In general, the candidate successfully joining the company as an employee will receive an appointment letter on their first day or within the first week of work. Appointment letters are usually issued after the offer letter in order to give them a detailed description of the position offered. As an HR personnel, you need to know how to write a letter of appointment since this shows professionalism, improves employer branding, and helps retain new hires.In this article, we will show you the standard format of an appointment letter as well as expert tips to write one. TABLEOFCONTENTSWhat Is an Appointment Letter?Appointment Letter vs Offer LetterWhat to Include in an Appointment Letter?Appointment Letter SampleAppointment Letter TemplateAppointment Letter Template What Is an Appointment Letter? As the name suggests, a job appointment letter confirms the appointment of a candidate to a particular job and their acceptance of it. This document is officially given out by the company after the selection process is completed and the candidate has accepted the offer letter. To make sure the letter clears everything about the job, it should include crucial details such as: Responsibilities DutiesStarting dateWorking hoursProbationSalaryBenefitsetc. For employers, the letter of appointment plays an important part in the hiring process and employer branding. A comprehensive company appointment letter demonstrates your professionalism and transparency, which may influence the final decision of the candidate. Besides that, this legal document constitutes a formal contract of employment for the candidates if they’re officially hired. In case of any discrepancies that may arise in the future, it is also accepted in a court of law.Appointment Letter vs Offer Letter Though these two documents are both sent to the candidate after a successful interview, they serve different functions. First of all, candidates get an offer letter after they've cleared all rounds of interviews. Once they've accepted the terms and conditions of the offer, the HR department will issue the official appointment letter to them. Another key difference is that the general purpose of offer letters is to offer a candidate a job and to spell out the details regarding that role. Appointment letters meanwhile work like a detailed contract of employment. For that reason, the appointment letter, along with salary details, should also provide further information about employee benefits, a code of conduct, as well as company policies.What to Include in an Appointment Letter The appointment letter format should follow a formal business letter because it's a legally binding document. In this paragraph, you will learn about the letter of appointment’s format which includes 6 main sections: LetterheadGreetingIntroductory paragraphBody paragraph(s)Sign-offSignatures of both parties 1. Letterhead At the top of the appointment letter for employees, you’ll need to include the following information: Company information: logo, name, and addressIssuance DateCandidate's information: Full name and addressExample from a private company appointment letter format:[Logo] SAMA Tech Name of employee: Kevin PullmanAddress of the Employee: 3107 Woodbridge Dr, Austin, TX 78703 Date: 12/12/2022 2. Greeting “Dear [Name of the candidate]” and “Greetings, [Name of the candidate]” are the most common ways, especially for a basic appointment letter. Note that you should address them by their first name instead of their last name. Avoid using informal salutations such as: HiHeyMorning/Afternoon/Evening… 3. Introductory paragraph In the opening paragraph, it’s essential to include a congratulatory note and the recipient’s official job title. Example of how to start off an appointment letter for teachers:This is in reference to your job application followed with subsequent interviews you had with us.We are pleased to appoint you to the position of ESL teacher in our organization, SJI English Center, with effect from 12/12/2022 on the following terms and conditions: 4. Body paragraph(s) Here comes the most important section in a job appointment letter where you'll have to be concise and clear in providing the receiver with all necessary details regarding the job, including: Job titleDuties and responsibilitiesStarting dateProbationary periodJob locationWorking hoursLeave policySalaryBenefitsAdditional terms and conditions📝 Note: Depending on their job role and your organization, you can remove or add any sections in the employee’s appointment letter. Example from an appointment letter for a teacher:Effective January 22, 2022, you have been appointed as a Classroom Teacher with an annual starting salary of $49,970. If you wish to accept this offer of appointment in our school under the conditions set out in the attached Conditions of Service for Teachers in Private Schools, please kindly sign the Letter of Acceptance and Conditions of Services. After that, a meeting with the principal of Morrison Academy will be held and you will be told about all the rules and regulations along with the working pattern of our school. We hope that you will be glad upon this news and respond to us within 3 working days. In addition to the above, an appointment letter for an internship should also mention the duration and stipend for the applicant. Example from an internship appointment letter:Please see below the specifics regarding your internship with IVEE Media: Internship Title: Social Media InternStart date: March 30th, 2021 - End date: September 31st, 2021Number of hours: 20 hours per weekLocation for internship: 14406 Tonka Downs Dr, Minnetonka, MN 55345Supervisor for internship: Brenda Pullman - Marketing Manager / [email protected]: Your duties include managing the client's social media accounts (Facebook, Instagram, Tiktok, etc.), planning and executing creative social media marketing campaigns, and working closely with the Design team to maintain the client's online presence.Internship stipend: $15.00 per hour. I hope that your association with the Company will be successful and rewarding. Please indicate your acceptance of this offer by signing below and returning it to [email protected]. If you have any questions, please do not hesitate to contact me. 💡 Reminder: To close the letter of appointment, make sure you’ll ask the recipient to sign the document and send it back before the deadline. 5. Sign-off Since the letter of appointment format follows a formal business letter, you should include proper sign-offs such as: Sincerely,Best regards,Cordially, 6. Signatures of both partiesHere's how to end an appointment letter:[Name of HR Personnel][Name of the Company] I agree to the appointment and accept the above terms and conditions of service. Employee Name: ....................................Employee ID : ....................................Date: ....................................Signature: .................................... Appointment Letter Sample Now that we may already know how to write an appointment letter, let's take a look at the example of a basic appointment letter below. Appointment Letter for Staff Nurse December 1st, 2022 Max Healthcare148 Sims Pl, #01-192, Singapore 380048(+651)-xxx-xxxx Mr./Ms. Julie Chen Address: 60 Goodman Rd, Singapore 439023 Dear Julie, Heartiest congratulations! Based on your interview, we are hereby pleased to inform you that our board of directors has appointed you to our hospital, Max Healthcare, for the position of Senior Staff Nurse. We are very glad to have you on board with us and hope that you will join this role from December 1st, 2022. The monthly salary in respect of this appointment will be S$3,100 per month. Your working hours will be 8:00 to 18:00, and you will get 1 vacation per week. Please kindly find all details about your position’s benefits, including health care, transportation, and group insurance in the file attached below. If you are interested in our proposal, please revert by signing and attaching all the required documents immediately within 3 days. According to the guidelines, you will have to serve our hospital for at least 6 months. Looking forward to working with you. Best Regards, Director: Benson Ryan Employee Name: Julie ChenEmployee ID: 987124A Appointment Letter Template Looking to write a letter of appointment for new employees? Feel free to use our ready-to-use appointment letter format in word below.[Company Logo] [Company’s Name] [Company Address] Date: [Date issued] To, [Employee's Name] [Employee's Address] [Employee's Email] LETTER OF APPOINTMENT Dear [Employee's name], Referring to your recent interview for the position of [job title], we are pleased to offer you the position with our company, [company’s name] effective from [employee’s joining date] under the following terms and conditions: Responsibilities Duties: [describe the employee’s main tasks in their role].Probation: You will be on probation for a period of [number of months] months from the Joining Date, which can be extended at the discretion of the Management. Your employment may be terminated without cause or notice during the probationary period.Working hours: The working days will start normally from [day] to [day], [time] to [time] with one paid (or unpaid) [duration of break] lunch break.Salary: Salaried position of [annual salary] per year plus commission. Applicable taxes and statutory deductions will be deducted from your monthly salary.Benefits: [discuss the major types of employee benefits].[Other terms] We congratulate you on your appointment, and kindly ask you to review these conditions. Please reply with your acceptance or declination within [number of weeks or days] weeks (or days) via [[email protected]]. Sincerely, [Name of HR Personnel] [HR’s Designation] [Company’s Name] [Employee's Name] [Employee's Signature] Cake provides a free online resume builder tool that allows you to create resumes and portfolios with ease. You can start building your resume from scratch or use our ATS resume template to create the perfect resume for your job hunt! Cake offers job seekers and employers a valuable solution with our free online resume builder and talent search and branding services. — Originally written by May Luong —

Created by CakeResumeIn this article, we’ll cover: What Is a Letter of Employment?What to Include in a Letter of EmploymentLetter of Employment SampleEmployment Verification Letter TemplateTips for Writing a Letter of EmploymentLetters of employment go by many names, such as job verification letters or proof of income letters. You need to get familiar with the terms in case you are ever required to request one or write one. The reason why employment verification letters have so many names is that they have several purposes. Sometimes, landlords will ask you for one as part of the screening process to rent you a place. Another instance in which you might need a letter as proof of employment is when you apply for a mortgage or a new job position. Before going any further, let us start by giving a precise definition. What Is a Letter of Employment?An employment letter is a formal document that verifies one’s status as an active or former employee of an organization. Usually, job confirmation letters also include verification of the employee’s title, salary, and contact information, among other relevant details.What it is used for: An income verification letter is proof that a person is an actual employee or former employee of an organization. It is a traditional requisite when applying for a loan, mortgage, and even a new job.Who needs it: Companies, landlords, and financial institutions require a work verification letter to double-check that a candidate is truthful in their application.Who writes it: Depending on the company, an employee or former employee can request a certification letter from their direct supervisor or the human resources department. What to Include in a Letter of EmploymentAlthough there is no universal employment letter format that fits every application, you should still get familiar with the most common elements that need to be in an employment letter. ❗️Employer information The following items are the base upon which you can start building your document (or request whoever is writing it to include them). Let us start with relevant company information to include in your employment verification form: Verifier’s name: When an employee presents a verification letter, it must include the full name of the person verifying the document. If possible, add a job title.Company name: It might sound obvious, but ensure to include the full name rather than an acronym when creating a proof of employment.Address: Write the company’s address under the company name.City, state, ZIP code: The more detailed a verification of employment form is, the better. Add all relevant information to increase its reliability. ❗️Employee information Aside from the employer’s information, a standard certificate of employment letter includes the following details about an employee: Employment start date: A staple of any employee verification format. Ensure the employee is aware of the correct date so they can align it with any additional documentation they provide to the party that requested the letter.Employee name: Avoid using any nickname. Double-check with the employee if their name is correct to avoid any confusion.Job title: Remember to mention the position the employee covered in the certification letter. If it was more than one, add the dates on which they handled each job.Salary: Do not forget to check if the party that requested proof of income letter needs detailed information such as the periodicity of payment or working hours per week. Avoid providing too many details - unless it is necessary.Annual bonus amount: When money matters, providing proof of additional income in a work letter can make a difference.Employment end date (if necessary): If you are getting a working letter from a company you used to work for, check you include an employment end date. ❗️Additional information Other than the common items of a service letter format, there are a few additional pieces of proof that might be useful for some applications. These are not necessary but can improve the appeal of a letter to certify employment: Paystubs: A physical or digital record of the payment an employee receives. It helps to substantiate proof of income letter.Tax returns (1040): US taxpayers can use this form to back their income verification letter.Wage and tax statements (W-2): Unlike a 1040 form, a W-2 is a document filed by employers to report employees' annual wages and withheld taxes. It is a highly trustable document that a company can attach to enhance the appeal of a job confirmation letter.Social security proof of income/Benefits Verification Letter: It works as a proof of income letter for those who retired or have a disability. It can also prove you receive a supplemental security income.A Workers’ compensation letter: It works to show that an employee is covered in case of any injury that happens at work. It provides proof of assistance such as medical bills, wages, and additional payments that support proof of income letter.Bank statements: It is a quintessential way to prove one’s income. It shows a summary of the transactions of an account during a month and works as the perfect companion to an income verification letter.Letter of Employment SampleHow to write an employment letter? Well, there’s no better way of leading than by providing some examples of letters of employment. Read the different samples to understand better the relevant content you can include when writing a job confirmation letter. Let us start with a basic employment letter sample. In this scenario, we are confirming that the person works at our company and providing some additional information: Lincoln JohnsonHR ManagerSHLD Inc.500 South Buena Vista StreetBurbank, CA, 91501 09/15/2022 SeAg Ltd.2100 Riverside DrBurbank, CA, 91501 To whom it may concern, This letter intends to verify that Daisy Lincoln is currently part of our team. She has been working for SHLD Inc. as an Event Manager since February 15th, 2018. Ms. Lincoln's salary is $60,000 per year. Find attached a W-2 form as proof of her income. If you want to discuss further details, contact me at 123-654-0897. You can also send me an email at [email protected] if you prefer. Best,Lincoln Johnson In this employment verification letter sample, the letter intends to verify a former employee: Lincoln JohnsonHR ManagerSHLD Inc.500 South Buena Vista StreetBurbank, CA, 91501 09/15/2022 Nick PhillipsHiring AssistantSeAg Ltd.2100 