The Impacts Of Cosmetic Surgery On Society Media Essay

The Impacts Of Cosmetic Surgery On Society Media Essay Given the advancements in technology, cosmetic surgery, a type of plastic surgery, has become more of an art than an operation nowadays. Inevitably, it has also become one of the popular avenues of fighting against signs of ageing or correcting ones self perceived imperfections. According to Medical-Dictionary.Com, Cosmetic surgery is defined as surgery that modifies or improves the appearance of a physical feature, irregularities or defects. It belongs to the family of plastic surgeries that also includes various types of surgeries like  reconstructive surgery,  hand surgery,  microsurgery, and the treatment of  burns, with cosmetic surgery being the most well known among them all. For the eyes, we have cosmetic surgeries like, blepharoplasty that reshapes the eyelids or allows the application of permanent eyeliner, epicanthoplasty that removes the presence of epicanthal folds around the eye. For the face, we have surgeries like, chemical peel that helps minimize the appearance of facial scars and wrinkles, otoplasty that involves reshaping the ear by pinning the protruding ear closer to the head, lip enhancement that improves lips fullness through surgical enlargement, chin augmentation that involves implanting usually silicone by sliding genioplasty of the jawbone or by suture of the soft tissue, cheek augmentation that uses implants to either reduce the cheeks or make them appear fuller, browplasty that elevates eyebrows and smoothes forehead skin, midface life that tightens the cheek while the most extreme of them all would be orthognathic surgery that manipulates facial bones through controlled fracturing. For modifying our bodily features, we have surgeries like, breast augmentation that allows the enlargement of breast by means of fat grafting, saline or silicone gel prosthetics, reduction mammoplasty that enables breast reduction through skin and glandular removal and mastopexy that facilitates breast lifts that lifts and reshapes breasts to make them less saggy, abdominoplasty that reshapes and firms the abdomen, buttock augmentation that facilitates lifting and tightening of buttocks by excision of redundant skin, liposuction that removes fat deposits by traditional suction technique or ultrasonic energy to aid fat removal and last but not least, filler injections that can be done on any part of the body that involves injecting collagen, fat and other tissue filler injections, usually to make those parts appear fuller. After introducing this much details about the types of cosmetic surgery techniques made possible by technological advancements available now and today, I would be elaborating more on how the availability of cosmetic technological surgeries have impacted our society through prevalent forms of mediums that we are exposed to everyday inevitably. The main and most influential mediums would have to be the media and peer pressure from friends and families. Let us take a closer look at the types of media and societal mediums available. Movie Industry Movies is probably one of the most common mediums that we get exposed to and indulge in. To get a better understanding on the gross profits of movies, we refer to The-Numbers.Com. According to the website, Avatar raked a worldwide gross of US$2,783,556,202 while Titanic earned a gross profit of US$1,842,879,955. These figures gives us a better insight on how widely watched are movies and the impacts these charming celebrities can have on society. This brought to my point that some celebrities influence us when some of them are actually very open about the fact that they have had cosmetic surgeries such as breast implants, lip augmentations, veneers and rhinoplasties while some others deny it. Some of the famous examples include, Heidi Montag, Joan Rivers, Bruce Jenner, Dolly Parton, Donatella Versace, Michael Jackson and so on. They have openly admitted to having gone under the knife and some have even shared their experiences on television, according to Cosmeticsurgerytoday.Com and Sydney4women.Com.Au. The general public tend to look up to these figures of fame and glamour while aspiring to look like them. In the more extreme cases, plastic surgeons do get requests from patients saying that they want to look like a certain celebrity as extracted from Cosmeticsurgerytoday.Wordpress.Com. However, plastic surgeons do warn celebrity worshippers against it as the results are not guaranteed and there are side effects to it. Advertising Industry In the advertising industry, we often see the application of celebrity endorsements in adverts, with the aim of increasing the masss likelihood of adopting the brand under the effect of wanting to imitate the behaviour of their idols and that if they adopt this brand, they are, in one way or another, one step closer to that celebrity by offering their support to him or her. For example, in adverts featuring sports products, they often employ the use of sporty figures in the sports industry to present that sporty and healthy image that you can be as sporty and healthy like them; enjoying the stated benefits of that product should you adopt that brand of sports products too. Apart from misleading the public through this persuasion method, it also transmits vanity values and materialistic ideals into the younger generations of now and today. We always depict