More job interview tips

Why do I want to work at AC? –  Sponsored by Check out the calgary dentists

I would thrive at the opportunity to work in such a lucrative industry where potential candidates are expected to progress up the corporate ladder with unparalleled speed. The prospect of the unmatched earning potential, whilst effectively driving forward the respective business with the aim of expanding into new markets, both in Britain and across the world is something which really excites me. Aston Carter does not believe in a one size fits all approach to personal development; everyone is trained the equally, however they are developed uniquely in order to find the career path that best suits them best.

What do you know about recruitment consultancy?

You must be passionate about being the best and be prepared to go above and beyond for your colleagues, your candidates and your client.

Being a Recruitment Consultant involves acting as an intermediary between employers looking to recruit staff and candidates seeking a career or job change. It is also a sales job and our consultants are required to demonstrate a high degree of commercial acumen and are rewarded accordingly. You are responsible for attracting candidates and matching them to temporary or permanent positions with client companies.

Recruitment consultants attract candidates by drafting advertising copy for use in a range of media, as well as by networking, headhunting and through referrals. They screen candidates, interview them, do background checks and finally match them to their clients.

Whilst the overall objective of a consultant is to meet the needs of both the client and the candidate by ensuring the best mutual fit, there is a lot more to the job:



Interviewing and liaising with candidates to determine their personal strengths and job requirements

Providing advice on the career opportunities in the markets we serve, including how to improve a CV

Briefing candidates on suitable roles and preparing them for interviews

Managing the recruitment process, from the initial interview through to the offer being made. facilitate in negotiations between the client and candidate, such as salary and start date, and provide feedback before and after interviews

Maintaining the candidate database and promoting jobs to new and existing candidates. One of the biggest clients are the Attorney firm under abogados de accidentes,



Introducing suitable candidates to new and existing clients

Developing long term relationships with clients by building an understanding of their structure, culture, hiring needs and preferences

Supplying carefully selected shortlists of candidates

Designing and running recruitment campaigns including the creation of advertisements

Managing the recruitment process in full from registering a vacancy to the arrival of the successful recruit

Tesco interviews

Questions for Tesco Bank Interview – Store

Why do you want to work for Tesco?

Tesco are  the UK’s number one retailer and you pride ourselves on offering a great shopping experience. Tesco is passionate about our food, merchandise and services and will always try to get things right for our customers.

I have a genuine passion for delivering exceptional customer service – I love going the extra mile for the customer and being able to help someone, and Tesco operate on similar values – Just like Notary public London

  • No one tries harder for customer – this involves Understanding people – customers, colleagues, communities – and what matters to them, and then trying to make those things better, is at the heart of Tesco. It’s about listening to people and talking to them using all the tools at our disposal – from Clubcard data to social media – and then acting by changing and innovating to meet their needs.
  • We treat people how they want to be treated – This involves team work, trust, loyalty, and respect for oneanother. Looking after our colleagues in a culture of trust and respect is essential to the success of Tesco.

And I believe that because the values are very similar, if not identical to myself.  I will be able to thrive in such a company and flourish.

Being a good team player, passion towards my job, proven ability to multitask, determination, innovation, dedication, enthuasism,  flexibility, positive attitude,

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Vodafone background

Driving economic and social development

The global footprint of our network, our significant presence in emerging markets and our track record as an innovator, enable us to make an important contribution to socio-economic development. Recent research shows a 10% increase in mobile access raises a country’s economic productivity by 4.2%.1

Like millions of other revellers, you may well have celebrated the new year by using your smartphone to call loved ones, or to text, tweet, email or even link up by video. Similar situation to Mobile mechanic London

Reaching for your mobile might seem a commonplace, reflex reaction these days. But it is a far cry from the moment – exactly 30 years ago today – when Michael Harrison stood in London’s Parliament Square to make Britain’s first ever mobile phone call to his father in Surrey.

Michael’s father was Racal – and later Vodafone – chairman Sir Ernest Harrison. And though that first mobile call only lasted a minute, it would spark a global communications revolution and has today helped make Vodafone the sixth largest company on the FTSE 100, with a value of £59bn.