Riverside DrBurbank, CA, 91501 Dear Mr. Phillips, I am writing you to verify that Daisy Lincoln was part of our team at SHLD Inc. for four years. She joined on August 1st, 2018, and worked with us until August 15th, 2022. During her time with us, she excelled as an Event manager and earned an annual salary of $60,000. Please contact me at 123-654-0897 if you want to discuss anything else. You can also send me an email at [email protected] if it works better for you. Best,Lincoln Johnson Employment Verification Letter TemplateAfter reading the employment letter samples, you probably noticed that writing one is not overly complicated. Just make sure to cover any specific request in terms of additional information. You can use the following template for a letter of employment to make sure you do not forget any relevant details when writing a job verification letter:[Your full name][Your title][Address][City, State, Zip code][Phone number] [Date] [The recipient’s full name][The recipient’s title][The recipient’s company’s name][Address][City, State, Zip code] Dear Mr./Ms./Mrs. [the recipient’s last name], The purpose of this document is to verify that [the employee’s full name] has been an active part of our company. [He/She] has been at [company’s name] since [onboarding date]. He/She earned a salary of [amount of money] on a yearly/monthly/per hour basis. Do contact me if you need any additional information. Feel free to reach me at [your phone number] or [your email address]. Cordially,[Your full name] Tips for Writing a Letter of EmploymentFollow these tips to enhance your employment verification letters. Remember, an employment verification form is a very influential document that can help an employee (or former employee) obtain a significant achievement. Do your best to make it as professional as possible. ✅ Follow the standard business letter format. Given the formal tone of an employment verification letter, it is best to follow the traditional style of business letters. Start with your contact information, the date, and the recipient’s information. Include a proper greeting, closing, and sign-off. Sometimes, the party that requested the job verification letter will ask for a handwritten signature at the end. If you are sending a digital document, you can scan it after signing it. ✅ Include the necessary information. Remember, aside from the standard items to cover in a work verification letter (the employee’s name, title, and job tenure), you may have to include some extra details. Take the time to confirm whether your employee needs you to share details about their salary, working hours, or any additional data in the employment letter - only include the additional information when requested! ✅ Provide your contact information. Do not forget to include your information at the top of the official letter of employment. You may also do a call to action on your closing statement to let the recipient know you are willing to answer any questions they might have. ✅ Keep it short. As evidenced by the examples we presented, work verification letters do not tend to be lengthy. Keep it concise and only add extra information if an employee asks. ✅ Use the official letterhead format. It is the cherry on top when writing a certificate of employment letter. An official letterhead format elevates the document, including the company’s logo and contact information. Consider these tips when writing a professional letter of employment and help impact your employees’ lives. 🔑 Key TakeawaysBy now, you should be more clear about what an employment letter is - a document that validates a person as a current or former employee of a company. Banks, other financial entities, and even companies require them to screen a candidate. Although there is no unique service letter format to follow, there are a few elements you should include in one. Start with your relevant information, such as name and title. Then, add all the standard employee information (job tenure, title, name, etc.). Sometimes, an employee needs proof of employment in form of a letter for specific reasons. They might ask you to input information such as their working hours, periodicity of payments, etc. Do listen to their requests and tweak the employment letter based on their needs. You may use a template to write a letter of employment. Try reading examples to learn how to edit the document and add a unique touch. Remember that job confirmation letters are formal documents. Follow a traditional business letter format. Keep your letter of employment concise, and include the necessary information and contact details. If possible, print the document using your company’s official letterhead format. Connect with over 8 million job seekers through Cake's AI-powered recruitment tools, including job posting, resume search, applicant tracking system (ATS), and employer branding solutions—streamlining hiring at all levels.Explore Solutions--- Originally written by Roger Rene Ortega Figueroa---

Contract Termination Letter SampleBefore getting into writing a contract termination letter, it is very important to know how a relationship between an employer and a contractor works. In short, they always sign a contract that contains the details that both parties need to beware of, and the benefits that both parties will get before getting the contractor to perform a specific task for the company. When the contractor is no longer needed in the company or has completed the assigned task, the contract is naturally terminated by means of a termination letter to end said relationship. A contract termination notice is a written document prepared by the employer to be used to end the business relationship with the contractor, which can be sent in the form of a letter form or an email. Table of Contents:What Isan Independent Contractor Termination Letter?Contract Termination Letter FormatIndependent Contractor Termination Letter TemplatesIndependent Contractor Termination Letter SamplesTips on How to Write an Independent Contractor Termination LetterWhat Isan Independent Contractor Termination Letter?An independent contractor termination letter is a letter used by the employer to legally notify the contractor of the end of the contract. There are three general types of such a letter: Without a cause: When the company decides to downscale or due to some larger market factors that require it to terminate some contractors to save up the costs.With a cause: When the contractor’s work performance or behavior has not met the expectations or violated the rules multiple times after warnings.End of contract: When the contractor’s contract with the company has come to an end and the employer decides not to renew it. The two main purposes of a contract termination letter are that it helps the employer keep track of their termination and outsourcing record, and clarifies the statement telling the contractor that the service is no longer needed.Reasons why a contract termination letter is always necessary: Not only are contracts legally-binding, but also able to affect the company positively or negatively in various ways. Hence, the following are some of the reasons why there are procedures that must be followed when discontinuing a contract with someone, even if that someone is an independent contractor: Ethical/manners: Regarding ethical issues, no one likes to be terminated without being formally informed. Thus, doing so shows that you have good manners in treating outside contractors.Maintaining a good relationship: Secondly, formally terminating the contract with the contractor means that both of the parties have agreed to end the business relationship without ruining it. You never know whether your paths will cross in the future again or not.Company reputation: A contractor does not necessarily work for a single company. Hence, terminating the contract may result in harming the company’s reputation if the termination procedure is not done right. Contract Termination Letter Format Writing an independent contractor termination letter is not much different than writing an employment termination letter. The letter format is as follows:Details of the employer contractorAs is the case with any other types of letter, firstly, you need to include the name, address, and contact information of the employer and contractor. Date of contract terminationIn this section, you need to include the date of contract termination. This informs the contractor of the date of the last working day with the company. Reason(s) for terminationSince you are terminating the contract, you need valid reasons. Lack of productivityThe company has the right to terminate the contract when the contractor procrastinates and does not meet the requirements agreed beforehand.Rule violationWhen signing a contract, there are rules that both parties have to follow. When one party breaks the rules, the contract can be terminated.Criminal behaviorStealing from the company or any other criminal actions are ground for termination.Termination by mutual groundAlthough termination may sound bad, having both sides agree to the termination (settlement agreement) is possible. List of warningsThe next step is to include the list of warnings (including the dates) that you have given to the contractor before terminating him or her. This shows that he or she had been warned prior to being terminated. List of items to be handed inSometimes, contractors are provided with the company's assets or equipment for work purposes. When terminating the contract, these assets must be returned. Hence, the need to state it in the letter. Other detailsAfter all the main elements of an independent contractor termination letter have been completed, you may consider adding other minor details that are relevant based on the nature of the contract and service provided. After all, the more detailed the letter, the less chances of having misunderstandings. Independent Contractor Termination Letter TemplatesContract termination letter template (without a cause) [Date][Employer’s Information][City, State, Zip Code][Contractor‘s Information][City, State, Zip Code] Dear [Contractor’s name], Over the past few months, [Company name] has faced financial challenges due to decreased industry demands affecting our overall profitability. Despite our efforts to explore various strategies, such as expanding into different markets and adjusting advertising rates, we regret to inform you that the current economic circumstances have led to a decision to reduce our workforce, affecting approximately [Number] independent contractors. After careful consideration, we must inform you that your services as a [Position name] are no longer required, and your contract is terminated as of [date]. The HR department will be in touch with you within the next week to discuss the termination process, including details regarding any applicable benefits. Kindly arrange for the return of any company equipment, documents, or materials that were provided to you during the term of your contract. We acknowledge and appreciate the contributions you have made during your time with [Company name], and we sincerely wish you success in your future endeavors. Your final payment will be processed in accordance with the terms outlined in your contract, and all previous payments have been duly processed. If you have any questions or concerns, please feel free to contact the HR department at [HR contact information]. Sincerely, [Signature] Independent Contractor Termination Letter Template (with a cause - misconduct) [Date][Employer’s Information][City, State, Zip Code][Contractor’s Information][City, State, Zip Code] Dear [Contractor’s name], This letter serves as official notice of the termination of your contract with [Company name], effective as of [date]. Upon conducting a thorough investigation into the significant loss incurred during the [Event name] marketing event, it has come to our attention that you have violated the company’s policy by disclosing product information to other entities. Such a breach is considered an unacceptable violation of our rules and has led to the decision to terminate your independent contractor agreement. Please make arrangements to promptly return any company equipment, documents, or materials to which you had access during the duration of your contract. Any outstanding payments for services or work completed prior to the termination will be processed in accordance with the terms and conditions outlined in the agreement. Should you have any inquiries or concerns, feel free to reach out to me at [email address/phone number]. We appreciate the work you have contributed to [Company name] and regret that this action has become necessary due to the aforementioned policy violation. Sincerely, [Signature] Independent Contractor Termination Letter Template (with a cause - poor performance) [Date][Employer’s Information][City, State, Zip Code][Contractor’s Information][City, State, Zip Code] Dear [Contractor’s name], This letter serves as confirmation of the termination of your independent contractor engagement with [Company name] due to performance issues, effective as of [date]. During the [Duration] you spent in the [Department name] department, it has become evident that your performance has consistently fallen below the expected standard for more than [duration]. Despite receiving warnings on [Date] and [Date], addressing recurring mistakes and emphasizing the necessity of reviewing your work, there has been insufficient improvement. Despite the opportunities provided to enhance your performance, the desired progress has not materialized. Effective immediately, you will no longer be assigned any further tasks. We appreciate the effort you have put forth during your tenure, but unfortunately, the performance concerns have led to this difficult decision. Kindly make arrangements to return any company equipment, documents, or materials that were provided to you during the term of your contract. Any outstanding payments for services or work completed before the termination will be processed in accordance with the terms and conditions outlined in the agreement. If you have any questions or require further clarification, please do not hesitate to contact me at [email address/phone number]. We wish you the best in your future endeavors. Sincerely, [Signature] Independent Contractor Termination Letter Template (end of contract) [Date][Employer’s Information][City, State, Zip Code][Contractor’s Information][City, State, Zip Code] Dear [Contractor’s name], I hope this letter finds you well. This letter serves as formal notice that, in accordance with the terms and conditions outlined in our Independent Contractor Agreement dated [insert date of the agreement], your engagement with [Company Name] will be terminated upon the completion of the contract period, as mutually agreed upon. The termination will be effective as of [insert agreed-upon contract end date]. We would like to express our appreciation for the valuable contributions you have made during the course of this agreement. Your professionalism and dedication have been instrumental in the successful completion of the assigned tasks. As the contract comes to an end, we kindly request that you wrap up any remaining work or deliverables by the termination date. Additionally, please ensure that all company property, documents, or materials in your possession are returned to [contact person or department] by [insert deadline]. Any outstanding payments for services rendered up to the termination date will be processed in accordance with the payment terms specified in the agreement. We value the professional relationship we have built with you and wish you continued success in your future endeavors. If there are opportunities for collaboration in the future, we would welcome the chance to work with you again. If you have any questions or need further clarification, please do not hesitate to contact [insert your contact information]. Thank you once again for your contributions, and we wish you all the best in your future endeavors. Sincerely, [Signature] Independent Contractor Termination Letter SamplesLetter for Independent Contractor Termination Sample 1 July 12th, 2023 Lavinson Dickinson, CEO29 Jockey Hollow Dr.West Deptford, NJ 08096 Carla Johanson156 North Catherine Ave.Chesterton, IN 46304 Dear Ms. Johanson, This letter serves as notice to inform you that we will be concluding our engagement with you as an independent contractor with GKK Co., effective as of the 20th of July, 2023. After a careful review, it has been observed that the consistency