slim, slender feministic figures as much sought of in advertisements like for perfume, fashion products or even facial products but rarely anything about females being attractive in their own skin regardless of their shape and size as it should be. This creates the impression that only slim and slender ladies are beautiful and is in fact, piling onto the vanity effect. This would fuel onto desires to go under the knife to look pretty and desired by the society, often neglecting the fact that only positive testimonials on cosmetic surgeries are featured and the botched cases are more widespread than we realize. Societal Norms As we all know, there has been drastic changes in societal norms comparing todays trends and levels of acceptances to cosmetic surgeries compared to just a few decades ago. In the past, it used to be a shameful thing to have gone under the knife, because features that we are born with are inherited from our parents. However, much as the majority are now higher educated and richer to afford these surgeries, it has become a norm to go under the knife so long as the end results make one happier and more confident. In South Korea, it is more competitive than ever about whose kids are looking better than it being conservative. Dr Shim Hyung Bo, a plastic surgeon in Seoul says that parents make their kids get plastic surgery to look good and it is just as important as their kids getting good grades while teenagers as young as 14 are doing eye surgeries and eye jobs have become a favourite high school graduation gift from proud parents as quoted from Time.Com. Much as countries like Singapore itself may be more conservative and Asian-oriented, we are also starting to move towards the more acceptable kind of surgeries like blepharoplasty that reshapes eyelids, liposuctions that removes body fats and also rhinoplasty as admitted and righteously justified by famous blogger, Xiaxue as reported by media coverage on papers and also on her own blog, Xiaxue.Blogspot.Com. Furthermore, it is to be brought to attention that most of Xiaxues readers ages range from teens to adults and this may greatly influence the highly impressionable younger generations. Publication Industries The amount of printed media that we come into contact with everyday also heavily endorses cosmetic surgery procedures such as newspapers that features stars who have undergone or is suspected of having gone under the knife or magazines that actually help disseminate knowledge about certain procedures. The higher the frequency the society is exposed to such genres of information and news updates, we are more likely to accept the idea of cosmetic surgery under classical conditioning and also may become interested to research for more information on our own. Some individuals who may not have the idea to want any form of cosmetic surgery would be tempted to go for it should they be awed by the results, for example, after surfing websites like Goodplasticsurgery.Com. This is a website where they compile plausible photos and brief descriptions of celebrities who have gone under the knife and looks more gorgeous than ever. Apart from the entertainment values of such websites, it is not to be neglected that it might be acting as a medium in piling onto the misleading fact that having cosmetic surgeries done is pretty much desirable and offers amazing results. On the other hand, there are websites like Sydney4women.Com.Au that also provides links to websites that offers recommendable surgeons as a related link to its cosmetic surgery articles. For the website, the link might just be an avenue for earning advertisement fees but to the public, it is actually a form of raising the accessibility of avenues to get cosmetic surgeries done. Advantages of Cosmetic Surgery The most straightforward of cosmetic surgery has to be the benefits of aesthetic improvements to ones looks. For a burn victim, it would drastically improve his or her life due to the fact that they can minimize the damages inflicted on them to the best of their probabilities. For a female who has been teased at all her life about her appearance, cosmetic surgery might just be the easiest way out to improve her social life, her confidence and also the way she would lead her life post surgery, example as stated from Neikie Renos real life account as on Abcnews.Go.Com. Another advantage of cosmetic surgery would be to correct physical defects that may have resulted from accidents after birth or defects that they may have been born with since birth and cosmetic surgery may actually give them a shot at leading normal lives as quoted from Cosmeticsurgerya-z.Com. On the other hand, patients who have gone under the knife for liposuction and breast reduction may find their lives greatly enhanced in terms of being physically active in leading sporty lifestyles that helps them to be healthier than they can ever imagine. Disadvantages of Cosmetic Surgery One of the most crippling disadvantages of cosmetic surgery is that the results may not come out as desired or envisioned. All surgeries carry some degree of risks and much as complications are rare, they do occur. Some of the most common risks associated with cosmetic surgery are, infections, severe bleeding, nerve damages, tissue deaths, seroma which is more widely understood as fluid collecting around the area of surgery and hematoma which refers to bruising around the area in layman terms. Blood clots