Have You Ever feel like tearing your hair out while stuck in traffic? Are you aggravated by sky-high gas prices or costly repairs necessitated by poorly kept roads and pot-holded pavement? Join the club.
The personal finance website nerdwallet.com recently aggregated the results of assorted statistics and surveys to compile a list of the ten worst big cities in the U.S. for drivers.
Though only 28 percent of its residents drive to work, New York City tops the list with the most frustrated drivers, thanks to an average 59 hours stuck in traffic per commuter, gas prices that run around 7.67 percent higher than the national average and a tightly packed population of 27,012 people per square mile (with many of them darting out randomly in traffic between parked cars like the targets in some demented video game).
The site’s editors examined the 50 largest urban areas by population and rated them according to the annual average hours delayed in traffic per commuter according to the Texas A&M Transportation Institute, the percent difference between local gas prices and the national average and population density statistics from the 2010 U.S. Census. We’re featuring the top 10 civic offenders and full stats for each – including the overall driver frustration score (lower numbers mean commuters fare worse) in the accompanying slide show.
The Zen masters at the Washington State Patrol advise drivers to avoid a costly trip to the therapist and follow these tips to help assuage highway aggravation and avoid mixing it up with other equally perturbed motorists:
Allow plenty of time for the trip, listen to soothing music, improve the comfort in your vehicle, and understand that you cannot control the traffic, only your reaction to it. In the end, we may very well discover that personal frustration, anger, and impatience may be the most dangerous “drugs” on the highway. Be polite and courteous, even if the other driver is not. Avoid all conflict if possible. If another driver challenges you, take a deep breath and move out of the way. Never underestimate the other driver’s capacity for mayhem. Don’t make aggressive hand gestures to the other drivers when they offend you with their driving. Control your anger; remember it takes two to start a fight.Avoid prolonged eye contact with the bad or angry driver.
Fortunately, some of the urban areas on the list of cities that are worst for drivers are also among those having the best public transportation systems in the nation, including NYC, Chicago, San Francisco, Boston and Washington D.C.. Of course there’s the misfits, malcontents and misfortunate characters commuters are forced to contend with while riding the trains and big-city buses to work, but that’s another story for another survey.
10. Philadelphia, PA
Annual Hours of Commuter Delay: 48
Gas Cost Versus National Average: -2.71%
Population Per Square Mile: 11,379
Overall Motorist Frustration Score: 58.2
9. Portland, OR
Annual Hours of Commuter Delay: 44
Gas Cost Versus National Average: +15.16%
Population Per Square Mile: 4,375
Overall Motorist Frustration Score: 55.1
8. Honolulu, HI
Annual Hours of Commuter Delay: 45
Gas Cost Versus National Average: +17.28
Population Per Square Mile: 5,573
Overall Motorist Frustration Score: 51.3
7. Oakland, CA
Annual Hours of Commuter Delay: 61
Gas Cost Versus National Average: +5.38
Population Per Square Mile: 7.004
Overall Motorist Frustration Score: 49.4
6. Washington, D.C.
Annual Hours of Commuter Delay: 67
Gas Cost Versus National Average: -3.07
Population Per Square Mile: 9,856
Overall Motorist Frustration Score: 48.9
5. Boston, MA
Annual Hours of Commuter Delay: 53
Gas Cost Versus National Average: +3.04%
Population Per Square Mile: 12,793
Overall Motorist Frustration Score: 48.7
4. Los Angeles, CA
Annual Hours of Commuter Delay: 61
Gas Cost Versus National Average: +7.24%
Population Per Square Mile: 17,179
Overall Motorist Frustration Score: 36.1
3. San Francisco, CA
Annual Hours of Commuter Delay: 61
Gas Cost Versus National Average: +5.75%
Population Per Square Mile: 17,179
Overall Motorist Frustration Score: 36.1
2. Chicago, IL
Annual Hours of Commuter Delay: 51
Gas Cost Versus National Average: +30%
Population Per Square Mile: 11,842
Overall Motorist Frustration Score: 29.1
1. New York City, NY
Annual Hours of Commuter Delay: 59
Gas Cost Versus National Average: +7.67%
Population Per Square Mile: 27,012
Overall Motorist Frustration Score: 23.2
Saturday, 9 March 2013
Top 10 Cities with the most frustrated motorists
One Of the Rare Australian Coin Fetches Record Sale Price
The first coins ever used as Australian domestic currency was this week sold for the U.S. equivalent of about $508,000, setting a new world record, the auctioneer said.