of your performance in submitting projects for review has been a concern. Several errors have been identified, requiring corrections, and, unfortunately, some of these mistakes have led to significant misunderstandings between our customers and the company. Having been with the company for 14 months, it is regrettable to note that your attention to detail has not improved since the last notice sent to you on the 15th of June, 2023. As a result, we kindly request that you return any company equipment and documents to which you had access during the term of your contract. You may collect your personal belongings on your last day. Any outstanding payments for services or work completed prior to the termination will be processed in accordance with the terms and conditions outlined in the agreement. If you have any questions or require further information, please feel free to contact me at [email protected]. We appreciate the efforts you have contributed during your time with GKK Co., and we wish you success in your future endeavors. Sincerely,Lavinson Dickinson Letter for Independent Contractor Termination Sample 2 5th Oct 2023 Samantha Wu, CEO215 Fawn LaneHallandale, FL 33009Peggy Soh7644 Elm St.Titusville, FL 32780 Dear Ms. Soh, MPH would like to notify you that our engagement as an independent contractor is terminated, effective as of 14th Oct 2023. We have observed instances of missing inventory from the records, and upon investigation, it has come to our attention that you are responsible for the discrepancies. Theft or misappropriation of company property is a direct violation of our policies, and such behavior cannot be tolerated. We kindly request that you promptly return any company equipment and inventory to which you had access during the term of your contract. Alternatively, if the missing inventory cannot be returned, we expect compensation for the full value of the items taken from the retail store. Any outstanding payments for services or work completed before the termination will be processed in accordance with the terms and conditions outlined in the agreement. If you have any questions or require further clarification, please do not hesitate to contact me at [email protected]. We regret the necessity of this termination and wish you success in your future endeavors. Sincerely,Samantha Wu Tips on How to Write an Independent Contractor Termination Letter 1. Clearly list reasons for termination with evidence (if any) Terminating a contractor without a valid reason may ruin the company’s reputation. If you plan to end the relationship, you need a valid reason. 2. Express appreciation and regret professionally Writing an independent contractor termination letter means you will be losing a hand. Hence, you should express your appreciation for the contractor’s contribution and regret for having to let him or her go professionally to keep up a good relationship. 3. Remember to say thanks Although you are going to terminate the contract, you should always express gratitude. Expressing gratitude at the end of the letter shows your appreciation for the contribution that the contractor has made. 4. Do not use sarcasm, jokes, or inappropriate language No matter what reasons caused the contractor to be terminated, you should still maintain a professional tone in the letter writing. This is because you might be meeting him or her in the future, and you wouldn’t want to end the business relationship unprofessionally. 5. Create a formal subject line when writing or sending a letter via email Sometimes, you might have a contractor who works from home, making you unable to send the contract termination letter to him or her in person. In this case, a professionally written subject line is required to make the email clear. Example: Contract Termination of Services for Cango Business Co. Key Takeaways Using a professional and calm tone when writing an independent contractor termination letter is necessary.The core elements of an independent contractor termination letter are the date of termination, reason for termination, list of warnings, and list of items that need to be returned.Remember to show appreciation for the contractor’s contribution.State everything clearly to avoid misunderstandings.Want to read more HR blogs and recruitment news? Follow our blog for more! Cake is one of the best professional resume builder tools in the market. We also offer other HR-related services like Job Search, Job Posting, Talent Search, Recruitment Services, and Employer Branding.Create Resume — Originally written by RyanGoh —

Ultimately, the interview is about selecting the best candidate. Though each job role requires specific requirements, the criteria set by the hiring manager are quite the same, including educational background, work experience, soft and hard skills, personal traits, etc.An interview feedback form that puts together all these factors allows you to assess and score the candidate's overall qualifications for the position to which they have applied. In the case of panel interviews or group interviews, having a candidate evaluation form helps streamline your hiring process, make apples-to-apples comparisons, and in turn choose the best fit for your company. In this article, you'll find everything you need to know about an interview evaluation form, from what an interview evaluation form is, why it matters, how to create one, and more. TABLE OF CONTENTWhat Is an Interview Evaluation Form?5 Benefits of Having an Interview Evaluation FormWhat to Include in an Interview Evaluation FormTips for Creating an Interview EvaluationFormInterview Evaluation Form SamplesWhat Is an Interview Evaluation Form? An interview evaluation form, a.k.a interview feedback form or candidate evaluation form, is a document filled out by the interviewer during and after the interview. Job candidates can't see this. Rather, it is kept and shared as a reference among those making hiring decisions, such as the hiring manager or CEO. The format might vary among companies and job roles. While some use this as a checklist of qualities that an ideal candidate should possess, an interview rating sheet template aims to score the candidates based on their answers and overall interview performance. Other companies tend to keep this simple by writing specific job-related comments in candidate evaluation forms only. Regardless of the interview evaluation form template, the main purpose is to allow hiring managers to assess each candidate's overall qualifications for the position they’ve applied for.5 Benefits of Having an Interview Evaluation Form Comparing candidates objectively. Since all job applicants are evaluated under the same criteria, using a candidate interview evaluation form allows the hiring manager to score them in a consistent way and quickly ascertain the stand-out candidate. Reducing hiring bias. Unconscious bias occurs when the interviewer forms an impression of a candidate simply based on an intuitive action of the mind instead of the criteria relevant to the job requirements, for example how they look, where they come from, or what college they went to. Using a candidate feedback form might avoid such types of unconscious bias because all job-related categories are listed clearly. Avoiding illegal interview questions. Perhaps you already know it’s inappropriate to ask a candidate questions about their age, ethnicity, religion, or former employers. Using an interview evaluation sheet will help avoid this problem, because you know exactly what information you'll need to collect from interviewees. Hiring effectively. With a post-interview evaluation process, there is sufficient information for a full assessment of job candidates so that the people in charge can make the final decision quickly and easily. This in turn will speed up the process of recruiting and onboarding a qualified candidate while saving a lot of time and cost of hiring. Helping people in the hiring team make an informed decision. In many cases, the candidate is interviewed by only one person from the company. The interview feedback form serves as an important reference for the entire hiring team to make the final decision. They can be the Department Head, HR manager, or CEO.What to Include in an Interview Evaluation Form You may find many interview rating sheet templates online and choose one that works best for your company. Regardless of the form, make sure you include the following elements. 1. Education/Training Most jobs require a certain level of education. Especially for entry-level positions, it will indicate the candidate's ability to handle the role. In the interview evaluation form, you may score the candidate based on the type of degree they hold or the college they went to. You can also write some notes if they’ve completed the training or obtained any certification relevant to the position. Example of an interview evaluation sheet for the Marketing Intern position: CategoryInterview Rating(1-5)CommentsEducation5MBA grad from SDSUFacebook Blueprint Certification 2. Work experience Another important criterion on an interview feedback form is the candidate's professional experience. Based on the questions about their work history, you can determine if they possess the necessary skills and knowledge related to the position for which they're applying. 3 questions about the candidate’s professional experience in the interview evaluation form: What skills and strengths can the candidate bring to this position?Has the candidate worked on similar tasks or projects in former roles?What was the candidate’s proficiency in using tools and software specific to this position? 3. Practical knowledge Practical knowledge empowers an individual to achieve something that he has learned earlier. For candidates, this can be their insights into the industry they have been working in, or their technical knowledge that allows them to perform specific job tasks. 3 questions about the candidate’s field knowledge in the interview evaluation form: Banking: Can the candidate identify the different types of fixed deposits?FinTech: According to the candidate, what are the latest trends in the financial services industry?SEO: Can the candidate tell the difference between On Page Optimization and Off Page Optimization? 4. Knowledge about the company The interview assessment form might also have a category where you evaluate how well the candidate knows about your company. Their answers not only demonstrate how much research and preparation they've done for this interview, but also reveal their interest in the role for which they're applying. 3 questions to assess a candidate’s understanding of the company: Did the candidate research our company prior to the interview?According to the candidate, what makes our products different from our competitors?Did the candidate provide any recommendations for improving our services? 5. Personality The personality interview questions allow you to identify potential hires who'll work well in the team and fit in your company culture. You can pick out several top character traits that you're looking for in a suitable candidate to assess their general likeability.3 questions about the candidate’s personality in the interview evaluation form:How open did the candidate appear to be when receiving negative feedback?Does the candidate demonstrate attention to detail?Is the candidate comfortable working in a fast-paced environment? 6. Communication skills Strong communication skills are essential for workplace success. That's why another category most candidate evaluation forms include is communication skills. This category doesn't simply assess the candidate’s interpersonal skills they need to handle their job tasks efficiently. But more than this, it refers to the way they communicate and how confidently they present themselves in the interview.3 questions about the candidate’s communication skills in the interview evaluation form:How was the candidate’s ability to explain technical processes to a non-technical group?Can the candidate provide clear and concise responses with an appropriate vocal tone?Can the candidate provide specific examples with results and accomplishments to illustrate relevant experiences or skills? Tips for Creating an Interview Evaluation Form 💡 Include necessary information. While candidate feedback forms might vary in certain companies and organizations, a standard form should always include the following information: The candidate’s nameThe positionThe interviewer’s nameThe date of the interviewOther team members 📝 Note: Involving team members who will be working with the candidate or making the final decision is equally important. This will help ensure fair hiring practices at your organization. 💡 Establish a clear, consistent scoring system. This is especially true when it comes to a diverse, international hiring team. The interview score sheet should provide a clear explanation of the numerical rating system, for example: “The numeric value corresponds to the candidate's level of qualification. Please refer to the rating scale below: 1 = Poor | 2 = Fair | 3 = Proficient | 4 = Very good | 5 = Excellent” 💡 Leave space for the interviewer’s comments. Including the comment section in the candidate evaluation form which provides further feedback about the candidate aims to streamline and optimize the recrutiment process. Members of the hiring team can refer to each other's feedback to make the final decision, which is a great way to avoid bias when selecting the best fit. Example of the comments for the interview evaluation: “[Name] has acquired necessary skills and qualifications through past work experiences in the [industry]. During the interview, he/she also demonstrated excellent communication skills, which I believe makes her/him the right fit for the [team]. However, he/she is not quite willing to work overtime if he/she has to.” 💡 Adjust the form to the specific position. The structure of all candidate evaluation forms might be the same, however, it's essential to include or exclude some categories accordingly depending on the vacant role. Let's say your company is offering internships. While an intern probably will not have extensive work experience in the field, you should consider adding more critera related to their skills and personal triats. On the other hand, the interview evaluation of high-level positions will need to focus more on their professional experience, accomplishments, and industry knowledge.Interview Evaluation Form Samples 🔎 Interview score sheet templateInterview Interview Score Sheet Template 📥 Download this interview rating sheet template (file word) for free! 🔎 Interview assessment form sample 📥 Download this interview evaluation form sample (file word) for free! Cake is a free resume builder that allows users to create professional online resumes and portfolios, which can also serve as personal web pages. Its simple and intuitive interface allows users to build their professional online resumes and portfolios and showcase their skills and accomplishments to potential recruiters and employers. We also offer many other services for employers to find and connect to top talents worldwide. Cake is the trusted partner of many multination corporates and startups in Taiwan and the APAC region. — Originally written by May Luong —