and deep vein thrombosis are also possible complications of cosmetic surgery. Besides, some complications may be enhanced if the patient has certain health conditions such as diabetes that may result in massive bleeding as cited from Livestrong.Com. In terms of post surgery appearance, unsightly scarring is also a major concern as it may also prove to be a tell tale sign that the patient has undergone surgery previously. Putting the medical side effects aside, cosmetic surgery on its own is also costly and the costs stated by clinics are usually only the base cost of the procedure and surgeon fees, hospital fees, along with lost wages, medication costs and after care costs must be factored in when considering the costs of going under the knife. Last but not least, the point that may be the most interesting and scary of all to date is the fact that accounts stating that people actually DO get addicted after having their first surgeries done. As reported by Abcnews.Go.Com, Neikie Reno actually got obsessed with cosmetic surgery procedures and has had 14 surgeries done over the span of over a decade, spending a grand total of $83,000 on them all. Although it is the fact that they are addicted to the feel good factor after having these surgeries which may not be a bad thing, however, as addictions go, many might not know when to stop and this may have disastrous effects on them eventually. Conclusion Much as cosmetic surgeries have the ability to improve our lives, it also has the ability to mislead our judgements. The very fact that media mediums propagate the idea of being good looking brings about better and easier lives by earning the envy of others. All these does not help impressionable viewers to break off and move away from the norms of being a superficial, vain and materialistic individuals that cannot think for themselves independently. In the long term, our younger generations will all be cultivated into this look good, feel good mindset, no matter the costs or side effects of these cosmetic surgeries. It is also to be taken into account that this effect would snowball as most of us are inclined to follow each others actions under peer pressure, social norms or trends as often portrayed by the media. Much as Everyones Guide to Cosmetic Plastic Surgery written by Lachlan Currie says that modern cosmetic surgery has evolved into a specialist field which involves the use of numerous reliable techniques that allows safe improvements to be made to the face and body, I still think that everyones body constitution is different and there is no one method that insures all individuals against any complications. On the other hand, Cosmetic Surgery of the Asian Face written by John A. McCurdy, Samuel M. Lam has also pointed out expertly that although the stereotype of Asians having yellow skin pigmentation, straight coarse black hair, a flat face with high malar eminences, a broad, flat nose and narrow slitlike eyes with a characteristic epicanthal fold may be loosely applied to the eastern Asian group of people, the aesthetic surgeon should appreciate that considerable individual variations exists in all of these physical traits. This adds on to the point that much as cosmetic surgeries are meant to bring about aesthetic facial improvements, the patient would have to know their own features well and not to blindly go under the knife to look like some Western celebrity despite knowing their Asian descent that might bring about unsatisfactory results after all that post surgery trauma. In a nutshell, I am totally agreeable to cosmetic surgeries so long as it is done to improve ones life and that individual is able to judge for themselves their own limit and had done sufficient research on their own prior to going under the knife.

Circumstances Surrounding Osama Bin Laden’s Death

Joe Jumper was a normal everyday person like most adults. He would get up from bed and get ready for the day by showering and eating. Then he would drive off to Walmart where he worked as a cash register. But something was different about Joe everyone noticed that he carried around a bag and when asked what was inside he would never tell. So that being people thought he was weird and he was kind of an outcast. Joe didn’t care what those people thought because in the end he probably ended up saving them.What was in the bag was his suit of all black. His secret indentity was Night Rider. As Night Rider he patrolled the city at night of course or on his offdays. People really didn’t know who he was but were very thankful of him. So one night when he was out his head just started twitching and he could sense danger. So he looked around and for some reason it took him to the Vikings Stadium. He went inside and went to the Away team’s locker room. Well in there he foun d out the reason why he got the twitch. Aaron Rodgers.Night Rider loved the Minnesota Vikings so to help them out he spit fire near Rodgers which made him jump back. Then Night Rider snoke in the shadows and got behind Rodgers. Then he tied him up, taped his mouth shut, and locked him in the janitor’s room. The game was about to start so he went and found a good seat in stands. He watched the game and saw the Vikings blow out the Packers mainly because they couldn’t find Rodgers. So the Packers went home and Joe thought he forgot something somewhere in the stadium. Well I guess it doesn’t matter I better get home before someone notices me.

