Funeral Director Interview Questions

Funeral Director einstellungsgesprch QuestionsFuneral Director Interview QuestionsAre you einstellungsgesprching for jobs as a funeral director? It is important to prepare for your interviews thoroughly. One way to do this is to practice answering common interview questions. Here is information on the types of interview questions you might be asked during an interview for a funeral director. Below is also information on how to prepare for an interview and a list of specific interview questions. Use this list to prepare when interviewing for funeral director jobs. Types of Funeral Director Interview Questions Many questions you will be asked during a funeral director interview will be common interview questions you might be asked at any job, including questions about your employment history, your skills and abilities, and your strengths and weaknesses. You will likely be asked about your experience working in funeral homes, as well as your educational experience related to funeral homework (including degrees and licensure). You will also likely be asked a number of behavioral interview questions. These are questions about how you have handled various work situations in the past. For example, you might be asked how you have handled an argument within a family for whom you are arranging a funeral. Other questions might be situational interview questions. These are similar to behavioral interview questions, in that they are questions about different work experiences. However, situational interview questions are about how you would handle a future situation related to your job. For example, an interviewer might ask how you might handle arranging a funeral on a familys very tight budget. Finally, you will likely receive questions about the specific funeral home. They might ask you why you want to work for their funeral home in parteicular. Tips for Preparing for a Funeral Director Interview One important way to prepare for interviews is to think about example s of times you demonstrated the skills necessary for the job. Look back at the job listing, and circle any key skills and abilities. Then, think of specific examples of times you demonstrated each other these. It will make it easier to think of these examples during the interview. Another way to prepare is to practice answering interview questions you will likely be asked. Read through the list of funeral director interview questions, and practice answering each. The more you practice, the more confident you will be during the actual interview. Also, be sure toresearch the organizationthoroughly before the interview. Make sure you have a sense of the services the funeral home provides, its typical clients, etc. Funeral Director Interview Questions Personal Questions Why are you interested in funeral directing?What demographics are you most comfortable working and interacting with? Are you more comfortable with elderly clients than younger clients?How do you handle the emotions o f the job?How did you become interested in funeral service? Why do you enjoy working in funeral service?How do you handle stressful situations? Questions About the Profession What is the most difficult part of being a funeral director?What does excellent customer service mean to you in this industry?As a funeral director, how important is customer satisfaction? Behavioral Interview Questions Describe the most stressful situation you have ever had at work. How did you handle the situation? What would you have done differently?Tell me about a time you had to demonstrate patience.Tell me about a time you had trouble maintaining composure.Tell me about a situation when you were able to have a positive influence on another person or group of people.Describe a time that you went above and beyond when consoling someone.Describe a time when you had to multitask at work. Do you find multitasking difficult? Situational Interview Questions Imagine there is a disagreementamongfamily members ab out the funeral arrangements, specifically the budget. How would you handle this issue?What would you do if there was a conflict between two people at a funeral service? How would you resolve the conflict? Questions about the Organization Why are you interested in our funeral home?What suggestions do you have to make our service even stronger? Additional Job Interview Questions In plus-rechnen to job-specific interview questions, you will also be asked more general questions about your employment history, education, strengths, weaknesses, achievements, goals, and plans.