Created by CakeIn this article, we'll cover:What is the Managerial Round of Interviews?Managerial Round Interview Questions and AnswersGood Questions to Ask in the Managerial Round of an InterviewA company's hiring process often has several stages, including initial screening, HR interviews, technical interviews, and a managerial round. The managerial round interview is usually placed at the final stage of the hiring process, after the human resources department finished scanning the basic qualification requirements. At the managerial round of interviews, the managers of the company will ask questions to determine whether you are truly competent for the role. You will have to gain company leaders' approval, by nailing the managerial round interviews and answering the questions perfectly, to ultimately land your dream job. Read on to learn more about managerial rounds and 15 sample interview questions and answers to get fully prepared. What is the Managerial Round of Interviews?The managerial round of an interview is when a manager or multiple managers interview a job candidate. After you’ve succeeded in the first few stages of an interview, the HR will pass you to the managerial round and the hiring manager will ask questions to decide whether you truly are suitable to work with them. The purpose of a managerial round is for managers to participate in the human resources screening process since you will be part of their teams and working with them closely. In addition, you’ll get to meet the manager in the managerial round to know more about the company’s culture, working styles, and future collaborators. Managerial Round Interview Questions and AnswersYou might be wondering “what should I expect in a managerial round?”, which is why we’ve gathered 15 common managerial round interview questions with sample answers provided: Common managerial round interview questions Why should we hire you? This managerial round question often makes candidates a bit nervous. However, this is used to test your confidence when you face managers in the final round. List your strengths and qualifications as you would in any other interviews. “First, my skills and career history match perfectly with your requirements for a sales representative. I have also been a big fan of your company’s products and am very familiar with them. I’m excited to leverage my people skills to close sales projects with big clients, utilizing my strong experience to help you achieve your company vision. I believe I’m your most passionate and competent candidate.” What are your strengths and weaknesses? Managers ask you this question both to understand you and to know how well you understand yourself in the managerial round of interviews. Answer candidly and show them that you are working on your weaknesses. “My strength is my communication and organization skills. I can communicate things clearly to strangers and organize large, complex tasks and break them into manageable pieces. On the other hand, my weakness is my discomfort with taking big risks. That’s why I’m reading books on psychology and decision-making strategies to understand how to see risks as opportunities.” What motivates you? This is one of the most common managerial round interview questions since motivations are what make us do our work better. Employees with strong motivation will have a higher sense of accomplishment and productivity, which in turn benefits the company. Employers ask this in the managerial round to understand what keeps you passionate. "Creating visually impressive designs is what motivates me to work as a motion designer. I enjoy the final moment when I see my animation come together and reach thousands of audiences. That’s also what inspired me to join your company since I admired your motion works.” What do you least enjoy in your last job? Managers ask this question in the managerial round to observe your professionalism and understand reasons behind your resignation and what you value in a company. You should answer the managerial round question positively. Discuss tasks or situations rather than individuals or the environment. "In my time with Marketstraat, I had the chance to learn various management techniques for large corporations. Nevertheless, I’m looking to join a smaller organization to expand my skills, take on more responsibilites, and work as a change agent to bring positive effects on an organization's long term mission and goals.” What do you think managers and leaders can do to support their employees? A good manager cares about their employees. They don’t just want to know if you are a good fit for the company; they also want to know if they can help you grow professionally as a supervisor. As a result, when this question shows up in the managerial round, you can voice opinions or experience in the interview. “I always appreciate constructive feedback from my superiors. I believe managers can guide their employees with directional opinions and point out overlooked aspects. Also, I think it’s important for managers to communicate with their employees frequently. This is crucial for managerial tasks such as delegating tasks and responsibilities.” What are your career goals? Setting a career goal is always good for you. Employers also ask this in the managerial round to know about your aspirations. Career goals help employers in the managerial round know your focus and plans to progress in your profession and if they match those of the company’s. “My goal is to advance into the lead software developer role to guide a team of developers in the next two years. For leadership skills, I’m now providing mentorship for junior software developers online and taking management courses. As for my technical skills, I challenge myself to build a more robust system, with at least 2.5 million requests per minute to improve data management skills.” How do you perform under pressure? Performing under pressure is a quality that can make a difference between an outstanding employee and an average one. This could be a potential question asked at a manager interview to learn about your ability to stay calm, think logically, and deal with unexpected situations. “I am often calm when meeting unexpected obstacles. One time, I was expected to complete and close the project in a week. However, one of our engineers had a car accident and was sent to the hospital. As a result, I immediately took on some of the remaining tasks, delegated a small portion of them to other engineers, and made sure they were on track. Afterward, I specifically thanked them for their efficiency in the celebrating party in public and visited the engineer in the hospital.” How do you deal with conflicts between co-workers? Disagreements in workplaces are not uncommon. Conflict-related questions are asked in the managerial round to determine your communication skills and reaction to conflicts with colleagues. “I deal with conflict using active listening. Empathizing with my teammates without feeling offended is crucial. When facing conflicts or obstacles, I will first hold back my opinions to listen to the other person’s viewpoint. Also, I will build a safe space for people to voice opinions privately to avoid complications.” Are there things you would like to share about yourself? If this question is asked at the end of the managerial interview round to wrap up the conversation. The managerial round is the final chance for you to demonstrate your accomplishment, skills, qualifications, so if you feel like you haven’t brought out the best side of yourself when answering previous questions, you can take this chance to explain it again in the managerial interview round. “Actually, yes! We didn’t talk about it previously, but I have several years of experience working in customer service, which allowed me to develop transferable skills needed for this role. I’m able to tackle customer problems and come up with actionable solutions to help make our product better. I wanted to mention this because the ability to understand the customer’s needs is what differentiates me from other candidates.” What salary are you expecting? This tricky question might arise at the near end of the managerial round. To answer this managerial round question, you can mention a flexible range or return focus on the position. “Although I’m more interested in finding a position that will allow me to exercise my skills and knowledge, I understand the similar roles offer salaries between $64700 and $74800. I believe we will agree on an amount that is competitive in the job market given my experience, knowledge of the industry, and skills.” Managerial round interview questions for freshers What brings you to our company? Employers ask this question in a managerial round interview to understand why you apply for this role. To prepare for this managerial round question, you can look into the company’s mission and goals to learn about its position in the industry, find out what attracts you and show them your enthusiasm. “I want to be fully dedicated and learn from the best in my first job. I’ve always been following industry news and admired your innovative culture. I want to join your company to experience it first-hand and help deliver world-leading products." Managerial round interview questions for experienced job applicants Tell me about an accomplishment you are proud of. In a managerial round interview, an experienced job applicant might face questions like this and be asked to elaborate on their work experience. So prepare one or two examples with details that can showcase your skills. The employer might even ask you follow up questions to learn more about your work style or thought process in the managerial round. “In my 10 years of working as a project manager, I’m most proud of developing the App “Chatsnap”. Our team wanted to design an instant, visual-motion-based social media, which was different from BookFace. Some in the company didn’t trust our team, yet we believed in ourselves and that this product should be a successful project and worked hard on it. To date, this application has more than 10M users. This experience made me believe that passion is the most crucial factor to success.” Managerial round interview questions for software developers Describe the previous project you’ve worked on. Especially the challenges and your contributions. This question is asked at a managerial interview because managers want to know what you are interested in and your current competence. Moreover, they ask this question to assess your ability to handle challenges and problem-solving skills. “As a front-end engineer in a design studio, I helped make an interactive website for our studio's biggest client. The challenge was to hand our product smoothly to the client's marketing and sales team after we create the website. The client had very sophisticated guidelines, a complicated document system, and an ill-organized design department. I decided to have a meeting directly with their Marketing Director to understand their requests better, and suggest a possible solution to help their team work more smoothly with our website.“ Managerial round interview questions for testers How do you handle ambiguity, either in projects or applications? Testers frequently face unclear situations, so the interviewer, your potential manager, likely wants to know your ability to handle them and if you’re comfortable with ambiguity. Nail this question by showing them examples of how you dealt with ambiguity in the past in the managerial round of interviews. “I am comfortable with ambiguity. I enjoy using my skills in every task and taking a little risk in automation testing. Ambiguity is an opportunity to help improve my team’s ability to bring out better solutions each time. I see it as an inevitable part for testers, and that’s when creative thinking and problem-solving come into place.” Managerial round interview questions for QA How do you select a quality testing tool? Employers might also ask technical questions in a managerial round interview. When facing this kind of question, stay calm, answer slowly, and show them your thought process. “There are several aspects I will consider when choosing an automation test tool. First, I’ll go through the requirements and make a list of useful tools. I’ll then reexamine the cost, our company’s skill sets, and key criteria.” Good Questions to Ask in the Managerial Round of an InterviewAt the end of the managerial round, applicants are frequently encouraged to ask questions regarding the company, role, and managers or voice any doubts. Asking constructive and good questions in the managerial round add value to you as a candidate. In the managerial round, the managers might even decide if you are a bright minder or a critical thinker based on the questions you ask. Questions to ask in the managerial round include:How would you define or measure success for this role?What are the company’s current goals? What are the biggest challenges?What does a typical day look like in this company? Cake provides the best resume making tools templates to help you create the perfect resume for your job hunt. Take your career journeyto new heights - create a resume online (free download) now!Create CV--- Originally written by Wu Chao Min---

Created by CakeResumeIn this article, we'll cover:What Is Googleyness?How to Display Googleyness in InterviewsGoogleyness Interview QuestionsWorking for Google is the dream of many as the tech-giant company is famous for being a great place to develop one’s career. But to get in, you first need to learn about “Googleyness” (also spelled Googlyness or Googliness). If you want to work at Google, you've probably already heard of this word. You also need to show that you align with the Googleyness principles on your resume and during interviews. But what does Googleyness mean? And, most importantly, how do you demonstrate Googliness?In this article, we are going to answer those questions and help you stand out in Google interviews and land your dream job. What Is Googleyness?Googleyness, in shiort, is a set of qualities that the company requires that can both help employees and the company grow.Your application will stand a better chance when you show Googleyness while answering interview questions.The above definition doesn't do much to elaborate Googleyness, but thankfully, Google is very clear about the Googleyness personal traits they look for in a candidate.Laszlo Bock, the former Senior Vice President of People Operations at Google, defines Googleyness in his 2015 book as:“Attributes like enjoying fun (who doesn’t), a certain dose of intellectual humility (it’s hard to learn if you can’t admit that you might be wrong), a strong measure of conscientiousness (we want owners, not employees), comfort with ambiguity (we don’t know how our business will evolve, and navigating Google internally requires dealing with a lot of ambiguity), and evidence that you’ve taken some courageous or interesting paths in your life.” We are now going to examine those Googliness qualities one by one in detail.💡 Fun-loving Some interview questions might even focus on this topic. It might sound weird to talk about having fun at a job interview; nonetheless, it is part of Google’s culture. They want people who find enjoyment in life. During the interview, give some examples of your fun side to show Googleyness, tell stories and anecdotes about things you are passionate about outside work; you can even crack a light-hearted joke to make the conversation flow. By doing so, you will let them see your fun-loving personality and Googleyness. 💡 Intellectual humility Some questions that are designed to assess your Googleyness focus on is your willingness to learn. Intellectual humility means acknowledging that you have weaknesses, areas of growth, and the intention to learn. To be humble and aware of your shortcomings is another part of having Googleyness. To showcase this during the Google interview, remember to mention your intention to learn and grow in the position, tell stories about you overcoming your shortcoming and how you continue to improve yourself. Your chances of getting the job will increase if you talk about them. 💡 Conscientiousness To show your Googleyness, you also need to show conscientiousness; it is all about showing that you are serious about the job. Show them that you are responsible and hold yourself to high standards. Most importantly, do not make an excuse or blame others for mistakes during the interview. For example, you can talk about a time you made a mistake and how you improved yourself by learning from it. Your application will look better. 💡 Comfort with ambiguity The world is uncertain, and Google knows it; they want people who embrace change, evolution, and the unknown. Therefore, Googleyness-related interview questions check how comfortable you are when dealing with problems that are difficult to define and how good you are at solving them. Show your Googleyness by giving them an example of when you did not let unexpected changes ruin your job. Also, if anything unforeseen happens in the interview, do not let it throw you off your game; Use it as your opportunity to shine instead. 