Resourcing Talent †Aneta Bar Essay

In this report we will look at Resourcing Talent in organisation. Talent Planning describes an organisation’s commitment to recruit, retain, and develop talented employees to meet organisational needs. Factors that affect an organisation’s approach to attracting talent: There are many factors that affect an organisation’s approach to attracting talent, one of them being the image of the organisation. This has a great influence on attracting talent. An organisation with a good image may find it easier to attract and retain employees. The image of the company is based on what they do and how they are perceived. Actions like good public relations can help earn image. Also branded companies may find it easier to recruit, compared to a nameless brand. This is because they are better known to the public and therefore they have more to offer candidates such as higher salaries, benefits and bonuses. Another factor that influences attracting talent is the size of the organisation. Larger organisations may find it easier to attract talent. At Bupa where I am currently employed for as a large company is in a better position financially for recruitment and advertising and is able to attract a wider range of applicants to choose from. The size and reputation of the company has also an impact on potential candidates.The unemployment rate also has an important part to play in attracting talent. If the unemployment rate is high, it is easier for an organisation to attract talent, as the number of candidades applying for jobs is higher too. It makes it easier to attract the best-qualified applicants. Another factor is supply and demand. This refers to the availability of manpower internally and externally to the organisation. Organisations need to consider the current supply and demand. Some companies have a higher demand for more professionals and there may be a limited supply in their market. They may have to rely on internal sources by providing them with training and development. Organisation benefits of attracting and retaining a diverse workforce: It is increasingly important to attract and retain a diverse workforce. This means organisations should ensure they recruit and retain the best person from the talent base regardless of gender, sexual orientation, age, race, religion, or disability, and there are many benefits to this. It improves the knowledge of how to operate business in different cultures and countries. Diverse workforce can bring new ideas, cultural, and educational experiences which will be of great benefit to the organisation. Also employees that can speak different languages can be seen to be valuable assets to the organisation. Companies become better placed to understand international markets and represent different customers, which allows them to expand their business in different countries. It will reduce the risk of discrimination claims which means organisations should be kept up to date regarding employment legislation. Factors that affect an organisation’s approach to recruitment and selection: The recruitment and selection process is one of the biggest factors that affect an organisation’s approach to recruitment and selction as they have budget and cost restraints. If a business is financially secure than they can spend more money on the best recruitment and selection methods. Before an organisation starts the recruitment and selection process they also need toconsider the budget that is available. The company may not be able to offer attractive benefits to attract the best candidates, which could put them behind their competitors. To avoid this disadvantage online recruitment websites instead of agencies to headhunt candidates can be used achieving similar result. Another factor that can be taken to account is that some organisations have recruitment policies, which aim to provide clear guidance to managers in relation to the selection and appointment of staff. This provides them with a structured process for everyone to adhere to and ensures candidates are assessed fairly, valued and treated with respect. These policies also ensure the organisation is consistent with employment legislation. HR planning is also a key factor affecting the approach to recruitment and selection. HR planning and the recruitment and selection  process are highly related to each other. The objective of recruitment is decided in HR planning. It allows HR managers to do an analysis of the organisational needs. An example of this could be the organisational strategy may determine the need for graduates in a graduate scheme to change the organisational structure for which they will ask the HR function to conduct recruitment and selection process for hiring graduates only. Benefits of different recruitment and selection methods: There are a number of methods an organisation can use in order to recruit staff. Recruitment agencies are an effective tool as they save valuable management time and they can also decrease the administratve load for the organization. It can also remove a lot of unnecessary stress and hassle. Internal recruitment is another method used. It is cheaper and may be quicker to recruit. It also provides opportunities for promotion within the organisation, which can be motivating for staff, and they are aware of the strengths and weaknesses of internal candidates. The Internet is now a popular recruitment method that comes with many benefits. Online recruitment allows the organisation to reach a large number of candidates quicker and is cheaper. Many organisations are now using social networking sites such as Facebook, LinkedIn, and Twitter. As for selection methods online Screening & shortlisting is used very often. Initial screening of applications is usually based on an assessment of a candidate’s experience and qualifications against the job’s requirements. Scoring mechanism – easy to see how well someone fits the requirements/ easy to sort into areas of strengths Interviews remain the most common selection method, with competency-based interviews being the most popular across all sectors. All organisations continue to conduct interviews face-to-face but increasing numbers also use telephone interviews (56%) and nearly a third also use video or Skype interviews. to Face interaction – get to know the candidate. (CIPD factsheet p. 4 http://www.cipd.co.uk/resourcingtalentedplanningsurvey Face] [accessed 01 May 2014] Application Forms & CV’s. Application Forms – Ensures same information gained from all candidates to help achieve consistency.  