4 Succession Planning Mistakes to Avoid

4 Succession Planning Mistakes to Avoid4 Succession Planning Mistakes to AvoidSuccession planning requires careful organization on the part of executive management. When accounting and finance professionals in top positions leave the company, managers want assurances that the individuals chosen to fill those roles will succeed with a relatively seamless transition. However, there are certain mistakes that can prevent firms from achieving these goals.1. Failing to think outside of the boxManagers shouldnt limit their succession planning strategies to the individuals directly below a certain position. While it may make the most sense to transition the heir apparent into the role, dont limit yur options.2. Selecting the wrong successorNo firm wants to put effort into succession planning only to find out too late the person just isnt the right fit for the role. This mistake goes hand-in-hand with relying too heavily on the employees whoare next in line. Job descriptions at firms are boun d to change in response to trends or unforeseen business challenges. Executives should keep this in mind when identifying individuals to step up to top positions in the future. An employee whose skills and experience once closely matched those required for the job may not necessarily be the right fit anymore. Sometimes subtle changes in this regard can breathe new life into a company, especially when existing processes arent working as well as they used to. Employees may also be more motivated when they feel welcome to step up to a wider variety of roles.3. Choosing just one successorDont underestimate the need for a long-term approach to succession planning. While identifying one individual to groom for a future role would put your company ahead of 78 percent of chief financial officers who, according to a Robert Half Management Resources survey, have yet to identify someone to fill their own positions, thinking several steps ahead is even more effective. You dont even have to cons ider each and every one of these individuals for the same position. Instead, this strategy simply creates a pool of high-potential employees who could all step up to a number of top roles if necessary. But dont forget the importance of communication. Be sure to let your successors know about the potential transition and offer relevant training opportunities. Viewing the succession planning process as an ongoing discussion will ensure employees are prepared for the transition.4. Stopping at the top levelEffective succession planning takes into account all links in the chain. Transitioning an employee to a new role will create a vacancy for his or her original position. Businesses can benefit from expanding the succession planning process to include more than just the top management positions. Focusing on training and developing high potential employees farther down the line is crucial not just for filling open roles, but for maintaining a pipeline of strong internal talent.Read our s yndicated article, A Succession Plan Does Your Firm Have One? to learn more about the best ways to plan ahead for internal transitions.Related PostsWhos Next? Time Waits for no Succession Plan5 Steps to Make Succession Planning EasierPhoto source hobvias sudoneighm, via Wikimedia Commons

What a US Army officer can teach you about spotting talented people

What a US Army officer can teach you about spotting talented peopleWhat a US Army officer can teach you about spotting talented peopleOne thing we often learn is this many companies find it incredibly easy to keep hiring and promoting people who either look or act the same way. Army officer Richard Farnell knows one way to be a great leader and mentor choose to help younger people who dont look like you.Farnell emphasized leaders responsibility to cast a wide net for mentoring in a Harvard Business Review article called Mentor People Who Arent Like You. The article struck a chord with us at Ladders because we keep seeing that people dont understand the value of diversity, which is a huge financial and morale boost to companies.The tough parte how do you create a diverse team? Its easier to go down the well-worn path of picking people we relate to. Farnell has a response to that dont.Telling our protgs that diversity matters wont change a thing. We must demonstrate our commitment to i t by deliberately mentoring people who arent like us. Otherwise, we do whats comfortable, and we risk saying with our actions that we care about cultivating the talents of a homogeneous few. Thats the example we end up setting, the culture we end up building, Farnell wrote.You can apply certaintakeaways from the article to your career, and use them to inform the way you serve others professionally.How mentors can serve diverse talentIts not always easy for potential mentees toreach out.Those who look less like me might find it hard to share their concerns with me or ask for help. They might feel uncomfortable raising their hand if they arent sure I will identify with them. And its on me, as the leader, to help close that gap, Farnell wrote.So what strategies could work once you establish a mentoring relationship with someone whose background is different than yours?TheAssociation of American Medical Colleges offers advice based on a variety of cited literature, and the steps to esta blishing these relationships are easy to understand establish trust, communicate openly and often and publicly support protgs and help them expand professional networks,There are specific ways to provide support.What mentors get in returnLeaders who decide to mentor people very different from them alsobenefit they get a view into perspectives they would otherwise never see.Mentoring across social and demographic lines is good for the mentor, as well. It has made me a more empathic, emotionally intelligent leader. Ive become better at spotting potential outside the usual mold - and better at understanding the obstacles people face when they arent part of the dominant group, Farnell wrote.In other words, good mentoring reinforces emotional intelligence - a crucial quality for leadership, even, as Farnell learned, in a hierarchy as rigid as the military.Brent Gleeson, a former Navy SEAL, has said the sameA leader lacking in emotional intelligence is not able to effectively gauge the needs, wants and expectations of those they lead. Leaders who react from their emotions without filtering them can create mistrust amongst their staff and can seriously jeopardize their working relationships, Gleeson wrote in an article in Forbes.Take it from veterans of the Armed Forces The best leaders dont look in the obvious places to find talented teammates, and theyre better for it.