The price set a record for sales of the rare coin known as the "Holey Dollar," which was created in the early 1800s.
The auction was Wednesday in Melbourne, Australia, and the buyer was a private collector from the Australian state of Western Australia, according to a release from Coinworks, the dealer that handled the auction.
The coin was one of the finest specimens of Holey Dollars in existence, Belinda Downie, a numismatics expert and managing director of Coinworks, said in a release.
"This Holey Dollar was created from a Spanish Silver Dollar that had been minted at the Lima Mint in Peru in 1808," she said. "Only twenty of the 200 specimens held by private collectors have ties to the Lima Mint. And this is the absolute finest of them all."
The previous high sale for a Holey Dollar was made in 2011. The price was the U.S. equivalent of around $500,000.
According to Coinworks, the Holey Dollar was introduced in 1813 to alleviate a currency crisis in New South Wales, the fledgling colony that would later form part of the Commonwealth of Australia.
Gov. Lachlan Macquarie purchased 40,000 Spanish Silver Dollars, then had the coins altered to ensure they would not be taken out of the colony in payment for exports.
A circular disc was removed from the center of each coin and the remaining outer ring stamped with the year and New South Wales issuing authority. The coin's value was 5 shillings. The inner portion that was punched out of the coin was re-stamped and used as a 15-pence piece. It was called the 1813 Dump.
The coins were removed from circulation between 1826 and 1829 and melted for their silver.
Chief of Police targets racist applicants
chief of police hired to rebuild a tiny Tennessee department dismantled by scandal is using a lie-detector test to keep racists off his force.
Coopertown Police Chief Shane Sullivan took over the department in November, becoming the 11th chief in as many years. He was hired on the heels of a series of police scandals that for a few months left Coopertown with no police at all. Years before that, a mayor was voted out of office after the local prosecutor accused him of racism and running a notorious speed trap.
Law enforcement experts say Sullivan's polygraph approach is unusual, though some departments use the devices for other purposes during the application process. Others try to root out bias in other ways. One polygraph expert warned that lie detectors can't accurately predict racism for reasons that include people's inability to recognize their own racism.
Sullivan said he doubts racists will even apply for the force if they know about the tests.
"I think the polygraph will definitely keep these people from applying," the 39-year-old chief said.
And he believes the policy is working, because he says it's already discouraged some applicants. "I've told a couple of ones about the polygraph who have not called me back."
Before Sullivan's hiring, the sheriff's department had overseen law enforcement in the town 30 miles northwest of Nashville while the department was temporarily disbanded.
First, the only full-time patrolman was fired over a road rage incident. Then the reserve officer was dismissed after a dashboard camera captured him using a racial slur to describe a black motorist. The dash cam video was later aired in the media. Soon after that, the police chief quit.
Coopertown Mayor Sam Childs said the chief resigned because of the "predatory media."
The rural community of about 4,000 people that is 95 percent white earned a reputation as a notorious speed trap, with about a third of its revenue coming from speeding tickets handed out by city police during the former mayor's tenure. In 2006, the National Motorists Association said Coopertown had one of the most "blatant examples of speed traps in the country." It stopped after a prosecutor filed a petition against the mayor in 2006. Its 25 squares miles encompass significant stretches of Interstate 24 and another highway that drivers use to cut through to Interstate 65.
In 2006, the county prosecutor asked a court to oust then-Mayor Danny Crosby on allegations he was running a speed trap and ordering police to target Hispanics, out-of-towners and soldiers from nearby Fort Campbell, Ky., for traffic tickets.
Although an appellate court agreed with a lower court's finding that Crosby's conduct and statements were strongly suggestive of "bigotry, sexism or utter foolishness," it refused to remove him. Crosby was later voted out of office and the speed trap is gone.
One lifelong resident said he's fed up with the city government and the police department making the town look bad.
"It's put a black eye on the city," Wayne Brown said of Coopertown's controversies. Brown, a mechanic and football coach, said he thinks there should be no city government or police department because they aren't providing any services.
"Other than writing speeding tickets, they don't do anything for us." Brown said of the department.
The new chief intends for his lie detector idea to help clean up the Coopertown's image. Candidates are required to answer whether they have ever committed a hate crime or a race-based crime.
"It doesn't ask if you've ever made a racist remark or slur," the chief said. Nor does the test ask people if they are prejudiced against any ethnic or religious minority.
