. The political atmosphere and economic state of affairs were not conducive to operationalize knowledge and implement policies.

However, the democracy was reinstituted; the exercise of freedom to participative law making process through legislation for management and labor has begun; many laws have been passed in protection for both sides of employer and employee to date; the Personnel Management Association of the Philippines (PMAP) has exerted and shown leadership in many years in the professionalization of human resource management through formal and informal training, and a giving-body award for most human resources program that excel every year. PMAP is an association founded in 1956 to professionalize human resources management. It pioneered also in promoting the profession of HR management in Asia with the holding of the first Asian Association of Personnel Management Conference in 1973. (Pena, 2015)

In the education sector, schools on the tertiary level started to offer courses directly or indirectly treating concepts on labor, manpower, human relations industrial relations and other related topics. Through education, the development of human resourcing in the Philippines was emerging dramatically. With the purpose and need to keep pace with the demands of local and international business environment to become globally competitive, Commission on Higher Education (CHED) mandate Higher Education Institutions (HEIs) offering Bachelor of Science in Commerce (BSC) to adapt “Bachelor of Science in Business Administration” (BSBA) that also covered specialization on course program like Human Resource Development Management (HRDM). (CHED Memorandum Order No. 39, Series of 2006)

Beforehand, human resourcing is already been practice prior in this mandate. For example, many practitioners like psychology graduate has slide to this field of work where most companies hired them merely to assess candidates’ behavior and personality. Not only psychologist has done contributions to human resourcing but also to those HR practitioner who earned their HR work relevant experience from their employers who somehow vested them the duties and responsibilities of a human resource. And yes you read it right; there is no preferred background for you to become a legit human resource. So don’t be surprised if your HR has a primary course background on I.T., AB Journalism, BS Accountancy, or Political Science or any various educational backgrounds you know. It happens not by accident but by different factors: it may be by the appointing power of the employer due to urgency or your just got lucky because you complement with HR’s core competency based from your coursework or work experience. Indeed, you can be a human resource from nobody to somebody.

As discussed above, the history of human resource management is a product of its various events and influenced by most of the capitalist from local and overseas. The economic, political, and educational environment influenced various programs and services for manpower welfare. Today, the current status of human resource is continually grow, spread and strengthen as the world academe, government agencies and corporate world embrace the needs of human resourcing not only to provide the organization with sustained competitive advantage but also as important strategic partner in shaping the ideal human asset not only for collective organizational success but also in nations competitive economic development.

*Started June 13, 2015     Finished June 14, 2015


Pena, Orlando P. (2015, September 6). “The Philippines role in the integration of human resource in the ASEAN”. Philippine Daily Inquirer, p. 8

Sabado, Disyembre 6, 2014


Photo from Google images.
PERAKASYON A financial program intended to educate people about money. This program highlights people being able to learn not to work for money… but money works hard for them. To learn to work for money must first change their outlook, getting inspired from other successful entrepreneurs overseas and in the country.

With this, people will have a better life and have a chance to level in the society. In turn can give hope, and inspire others for who they are and what they become.

  1. Getting rich by changing everyone’s mindset.
  2. Inspire others by relating to the humble beginnings of self-made millionaires like ROBERT T. KIYOSAKI, BILL GATES, HENRY FORD, MARK ZUCKERBERG, RAY KROC, ZOBEL AYALA, SOCORRO RAMOS, HENRY SY, JOHN GOKONGWEI, TONY TAN CAKTIONG, the young mogul LEANDRO LEVISTE, and to the other entrepreneurs.
  3. To help them learn how to start a business from conceptualization to -when and how- to take the leap and to prepare them to become a business owner as a manager entrepreneur.

Miyerkules, Agosto 27, 2014

More Than Human Resource

Photo from Google images.
Human Resource is parenthood-like in the company. Because -if not the same- there are similarities that could associate between the two. Here the HR is the parent and the children are the employee.

For example, children become familiarize to the world he/she living through the efforts made by the parents. Parents introduce the world and teach them nothing but life until them grown-up. Same as in office, aside from orienting the new employees about their duties and responsibilities, the HR together with the immediate senior is oblige to introduce and install to the new employee the company’s core values, vision, and missions, and specially the trainings to be impart into them for probationary period, placement, or for constant Employee Development that aims to advance or to grow as they get long in the organization. And let them realize the organization culture from those who makes the culture such as co-workers and as other seniors in the various department of the company or even the owner of the company himself.