Application forms – Makes th e selection process more fair on the other hand CV’s – benefit more applicant as existing CV can be updated and tailored to the job quickly (website used – http://employers.grb.uk.com/selection-methods, [accessed 01 May 2014] Explains at least 3 perposes of induction and how they benefit individuals and organisations: Induction is the process of introducing a new employee into the organisation. The responsibility for an induction should be shared between HR, line management, and learning and devlopment functions. There are many benefits for the new recruit as well as the organisation. A good induction reinforces positive first impressions and makes new employees feel welcome and ready to contribute fully. It is a good way to familiarise a new emploee with the culture, practices, policies, and procedures of the organisation, which will have an impact later on how they carry out their duties. In addition to this there are ‘public relations’ benefits from carrying out effective induction as an employee impressed by their choice of employer may advertise the fact and make it easier to attract new employees. Good induction also prepares the employee to compete better in a competitive marketplace, which has a direct impact on their early success and therefore also motivates the employee. In the organisation I currently work for they want people to be happy to work there and to excel in their role. Keep the excitement of starting in a new role alive with a well-planned induction. There are always some policies to learn but there should also be some thought-provoking videos to watch and some really interesting people to meet. As a sign of improvement they are planning are launching the BBS’ induction on Bupa Learn. There is also a new starter checklist for managers with an induction plan and sign off list for new starters. It is important for an organisation to use a number of methods for recruiting and selecting candidates as it has a significant impact on the future of the business. Attracting and retaining a diverse workforce is also of huge importance as it enables the organisation to attract the best talent. Lastly effective induction is crucial too. It helps the new employee to know the company better and integrate. It can also help new emploee to compete better in a competitive marketplace. Online references: CIPD Resourcing talented planning survey p.4 [online]; factsheet, [accessed 01 May 2014] http://employers.grb.uk.com/selection-methods, [accessed 01 May 2014] http://www.cipd.co.uk/hr-resources/factsheets/diversity-workplace-overview.aspx, [accessed 01 May 2014] Activity B – Interview Observation Content: 1. Job description & person specification 2. Job ad 3. Selection criteria 4. Shortlisting record 5. List of Interview questions 6. Interview assessment form 7. Notes 8. List of records from R&S process which will be retained with explanation of the legal requirements 9. Letter to both successful and unsuccessful applicants 1. Job description & person specification RETAIL GROUP JOB DESCRIPTION JOB TITLE: Human Resources Officer REPORTS TO: Store Manager DEPARTMENT: Human Resources SECTION: Human Resources for Brighton Retail Group Branch CONTRACT HOURS: LOCATION Permanent 25 hours Brighton PURPOSE OF JOB To manage all staffing and training duties associated with the running of a store with 150 employees. To provide a high quality customer focussed HR service and administrative service, dealing with both internal and external customers. PRINCIPAL ACCOUNTABILITIES To manage the staffing of the Brighton Retail Group branch which includes recruitment, processing leavers and absence management To contribute towards designing and administering training for all new and existing staff in the Brighton Retail Group branch, liaising with the Learning & Development team to arrange training where necessary. Administer all basic transactional HR processes in accordance with legislation, Retail Group’s policy and good practice Maintain employee data on the HR systems, ensuring accuracy of data Complete electronic and manual documentation related to transactional HR processes within statutory and operational deadlines Electronically file HR documents and manage workloads efficiently Provide general administrative support General Accountabilities Respond to written and verbal enquiries from internal and external customers To co-operate in the implementation of the Retail Group’s Health and Safety policy To report any unsafe act, or condition, any accident or incident according to Health and Safety Policy To uphold and carry out the duties of the post with due regard to the Retail Group’s Inclusive Company Policy. The list of duties in the job description should not be regarded as exclusive or exhaustive. There will be other duties and requirements associated with your job and, in addition, as a term of your employment you may be required