Sullivan, who has taken the lie detector test himself, said he's hoping to establish a professional police department that can eventually provide 24-hour service seven days a week. Right now, he doesn't have the staff to police the town around the clock and leaves those duties up to the sheriff's office. He's already hired two police officers, both of whom have passed the polygraph, and he wants to add more. The department's budget is about $250,000 this fiscal year, Sullivan said, and the chief makes $41,000.
Bob Peters, a spokesman for the American Polygraph Association, said asking about factual matters is a better approach than using subjective questions about prejudice or racism. He says a polygraph can't accurately predict whether someone is racist.
"There might be people whom I might think have racist attitudes but they might not think so," said Peters, whose association has established best practices for use of the polygraph.
Peters says the new chief is using the best approach, and some voters are applauding him.
"I am very pleased with Chief Sullivan and the effort he is making to create a sound and secure police department for Coopertown," said Valorie Buck, chairwoman of the Coopertown Community Development Committee.
Malik Aziz, national chairman of the National Black Police Association, said the best way to keep bigots from being cops is through extensive background checks.
It's not unusual for police departments to use polygraphs on people before letting them join the force. Police applicants can be asked about past drug use or whether they have been involved in criminal activity.
"I haven't heard of any agency using a polygraph specifically geared toward eliminating racists from the application process," he said.
Sullivan says he's also using background checks to probe the racism issue.
The Metropolitan Nashville Police Department requires job candidates to undergo a voice stress test during the interviewing process, department spokeswoman Kristin Mumford said. Would-be officers are asked about bias during the test.
Voice stress tests are similar to polygraph tests, but instead of measuring heart rate and blood pressure, they detect changes in an applicant's voice pattern.
The department, she said, also uses an extensive background check and psychologically evaluates its job candidates.
"Polygraphs in and of themselves have a lot of problems," Hedy Weinberg, executive director of the ACLU of Tennessee, said.
Still, Weinberg commended the chief for the effort to bar racist applicants. But she thinks the best way for police departments to be accountable is by making sure citizens have their complaints of unfair treatment investigated.
Carolyn Murray, a professor of psychology at the University of California Riverside, supports other types of testing to detect bias, such as ones that use images of different racial groups and gauge reaction time when they are described as either "good" or "bad." Still, she applauded Sullivan's approach.
"If he's making this effort, he's making the biggest effort I've seen to date," Murray said. "You're not going to get everybody, but you will be able to stop a few people who would have been able to do a lot of damage to citizens."
Friday, 8 March 2013
Neglected Prisoner Gets $15.5 Million After Serving 22 Months In Solitary»
Neglected Prisoner Gets $15.5 Million After Serving 22 Months In Solitary»
-»Stephen Slevin spent 22 months in solitary confinement in a New Mexico jail.
During that time, his mental health deteriorated, fungus grew on his skin, and he was forced to pull his own tooth after being denied access to a dentist.
A recent settlement with Dona Ana County resulted in Slevin receiving $15.5 million.
Initially, Slevin was awarded $22 million by a jury, but Dona Ana County appealed.
The two parties reached an agreement this week.
According to NBC News, Slevin's attorney, Matt Coyte, said his client's "mental health has been severely compromised from the time he was in that facility. That continues to be the same.
No amount of money will bring back what they took away from him.
But it’s nice to be able to get him some money so he can improve where he is in life and move on."
During his 22 months in solitary confinement, Slevin developed bedsores and lost 50 pounds.
The ordeal began in 2005 when he was arrested on suspicion of driving under the influence and stealing a car, which he says he borrowed from a friend.
Slevin was never brought before a judge nor was he officially convicted of any crime.
He said he wrote letters, begging for help with his depression.
The before and after photos show the effect the 22 months of neglect had.
"Why they did what they did, I'll never know," Slevin told KOB4-TV.
"Walking by me, watching me deteriorate day after day after day, and they did nothing at all to get me help."
Slevin's attorney said his client was battling depression at the time of his arrest.
His health woes continue. He was recently diagnosed with lung cancer.
He also suffers from post traumatic stress disorder due to his time in jail.
Jess Williams, Dona Ana County's public information director, told NBC News that the jail is making an effort to improve the way it treats prisoners with mental illness.
Thursday, 7 March 2013
Job Vacancy At Guinness Nigeria Plc
Job Vacancy At Guinness Nigeria Plc
Vacancy - Retail Development Managers - Spirit
Diageo Brands Nigeria (an integral part of Guinness Nigeria) is responsible for the sales and marketing of Diageo's iconic spirits brands (like Johnnie Walker, Smirnoff, Bailey's among others) in Nigeria.