💡 Courageous or interesting life decisions Finally, during Google interviews, feel free to share stories of times when you were brave and changed paths in life to show your Googleyness. They will value that you were courageous enough to start a new adventure. Google recognizes the importance of people with different experiences. Therefore showcase your Googleyness by highlighting your unique background. It will be great for your application if you show them you are okay stepping outside of your comfort zone and taking on new challenges. ❗️ Googleyness VS Culture fitAs many assume Googleyness is just a term for culture fit, Google goes the extra mile to explain that Googleyness is, in fact, quite different from culture fit.Culture-fit aims to hire people that companies feel comfortable working alongside. Most of the time, recruiters hire people they “click with.”Googleyness principles, on the other hand, encourage people to be their authentic self and innovative. They are not looking for people that fit in a certain business culture. By focusing on Googleyness, Google fights hiring bias and diversify the workplace. The qualities they look for with the Googleyness interview questions do not focus on whether you can adapt to the company culture or not. They focus on your traits and your soft skills instead. How to Display Googleyness in InterviewsPositivityCuriosityOut-of-the-box thinkingEthics, transparency, and integrityEnthusiasmHumilityCourteousness and respectCommunication and active listeningIndividualityPlayfulnessGender-neutralityPolitically-neutralityAnswering Google interview questions and showing Googliness in the right way is the key. However, also consider how you interact with every employee. Soft skills are relevant to displaying Googleyness. It is easy for recruiters to evaluate such skills by observing how you interact with everyone you meet in the company. Be friendly and polite! There are several soft skills related to Googleyness that you can and should show during your Google interviews. Here we list some of them to give you an idea of what you can highlight. ✅ Positivity Having a positive attitude is always a helpful way to display your Googleyness. Be mindful of the words you use. Avoid negative thinking and negative vocabulary. For example, we recommend focusing on what you learned from a mistake rather than on the error itself. Give a positive twist to everything. ✅ Curiosity The hunger for knowledge is yet another way to show your Googleyness principles. Curiosity leads to discovery; Google loves seeing curious applicants. It is another trait of the sought-after Googleyness. Do not be afraid of asking questions and showing your interest in gathering information. ✅ Out-of-the-box thinking Applicants with Googleyness show creativity. Google is not a run-of-the-mill company, so you can not expect to want average thinkers. Always go the extra mile with creative answers. If they present you with a situational interview question ✅ Ethics, transparency, and integrity Your moral values also add to you and show your Googleyness. Do not lie to the recruiters! Let them meet the real you. You can share stories that highlight your positive traits. Owning your failures and weaknesses lets them know that you trust them (remember to always answer with a positive twist, it is all about learning opportunities). ✅ Enthusiasm Besides being optimistic and passionate when you deliver your answers at Google interviews to show you have Googleyness qualities. Be energetic and reassure them that you are interested in the position and the company. ✅ Humility Bragging is not a part of Googleyness. Aside from intellectual humility, applicants need to be able to present their strengths without being overbearing. Keep your temper and avoid boasting too much about how great you are. ✅ Courteousness and respect Manners are the ornaments of a person. Another part of googleyness is how respectfully you interact with others. Such politeness should not be for just the interviewer. Make sure you treat everyone in the company with respect and dignity. ✅ Communication and active listening It will not matter how smart you are if you cannot communicate your message or maintain a conversation with your workmates. Googleyness also concerns your people skills, especially communicative skills. Make sure to show that you can be a great listener; After all, communication is a two-way street. ✅ Individuality Googleyness requires uniqueness, as we mentioned before. Google likes individuals who stand out and want to create a diverse workforce. Let them see your unique personality traits rather than trying to fit in a mold. You can give examples of remarkable life experiences that resulted in you learning skills or new perspectives. ✅ Playfulness Enjoying fun is one of the main aspects of Googleyness. Having a great, fun personality will make you look better. Google likes applicants who can enjoy life. So do not feel scared or discouraged to share a fun (and appropriate) anecdote that might light up the mood. ✅ Gender-neutrality Remember to use gender-neutral vocabulary while answering any Googleyness interview questions. Google cares much about being inclusive and creating a comfortable workplace for its employees. Avoid using male-only or female-only terms. If you do not know, do not assume. The safest would be to use they/them. ✅ Politically-neutrality Finally, during Google interviews, you have to leave any extreme political opinion out to show Googleyness. Extreme political views might cause a negative impression. If you get hired, you will work in a varied environment, so the recruiter needs to see that you can get along with people who hold different points of view. Googleyness Interview Questions The interview questions will put your general cognitive ability, or GCA, and leadership skills to test aside from evaluating your Googleyness.GCA interview questions from Google check your problem-solving skills with behavioral or hypothetical questions. The following examples of interview questions cover different areas and the sample answers demonstrate Googleyness qualities. You can usually show that you have Googleyness when answering behavior questions. For instance, you can show your leadership skills by describing how you led a team and solved a problem. You can also show humility by telling the interview about the time you learned a valuable lesson from one of your team members. Answering interview questions about your experiences are a great opportunity to showcase your leadership and other soft skills, which Googlyness encompasses. Now that you know what the concept is and how to show Googleyness in the interview, let us help you prepare for your Google interview with examples of Googleyness interview questions listed below. Q: Why do you want to work for Google? This question not only aims to analyze your Googleyness but also sets the atmosphere for the rest of the interview. Your answer should help you stand out and give the interviewer a clear picture of why you are interested in their company. Showcase your passion for the work you will be doing if hired and your knowledge about Google and its products. Additionally, focus on the values you share with them, such as being driven by excellence and a passion for innovation. A positive and energetic attitude will help you show your Googleyness. Q: Can you share an experience when you could not achieve your goals on a project? Google asks Googleyness interview questions like this one to check if you are humble enough to own your mistakes. It is a great chance for you to let them see that you are not afraid of taking risks and assuming responsibility when you fail. To let your Googleyness shine through your answer, you should always give the story of your failures a positive twist. Talk about them as learning opportunities that helped you grow. It would be even better if you could explain how that failure led you to further success in your career. Q: Have you ever led a team through a complicated situation? You will often face questions about Googleyness and leadership. Google likes individuals who stand out. They look for emergent leaders who can take control of their group when necessary. This is the time to let your emotional intelligence and people skills take the spotlight. Share with them an instance when you managed a team of diverse individuals and focus on how you interacted with them. Talk about things positively, like mentioning how much you enjoyed the project and learned from this experience. These small tips will help them see your Googleyness. Q: What would your first three months in the position look like if we hire you? With this interview question, Google wants to know your understanding of the role and both your hard and soft skills. Additionally, it is a good question to show them your intellectual humility, which is an important aspect of Googleyness. Make sure your answer doesn’t sound too arrogant as that goes against everything Googleyness stands for. You should be humble and focus on phrases like: “I would do my best to put my training into work, learning from everyone around me, and stepping up when needed.” Q: What project have you successfully executed and are proudest about finishing? This Googleyness question gives you the chance to show your passion for technology or your expertise. It is also an opportunity to talk about your teamwork skills. To show your Googleyness when answering, you should let them see how passionate you are about your interest. Share an example where you worked in a cross-functional team. Moreover, focus on sharing your strategy to tackle unexpected problems and turn them into opportunities. Finally, let them know how enjoyable it was for you. Q: Tell us about a time when you failed to achieve a goal or desired result.While we would normally avoid talking about our failure during interviews, failures are not inherently bad, especially if you turn them into something positive. Talking about failure during a Google interview, you can actually show:positivityintellectual humilityThat you are able to admit you did wrong and learnt from the experience is integral to the ideal of Googlyness. Q: Tell me about a time you created something from nothing.Questions like this, on the other hand, are a great chance for you to demonstrate that you are comfortable with ambiguity, creative, curious, and enthusiastic about something. You need these qualities to create something and they are part of Googleyness that you can demonstrate when answering this interview question. 🔑 Key Takeaways:Googleyness is all about you as a person. Rather than your hard skills, it focuses more on your soft skills. Rather than talking about them, such skills will show by how you interact with others as soon as you step into Google’s office.To show your Googleyness in the interview, make sure you keep a positive attitude. Let recruiters know you are serious about the job, but you can also have a great time doing it.Additionally, remember to be humble, own your mistakes and turn them into learning opportunities when you answer Googleyness questions.Curiosity, creativity, uniqueness, and great energy will help the recruiters see how much Googleyness you have.Remember to be careful with the words you use while answering Google’s Googliness interview questions. Avoid extreme political comments and gender-biased opinions.Googleyness questions will not ask about the skills directly. Instead, they will give you a chance to let them shine when you answer. Additionally, they will test your leadership and General Cognitive abilities.Don't let resume mistakes hold you back. Scan your resume with our AI checker and get personalized recommendations to land more interviews.Scan Resume Now--- Originally written by Roger Rene Ortega Figueroa---

The term “employment application form” can be used interchangeably with the job application form as it has an identical meaning.A job application form is a form document that companies hand out to applicants to let them fill in some information when they are applying for the job. It is a simple and fast way to gather information from the applicant while allowing them to compare easily side by side, knowing which applicant is best suited for the vacancy. In this article, we'll dive into:What Is a Job Application Form?How to Make a Job Application FormJob Application Form Sample TemplatesTips for Creating a Job Application Form Sample Job Application Form What Is a Job Application Form? A job application form is an official document given by the employer to the candidates like a survey, asking questions like personal information, contact details, detailed work history, and references to get a better understanding of the candidates. Some employers like to print the job application form out on paper to let the candidates fill in by hand, then scan them up as digital documents. Some employers use a digital document to let them fill it out. Either of them can be used interchangeably. Moreover, using an employment application form has a lot of benefits to the hiring process. Here are some of the benefits that you can get from using the employment application form. Forms have a standardized format that is easier to compare (compared to resumes). In the hiring process, you will receive resumes with different formats and designs from applicants. Sometimes, it can be time-consuming to review all of them when all the information is written in different places. Using an employment application form that has a standardized format is easier to read. Having the information in the same location makes it easier to compare when you put them side by side. Easier to scan. If you have a digital form of job application form for the candidates to fill in, you will find the reviewing process easier than reviewing a resume/CV. Having the information filled in the same section, you can search up specific words and the results will show instantly, helping you determine if the candidates have the specific skills that you are searching for. As a result, it helps make the reviewing of the hiring process more efficient and faster. Help get information that is not usually put on a resume. A resume is always limited to only a page. This causes most applicants to avoid including insignificant and unnecessary information because there would not be enough space to include the important ones. For example, some applicants who have been working in the field for some time might exclude their education history. A job application form allows you to guide them to fill in some information that they might have excluded from the resume. Can get applicants to sign the form to prove credibility. If you printed the form for them to fill in person, you can ensure that the information they filled in is authentic by asking them to sign at the end of the form. This is one good way to prove the credibility of their information. When the question of whether employers need to use a job application form for hiring is being discussed, there can be different answers. Some employers prefer a resume/CV. Hence, the need for job application forms depends on the employer’s needs. When should an employer use job application forms? With the advantages mentioned above, if you are searching for candidates with specific skills and personalities, and have a better idea of the candidates’ competencies, using job application forms can be very helpful. It helps you determine and evaluate the candidates faster than the normal procedure. If you are hiring through hiring recruitment agencies, using job application forms is a very formal and fair way to recruit. When should an employer not use job application forms? Though using the form has a lot of benefits, on some occasions, you might still not use it. This is because keyword filtering might filter out some strong candidates which you would not like to see happen. If you prefer a recruiting process that has more personal interaction, you should not use job application forms too. Having an interview might be easier for you to get a better understanding of the candidate, knowing if they’ll work well with the team.How to Make a Job Application Form When you are crafting a job application form for the recruitment process, there are many different aspects that you have to consider. Step 1: Instructions for filling out the form.Job Application Form Instructions When applicants fill out the form, it is best if you have incorporated the instructions. These instructions will tell them how to fill out the form, and what happens if they leave the slots blank. For example, you can mark down some required sections like their names, contact details, and work history to inform them that those are the ones that must be filled in. You can also have a line to tell them to fill in using capital letters only or any other requirements based on your needs. Step 2: Personal Information Applicant's Personal Information Section in a Job Application FormThe first information you need to know about the applicant is always their personal information. It is the fastest way to get to know who they are and how to contact them. Usually, you would like the applicants to fill in as detailed as they could. Hence, you can follow the basic required information when creating an