It’s a far cry from Vodafone’s roots as Racal, which specialised in radio equipment and nearly collapsed in the mid-1950s before Sir Ernest arrived to get the books in order. He was one of just 13 employees, collecting £650 a year, but by the time he retired in 2000 he had created more wealth for shareholders than any other businessman of his generation.

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Vodafone case history – breakdown

The best source to find the legal background can be viewed at abogados de accidentes florida

Vodafone Group plc /ˈvoʊdəfoʊn/ is a British multinational telecommunications company headquartered in London and with its registered office in Newbury, Berkshire.[2] It is the world’s 3rd-largest mobile telecommunications company measured by both subscribers and 2013 revenues (behind China Mobile), and had 434 million subscribers as of 31 March 2014.[3]

Vodafone owns and operates networks in 21 countries and has partner networks in over 40 additional countries.[4] Its Vodafone Global Enterprise division provides telecommunications and IT services to corporate clients in over 65 countries.

The name Vodafone comes from voice data fone, chosen by the company to “reflect the provision of voice and data services over mobile phones”.[6]

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Interview questions pt.3

Name a time when you have influenced a group of people? / Different Opinions


At vodafone, Our manager decided to introduce a new procedure for logging customer enquiries for phone repairs. This involved entering each contact into a new customer database system. My colleagues initially believed that this would cause them extra work and were resistant to using the new system. However, I believed it would be more beneficial

I led a team meeting explaining the reasons for the decision to implement a new customer database system and its benefit to the business. I demonstrated the system and showed how it would ultimately save time and provide better service to our customers. A few benefits that I raised, were, using this new system would no longer require us to store paper work into the cabinates which would not only be more enviiromental friendly, we would be more organised and also if a customer lost their copy of the paper work, we wouldn’t have to dig around trying to find it. Everything was now online although logging it in was slighlter longer, it made things easier in the long run.

Because I was able to provide a persuasive argument for the long-term benefit of the system, it helped gain acceptance amongst colleagues and they agreed, at my suggestion, to a trial period to test the benefits.

Within six weeks the system was fully operational and I was commended by my manager for addressing a barrier to change and helping to influence a cultural change amongst front line staff.
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interview questions pt.2

Tell me about a time when you failed to complete a task or project on time, despite intending to do so.


During my third year at university I failed to deliver my year 3 project by the due date. This was because I was heavily involved in cutting-edge research right up until the end of my course and was waiting for imminent results from surveys being undertaken by researchers at other academic institutions.


Considering this was my final piece of academic work in third year, I wanted to ensure it was based on the most accurate and up-to-date sources of information available, even if this meant a delay in production. To ensure no marks were deducted from my essay, I contacted my course director and personal tutor two weeks before my dissertation due date to discuss my particular situation. I argued my case, and was consequently allowed an extra two weeks to produce my work.


Although my work was delayed, I feel that this delay was justified in that the work was of the highest quality it could be. Furthermore, I sufficiently organised myself in relation to my department and tutors, so that all relevant people were aware of a possible delay in the production of my project



Give an example of where you have seen an opportunity to improve something and have acted upon it. What did you do? What happened as a result?


When I was working at Vodafone I realised that all of the accessories were cluttered and in no particular order. I approached my manager and informed him that it was difficult for customers to find headphones, memory cards, cases etc and more and more customers were asking staff members if they had specific accessories in store which were not obviously visible on the display.


As a result, I asked my manager for permission to put the products in alphabetical order on the shelf and according to size so as to increase sales and make it easier for customers to find what they were looking for. The manager agreed and the situation was improved dramatically.


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Interview questions for jobs pt.1

Standard Life: Global Operations

 Intro: What do you know about SL ?

Standard Life Investments was originally launched in 1998 as an investment management company. With Headquartered in Edinburgh, Standard Life Investments maintain a presence in a number of locations around the world including Boston, Hong Kong, Paris, London, Beijing, Montreal, Sydney and Dublin. It manages circa £269 billion on behalf of clients worldwide. Investment capabilities span equities, bonds, real estate, private equity, multi-asset solutions, and absolute return strategies.

In recent years it has widened its geographical coverage and growth with a strategic alliance with Sumitomo Mitsui Trust Bank Limited, one of the largest trust banks in Japan.