In order to drive a Total Beverage Alcohol (TBA) agenda, we have a dedicated sales force focussed on building the relationships in trade required for our spirits brands to continue to be Number 1 across the different categories.
Our sales team members are our liquid experts, respected internally and externally as a source of knowledge across categories through their passion and skill.
Across the trade they deliver gold standard for quality, visibility and persuasion.
Job Title: Retail Development Managers - Spirits
AutoReqId: 36103BR
Function: Sales - Field Sales
Level: L6 (MS1)
Reports To: Regional Sales Manager - Spirits
Functional Capabilities:
To support the Spirits Function in the achievement of its business objectives through the effective development & management of a designated sales territory including implementation of all sales activities/programmes in the sales territory
Top 3-5 Accountabilities:
Management and achievement of sales volume, value targets and KPI targets (Distribution & Visibility) within outlets
Drive the highest standards of executional excellence through the implementation of brand outlet specific growth drivers, business plans, trading term compliance & category management
Implementation of customised visibility solutions per target outlet (POS, Menu design/printing, bar branding solutions and back of bar displays)
Build long term brand relationships with key influencers (bar owners/bar staff/popular personalities)
Educating Customers & Consumers on the Quality, Provenance, and Heritage of our brands in an exclusive and elegant manner.
Qualifications and Experience
Graduate calibre:
Enjoys meeting people and building relationships
Loves and thrives on the night life
Experience in selling premium/lifestyle brands preferably in the premium drinks category
Compelling seller, customer influencer, excellent communicator and presenter with adaptability of style
Experienced driver with valid license
Barriers to Success in Role
Lack of belief, liquid knowledge and passion for the brands – you have to be able to communicate brand benefits in the face of obstacles and tough challenge.
Inability to drive
Dishonesty/lack of integrity
Flexible Working options
Based in a defined geographical area.
Minimum of 80% Field Based
Some travel to HQ essential
Application Closing Date
14th March, 2013
Method of Application:
Interested and qualified candidates should:
Click here to apply online
Jobs Vacancy in Nestlé Nigeria Plc
Jobs Vacancy in Nestlé Nigeria Plc
Job Reference: TechTC2013
Job Title: TRAINEE ENGINEERS
Department: TECHNICAL TRAINING CENTRE
Job Details: Do you crave to have practical Engineering Training?Job Description:
We are the leading nutrition, health and wellness Company in the world and the industry reference for financial performance.
Our nutrition, health and wellness agenda continue to bring enhanced benefits for consumers, greater brand differentiation in the market place and increased value for shareholders.
Nestlé Nigeria Plc, seeking to up-skill self –driven, motivated and qualified young individuals to acquire both theoretical and practical technical skills at our Technical Training Centre in Agbara.
The Centre offers 18-month multi-skill, theoretical and rigorous vocational training in three core disciplines:
Mechanical maintenance activities.
Electrical / Instrumentation / Calibration maintenance activities.
Introduction to Automation maintenance.
Learning Facilities:
The Centre is ideally located in the middle of engineering activities in the factory. It is well equipped with the following facilities: modern classrooms, standard library, computer and technical drawings rooms, state-of-the-art electrical / instrumentation / automation and mechanical workshops.
The students are exposed to industrial work experience in the various plants within the factory.
Trainees are continuously assessed and appraised during the period of training.
Overseas Training:
The best five students on completion of the programme will be sponsored by Swiss embassy to do a 3-month internship at a Nestlé Factory in Switzerland.
The sponsorship is part of a bilateral Migration Partnership Agreement between Switzerland and Nigeria.
Entry Requirements:
Candidates must have obtained the following qualifications not earlier than 2011.
Minimum of Lower Credit in Ordinary National Diploma (OND) issued by a Nigerian Polytechnic in any of the following (or related) fields of study:
Mechanical Engineering
Electrical and Electronics Engineering / Electrical Installation & Maintenance Practice
Applied Mechanical and Electrical Engineering (Mechatronics)
Applied Mechanical, Electrical and Electronics Engineering
Industrial Measurement and Control / Instruments Mechanics Work
Automation Engineering
In addition, candidates are mandatorily required to have five O’ Level credits or equivalent obtained in one sitting in the following subjects: Physics, Mathematic, English Language, Further Mathematics or Technical Drawing.