to undertake various other duties as may reasonably be required. Your duties will be as set out in the above job description but please note that Retail  Group reserves the right to update your job description, from time to time, to reflect changes in, or to, your job. RETAIL GROUP PERSON SPECIFICATION JOB TITLE: Human Resources Officer SALARY:  £27,000 –  £30,000 DEPARTMENT: Human Resources SECTION: Human Resources for Brighton Retail Group Branch Essential Job Related Education, Qualifications and Knowledge GCSE pass, or equivalent, in Maths and English Essential Experience Experience working in an HR environment with practical knowledge of a generalist HR role Experience with contributing towards designing and delivering training Experience of working in a customer focused environment Able to demonstrate a commitment to the principles of Equality Act 2010 and to be able to carry out duties in accordance with the Retail Group’s Equalities Policy Desirable Experience Experience working in a retail environment Essential Skills and Abilities Good written and oral communication skills Good organisational as well as ability to prioritise workload efficiently. Good administrative skills Good ICT skills including knowledge of Microsoft Office and data management systems Ability to deal with confidential and sensitive information Ability to accurately process a high volume of work in a busy and highly pressured office environment and work to strict deadlines Good team working skills and the ability to use own initiative Ability to coach and support other members of staff Ability to establish and develop working relationships with internal and external customers. Desirable Skills and Abilities Ability to liaise with other teams and members of staff to ensure work is completed Flexible approach and a willingness to adapt to change. Other Requirements Commitment to acquiring awareness and knowledge of Health and Safety policy and practice as it applies in the work area and ability to adhere to practices and instructions 2. Job ad Job Title: Human Resource Officer Company: Retail Group Contract type: Permanent, Part time (25 hours per week) Closing Date: 1st April 2014 Interview Date: 30th April 2014 Salary:  £27,000 –  £30,000 Retail Group is a group of constantly evolving brands and has experienced incredible growth over the last few years. We need talented, dynamic and creative people to join us on this exciting journey. We are seeking an enthusiastic and experienced HR Officer to join their popular and effervescent Brighton store team. At Retail Group, we pride ourselves on giving our staff the tools they need to not only perform their role to a high standard, but to excel at it and build a successful career in an exciting and fast paced environment, with a selection of benefits including competitive salary. If you’re ambitious, forward thinking, passionate about providing excellent customer service and have experience of working in an HR role previously, this opportunity could be for you. The role will involve managing the staffing and training of the Brighton Retail Group branch which includes recruitment, processing leavers and absence management, maintaining the HR system, contributing towards designing and administering training for all new and existing staff in the Brighton Retail Group branch, liaising with the Learning & Development team to arrange training where necessary and other administrative duties. The contract is being offered on a permanent basis working 3 days a week, and is ideal for someone seeking to continue with their professional development with a high profile organisation. Please  see the job description and person specification attached for further information regarding the role. If you would like to be part of our company please visit our website and apply online. Please submit a brief Supporting Statement showing how your skills, knowledge and experience meet the person specification of the post. We are passionate about equal opportunitie s and welcome a broad diversity of talent to apply. Based on the above the candidates that were shortlisted for the interview are Sarah Green and Georgia Black. They achieved the highest scores and on that base they will be invited for the competency based questions interview on 30/04/2014. Introduction The HR department has followed a recruitment process for filling a vacancy request for â€Å"HR Officer† at Retail Group. The recruitment process outlined below highlights the main elements for filling this vacancy, which includes: Planning, Resourcing and Selection. Planning: Identifying need for recruitment. Setting the criteria for the job (drafting job description, person specifications, set of skills and competencies) Resourcing: drafting a job advertisement. Shortlisting: interview-based competency which at the moment are very popular among recruiters. Selection: Offer of the Employment Reason for Recruitment There are three main reasons why we are recruiting for the position of â€Å"HR Officer† at our company: 1) Growth in Business Operations: Our insurance company is growing and consequently the business is increasing. We need employ an additional staff member to manage the growing number increasing set of responsibilities and functions at the Brighton Office. 2) Change in Business Objectives: Need for diversity in terms of nationality. 3) Employee Exit: the person previously in charge running the overall office services at the Brighton Office has been re-located to another branch. A new team member is required to run the existing operation and ensure efficiency and control over the team and in case of additional functions. 