Originally posted by DeV
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Originally posted by Bravo20 View PostIf you are called for interview make sure that you find out how to do competency based interviews, and prepare your responses for each competency.
Read the job description carefully to get a clear understanding of the role you are being interviewed for and the competencies required.
Give examples from your own experience. Your examples can come from work, academic or even sport experience.
Keep your examples concise, clear, relevant and positive.
STAR answers: ensure your examples have a Situation (background information on the specific situation), a Task (what had to be done), an Action (how you carried out the task) and a Result (what was the end result).
Rehearse your examples to ensure they are clear and concise.
Ensure you listen carefully to the interviewer’s questions and answer the question asked.
Sell yourself – an interview is your sales pitch. You need to “sell†your experience and your skills to the company.
There will be some questions asked that you have not prepared. When this happens, pause, calmly think of the question and give your best answer.
Ask questions – an interview is an opportunity for you to evaluate whether a company is a good fit for your career plans as much as for the company to check if you are a fit for them.
Manage your time, good preparation will help you to answer questions clearly and concisely.
Dress for interview - business attire..Last edited by Bayern Fan; 9 January 2019, 11:29.Fail to prepare, prepare to fail
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Originally posted by Bayern Fan View PostCompetency Based Interview – Top Tips
Read the job description carefully to get a clear understanding of the role you are being interviewed for and the competencies required.
Give examples from your own experience. Your examples can come from work, academic or even sport experience.
Keep your examples concise, clear, relevant and positive.
STAR answers: ensure your examples have a Situation (background information on the specific situation), a Task (what had to be done), an Action (how you carried out the task) and a Result (what was the end result).
Rehearse your examples to ensure they are clear and concise.
Ensure you listen carefully to the interviewer’s questions and answer the question asked.
Sell yourself – an interview is your sales pitch. You need to “sell†your experience and your skills to the company.
There will be some questions asked that you have not prepared. When this happens, pause, calmly think of the question and give your best answer.
Ask questions – an interview is an opportunity for you to evaluate whether a company is a good fit for your career plans as much as for the company to check if you are a fit for them.
Manage your time, good preparation will help you to answer questions clearly and concisely.
Dress for interview - business attire..
Dress for interview - as ordered
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Originally posted by DeV View PostDress for interview - as ordered'He died who loved to live,' they'll say,
'Unselfishly so we might have today!'
Like hell! He fought because he had to fight;
He died that's all. It was his unlucky night.
http://www.salamanderoasis.org/poems...nnis/luck.html
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If the interview is SD (No 1 or No2 ) understand the difference (ribbons mainly ). Ensure your fit is correct especially if its been a while to pull it on; get your Q working for you to get any clothing sorted out pronto or get borrowing rapid as it needs to look like a package."Are they trying to shoot down the other drone? "
"No, they're trying to fly the tank"
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It looks like I wasn't wrong about the pay discrepancy. There were a few doubters on another thread . It's interesting how something unknown last year is now the most serious new issue.
Great to see it making it this far though. Positive signs even if it's only a start.
'The most serious new issue involving the Department of Defence and the Reserve is the pay discrepancy that the Department of Defence has allowed to form between the Permanent Defence Force and Reserve Defence Force rates of pay. In the first instance, it must be highlighted that the majority of a reservist's service is unpaid; the best part of training takes place in the evenings and at weekends. However, reservists are entitled to payment when engaged in certain activities, such as full-time training courses. This payment serves to offset the costs associated with a reservist’s service in the Defence Forces, including those relating to mileage, time off work and ancillary expenses. However, for the periods of paid training that reservists undertake, there is now a significant discrepancy between permanent and reserve rates of pay.
Reserve pay is tied to Permanent Defence Force pay rates by two ministerial Defence Forces regulations, R5 and S3. These clarify that reservists are entitled to be paid at the lowest point of the Permanent Defence Force pay scale for their particular rank. However, the vast majority of reservists are currently paid 18% less than the corresponding lowest point on the current Permanent Defence Force pay scale for each rank.
This is particularly enraging for reservists. Not only did we suffer a pay reduction at rates variable by rank in 2009, reservists received an additional 10% blanket pay reduction in 2013. The Reserve pay rate has, in essence, been plundered twice and we are not even on a par with the lowest points on the Permanent Defence Forces' payscale. This has significant impacts for our existing members in terms of the costs associated with their continued and loyal service. It also represents an obstacle to attracting new members, particularly among young people who may not be in employment and who are not in a position to foot the costs associated with serving in the Reserve. RDFRA notified the Department of this breach of regulations last December and while we recognise that it is a complex issue, we have not been given an explanation, a plan to settle the arrears or an expected time to resolution. Our members are deeply frustrated by these delays in taking effective action and rightly question whether a similar attitude would be experienced were the underpayment to have been made to our comrades in the Permanent Defence Forces. The Reserve pay rates need to be realigned with their permanent counterparts immediately. However, RDFRA has serious concerns that such a pay rate realignment could take months or even years for the Department to implement, to say nothing of the payment of arrears.'
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t looks like I wasn't wrong about the pay discrepancy. There were a few doubters on another thread . It's interesting how something unknown last year is now the most serious new issue.
Great to see it making it this far though. Positive signs even if it's only a start."Are they trying to shoot down the other drone? "
"No, they're trying to fly the tank"
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Originally posted by trellheim View PostDFRs R5 and S3 is the law of the land for Pay - they are ignoring it, RDF are not subject to Haddington Road and LRA, they are excluded.
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Originally posted by trellheim View PostShout-out from the CoS in the IT today about reservists.
https://www.irishtimes.com/news/irel...nise-1.3837001"Well, stone me! We've had cocaine, bribery and Arsenal scoring two goals at home. But just when you thought there were truly no surprises left in football, Vinnie Jones turns out to be an international player!" (Jimmy Greaves)!"
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Originally posted by trellheim View PostShout-out from the CoS in the IT today about reservists.
https://www.irishtimes.com/news/irel...nise-1.3837001
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