Method of Application:
Candidates who meet the above entry requirements should submit application electronically by completing online forms at www.dragnetnigeria.com/nnplc
Candidates should apply for admission only once. Only electronic applications will be considered.
Kindly ensure that e-mail addresses and phone numbers given are active and considered.
Only short-listed candidates will be contacted.
Application closes on Tuesday 12 March 2013
Important: Please note that the Nestlé Technical Training Programme is a Creating Shared Value initiative aimed at supporting Nigeria’s drive towards rapid transformation and development of indigenous technological capability.
Trainees are not Nestlé employees and will not be bonded to work for Nestlé after the programme.
Furthermore, Nestlé is not under any obligation to offer employment to trainees at the end of the training programme.
Career In Oduduwa University
Career In Oduduwa University
(Licensed by the FGN No. 38)
Details:
IFE/Ibadan Expressway RoundAbout, Ipetumodu,
P.M.B 5533, Ile-Ife, Osun State.
Website: www.oduduwauniversity.com
E-mail: registrar@oduduwauniversity.edu.ng
Tell: 08056565656
Vacancies Positions:
Rector.
Registrar.
Requirements:
Must have a minimum of master's degree in Public Adminitration or Educational Administration or the likes.
Must have years of experience in a Polytechnic or University )preferably, private).
Must be dynamic and must not be above 50 years of age.
Director of Cultural and Dramatic Studies.
Requirements:
Must have a minimum of first degree in relevant discipline.
Must be a vast person in cultural studies.
Must have been involved in cultural/dramatic studies in a university or Polytechnic.
Must be able to write and direct plays for film production.
Horticulturist.
Requirements:
With years of experience & picture of past works done.
Relevant qualification is an added advantage.
PhD holders in Physics, Chemistry, Biological Sciences, Computer, Mass Comm, Business Admin, Accounting, Economic.
Report (With credentials/evidence of experience) to the conference center, senate Building, Oduduwa University @12:noon - on 21/3/2013
Those who had applied before need not show up again.
Job seekers in National Recruitement Fair 2013
3 venues, 10,000 candidates,
100 Employers, 1 purposeTripplelink Global solutions proudly presents The "National Recruitement Fair 2013".
The "National Recruitment Fair"is a high profile employment taking place in Lagos,Abuja and Port Harcourt aimed at providing a platform for organizations (Public&private)all over Nigeria to meet with proactive job seekers,job changers,and top graduates.
Tailored after international recruitment fairs and strategically positioned to suit Nigeria's business environment;The National Recruitment
Fairs 2013 promises to be the largest of its kind in West Africa,
JOB SEEKERS:
Are you a fresh graduate or an experienced professional in Nigeria or in the diaspora and you're looking to relocate to Nigeria?
A suitable job placement in Nigeria can be difficult to find,and with the amount of competition vying for interview appointment you have to use every avenue
you can to maximize your chances of finding the job of your dream.
Be proactive,get ahead on your job-search by registering for the National Recruitment Fairs taking place in March,2013.
Meet-face-to-face with over 100 employers and professional head hunters in 3 strategic commerce destination in Nigeria; Lagos,Abuja&Port Harcourt.
EMPLOYERS
Are you recruiting in 2013?
Project your brand to over 10,000 + candidates in 3 strategic commerce locations in Nigeria.
We believe that a major steps than an employer can make in their efforts to leverage their human capital asset is finding and hiring the right employee.
Sponsor and Exhibit at the"National Recruitment Fair"and meet with (screened)proactive job seekers,job changers,and top fresh graduate in Lagos,Abuja&Port Harcourt.
The talent race is on and we are inviting you to come on board!
Confirmed Dates&Venues:
12th March 2013 at Oriental Hotel,Lagos
22nd March 2013 at sheraton Hotel,Abuja
26th March 2013 at presidential Hotel,Port Harcourt
UGRL,an international computer Education & Training institute,is looking for qualified professionals for its operation in Nigeria.
Applications from suitable candidates with the ability to multitask and work under pressure with minimum supervision would be considered for the following positions at our locations in Lagos,Ibadan,PortHarcourt,sokoto&Abuja.
To register, visit www.nationalrecruitmentfairs.com or call us on 01-8447646, 080322870010, 08184369605, Follow us on twitter@hiring4success and like us on
facebook on: www.facebook.com/nationarecruitmentfairs to keep up with regular updates.
