COMPLIANCE GUIDE FOR RECRUITING. What do you need to know in 2015? What do the new regulations mean? Safeguard your HR program.

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1 HR COMPLIANCE GUIDE 2015 FOR RECRUITING What do you need to know in 2015? What do the new regulations mean? Safeguard your HR program.

2 01 CONTENTS Page 1 02 Foreword 3 03 One year on... what s new? 3.1 The Jobs Bank 3.2 How to use the Jobs Bank? 3.3 Administrative details under the FCF Revisit: Fair Consideration Framework 4.1 What is the Fair Consideration Framework (FCF)? 4.2 What are the new rules? 4.3 Details of FCF 4.4 When is the FCF going to take effect? What does FCF mean for you? 5.1 Why is practicing fair employment important to you? 5.2 What does this ultimately mean for you? Fair Recruiting Practices Fair Recruitment Practices of Successful Organizations 6.2 Creating Non-discriminatory Job Advertisements What to avoid when creating job advertisements? Dos & Don ts of Job adverts 6.3 Examples of non-discriminatory employment interview questions (as proposed by TAFEP)

3 Page 07 Employing the tools & technology of the recruiting trade 7.1 What is an Applicant Tracking System? 7.2 What to look for when selecting a recruiting software? HiringBoss - Using technology to ensure HR Compliance Compliance Checklist Resources 10.1 The Labor Market in Singapore Key Indicators on Singapore Economy and People Labor Market Information 10.2 Building a Talent Factory The benefits of building a talent factory Checklists for building a talent factory 10.3 Common Recruitment challenges and their solutions 10.4 Standard Templates for Applicant Communications Response to unsolicited resume Rejection to candidate not interviewed Rejection to candidate who was interviewed 10.5 Interview Question Guide

4 02FOREWORD Having studied the recruitment industry for many years, we can safely say that without best practices in place, keeping track of your hiring process may potentially bring about lapses and taint a company s employer branding. Read on to find out how to avoid being in the limelight for the wrong reasons by staying in line with regulations to maintain your status at the pinnacle of the recruitment industry! 3

5 Last year, the Ministry of Manpower (MOM) cracked down on organizations and penalized more than 100 companies found to be discriminatory towards Singaporean employees. Even though the punishments aren t considered too severe, these companies now face greater scrutiny and a longer review period for EP applications. Some of these organization even had their work pass privileges suspended. With the shortage of skills and growing reliance on Foreign Talents to meet the labor demands, such seemingly light penalties inflict significant disadvantages on the company s bottom-line. Without proper compliance programs in place, the HR department could very well be the liability for the entire organization. In this 2015 edition, we ve put together an updated Compliance Guide for HR and in-house recruiters. In addition to an updated version of the Tripartite Guidelines on Fair Employment Practices (TAFEP), this guide will also cover the new Jobs Bank which was launched in August 2014 by the Singapore Workforce Development Agency (WDA). We recognize the importance of a guide like this especially for employers and hiring managers in Singapore in light of the changing regulations. We hope this comprehensive manual will be useful in helping to identify resources needed to implement fair hiring processes within organizations, especially in times like these where the need for transparency has shifted to the top of the priority list. This guide not only looks at how companies can fine-tune their recruitment process to be free from discrimination, but also showcases ways to track these processes to ensure compliance with regulations. We hope to shed some light on the increasing demand for an Applicant Tracking System (ATS) as the right tool to manage talent and processes effectively using data generated by such systems to evaluate and improve performance. In fact, the smartest organizations are already leveraging on analytics to gain competitive advantage and streamline their recruiting processes. ATS such as HiringBoss help organizations boost recruiting ROI, keep hiring costs to a minimum, and ensure compliance with regulations. It could be time for an overhaul of your organisation s recruitment process with the help of HiringBoss too. Having studied the recruitment industry for many years, we can safely say that without best practices in place, keeping track of your hiring process may potentially bring about lapses and taint a company s employer branding. Read on to find out how to avoid being in the limelight for the wrong reasons by staying in line with regulations to maintain your status at the pinnacle of the recruitment industry! The HRBoss Singapore Team 4