New father leverages Japanese fluency to land Indiana auto job

New father leverages Japanese fluency to land Indiana auto jobNew father leverages Japanese fluency to land Indiana auto jobOne mans story of how he landed an automotive job in Indiana by touting his specialized skills.We are really feeling it. It is very tough in automotive, said David Rosenberg. While Ford, GM and Chrysler continue to post massive losses, and more white collar workers in the automotive industry and its satellite suppliers are joining their blue collar counterparts in the unemployment lines. To those in the queue, it feels like there are few automotive job prospects left available to them.I welches laid off from my position in April, Rosenberg recalled, but during the first couple of weeks afterwards, I really couldnt do anything. I couldnt process much information because I welches totenstill in shock. Rosenbergs situation looked dire. The total number of white-collar positions cut by the Big Three U.S. automakers in 2008 alone is in excess of 8,400. And several large suppliers are being compelled to make lay offs in the wake of the ever-increasing financial crisis facing the automobile manufacturing industry.Unable to relocate with a mortgage and a new childRosenberg worked for one of those suppliers, Century Tube, in his hometown of Madison, Ind. Madison is a small town in the south of the state near the Kentucky border. It has maintained its historic charm and has been recognized as The Prettiest Small Town in the Midwest by Ladies Home Journal. It has a population of a little over 12,000, and the estimated household income is $38,500. It is not an industrial or geschftlicher umgang hub. Now out of work, it seemed there were few local job offerings available to him. I own a house there. In this economy, how in the world could I afford to try and sell my house to move to someplace else? And to add to his worries, at the time he had been laid off, he had a two-month-old baby. It welches a nightmare situation, Rosenberg said.After falling i nto a brief malaise, Rosenberg kicked his job search into high gear and was determined to remain focused on his industry but was hesitant to return to the job seeker Web sites that he had used in the past I didnt want to waste any time, so I threw multiple volleys out. I shot several shots over the barrel. I knew from working with CareerBuilder and with Monster in the past that it was pretty labor intensive. You have to set up a lot of information with them and you have got to check back with them a lot. You have got to make multiple searches for multiple types of situations that may interest you in multiple areas of the country. Rosenberg also realized that there was sense of urgency as the downturn in the auto industry was already underway.He saw a television ad for Ladders and was intrigued. With salary levels more depressed in the Midwest than in major metropolitan areas like New York and L.A., Rosenbergs previous salary had been in a range just under the $100,000 mark. I knew t hat Ladders advertised itself as the six-figure-job-finding company. So I looked at my potential and said, I think I am qualified enough.He joined SalesLadder and three months later was appointed sales manager for AT- USA in Seymour, Ind.It was a job offered to me in my specialty, and it was about an hour away from where I am. The salary that they offered me was better than the one I had when I was laid off from Century Tube, so it was a step up.U.S. and Japans automotive interdependenceRosenbergs Tier- One company that manufactures and supplies machinery and parts, including drums and rotors and disk brakes, en masse to automobile assembly plants. He concedes a total collapse of the Big Three auto companies in the U.S. could have a disastrous domino effect on companies in the supply loop but points out that his concentration has been a little different I am focused toward Japanese car manufacturing. Toyota, Honda and Nissan are in a stronger financial position than Ford, Chrysler a nd GM, because they build cars smarter. But still Toyota is worried because they share a lot of the supplier base with GM. A company like mine that makes disk brakes has maybe 40 percent of our business with Toyota and 30 percent of our business with GM. Even though Toyota is strong, it doesnt want GM to fail either because they are afraid that GM will bring down some of the suppliers who also supply parts to the Toyota group, thus causing Toyota its own crisis.Rosenberg said he believes his abiding interest in Japanese car manufacturing has set him apart from the pack and will continue to be his trump card. He didnt start out working in the automotive industry his first job out of college was working for a Japanese company that made cordless telephones. I lived in Japan for three years, so I speak Japanese pretty fluently. And I have concentrated on Toyota, Nissan and Honda. Being in sales, I can talk to the Japanese. I have played that card pretty well in my career moves.Specialis ts are still highly desiredFor anyone in automotive considering a career change Rosenberg advises that he or she should ask the question Do I have to stay in automotive?Consider if your skills are transferable some place else, he suggests. But if you are locked into automotive because that has always been what you do, then you have to consider what is your specialty, your niche that makes you more attractive than the next guy. Through Ladders.com, Rosenberg connected with AT-USA via an LA-based recruiter specializing in multinational, multilingual professionals in various industries who was in search of candidates who knew Japanese as well as the auto industry. How would I have ever found somebody like that? he laughs. In the automotive industry, if you can sell yourself as being a real specialist who knows the X Factor really well, and if you can document that, you should play to that strength.