employment application draft for recruitment. Full name - The easiest way is to separate the sections into Last, First, and Middle names.Mailing address - This includes street address, city, state, and Zip code.Phone number - The fastest way of contact for employers to reach the applicants if they have questions for them that they want to ask directly.Email address - The applicant should give an email address that is actively used to receive notifications.Social security number - This is always used to verify one’s identity but is only used in a trusted company. Step 3: PositionPosition Details in a Job Application Form In a standardized job application form, you wouldn’t know what the applicants want unless they’ve included their desired position. This is because all of the forms are in the same format. In order to evaluate the applicants’ availability and desires, having the position section is very important. Below is the information that you might need to know during the recruitment process. Applied position - When a company is recruiting for multiple positions, applicants should know which position they are applying to.Date available - The first day when the applicant can report to work, and the days that they can work in a week.Desired pay - This can be put in paid per hour or the applicant’s expected yearly payment.Working hours - The applicants might be searching for part-time, full-time, or seasonal positions. Using a tick box for this question is very efficient.Legal eligibility to work - It is always necessary to check if the applicant is eligible to work in the U.S. before recruiting. If they’re not, they might need an employment Visa.Criminal status- This is a yes-no question that allows you as an employer to know if the applicant is suitable for the position because some of you might prefer not to hire someone who committed a felony. Step 4: Education BackgroundJob Application Form's Education Section If you are hiring from a big company, and you want to exclude those applicants who do not achieve particular academic standards, the education background section in a standardized job application form is necessary. It helps you differentiate those that do not meet requirements. High school - The name and the address of the school are expected to be given.Dates attended - The beginning date and the graduating date are required to be filled in the employment application form.Completion status - It is necessary to know if your applicant completed their high school studies because this could be your least academic requirement.College - If the applicant went to college, a brief history of the college, the name, and the address should be filled in the form.Dates attended - Some graduates might graduate later than the usual duration of 3 to 4 years. Hence, it is necessary to know the beginning and end of their enrollment.Degree - Knowing the applicant’s graduate degree can be helpful when determining the suitability of the position. Step 5: ReferencesReferences Section of a Job Application Form When applicants are filling out the employment application form, you would not know the credibility of the information given. The easiest way to solve this issue is to require at least one reference. Referees can be the ones for you to contact and know more about the applicant’s performance in the academic or previous workplace. Full name - Knowing the referee’s name allows you to address him/her when asking for the applicant’s information.Relation - A description of the applicant and the referee’s relationship is always required because not everybody can be a referee. If the applicant used their family member as a referee, you would still doubt their credibility.Company title - Only positions like managers, executives, professors, advisors, and homeroom teachers are suitable to be listed as a reference.Email address/Phone number - This information is required for you to contact the referee and request some statements or recommendation letters. Step 6: Experience/Employment HistoryEmployment History on a JobApplication Form Before hiring someone, you would always want to know if the applicant worked in other companies. Having the experience/employment history section is very helpful if you are trying to check if he/she has relevant skill sets that can be used when hired. Job title - The name of the position held in the previous workplace.Company name - The name of the previous workplace is necessarily given.Address - The address of the company is always needed to check if the place exists.Starting date ending date - Knowing the duration of the applicant’s stay at the company can determine if he/she will stay long when hired.Supervisor - A supervisor can act as a referee for you to ask for a reference.Responsibilities - The applicant is required to fill out their responsibilities and duties in their previous workplace. This gives you a brief idea of their capabilities.Reason for leaving - Some applicants left their previous workplace for growth, and some left due to personal reasons. It is best if you get hold of the reason to see if they are suitable to work with you.Permission to contact - Before making a background check, consent is needed to not overstep their privacy. Step 7: Signature StatementSignature Statement on of Job Application Form The last part of the employment application letter is the signature and statement. When the applicants sign the document, they will be responsible for all of the information given in the document. Disclaimer - One to two sentences that state the information written by the job applicant is true by all means and they will be responsible for any false information.Job applicant signature - The applicant’s full name.Signature Date - The calendar date when the applicant signed the document.Job Application Form Sample Templates Below is a template for a work application form that you can refer to when creating a suitable form for your recruiting process:Generic/Standard job application formClick the button below to download a sample standard job application form in .docx or PDF format via Cake. Download TemplateShift job application formClick the button below to download a sample shift job application form in .docx or PDF format via Cake. Download TemplateTips for Creating a Job Application Form The key to creating a great job application form is to make it fit the company’s needs while collecting all of the information needed from the candidates. 💡 Clearly know what information you need from the applicants. Before you start creating the job application form for all applicants, you should have a clear plan knowing what information you need from the applicants. This depends on the position that you are recruiting for the company because you might need to have specific questions to ask for some answers. For example, you might need a Skills section for the applicants to describe their capabilities if hired. You may scroll back up to check what type of information is usually required from the applicants. 💡 Include clear instructions. Having clear instructions in your work application form is very helpful to the applicants. During the process of applicants filling out the form, they can complete it according to the instructions, reducing the errors and mistakes in the form. You can also include a note about the consequences of not completing the work application form, and what to write when there is nothing to fill in the blanks. 💡 Keep your job application form detailed but simple. A job application form has many empty blanks that need to be filled in by the applicant. If you created a very detailed but messy one, it would be very confusing for the applicants when they are filling them out. You will too have a hard time looking into it and comparing side by side. Therefore, after completing the form-creating process, take some time and review the whole document once or twice before putting it into use. Conclusion You have reached the final part of this article. Let us take a look at some key takeaways that you should keep in mind when creating a job application form for your company’s recruitment. Using a work application form is an efficient way to speed up the recruitment process. You can also compare them side-by-side easier and find out the better candidate faster.If you are hiring through job hunting websites, having the applicants fill out the job application form is a good way to collect the information that you need.An employment application form consists of instructions, personal information, position information, qualification, work history, references, and a signature.Before creating one, you need to know what information you want to collect from the applicants.Keeping the form detailed and simple is very important to not confuse the applicants.Want to recruit gems from your talent pool? Follow our blog to read more about hiring tips, resources, and tutorials, or simply use our Recruitment Service to acquire talents from all industries. — Originally written by Ryan Goh —

Created by CakeIn this article, you'll learn:Why Interviewers Ask RA Interview QuestionsTips for Answering RA Interview QuestionsCommon RA Interview Questions and AnswersQuestions to Ask in an RA InterviewAn RA is a particular position, and often RA interview questions reflect the uniqueness of the role. Resident assistants have a special opportunity to support students in a residence, and live where they work. Resident assistants have a variety of responsibilities, like leading residence meetings, responding to students in crisis, and ensuring the rules of the residence are being followed and respected. They may have to fix a variety of problems and act as a point of contact for the students living there. All these things are likely to come up in a resident assistant interview. Residence assistants encounter unique challenges that people at other jobs may not experience, which is reflected in the most common RA interview questions and answers. RAs may work odd hours and they reside at their place of work. Because they are responsible for the safety and security of a large group of people, they need to be able to respond quickly to crises and solve problems diplomatically. Conflict resolution and interpersonal skills will therefore come up often in RA interview questions. While RA jobs can pose unique problems, the rewards of connecting with young people and making a difference can be well worth it. If you are considering a job as a residence assistant, the interview can be daunting. Because RAs have a lot of responsibility, schools can be selective in their hiring process and look for candidates that stand out. The resident assistant interview process might seem hard, but there are some predictable and common RA interview questions, due to the unique needs of the job.Why Interviewers Ask RA Interview QuestionsIn a resident assistant interview, the hiring manager is looking for a variety of soft skills, such as:ability to work under stressinterpersonal skillsleadership skillsopen-mindednessorganization skillsMuch of the job involves communicating with students and acting as a go-between for residents and management. Common RA interview questions reflect the fact that the candidate can experience a lot of daily stress. The demands of living in a group are bound to create some conflict between residents, and the RA is responsible for resolving these issues and looking for compromise. Frequent questions asked at an RA interview therefore tend to focus on interpersonal skills. RAs should also demonstrate leadership skills and resident assistant interview questions might focus on this. Interviewers want to see that an applicant can take charge, guide people, and develop trust and rapport. A good RA will also be open-minded, as this will make them more approachable and ultimately help students to feel they can come to the RA with their issues and to confide in the RA. Common RA interview questions also address organization skills. RAs will juggle multiple people and events, and report to their superiors regularly. An RA must be organized to keep the residence life running smoothly and to support students effectively. In a resident assistant interview, an interviewer may want to see that an applicant can multitask well. Tips for Answering RA Interview Questions✅ Read residence policy. The best way to prepare for a resident assistant interview is to carefully read the policies for that residence. A clear idea of what the school and the residence won’t tolerate, as well as the kind of living environment they’re trying to maintain, will help you prepare for the RA interview questions. Read the policies to clarify things like cleanliness, quiet hours, and respectful behavior between students. ✅ Prepare real-life examples of you demonstrating the required skills. A good way to get ready for the RA position interview questions is to think about different life experiences you’ve had that are applicable to the role. Have you resolved a conflict, planned an event, fixed a problem? Reflect on these experiences and think about how they can come up in both the RA interview questions and answers. These experiences should be professional, but you can also get more personal. Frequent questions asked at an interview for an RA position involve skills like conflict resolution and time management, so by sharing anecdotes of times you used specific skills, you can provide context for your abilities during a resident assistant interview. ✅ Use the STAR method.One way to answer RA interview questions is to use the STAR method. STAR stands for:S – SituationT – TaskA – ActionR – Result When you describe an event during a resident assistant interview, start by giving clear context of the situation and be specific about what was happening. Next, explain your involvement in this specific task, and what needed to be done. Then, describe the action you took. Finally, provide detail about the outcome of the situation, and be sure to emphasize the benefits of that outcome. Using the STAR method to respond to common RA interview questions will help you paint a clear picture of the situation and your involvement. ✅ Be honest and authentic. During the resident assistant interview, it’s important to be your authentic self. Honesty and personality can go a long way in this interview. So much of an RA’s job involves people skills, and the RA interview questions are a chance to show that you are relatable and genuine. ✅ Ask others for their insights. Another way to prepare for the resident assistant interview is to ask your friends how you personally would make a good RA. This is an opportunity to learn more about how people see you and what specific interpersonal skills you have. You can use their answers to respond to the RA interview questions. Common RA Interview Questions and AnswersWhy do you want to be an RA?How will you balance school and your responsibilities as an RA?How do you think people would describe you?What does community mean to you?What do you think is the most important quality for an RA to have?Tell me about a time you’ve led a project or activity.What kind of relationship would you like to have with your residents as an RA?Tell me about a time you resolved a conflict in your life.What kind of situations make you angry and how do you handle it?How would you approach a student who has had multiple noise complaints?There are questions that are very likely to come up in a resident assistant interview. It’s good to think critically about what the interviewer may be looking for. Here are some sample RA interview questions you might be asked. 💭 Why do you want to be an RA? This common RA interview question is an opportunity to talk about the kind of living environment you want to provide in your residence building. When this comes up in a resident assistant interview, you can discuss the kind of community you want to build and be a part of. A: I remember my first year at school was a little lonely, especially living away from home for the first time. I really wanted a friend to help guide me through my freshman experience, someone I could confide in. I want to be an RA so I can be that person for someone else and make a real impact. 💭 How will you balance school and your responsibilities as an RA? This type of RA interview question is about your time management skills. It might help to bring up a time when you were juggling different projects and responsibilities. A: In the years that I’ve been a student here, I’ve had to manage a full schedule and learn to prioritize many responsibilities. I’ve maintained my GPA in addition to working, balancing time with my family and friends, as well as helping run the campus toastmasters club every week. I think the experiences I’ve had managing my student life will directly help me to balance my responsibility as an RA. 