A parent is always after to his/her children, same thing with, HR are always after to the employees’ welfare. The HR always sees to it that the interest of its employees will not be undermining in making final decision. The employees welfare will always been a top priority because human asset is the most valuable asset of the company greater than making profit; their benefits and compensation must be delivered fairly and just; their working condition must be humane to prevent them from injury and life at stake, and provision of health programs must serve; and they always assured that their children are guided on the day-to-day chores with proper coaching, and mentoring to keep them updated to sharp their skills and talents for full potential development of incumbent workforce.

A good child is molded by the example set by his/her parents. Like parents, HR stands as role model to the employee. HR must be firm especially when trying to wean the employee from certain behaviour or instilling discipline. HR discipline is amounting to reprimand, suspension, demotion, or unfortunate termination in equal to undesirable behaviour or bad actions done by employee; or anything causes expressed under Article 282 of the Labor Code of the Philippines for just dismissal.

Children with exemplar behaviour is rewarded commonly with tangible materials like typical gifts we all know and even allowance increase which is always been a good motivator [as stated in Theories on Wages]. Likewise, based from Performance Appraisal results evaluated by HR, giving reward is via recognition, remuneration increase, or any form of incentives, or promotions to the people who are excellent in their own duties and responsibilities.

Parents listen to his/her children feeling. Same with feelings or grievances rise by an ordinary employee or a group of employee, either represented by union, or a group orchestrated by management for the people assemble to prevent them from joining the union. The HR listens to them with ears wide open to address and balance the scenario. Wise decision making is necessarily need to remedy a problem or straighten things right for them to achieve success in their work. Situation like this is primarily seen on Counselling Approach or in Labor Relations and Negotiations intervention for collective bargaining agreement.

Parents plan the future of his/her family, likewise, in human resource planning or creating business proposal, the HR need to foresee the needs of the company. The aim of HR planning is to ensure that people will be available with the right competencies whenever or wherever the organization needs them. HR plans critically for efficient recruitment procedure, execution, and retention; plans not only for the spontaneous operation of the company but also for them to improve, develop, and expand their services, brands, or both such as merging or venturing or acquiring into other line of business, or entering into the global market.

Like parenting, HR’s role like any other profession is easier said than done. It takes a lot of courage and hard work to make things work. Indeed HR is responsible on nurturing people just like every parent do at home. Good relationship reflected between a parent and a child is actually healthier when it transcribe to the workplace.

In the Philippines, where the local culture still puts a lot of emphasis on relationships and the desire to please another person and to avoid anything that may disappoint the other (Manotok, 2012), the need of good relationship in the workplace bond people together and working together help to reach common goal to attain collective success.


Manotok, Froilan M. (2012), July). “More than marriage, parenthood”. Entrepreneur Philippines, 12-15.

* Started July 18-19, 2014; edited August 27, 2014

Linggo, Hunyo 8, 2014

The Legal Professor

Photo from Google images.
Itong Abogado De Campanilla na ‘to ang pinaka-comedic sa lahat ng professor na na-met q. Siya yung tipo na funny but serious guy; terror-looking but generous person. At bakit?? Dahil pagdating sa katatawanan hindi sya magpapahuli at sa laki ba naman ng barako na ‘to, bigyan ka lang ng kamao knock out ka na. No, just kidding.

Si sir ay bibbo mag-share ng nakakatuwang pangyayari na napulot lang nya sa kung saan-saan, o di kaya’y mga karanasang nadatnan  nya sa buhay, o di kaya’y mga gawa-gawa lang niya upang mapasaya ka lamang. Ang mga kinikwento nya kadalasan ay simula pagkabata hanggang sa pagiging binata at sa kasalukuyan, mga moral advise o word of wisdom na hinahaluan ng punchline para matawa ka; mga joke nya na mas lalo ka pang matatawa sa kung paano nya ito ibibitaw, with actions pa involved. Hindi ko malilimutan ang “Power of Suggestion” na sya pa mismo ang nagbigay kahulugan. Eka nga “Don’t underestimate the power of suggestion”, sabi nya. Kung ano man yun, hayaan nyong kayo na mismo ang maka-witness ng pagiging witty nya.