6 YEAR ON... 03ONE WHAT S NEW? A. To start work, Employment Pass (EP) applicants will need their EP and a Notification Letter (NL) Before... In the past, as request for EP issuance involved multiple steps and could take some time, EP applicants were allowed to work on the In-Principal Approval (IPA) while waiting for the issuance of the work passes. An IPA given to an EP applicant is valid for six months. The IPA is meant as confirmation that the work pass application has been approved, and to allow applicants time to make plans to come to Singapore to work. Upon issuance of the EP, the applicant is then issued a NL. Now... With effect from 16th March 2015, EP applicants will need a NL before they can commence work. This means that EP applicants can only start work once their pass has been issued and they have received a NL. The IPA letter will no longer allow EP applicants to start work. What you should do: Employers must request an Employment Pass to be issued before a foreign national can start working in Singapore. Source : Employment Pass now mandatory for foreign workers in Singapore B. Companies are required to advertise on the Jobs Bank before filing an EP application. Companies are required to advertise in the WDA (Singapore Work Development Agency) Jobs Bank before filing a new EP application. The advertisement will have to comply with the Tripartite Guidelines on Fair Employment Practices and run for at least 14 calendar days. Read more about the Jobs Bank in our blog post here. Learn more about the Jobs Bank on the next page. 5

7 3.1 THE JOBS BANK WHAT IS IT? Officially launched on 14 July 2014, the Jobs Banks is executed and managed by the Singapore Workforce Development Agency (WDA), and is a service provided free-of-charge for all Singaporeregistered companies, Singapore Citizens, and Singapore Permanent Residents. It is a public job portal aimed to help match local job seekers and employers online, and will also enable WDA to access a wider pool of local job seekers beyond its career centres. You can access the Jobs Bank portal at https://www.jobsbank.gov.sg WHAT DOES IT DO? The Jobs Bank will support the Ministry of Manpower (MOM) s Fair Consideration Framework. From 1 August 2014, the Jobs Bank will also be used by employers applying for MOM s Employment Pass to fulfil the advertising requirements under MOM s Fair Consideration Framework. This will help reinforce expectations for employers to consider Singaporeans fairly for job opportunities Image source : https://dl.dropboxusercontent.com/u/ /jobs-bank-infographics.pdf 6

8 3.2 HOW TO USE THE JOBS BANK? WHO IS IT FOR? Image source : https://dl.dropboxusercontent.com/u/ /jobs-bank-infographics.pdf 7

9 3.3 ADMINISTRATIVE DETAILS UNDER THE FCF JOB VACANCY AT PME LEVEL FROM 1 AUGUST 2014 JOB ADVERTISEMENT Employer advertises on the Jobs Bank administered by WDA for at least 14 calendar days. Should include the following information in the job advertisement Job title Closing data Skills Qualifications Experience Salary Range Job advertisment must comply with Tripartite guidelines** on Fair Employment Practices Employers receive applications from the Jobs Bank Select and interview candidates IF AN EMPLOYMENT PASS APPLICATION IS NEEDED Employer applies for EP as there is no suitably qualified Singaporean available The period between closing date of job advertisement and EP application should be < 3 months In the EP applications, employers will have to indicate the Job Posting ID (from the Jobs Bank). The EP candidate should also meet the prevailing EP qualifying criteria based on salary and qualifications. Source : Note: Exempt from the advertising requirement only: I. Firms which hire 25 or fewer employees; and II. Jobs that pay a fixed monthly salary of $12,000 and above per month III. Intra-corporate transferees; and IV. A job that is necessary for short term contingencies (i.e. period of employment in Singapore for not more than one month) **The Tripartite guidelines on Fair Employment Practices can be found at 8

10 04REVISIT: FAIR CONSIDERATION FRAMEWORK The framework is not about Hire Singaporeans First, or Hire Singaporeans Only. What the government is doing is to help them get a fair opportunity. Mr Tan Chuan-Jin, Acting Minister for Manpower in a statement for the press 9

11 4.1 WHAT IS THE FAIR CONSIDERATION FRAMEWORK (FCF)? The Fair Consideration Framework (FCF) is a set of new regulations legislated by the Ministry of Manpower (MOM) in order to encourage firms or employers to consider Singaporeans fairly for all jobs before hiring foreigners under the Employment Pass (EP). FCF indicates a change to current Human Resources (HR) practices as firms are now required to advertise job vacancies on a national job bank before submitting an EP application. MOM will actively scrutinize firms with a low proportion of Singaporeans at the Professionals, Managers and Executives (PMEs) level compared to others in their industry, and will keep a look out for companies with repeated complaints made against them. Read our exclusive blog post about the FCF here: Image Source : 10

