Personalize Your Own Volleyball Spandex

then share 50 core questions that will surely in a selection interview. While it is always advisable to be spontaneous, it's good to know what we can get to ask.

1. Who knows about us?
2. do you want to work for us?
3. has to offer?
4. What do you love the job?
5. you looking for in a job?
6. Because you left your last job?
7. What do you think of your last employer?
8. What do you like most about your last job?
9. What do you dislike?
10. Tell me your top 5 most important achievements
    
    
11. Comentame solving a problem you've recently
12. 're creative? Give me examples
14. Describime your personality Tell me 3 strengths and 3 defects
15. Dame examples do you think you have the strengths and weaknesses you mentioned
16. Where do you see yourself in 5 years?
17. What are your career goals?
18. have you done to achieve these goals?
19. What you can do us that no one else can?
20. you prefer to work in groups or individually?
    
    
21. Why should we hire you?
22. What were your major accomplishments in your previous job?
23. Tell me some unexpected problems you had in your earlier work
24. What do you think you learned in your last job?
25. If I speak with your last boss, what things you think he would say about you?
26. We have a story of your life where something successfully solved
27. If you were in charge of making the selection, what qualities would you like me?
28. You consider yourself a leader or follower? Why?
29. What was the most important decision you had to drink?
30. That people irritate you?
    
    
31. If I return back in time, that issues relating to your job or career change?
32. do things to consider when postularte for a job?
33. What things have you marked your life?
34. People generally trust you? Why?
35. What things bother you now?
36. What things to expect from this work that you have not obtained in the above? Because
37. abandon your previous jobs?
38. you think that your previous employer to hire you again? Why?
39. As you get on with your work colleagues?
40. What kind of boss do you prefer?
    
    
41. You tried to conduct a business or venture on your own? What happened?
42. What motivates you? Money, success, social recognition, the difficulties?
43. belong to any club or organization? The
44. receive in your last job?
45. What are your current financial claims?
46. Why change jobs so often?
47. Why did you have so few jobs?
48. honors or you're high on something?
49. Why study what you studied?
50. Why not pursue a career?

Source: http://www.laboralis.com.ar/

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interview questions Tips to build your CV! Vacation

In this article we share the results of a survey conducted by the American Society HR Managers, where managers of very important things companies say that they like a CV and what not, which prefer CV model and more!

A group of 85 HR managers importates U.S. companies have participated in a survey which inquired about how to be a "perfect CV." The survey was conducted by the American Society of Human Resource Management (SHRM, for its acronym in English) and Laboralis has had the privilege of accessing the results, which we share then we hope will be useful!

+ 77.6% said a search to sail in places where people can upload your CV such as zonajobs, boomerang, etc.

+ 68.2% said they prefer to receive a resume via email.

+ Regarding the file extension, 95.3% said they would prefer CV in Word, and 51.8% said he also likes receiving them in PDF format (the question allowed multiple responses)

+ CV type of HR managers prefer? 50.6% said they prefer a chronological CV type, while 27.7% said they preferred a combination of chronological and functional. 16.9% said that the type of CV did not care.

+ Resumes for positions in lower ranks, 32.5% said he likes people to express their goals in their CVs, while 42.2% said it was not necessary, only matters that it is well written.

+ 47% said that a CV should not exceed one page, 21.7% said they may exceed one page and 31.3% said the number of pages does not matter.

+ should be presented on high quality paper? 33.7% answered yes, 50.6% have no preference, only 4.8% said it is not necessary to submit a CV with a high quality paper and 10.8% said they would not matter because only handle so Resumes electronics.

+ 77.1% said that the applicant must specify whether an organization has participated in community service or similar.

+ For hobbies: 18% said they should be included and 48.2% said they should be included only if they relate to the work to apply.

+ 56.6% said they should include the average, 13.3% said no and 30.1% had no preference.

+ 49.9% want to see extra curricular activities in the CV

+ The 80.7 said it is very important that the email address is professional, ie do not want email addresses as pepito_sexy_83@blablabla.com

+ 78.3% said that if the call an applicant for an interview will hear a message "unprofessional" on your answering machine, also continue to convene for the interview but that gives a very bad impression of the person. 9.6% said that if they hear a message unprofessional and desist from hanging summon for interview.

+ 73.5% said that the work history just want to see descriptions such as "short bulleted statements", ie, by way of ticks, as it is being written this article, although obviously very short ticks.

+ The 86.7 To view the listing of achievements in previous jobs.

+ The employment history must go back to 10 years later, held 32.5%. 61.3% said that older works may be mentioned that 10 years but must be related to the position you are applying.

+ What is the most important in a CV? 65% said the most important thing is both presentation and content, ie not only care about the content area or presentation, but both issues.

+ That is what makes a CV stand out from the rest? 97.5% said that it is easy reading and has an attractive design.

+ What things can be discarded automatically make a CV? 94.9% said write errors, 75% said it is difficult to read and 87% said they have a questionable or inconsistent work history. (The question admitted multiple responses)

+ It's okay to call an applicant to see if your resume was received? 41% said yes, while 33.3% said that people hate to do that.

+ Finally, 48.7% said it is okay to call the applicant to see how is the selection process after a few weeks if you do not hear of it. In this regard, 80% prefer that this consultation is done by email. On the other hand, 20.5% said that people hate to do that because if you have not heard then you have not been selected.

That's it! We hope this information is of value and is helpful in making your Curriculum Vitae. If you have not did, I invite you to visit this page to download Models CV!

Source: http://www.laboralis.com.ar/

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Here we look at everything about the holiday arrangements, to be: how long corresponds happens if the employer fails to grant, its accumulation, conditions for the enjoyment of them and their cash compensation among others.