Jextoban Secondary School
Passion For Excellence
Jextoban Secondary School
Day/Boarding
We offer a quality value in education and world class educational training with rich heritage in an ideal friendly learning environment.
Our Mission is to develop the total personality of the child through Christian virtues and values to excel in the global society.
Applications are invited from suitably qualified candidates who are at present in primary five or six fro admission into J.S.L 2013 academic session.
Our Facilities:
Qualified teaching personnel.
A conducive environment for learning.
Well stocked library.
Well equipped laboratories.
Secured and comfortable hostels.
Entrance Examination Dates 23rd March &18th May, 2013 By 9.00Am Prompt
We offer programmes, leading to the following examinations:
JSCE, SSCE, SAT, TOEFL,
CAMBRIDGE IGSCE 'O'/ A Levels Certificates
1/3, Ibadan Street, 13/15/17 Oyarinu Street. Km 36,
Iyana School Bus - Stop. Abiola Bus Stop Lagos/Ibadan Expressway,
Alapere Ketu - Lagos. Alapere, Ketu Ibafo, Ogun State.
P.O. Box 9558, Shomolu, Lagos.
Tel: +234 -1 - 813774
Email:- jextoban_forward@yahoo.co.uk
For Enquiries: 08035530048, 08033248396
Friday, 16 November 2012
Interview Preparation Tips
- Interview Preparation TipsNote: This sample is provided for guidance only. The provided information, including samples and examples, is not guaranteed for accuracy or legalityInterview Preparation TipsBefore The Interview:
» Have correct directions and plan accordingly for traffic and parking time
»Always know ahead of time who will be conducting the interview
»Ask ahead of time what type of interview format will be used (individual, panel, lunch, etc.)
»Research the company, the position, and the industry (minimum two hours)
»Memorize resumé
»Make sure interview clothes fit well and are clean and pressed
»Practice. Schedule a mock interview with the Career Center to help you prepareDay Of The Interview:
» Dress to impress
» Always arrive 15 minutes early
»Be nice and courteous to everyone
»Bring extra copies of resumé and a list of references in a portfolio with notepad and penDuring the Interview:
» Have a firm handshake
»Always remember to smile and show enthusiasm
»Consistently make good eye contact with all interviewers
»Be prepared with a 60 second commercial
»Limit responses to no more than 2-3 minutes per question
»Know strengths and weaknesses
»Be prepared to identify specific skills as they relate to the job
»Be prepared to answer questions about work style
»Provide examples that illustrate or demonstrate a specific skill or function
»Be ready to handle situational/behavioral questions utilizing the STAR (situation, task, action, result) approach
»Always ask informative questions at the end of the interview
»Ask about the next steps in the interview process
»Remember to shake everyone's hand and thank themAfter the Interview:
» Send a thank you letter to all interviewers
»Follow-Up with the employerDress Accordingly:
Women: » No excess jewelry
»Neatly styled hair
»No excess makeup
»No excessive perfume
»Dress shirt
»Jacket
»Long skirt
»Neat, trimmed nails
»Small portfolio
»Skin-toned nylons
»Close-toed shoes
»No spike heelsMen: » Clean-cut hairstyle
»Clean shaven face
»No excessive cologne
»Deodorant
» Dark colored suit
»Collared dress shirt
»Subdued tie
»No excess jewelry
» Small portfolio
»Dress slacks
»Black dress shoes & socks
»Belt, shoes and socks should matchThe qualities many interviewers value in a candidate include:
» Being well prepared for the interview
»Showing enthusiasm and expressing a willingness to work and learn on the job
»Honest, genuine answer to questions during the interview, rather than overconfident or arrogant attitudes
»Knowledge of the firm/organization and of the industry
»High energy level
»The ability to deal with other workers
»The ability to accept criticism and grow and learn from errors Interview Checklist - Questions to ask yourself if the interview went well.
»Did you arrive on time or a few minutes early?
»Were you appropriately dressed?
»Did you smile and greet the interviewer by name?
»Were you able to mention your skills and strong points?
»Did you show interest in working for the company?
»Did you answer most questions thoughtfully and completely instead of with "yes" or "no" responses?
»Did you stay on track and not ramble on about unrelated issues?
»Did you ask the interviewer all you needed to know about the job?
»Did you come prepared with reasons why you want to work for the company, reasons why the employer should hire you, and questions that indicated a genuine interest in learning more about the firm?
»Do you know what the next step is?
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