12 4.2 WHAT ARE THE NEW RULES? Is the issue of Job competition between Singaporeans & foreigners a serious one in Singapore now? This poll was conducted from Sep 6 to Sep 19, 2010 Total Votes = 340 Image Source : The Singapore government has been largely successful in attracting foreign talents into Singapore as various incentives and policies have been set in place to attract foreigners in a bid to boost our economy and fertility rates. 11

13 Foreign Workforce Number Statistics show the growing numbers of total foreign workforce: Pass Type Dec 2007 Dec 2008 Dec 2009 Dec 2010 Dec 2011 Dec 2012 Jun 2013 Employment Pass (EP) 99, , , , , , ,100 S Pass 44,500 74,300 82,800 98, , , ,100 Work Permit (Total) 757, , , , , , ,600 Work Permit (Foreign Domestic Worker) 183, , , , , , ,000 Work Permit (Construction) 180, , , , , , ,500 Total Foreign Workforce 900,800 1,057,700 1,053,500 1,113,200 1,197,900 1,268,300 1,296,800 Total Foreign Workforce (excluding Foreign Domestic Workers) Total Foreign Workforce (excluding Foreign Domestic Workers & Construction) 717, , , , ,600 1,058,700 1,085, , , , , , , ,000 Image Source : This move by the government has received mixed responses from the public and one of the main key areas most Singaporeans are concerned about has been the competition for jobs between locals and the growing presence of a larger foreign workforce here in Singapore. A hot topic covered in the Government s White Paper 2013, Budget 2013, National Day speeches as well as by various on-line and off-line media platforms, have led to the culmination of the issue and the FCF comes as no surprise. View MOM s info-graphic on fair consideration here. Benefit of new rules Advertising on the jobs bank will benefit both employers and Singaporean job-seekers, as it facilitates better matching of vacancies with job-seekers. Employers will have access to a larger pool of potential candidates. It will also increase the visibility of job openings to all Singaporeans, and will help more to benefit from the better jobs created. Related News: Worries over competition for jobs Keeping it new on jobs & competition FCF was further motivated by the feedback gathered from Singaporeans who have submitted their views to MOM, through MOM s Our Singapore Conversation (OSC) on Jobs, and from key stakeholders such as the National Trades Union Congress (NTUC) and employer groups. 12

14 4.3 Details of FCF (A) KEY FEATURES Considering Singaporeans fairly and improving job matches All firms are required to consider Singaporeans based on merit. All firms are strongly encouraged to advertise their job vacancies and must ensure that jobs advertised are open to Singaporeans. Firms making new EP applications must advertise the job vacancy on a new jobs bank (to be launched in 2014) managed by the Singapore Workforce Development Agency (WDA). The advertisement must be open to Singaporeans, comply with the Tripartite Guidelines on Fair Employment Practices, and run for at least 14 calendar days. These new rules will come into effect on 1 August Additional scrutiny for firms which may have discriminatory HR practices MOM will identify firms that have the potential to improve their hiring and career development practices and these firms may be asked to supply additional information to MOM such as: Organization charts with nationality information; Recruitment processes; Staff grievance handling procedures; Framework for staff progression; and Plans to develop local internal staff to take on higher roles or reduce reliance on EP holders. If firms are not receptive towards improving their recruitment and training practices, additional requirements may be imposed by MOM, such as requiring the firm to: Attest that the firm will not displace any similarly employed Singaporean within 60 calendar days before or after applying or renewing EPs Display a fact-sheet at the firm s workplace containing key information submitted to MOM Unresponsive firms would be under greater scrutiny and there will be a longer review period for their EP applications. Work pass privileges may also be curtailed. Exemptions: Small firms with 25 or fewer employees, and those jobs which pay a fixed monthly salary of $12,000 and above, will be exempted from the advertising requirements for practical reasons. However, if complaints are received of nationality-based or other discriminatory HR practices, these firms will attract additional scrutiny and may have their work pass privileges reduced. (B) ENHANCED EP QUALIFYING REQUIREMENTS From January 2014, the qualifying salary for new EP applications will be raised from $3,000 to $3,300. Applicants will have to earn a salary of at least $3,300 or more per month, depending on qualifications and experience: Young graduates from good educational institutions can qualify if they earn at least $3,300 Older applicants will have to command higher salaries to qualify, commensurate with the work experience and quality they are expected to bring. For more Questions & Answers, visit factsheet-fair-consideration-framework.pdf 13