5. Shortlisting criteria 6. List of Interview questions INTERVIEW 1: SARAH GREEN Welcome – Lydia (2 minutes) Welcome, introductions and reason for so many people (Lydia, store manager, Aneta HR Manager, Staurt HR Manager, Ester Head of Retail Operations) Drink before we start?  Applied for HR Officer, managing the staffing and training duties associated with our Brighton branch and providing a customer focussed HR and administrative service. Structure of interview – Time, number of questions, competency based questions, feel free to ask questions or ask us to repeat anything your not sure about Will be taking notes during interview, these along with your application form and details will be kept confidentially in line with the DPA on record for 6 months Question 1 – Lydia: Can you give us an example of when you have used your initiative within a team and what was the outcome? (4 minutes) Question 2 – Stuart: Can you describe a time when you have given excellent customer service? (4 minutes) Question 3– Ester: Can you give us an example of a time you have dealt successfully with a situation that didn’t go according to plan? (4 minutes) Question 4– Aneta: Can you give us an example of when you contributed to designing and delivering a training plan? (4 minutes) Close Aneta: Do you have any questions? Can I just check you’re happy with the proposed hours of 25 a week over 3 days? Salary confirmed at offer stage, subject to experience (27-30k) We have some other candidates to interview within the next few days. We will make a final decision within the next week We hope for the successful candidate to start at the end of May, subject to pre-employment checks and length of notice period If you wish to contact us with any questions or concerns in the meantime please do hesitate to contact any of us. INTERVIEW 2: GEORGIA BLACK Welcome- Ester Good afternoon thank you for coming, please take a sit. These are my colleagues (Lydia, store manager, Aneta HR Manager, Staurt HR Manager, and I am Ester Head of Retail Operations). Can I get you anything to drink? I hope the information we sent you by email was helpful to find us. So how did you hear from us? What did you hear about our company? â€Å"We are a retail company with 30 stores in the UK, and our company is growing every year. Our Brighton store opened a year ago, and we’re looking for an HR Officer to join our team of 150 employees. The interview will last around 20 minutes,  and we’ll each ask you a question Will be taking notes during interview, these along with your application form and details will be kept confidentially in line with the DPA on record for 6 months Question 1– Ester: Can you give us an example of a time you have dealt successfully with a situation that didn’t go according to plan? (4 minutes) Question 2 – Lydia: Can you give us an example of when you have used your initiative within a team and what was the outcome? (4 minutes) Question 3– Aneta: Can you give us an example of when you contributed to designing and deli vering a training plan? (4 minutes) Question 4 – Stuart: Can you describe a time when you have given excellent customer service? (4 minutes) Close Stuart: Thank you for attending today’s interview. That completes our questions for you – do you have anything you would like to ask us? Can I just check you’re happy with the proposed hours of 25 a week over 3 days? Salary confirmed at offer stage, subject to experience (27-30k) We have further candidates to interview, but will be looking to make a decision within the next week, so you should hear from us no later than 1 week time. We’re hoping for the successful candidate to start at the end of May. Once we have made our decision we will also be happy to provide feedback should you wish to receive it. All offers will be made on basis of receiving 2 satisfactory references – are you able to provide these? In the meantime, if you think of any questions after you leave, please feel free to get in touch with us and we’ll be happy to help. 7. Notes INTERVIEW 1: Candidate’s Name: SARAH GREEN Post: HR OFFICER Panelists: Aneta, Stewart, Lydia, Ester Date: 30th April 2014 Score: 77.8% * Candidate seemed confident and has a positive attitude, * Demonstrated interest in working for RETAIL GROUP, * Implemented a train plan to motivate staff and improve sales as hadn’t hit target for 6 months. Since doing this, has increased sales. * She has knowledge on how to combine HR and some training experience within self and safety. Also the candidate has the experience of delivering induction to new starters, (not to large group though), *Gave an example about helping an internal customer service to achieve their goals and in the same time she shown her own initiative, * Displayed experience in presentation design and delivery through her work in committees , * Displayed fluency in English, * Able to express herself easily, * Low tone, needed more time to think but when speaking but confident, *Asked few questions at the end of the interview re benefits and working hours, * She is interested in the job as she feels that it would provide growth to her career, INTERVIEW 2 Candidate’s Name: GEORGIA BLACK Post: HR OFFICER Panelists: Aneta, Stewart, Lydia, Ester Date: 30th April 2014 Score: 88% * Candidate seemed confident and has a positive attitude. *Described previous retail experience in retail – currently not working in this sector but showed interest to work in retail again as enjoyed it in the past, * Displayed training experience and skills with large groups (40+) as per her role at Sussex University (developed and delivered a new system that combines IT and HR,) *Provided example about employee who didn’t receive their salary in their last month and Georgia had to communicate/liaise with other teams, including senior members of staff, to resolve the