4 steps to becoming a powerhouse public speaker

4 steps to becoming a powerhouse public speaker4 steps to becoming a powerhouse public speakerWant to expand your reach as a leader?Deloittepartner Jennifer Knickerbocker has a tip for you Become a more confident public speaker.As you move up as a leader, youll eventually make the leap from leading two people to leading 20 (or 200 or even 2,000). You might need to rally a team, convince an organization to embrace change, or inspire a group of people to take action- and when you do, youll need to move beyond communicating effectively with individuals and start successfully addressing large groups of people.To support that increasing responsibility, Knickerbocker, who leads Deloittes Global Compliance and Reporting Services practice, says public speaking skills are priceless. Its an essential skill for any up-and-coming leader whose job requires him or her to influence, persuade, and motivate people- lots of people.Done well, public speaking is a way to quickly establish your credibili ty and communicate with a wide audience, versus communicating one on one, she says. Effective speakers are better able to create a followership and build momentum for their messages.Mind you, Knickerbocker didnt start out as an amazing speaker. Far from it, in fact I started from a distributions-mix where I was not being effective, she explains. I was often seen as deferential, and therefore, not someone who had valuable opinions.In the corporate workplace, confidence is often confused for competence, so Knickerbocker suggests that when you speak up in a way that seems tentative or deferential, you take the power out of your contribution.Are you inadvertently signaling that you lack conviction in what you say? If youre struggling to get others to follow your lead, it could be that your lack of comfort with public speaking or your hesitation to speak up is undermining your message.So how did Knickerbocker develop into the powerhouse speaker she is today? She learned everything throug h practice, self-evaluation, and the coaching she received through Deloittes NextGen leadership development program for high-potential leaders. Now, shes sharing her four keys for success.1. Get StarTEDKnickerbocker recommends watching a few TED talks to see the many different ways effective speakers get their messages across.Watch how these speakers command an audience with confidence, a concise message, and strong vocal projection and body language, she advises.As you watch, make a list of techniques youd like to add to your repertoire. And dont be intimidated by your favorite TED speakers many of them followed these four tips themselves at some point or another when they were learning to speak- and lead- more effectively2. Record. Play. Rewind. Play. Repeat.It wasnt by chance that Knickerbocker got better at public speaking she made a concerted effort to observe, critique, and build her public speaking skills. I watched myself on videotape over and over, she said. It was painful at firstTo replicate her results, all youll need is a smartphone and the determination to get over the awkwardness of watching yourself speak. Then, follow this four-part technique developed by Ed Tate, winner of the Toastmasters World Championship of Public Speaking Record Yourself Speaking on Any Topic The subject matter doesnt matter. Just pick a topic- any topic- and speak into your smartphone camera, as though you were speaking to an audience. Listen to the Audio Only, But Dont Watch Then, put the phone where you cant see it and, instead of watching your performance, just listen to it. Was your message clear? Did you notice any verbal habits youd like to change? Make notes on anything youd like to improve so that you can work on those things each time you practice. Turn Off the Sound and Watch the Video Pay particular attention to your facial expressions and body language, and make notes for future improvement. Watch the Video With Sound Now, put it all together, listening to t he sound as you watch yourself present, and make any final notes youd like to remember next time you give a presentation.Watching yourself speak can be cringe-inducing for sure, but the results youll see are well worth the discomfort.3. Dont Settle for Hearing You Did GreatFrom all of the areas for improvement that youve identified, select one aspect of your performance that youd like to work on first, such as improving your body language, staying on-message, or making meaningful eye contact with your audience. The next time youre presenting, enlist a buddy to critique you- sincerely and constructively- on just that specific aspect of your presentation.When I make a presentation thats important to me, I find someone in the audience I trust and ask them to focus on one element and give me honest feedback about it, says Knickerbocker. That way, I have one person watching me to make sure I make eye contact or that I dont say um- someone committed to giving me honest feedback and not ju st saying, You did great which is nice, but isnt going to help me grow.Hearing constructive criticism isnt always easy, but its a critical step in your ongoing evolution as a more effective speaker and leader.4. Stop Avoiding it and Just Do ItKnickerbockers parting advice Simply stop avoiding public speaking. Take a deep breath and make a decision to embrace the discomfort.Just go and do it. Learn from watching great speakers in action. Embrace the awkwardness of watching yourself on video. And dont settle for hearing you did great.If you persist, the payoff for your career can be huge. Knickerbocker says, Today, Im a far more effective speaker, which has built my credibility and opened doors that have led to more opportunities to lead initiatives and speak to large groups of clients and colleagues at conferences. And you can do the same.This article was originally posted on BeLeaderly.com.