15 Annex A 4.4 WHEN IS THE FCF GOING TO TAKE EFFECT? FAIR CONSIDERATION FRAMEWORK IMPLEMENTATION TIMELINE Fair Consideration Framework Implementation Timeline Image Source : 14

16 05 WHAT DOES FCF MEAN FOR YOU? Often, the most original ideas and unusual connections are formed when people of varying origin work together, in teams. New ways of thinking lead to new ways of doing businesses and innovative products which is what drives business success and competitive advantage. Sandra Lester, Director of the Conference Board s European Council on Corporate Communications 5.1 WHY IS PRACTISING FAIR EMPLOYMENT IMPORTANT TO YOU? Fair Employment Practices and the FCF will help you to: Widen your talent pool Recruit the best people for the job based on skills and abilities Improve customer satisfaction Increase employee engagement Raise productivity Reduce cost related to absenteeism and employee turnover Foster creativity and innovation Enhance deployment flexibility Create a positive image and positions the organization as an Employer of Choice. 15

17 Case Study: The Ritz-Carlton The Ritz-Carlton s Employee Promise is a commitment by the organisation to its employees based on the principles of fairness and merit. Through the Employee Promise, The Ritz-Carlton guarantees a work environment where everyone regardless of race, age, gender, marital status and educational levels are treated equally and provided with equal opportunities for growth and development. This ensures that all Ladies and Gentlemen stay committed and engaged. All Ladies and Gentlemen are assured of a work environment where they have the right to be involved in the planning of the work that affects them. At The Ritz-Carlton, all Ladies and Gentlemen carry the Credo Card at work. The hotel s core values and principles, which are known as the Gold Standards, are captured in this card. This includes the hotel s Employee Promise and Service Values. It serves as a constant reminder for employees to incorporate these values and principles in their daily work The Employee Promise At The Ritz-Carlton, our Ladies and Gentlemen are the most important resource in our service commitment to our guests. By applying the principles of trust, honesty, respect, intergrity and commitment, we nurture and maximise talent to the benefit of each individual and the company. The Ritz-Carlton fosters a work environment where diversity is valued, quality of life is enhanced, individual aspirations are fulfilled, and The Ritz-Carlton Mystique is strengthened. During Daily Line-Ups (i.e. daily briefings), these Gold Standards are discussed and each Lady or Gentleman is invited to give everyday examples of how they can practise and energise these values. This enables all Ladies and Gentlemen to internalise the company s values and principles. Examples of service excellence are also shared during the daily briefings and this creates a platform to motivate the Ladies and Gentlemen as they go about their daily work. One key element is the emphasis on fostering a work environment where diversity is valued. Doreen Tan, an Executive Assistant who has worked at The Ritz-Carlton, Millenia Singapore for 18 years, shared that the hotel is truly committed to nurturing and maximising talents and that they constantly recognise their Ladies and Gentlemen through various means. The hotel s emphasis on its people is evident and can clearly be seen and experienced in the exceptional service delivered by its Ladies and Gentlemen. We believe that employers who promote fair practices will ultimately enjoy greater success when employing people simply because you have a wider pool of talent to tap on. We define it as positively welcoming all types of candidates that walk through our doors. We select and hire our Ladies and Gentlemen based on talent and job fit and then we invest in them. Mark Fletcher Director of Human Resources The Ritz-Carlton, Millenia Singapore 16

18 MOM & TAFEP: Hiring & Developing a Singaporean Core Employers are advised to make reasonable efforts to attract and consider Singaporeans for job positions on merit, and to train and develop their potential and careers. According to the Tripartite Guidelines on Fair Employment Practices (page 4), such efforts include: Ensure that jobs advertised are opened to Singaporeans Work with educational institutions, career centres and recruitment agencies to attract and recruit Singaporeans. Developing skills and expertise of Singaporean employees for higher level jobs TAFEP & MOM will make reference to this set of guidelines in promoting fair and responsible employment practices. 5.2 WHAT DOES THIS ULTIMATELY MEAN FOR YOU? In light of: 1. (the need to abide by the) Tripartite Alliance for Fair Employment Practices 2. (as well as the) Fair Employment Framework 3. (and also) managing your employees/co-workers/subordinates The onus is on you to ensure that you are being compliant in every step of the recruiting process in order to achieve business success. The following sections are specially tailored to help you equip yourself with the necessary knowledge and tools to overcome recruiting challenges and avoid potential risks of infringement. 17

