Jobs Interview Question

There are several classes of job interview questions:


1. Skills based questions
These job interview questions are related to specific job skills outlined in essential criteria. Candidates are asked to give examples of their work, or outline their duties and performance in key roles.

2. Knowledge based questions Many jobs have a required knowledge base. Interview questions are used to find out the depth of knowledge, and to check and confirm candidates have the essential information required to do the work involved.

3. Technical questions These are a different type of knowledge based job interview questions, and they relate to the technical issues of the position. In some job interviews, a person on the interview panel is appointed to ask these questions, and give expert evaluation of answers to the panel.

4.Problem solving questions • The problem solving job interview questions are now standard practice. Problem solving questions are used to define skill levels and the ability to deal with difficulties. • Experience related questions This is a range of job interview questions designed to test prior experience across the range of job skills contained in the position. They include additional questions to clarify the scope of candidates? experience. They also deal with issues related to the job, particularly where levels of experience relate directly to the complexity of the work.

5.Interpersonal skills questions These are job interview questions which explore workplace relationships, team roles, leadership, and other personal characteristics of candidates. Questions can range from dealing with stress to contributing to a team.

6.Assessing job interview questions Interview assessments use the merit principle to decide successful applicants based on their answers to the job interview questions. A panel discussion and consensus, or a formal evaluation process using an 'evaluation grid', (a step by step analysis of answers) is conducted.

7.The selection process Interviewers select the candidate who meets all job criteria to an acceptable standard. The panel then makes a recommendation for appointment to management.

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Showing posts with label jawatan kosong golden screen. Show all posts
Showing posts with label jawatan kosong golden screen. Show all posts

Jobs at Golden Screen Cinemas Sdn Bhd

Written By Admin on Thursday, March 10, 2011 | 8:34 PM


The largest cinema exhibitor and leading film distributor in Malaysia GSC, seeks dynamic and talented candidates for the following positions.

Human Resources Manager
- Degree in Human Resources or equivalent
- Minimum 10 years’ relevant working experience of which 5 years in a managerial capacity
- Experience in employee development and performance management
- Excellent interpersonal skills, self motivated and independent

Assistant Accountant
- A recognized Accountancy degree or professional membership
- Minimum 5 years’ working experience in reporting, audit, tax and budgeting
- Able to meet deadlines without compromising on quality
- Strong analytical skills, good interpersonal and communication skills

IT Project Leader
- Diploma/Degree in Computer Science/IT or equivalent
- Minimum 3 years’ working experience
- Project management exposure in IT software development and implementation
- Experience in preparing business proposals and handling multiple projects
- Possess own transport and willing to travel

Cinema Operations Executive
- Diploma/Degree in the relevant discipline with minimum 3 years’ working experience in supervisory level in a busy entertainment/ retail/ banking sector
- Experience in P&L budget. performance management and IT is an added advantage
- Good communication & interpersonal skills
- Computer literate and good command of spoken and written English
- Possess own transport and willing to travel

Training Executive
- Diploma/Degree in the relevant discipline with minimum 2 years’ working experience in training
- Able to develop manuals and training modules and willing to travel extensively and conduct training during weekends, when required
- Excellent spoken and written in English

HR Executive
- Diploma/Degree in the relevant discipline with minimum 2 years’ working experience in the full spectrum of HRM
- Experience in computerized payroll processing is an added advantage
- Well versed with the Labour Law and Employment Act
- Computer literate and good command of spoken and written English

Marketing Executive — Sales & Promotions
- Diploma/Degree in Marketing/ Sales or equivalent
- Minimum 3 years’ experience in sales/marketing/event management
- Well organized, resourceful and work independently
- Creative and able to conceptualize promotion and implement effectively
- Understand social media including Facebook. Twitter, blogs an added advantage
- Willing to work during weekends and public holidays when required
- Good command of spoken and written English
- Possess own transport & willing to travel