problem calmly, resulting in the employee being paid correctly. * Doesn’t do any administrative tasks at her current job only checking employment contracts where there is a problem, * Able to communicate with senior managers and entry level employees *Provided good customer service to an internal customer (employee) who hadn’t had their induction so took it upon herself  to carry this out and the customer was very happy and felt well integrated af ter. * Described previous experience inn working within a tight timeframe and prioritizing tasks according to an action plan. (currently her deadlines are quite flexible), *Asked if she could work from start 10 am – 6pm due to childcare, *Asked for 10K more due to the extensive experience, Selection criteria 8. List of records from R&S process which will be retained with explanation of the legal requirements The information may be requested about any disability that might affect someone’s application – for instance if there are any reasonable adjustments that the organisation may make to assist in the application process or in the job itself. Recruitment records should be kept for a period of time, perhaps six months, in case of any discrimination challenge, or if a vacancy occurs and the organisation believes that any previous applicants may be suitable – it can provide a short cut in the recruitment process. That is, for compliance purposes it is essential not only to retain records but to be able to access them for mandatory self-audit and government reporting as required. As per the above the records from the interview with Ms Sara Green & Ms Georgia Blackthat will be retained and these are as following: Job descriptions, setting out the purpose, duties and responsibilities of each job, Person specification, setting out the characteristics and competencies necessary in the person who is best suited to perform the job, A list of question asked during the interview process, An interview assessment form, Notes from the interview, A copy of passport, A copy of proof of Right to Work in the UK, Source: http://www.acas.org.uk/media/pdf/7/r/B03_1.pdf), p. 5

Ten Interview Tips for Green Card, Visa Applicants

Many immigration cases, including requests for green cards and visas for spouses, require interviews with officials from U.S. Citizenship and Immigration Services. How you handle the interview could determine whether you win or lose your case. Here are 10 tips for interview success: 1. Dress for the Occasion. It’s human nature that immigration officers will form an opinion about you by the way you look. You don’t need to rent a tuxedo, but dress as if this is an important day in your life because it should be. Don’t wear T-shirts, flip-flops, shorts or tight pants. Dress conservatively and look as if you’re ready for serious business. Go easy on the perfume or cologne, too. There’s no law that says you have to dress as if you’re going to church. But if you wouldn’t wear it to church, don’t wear it to your immigration interview. 2. Don’t Create Complications. Don’t bring items to the immigration center that may violate security or cause problems for guards using scanners at the door: pocket knives, pepper spray, bottles with liquids, large bags. 3. Show Up On Time. Arrive at your appointment early and ready to go. Being punctual shows that you care and that you appreciate the officer’s time. Get off to a good start by being where you’re supposed to be when you’re supposed to be there. It’s a good idea to come at least 20 minutes early. 4. Put Your Cell Phone Away. This is not the day to be taking calls or scrolling through Facebook. Some immigration buildings do not permit bringing cell phones inside anyway. Don’t annoy your immigration officer by having a cell phone ring during your interview. Turn it off. 5. Wait for Your Attorney. If you’ve hired an immigration lawyer to be there with you, wait until he or she arrives to start your interview. If an immigration officer wants you to do your interview before your attorney arrives, politely refuse. 6. Take a Deep Breath and Be Confident That You’ve Done Your Homework. You have done your homework, haven’t you? Preparation is the key to a successful interview. And preparation also helps reduce stress. If you need to bring forms or records with you, make sure you have them and make sure you know what they say. Know your case better than anybody else. 7. Listen to the Officer’s Instructions and Questions. Interview day can get tense and sometimes you can forget to do the simple things like listening. If you don’t understand a question, politely ask the officer to repeat it. Then thank the officer for repeating it. Take your time and think about your response. 8. Bring an Interpreter. If you need to bring an interpreter to help understanding English, bring someone who is fluent and trustworthy to interpret for you. Don’t let language be a barrier to your success. 9.Be Truthful and Direct at All Times. Don’t make up answers or tell the officer what you think he wants to hear. Don’t joke with the officer or try to be evasive. Don’t make sarcastic remarks — especially about legally sensitive matters, such as drug use, bigamy, criminal behavior or deportation. If you honestly don’t know the answer to a question, it is much better to say you don’t know than to be untruthful or defensive. If it’s a marriage visa case and you’re interviewing with your spouse, show that you’re comfortable with each other. Be prepared for questions that may be specific and somewhat intimate about each other. Above all, don’t argue with your spouse. 10. Be Yourself. USCIS officers are trained and experienced in detecting people who are trying to be deceptive. Stay true to yourself, be genuine and stay honest.