The LCT in Article 150 stipulates that a worker shall have a minimum continuous period of paid annual leave from:

a. 14 calendar days if its age does not exceed 5 years. B.
21 consecutive days if its age is greater than 5 years but not exceeding 10. C.
28 days calendar if your age is above 10 years but not exceeding 20. D.
35 calendar days if your age is over 20 years.

To calculate the age for the purpose of vacation, seniority is calculated that the worker would be December 31 this year.

To be eligible to enjoy the holiday in the periods specified above, it is necessary to have work, least half the days of the calendar year, computing, for that purpose, those holidays where the employee served. Also, are also considered working days, those days in which the employee does not enjoy being served by a legal license or conventional, being affected by illness or accident the defendant or any other causes which are not attributable to it , according to art. LCT 152.

When the worker is eligible to enjoy the time limits set forth above, ie has not worked, at least half the days of the calendar year, will entitled to one (1) day off every twenty (20) days of actual work, where to post the actual days of work applies the same criteria above.

Licenses must begin on a Monday or the next business day if Monday is a holiday. This requirement applies to all workers regardless of their age.

While generally in practice the holiday period is usually coordinated with the employer, the law stipulates that it will decide the same and should 'notice of forty-five (45) days at least. And, the period enjoyment must be between 1 October and 30 April next year, unless the administrative authority, the nature of the activity, authorizes its execution at another time of year.

important thing to note is that you lose leave not enjoyed. The law expressly prohibits compensation because the purpose of these is that workers enjoy an annual period of paid leave and continued to preserve their mental and physical integrity. The only exception in terms of financial compensation is compensation for vacation not enjoyed due to the employee upon termination of the relationship, whatever the causal to the motive, which includes the salary for the period of rest corresponding proportion as the fraction of the year worked, not the total rental due, and that, precisely, vacation not enjoyed are lost.

For this, and to safeguard the integrity of the worker, the law empowers him to take vacation, reliable notification by, in case you have not been reported at the time of expiration of communication (45 days before April 30), so re-entering the employer's orders before 31 May.

Finally, some brief points:

Remuneration for vacation must be paid in advance, ie before the start of the enjoyment of them.

If both spouses are serving the same employer, it must provide both holidays together, provided this does not affect the normal development of the farm.

can only collect 1 / 3 of the previous holiday period, which is necessary for an agreement of willingness on both sides. This accumulation can be used to extend the term next vacation or special leave accumulated with, to be: the birth of children, marriage death of a spouse or partner, parents, siblings or children; study.

Source: http://www.laboralis.com.ar/

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Suspensions, warnings and reprimands

In this article we will explain everything related to disciplinary suspensions, the warnings and warnings, so you know what your rights and the remedies accordingly.

One of the rights that the Labor Contract Law gives the employer is the disciplinary authority. The spirit of the LCT is based on the disciplinary measure has the correct order conduct that is an educational sense and not merely punishment.

Thus, to a lack commented on by the worker and attentive to the magnitude of it, the employer may decide to impose day suspension. The length of the suspension will always be proportional to be commented and during these days, the employee should not provide services, being also on fallen will be deducted from your paycheck.

The day suspension limit the employer can apply is thirty (30) days within one (1) year, which begins to run from the first suspension. Arriving this number of suspensions to the employer holds the option to terminate the link, in principle, with just cause, but it is important to never exceed this limit because otherwise it will be the worker who may be considered dismissed. For

that after teint (30) days of supensión the employer can dismiss a just cause, we must say that is just as well in principle. Fittingly, the justice who will rule on whether or not there was just cause. This is because the employer, as sometimes happens, decided to administer suspensions indiscriminately and malicious criteria so as to reach these trein accumulate (30) days and to dismiss with "just cause." When such situations arise it is important that the employee contesting the suspensions. Challenge



the law states that the employee may challenge a suspension to be unfair. The worker can attack the suspension questioning its provenance (origin) or extension (day suspension). The challenge must be made within thirty (30) calendar days after notification of the suspension. However, even when workers challenged the measure imposed by the employer, must meet the days of suspension and the same shall also be deducted from your salary.

However, the difference is that the worker not to contest the suspension, you are consenting, that is, recognizes and considers it fair and / or proportional to the offense. Thus, in the event that accumulate trein (30) days of suspensions and employer links and to extinguish the lawsuit alleged, the employer must prove the causal situations and circumstances of each suspension but, to be agreed to by the worker as this is not the challenge, but must show that the applied, ie the letters simply exibhir document that reported the different suspensions. Has challenged one, several or all suspensions, the employer has to prove all the employee committed misconduct, something rather difficult to achieve.


reprimanded and Warnings
We must make it clear that the only disciplinary suspensions are legally established. That is, while it may be beneficial to the worker using these methods of administration of discipline, they do not have the legal effect of the suspensions, which have a maximum period of accumulation and a challenge procedure including .

útlimo To illustrate this, in line the majority opinion of the law, if an employee has 25 days of suspension 10 cautions and warnings 7 can not be fired for "just cause" as the sum of 10 warnings and 7 warnings do not result in an equivalent to 5 days suspension. Again, the only disciplinary suspensions are legally established, if the employer has had a warning or reprimand, the judge must understand the seriousness of the offense was not warranted the application of a suspension and that the employer has opted for a reprimand or warning. In this sense, a person can earn 20 reprimands and 20 admonitions without implying a judicious and fair source of dismissal for just cause, because as we said before the only required legal action is the suspension.

Source: http://www.laboralis.com.ar/