Si sir ay umaalok ng libreng legal service sa mga estudyante na una pa nyang matuturuan. Meaning, for the second time around na maa-under ka nya sa ibang subject, asahan mong wala ng libre-libre. Yan ay masasabi kong reach-out activity nya para sa alma mater na CSU; tsaka for the sake of first impression na rin siguro sa klase. Kaya nga i-grab na ang alok na tulong kung ano man ang problemang legal na meron ka.

The best noh? Solved na ang problema, uuwi ka pang nakatawa. Yan si Sir, di ko na kilangan pang ibuko ang kanyang initials dahil obvious naman sa karamihan ang identity nya. Mensahe ko lang kay sir, “Ako po ang dating estudyante ninyo, sa BUSINESS LAW 1: Law on Obligations and Contracts, na sumasaludo sa kabutihan nyo at salamat po sa 1.9 final grade.

*Created June 8, 2014

Biyernes, Marso 28, 2014

HR Job Interview Questions and Instructions

Photo from HR Wale
The key to making a job interview success is preparation. A person who is prepared overcomes tension and nervousness and exudes a peaceful spirit despite pressures in the interview.

I drafted 31 common “Questions and Instructions”. This “Q & I” was extracted from different people behind the virtual world to give you [fresher] an idea on how to formulate your own answers and to keep you away from nerve-racking situation. You must not use them verbatim or adopt them as your own.

Read as follows:

Tell me about yourself. The answer should relate from little personal to professional. Start by stating your education; how your education prepared you for the position, what is your strongest point that could be an asset to the company. Limit your time on answering the question; around two minutes is enough. Be careful your answer not to sound rehearsed. The recruiter is only trying to find out how well you express yourself, so stay who you are and relax.

Why do you want to work for this company? The recruiter is trying to determine what you know about the company. Doing research about the company will give you a good answer to this question and it will also show your willingness to make commitment to the job. You may answer as follows: “The company is high profile and it is a consistent leader in the market. It is my privilege to be associated with that unparalleled image.”

What are your career goals? Likewise, “Where do you see yourself 5, 10, or 20 years from now?” The recruiter is trying to figure out your longevity on the company whether you will stay in the company in a long term basis or whether or not you will be using this position for higher ambitions to one way or another objective. The recruiter may also want to know your expectations to the company in order to determine if the company will be able to satisfy your professional needs. Talk about your professional goals not on little personal matters like you want the recruiter’s job or the interviewer’s job. It could kick you out. For example: “I want to work in the company where windows of rich opportunities do exist like becoming a top performing employee and continually grow, and do have a chance to move up to the company ladder.”

What is your strength? It talks about your edge from everyone. Stress out your strongest point by conducting self-assessment. You cannot do this without knowing yourself first. Differentiating yourself is very crucial because it will define who you are among other job applicant. You may think of what you can do that others cannot. Think of something unique and yet impressive.

What is your greatest weakness? Honesty is the best policy. Don’t say you don’t have because no one will buy to it; the recruiter will only think you’re lying. Think of weaknesses that could turn positively but be careful to divulge information which could blow your chances of being hired. You may answer same to this, “I find it hard to speak fluently in English so I did take Call Center Agent Training/Foreign Language Tutorial to overcome that gap.”

What is your expected salary? You don’t have the right to raise numbers unless you have work experience that could justify your salary should not be lower than your last. This involves employee benefits so be ready to discuss whatever you may be offered. Answer this question same as, “The work should always be more important than money but I am also expecting a salary that is both just and fair for my effort. The lowest the number in a salary should not be lower than what I am willing to do the job. May I ask what do you have in mind or can you tell me the range for this position?”

Are you willing to do overtime? Answer yes. It’s hard to find a job so why say no. Besides you are oblige to do overtime if necessary to the nature of your work. This will give you additional points of showing that you do have a sense of commitment and you are a goal-driven or results-oriented rather than a time conscious person.

What motivates you? Say something that could build up your work values, personality and character. Example, “Being a part of a humane working environment that pays both fair and just compensation where the management acknowledges my contribution for the effort I made.”

What do you look for in an employer? Say positive as you can. Think of some managerial skills and leadership approach. Like, Have a sense of humor, Approachable, Thoughtful, Understanding, Impartial; then expound these character traits.

Do you consider yourself successful? Always answer yes and briefly elaborate why.

What do you know about this organization? This is a chance to show you do research the company before the interview. Browse the company by skimming their company statements/mission, vision, goals, objectives, status, or history and career.