19 RECRUITING 06FAIR PRACTICES FAIR RECRUITMENT PRACTICES OF SUCCESSFUL ORGANIZATIONS According to TAFEP s Fair Recruitment & Selection Handbook, fair recruitment practices that successful organizations subscribe to include: A. Applying the Tripartite Guidelines on Fair Employment Practices. B. Recruiting and selecting employees on the basis of merit. C. Giving job applicants a fair opportunity to demonstrate their knowledge, skills and experience during interviews. D. Providing sufficient information for candidates to make an informed decision about joining the organization. E. Using consistent evaluation criteria established by the organization for the specific job position for selection. F. Ensuring all interviewers are aware of the established criteria for interview and selection. G. Ensuring that the remuneration for the new employee is in line with the company s pay structure, taking into account the salaries of the existing employees in the organization as well as current remuneration practices of the industry. H. Ensuring that psychometric tools or other types of tests used are relevant to the job. The usage of any assessment tools should be clearly explained to the job applicants during the interview. I. Abiding by relevant labor laws when recruiting new employees. J. Informing job applicants of the outcome of their application when the position has been filled. 18

20 6.2 CREATING NON-DISCRIMINATORY JOB ADVERTISEMENTS What to avoid when creating job advertisements? Avoiding sexual discrimination As much as you might want to balance up your gender heavy department with a member of the opposite sex, this is strictly forbidden to ask for within a job advert. There are certain roles where there is a genuine occupational need for an employee to be of a certain gender, such as within single sex institutions like hospitals and prisons. You are never allowed to consider that hiring one gender may provide a benefit in terms of physical performance, unless that performance is of a thematic nature (such as the need for a male to play Father Christmas). The job title you use should therefore never be gender specific waitress, salesman and manageress are all terms that fall foul of the law. Avoiding racial discrimination Racial discrimination is taken just as seriously as gender discrimination and many of the same principles apply. However there are again some situations where being of a certain race can be seen as a genuine occupational qualification. It s sometimes the case that an organization needs to take positive action to encourage people from a certain ethnic group to apply for a job or training because they are underrepresented in the organization or at certain job levels. This is regularly seen within Police Force recruitment campaigns where they try and match the ethnicity of their employees with local populations. Even where language is an important part of the role you must state that someone must be able to converse in the language rather than being from a particular country, for example Italian speaking rather than Italian. Avoiding age discrimination Age discrimination is a relatively new addition to the list of things to consider when writing job adverts, and it is one of the biggest changes in process that most employers will 19 have to go through in order to comply with all discrimination regulations. The rules now not only cover stipulating upper or lower age limits for job applicants, but also implied terms such as youthful, dynamic or mature. All these terms could be seen as excluding someone from applying for a role based on their age. Even asking for a certain level of experience from candidates could be deemed as discriminating against someone who hasn t had the opportunity to gain that experience as they are too young. There are plenty of ways of rephrasing your job advert, such as asking for candidates who have demonstrated a certain task, but putting a number of years on how long they have taken to achieve that task is definitely out of the question. Avoiding disability discrimination It s important for all businesses to ensure disabled candidates have as many opportunities to join their company as anybody else. This covers job adverts as well as the rest of the recruitment process, such as making your offices wheelchair accessible for job interviews. Again, the language and the criteria you use is very important for example, there is no reason to stipulate that candidates must hold a driving license if they are not going to be expected to do any driving for the job. There is obviously some physical activity that is crucial to some positions, but you must make sure this is a genuine necessity for the role rather than a nice to have. While drafting job advertisements, the criteria should focus on job scope, qualifications, skills or knowledge, experience and character traits. According to the Tripartite Guidelines On Non-Discriminatory Job Advertisements, the following attributes cannot be listed as

21 requirements: Age If the work is physically demanding, state the physical attributes rather than an age criterion, e.g. Candidates are required to load and unload heavy machinery. Avoid phrases like fresh graduates only as it can be seen as preference for a particular age group. Gender If the job requires a particular gender for practical requirements of the job, state the purpose instead of the gender. Avoid phrases like female working environment that suggest preference for a particular gender. the other as a job criterion as multiracialism is a fundamental principle in Singapore. Job advertisements should not feature statements like Chinese preferred or Malay preferred. Religion Like race, religion as a job criterion is also unacceptable unless the employee has to perform religious functions as part of the job scope, e.g. Production manager required for Halal food manufacturer. Language If the job requires proficiency in a particular language, state the reason clearly, e.g. Tamil language teacher wanted for tuition center. Distinctions in O Level Tamil required. Marital Status An irrelevant criterion as jobs can be performed equally well by married or single persons. Race It is unacceptable to prefer one race over 20