Programmer / Support Engineer
- Diploma/Degree in Computer Science/IT or equivalent
- Min 2 years’ working experience in software development
- Required skills: VB.NET/C#.NET, ASP/ASP.NET, SQL Server, SQL Reporting Services, SQL Integration Services
- Experience in Server installation, SQL Server administration, Networking and Hardware setup is an added advantage
- Possess own transport and willing to travel

Secretary
- Professional Certificate/Diploma in Secretarial/ Administration or equivalent with minimum 2 years’ working experience in secretarial/ administrative function preferably assisting a Senior Manager
- Good administrative skills with strong organizational & interpersonal skills
- Diligent, responsible, meticulous and able to maintain a high level of confidentiality
- Computer literate and good command of spoken and written English

Project Coordinator
- Diploma in Civil Engineering/ Quantity Surveying/ Building Construction or equivalent
- Fresh graduates are also encouraged to apply
- Possess own transport and willing to travel
- Able to plan, coordinate and supervise work independently

Interested candidates, kindly e-mail to hr@gsc.com.my or write/fax to:
The Human Resources Manager
Golden Screen Cinemas Sdn Bhd (3609-M)
No.1 Jalan SS22/19, Damansara Jaya, 47400 Petaling Jaya
Fax: 03-7806 8990
Only shortlisted candidates will be notified.
Closing Date 25th March 2011
8:34 PM | 0 comments | Read More
Posted by Admin at 8:34 PM
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How Forex Brokers Work

Like any other business in the history of business, your broker’s raison d’etre, is to make as big a profit as possible. There are about as many ways to go about this as there are brokers. For those who are in it for the long haul, however, it is generally best to adopt a set of practices which are deemed fair by their clients: certain boundaries are set, and operating beyond them can cost a brokerage its reputation, and along with it its clients. Straying outside these boundaries, therefore, is not considered as being in line with the long term goals of the business. How strictly these boundaries are enforced, especially when there is little chance of clients ever even becoming aware of any transgression, again varies from business to business. For the sake of simplicity, in this article we assume that everyone in the business is squeaky clean, as if every client could peek into the broker’s back office at any time and dissect every trade. This is obviously not the case, and many brokers do take advantage of this opaqueness, but the details of that are best left for another discussion.

So without further ado, let’s get into the details of how forex brokers function. Somewhat removed from the top-tier interbank market, retail forex brokers are there to provide a service that would otherwise not be available, that is, giving an investor with a $10,000 bankroll the chance to speculate in the up-until-recently very exclusive forex market. There are generally considered to be 2 types of brokers providing access at the retail level: Electronic Communications Networks (ECNs) and Market Makers. ECNs are generally somewhat more exclusive, requiring larger deposits to get started, but are seen as providing more direct access to the interbank market. As we will see, there are certainly advantages to this, but some disadvantages as well. Market makers, on the other hand are more often than not, the counter party to their clients’ trades, creating somewhat of a conflict of interest, whereas ECNs profit from commission fees charged directly to the clients, regardless of the result of any trade, they are seen as being completely impartial – an ECN has no incentive for a client to lose money. In fact, one could argue that an ECN stands to profit more if a client is successful, meaning that s/he will stay around longer and they will be able to collect more commission fees from them. A market maker, on the other hand, being the counterparty to a client’s trade, makes money if the client loses money, providing an incentive for some shady practices, particularly in an unregulated market. The extent to which this happens varies among individual brokers. There are also some benefits to trading with a market maker (see our ECNs vs. Market Makers article) Some brokers also provide a service that doesn’t quite fit into either category – they route different orders differently, depending on complex algorithms, or on a dealing desk, that analyze each order and attempt to fill it in the way that will be most beneficial to the broker’s bottom line. They can offset some client orders against one another, effectively creating an in-house market, they can choose to be the counterparty to a client’s trade (trade “against” the client), or they can offset their position with a hedge through a higher-tier counterparty. Note that the market maker is mainly concerned with managing its net exposure, and NOT with any single individual’s trades. They are NOT gunning for your stop losses specifically, but may be gunning for clusters of stops.