An Impartial View of Academic Resume Examples

An Impartial View of Academic Resume Examples Academic Resume Examples Ideas A CV is your document so that its your choice to select the ideal style, tone and structure, utilizing the guidance that is available to you. No matter your degree of work practical experience, your resume format is important to making your application stick out. Resume examples and templates are incredibly helpful, especially when youre writing one of your initial resumes. The employers may have come across very similar resume patterns in their experience, so its essential to modify the resume template so that it appears distinctive from the standard 1. You go into the keyword within the search discipline and you will get numerous search results that you can choose based on your needs. Should you opt to create a resume instead, understand that the majority of the info you provide is similar. Consider what you are going to be putting on your resume, and select your template accordingly. Choosing Good Academic Resume Examples Employers wish to know precisely what you did or learned so they know what you need to offer as an employee. Preparation can provide you a notion of what things to anticipate. Students often find it useful to review resumes from graduate students who got their very first job outside academe. You may also have a skills section in which you list soft skills in addition to any programs, languages, or certifications youve got. So its important that you elaborate your abilities and achievements carefully. Be certain the skills are related to the job which you desire. Write down what skills you used, and the way they may relate to the job that you desire. Your contact information should always go on top of your resume, so that employers can readily find it. Your resume will be split into sections. Many students think that employment history isnt important, but it is at least as critical as extracurricular pursuits. Make certain that your resume has cle ar objectives and is simple to comprehend. Produce and use accounts on well-known social networking sites to make yourself more visible to prospective employers. The very first thing that you ought to do is to set your education section over the work experience section. Your work experience will probably be among the longest sections on your resume. Students with minimum work experience may also add a section discussing their involvements. With TopResume, youll be paired with a professional writer who is acquainted with the elements of a thriving academic CV for your area. An academic ACADEMIC isnt a resume. An academic CV isnt a resume. Your academic CV isnt a resume youd utilize to apply for employment beyond academia. Based on the sort of job, youll need to create a Curriculum Vitae (CV) or a resume. Job aspirants ought to think about a resume template rather than a training course load vitae template. Therefore dont be shocked if you discover lots of the exact same inf ormation listed for both resumes and CVs Why Almost Everything Youve Learned About Academic Resume Examples Is Wrong Therefore, if your student intends to work while theyre in school or simply wishes to be ready for graduation, developing a scholarship resume now gives them the framework they should receive one ready for work applications as soon as the time comes. Its possible for you to display your work history, but in addition fill in more space by talking about your abilities and other knowledge youve got. As most applications dont need a scholarship resume, adding one is a superb way for students to acquire an edge. A normal college application doesnt always offer a student room to highlight all her or his accomplishments and experience. For more information about how to structure a graduate school resume, take a look at our guide on the best way to compose a graduate school resume. Landing a large internship for a college student is an excellent means to get prepared fo r the challenges of life after the university. Its possible to mention your upcoming education plans too. In this kind of situation, a college student often does not have any choice except to look for someone to someone my essay, and its no wonder. By customizing your resume for the job that you want, you can show employers youve got the abilities and experience theyre searching for. Whenever you get a new experience, add it. If youre looking for work and you have what it takes but dont really understand how to sell it out then what you will need is a good resume. You may be an excellent team player. The Key to Successful Academic Resume Examples Your academic CV is a critical portion of your job search and may be the difference between finding your fantasy job and continuing on the hunt. With some important data in the proper order, everyone can create one. You always ought to have three or more references out there. The aim is to show youre an ideal candidate for the p osition youre applying for.