💭 How do you think people would describe you? This is a common RA interview question and a great chance to elaborate on your interpersonal and leadership skills. You could even use the STAR method to help answer this resident assistant interview question. A: Most people would describe me as candid and kind. One bit of feedback I get a lot from the students I tutor is that I’m direct and honest, and one of my students even thanked me for being patient and helping her feel at ease whenever she’s struggling with new concepts. 💭 What does community mean to you? If you are asked this common RA interview question, the interviewer is likely looking for more than a basic definition of community, or people living together. Talk about shared goals, life stages, and interests. A: I think a community is full of people from different backgrounds who might have similar values and goals. They’re co-existing while trying to make the most of their experience. 💭 What do you think is the most important quality for an RA to have? Before your resident assistant interview, think about the kind of qualities a good RA might possess. Your answer to this RA interview question might depend on your research into the residence, and the kind of values they appreciate. A: I think a good RA should be genuine and kind. They need strong interpersonal skills, like open-mindedness and approachability. So much of their role is interacting with people and resolving conflict, so those skills are necessary. 💭 Tell me about a time you’ve led a project or activity. There are a lot of things you can use to answer this RA interview question. Have you ever led a group project? Planned a surprise for someone special? Any situation that called for your leadership can be useful in a resident assistant interview. A: I recently decided to raise funds for a charity walk, which called for me to solicit donations from my fellow classmates as well as seeking corporate sponsorships. I’m proud of how much I was able to raise on my own initiative! 💭 What kind of relationship would you like to have with your residents as an RA? This is likely to be one of your RA interview questions because it shows you’ve thought about your goals. A: The most important thing is for students to feel they can approach me with any problem. I’d want to have an honest and open relationship with them, where they can feel safe confiding in me or asking for help. 💭 Tell me about a time you resolved a conflict in your life. This is a fair resident assistant interview question since conflicts are going to be common in residence. Remember to use the STAR method when answering this RA interview question. A: There was a problem between two of my co-workers recently, when one of them felt the other wasn’t pulling their weight. I thought this argument had the potential to create a toxic work environment, so I spoke to them. I ended up mediating a conversation where they both admitted they did a lot for each other at work. After we talked, the tension really lifted, and I felt like I contributed to a healthier work culture. 💭 What kind of situations make you angry and how do you handle it? For this common RA interview question, don’t provide a list of your pet peeves, but pick one thing you can elaborate on. Make sure you emphasize how you manage your emotions and stay calm. A: Something that makes me angry is when people don’t tell the truth. In my experience it’s not because they’re inherently dishonest, but they may not have all the facts, or they could be dealing with shame. I find it helps me in those moments to remember their humanity, so I don’t judge too harshly. I breathe and talk myself through it, as with any emotion. 💭 How would you approach a student who has had multiple noise complaints? There will likely be several resident assistant scenario questions during your interview. RA interview scenario questions are a good way to show how you can handle different situations. A: I’d sit down and talk to them about the complaints, without naming names. I’d first want to get to the bottom of what’s happened, as there’s always two sides to every story. After hearing their side, I’d remind them of the rules for quiet times, and discuss the consequences for their next breach of rules. If they end up repeating their behavior, I would escalate it to the residence manager. Questions to Ask in an RA InterviewInterviewees who have questions to ask at the end of an RA interview show that they are engaged and interested. Often interviewers will leave a space for your questions because they want to see that you are already thinking critically about the role and how you fit in. Preparing some questions to ask at the end of an RA interview will help you stand out and show that you’re serious about this position. Here are a few questions to ask an RA interviewer to show your interest in the position. 💡 What is the most important quality you are looking for in an RA? This is a good question to ask during an RA interview because it shows you are considering how you might be a good fit with their values. 💡 What is the most challenging part of the job? Another good question to ask an RA interviewer is what incidents are most common and what, in their view, is the hardest part. Asking this during a resident assistant interview shows you’re thinking carefully about whether you can handle the unique challenges of the job. 💡 What kind of living environment are you trying to create? The heart of most RA interview questions and answers is about the living environment since the RA is directly responsible for creating it. Do they want residents relaxed and happier? Do they want a quiet place for study-oriented students? Are they strict with rules and consequences? This is a great question to ask an RA interviewer because it demonstrates that you’re conscious of your role in the residence.🔑 Key TakeawaysA little preparation can go a long way when answering RA interview questions. Research the residence policies and prepare some answers to the most common RA interview questions. Reflect on your life experience and unique skills, and how they relate to the RA position.Having a few good questions to ask at the end of an RA interview can let the interviewers know you are serious about the position. The resident assistant position is a unique and exciting opportunity and well worth the effort during the hiring process. Cake provides the best resume making tools templates to help you create the perfect resume for your job hunt. Take your career journeyto new heights - create a resume online (free download) now!Create CV--- Originally written by Tiffany Quinn---

Created by CakeIn this article, we'll cover:What is a Promotion Interview?Promotion Interview TipsInternal Promotion Interview Question and Answer ExamplesQuestions to Ask the Employer in a Promotion InterviewThere are a few reasons you might be preparing for an internal job interview. You might be interested in moving up in your job, or you may have noticed a different department is interviewing internal candidates. Maybe your superiors have noticed your work and are considering placing you in a different role. If you are considering changing to a new position within your company, an internal promotion interview is the first step. There are some challenges to mastering a job promotion interview. You could be competing with your peers for this promotion. Or you might have trouble convincing your superiors that you are well-suited for a new position. For example, they may struggle to imagine you in a scenario outside of your current role. Despite the challenges, there are a few things you can do to prepare for the promotion interview questions and secure your new position.What is a Promotion Interview?An internal promotion interview is meant to assess your skills and fitness for a higher role or a position in another department within the company. A job promotion interview could be a chance to move up at work and use your existing skills to secure a raise. It might be in another department or at a more senior level in your own department. There are many benefits to an internal job interview. Corporations are more inclined to hire internally, since their existing staff is already familiar with their company culture and processes. They also want to reward their employees’ loyalty and they prefer to promote people who have proven they will stay. A job promotion interview is a great chance to make a change at work, grow within the company, or pursue your career goals. Preparing for a promotion interview could be the first step to a beneficial career move. Promotion Interview TipsAn internal promotion interview can be tough, but it could also be a great opportunity. The best way to excel is by thoroughly preparing for an internal interview. Follow these promotion interview tips to stand out in your internal job interview. 💡 Talk to your manager in advance It might be seen as unprofessional, if not disrespectful, to go for a job promotion interview without speaking to your supervisor first. If you are honest and direct about your plan, it will help maintain your working relationship and simplify your internal job interview experience. 💡 Familiarize yourself with the role The best internal job interview tip is to do your research and know the role inside and out before you go to the job promotion interview. Talk to people either in the department, or who were previously in a similar role to acquaint yourself with the position before the job promotion interview. 💡 Reflect on your current duties and list your achievements After doing research for your internal promotion interview, think about your current position and consider which skills are transferable. Prepare a list of the things you have accomplished at work, so you can discuss your strengths and achievements in the job promotion interview. 💡 Be prepared to respond to criticism Every employee makes mistakes, and some of yours might come up in a job promotion interview. The interviewer wants to assess whether you have learned from your errors. Take ownership of your decisions and make sure you elaborate on how you grew from those situations. If your mistakes come up in an interview for an internal position, accept them gracefully. 💡 Write a thank-you note Write a thank-you note to your interviewer, even though it’s an internal job interview. A thank you note or email is not only a professional thing to do, but it also gives you a chance to highlight your strengths or abilities one last time after the job promotion interview is over. Internal Promotion Interview Question and Answer ExamplesTell me about yourself.Why do you think you’re a good fit for this role?What do you like about your current position? How do you see your future at this company? How will you handle the additional responsibility of this new role?If you are promoted, how will that affect your current relationships within the department? How would the people in your department describe you? If you get promoted, what would be the first thing you want to accomplish in your new role? How would you handle not getting this promotion? Walk me through a time that you resolved a problem you weren’t familiar with.If you’re wondering how to prepare for a promotion interview, the next thing you can do is consider the questions you think will come up and prepare strong responses. Here are some examples of common job promotion interview questions and answers. Tell me about yourself. When this question comes up in an internal job interview, you can talk about yourself and your goals. Your self-introduction for a promotion interview should expand on the reasons you’re a good fit for this promotion. Answer: I’ve been a junior copywriter here for the last 2 years, and I’ve learned so much from ABCopy and produced many pieces that are popular on our website. My ultimate career goal is to be a creative director managing an important project. So being promoted to a senior copywriter that has some managerial responsibilities is one step closer to that. In my free time, I love to read and paddle-board, which helps me experience new things and improves my writing. Why do you think you’re a good fit for this role? When you’re asked this common promotion interview question, you get a chance to talk about your accomplishments at the company and your transferable skills. Answer: I’ve learned a lot from the copywriting department, and I’ve been responsible for a few high-profile campaigns. My coworkers seek out my feedback on their projects and I’ve always gotten positive comments from my managers. I feel that my skills as a junior copywriter directly translate to senior copywriting. What do you like about your current position? You can share your opinion of your job when you interview for an internal position. Elaborate about what you like about the work culture, company values, or environment. Answer: I love that the department is so collaborative. I really feel that I’m part of a hard-working and supportive team. If I were to advance, I’d want to expand on that environment of cooperation because I feel it’s our strength as a company. How do you see your future at this company? This job promotion interview question gives you a chance to show your employer that you are looking to advance in the company and contribute to their goals as well. Make sure you indicate your desire to stay long-term in your internal job interview. Answer: Because I’ve been here for two years already, I’ve gotten to know and love the work culture and I’ve worked on various campaigns. I feel that there is more that I can contribute to ABCopy, and I see myself continuing to grow with the organization and one day becoming the creative director. How will you handle the additional responsibility of this new role? When this promotion interview question comes up, you can elaborate on your existing role and the responsibilities you already have. Talk about times that you’ve demonstrated leadership or solved problems for this internal promotion interview question. Answer: I feel that I’ve had an opportunity to take on more responsibility in my existing role as a junior copywriter. My last campaign was a major project for the company, and I’ve even given a few sales pitches to the senior team on top of my regular print copy duties. If you are promoted, how will that affect your current relationships within the department? Getting promoted over your peers has the potential to cause tension, and this job promotion interview question is about your leadership ability and professionalism. Talk about how you’ll support your team in your new role and continue to listen to their needs while being open to criticism. Answer: I will continue to prioritize my work relationships, and I believe the experience can be smooth if I’m honest and direct, and open to feedback. I don’t feel a new role will change how I communicate with my teammates, and I hope we can keep growing together. However, there will be changes and I will use the resources that become available to me because of those changes to support them. How would the people in your department describe you? Since this job promotion interview is internal, the interviewer probably has a good idea about your work and personality. Use specific feedback from your team to answer this job promotion interview question and be honest. Answer: I’ve heard from people in my department that I am direct but friendly. My supervisors have told me that I do my work diligently and efficiently. If you get promoted, what would be the first thing you want to accomplish in your new role? Use this internal promotion interview question to show you understand the company’s goals and demonstrate that your own ideas are in line with theirs. Answer: My first goal as a senior copywriter is to work on improving copy for the Eco Soap brand. I know they are looking to grow the brand more aggressively and I feel that there are a few approaches we could take on the social media side to help them accelerate their growth. How would you handle not getting this promotion? Be professional when you answer this promotion interview question. The interviewer wants to know if your work relationships would deteriorate or if you would leave the company. Answer: I’d feel disappointed for sure, because I think I’m a good fit for this position and I know I can help ABCopy achieve its objectives. But obviously I know the decision-making process is complicated, and at the end of the day my hope is that the department hires the right person that will best suit the role, as I will also benefit from it professionally. I grow when the company grows. Walk me through a time that you resolved a problem you weren’t familiar with. You might be asked some situational interview questions for your promotion interview. Since you’ll be in a new role, you should demonstrate that you are able to solve new problems and think critically about solutions. Answer: When I first started at a junior copywriter, there were a few situations where I encountered problems that were new to me. The first thing I like to do is consult with people who have more experience than I do. I also like to look for my own unique solutions. Questions to Ask the Employer in a Promotion InterviewIt’s best practice to prepare some promotion interview questions to ask your employer. Asking questions shows that you’ve thought carefully about the position and prepared thoroughly for the internal job interview. Here are some examples of questions to ask during a promotion interview: What would you say is the most challenging part of this position? This promotion interview question is a good one to start with because it shows you’re ready to take on obstacles. How much training or support is involved in helping your candidate settle in the new role? Asking this job promotion interview question tells the employer that you’re willing to ask for help and already preparing for your first steps in the new position. What is the most important quality your candidate should have to succeed in this role? This job promotion interview question indicates to your employer that you’re curious about how you might fit into the position. How will you judge your candidate’s success or failure in this role? This is a great internal job interview question because it shows you are thinking long term about success metrics for the position. Do you have any reservations about my experience? This is a good promotion interview question to ask an employer because it shows you are open to criticism and growth. Preparing a few questions to ask in a promotion interview shows your employer that you’re enthusiastic and prepared and it could ultimately help you ace your internal promotion interview. 