22 6.2.2 Dos & Don ts of Job adverts Nationality Words or phrases that exclude Singaporeans or indicate preference for non-singaporeans should not be used. Not Acceptable Non-Singaporeans preferred Singaporeans and Malaysians preferred Singaporeans and Malaysians welcomed Singaporeans and Filipinos (or other nationalities) Employment Pass/S Pass/ Work Permit / Dependant s Passes / Long Term Visit Passes Holders only Acceptable No mention of any nationality Only Singaporeans Language If a job entails proficiency in a particular language, employers should justify the need for the requirement. Not Acceptable Mandarin is an advantage English/Chinese (Mandarin) speakers Speak Mandarin Putonghua an advantage Acceptable Chinese-language teacher for preschool centre, good credit in O Level Chinese Translator for a leading Malay sports magazine. Proficiency in Malay is a must. Age Words or phrases that suggest preference for job candidates of a particular age group should not be used. Not Acceptable Below 30 only Youthful working environment Age only Fresh graduates are welcome to apply Acceptable Older workers welcomed Job is suitable for older workers 3 years of relevant experience No experience required Race Race should not be a criterion for the selection of job candidates as multiracialism is a fundamental principle in Singapore. Not Acceptable Acceptable Chinese preferred Prefer Malays 21

23 Religion Religion is unacceptable as a criterion for recruitment except in cases where employees have to perform religious functions as part of the job requirement. Not Acceptable Christians preferred No Muslims. Work involves handling pork and beef Acceptable Chinese restaurant needs chef. Requires handling of pork and beef. Gender Words or phrases that suggest preference for job candidates of a particular gender should not be used. Not Acceptable Strong guys needed Preferably female Female working environment Acceptable Women s fashion boutique requires sales staff to model clothes while on the job Physical work required Marital Status Generally an irrelevant criterion in employment as jobs can be performed equally well by either married or single persons. Not Acceptable Preferably singles Acceptable Frequent overseas traveling is expected Image Source : on%20discrimination%20cases-%20annex%20b-% pdf For more details on job adverts, go to 22

24 6.3 EXAMPLES OF NON-DISCRIMINATORY EMPLOYMENT INTERVIEW QUESTIONS (AS PROPOSED BY TAFEP) During the interview, try to ensure all the relevant areas are covered. While there will be differences depending on the response to questions, keeping to a consistent set of issues and scenarios allows for more objective comparisons of the suitability of candidates. 1. Questions on qualifications a. When was the last time you attended a course of study, workshop or seminar? b. What is your highest level of education? c. What was your specific field of study? 2. Questions on job skills a. What are some of your core skills? b. What do you think are the skills requirement for the job you are applying? c. How competent are you in operating computers? What software are you familiar with? 3. Questions on job experience a. What did you do in the last five years? b. What were the challenges in your past experience as a (job title)? c. How experienced are you in handling customers? 4. Questions on analytical skills a. You are required to give a 10 minutes presentation on what you would do as a manager in the event of a fire in your office, what are the issues that you would include in your presentation? b. What would you do to increase productivity in your department? How would you carry out the tasks? c. Tell us what you would do if you were to start your career all over again. 5. Questions on willingness to work in a team a. Who are your team members in your present job? What is your working relationship with each of them? b. Tell us the challenges you faced when you were working with a team. c. How many work teams have you worked with over the last two years? What distinctive strengths and weaknesses have you seen in the team members? 6. Questions on passion for job and company a. What are the goals and objectives of your present company? Do you know our company s goals and objectives? b. How long have you been looking for a new job? How long have you been on your last job? 7. Questions on integrity a. What are three adjectives that others would use to describe you? b. What does integrity mean to you? c. How would you respond if you were to discover that a co-worker is using the office phone for personal long distance calls? 8. Questions on self confidence a. When was the last time you were given a task that was beyond your scope of work? b. Tell us about that situation. c. What would you do if you were retrenched from your company? d. How confident are you to perform the job that you have applied for? 9. Questions on self development a. When did you last enroll in a course of study, e.g. attending seminars, workshops and lectures? b. What training courses, seminars and workshops will you be attending in the next 12 months? c. Do you think it is important to continue learning throughout one s lifetime? Why? 10. Questions on travel a. This job might require you to travel overseas more than 50% of the time. 23

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