Are you applying for other jobs? Be honest. If you have applied for other jobs say so but if you have not, talk about your plans about it.

Are you a team player? Could you work better in a team or alone? The recruiter is trying to figure out your ability to get along with others. This will assess your suitability to the company. Always say yes to this question then justify your answer. Example, “Yes of course. In school, I always find excitement in group work activities. It gives me a chance to express myself. It gives me a continual learning by sharing some thoughts to produce a well output in the activities.”

How long would you expect to work for us if hired? This is the stage where the recruiter begins to discuss your career plans in the company. Point out your specific career goals for them to know if you meet their expectations and they meet yours. Example, “As long as we both feel I’m doing a good job and I’m growing professionally and of course keep motivated and challenge, there is no reason for me to make a move.”

What is your philosophy toward work? Discuss your work/management style, or describe your work ethics or values which could benefit to the company that could label you as an ideal candidate for the position.

Why should we hire you? Market yourself. Explain how you would be an asset to the company. Give several reasons like skills, abilities, and interest. Draws out your strongest point and make differentiation to yourself among the applicant to come up a unique quality within you.

Tell me about your dream job. If you say your dream job is the position you are applying for, it means that you are determined. But if you say other job, it means you will have a tendency to be job dissatisfied if hired from the position you are applying.

Do you know anyone who works for us? Say yes if you do especially if it is a family member. Never dwell on people who could not give you a glowing personal reference like someone you don’t like or you can’t count on or you can’t trust unless the recruiter bring up a name and ask you about a specific employee at the company.

What kind of person would you refuse to work with? Stay focus on being positive and keep things professional. Don’t degrade people by their personalities which you don’t like. Also don’t discuss on something which could discriminate race, classes, or gender. If you discuss one particular or more, it means you can’t manage to get along with any other types of people.

What is more important to you: the money or the work? Work comes first. But in analyzing the question, the answer is both. Work is important because you need to survive. If you work, you’ll get pay. [in the form of money]

Tell me about your ability to work under pressure. Talk about how you surpass with working under pressure in school like submitting requirements, assignments, projects or group work; or try to show how you prepared for exams while doing a thesis or any stressful situations which benefited your learning experience.

Are you willing to relocate? If you want the job say yes but if you want to work not far from your family say no. If your priority is to get a job say yes but if you have restrictions say no.

Do you have any blind spots? You cannot say you have blind spots because you wouldn’t know about them. But if you know, they are no longer blind spots. Blind spots are not meant to be revealed. Let the recruiter or the employer know your bad points.

If you were hiring a person for this job, what would you be looking for? Say something that would relate to your qualifications. Do it discreetly knowing that you recommend yourself as the best candidate for the position.

Do you think you are overqualified for this position? Say you are well qualified for the position. State again your strongest qualifications why you should be hired.

How has your education prepared you for your career? Talk about what have you done in the past year. Talk about some meaningful educational opportunities you have participated in order to be prepared for your career goals. An example, “My education taught me not only on the fundamental theories I learned but also focus on practical application such as formulating and organizing a training program for out-of-school youth to be educated in computer literacy. The said training program is part of the subject pre-requisites back at my undergraduate degree.”

If I were to ask your professors to describe you, what would they say? This is background checking. Ask a professors before the interview or as much as possible early at the time before you graduated. If they provide a glowing personal reference, ask them for a letter of recommendation. Present the letter of recommendation if the recruiter asks this question. It may go this way, “I believe he/she would say I’m courteous, industrious and energetic. May I show you his/her letter of recommendation, if you want to see details?”

If you had to live your life over again, what would you change? Anything happen from the past should not be single out as missed opportunity. The past makes who you are and the future is the chances you want to be. Focus on the future. Make the best of yourself by stop thinking regrets.

What do you do in your spare time? Pick an interest or hobbies that could relate to the position. Only mention an active and productive activity such as basketball, volunteering on charity events, or being associated with environmental societies. You could also mention you love reading, it hints you are hunger for new ideas and learning.

Why did you choose this line of work? The recruiter would like to know how passionate you are in your chosen career. Talk about how you chose your course to the point you decided your profession. Is it your personal choice or somebody influence you? What interest you most about the said course? Or is it you feel you could become successful in the field you chose.

*Started: March 6, 2013/09:04 AM | Finished: March 17, 2013/07:31 AM

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