🔑 Key Takeaway:When you respond to your company’s call for an internal vacancy, the first step is a job promotion interview.Whether you are applying for a position in your current department, or applying to another department altogether, preparing for a promotion interview is the best way to help yourself move forward.Get familiar with the role and be prepared for tough questions about your previous work.Make sure you speak to your manager before applying.Research some common promotion interview questions and think of a few things to ask the interviewer.With a little groundwork, you can overcome the internal job interview and secure your new role.Cake provides the best CV making tools templates to help you create the perfect CV. Take your career journeyto new heights - create a CV online (free download) now!Create CV --- Originally written by Tiffany Quinn---

Created by CakeIn this article, we’ll cover: What is a Job Description?How to Write a Job DescriptionHow to Write a Job Description: ExampleHow to Write a Job Description: TemplateTips for Writing a Good Job DescriptionAttracting the ideal candidates to your job opening comes down to writing a strong job description. Having an honest and upfront job description which highlights the responsibilities and perks of the role will help candidates make informed decisions on whether they should apply. Writing a good job description will help both applicants and you as a hiring manager to streamline the process, avoiding misunderstandings and non-serious applicants. Likewise, a job description is the perfect opportunity to build employer branding, where you can describe the employment experience, lifestyle and opportunities the company can offer, attracting job seekers scrolling through endless job openings. What is a Job Description?A job description details the responsibilities and duties of an open role, and the skills, education or experience of the ideal applicant. A job description should have adequate information on the job’s requirements, as well as showcase the day-to-day life within the role. The best job descriptions are: Clear: There is no room for misunderstandings of the responsibility, working hours or candidate requirements within the job description. Clear job descriptions are concise, but not brief and do not overload on details. Positive: Ultimately, you are using the job description to attract candidates, so having an overall positive tone is necessary. If the job is high-stress or high-pressure, include a positive spin in the job description which outlines how the company counteracts this. Non-discriminatory: Although jobs have skill, experience or education requirements, a job description should not use discriminatory language which excludes applicants based on gender, age, sexual identity, disability or otherwise. Ultimately, a job posting is open to all applicants, regardless of their characteristics. How to Write a Job DescriptionBefore using the job description to advertise the role and promote employer branding, you need to know the essential information that should be included in it. Missing out on standard information might make your job description seem suspicious, or deliberately hiding negative aspects. Make sure to include these essentials when creating job descriptions:Job TitleJob SummaryDuties and ResponsibilitiesRequirementsSalary and BenefitsBrief Introduction of the Team“About You” 💼 Job Title Think of a short phrase which best defines the role, and use it as the title of the job description. These days, many companies have innovative spins on job titles, but it's best to avoid ambiguity. Try to include the role, experience level and working hours to make sure it shows up in as many job searches as possible, for example:Senior Project Manager (Full Time) 💼 Job Summary Start of your job description with a brief overview of the position's role in the company. Include basics about the industry, dynamics and type of work involved in the job summary, as many job seekers will use this information to determine if it's relevant to them. For example, a job summary could include:Great opportunity for a senior project manager to support large-scale expansion of our business. Central location, high-profile clients projects across the construction industry. 💼 Duties and Responsibilities Use this section of the job description to outline exactly what the role entails. Explain how small responsibilities add to the big picture of the team or company. Don't assume job seekers know what the role involves – include everything, no matter how mundane or overwhelming it may seem in the job description, such as: Day-to-day tasksSize of the team working with or managedStaff, stakeholders, investors or collaborators interacted withDeliverables such as reports, presentations or drafts 💼 Requirements State the must-have requirements for the role in the job description. Include education, experience, software, skills, licenses and industry-relevant criteria in the job requirements section. There might be mandatory job requirements needed to fulfill the role; however avoid going overboard with explicit must-have requirements, as it might deter many qualified people from applying. An example job requirements section could include: Years and type of experience requiredUniversity degree or other educationSkills essential to the roleLicenses, qualifications or background checks needed 💼 Salary and Benefits Salary is a deciding factor for job seekers thinking of applying to your job posting. Don’t omit or try to vaguely explain the salary range in your job description, as it's not worthwhile for job seekers to take a gamble, go through the interview process and find that the salary is subpar. If you can, include the hourly rate, monthly or annual salary in the job description, or if it can vary, a salary range that includes both the highest and lowest possible income. Likewise, include the benefits that the company offers, such as salary packaging, insurance, company cars, food or beverages provided, or other assets that employees can utilize when writing your job description, for instance: Base salary rangeBonuses and commission (if applicable)Any pension or superannuation includedPTO and sick leave balanceAny company perks included 💼 Brief Introduction of the Team To build employer branding and let prospective employees understand the company better, use this section of the job description to describe the team, management structure and lifestyle of the company. This way, prospective employees can imagine themselves in the role and evaluate if it's the right fit for them when reading the job description. You can include aspects such as: Skillset or industry diversity of the teamCollaborative nature of work and available support networkOpportunities for career expansion through training 💼 “About You” To help job seekers really evaluate if they are qualified for the job, you can include your expectations of your ideal candidate in the job description. Since you’ve already mentioned the requirements in experience and skills earlier in the job description, use this section as an opportunity to further characterize the type of person who would suit the team and company culture. Avoid generic buzzwords and think of attributes that would ensure success in the role – such as: Goal-oriented, driven, outcomes-focusedResponsible, diplomatic, assertive communicatorTeam-player, fair, advocates for your team’s success How to Write a Job Description: Example Senior Project Manager (Full Time) Great opportunity for a senior project manager to support large-scale expansion of our business. Central location, high-profile clients projects across the construction industry. Duties and responsibilities involve: Develop and plan the implementation of strategies throughout the projectManage the project team and oversee meetingsDevelop strong relationships with clients and your teamSubmit progress reports, project reports, strategy blueprints and financial spreadsheetsCollaborate with key stakeholders to strategize project goals, scope, budgets, schedules and deliverables Job Requirements: 5 years working experience as a project manager or co-ordinatorExperience working with varied stakeholders across many industriesAbility to work independently when managing a project team, including resolving project issues and troubleshooting IT issues.IT skills, including in CRM software, project collaboration softwareRelevant industry knowledge, including tertiary education or qualifications in project management, IT, finance or human resources Salary Benefits: $160k - 170k package per year3 weeks PTO per year, 8 days of sick leaveA rapidly expanding industry, where you can collaborate and learn with every projectFree lunch, tea coffee in the officeWFH permitted when not needed in the office About the team: A diverse and uniquely skilled team from a variety of industries, all with the common goal of delivering projects on time and of high qualityEncourages career expansion by offering guidance and training for many skillsSociable! We have weekly office lunches and monthly happy hours! About You: Driven, goal-oriented and ready to apply your skills to any contextAbility to handle deadlines, communications and updates from multiple stakeholdersPrioritize team cohesion and encourage collaboration within teamsCan appropriately converse with stakeholders and team during times of sub-optimal progressAre ready to join our team and build relationships through office-wide lunches and social hours How to Write a Job Description: Template [Job Title – Hours] Job Summary: [Include overview of job position, industry and company profile. Optional: include brief description of perks such as location/salary] Responsibilities Duties: Reporting to the [relevant senior employee], a [job title]’s responsibilities and day-to-day tasks involve: List basic day-to-day dutiesInclude projects such as reports, drafts, designs or blueprintsInclude the size of the team managed or department managed (if applicable)Avoid stereotyped language when describing tasks Qualifications: Possess a [degree level] in [academic field]Has [number]+ years of experience in [relevant industry or roles](Optional) Has [certification/qualification/license]Proficient in [IT skills/software/applications] Salary Benefits: Base salary of [range]Available for bonuses or commission [if applicable][number] days of PTO and [number] days of sick leaveFree office lunch/company car/WFH or other company benefits About the team: Describe team experience and diversity of industriesCharacterize the team's attitude towards workInclude benefits or social aspects of work About you: Personal characteristicsAttitude towards work How to apply: Email resume or CV to [email address] by [date]. Tips for Writing a Good Job DescriptionDrafting a job description can be tricky, as you need to describe the role, company and ideal candidate in a way that encourages people to apply. However, since you are more familiar with the role than job seekers, you might be getting in your own way by writing the job description based on your opinion. To create a job description that communicates the job clearly, consider these tips: 💡 Don’t use internal terms: Although you might think that terms within your industry are straightforward, avoid using internal terms when creating job descriptions. Using terms which are specific to your team or company lack context in your job description, and should be replaced with generic industry terms. You should especially avoid them for junior or entry-level roles, where fresh graduates might be put off by your confusing job description! 💡 Speak directly to the candidate: A job description should be written in a way that the candidate can envision themselves in the role. Using distant language in “about you” sections does not allow candidates to mentally check off requirements, and makes the job description seem cold. 💡 Use bullet points: Job seekers look through hundreds of job postings when looking for a job. Seeing a wall of text will likely put them off, as it will take too long to decipher the details and requirements of the job. Bullet points neatly arrange the job description into sections, where candidates can quickly look at the summary and job requirements to see if applying is worth their time. 💡 Indicate required and preferred qualifications: make a clear distinction between mandatory requirements and preferred ones in the job description. Although we can dream of our ideal candidate, it's unlikely that many will fit the description perfectly. Separate required and preferred qualifications in the job description, so that job seekers do not think they are not qualified due to a lengthy list of requirements. 💡 Include growth and development for the role: Every job counts as experience, but offering opportunities to develop a career within the job description will attract candidates. Mentioning opportunities for promotions, progress or gaining skills and qualifications is invaluable, and will give your job description the edge. 💡 Ask current employees for insights: The best people to ask about company culture and job requirements are current employees. Discuss with the team or department you’re hiring for what exactly their team is missing, in terms of skills, qualifications or character to help you hire employees who will easily blend in with the team. 🔑 Key TakeawaysRemember to mention essential details and introduce company culture in your job description. Deliberately omitting information will seem untrustworthy, so be realistic about the experience, salary and job requirements when creating a job description. Use the job description to improve employer branding, advertising company culture and benefits when hiring. Knowing how to write a good job description will make the hiring process easier, as you can avoid misunderstandings and find serious candidates. Make sure you consider existing employees' opinions and use bullet points to neatly format your job description!With Cake, you can easily create a resume online, free download your resume in PDF, and utilize ATS-compliant templates to create a resume. Land your dream job, create your resume online (free download) now!Create resume --- Originally written by Bronte McNamara---