How Do I Video InterviewBaby Boomer Candidates

How Do I Video InterviewBaby Boomer CandidatesEvery candidate comes with their own set of unique vorstellungsgesprching challenges. Thats why were tackling how to video interview different types of candidates with this how-to series. Today, well be talking about how to use video interviews to connect with baby boomer candidates. Just like any other candidate and any other generation,baby boomers have strengths and weaknesses you should use the video interview to discover.These seasoned workers have been around the block and have experience to share with your organization. However, many companies worry baby boomers wont have the technical know-how they crave or will be ready for retirement shortly after accepting the job.Its important to remember when speaking with baby boomers that discrimination on the basis of age is absolutely illegal. Older candidates are protected by the government and by the EEOC from being fired or simply not hired on the basis of age alone.Aside from the lega l ramifications, dismissing an older candidate because of age is just schwimmbadeanstalt practice. Those same years a company might think are a hindrance to longevity can actually be a strength. Here are candidates who have plenty of work experience under their belts and will likely need minimal training. You wont have to teach a baby boomer how to do their job, especially if its in an industry in which theyve worked for many years. This can potentially save your company big bucks on education expenses.What many companies worry about is the likelihood of a baby boomer sticking around, especially if theyre close to retirement age. But heres something to consider nothing is guaranteed when it comes to hiring new employees. Your superstar Millennial might find a new, higher paying job a year after you hire them and fly the coop. Older workers arent more likely to leave than younger ones because its impossible to know how long any employee will stick around. This is why its more importa nt to focus on skills and organizational fit in the video interview than age.Here are some things to consider when speaking to a baby boomer candidate in the video interviewFocus on SkillsWhen it comes to baby boomer candidates, the common misconception is that older workers arent as up-to-date with technology as digitally native Millennials. This is, of course, a gross oversimplification of an entire generations comfort level with emerging technology. There are baby boomers who dont know how to turn on a computer and there are boomers who never leave home without their smartphone and tablet.Depending on the needs of your position, you will want to find out how comfortable the candidate is with technology. If the candidate reached out to you on social media, through a video resume, or by sending along their industry-related blog, theres a good chance they know their way around todays digital media. However, make sure to use the video interview as a platform to ask about the specific tech tools and programs the candidate will need to navigate for the position.Look at the Price TagAnother common issue with baby boomer candidates is that their years of experience can result in a higher price tag than younger workers. Depending on the salary requirements of the position, this can become a challenge. Talk to your candidate in the video interview about their required salary range.If the salary for the position is underneath this range, really make sure they understand the pay cut theyll be taking by accepting the position. A lot of older workers are looking for positions in new industries or looking to take a stab at something new and are therefore comfortable with the idea of a pay decrease.Career PassionAs mentioned, some older workers are looking to transition into another career path or take on a new aspect of the same industry. Its important to see just how passionate your candidate is about the career sector before hiring.Ask them what they love about the indu stry or job and what they dont particularly like. This will be a better gauge of how likely they are to stick around than the amount of candles on their birthday cake. While age is nothing but a number, passion can sustain a career for years to come.When interviewing baby boomers, its important to stay compliant with all EEOC regulations while still ensuring the candidate is the right person for the job. Ignoring a candidate based on age is a bad hiring practice and can really lose you great employees, so give these boomers a chance to impress in their video interview.What are some things you look for when interviewing baby boomer candidates? Share in the commentsIMAGECourtesy ofFlickr by Richard Rhee.