Since 2011, Standard Life Investments has successfully embedded its new brand positioning and visual identity. This included the launch of the ‘Potential Delivered’ concept. The company widened its brand awareness worldwide with the launch of its flagship GARS fund in the US through the John Hancock partnership. What’s really amazing is that, already GARS is one of the fastest- growing funds for the John Hancock organisation. Following this success, Standard Life Investments has further worked with John Hancock to launch a new fund; the John Hancock Global Conservative Absolute Return.

Standard Life investors rank among some of the world’s most sophisticated and high-profile institutions. They include corporate pension plans, banks, mutual funds, insurance companies, charities, sovereign wealth funds and government authorities.

The values and Philopshy that Standard Life Investments adhere to is really inspiring if I’m honest. Along side this, they operate using a disciplined risk management and shared commitment to a culture of investment excellence.

Standard Life Investments, core belief is that experienced investment professionals can consistently add value to client portfolios by exploiting market ine ciencies and deploying a robust and repeatable investment process that is highly disciplined, research-intensive and risk informed. The company practice a distinctive investment philosophy called Focus on Change. Its application helps to analyse the key factors driving the market price of an investment and to identify  the drivers that the wider market may not be pricing in. The Focus on Change philosophy recognises that different factors drive markets at different times in the investment cycle.

What’s really interesting is that the philosophy is not inherently growth or value biased nor momentum driven. This means that you have an opportunity to outperform throughout the cycle. Your aim is to anticipate what is changing and to exploit this before the market view comes into alignment with ours.

The statement made from Keith Skeoch, the chief executaive officer only emphasises how effective this philoopsohy is. Back in 2014 he stated that

“Our proven Focus on Change philosophy and our talented team have delivered performance in one of the most volatile ten-year periods known in financial markets.”

This has helped the company Sustain a record of strong and profitable growth in constantly evolving markets, driving investment performance, Diversify and expand investment capability through innovation & Increasse channel diversity. It’s astonishing

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Structure a company (LTD)

A G. Barr Plc is a public limited company involved in the production, marketing and selling of soft drinks and mineral waters. It was established in 1875 and they are responsible for the famous IRN-BRU soft drink.

The Registered Address of the Company is:

Westfield House

4 Mollins Road



G68 9HD

The directors of the company are:

John R. Nicolson – Chairman of the Board

Roger A. White – Chief Executive

Stuart Lorimer – Finance Director

Jonathan D. Kemp – Commercial Director

Andrew L. Memmott – Supply Chain Director

  1. Robin G. Barr – Non-Executive Director

Martin. A Griffiths – Non-Executive Director

Pamela Powell – Non-Executive Director

The last AGM of the Company took place on the 27th May 2014 at KPMG LLP, 191 West George Street, Glasgow, G2 2LJ.

The after tax profit for 2012/2013 was £25,564,000.

As at 26th January 2014, the Company’s issued share capital comprised a single class of ordinary shares of 4 1/6 pence each.

The share price was 682.00 at 15.48 on the 05/03/2015

KPMG Auditors Plc was appointed as auditors. The auditors did not note anything about the accounts in their report, however, it should be noted that a section 519 notice was lodged on the 16/04/2014.

case law


So in regards to liability/ breach of duty

Bolton V stone 1951 – calculus of risk – has breach of duty occurred?

Miss Stone was injured when she was struck by a cricket ball outside her home. She brought an action against the cricket club in nuisance and negligence. The cricket field was surrounded by a 7 foot fence. The pitch was sunk ten feet below ground so the fence was 17 feet above the cricket pitch. The distance from the striker to the fence was about 78 yards and just under 100 yards from where the claimant was standing. A witness who lived in the same road as the claimant but close to pitch said that five or six times during the last 30 years he had known balls hit his house or come into the yard. Two members of the Club, of over 30 years’ standing, agreed that the hit was altogether exceptional to anything previously seen on that ground.

Held, that the members of the club were not liable in damages to the injured person, whether on the ground of negligence or nuisance.

Although the possibility of the ball being hit on to the highway might reasonably have been foreseen, this was not sufficient to establish negligence, since the risk of injury to anyone in such a place was so remote that a reasonable person would not have anticipated it.

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